Tuesday, December 08, 2009

BJ's Wage and Hour Suit destroys Q3 Numbers...Expansion details...

The New York Stock Exchange building is blocka...Image via Wikipedia
We know this story has been re-published throughout the blog, just bringing it to everyone's attention.  The story broke about three weeks ago...

We'll take you through the timetable:

BJ's has an abysmal Third Quarter.  (Read the entire Q3 report at Yahoo!.)

Further research to BJ's Wholesale Club dissatisfying Q3 numbers has BJ's and investors scapegoating the $11.7 Million Dollar wage and hour lawsuit which was settled during the end of the quarter as the main contributer to the terrible Q3 numbers. 

More on the Lawsuit:

Press Release:  http://www.tradingmarkets.com/.site/news/Stock%20News/2663574/

Klafter Olsen & Lesser LLP has reached a $9.3 million settlement of an overtime pay class action lawsuit against BJ's Wholesale Club Inc. (NYSE: BJ). The settlement, which is subject to Court approval, is intended to resolve claims that BJ's misclassified certain Mid Manager employees as exempt from receiving overtime for hours worked in excess of 40 hours per week.

Plaintiffs claim that they were misclassified because their primary responsibilities included hourly duties such as loading and unloading materials, stocking shelves and other activities which are not exempt under federal and state overtime laws Under the settlement, approximately 1,500 current and former Mid Managers employed by BJ's since November 2007 will be entitled to make claims to share in the recovery, based on the number of weeks they were employed by the company. 

From BJ's.com, quote: "The settlement of the lawsuit is not an admission on the part of the Company of any wrongdoing. "

What are your thoughts? Any company wrongdoing here? Lot's of people complain that they do work outside their job classification, which allows companies to take advantage of most workers, what are your thoughts?


As far as chain expansion in the coming months:

"Chain expansion, club renovation, our technology roadmap and team member training and development. Our preliminary expansion plans call for 79 new clubs, including two in Massachusetts, one in Metro New York, one in Orland, Maryland and a club relocation in Rhode Island."

Keep the emails and posts coming,
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345 comments:

  1. I expect more Payroll cuts to offset this pay out. Bj's sure does look like they are trying to run themselves into the ground. With the economy the way it is today, you would think they would be doing all they can to offer great customer service. You cant run a store on a skeleton crew and you can not sell product if its up in the steel because you have no help on overnights to work it.

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  2. This lawsuit is so stupid. When you accept a job a salaried manager in a retail environment you should expect having to do various jobs or tasks on any given day. That is why salaried managers make more than hourly. If you don't want the responsibility, don't accept the job and/or go back to being an hourly and only making 17,000 per year.

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  3. Lawsuits like this are part of the problem with today's workplace and economy. What a waste of the courts.

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  4. To:"This lawsuit is so stupid",
    Correction, when you work in non-union retail, a salaried manager should expect to do various jobs or tasks, etc. Problem is that when a company uses managers to do hourly wage earner work they usually do it to hold down payroll, in other words hourly wagers get scheduled time cut and the managers work extended hours to make up for the cuts. This is not what managers are for. Managers should be planning and reviewing work and goals. If BJ's doesn't get this right in the near future they will not have a talented bench from which they can go to in order to grow. They want to remain union free and they want to cultivate talent for future growth therefore they need to break away from several mindsets of an infant business. One of the mindsets is managers replacing hourly wage earners and the other is promotion by favoritism. They need to recognize talent early, cultivate and promote from within. Home office is on that track but the field is slow to get on board is what I'm hearing. The culture at older clubs is GMs go unchecked in their power to manage and promote. There appears no accountability until the outrage is high and the morale is low of the Team Members. HR is then called in to douse the flames. Regional HR should be involved at the club level on a monthly basis in order to round out the rough edges created by bottom line only decision makers. HR should be looking to keep these decision makers legal and fair. Today's hourly wagers are not uneducated or dumb. HR would do well to see that respect is a two way street.

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  5. Congratulations to the winning managers.....
    Especially if they worked the night shift, where abuse of the system is rampent....

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  6. This was no trivial lawsuit and the common misconception is that if you are a slaraied manager you have to to work wherever and whenever they tell you. All employees have rights. They do not have the right to make you work 80 or more hours a week, with only one day off sometimes 2-3 weeks straight no days off. They cant cut the payroll of hourly employees and expect the mids to take up the slack. No business worth a damn operates that way. All that happens is disgruntled team members, low moral and low productivity and as a end result, lower sales and lower member retention.

    Home Office has to realize that its the workers that make or break a business, and if they keep on doing the things they have been, there will not be a BJ's in the near future as today, there are many alternatives for the consumer.

    Treating the mids and the hourly team members this way will surely get them a union on no time, the current President wants it that way and has made it easier. Keep your people happy, and everyone wins.

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  7. The worst thing that could happen for the employees is to let the union come into the clubs. I have worked in both union and non-union companies and my experience is the unions are like politicians, all they do is take and give you nothing in return.

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  8. I really don't believe that there is a GM that makes mids work 80 hours a week with only one day off. I have worked in several clubs and for a couple of different regionals, as a senior and mid, and in my double digit years I have never seen or heard of this happening.

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  9. To the person ho made the comment that "home office is on track" must be delusional. I deal with buyers all day on the phone and it amazes how many of them have no clue as to how the real world operates. They need to get out of the office and be required to work in a club a minimum of one year in a club to see what kind of b.s. we have to put up with because of their incompetence. One example of incompetence and no "flawless execution" is the moron that approved the black friday mailer with the wrong opening times and causing all kinds of headaches for the clubs. I hope that person got fired because they cost us a lot of money.

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  10. Hey anonymous who does not believe mids working 80 hours a week..... Try OVERNIGHTS, or were you one of the "special ones" who became a senior without doing overnights.... I had experiences of working 9 in a row overnight with 2 days off NOT back to back.... It happens more than you would believe

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  11. FYI I spent 3 yars on overnite as mid and senior and I am not one of the special ones. I have worked hard to get to where I am in this company. Just to let you know, no one gets two days off in a row in retail.

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  12. FYI Poster......
    I guess you NEVER were an OVERNIGHT REMODEL MANAGER... We worked Sunday night through Thursday night AND we were OFF on Friday and Saturday nights . When I traveled to other stores to assist overnight crews with merchandising issues, being dispatched by regional managers and VP's, we did 5 days on 2 off in a row. So YES you can work retail and have 2 days off IN A ROW..... So I believe you are mistaken.....

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  13. To the commentor of: To the person ho made the comment that "home office is on track" must be delusional. I am not delusional but you mis understand where I speak of in Home Office, I'm speaking of the top, Laura etc., don't think for a moment that they condon abuse of policies and procedures. However, old style managers who are without business degrees are in the system because they came up through the ranks, some starting as cart kids. No knock on what they've accomplished but some skills are taught in college that have more to do with running a business and have nothing to do with bull working in the clubs. For example; job descriptions are ignored at times to point where qualified applicants can't seem to say the right things in interviews. Some people are trained or are experienced in a given field and are unwilling to ring registers, drive fork lifts or pack out while their own work gets kicked to the curb. If you have to do everything how can you be expected to do your own job well? Yes at retail you need to step up when needed but when that need becomes part of a daily routine there is something wrong going on.

    I do agree that rotating people between club and home office would improve empathy, problem solving and problem avoidence.

    I have seen overnight managers work 7 days straight and/or 10 plus hours per day. Having this happen is poor management and sets the bar to high as a standard to meet. Some of these managers I've seen go through this actually think this will endear them to club management only to find they are hating their job, expect others to admire or feel bad for them; then they get passed over for a day shift position by an outside hire or a transfer. Work smarter and not harder isn't just a saying it's effective. Managers should plan, execute and review not grind themselves into the concrete floor.

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  14. Another way to look at this is:
    $11.7 million dollars divided by 45 ( membership cost) equals 260,000 memberships. Where does the profit come from----- memberships. So technically, they got free labor from membership costs which are profit.... and did not have to pay until they got sued and lost

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  15. Sad thing is, even with this lawsuit settled, there are Gms still running their clubs this way. They wont learn a lesson until the Labor board gets involved. The communication between management and hourly is atrocious.

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  16. If you have never seen or heard of any managers working 80 plus hours a week, your either lying or very blind. Or a 9-5 Home office type who probably never even seen the inside of a club.

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  17. Why do you think there are so many Overnight Manager Positions listed on BJ's Employment site......

    Who wants to work 70 plus hours a week overnight vs 45 hours a week dayside...... for a $75.00 a week shift differential..... wow, that is $3.00 per hour, not even minimum wage, to deal with BS
    from dayside management and senior merchandise managers

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  18. Hey the dayside managers have their set of BS too. It's sad to see that the two bang heads. What I see is one shift can't live without the other, however there's lttle respect if any between the two shifts. Communication between the two can be horrible at times.

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  19. What you have are Senior Merchandise Managers make unrealistic demands on the Overnight Managers....
    dayside is a cakewalk compared to overnight

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  20. Dayside who never did overnights should spend 2 weeks working the overnight managers schedual to get an understanding of what happens when they are sleeping

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  21. Then the CSM's who think they are GM's would have fits.

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  22. Let them have fits..... MOST CSM's are not worth what they are paid, and letting them do the overnight might take some of their arrogance out of their attitudes

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  23. I heard that the lawsuit is stalemated and that might mean the liability is to be carried into 2010 financials which would not be healthy from the investors point of view. Any comments?

