Monday, April 23, 2012

An Inside Look at BJ's Wholesale Club?

A brand new post looking at what it's like working for BJ's Wholesale Club was posted at GlassDoor.com

Agree? disagree? We wanna know what you think....

BJ's Wholesale Club – “Disapointing due to poor treatment of employees and empty promises.

Here's the post:

BJ's Wholesale Club Receiving Manager in Hudson, MA:   (Current Employee)

Pros
The benefits offered are good, and the oppurtunity to receive free BJ's memberships for you and your family are a plus.

Cons
Compensation is generally very poor and treatment of employees seems to be poor as well. Managers are imcompetant and have a strong tendancy to mis-manage as well as micro-manage.

Advice to Senior Management
Gain a better understanding of the practices in each department as well as a respect for the amount of work that each employee puts in.


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263 comments:

  1. Free membership? Hell they offer trials so much that the employee free membership means squat. This company promotes poverty by paying minimum wage while management still recieves bonuses. Ooo also at bjs the old style full time 40 hr work wk is now a 30 hr work week for full time. Tired of being told lie after lie that it will get better while the top reaps all the benefits. If it takes an employee 3 hrs of work to buy an item at their store ur not paying them enough.

    ReplyDelete
  2. Managers are now chosen by if they are in the Gm's little click. Take Henry Schwartzmann for instance, laziest person on earth then they make him Operations Manager. While all Gm's were in Florida, Henry called a couple of Clubs to gossip about what was confided to him by higher ups about the Gm at the south Philly Club Al would be fired when they get back from Florida which still hasn't happened yet. Then you have a female Gm who while she was a Member Service manager committed coupon fraud time and time again and was caught at it and was caught doing rewards fraud but because she is in the click made GM.

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  3. Club 113 in Plymouth MA has a gossip group that the GM has up in her office hrs upon hrs.All they do is gossip and shit talk about who they like and don't like.The GM is the laziest piece of shit she does nothing except yell at people and she pretends she knows how things run in each department but has no clue oh and at 1200 she goes around with 6 other managers to fill box bins cause thats a tough job.That club treats good employees like shit unless they kiss the bosses ass.The payroll is a joke and they pull people from every department to help in the deli and then ask all the departments that had their help pulled why things did't get done.

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    Replies
    1. It's obvious you don't know what you are talking about. Are you sure you have the right club 113? or gm? How would you know what is going on in the offices? Everytime I'm at work I see the gm on the sales floor working. I never see her in the office. Seriously, when do you work? You really must be talking about a different club, this club doesn't have 6 managers working ever at one time. I am not sure who yells at you but I have never heard any manager yell at anyone. You really need to grow up, grow thicker skin, focus on yourself and doing your job. It sounds like you are too worried about everyone else. I don't know why you are complaining about people being pulled to do other jobs, it gives us a chance to try new things. If you are going to talk crap about anyone or anything you really should get your facts straight in order to be taken seriously.

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    2. I'am sure I have the right club.I know many people who absolutely hate working in that store.It is like a popularity contest in that place with some people who get very special treatment and are allowed to do things others would be fired for.When your departments help gets pulled in an already lightly staffed department you get your ass chewed out.I'am sure people getting their help pulled wouldn't mind so much,but only if they didn't get their ass chewed out for not having their department picture perfect.They don't yell but they sure as hell talk down to people.I don't worry about anyone else but me so don't make accusations since you are either the gm or 1 of the gms little ass kissers.If you think the gm is on the floor busting ass every day you need to wipe the shit from your eyes.

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    3. That had to have been written by the manager who makes the GM her breakfast every morning or the one who goes out and gets her lunch everyday. And yes, the GM does come down more then once. She comes down to get magazines to read in her office. I would go so far as to say almost everyone who works at 113 hates it. Morale is about as bad as it can get. Unless, like you say your one of the favorites. Your lucky if you get a hello out of these new managers. Doesn't anyone at corporate wonder why the turnover is so bad. Maybe when home office does a walk they shouldn't announce it so they can see what the store is really like.

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    4. Club 113 runs great, all the bad managers are gone!The G.M. at that store does a great job and is very friendly maybe your not a nice person!Think about it u must not b happy person and if u do not like your job and r not happy then get the f--- out of Plymouth store and go someplace else to work!!!!OR GROW SOME "BALLS" AND GO TO THE G.M. and tell her how you feel!!!!!

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    5. Grow some balls says the anonymous poster.

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    6. I like how you say "u must not b a happy person"why is that?That company is shitting all over its employees.If you can't see that you are the blindest person ever.BJ's used to be a great place to work,but the last couple years its done a complete 180 and is going right down the toilet as to work for.

