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Manager (Possibly) Setting Employee Up To Fail?
Clash Royale CLAN TAG#URR8PPP
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I'm asking this question on my partner's behalf/request.
My partner works in retail. It is important to note that she is a part-time employee (~20 hours a week, paid hourly) and is not in a management role (she is neither a manager, assistant manager, or a shift manager).
She just got next week's schedule and the store manager has assigned her to a closing shift without any managers present. There are several issues with this.
First, the store's point-of-sale system only allows managers to process returns. Since this shift is from noon to 8:00 PM on a Saturday, she'll have trouble addressing customer service concerns during these peak hours.
Second, only managers have the combination to the safe or can open the cash drawer in the POS. Since she is not a manager, she cannot do required tasks such as balancing the register or putting together the next day's bank deposit.
Third, the only other employee working with her during that shift would be a new hire (also not a manager) that has received no training, does not have login credentials for the POS system, and would not be able to check out customers.
My partner is afraid that her manager is setting her up to fail and will use this as a pretext for firing her. This anxiety isn't entirely unreasonable. A couple of weeks ago, the store manager assigned another non-manager to a closing shift, did not give him the code to the alarm system, and fired him for failing to activate the alarm.
How do you suggest that she handle this situation? Should she contact HR? I've already suggested that she document as much as she can (just in case).
Thank you fo your time.
Some clarifications:
She has asked if a manager could be present, but was told they were all unavailable.
She is not aware of a company policy that requires a manager to be present at all times, but with the amount that only managers can do, such a policy would make sense.
She has never received any suggestion of poor performance. The store manager has also never spoken to her about or offered her a promotion or management role.
Since this other employee cannot use the register, my partner feels pressured to not take her breaks.
We are in the United States.
Research:
- The answers to this question and this question don't quite work, though Hanlon's Razor is a really plausible explanation for this manager's behavior.
management manager retail
asked 11 mins ago
BastionGamma
41
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up vote
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down vote
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I'm asking this question on my partner's behalf/request.
My partner works in retail. It is important to note that she is a part-time employee (~20 hours a week, paid hourly) and is not in a management role (she is neither a manager, assistant manager, or a shift manager).
She just got next week's schedule and the store manager has assigned her to a closing shift without any managers present. There are several issues with this.
First, the store's point-of-sale system only allows managers to process returns. Since this shift is from noon to 8:00 PM on a Saturday, she'll have trouble addressing customer service concerns during these peak hours.
Second, only managers have the combination to the safe or can open the cash drawer in the POS. Since she is not a manager, she cannot do required tasks such as balancing the register or putting together the next day's bank deposit.
Third, the only other employee working with her during that shift would be a new hire (also not a manager) that has received no training, does not have login credentials for the POS system, and would not be able to check out customers.
My partner is afraid that her manager is setting her up to fail and will use this as a pretext for firing her. This anxiety isn't entirely unreasonable. A couple of weeks ago, the store manager assigned another non-manager to a closing shift, did not give him the code to the alarm system, and fired him for failing to activate the alarm.
How do you suggest that she handle this situation? Should she contact HR? I've already suggested that she document as much as she can (just in case).
Thank you fo your time.
Some clarifications:
She has asked if a manager could be present, but was told they were all unavailable.
She is not aware of a company policy that requires a manager to be present at all times, but with the amount that only managers can do, such a policy would make sense.
She has never received any suggestion of poor performance. The store manager has also never spoken to her about or offered her a promotion or management role.
Since this other employee cannot use the register, my partner feels pressured to not take her breaks.
We are in the United States.
Research:
- The answers to this question and this question don't quite work, though Hanlon's Razor is a really plausible explanation for this manager's behavior.
management manager retail
asked 11 mins ago
BastionGamma
41
New contributor
BastionGamma is a new contributor to this site. Take care in asking for clarification, commenting, and answering.
Check out our Code of Conduct.
Setting up an employee to fail makes no sense when in an at will state. She could be fired for any reason, or for no reason - a pretext isn't required. If your partner is afraid she can't handle a closing, she should talk to her manager.
– Joe Strazzere
5 mins ago
add a comment |Â
up vote
0
down vote
favorite
up vote
0
down vote
favorite
I'm asking this question on my partner's behalf/request.
My partner works in retail. It is important to note that she is a part-time employee (~20 hours a week, paid hourly) and is not in a management role (she is neither a manager, assistant manager, or a shift manager).
She just got next week's schedule and the store manager has assigned her to a closing shift without any managers present. There are several issues with this.
First, the store's point-of-sale system only allows managers to process returns. Since this shift is from noon to 8:00 PM on a Saturday, she'll have trouble addressing customer service concerns during these peak hours.
Second, only managers have the combination to the safe or can open the cash drawer in the POS. Since she is not a manager, she cannot do required tasks such as balancing the register or putting together the next day's bank deposit.
Third, the only other employee working with her during that shift would be a new hire (also not a manager) that has received no training, does not have login credentials for the POS system, and would not be able to check out customers.