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  24. The lawsuit is a cost of doing business. It does not matter what year to the company, it just delays them having to pay it......

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  25. WHY CAN'T YOU PEOPLE SPELL CORRECTLY AND USE THE PROPER VERBAGE?

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  26. When you work at BJ'S, spelling correctly and proper verbage is not required.

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  27. YEAK OKAY, GOOD POINT.

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  28. I work around 60 hours a week. When the seniors come in at 6:00am and want to change the entire store around, I have to do it. That means I work 11-12 hours a day. I can not wait until Jan. 17th. Overtime!!

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  29. Here it is. Not in a nut shell but with first hand experience. This suit was brought on by overnight managers. These managers are responsible for the duties to be performed by the associates. With short staffing of associates the managers become responsible to complete the job. Day after day there are not enough hands to complete the jobs. Managers are then doing the jobs of the associates.

    This suit started 2 years ago. I have worked there for 8 years. Staff has been cut back every one of these years. Also bring to this that business has grown over these years. What was the solution? Like I said before, make managers do more associate work. Push came to shove and salaried managers are now performing the same duties as associates. Work that is not exempt from wage and hour laws.

    My prediction is that this settlement will change the way retail management plans for growth. Bottom line growth will begin to be in line with operating costs, not bottom line desires. End does not justify the means anymore. Run your company better, not just pressure to make the buck.

    At BJ's there is a lucrative bonus plan for upper store management. Meet these goals and you are on your way up with cash in your pocket. This suit puts a dent into that logic. Time to pay the people to what they are doing and for management to do a better job of managing.

    I speak from nearly 30 years of retail. Mostly in management. I had seen this thing coming and got out of management for the above reasons. I do my job as an associate and go home. You got my 40 hours. You want more? Pay me overtime or find someone else to do my job.

    W

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  30. Excellent pots W!

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  31. We have a saying at our store:

    "Overnight managers are just glorified ticketers."

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  32. more like glory hole ticketers with seniors in the next booth

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  33. Jan 17th overtime ..... you stepping down ha there is no way bj's would pay us overtime like they should be we all know we work 65 plus hours a week esp if your in a weekend store bc then there is no payroll.

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  34. That is what the entire lawsuit was/is about. Overnight, bakery, and LP managers will be paid overtime starting Jan. 17th. We will not be called managers anymore. Now we are "Specialists".

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  35. Since they will be Specialists do they lose any of the perks of management? And how can a Specialist be a Key Carrier?

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  36. Nothing else changes except we now punch in/out, get overtime pay, lose bonus, and change position title.

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  37. And never get off overnights......
    How will this affect those trying to become a Senior.... losing the management title

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  38. BJ's should delete the Produce Specialist position($16-$24/hr) and replace them with a simple produce lead position which could make $10-$12 hr.

    In our club, the produce employee who make $7 per hour, does more than that shithead Specialist, Steph.

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  39. "Anonymous said...
    And never get off overnights......
    How will this affect those trying to become a Senior.... losing the management title"

    Losing the management title should be the least of your problems.

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  40. What? You want BJ's to cut someone's pay from specialist to lead. Thanks for the support.

    Well, I can tell you our LP manager won't be getting any o/t. It's a varying schedule but I doubt raking up o/t hours will happen. Spends most time on the front line, never comes in at night to check on ovenight LP ((as other required day managers do not as well)(not even the GM or RM)) that is, by the way, a home office policy but not a field practice in our club (it's an only days policy is our club, thank you).

    Sayings:
    You know where the cash is kept right? Well, when that be armed, we leave. Not!

    "to whom much is given, much is required" applies only when they have someone else in mind for the job, otherwise it's known as "to whom all is forgiven, nothing is required".

    Are you reading this shit, Home Office? You need to break through the M&M shell to get to the good stuff.

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  41. If I were you I wouldn't be jumping at being a specialist too soon, watch and see how things change on the deal. Notice how the law suit has sparked so many posts? Imagine what would happen if a club voted in a union?

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  42. If a club voted to be a union, it would instantly become an "underperforming" club, and home office would close it down.

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  43. Numerous clubs have tried and failed to bring in a union. Remember this, the union will collect dues out of your pay and will do very little to protect you.

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  44. "What? You want BJ's to cut someone's pay from specialist to lead. Thanks for the support"

    I'd rather see the GM's Golf Outting/Meeting abolished, but until then, i'd rather see a $20/hr Produce Specialist getting replaced with a $12/hr lead than seeing $7/hr cashiers and overnighters getting the boot.

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  45. Oh big deal unions collect dues. That's always the first on the list with anti union folk. And so you admit that protection is needed. Well, I don't think it's the protection issue that should be the take on this. It's the right to organize and have representation in the bargaining of things such as benefits, for example the payroll deductions for health care. Did any team member have representation as to how much co-pays should be or how much a plan should cost in weekly deductions? NO! Ever hear of a manager not being skilled in what the labor laws are and still using their position to do what they think is legal? What you may not get is that without representation hourly team members are at a disadvantage when interacting with unskilled, uneducated and unsupervised management. And don't tell about the open door policy because that's a farce. The surest way to get on your GM shit list (the lists do exist, it comes natural with unchecked power,) is to use the policy concerning a coddled manager. This policy is best used when a manager isn't liked by a GM. Ever hear of OSHA violations that go on? Try getting that point accross to a manager with either no back bone, no education or no concern. It would be legal to have representation when brought into an office for reprimand. It doesn't have to be a combat zone, but having union would ensure field management aren't drunk with power, EEOC laws are followed, OSHA laws are followed and team members have a fairer shake at advancement. So don't give me those very shallow excuses for not having a union. I know the companies anti union, that's the only time team members have meetings with HR. Otherwise they all pull the covers up over their head and lay in bed with management. It's no surprise. It's amazing how many hourly's work at BJ's and can't afford to shop there. What does that tell you? Let's continue this conversation, I never back down from a good conversation but please bring something to think about to the table.

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  46. The strength of unions has disappeared because of excessive demands, greed, shortsightedness
    and stupidity.

    When there was a transit strike in New York a few years ago, during the 3 day strike, shutting down bus and train service, not a single union leader gave support to the strike, which was supposed to help their members increase their pay and not increase the cost of benefits.

    Today's unions are run by Full time Business Agents and Officers who make much more money then the workers they represent. Years of negative publicity about corruption within the union has also caused the decline of the unions strength.

    Remember this: Many of the new jobs created in today's economy are part time or temporary... do you honestly think the people holding these positions can afford to pay dues. Many people who work at retail stores do so to supplement their household income, often with part-time jobs. Secondary-wage earners would be less likely to actively seek out union representation.

    The biggest obstacle to union organizing efforts is simply the high turnover among the rank-and-file of a typical retail store. In some places, 60 or 70 percent of the staff can change in a typical year.

    Look what happened to the unionized Bradlees and Caldor chains which were dominant retail discounters. GEE, they are NO LONGER in business.

    One thing you may not know...
    If there are OSHA or EEOC violations, they can be reported DIRECTLY to OSHA or EEOC without your bosses knowing. DOCUMENT EVERYTHING and these organizations WILL INVESTIGATE....

    The time for unions has come and gone.

    We can thank unions for safer working conditions, a shorter work week and many other benefits over the years.

    But like cobblers,mom and pop businesses and typewriter repairmen their time has passed.

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  47. There are many unskilled, uneducated and unsupervised hourly employees also. There are also Managers who are the bosses favorites for whatever reason. Get over those issues. BJ'S is not the only organization this happens at. It will happen anywhere you work, so learn to accept it now, or the rest of your working career will be unhappy.

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  48. Well thank you "The strength of unions has disappeared because", you bring some very good points to the discussion. Points I hadn't thought of such as turn over and second income are well thought out. I counter with, When looked at as a zero sum game, there's a winner and a loser, I think you are 100% right but when looked at as a true team effort, Union and Business working together to improve the whole I think representation for all hourlys would be a good thing. Much more can be accomplished with cooperation than dictatorial view points. If management and if union work together with a full understanding that a business is meant to earn profit, grow and stay in business we could make it work. I see everyone as being in business, the business of a corp. and a mom and pop operation (the family or individual). Each needs to manage income and expenses. It's a matter of where on the scale does one fall. BJ's needs too, I think, realize that at field level operating as a mom and pop is not in the best interest of future growth. We just don't do as many things right as we could or should. And someone can use that weakness against us. Our weakness can be used against us and threaten our survival. Education for great management skills, education for great hourly workers, effective and efficient cooperation in operating each club will go along way toward increasing the business's success and survival. Workers need to have a fair chance (collectively) in order to help management. BJ's will face many threats to it's survival and I believe that when doing a SWOT analysis BJ's should put hourly employee dissatisfaction on the list. In fact it sees unionization as a threat, which if viewed in adversarial (spelling?) roles, is in fact a threat but if viewed as (by both sides) a natural strong point of future success can be a business decision that wards off out side competition.

    Yes I do realize EEOC and OSHA violations can be handled without going to management but that is not in the spirit of cooperation and, I think would set off a hunt at the club, for the reporter. In this day I'm confident that BJ's officers and legal department wouldn't sanction infractions of EEOC or OSHA and if they knew of such infractions they would want them stopped. However, at field level we see poor decision making all be it with the best of intentions.