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    7. Who fucken cares who sits on there assessed if u had a manager job u would too I definately would quit playing u people need too get a fucken life ur sitting on ur fat assessed using the computer to talk shit

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    8. Actually if I had a manager job I would lead by example.Lazy bosses get lazy workers sorry but managers should not be sitting on there asses all day.By the way this is a blog where employees can voice their opinions without being scolded.Another thing I have a nice ass not a fat one like you,you piece of shit.

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  4. Club 156
    There is too much that happens to mention, from the top to down. Meat manager abuse of 1800# to get another manager fired because that manager issued a write up to his girlfriend how's that? That's three he called on. Of course they must think that's ok. Because the whole club now knows about it. The 1800# number was taken down. Was it taken down in other clubs? Is this their way of keeping business in house so they call it!

    ReplyDelete
    Replies
    1. I noticed yesterday that the 800# was replaced and put on the wall near the closet behind the maintence cart. I am so frustrated and angry and grossly dissappointed in the level of unprofessionalism at the store. Ed just came in to our store last week and question many of the employees about pros and cons and asked everyone what they would do if they were the GM. I just hope that it gets better.

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  5. THE WORD IS UNION,,,,THAT WOULD PUT LAURA AND CORNEL AND NOW GINA IN THIER PLACE AND RESPECT THE TEAM MEMBER., WE ARE TIRED OF BEING ABUSED BY THE INCOMPETENT GM'S AND OPS MANAGERS AND NOW THERE HIRING IDIOT'S FOR SENIOR MERCHANDISE MANAGERS,,,WE KNOW THIS FOR A FACT IN 053 WE HAVE A GM WHO IS NOT STABLE AND ON MEDS,,,,WONDER WHAT THE NEW OWNERS WOULD THINK,,,MAYBE GET RID OF THE HIGHER UPS ....WOW I GUESS I'LL BE TERMINATED WHEN THEY CHECK MY IP ADDY

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    Replies
    1. Let's hope not! You are right!Jennifer Lynch should see her walking papers.There's not much she does except try to cover things up in the clubs because she doesn't know how to handles things the right way. To keep firing people is not the right way.

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    2. Jennifer Lynch who?? Does she call you back??? please...she got in cuz her freind works in HR.

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    3. Well they should fire her for not doing her job and whoever else is above her for allowing her to do what she does! HR Right! Maybe after that baby is born she won't come back.

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    4. Jennifer Lynch she is the most UNPROFESSIONAL HR I have ever seen in my life. There was this manager was telling her what is going on in the club and about the GM. One second later after that manager walks out of the office, she walk straight to the GM and tell him everything about what that manager said about him. Isn't HR suppose to keep everything you says CONFIDENTIAL!!!!! . The upper level need to open their eyes and see she doesn't have ANY PROFESSIONALISM IN HER AT ALL and don't know how to do her jobs CORRECTLY. Jennifer lynch she really need to be FIRE!!!!!!

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    5. You should be able to go to any HR with issues and they should be able to advise you, Jen well she doesn't know shit or doesn't do NOTHING. Your right they should get rid of her and save the company money.

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    6. First of all Jenn Lynch was hired by Lori Anderson, so who's side do you really think she would be on. Lori has had her nieces hired at Bj's, and front door has been told not to write tnem up, by other managers. They come and go as they please and work what ever position they want within the store. Lori also sends her sister into the store to spy, which is very unprofessional. And the Alertline that is private is fake as hell. You type your problem up and you get a reply in 2-3 weeks contact your HR or Manager for details. How is that anonymous???? SHE IS LORI'S LACKEY!!!!!!

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  6. Ha Ha Ha been gone from bj's for a while and i see things just don't change...i feel bad for the workers esp. the overnight crews that have to work like slaves and still get more work dumped on them..If they just treated people with some respect and not like garbage they find they would have better running stores ..Treat someone like crap their going to work like crap but that's what they want

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    Replies
    1. They will never change. If they like you, you can get away with murder. If they don't your gone.

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    2. I agree. overnight crews are paid crap YET demo fatties are paid double to hand out crackers. Focus on overnight, the club I worked at started at 7.00 and a 75cents shift diff. SAD

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    3. I agree clermont fl location is exact same way the few good upper office people they had are gone now all that's left is incompetent idiots, it sounds a lot like straight across the boards Bjs managers need to go back to school!