My partner is afraid that her manager is setting her up to fail and will use this as a pretext for firing her. This anxiety isn't entirely unreasonable. A couple of weeks ago, the store manager assigned another non-manager to a closing shift, did not give him the code to the alarm system, and fired him for failing to activate the alarm.
How do you suggest that she handle this situation? Should she contact HR? I've already suggested that she document as much as she can (just in case).
Thank you fo your time.
Some clarifications:
She has asked if a manager could be present, but was told they were all unavailable.
She is not aware of a company policy that requires a manager to be present at all times, but with the amount that only managers can do, such a policy would make sense.
She has never received any suggestion of poor performance. The store manager has also never spoken to her about or offered her a promotion or management role.
Since this other employee cannot use the register, my partner feels pressured to not take her breaks.
We are in the United States.
Research:
- The answers to this question and this question don't quite work, though Hanlon's Razor is a really plausible explanation for this manager's behavior.
management manager retail
asked 11 mins ago
BastionGamma
41
New contributor
BastionGamma is a new contributor to this site. Take care in asking for clarification, commenting, and answering.
Check out our Code of Conduct.
I'm asking this question on my partner's behalf/request.
My partner works in retail. It is important to note that she is a part-time employee (~20 hours a week, paid hourly) and is not in a management role (she is neither a manager, assistant manager, or a shift manager).
She just got next week's schedule and the store manager has assigned her to a closing shift without any managers present. There are several issues with this.
First, the store's point-of-sale system only allows managers to process returns. Since this shift is from noon to 8:00 PM on a Saturday, she'll have trouble addressing customer service concerns during these peak hours.
Second, only managers have the combination to the safe or can open the cash drawer in the POS. Since she is not a manager, she cannot do required tasks such as balancing the register or putting together the next day's bank deposit.
Third, the only other employee working with her during that shift would be a new hire (also not a manager) that has received no training, does not have login credentials for the POS system, and would not be able to check out customers.
My partner is afraid that her manager is setting her up to fail and will use this as a pretext for firing her. This anxiety isn't entirely unreasonable. A couple of weeks ago, the store manager assigned another non-manager to a closing shift, did not give him the code to the alarm system, and fired him for failing to activate the alarm.
How do you suggest that she handle this situation? Should she contact HR? I've already suggested that she document as much as she can (just in case).
Thank you fo your time.
Some clarifications:
She has asked if a manager could be present, but was told they were all unavailable.
She is not aware of a company policy that requires a manager to be present at all times, but with the amount that only managers can do, such a policy would make sense.
She has never received any suggestion of poor performance. The store manager has also never spoken to her about or offered her a promotion or management role.
Since this other employee cannot use the register, my partner feels pressured to not take her breaks.
We are in the United States.
Research:
- The answers to this question and this question don't quite work, though Hanlon's Razor is a really plausible explanation for this manager's behavior.
management manager retail
management manager retail
asked 11 mins ago
BastionGamma
41
New contributor
BastionGamma is a new contributor to this site. Take care in asking for clarification, commenting, and answering.
Check out our Code of Conduct.
asked 11 mins ago
BastionGamma
41
New contributor
BastionGamma is a new contributor to this site. Take care in asking for clarification, commenting, and answering.
Check out our Code of Conduct.
asked 11 mins ago
BastionGamma
41
New contributor
BastionGamma is a new contributor to this site. Take care in asking for clarification, commenting, and answering.
Check out our Code of Conduct.
asked 11 mins ago
BastionGamma
41
asked 11 mins ago
BastionGamma
41
41
New contributor
BastionGamma is a new contributor to this site. Take care in asking for clarification, commenting, and answering.
Check out our Code of Conduct.
New contributor
BastionGamma is a new contributor to this site. Take care in asking for clarification, commenting, and answering.
Check out our Code of Conduct.
BastionGamma is a new contributor to this site. Take care in asking for clarification, commenting, and answering.
Check out our Code of Conduct.
Setting up an employee to fail makes no sense when in an at will state. She could be fired for any reason, or for no reason - a pretext isn't required. If your partner is afraid she can't handle a closing, she should talk to her manager.
– Joe Strazzere
5 mins ago
add a comment |Â
Setting up an employee to fail makes no sense when in an at will state. She could be fired for any reason, or for no reason - a pretext isn't required. If your partner is afraid she can't handle a closing, she should talk to her manager.
– Joe Strazzere
5 mins ago
Setting up an employee to fail makes no sense when in an at will state. She could be fired for any reason, or for no reason - a pretext isn't required. If your partner is afraid she can't handle a closing, she should talk to her manager.
– Joe Strazzere
5 mins ago
Setting up an employee to fail makes no sense when in an at will state. She could be fired for any reason, or for no reason - a pretext isn't required. If your partner is afraid she can't handle a closing, she should talk to her manager.
– Joe Strazzere
5 mins ago
add a comment |Â
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BastionGamma is a new contributor. Be nice, and check out our Code of Conduct.
BastionGamma is a new contributor. Be nice, and check out our Code of Conduct.
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Setting up an employee to fail makes no sense when in an at will state. She could be fired for any reason, or for no reason - a pretext isn't required. If your partner is afraid she can't handle a closing, she should talk to her manager.
– Joe Strazzere
5 mins ago