    Thank you,
    Please, let's continue, anyone else agree or disagree?

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  49. To: "There are many unskilled" The rest of my working career really shouldn't be your concern. Things never get better by accepting the weakness. Getting over it isn't quite how success is achieved. Working through it is a much bettr approach. Team effort, agree to dsagree, move on to another subject yes but caving in or giving up on an injustice doesn't spark the birth of a successful business ideas. Stay in touch with our discussion, add your comments because they are a valid view point, just not one way I see it at this time.

    Thank you,

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  50. 1.Your career IS NOT my concern.

    2.Years ago, clubs had a team effort, not today, so you STILL need to realize that " working through it " DOES NOT fit the BJ'S Business model.

    3. Ask some of the 20 plus years of experience employees at your club how many of the "successful business ideas " have been inplemented by Home Office. The number will be very low ( less than 15 % ). That DOES NOT make
    for high morale.

    4. I LOVE the way you are writing in the majestic plural, denoting YOUR excellence and power. This blog is for people to express THEIR opinion and not for you to stand on your soapbox, act like a monarch and speak AT people.

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  51. Interesting analogy...
    Comparing the theory of sum zero with unions, believing that unions would make it a win-win for all.

    We all know about Walmart. Unions have tried and failed numerous times to enter the doors of the worlds Largest Retailer in the USA.

    We all know about Costco. Select former Price Club stores ( purchased by Costco ) are run by the Teamsters. Guess what.... Costco management treats non-union employees like the union employees in California.

    What BJ'S SHOULD do is follow the lead of Costco, who is #1 in the membership warehouse club business and the #3 retailer in the USA, by
    utilizing their policy and procedures to obtain
    a content and productive workforce.

    If the number 1 and 3 retailers in the USA can do it without unions, why should a chain of 180
    stores ( BJ'S ) even entertain the idea of unions.

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  52. I didn't know I was writing in the majestic plural. Honestly, I don't know what that means. I'll look it up in short while. As for a soapbox, it seems you object to my approach when expressing my opinions. I mean you no harm. Sorry.

    replies:

    #1 nothing to add

    #2 What I realize is that things are missing at club level and a solution will come about eventually; in what form we don't know but change will come about. The officers won't be hurt in hanging a For Sale sign out, and if and when they decide too, there will be a buyer. As TMs we are stakeholders, so do we do nothing to influence the future of BJ's or do we organize and commit to increasing the value of our efforts and the company? Organizing can improve our outcome. It's always better to be organized than it is to be unorganized as we are now.

    #3 I know about the past, it's the future that I'm looking at and it's the future we can influence.

    I'd like to hear from some of management as to why there is such an anti-union bent. Is it just towing the line of "because that's the way it is" or is it more sinister?

    Note: I have a good work ethic as many TMs do and what we TMs do is demonstrate that to the next generation of TMs. They need to know they are stakeholders too. We all should work hard at getting things right for the Members, they too are stakeholders.

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  53. Majestic plural
    From Wikipedia, the free encyclopedia
    Jump to: navigation, search

    The majestic plural (pluralis maiestatis in Latin) is the use of a plural pronoun to refer to a single person holding a high office, such as a monarch, bishop, pope, or university rector. It is also called the royal pronoun, the royal "we" or the Victorian "we". The more general word for the use of we to refer to oneself is nosism, from the Latin nos.[1] Its most common use denotes the excellence, power, and dignity of the person that speaks or writes.

    In pluralis maiestatis a speaker refers to himself using a grammatical number other than the singular (i.e., in plural or, where attested, dual form). When used formally within the context of a government or other authority structure, the plural form may implicitly refer to the principle that multiple legal persons or legal capacities may be embodied in a single physical person (as are the United Kingdom's Crown and its King or Queen). For example, the Basic Law of the Sultanate of Oman opens thus:

    I get the concept, never intended to speak for anyone other than myself and you, if you are one who agrees with me. I really think you have your opinion for good reason but my intention is expressing my views in the most positive words I can find.

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  54. If the company was interested in TM ( Team Members), corporate would listen. However, with the large turnover rate in retail and the poor job market, corporate knows that there are plenty of people out there looking for employment, and those people are just glad to have employment, thus corporate does not need to listen to Team Members.

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  55. I would like to take this time and thank the person who mentioned Costco. It would be nice to be treated like the employees of Costco & Wegman's. You don't have to work in a union based enviornment to be treated right.

    "I would like to give a shoutout to Ray Ray & Big Steve!!!"

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  56. You are welcome !!!!!!

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  57. well, i think the reclassification and switch to hourly sucks for us overnight managers. we have schedules in our club already and we are losing days...money out of my pocket now...to those in the clubs whose gm isn't changing thier ways congrats, you are the ones who will benefit the most. the original perks to taking a promotion was no punching in/out, direct deposit, and salary. now all employees get direct deposit, i have to punch in/out and my pay is directly related to my hours....which have been cut :( what is the perks now? bonuses gone and all....GLORIFIED TICKETERS...ahem i mean TICKETER SPECIALIST lol

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  58. Do you really think Corporate would do anything to help the employees ? Someone has to pay for the lawsuit, it just happens to be the overnight managers who won the suit.

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  59. What do you mean "cut in hours?" What are you scheduled? You should have 42 1/2 a week.

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  60. lol 42.5? nope we are scheduled 4 days at 9 hrs a day.

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  61. When I worked overnights, 42.5 hours would have seemed like vacation. How does your club expect you to get everything done in 36, unless it is a low volume club

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  62. grab an ore

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  63. In 177 days, the lawsuit would be paid off in savings by calling managers specialists. Not a bad deal for BJ'S, without having to pay overtime, based on an average specialist salary of $15 / hr, working 40 hours a week. Take out the bonus you made and the savings is even quicker.

    Actually the previous comment should have been
    " Grab your ankles "

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  64. i wrk nights an im already getting shafted im only sced 4 days once we switch to hourly its bullshit. Whoever filed this lawsuit i thank you for now losing me money

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  65. I currently work overnight as a manager and we're not getting our hours cut. I don't understand how they can cut your hours as a manager(my bad specialist). From my understanding your pay shouldn't change. You are still suppose to get schedule 45 hours a week, with 2.5 being your lunches and 2.5 being overtime. You need to get more clarification on this new change. Your hours are not suppose to change. That's another lawsuit waiting to happen!

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  66. ya just found out nt losing hours we'll get 42.5 hour everyweek no matter what so hurray if ur a night manager

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  67. Please go check your email. It's all laid out there. Do not let misinformaton take hold. There's a clear way of handleing the change. Do not work off the clock, do not donate time to BJ's, if you are asked to do anything that benefts BJ's you are to be compensated. Convert your salary to hourly, night dif is equal to $1.88 plus you get dif on the sick time etc. Hourly's don't get that type of dif. You aren't getting screwed, the reporting of your contribution is being accurately documented. However, my feeling is that you had better be contributing when on the clock. There can easily be little wiggle room or gray areas. Looks like a good shake for time being. Work hard, get it done and take your off the clock time seriously.

    There will be those of your piers, whom this does not effect and they will not get it and think it's business as usual. There may even be some fall out or pressure to not conform to the on the clock/ off the clock standard but a good GM will not tolerate it and will redouble efforts to comply with HO. Good luck.

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  68. Most clubs do not follow the rules set by Home Office. For a while, until the the dust settles over this lawsuit. DONATED NO TIME, document ANYTHING you may feel is unfair, and then report it IMMEDIATLYto CORPORATE, not regional. Most GM'S ONLY care about their bonus.

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  69. Do anybody knows when we're suppose to get the settlement check from the lawsuit? And what do you think they're going to base the settlement off of as far as overtime they think we worked over the last two years?

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  70. I cannot wait to get my check, i hardly ever had to work late in my club!

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  71. The popular comment layout is common, so it is easily recognized when scanning to post a comment. If the comment section is in a different format, then I am going to spend more time trying to decipher what everything means.

    part time worker

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  72. It will be interesting to see if all of the overnight specialists leave at 7:00am tomorrow morning

    We were told there will be zero overtime. Period. End of discussion.

    Looks like seniors will be working a little harder these days.

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  73. We were told that if you are in the store at 8:05 am, you will be written up. MY guess, they will use this to get rid of most of the existing overnights and replace us with new ones that they will pay at the lower end of the pay scale.

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  74. Or that corporate will lower company standards to save money.Do you HONESTLY think seniors are going to work any harder ?

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  75. 7:00am this morning, I was out the door.

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  76. Here's where the ones who know how to manage their time will excel. The ones who used to take 10 or 12 hours to get their zone together are going to be looking bad. If you can manage time and people you are going get the job done within the time alloted.

    I doubt anyone would disagree. If so bring it on.

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  77. and another think, if you have an unproductive person and you want to replace them, you better learn to cross your T's and dot your I's. Otherwise you are stuck with them and you'll be dotting your T's and crossing your eyes.

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  78. I DISAGREE....It will also depend on your Senior Merchandise Manager... some are so demanding......and some just dont care

    It also depends on your employees..... Some of the best have worked overnights..... Most are there to collect a check and do as little as possible to get that check....

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  79. Our overnight specialist work midnight to 9 a.m., so getting written up for being in the building past 8:05a.m. is false. Also, nothing should change in anyones work performance. They still expect you to do the same amount of work just in the 8.5 hours. If you can't then somethings wrong with your time management skills. Yeah there maybe some times where you would probably need to stay over but not much. Anyway trust me they are gonna make sure you don't stay over. The managers at my club are waiting for the overnight specialists to punch out. At least they have been for the past two days.