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  7. - Inconsistent hours (30-33 hours per week for fifth consecutive month; with the odd extra hour here and there; and it's back to thirty two weeks before Memorial Day - WTF?)
    ^^ And that's on a 'full-time' basis.
    - Hourly pay sucks (over $11+ WITH the shift differential. And I've been at my club for nearly four years now.)
    - Quite the skeletal night crew here at club #096. With only a handful of people (3 present to cover all three zones on a GOOD night). On bad nights (which have been much too common lately), there's only 2, or even 1 person to cover the whole store. Only in such dire straits do the managers recover a zone. And sometimes, there's only one manager present to do freezer/misc. trucks, boom everything off the latter, plus fill THREE zones (mainly holes).
    - Too many corners cut and not enough people/hours. Store looks like absolute crap because the CONSTANT half-assed recovery. NO incentive to move faster than you are capable of moving (6/6.5 hour shifts). Expectations to do MORE for LESS, and I won't do that.
    - And if you're not a faster recovery person - you're apparently useless. Try and do your job the right way (albeit it taking longer), yet you get reprimanded. Fill what you're supposed to NOT fill with the forklift, and you get reprimanded. I notice things that should be filled, yet they don't. And if THEY did not bring them down to be filled, then you get reprimanded. To hell with that bull.
    - Team 'Politics' and 'Intricacies'. Sick of that.
    - Forcing someone to work a department they dislike working in because they don't 'feel' like hiring a replacement. That crap just causes a sharp DROP in morale and motivation from Team Member.

    ReplyDelete
  8. ^^ And to add to that:

    "...poor treatment of employees and empty promises.” Indeed.

    In a department you'd prefer NOT to be in; thinking that it's only temporary when it's for the long-term. If an employee is unhappy with that - ADDRESS IT! Don't just say 'deal with it' and endure the pissy attitude from said TM. Employee should be happy, or at least comfortable, in what they do. If neither, then they will most likely 'go rogue' and seek employment elsewhere.

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  9. one thing i could not stand working at bj's the day crew and managers did nothing to help out on the floor they would walk in at 7am stand around talk drink their coffee ..unless it was a day of a home office visit you never seen people move around soooo fast like chickens with their heads cut off ..begging people on the overnight crew to stay (always find magic money) overnight crew pretty much telling them to get bent after being treated like crap every other day ..we had a receiving dept whos last truck came in at 8 am the rest of the day just sat in the back of the store making free money...and god forbid if you asked the receiving manager to have the receivers help out on the floor

    ReplyDelete
    Replies
    1. Do these recievers do other jobs during the daytime? Do you work overnight? Do you know what the daycrew has to fix up from the overnights mess? Before we start complaining about hourlys think of the bigger picture. MANAGEMENT. Maybe these recievers are fed up like you.

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  10. Seems both of you are true. All I know is our overnight crew is crapped on everynight.

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  11. i dunno if managers don't know how to manage or if they are afraid to..when i was a manager there any ideas i had for product placement was met with a scared look on their faces and a "will have to get it approved from home office" answer(yes god forbid i add some extra coke pallets on the floor for the holidays)..all the stores have to look alike(don't ask me why) different areas sell different products at different rates yet they all have to look alike ..i guess if someone from maine is traveling to iowa they will know right where their jar of pickles are..hey but keep up the good work bj's your making everyone that works there miserable good plan!!nothing like an unhappy worker

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  12. My wife worked for this Shit company for 17 years. Now she is being forced out. Everyone with time better watch your backs. There will be lawsuits. I know of 5 people that will be suing. I see A class-action in their future!

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  13. UNION IS THE ONLY WAY TO CHANGE THIS COMPANY! THE COMPANY IS SO AFRAID OF UNION THAT ANY MENTION OF THE WORD CAUSES ALL KINDS OF MEETINGS AND THREATS COMING DOWN FROM H.O. AND GM'S THAT KNOWONE IS TO TALK TO THEM, AND IS TO REPORT IT RIGHT AWAY.

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  14. The problem goes all the way to the top from Gm's up with the regionals, they are theives and back stabbers.Like Gary Sutton who returned jewelry all the time that he never bought at bjs.

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    Replies
    1. Hell it goes way up to Laura Sen. She needs to earn her salary and do something about this shit!

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    2. Everyone needs to get a life who cares if people got a good job and don't do nothing if that was u you people would sit on ur asses too who cares all girls do is gossip and talk shit

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    3. The person above me is definitely one of the lazy piece of shit managers who gets to do what they want.Just by reading your comment I can see u are one of the uneducated ones (Don't do nothing).The point is people shouldn't be allowed to sit on their assea and talk shit about other people,that is not how a professional company works.Just goes to prove that Bjs is a joke.

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    4. "Everyone needs to get a life who cares if people got a good job and don't do nothing if that was u you people would sit on ur asses too who cares"-from 5/19/12 7:03 am. That isnt how the american dream works. Work hard for your money and you shall be rewarded not sit on your butt and be rewarded.

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    5. "all girls do is gossip and talk shit" this says an awful lot about who's supporting BJ's incompetent, piggish managers! Actually most folks would rather do their job well and feel comfortable with their existence than be consigned to the role of gigantic societal tapeworm.

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  15. Well when Farid was gm at South Philly his pickup truck was used by a friend to steal from the club at plymouth meeting,it was his tag number that was reported as the get away vehicle. What a con job.

