I'm full-time at my store and I was getting 40 hours. Just recently our FE switched dept heads. I get along fine with the newbie. However last week my hours got reduced to 32 and only 4 days instead of 5. One of the days I'm unavailable is due to me being a volunteer firefighter and I'm unavailable only 2 days out of the week. I was able to bump someone but the same thing happened with the new schedule. I plan to talk to my dept head about this. If nothing happens, I'll talk to a member of management I can trust. If I have to I'll get the union rep involved. Can anyone give me any other advice on this?
__________________
If you need the lot cleared pray that he's out there...somewhere.
Most likely they are running the schedule and then not adjusting. Depending on the amount of associates this does normally happen if your min hours are set to 32, due to the system trying to give hours to everyone.
I'm full-time at my store and I was getting 40 hours. Just recently our FE switched dept heads. I get along fine with the newbie. However last week my hours got reduced to 32 and only 4 days instead of 5. One of the days I'm unavailable is due to me being a volunteer firefighter and I'm unavailable only 2 days out of the week. I was able to bump someone but the same thing happened with the new schedule. I plan to talk to my dept head about this. If nothing happens, I'll talk to a member of management I can trust. If I have to I'll get the union rep involved. Can anyone give me any other advice on this?
Bumping some one is just garbage... Just so you know when youre full time there is no set schedule. Your availability must be open if not then they can do pretty much what you just described.
I'm full-time at my store and I was getting 40 hours. Just recently our FE switched dept heads. I get along fine with the newbie. However last week my hours got reduced to 32 and only 4 days instead of 5. One of the days I'm unavailable is due to me being a volunteer firefighter and I'm unavailable only 2 days out of the week. I was able to bump someone but the same thing happened with the new schedule. I plan to talk to my dept head about this. If nothing happens, I'll talk to a member of management I can trust. If I have to I'll get the union rep involved. Can anyone give me any other advice on this?
Bumping some one is just garbage... Just so you know when youre full time there is no set schedule. Your availability must be open if not then they can do pretty much what you just described.
I agree with you on bumping. I would rather switch shifts and give the other person a chance to still work. And my other 5 days are open. And in an ironic twist of fate, I talked to the manager and they said for both of us to come in. But the other person called in so in a way I did bump them.
__________________
If you need the lot cleared pray that he's out there...somewhere.
I'm full-time at my store and I was getting 40 hours. Just recently our FE switched dept heads. I get along fine with the newbie. However last week my hours got reduced to 32 and only 4 days instead of 5. One of the days I'm unavailable is due to me being a volunteer firefighter and I'm unavailable only 2 days out of the week. I was able to bump someone but the same thing happened with the new schedule. I plan to talk to my dept head about this. If nothing happens, I'll talk to a member of management I can trust. If I have to I'll get the union rep involved. Can anyone give me any other advice on this?
Next week is a holiday week (Labor Day). It is possible your hours got cut because with the holiday pay you will get 40 anyway. They have been doing this in my store during holiday weeks without even asking the associates if it is okay as a way to save on their store budget. Plus, they don't figure to have the business immediately following a holiday that they have immediately leading up to a holiday. OT sometimes is issued leading up to the holiday so I guess this is their way of making up for some of that. If you approach your store manager about this and tell him/her you want the full 40 hours plus your entitled holiday pay, they should pencil you in for your full 40 but you might have to be flexible as to the day they pencil you in on.
The only way you can do anything about it is if some one with less seniority gets more hours than you or gets called in and you don't. That is what seniority is about. If some one with less seniority than you gets more hours, then let them work those hours and at the end of the week let Union know. You'll get paid for the hours you should have received.
The only way you can do anything about it is if some one with less seniority gets more hours than you or gets called in and you don't. That is what seniority is about. If some one with less seniority than you gets more hours, then let them work those hours and at the end of the week let Union know. You'll get paid for the hours you should have received.
Your idea of seniority is limited, unless your Union contact does not allow bumping of the schedule. Most contacts dictate that the schedule will be written by seniority where more senior associates get their hours up to the max over associates with less seniority. A more senior associates does have the right to claim hours of a lesser associate as long as it does not place them over 40 hours. In a situation where a lesser associates is called in before a senior associate, a claim can be filed (if an attempt is made to contact the senior associate, this associate can not file a claim). While seniority rights might have become less and less over the years, this is one that basically will not go away.
The only way you can do anything about it is if some one with less seniority gets more hours than you or gets called in and you don't. That is what seniority is about. If some one with less seniority than you gets more hours, then let them work those hours and at the end of the week let Union know. You'll get paid for the hours you should have received.
Your idea of seniority is limited, unless your Union contact does not allow bumping of the schedule. Most contacts dictate that the schedule will be written by seniority where more senior associates get their hours up to the max over associates with less seniority. A more senior associates does have the right to claim hours of a lesser associate as long as it does not place them over 40 hours. In a situation where a lesser associates is called in before a senior associate, a claim can be filed (if an attempt is made to contact the senior associate, this associate can not file a claim). While seniority rights might have become less and less over the years, this is one that basically will not go away.
If they've made the attempt to call the person of higher seniority first. If they called the person with lesser seniority and did not attempt to call higher seniority then the person with higher seniority can claim it. Technology today can prove the with attempt was made or not. The only way that a person with lesser seniority can be called first is if those with higher seniority have 40 hours and those with lesser seniority has 36 hours. Thank you, for your input, though.
The only way you can do anything about it is if some one with less seniority gets more hours than you or gets called in and you don't. That is what seniority is about. If some one with less seniority than you gets more hours, then let them work those hours and at the end of the week let Union know. You'll get paid for the hours you should have received.
Your idea of seniority is limited, unless your Union contact does not allow bumping of the schedule. Most contacts dictate that the schedule will be written by seniority where more senior associates get their hours up to the max over associates with less seniority. A more senior associates does have the right to claim hours of a lesser associate as long as it does not place them over 40 hours. In a situation where a lesser associates is called in before a senior associate, a claim can be filed (if an attempt is made to contact the senior associate, this associate can not file a claim). While seniority rights might have become less and less over the years, this is one that basically will not go away.
If they've made the attempt to call the person of higher seniority first. If they called the person with lesser seniority and did not attempt to call higher seniority then the person with higher seniority can claim it. Technology today can prove the with attempt was made or not. The only way that a person with lesser seniority can be called first is if those with higher seniority have 40 hours and those with lesser seniority has 36 hours. Thank you, for your input, though.
Your terminology I believe is causing confusion, a claim is a "Schedule Claim" where you take a shift of a lesser associates (normally hours after the schedule is posted). A scheduling claim would occur if a senior associates has 3 or more days off and has availability on one of those days (as long as it does not go again your contractual MAX hours). A scheduling claim can also be filed if your shift is not the max length allowed by your contact, (If your scheduled to work from 12p-4p and another lesser associates is scheduled 4p-8, you can schedule claim that shift. A "Grievance" is filed when your believe your Union Rights were not upheld. If someone is called in before yourself (without an attempt), your would file a grievance, because the Union Contract was not followed. People with less seniority can and will have more hours then a more senior associate, depending on availability, call offs and other factors. There are many different variances, and most rules vary by contact, but this is basically how this works. Thank you, for your input.