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  80. So instead of being hourly, still salary but basically getting 2.5 hours of OT per pay check. Thats great and now the other managers will flip out because of this and cause another law suit. This was handled well lol.

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  81. Problem is many GM's and Senior Merch expected 10-12 hours of work, with little or no help, to be done in 8 hours. This wont help if there is still not enough ticketers of payroll cuts. I can see things going back to the way they were real fast.

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  82. Go back to what? Bj's lost the lawsuit.

    The only change they could make is creating new overnight manager positions that are saleried.

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  83. Being salaried was the reason for the lawsuit.
    BJ'S used " manager " titles in an attempt to skirt the law. They need to hire more ticketers and pay them a living wage.

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  84. As of Monday, we lost Overnight Food Specialist.

    He was the Non-Food manager, but was switched back to Food Manager because his girlfriend, one of his Non-Food ticketers, suggested the switch because she thought the Food Manager didn't know how to manage Non-Food. He and his girlfriend constantly fought with the Senior Merch. But because the Non-Food Manager and the GM are best friends, they never get in trouble for it. The Merch would fix them by piling extra work on them. And that is fitting because all they did was talk to each other all night and find places in the club to kiss and grope each other. They even fixed it so they would have the same days off. And the GM never knew.

    Eventually, their antics affected operations, so I warned both of them about it. To make a long story short, they both survived the meeting senior management had with them about it, and the fact that HR had got involved. Later, he got suspended due to the accusation that he got his girlfriend's card and clocked her in one night. And he did it right in front of a ticketer! Knowing him, he treated the suspension like a vacation. He probably lied to his wife and told her he was suspended for damaging something with his forklift. We don't know if it was a paid suspension, or not. This week, exactly one day before he was to return, the company let him go.

    The Merch has now put the pressure on us ticketers to help the remaining specialist to finish on time. I've had my forklift license for over three months and still haven't been paid for it. Our soon-to-be Food Lead was supposed to get certified in November, but management excuses keep delaying it. Other potential drivers don't want to drive because they know I still haven't been paid for driving, and I'm one of the top ticketers there. They are big time pimping our Freezer forklift driver so they can keep their budget low and their bonuses high. He has to recover the freezer and dairy, and at times, pack the diary out, unload the 840 truck(s), pack out the freezer, fill the two ice freezers, boom up food, and at times the Back 40 too, plus pick up empty pallets and put them into the pallet truck. And after all of that, he is still expected to finish on time [10pm-6am]. That is phenomenal considering BJ's is his second full-time job. He barely gets any rest before leaving BJ's to go to his primary job in the morning. Club #028 is very small, so it must run full tilt on a small staff.

    We have an excellent management staff comprised of senior managers in their early 30's and mids ranging from late 20's to their 40's.

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  85. And our Merch is not afraid to do what it takes to make up for the suspension and the firing. He works 14-15 hour days to cover the overnight deficit and then his opening shift.

    The GM loves working on the floor whether it be in the day or staying overnight to work with us. He was the Regional Manager's "fireman" as a GMIT. And the Zone Vice President would send him as far as GA to help out stores in her zone. He now has his own store, and still prefers the floor to the office.

    One thing about our senior managers is they know time managment. They make sure everything and everyone is done on time. Our former Non-Food Manager was a "Russian". He turned his girlfriend into a "Russian" too. He and his girlfriend would play around all night, and then begin rushing near the ends of their shifts to try to make up for lost time, which was a lost cause. Both would try to make it look as if they were working all night before the Merch or GM came to open in the morning.

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  86. Club 028 is a riot. Sounds like our club in many ways. Oh the drama!!

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  87. My Gm usually hides upstairs all day, but occasionally breaks out the feather duster when Jay pays a visit.

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  88. Does your GM also wear an apron ?

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  89. Hi and congradulations to the managers that got compensated for there hours. I currently work for another retailer that does exactly what your complaints are here. Could anyone tell me how they got the "ball" rolling on this law suit?

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  90. You need to be able to PROVE your accusations
    Hopefully you have documented EVERYTHING
    Find a good Law Firm to represent you
    There are many Law Firms that have NO IDEA how to handle a suit like this
    Why not just contact the firm listed above that won the lawsuit. That would be a good start

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    ReplyDelete
  92. Spam tastes like ass!

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  93. That's some good ass then!! And.....you can buy it in BULK at BJ's!!!!

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  94. Isn't it a sure sign of stupidity when the company tells you to a) take lunch b) limit your hours to 45 and STILL you work through lunch and work after you've clocked out? Yeah I thought so. There's a mental block there that some can't get over. Worst yet is that a GM seems to enjoy seeing people act retarded.

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  95. Just inform the bosses about the lawsuit and that they are not following the new corporate rules. If it continues, contact corporate and let them know another lawsuit could occur because they are violating the current settlement.

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  96. As soon as you punch out, you are done working. If a senior asks you to do something else after your shift is over, they can be written up. And if it continues, they can be terminated.

    Read the FAQ in the outlook email.

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  97. It is true, mid or senior managers can be written up and terminated

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  98. oh yeah? True? Says who? and can be written up? I don't doubt the serious intent of your message but it's the implimentation of the policy that is likely to fall short of success. We're still running this outfit like we are beginners.

    We have grocery store has-beens for managers and non business schooled GMs who fly by the seat of their pants everyday, it's no wonder to me that Target seems to be dabling in the warehouse field. I think Target is going to challenge BJ's for the #3 position in the coming economic growth spurt.

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  99. I know of several managers who went above and beyond their job descriptions and were disliked because of their work ethic ( did not play the ass kiss game, just got the job done )by GM'S and DM'S and were written up and terminated for BS reasons.

    An MBA will not guarantee success as a GM.
    I do not know of a single GM who has an MBA.

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  100. I have a question. Who's watching over the Star of the Month and Star of the Year program? And, is there an audit trail? Do the GMs have to prove that the stars are chosen without prejudice? Is there a voting and review situation or is this another one of those favoritism program that BJ's is getting so well known for? Please give me some feedback on the matter.

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  101. At a certain NJ club, the CART PERSON got EMPLOYEE OF THE YEAR. While he is a hard worker and a nice person, tell me how this is possible!!!!!!

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  102. In reference to the Star of the Year- Cart Person. The 3 things i would look for in a worker to earn the Star of the Month & Year would be if they work hard, if they are reliable, and if they are pleasant to the members, co-workers & management.

    But by reading the sarcasm of your post, i'm assuming a cart person shouldn't have won the Star of the Year, sounds like like you are a little jealous of the fella. Get over it.

    Every year the majority of SOY's are front end team members. Im glad to hear a cart person earned SOY.

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  103. Its a favoritism thing. At our club, a part timer who is late a great deal, texts on his cell phone during work, etc got SOY but because he is a butt kisser, he gets on avg 45-50 hours a week, gets any extra shifts available with out Personnel even letting anybody else know they are available, he gets SOY over people who have gone far and above their job descriptions , work hard, never late and who bust their asses every single day and never get any recognition. Its mostly seems to be about color too, as in if your not african American you dont really stand a chance of any recognition.

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  104. I'm shocked that there seems to be a total disconnnect with SOY. Is there criteria to meet or is it some random selection made club to club? This so far sounds like a program that creates more pier resentment than unity. In our club the day shift had to suffer thru a party given, with cake and all, to the GM's favorite. Many of us believe there's more going on there than meets the eye. The SOY should be given recognition in a low key sense, not jammed down the losers and piers throats. But good management would have the good sense to let the SOY be congraduated by the management team in a meeting and not have the SOY embarrassed in front of team members. They have it so back asswards and so 1950's style, this is what happens when you have uneducated GMs. They'll get their ass handed to them if they aren't cut off at the beginning. So if a GM should ruin a personal life, with having an adulterous affair,
    does that get the GM fired and the other party promoted? I see no winners here. I see losers all over the place. Even now the culture is affected by the assumptions which are based on questionable behavior on the GM's part. This GM is too uneducated to realize that his actions are directly affecting the team. Above reproach is the proper action to be taken at ALL times. This is not a competition, it's a business with stockholders, laws, stakeholders and real lives. It's not a game you play, with your power and authority trumping everyone elses rights. You think it won't come out some day? Do you really want to gamble with stakes that are not yours to gamble with? Go ahead keep it up and one day the house will win so much that you'll be out on your ass. The accusations and questionable actions on your part will get you canned, no matter who you know, count on it, pal.

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  105. In reference to the Star of the Year- Cart Person. The 3 things i would look for in a worker to earn the Star of the Month & Year would be if they work hard, if they are reliable, and if they are pleasant to the members, co-workers & management.

    SO WHAT ARE THE CRITERIA?? Three things you would look for??? This is favoritism 101.

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  106. At Club 028, our SOY is a Maintenace employee who has been with the company about a year. Time with the company does not count. You have to be SOM before SOY though. I was SOY with less than one year with the company. That was when I worked day shift. I work overnight now.