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  16. today they did fire my wife. I think a union is long over do.

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    Replies
    1. why did they fire her?

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    2. they made a list
      of bullshit. they have been firing people with 4 weeks vacation. Her store allow has fired 5 people so far. There is a meat cutter with 22 years that will be going next. They made him order fish for lent and he told them it wouldn't sell. then when it didn't he got written up.

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    3. yeah the longer your there the more they want to get rid of you...i was there over 15 years did everything they asked me and more ..all of a sudden started mickey mousing me on raises and write ups..almost 15 years without a write up all of a sudden boom you were 5 mins late (who cares when its 10pm at night) writeup.but they forget the hours i stayed to bail them out when they were in trouble

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    4. All of us that has gotten fired in the past couple of months should get together. Class action suit sounds good to me.I am game if any one else is! Not sure that a union would help much. I got a lawyer now! Think unfair labor practices. Right! Unfair labor practices go on in all the stores. Sounds like some one needs to stop all the shit. I was there for many years and got fired from shit that some one made up. I should have made waves.

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    5. I think it would be very helpful to have a union, that way issues can be resolved quickly and justice can be exacted without people being wrongfully terminated and having to resort to lawsuits etc. With that said I wish you the best of luck with your suit

      Delete
  17. How do we go about getting a Union in our workplace?

    Important First Steps

    The first step is to form a committee among the workers with representatives from each department and shift. The committee’s job is to attend meetings and educate themselves about the Union. Then they can educate their co-workers, and help dispel false information spread by management.

    Learn More

    Ten Steps to a Union Voice
    Your Legal Rights
    FAQs
    Obstacles and Challenges


    Next, the majority of the employees must sign cards stating they want to have a Union in their workplace. After a majority of workers have signed up, the Union can ask the employer to recognize the Union, or file a petition for an election with the National Labor Relations Board (NLRB).

    When the Union files for an election, then the employees have a chance to vote for the Union in a secret ballot election conducted by the government. If the Union wins a majority of votes, and the employer does not challenge the vote on legal grounds, then the Union can begin the process of negotiating a collective bargaining agreement (contract).

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  18. Step 1: Discuss Issues With
    Your Co-Workers

    First, initiate confidential discussions with your co-workers as you embark on the road to building the union and to make things better on the job. By having these private discussions, you can figure out whether or not there are other workers who might be interested in organizing.

    Step 2: Make the Call

    Second, call the UFCW Union in your area. There may be a particular Local Union that specializes in organizing UFCW local union in your city. Try the UFCW Local Union Locator Page to see who is in your area.

    Step 3: Set Up a Meeting

    A UFCW representative needs to meet with members of your small group. There, you can ask questions on what it takes to build a union. When you and your co-workers agree that the UFCW Union is the best union to organize with, you use this initial meeting to develop a basic plan to organize your workplace.

    Step 4: Build the Union. Create a Strong, United Organizing Committee

    Your UFCW organizer will help you and your co-workers craft an organizing plan. Your organizing committee needs to be composed of key leaders from each Department, shift, site or craft. You will also want to make sure that your committee reflects the diversity within your workplace. Diversity on your committee will ensure that the effort reflects the interests of everyone on the job, not the interests of a few.

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  19. Step 5: Draw a Picture of the Workplace

    It's important to "map out" what the workplace looks like and who works where. Lists and charts are developed so that your organizing committee can assess the sentiments of the whole group and identify work areas where the committee might concentrate its efforts.

    Step 6: Information Is Power

    As the organizing committee forms and undertakes some basic assignments, such as identifying who works with whom, other committee members will help the UFCW organizer make sense of the information including:

    Workers

    Names, titles, positions, departments or sections, shifts, status (full or part-time), addresses, extensions, pagers, e-mail addresses or fax numbers.

    Worksite

    Departments, sections, staffing requirements, other unions, supervisory personnel, organizational chart, etc.

    Employer

    All pertinent information, including address, other sites, including work sites, product lines or services, customers, labor relations history, competitors, financial information, parent company or subsidiaries, strategic partnerships or impending mergers or acquisitions, corporate attorneys, consultants, vendors or suppliers.

    Community

    List of community organizations, leaders, interest groups, employer partners, etc.
    Step 7: Issue Identification

    The organizing committee begins to identify the issues that workers care about. These might include having a voice on the job, better wages, safer working conditions, discrimination, improved health care or pension, etc. Once the committee identifies who cares about which issues, it will work with the UFCW organizer to develop a game plan to call attention to these issues. Usually, the organizer develops informational literature that helps focus the organizing campaign on issues that relate to the workers wants and needs.

    Step 8: Training & Sign Up

    As the organizing committee grows and develops, the UFCW organizer will want to train committee members on what to expect and how to reach out to their co-workers. One of the most important aspects of the organizing campaign is when committee members ask co-workers to sign Authorization Cards. The goal of this project is to secure overwhelming support and a solid majority of cards before proceeding on to the election phase of the campaign.

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  20. Step 9: The Union Election

    The signed cards are used to petition the federal labor board or authority to schedule an election. Before the date is set, the labor board will determine which workers are eligible to vote in the union election. During this time, the organizing committee must maintain focus on workplace issues and continue signing up workers. Once an election date is set, the organizing drive heats up. Workers continue to recruit union supporters as election day approaches. Winning requires that the organizing committee and its supporters stand up to the employer campaign that is always focused on destroying confidence and unity. When the union wins, the employer must recognize the union and bargain a contract.




    Step 10: Negotiate!

    The organizing campaign continues as workers press for a first contract. The contract should address the needs and wants of the workers, from fair wages and job security to better health care or pension. The contract is negotiated by worker representatives and their union representative and forms the basis for more improvements in the years to come

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  21. Your Rights Under the Law

    An Overview



    It is your legal right to support, form and/or advocate a union at your workplace.

    Your rights to organize are set forth in Section 7 of the National Labor Relations Act:

    "Employees shall have the right to self-organization, to form, join, or assist labor organizations, to bargain collectively through representatives of their own choosing, and to engage in other concerted activities for the purpose of collective bargaining or other mutual aid or protection..."

    This means that you have the legal right to help organize, to join, and to support a union of your own choosing. This includes but is not limited to such activities as:

    filling out an authorization card
    getting others to fill out cards
    attending union meetings
    wearing union buttons
    passing out union literature
    talking about the union to other employees.
    Under Section 8 of the National Labor Relations Act, your employer cannot punish you for your union activity.

    For example, your employer cannot legally do the following:

    Threaten to or actually fire, lay off, harass, transfer or reassign employees because they support the union.
    Favor employees who don't support the union over those who do in promotions, job assignments, wages, hours, enforcement of rules, or any other working conditions.
    Shut down the work site or take away any benefits or privileges employees already enjoy in order to discourage union activity.
    Promise employees a pay increase, promotion, benefit or special favor if they oppose the union.
    You can protect your legal rights.

    The best way to encourage your employer to recognize a union and negotiate a fair contract is to build a strong organization where you work.

    If your employer violates the law, the union can help you file "unfair labor practice" charges with the National Labor Relations Board. The Labor Board has the power to order an employer to stop interfering with employees rights, to provide back pay, and to reverse any action taken against workers for union activity. Decisions made by the Labor Board are court enforced to provide teeth to the Act.

    You can help protect your legal rights by:

    Keeping written notes of any incidents in which company officials or supervisors threaten, harass or punish workers because of union activity.
    Immediately reporting any such incidents to your organizing committee and the union staff.
    Supervisors or Company Officials CANNOT:

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  22. 1. Attend any Union meeting, park across the street from the meeting place to see which employees attend the meeting, or engage in any under-cover activity which would make employees feel they are being spied upon to determine who is participating in the Union campaign.

    2. Tell employees the Company will fire or punish them if they engage in Union activity.

    3. Lay off, discharge, or discipline any employee for Union activity.

    4. Grant employees wage increases, promotions or benefits in order to keep the Union out.

    5. Ask employees about their own Union membership or activities or those of fellow employees, including meeting attendance, card soliciting or signing and other forms of Union participation.

    6. Assign work to create conditions intended to get rid of an employee because of Union activity.

    7. Ask employees how they intend to vote.

    8. Threaten employees with economic reprisals for participating in Union activities. For example, threaten to close or sell the facility, lay-off workers, or reduce employee benefits.

    9. Promise benefits to employees if they vote against the Union.

    10. Announce that the Company will not bargain with a Union.

    11. Discriminate against Union supporters when assigning overtime or desirable work.

    12. Purposely team up anti-Union employees and keep them apart from Union supporters.

    13. Transfer workers on the basis of Union activity.

    14. Choose employees to be laid off on the basis of weakening the Union’s strength.

    15. Discipline Union supporters for a particular action, and allow anti-Union employees to go unpunished for the same action.

    16. Go against Company policy for the purpose of getting rid of a Union supporter.

    17. Take actions that adversely affect an employee’s job or pay rate because of Union activity.

    18. Threaten a Union supporter through a third party.

    19. Threaten workers or coerce them in an attempt to influence their vote.

    20. Tell employees overtime work or premium pay will be discontinued if the facility is organized.

    21. Start a petition against the Union or take part in it’s circulation if started by employees.

    22. Urge employees to try to influence others to oppose the Union.

    Any of the above acts constitutes a violation of the National Labor Relations Act, which is the law that protects your right to organize a Union!

    Please report these acts, if committed, to your Organizing Committee,
    or a Union Representative immediately!