    Our SOY has his haters. They wonder how he got it. Believe me, favoritism was not in play. He is reliable, hard working, has a good attitude, and a good work ethic. I was there to see him repaint the food court at 2am, while the rest of the day shift was sound asleep. I was there to see him go aisle by aisle pulling out full pallets so he could sweep and mop behind them. I was there to see him and the PM at 4:30am cleaning the freezer doors. I was there to see him fully recover the freezer to make it look good for the members. And I was there to see him come in at 6am to help pack out the dairy and cooler. Mind you, these were things he did in addition to his regular maintenance duties.

    That man earned his SOM and SOY!

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  107. FINALLY, a worthy winner of the award

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  108. If you have a maintenance worker doing the duties of ticketers, Freezer and dairy, then your club has some serious problems.

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  109. My point exactly. Appears soy is completely arbitrary.
    The maintenance worker painting the food court doesn't seem to be such a big deal especially when you say the rest of the day shift was sleeping. The rest of the day shift aren't hired to paint now are they? I'm not doubting that the guy pitches in and helps out but doing someone elses job? Is that the criteria to be SOY? So what your standard to be SOM or SOY is to do everyone else's job in the club?? That can't be right? Some would say the guy is an ass kisser. So is that the criteria? Getting in line to do the bonky roomba across the club floor isn't very business like now is it? BJ's just needs to grow up and act like a serious contender in the market place. They need to be promoting the best qualified, hiring the best qualified and educate the uneducated management they have. It's not hard to do but first you have to care about doing the right thing for all the stakeholders not just those who you like.

    I'm still waiting to hear of any sort of accountability regarding the selection of the Stars of the Year.

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  110. Oh by the way...we hope everyone is on the clock while doing all these tasks. If not, that would be another reason to discredit the program.

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  111. To Mr.Personality,

    I hope one day you find the criteria that you so desperately seek. Don't hate the player, hate the game, OTO!

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  112. Most of the good managers and hourly employees who do not "play the game" and actually do things to benefit the clubs, members and other team members are no longer employed by BJ'S. That is a shame.

    In an IDEAL world, the best qualified should get the promotions. we do not live in an ideal world.

    If you are so unhappy, go to Costco... games occur there also.

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  113. This is not about Costco, or Sam's club, This is about BJ's and things that happen there. Nothing will ever improve if people just shut up and let things go on as is.

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  114. There is a saying " You can't change City Hall ".
    Until CORPORATE steps up and enforces the rules, it will be business as usual. I am not quite sure why you can't seem to comprehend that simple concept.....

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  115. If people had kept that thought, we would still be under British rule. Corporate wont step up until the workers start speaking up more and more.

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  116. What have YOU done to let corporate know YOUR concerns about how your club is run ?

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  117. [quote]I'm not doubting that the guy pitches in and helps out but doing someone elses job? Is that the criteria to be SOY? So what your standard to be SOM or SOY is to do everyone else's job in the club?? That can't be right? Some would say the guy is an ass kisser. So is that the criteria?[end quote]

    Club 028 again,

    We two young ladies who transferred from our Zone 1 VP's store, one drove a forklift, the other came from the gas station. Both came to the overnight shift. Neither of them kissed @$$. They worked the crap out of the forklift TM [even while her hand was hurt], while the other TM got "cozy" with the Non-Food Manager. The gas station TM initiated lots of self-proposed resets and racked up countless of hours of OT with the Non-Food Manager. She was the first overnight TM in years to get SOM.

    The forklift TM got her work done and left on time. Shortly thereafter, she went to days. I warned her that once the day shift knew how good and efficient she was, she would end up everywhere. I was right. They scheduled her for produce, DVDs, and cashier for her first week on day shift. She then did FLS, liquor store, Front Door LP, helped drop merchandise not on the floor, and filled in for the Receiving forklift driver doing the water, paper, Burris, and candy trucks while he was on vacation. OK, here is the kicker. She NEVER once received SOM. One night, she broke down at the Front Door LP because no one would give her a restroom break and she felt unappreciated. The Non-Food Manager came to her rescue and got someone to relieve her. He then saw the 50 million cashiers walking and standing around doing nothing and sent every one of them home.

    So doing everyone else's job doesn't always put you in the running for SOM or SOY. And just doing your job doesn't do it either. All I know is senior and mid management gets together and votes on who gets SOM and SOY.

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  118. [quote]All I know is senior and mid management gets together and votes on who gets SOM and SOY.[end quote]

    You are correct about the meeting. There is no "criteria" to chose from. Someone suggests a name, it is voted on, and that is how the SOM and SOY are chosen.

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  119. Sounds as if the SOM & SOY program is simply a "we make it up as we go program" sort of a catch all program. A perfect program for a sex offender to use to entice a victim. Sort of on the "hey little girl want a lollypop?" theme. Can we say this program has the potential of being misused for illegal and/or immoral purposes? Can it be said? Could headlines question the program's safe guards and ligitimacy? If it were found to have been used as a enticement for illegal or immoral gain would a reasonable person conclude that those in power to shape and reshape the program be held accountable for allowing the program to go unmonitored, unregulated and unaudited? THINK SERIOUSLY of how you would feel if your daughter or son's name were in the headlines of such a scandal? How would you feel? Please comment, please. We need to fix the little things as we go along not because the fire is set but because the potential for a fire will burn our lives.

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  120. I think you need to take your meds today.

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  121. More Interesting Analogies.....

    1. Comparing Managers to Sex Offenders
    The employee handbook has a sexual harassment policy that is taken very seriously. 1st offense is a FINAL writeup, 2nd writeup is IMMEDIATE termination. Managers also fall under this program.

    2. The Reasonable Person Standard
    The "reasonable person" standard is an adult standard. In other words, it is based on what a reasonable adult would do in the given situation. However, there are three exceptions to this standard. They apply to children, professionals, and standards set by statute.
    Since BJ'S does not hire those under the age of 16, it then becomes an issue of consenting adults.....

    3. Illegal / Immoral Goal
    I would find it hard to believe ( but I am sure it happens ) that sex would be offered / suggested to win Star of the Month ( or Year )

    Immorality is between the person and their beliefs ( religious or otherwise )

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  122. There's one thing you all need to understand and that is that people in power having sex with an subordinate doesn't happen like it's a known trade, this for that, it's more suddle, it's cunning, it's unbeleivably enticing to a young woman. And, the outcome usually hurts and damages people for a considerably long time. There needs to be checks, balances and accountability in these types of programs in order to ensure proper behavior and to add value to being selected Star of the Month or Star of the Year. I've seen people get SOM when I think I see someone else who would be Sun of the Month compared to the person choosen. Again, what is te criteria? No one seems to know.

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  123. In our society wouldn't having a sexual relationship with a subordinate be considered an immoral act if either of the parties were married with children? I mean how do you say it's consential if one party has taken vows with someone else to be faithful and is then breaking the vows without the consent of party to which they have vowed to be faithful too? Pretty darn skanky right?

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  124. The last few posts on this blog have seemed to go astray from the original discussion. HOWEVER,
    here are some thoughts addressing your concerns about morality, religion and sexuality.

    Those who do not experience love from family and friends tend to seek any semblance of love they can find--and thus become involved in illicit sexual relationships--and the cycle starts again. The multiple varieties of abuse of sexuality and the grievous consequences of such abuse, then, is not only damaging the current generation, it is threatening to ruin the chances of future generations to live happy and fulfilled lives.

    Some who engage in sexual intercourse wish simply to use another for their own sexual pleasure. They have lied with their bodies in the same way as someone lies who says "I love you" to another simply for the purposes of obtaining some desired favor.

    The amount of guilt a woman experiences is based upon her own moral code.

    Perhaps you have some "daddy issues" - that niggling little "complex" that wreaks so much havoc on present and future relationships, and are extremely difficult to ignore.

    There's always the older man daddy issue, with many experts claiming that the reason some women date older men is because they're looking for a father figure that they never quite had during their childhood.

    In a religious thought, Fornication is a grievous sin and an abomination in the eyes of God....

    My prayer is that you will first experience the joy that comes from having an intimate relationship with God and that out of that love you have experienced with Him, that you will find intimacy with a special someone who will make the load of walking the earth a little lighter.

    I don't know if there's a cure-all for your guilt, but I think that if you can find good counseling, it could help.

    Hope this helps

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  125. this seems way off course. But, I know of nothing in writting that explains SOM or SOY criteria. I get the feeling it's one of those if you have to ask, you don't qualify things. Must be like gaydar. They know it when they see it but they can't explain it. They don't know what they are looking for in a person but if a person shows it they recognize it, see it's really like gaydar.

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  126. We are going astray again.....

    For those NOT in the know, we are now discussing
    GAYDAR... the ability / gift of being able to detect homosexuality in other people.

    Time for you to take your meds again....

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  127. Why not have a discussion on the difference between Spikes and Fluffies
    OR
    between being a Butch or Lipstick

    THAT would really be going astray

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  128. It's time for a new topic.

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  129. Anybody heard anything about when payments will be sent out from the settlement? Searches on google only show results from November...

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  130. So does anybody else feel that the new system for paid Vacation and sick time is going to screw us and make it so we actually get less time? At least in our club management has not had a meeting with the TM's yet about how this will work and they tend to evade questions. Standard Operating Procedure for this club.

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  131. What else is new !!!!!
    Understanding of new Policy and Procedure
    It is the same at all clubs

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  132. You should work at our club. It's very easy going and laid back. No procedures are enforced due to the fact that all of our managers take turns on sick leave. And the other half of them are too busy upstairs shooting the shit and stuffing their faces.

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  133. Wow !!! Where is that club?