    ReplyDelete
  23. Frequently Asked Questions

    WHY DO I NEED A UNION?

    The provisions of state law consider most workers "employees at will." This means that except under very special circumstances, an employer can discharge its workers with or without a reason and at any time. Employers can also set wage rates, benefit levels
    and work rules without any worker input or involvement. In other words, management can do or change just about anything it wants, whenever it chooses. When workers form a union, their employer is then obligated under federal law to negotiate wages, hours and conditions of employment with representatives that the workers designate.



    HOW DO I FORM A UNION WHERE I WORK?

    We will be happy to talk with you about the specific problems that you are experiencing and what can be done to correct them. These conversations are strictly confidential and you are under no obligation of any kind to our union. Because every organizing drive is unique, there is not a standard procedure that is used in each campaign. If a group of workers decide to organize and become part of the union, we will develop a program that is especially tailored to fit the needs of those particular
    workers.

    In order for workers to gain union representation, a majority must authorize the union to represent them. This is accomplished by signing cards or a petition that clearly states that purpose. The petition or authorization cards are kept confidential.



    IS IT EASY TO GET A UNION IN?

    No. It takes the work of employees who are dedicated to helping their co-workers as well as the active involvement of as many employees as possible. During the weeks before an election, it is very possible that the company will spend thousands of dollars to present an anti-union campaign compiled by paid consultants. Mandatory meetings with management may be held. You will be forced to watch films showing the horrors of organized labor strikes and violence. You will be told that unions are corrupt and that you don’t need a third party interfering with your relationship with management. They will beg for a second chance, but it is important that workers stay focused on their issues and why you decided to organize to begin with. The union isn’t a third party … YOU ARE THE UNION!!

    ReplyDelete
  24. AM I PROTECTED BY LAW?

    The Federal Government guarantees you the right to organize a union. To put it simply, the United States Government itself guarantees you the right to help organize, join and support a union of your choice. This includes such activities as signing union cards, encouraging others to sign union cards and attending union meetings.

    It also includes such activities as wearing union buttons, passing out union literature, and talking to other workers as long as it doesn’t interfere with work (production). It also means that employers are breaking the law if they question workers: (1) to try and find out how the workers feel; (2) to identify who has signed cards of who are union supporters; (3) to discover which ones are attending meetings, or if they engage in any other interference with your right to freely choose a union.

    It also means employers cannot promise raises, promotions or other benefits in an attempt to influence workers. They cannot take away or threaten to take away any of your benefits because of union activity.

    It also means you cannot be penalized in any way because of your union activity or support. You cannot have your overtime cut, be transferred to a less desirable job, be suspended or discharged. If an employer does any of these things because of your union activity or support, the law says you must be reinstated to your former job without loss of seniority, and the employer must pay you for all the lost wages plus interest.

    We service and negotiate thousands of separate contracts for our members in various industries including retail food, drug and mercantile stores, food processing plants, plastics manufacturing and health care.

    We have the strength, know-how and capabilities to help you gain a written contract, too.

    It is your legal right. YES! IT’S THE LAW! YOU HAVE THE RIGHT TO HAVE A UNION!

    ReplyDelete
  25. HOW DOES THE UNION WORK?

    A union is a democratic organization of a majority of workers in a facility. The basic idea of a union is that by joining with fellow employees to form a union, workers have a greater ability to improve conditions at the worksite. In other words, “In unity, there is strength.”



    WHO RUNS THE UNION? THE COMPANY SAYS THE UNION IS JUST A BUNCH OF OUTSIDERS — A THIRD PARTY.

    You run your own union. You elect your negotiating committee and prepare your own list of improvements for a union contract. You elect your own officers. The union is not an “OUTSIDER.” The union is YOU!



    HOW MUCH ARE THE DUES AND WILL I HAVE TO PAY AN INITUATION FEE?

    The dues rates are established by the members. However, no dues are paid until the majority of workers vote to accept a contract they helped to negotiate. All initiation fees are waived for members of newly organized facilities.



    WHERE DO UNION DUES GO?

    The union dues are divided between the International Union and the workers’ own local union, which has its own treasury. Dues are used to run the union and keep it strong. Dues pay for contract negotiations, grievance arbitration and organizing.

    ReplyDelete
  26. WILL THE UNION MAKE US GO ON STRIKE?

    No one can force you to go out on strike. In fact, strikes are actually very rare. The chances that you’ll go out on strike over any given contract are about 1%-2%. There can only be a strike at your place of employment if a majority of the workers vote to go on strike. The only reason that strikes come to mind is that the companies stress the fact that they could happen in order to scare employees, and the media loves them when in reality over 97% of all union contracts are negotiated without a strike.



    CAN I GET FIRED FOR HELPING THE UNION OR FOR ATTENDING A UNION MEETING?

    It is illegal for you to be fired, punished or harassed for attending union meetings or for supporting the union. The law protects your rights as workers to improve your working conditions.



    DOES THE COMPANY HAVE TO NEGOTIATE IF WE VOTE TO JOIN A UNION?

    YES! The law requires the company to bargain “in good faith” with the committee which the employees elect.



    WILL THE OPERATION CLOSE IF WE VOTE TO JOIN THE UFCW?

    It is illegal for an employer to threaten to close or close a facility to avoid a union. Companies use this common scare tactic to avoid successful organizing campaigns. The worst possible disservice that a union could do to its membership is to drive the company they work for out of business. The UFCW even publishes “Shop Union” guides to promote our Union facilities and the products we help produce.



    MY COMPANY SAYS THAT UNIONS ARE CORRUPT.

    Studies have been done that have demonstrated that less than 1% of local unions had corruption problems. Compare this with an investigation into corporate corruption by Fortune magazine that found that corporate corruption ran at 11%.

    ReplyDelete
  27. Obstacles and Challenges

    Employer Tactics

    Unions mean more power for workers to bargain for better wages and benefits. For management, however, a union means less power and control. As a result, many employers tend to resort to both subtle and drastic measures to keep workers from speaking out. When workers stick together they can overcome management’s tactics and in the end make a better place to work for everyone.

    Many employers respect workers’ rights and basic freedom to choose when it comes to union representation, but sometimes they try to get in the way. It is important for you to know that you might encounter an employer that may attempt to coerce, manipulate, bribe, or even threaten you.

    ReplyDelete
  28. Typical Threats

    Some companies that feel threatened by the idea of their workers being represented by a union sometimes resort to various tactics in order to keep you from organizing. These include love tactics and scare tactics that, while opposite in their approach, can both have equally damaging effect for workers trying to get an independent voice at work.

    LOVE TACTICS

    Your employer might try to sway you from supporting a union by saying . . . . .

    "Give us a chance"
    Employers may admit to making mistakes assuring that those mistakes will be remedied, and will never occur again. Management may send out "love letters", which formally apologize for any wrong doings in the past, and make promises for a better future.

    Bribes
    Your company may implement temporary changes or improvements in reaction to a union organizing campaign. These changes rarely last beyond the campaign because the employer has no reason to uphold them when the threat of a union goes away. Your employer is free to make these changes after your store votes for or against union representation, but it is illegal for the employer to interfere with the campaign.

    A Sudden Change in Attitude
    The attitude of your employer towards you and your fellow workers might dramatically improve. Management is suddenly very concerned with showing you how much they appreciate and respect you as a member of the company. Activities, such as lunches, dinners and picnics, are organized for workers and their families - activities that did not exist before the union began the organizing campaign

    ReplyDelete
  29. SCARE TACTICS

    Or your employer might try to sway you from supporting a union by saying . . . . .

    Management Won’t Listen to the Union
    Management wants you to believe that workers coming together in a union have little power, and that, should the workplace become unionized, management won’t bargain with the workers, or comply with the workers’ contract. What management doesn’t want you to know is that, by federal law, they must cooperate when workers form a union.

    Threatening Your Benefits
    It is against the law to threaten your benefits as punishment for supporting a union.

    Pressuring Team Leaders and Supervisors
    Management may pressure your supervisors to subtly, or not so subtly, spread anti-union messages around your store. Many times, supervisors will use their personal relationships with employees to manipulate and harass. Again, under federal law, management is not allowed to promote, recruit, or fund any form of anti-union committee.

    We’re a Family - We’re a Team
    Management might organize a mandatory meeting in order to spread an anti-union message throughout your workplace, emphasizing that the company is a family and should stand united against the union. It is not unusual for anti-union videos and other forms of propaganda to be shown at these meetings.

    Anti-Union Consultants
    Management may get so desperate that they hire highly paid union-busting consultants. These people are paid to keep workers from forming a union at any cost. Many times, employers pay these people as much as or more than it would cost to make workplace improvements that would benefit workers.

    ReplyDelete
  30. Strikes
    The reality of strikes is that it’s your choice. Unions will examine all other alternatives before a strike is deemed necessary. Statistically, less than 1% of thousands of UFCW negotiated contracts end in strikes. Only members can decide to strike.

    $ Money, Money, Money $
    Your employer may attempt to frighten you with talk about all the money you will pay if you form a union. However, these claims are false. When workers come together to form a union at their workplace they aren’t required to pay any of the costs associated with it. You will pay dues only when you have a contract. But dues bring large rewards in pay raises, benefits, job security, representation and working conditions. The added pay and benefits workers receive through belonging to the union are much more than the cost of union dues. The dues go to pay for organizers, legal assistance, support staff, rent, materials, etc… which are all needed to maintain good contracts and adequate representation. No one pays dues until the workers have voted to accept a contract.