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  134. the new vacation plan is accurate, you earn time on a weekly basis and you own it so you can use it, this is better than the other way, you just have to use it before you hit the cap or you won't earn more. that's what I get from what I've read. our club has had a day meeting about it but the night team is being left in the dark. get it??? night team left in the dark. LYFAO

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  135. The new vacation time policy is messed up!!!!!!!!! They are going to screw everyone over. They should keep it the way it is.

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  136. Smokey The Clown2/28/2010 1:05 AM

    Why is it messed up??? What's so bad about being able to bank your vacation and taking it with ya if you choose to leave??? You puff'n the dragon down there???

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  137. It's better this way. Rather than everyone trying to cram their vacation in on the month of April, it can be more spread out. In my club, people with 3 or 4 weeks vaca will wait till the last possible moment to use it. Screws the club staffing, esp. overnights when we're hurting as it is... I think it'll work out better.

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  138. For the people with four weeks vacation, if they start this in February by May they will only earn one week. What happened to the three weeks we earned from last May to this February? It would seem that we are losing three weeks vacation time under this new system.

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  139. If the above comment is true please tell me why we do not need union protection. Or is it ok to steal from the hourly people

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  140. Eye for an eye. The hourly employees steal merchandise & money all of the time, so the company is making up for that by taking your vacations back, half of you don't deserve it anyway. You want a union, you'll lose $500 a year to join the union and union dues just in the first year alone.

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  141. The above comment is INCORRECT, meaning by the way that you haven't bothered to read the literature (its not the only bad information on this blog though). The software will go back to last May and compute all the time you earned over the course of the year.

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  142. They can't take away earned time, or there would be another lawsuit.

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  143. Misinformation abounds. No one is losing vaca time, it seems to be an accounting fix, it has to do with when you earn the benefit and when it becomes available for use. Might have something to do with the matching principle in accounting.

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  144. wow, some of you need to get a life! you sit and read this crap about the company you work for and then you blast it. there is an old saying dont let the door knob hit you where the good lord split you. i quit wal mart because they make you work off the clock, and by the way so does sam's. i have heard my gm get on people for clocking out then working off the clock. i have also heard him get all over a senior for making overnight people change ends and aisles after the sr got there at 6am, he dont put up with that. we do have our issue managers but but it seems the gm and the ops deal with them when they are in the wrong. i guess every club is different. i have never won soy or som and i have gotten upset over ir but you can only have one a month. i dont kiss @$$ i just do my job and go home. the gm has to put up with a bunch crap cause evrytime our rm comes in they are never happy, you can tell by the expression on the gm's face. this is just my view,take it for what it is worth

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  145. OK sounds like an @$$ kisser to me. Yes every club is different, and I wish i can find a new job but there isnt a whole lot out there.

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  146. UNION YES!!!!!!

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  147. Once again for the pro union people out there...

    Remember this: Many of the new jobs created in today's economy are part time or temporary... do you honestly think the people holding these positions can afford to pay dues. Many people who work at retail stores do so to supplement their household income, often with part-time jobs. Secondary-wage earners would be less likely to actively seek out union representation.

    The biggest obstacle to union organizing efforts is simply the high turnover among the rank-and-file of a typical retail store. In some places, 60 or 70 percent of the staff can change in a typical year.

    Look what happened to the unionized Bradlees and Caldor chains which were dominant retail discounters. GEE, they are NO LONGER in business.

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  148. Club 028 again. We lost [through firing] another manager. That makes three in the span of a year! First the meat manager, then an overnight manager, and now the bakery manager.
    And speaking of managers who are now Specialists, have any clubs seen their photos removed from the walls? I looked up one day and saw the fired overnight manager's picture removed. And along with his, the remaining overnight manager's picture as well. Our Sr. Merch told us nothing changed except they are now called Specialists and have to clock in and out. Apparently, you are only a true manager if you are salaried and don't punch in or out.

    Regarding the changes to vacation and sick time, I haven't seen any information about it. We still have the same handbooks from a couple of years ago. Where can I find the updates?

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  149. Any updates on the job classification lawsuit? We were told that we should get info on it in January. I've seen nothing.

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  150. So can other overnight crew members post how they work during the night?

    We have ticketers make their own droplists, as the seniors never make one. The forklift drivers are responsible for the droplists, the 840's, meat/produce, and clearing the receiving dock, which they can never do on time, so the overnight managers are stuck on the forklift all night.

    I have heard that other clubs forklift drivers drive around the club as soon as they get there, and drop what they think needs to be worked, and the ticketers come in one hour later and start working the pallets. True?

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  151. We have a few ticketers that will make lists, otherwise it's managers and drivers dropping what we KNOW they need. Pretty easy considering the managers and drivers are full time, most of the ticketers are part time, or need to be "told" what they need, OR will just work anything dropped. But yes, there is a short time-frame where stuff will be dropped and when the ticketers start to dig in.

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  152. Here's what I have seen while working at BJ's. The most important thing is to cover your ass and the ass of your immediate manager but... all or should I say most (by far) manages want their asses kissed. Therefore if you pucker up real nice and plant a fresh one there every so often you'll be as good as gold. It's not about getting your work done, it's about getting your managers work done. Your goal should be to become a manager, that way you can break the rules and you can look down your nose at any hourly who dares call you on it. After all, you be the manager and your shit don't stink. And it seems there's always another set of wrong headed managers waiting in the wings, you should be one of them. Shouldn't you?

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  153. I AM BOZO THE CLOWN AND I APPROVE THIS MESSAGE:
    Thank you saying what I was thinking. Be happy you have a job.

    Once again for the pro union people out there...

    Remember this: Many of the new jobs created in today's economy are part time or temporary... do you honestly think the people holding these positions can afford to pay dues. Many people who work at retail stores do so to supplement their household income, often with part-time jobs. Secondary-wage earners would be less likely to actively seek out union representation.

    The biggest obstacle to union organizing efforts is simply the high turnover among the rank-and-file of a typical retail store. In some places, 60 or 70 percent of the staff can change in a typical year.

    Look what happened to the unionized Bradlees and Caldor chains which were dominant retail discounters. GEE, they are NO LONGER in business.

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  154. HEY BOZO...
    You're welcome

    HEY ASS KISSER....
    Not all managers are like you described
    It just depends which club you work at
    Remember this...
    No matter where you work, crap always rolls downhill. The GM gets it from the DM, Seniors give it to mids and specialists, they pass it on to the hourlies. THIS HAPPENS AT ALL COMPANIES, DON'T THINK THIS IS EXCLUSIVE TO BJ'S

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  155. Hey Clem I was ranking on you. But I see now that you are absolutely convinced of your position and you have grounds to back it up but I feel that it's that attitude that's ruining this country. Winner and a Loser in ever conflict??? Nah, sorry I disagree, but Win/Win is possible and it's the wave of the future. Do yourself a favor and take a Conflict Resolution course, you'll find out there is another way of running a business and a personal life. If I can manage conflict, I can manage life.

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  156. Win-win outcomes occur when each side of a dispute feels they have won. Since both sides benefit from such a scenario, any resolutions to the conflict are likely to be accepted voluntarily.

    With lowered expectations, it may be possible for negotiators to craft win-win solutions out of a potentially lose-lose situation. However, this requires that the parties sacrifice their original demands for lesser ones.

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  157. Who REALLY wants to sacrifice ?????
    In certain cases it could be the difference of having a job or not. I don't want to be on the sacrifice side of that.

    ReplyDelete
  158. Club 028 again.

    [quote]So can other overnight crew members post how they work during the night?[quote]

    Grab something to eat and drink; this is going to be a long post. This is Part 1.

    I was told at one large club the managers, now specialists, came in at 10, and the ticketers come in at 11. The truck[s] come later due to a noise ordinance. A driver unloaded the truck with the Hyster, and drivers carred away the pallets with reach trucks. Each zone had enough help. Each ticketer worked 2-3 aisles. The ticketers packed out, and everyone, including the managers were at the time clock or left at 7am.

    I don't know who made the droplists for them.

    At our club, a small one, the GM used to make the droplists. If there was none, the managers dropped what they felt was needed. Our new Senior Merchant began making the droplists for the club, and still did after the GM transferred. If there was no droplist, the managers dropped what they felt was needed.

    Dropping what was needed could sometimes kill a ticketer. Every zone used to have 2-3 people until the budget got tight and people started getting let go for such things as pallet alignment and performance [still working long past your scheduled time]. We have no recovery team, the ticketers recover and pack out. If you know how to drive a forklift, you can drop your own stuff and pack it out. But a ticketer who didn't know how to drive a forklift usually did the recovery for you.

    OK, after the firings, every zone, except Non-Food, was reduced to one person per zone. Managers would drop 30 pallets or more in Food. The one ticketer would have to fend for himself and hope he could finish on time. Food requires much hand stacking, and often recreating entire pallets by hand, such as Carnation, Magnolia, Domino Sugar, 100 lb. rice, ravioli, etc. The real mine field was in the Back 40 where the dog food, cat food, paper items, juice, water, and trash bags are. Managers would drop 60-70 pallets, including the water, on one ticketer! Full-time or part-time, the ticketer had to knock out all the pallets on time.

    Before the firings, if scheduling allowed for two people in Food or the Back 40, they would finish early and go help out in other zones. That was good teamwork. After the firings, if a ticketer finished early, he or she would go help out in other zones.

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  159. Club 028 again.

    This is Part 2.



    Knowing how to drive a forklift is a plus because you don't have to worry about a manager overdropping. But you still have to do your own recovery, packing, and booming up. If a manager sees you are very good on a lift, you will be made to do your recovery, help unload the truck, drop your own stuff, pack it out, boom up any leftovers, and help boom up the truck.

    If you are OK on a lift, then you may or may not have to drop your own stuff, pack it out, and boom up any leftovers. The specialist might drop for you, but then you are at his mercy.

    Our new Food Specialist is a transfer. He played possum on us by dropping 20 or less pallets at first. Once he saw how fast some of us worked [you learn to work fast after you become the only ticketer in your zone], he began to drop heavy. But that was nothing. He would check on you every now and then to see how many pallets you killed. If you killed a lot, he would drop more. If you did your own drops, he would either drop more, or have you drop more. Our Non-Food Specialist had to tell him to ease up. That was the night he overdropped [52 pallets] on the Food Lead, and wound up helping him pack them out. Other pallets, he boomed up, as the merchandise on the sales floor was enough to make it through the next business day.

    The man reminds me of our Merch, he loves to work! Both of them came from Million Dollar Clubs, so huge pallet drops and multiple trucks are what they are used to. But that only works if there is enough help. The Merch loves to drop heavy. The only time he doesn't drop heavy is if he is not feeling well. His droplists are smaller then too. And he will recover and pack out if he has to do it. The Merch moves like lightning! The Food Specialist killed over 40 pallets one night he was forced to work the Back 40! He is slow, but he is steady. He had the Food Lead recover for him before sending him to work the freezer. Our GM loves to work too. He will gladly get on a lift and do whatever is needed, from dropping to doing a reset. I used to call him a fireman because the RM had him travel from club to club as a GMIT to put out fires, and/or cover senior management vacations.

    The GM implemented a sign program so all ticketer would know how to do signs, but it fell apart after it became nearly impossible to find a Symbol gun. Every now and then we get lucky and have both a Food and Non-Food Symbol for use. Other times, there is one Symbol, no Symbol, or we have to wait until a true manager [not a specialist] arrives with a master key and locates one. If there is no Symbol before our shift is done, we don't hang around once we get one. Hanging around after your shift earns you more work, often times, other peoples work. I remember in my green [naive] days, if my previous GM saw me after my scheduled time, he would have me recover the dairy and do other stuff as ways to motivate me to get off the clock.

    Does anyone who worked or still works overnight have any anecdotes they would like to share?

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  160. Club 028 again.

    This is Part 2.



    Knowing how to drive a forklift is a plus because you don't have to worry about a manager overdropping. But you still have to do your own recovery, packing, and booming up. If a manager sees you are very good on a lift, you will be made to do your recovery, help unload the truck, drop your own stuff, pack it out, boom up any leftovers, and help boom up the truck.

    If you are OK on a lift, then you may or may not have to drop your own stuff, pack it out, and boom up any leftovers. The specialist might drop for you, but then you are at his mercy.

    Our new Food Specialist is a transfer. He played possum on us by dropping 20 or less pallets at first. Once he saw how fast some of us worked [you learn to work fast after you become the only ticketer in your zone], he began to drop heavy. But that was nothing. He would check on you every now and then to see how many pallets you killed. If you killed a lot, he would drop more. If you did your own drops, he would either drop more, or have you drop more. Our Non-Food Specialist had to tell him to ease up. That was the night he overdropped [52 pallets] on the Food Lead, and wound up helping him pack them out. Other pallets, he boomed up, as the merchandise on the sales floor was enough to make it through the next business day.

    The man reminds me of our Merch, he loves to work! Both of them came from Million Dollar Clubs, so huge pallet drops and multiple trucks are what they are used to. But that only works if there is enough help. The Merch loves to drop heavy. The only time he doesn't drop heavy is if he is not feeling well. His droplists are smaller then too. And he will recover and pack out if he has to do it. The Merch moves like lightning! The Food Specialist killed over 40 pallets one night he was forced to work the Back 40! He is slow, but he is steady. He had the Food Lead recover for him before sending him to work the freezer. Our GM loves to work too. He will gladly get on a lift and do whatever is needed, from dropping to doing a reset. I used to call him a fireman because the RM had him travel from club to club as a GMIT to put out fires, and/or cover senior management vacations.

    The GM implemented a sign program so all ticketer would know how to do signs, but it fell apart after it became nearly impossible to find a Symbol gun. Every now and then we get lucky and have both a Food and Non-Food Symbol for use. Other times, there is one Symbol, no Symbol, or we have to wait until a true manager [not a specialist] arrives with a master key and locates one. If there is no Symbol before our shift is done, we don't hang around once we get one. Hanging around after your shift earns you more work, often times, other peoples work. I remember in my green [naive] days, if my previous GM saw me after my scheduled time, he would have me recover the dairy and do other stuff as ways to motivate me to get off the clock.

    Does anyone who worked or still works overnight have any anecdotes they would like to share?

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  161. My apologies for the double post.

    HTML error didn't show the second part posted.

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  162. Thanks for sharing.

    Every ticketer in our club knows how to use the symbol gun, and is responsible for hanging their own signs.

    No one "hangs around" after their shift. No overtime for anyone. And they are cutting back hours again this week. We (overnight) are down to 3 full time ticketers, 4 part time ticketers, 2 fortlift drivers, and two specialists.

    The club is starting to look worse than it ever has before.

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  163. Bozo,

    How many times are you going to post the same thing over and over again?


    Look what happened to the unionized Bradlees and Caldor chains which were dominant retail discounters. GEE, they are NO LONGER in business.

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  164. You are acting like 40 pallets is a lot in a shift. On 1 shift in Mays Landing, I cleared 70 pallets without assistance. Not boasting or bragging, but you do what it takes to get the job done, especially when the Regional VP pulls you out of your club to go down there and WANTS IT DONE ASAP....

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  165. 40 pallets would be almost 7 an hour for 6 hours. If the shelves were empty or low, that is very possible. Mays Landing must have been empty
    to do that many pallets.

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  166. Does anyone know what the mandatory GM meeting is about on Tuesday?

    All GM's must be on the conference call.

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  167. "Look what happened to the unionized Bradlees and Caldor chains which were dominant retail discounters. GEE, they are NO LONGER in business." Oh give us a break. Do you remember Zayre??? Check out who ran that retailer. Poor management is just that, poor management.

    BJ's is lucky to exist right now. In this economy being in the so called wholesale side of retail is a good place to be. EBT money, (aka Government cash) flows in and out the same as all the other forms of payment but don't be too fooled. If and when the economy turns around and EBT drys up, once again consummers will turn away from BJ's. I hear the food side is cranked up hard and tight with EBT sales. My GM actually downplayed the role EBT would have on sales a year ago. This is a GM not knowing what a significant role EBT would have. Now it seems the first two weeks of the month are really special to him. How many EBT dollars are we taking in anyway? What would you say your EBT memberhip is?

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  168. HEY BJ'S IS LUCKY TO EXIST.......



    Sales Results for February 2010
    ($ in thousands)
    Four Weeks Ended % Change
    February 27, February 28, Net Comp.
    2010 2009 Sales Sales
    ------------ ------------ ------ ------
    $ 755,241 $ 669,589 12.8% 7.5%

    Not too many other businesses with a POSITIVE INCREASE in sales. $$$$ are $$$$ no matter where they come from.......

    In case you are not aware... A frugal mindset has swept the nation. Research shows that consumers are cutting back considerably on discretionary spending.

    Today’s consumers are motivated to obtain value for money and if they don’t believe that they are receiving value they are voting with their feet, and shopping where value is given.

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  169. Oh I fully understand and agree with you regarding everything you've posted. I think I may have mislead you in some way, I'm not saying anything negative when I say lucky to exist, I mean BJ's exists at a good time to be BJ's. We are actually on the same page. However I did and still do find it amusing that my GM didn't see EBT as a good thing for the business. He didn't think it would be a major play. When in fact it is the play of the game. Food sales are up in our club by 60%+ y/y. My experience with past recessions and logic told me EBT would loom large. But don't forget to back out the gasoline sales which I think was 3.5%. Gasoline should be hitting $3/gallon again this summer so I've read. What are you hearig?

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  170. makes you wonder how some people became GM'S

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  171. During CY 2009,over 15 million households nationwide qualified for EBT, with an average benefit of $275.00 per month to a household.

    This data is available on http://www.fns.usda.gov/pd/34SNAPmonthly.htm

    Perhaps this website should be suggested to GM's who can see how additional sales,utilizing this program will lead to larger bonus' for them.

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  172. And how many of our regular members have quit or no longer shop at Bj's because we now take EBT. Been a lot of complaints about it from the members who spend far more then the once a month EBT crowd. You cant go by sales alone. How much more do we have to spend to prepare for the 1st of the month, and to recover from the EBT'ers who really dont care what they do to the store " steal, trash items, make messes etc" because its not their money. EBT might be nice for a short term sales spike, but we risk the public perception of becoming a "ghetto" store like Food Lion the first of the month. We are a warehouse membership business, the members expect to be treated better and receive perks for their membership. We can't charge EBT membership fees as its against the law and they cant be charged the the non member surcharge.

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  173. I have seen paying members " steal, trash items and make messes ". Since EBT is considered "currency ", do think corporate really cares? Sales are sales, each store has an "acceptable shrink" level and if EBT brings in money, Massachusetts does not care.

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  174. Have you ever seen the " non-ghetto " characters that also use EBT? Many of them drive much nicer cars and eat better than you or me.Too bad many BJ'S employees make 'too much' to qualify.

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  175. How many "non ghetto" people have you seen using the EBT card? Many of them drive nicer cars and eat better food than the BJ'S employees. The purpose of the program is to provide basic nutrition, not steak, shrimp and lobster. Too bad many BJ'S employees make too much money to qualify
    for the program.

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  176. read this article
    http://www.salon.com/news/us_economy/index.html?story=/mwt/pinched/2010/03/15/hipsters_food_stamps_pinched?source=yahoo

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  177. I'm not doubting this to be true but please tell how this can be verified. "We can't charge EBT membership fees as its against the law and they cant be charged the the non member surcharge." I'll ask around in my club. If true, how is the transaction handled at the front end? Is a membership card swipe overriden by the use of the EBT key or an EBT card swipe?

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  178. Club 028 again.

    Like Batman, I've worked days and nights. Regarding EBT, we didn't allow them at SCO. EBT members had to use regular lanes. As far as I remember, there were no non member surcharges assessed to them. Believe me, EBT users scrutinized their receipts as did CC, debit, check, and cash users. So if they saw a surcharge, they would have immediately spoke up.

    Back to the lawsuit, which is so much fun to talk about. Our GM finally got tired of babysitting us every Saturday night from 10pm until 12am. According to him, he could not "afford" to pay the specialists from 10pm until 12am. He would drive and drop, and drop, and drop, and drop out of sheer boredom, or possibly frustration. The Merch had a droplist, but the GM would just go by the "what's needed" method. So then the specialists would arrive, tell the GM about the droplist he already knew about, and then drop on top of the "what's needed".

    One Saturday night, the GM took the night off. He tried to get a mid manager to cover from 10pm until 12am. Every one of them refused, and stood on some corporate rule about staying until 12am. That night, we all had to come in at midnight. And to make matters worse, it was the night/morning of Daylight Savings Time.

    Some TMs requested to come in at 12am from a while back because of their second jobs. Others just couldn't make it at 10pm because they liked to sleep late. That's all fine and dandy.

    But this next thing wasn't fine and dandy. The next week, without so much as a brief meeting, the GM changed overnight TM's schedule to 12-6 or 12-8 just for Saturday night going into Sunday morning. The 10pm people feel that is very unfair. But it seems to be a done deal.

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  179. To club 028: They make things up as they go along. Of course the 10pm people feel it's unfair but now this schedule is better for management. We are having a terrible time with staffing, we are understaffed and hours are tight. The club is being hammered with sales and everynight it's a clustermuck on the sales floor. Maybe with this new congressional bill where some mandatory payroll taxes will be waved BJ's will hire some help.

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  180. Found the following statement in an EBT story:

    Federal officials estimate that every $5 in benefits generates as much as $9.20 in economic activity by freeing income that would otherwise be spent on food and creating business for local companies. Many of these purchases are subject to sales tax, boosting state revenue.

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  181. all the members have a card, no matter how theyre paying they still have to be a member. EBT is no exception don't know who thinks its illegal for someone with ebt to pay for a membership!! EBT really isnt a social status, our store has plenty of good members that use ebt

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  182. To the specialist who dropped 70 pallets. 70 pallets is quite a bit for such a small club. I drop 70+ pallets on a regular basis. They call me "Mr Make-It-Happen".

    Are you the one who used to f-up in the bakery?

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  183. 70? Geesh... What night of the week is this? We prob do 70 on a Monday and Tuesday night combined. Weekends? Easily double, triple that...

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  184. Big difference from dropping 70 and have others working them and dropping 70 and actually filling the shelves BY YOURSELF.

    Actually it's not. When the Regional VP saw more product in the steel than on the shelves and the club looked empty......

    I am not the bakery guy.

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  185. Ok back to the lawsuit. Has anyone received their settlement papers in the mail? I received mines today and all I can say is it's a bunch of bull. The amount they're offering doesn't come close to the O.T. I know I've worked in the last couple of years.

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  186. Don't forget, the lawyers get 33% of the total.

    Under the settlement, approximately 1,500 current and former Mid Managers employed by BJ's since November 2007 will be entitled to make claims to share in the recovery, based on the number of weeks they were employed by the company.

    There is NO WAY anyone will be getting ALL the overtime they would be entitled to.

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  187. Wonder when Bj's will get rid of Insurance benefits since it will be cheaper for companies to pay the Govt fine.

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  188. The structure of the employer mandate would create strong incentives for firms that hire a large proportion of low-income workers to drop their employee health plan altogether. The penalty employers would face for failing to offer coverage to employees would be $750 a person.

    However, if employers did offer coverage, but the employee-paid portion accounted for a larger percentage of a worker’s income than deemed acceptable by the bill, the worker would be eligible to drop out of employer-sponsored insurance and obtain a subsidy to buy insurance in the exchange instead.

    Under this scenario, the employer would pay a $3,000 fine for every worker that bought insurance in the exchange, capped at one-fourth of the workforce. If more than 25 percent of the workforce was comprised of low-income workers, the employer could end up paying the same amount regardless of whether they offer insurance or not—not including the expense and effort of offering insurance.

    It would thus be more beneficial simply to not offer insurance at all, much to the detriment of employees who would not be eligible for subsidies in the exchange.

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  189. LAWSUIT: I heard the lawyers are getting 50% and the balance will be divided up evenly. Heard also there is no need to sign on to it because the list is already created, payment will now take place late summer 2010.

    Has anyone seen any type of overnight Specialist's tasks list with dead lines?

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  190. Don't think it's very fair that it's being divided evenly. Not all mids put in the same amount of hours. You can write in what you "think" your owed, but you need to provide proof. Who really kept track of hours they worked over the course of those particular five years?

    If one did on average 10 hours overtime a week (and most I know did), that's 40 hours a month. So, at least a weeks pay for every month you were a salaried mid. Nice chunk eh? Not gonna happen.

    The company will start to see what mids do when were cramming X amount of work into Y amount of time. If a salaried mid took till 10 or 11 am to get things perfect, well that's their time. Get done early, good for you. Now, your not done? Sorry, no OT... see ya later.

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  191. STOP THE WHINING !!!!!!!
    Who ever said life was fair!!!!!

    How about all the Overnight Managers who worked prior to the cutoff date? They get nothing !!!!!

    I had a SENIOR Merchandise Manager who would make lists 6 pages long, and expect it ALL to get done that night. It got to the point the GM got involved and told the Senior " Lets see you
    get the 6 page list done along with everything else to be completed, and you will do it TONIGHT!!! He came in, did not complete his own list and guess what....Never had a 6 page list again

    Be glad for any amount you receive.

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  192. BJ's confirms Westborough move
    March 24, 2010 01:54 PM By Jenn Abelson, Globe Staff

    BJ's Wholesale Club confirmed that it is moving into its new Westborough headquarters by early 2011.

    The company will be moving a few towns over to 25 Research Drive in Westborough, the former campus for National Grid.
    The new location will consolidate employees into a six-story office building and a two-story office building that are connected and total about 282,027 square feet, according to Kelly McFalls, a spokeswoman for BJ's Wholesale Club.

    "BJ’s office has been in Natick for 25 years and the company has outgrown the space," she said.

    The wholesale club chain currently has its headquarters in Natick with about 1,000 employees spread across five buildings.

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  193. Why don't you stop the whinning? That only makes you come across as a bully and a know it all. We have the right to comment here without you judging and telling us what to do. Please stop and think before you post so abusively.

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  194. Regardless of how much anyone received, if anything at all, gives anyone and everyone, that was or is a mid, a reason to complain.

    And yes, everyone has the right, or privillage if you will, to comment and post our opionions here. Don't like it, don't read it. Something posted may or may not apply to you, but it may to others.

    I'm sure there are other mids reading this that think it's bogus, especially the ones that put many hours of their own time into their clubs. Maybe they wanted to, or maybe they didn't... either way, mids were abused, and here's some pocket change and a time card to keep you quiet.

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  195. Gritz n Gravy3/25/2010 11:20 AM

    6 page list of things to do? Your club must be way behind or your managers don't like you.

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  196. The senior expects perfection and HIS every wish desired. It's BJ'S, not Bailey, Banks and Biddle

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  197. not too sure how many mids wanted to put the extra time in without pay

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  198. Club 028 again.

    [quote]Has anyone seen any type of overnight Specialist's tasks list with dead lines?[/quote]

    I remember seeing overnight manager lists. Man, the GM or the Merch would lay it on thick for them. And with our club being so small, and no real time for forklift training, the overnight managers had to do the drops, truck, their lists, and boom up. And if there was only one manager on duty because the other was off, he really caught heck. Their 10-6 was more like 10-9, 10-10, 10-11.

    Now that they are Overnight Specialists and on the clock, their lists are much smaller. It also helps that the club is making Lead positions available and hiring forklift drivers. There is still no real time for forklift training. But those who know the forklift step up and teach others who show willingness to learn it.

    Regarding the settlement, its just that--a settlement. BJ's legal team will do their own computations vs. Klafter Olsen & Lesser LLP's computations. Klafter Olsen & Lesser LLP may have wanted $16 million. BJ's legal team may have countered and said, we are prepared to offer $11 million with no litigation.

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