    ReplyDelete
  31. you sound like a rep , but interesting.. i worked for union before loved it. maybe that makes sense why corp is sending HR tomorrow. guess no one will talk because we were assigned times every 15 minutes 1 male and 1 female, so what are they doing really, seeking out people who are not happy and going to ax them. go figure???

    ReplyDelete
    Replies
    1. no not rep wife lost her job over bs.

      Delete
    2. So HR came down. Do you think shit will change? No! Do you think that anyone really told them what they wanted to hear? Do you think that each manager told them what they should have told them the truth about the club. Some of them wouldn't be still working there. Did they talked with every team member or just the ones that they thought would give them the right answers to their questions. Think about the questions. I told her what she wanted to hear lies. They are just trying to find out what employees are thinking so they can cover shit up. Like any one wanted to talk to Jennifer Lynch. Like I was going to spill my guts to her. Do you not think that she went back to big leagues and told them everything that every employee said or what the managers said. Like everything is rosey here. Do you not think that every day they were there that they didn't tell the GM of the club what was said. Like he knows what to do. Remember this is a GM that does nothing but get boxes and reshop. He doesn't handle issues. BJ's as a whole needs to wake up. Fix the issues that they created when you do your investigations look further into the situatons of why that person did what they did to someone instead of just trying to get someone fired. People talk and sooner or later the truth comes out you just have to ask the right questions and the right people to get what you are looking for. The Truth! Half the the back of the club would be gone!

      Delete
    3. YOU ARE SO RIGHT! But people in this club are not going to to say anything based on the fact of the abuse shown of the 1-800 and complaint website. It is to easy to drop the dime, and get someone fired , rather than handling the real problem the caller. Most times the caller is pissed because they didn't get their way or someone did their job.

      Delete
    4. Like the meat manager (Frank) who used the 1800# to get another manager fired because she issued his girlfriend a write up and the membership girl called made up shit to get what she wanted. Who in a company can tell their employer what days they want to work each week? Let me make up my own schedule.

      Delete
    5. I don't think this Club would get better as long as this BOX BOY GM is there. This GM doesn't take care of issue and the club. HE DOESN'T KNOW HOW TO BE A LEADER!!!!! We need a strong fair GM, would not be scare to take care of issue in the club. Maybe at that time a club will look like a club and everybody would work together as a team. TM would be happy to come to work. Everybody have there responsibility and jobs to do. Just do it, try not to blame at others for the stuff that you are responsible for.

      Delete
    6. It is just amazing that the company knows all about this and has done nothing about it. That it could and will happen to someone else because he got away with it.

      Delete
  32. Everyone should wake up. Look at what we've lost!! We no longer get vacation time by how many years we've worked. Now it goes by how many hours you work. I use to get 4 weeks a year. Now I'm lucky to get 30 hours a week and I'm full time so now I only get a little over 3 weeks. Look around your store. How many people do you see that have been at bjs long enough to get benefits. There slowly weeding out all the employes that get benefits. Think about it!! They don't have to pay medical, dental, match our 401, etc. There saving millions by only hiring part time people and gettng rid of the rest of us. Ow, and the part time people are working 40-45 hours but are considered part time so get no benefits. It's the Walmart mentality. Why aren't the unions coming in????

    ReplyDelete
    Replies
    1. Instead of worrying about Union Shit they alto worry about lawsuits against them!

      Delete
    2. Because Unions are for the candy-assed crowd that think they are worth mor than they are paid. Remember, most retail jobs are considered "unskilled labor".

      Delete
    3. Dont everyone think they are worth more than they are paid? Whats your definition of fair paid? Wages havent met the rate of inflation since the 60's. Im no union guy but seriously. In this retail job people drive forklifts, cut meat, install tires, sounds like these are skilled jobs. Oooo also they sell memberships it takes a skill to be a sales person

      Delete
    4. Unions are for companies that shit on their employees and get away with murder.not for candy-assed crowds.People are getting sick of the treatment they are getting and its only a matter of time before something happens.

      Delete
    5. With a union the company will less likely not get away with the shit that they have been, or they would not be able to cover up shit.

      Delete
  33. So... anyone from other clubs experiencing a so-called "budget crisis"? The hours are horrendous - especially through Memorial Day. Have only seen a handful of weeks with 34 hours or above since January (and that's only due to the overlapping payroll [underpaid one week, overpaid the next]). Spoke to my GM about it, and he basically brushed me off and said that there was nothing he could do about it. I'm calling BS on that.

    Yet despite the piss-poor hours, piss-poor pay, and pissed-on morale - I'm still stuck there. Reason being that positions aren't available at any of BJ's competitors (which I've applied for). Still waiting.

    ReplyDelete
  34. Just be happy you have a job!!! Have you heard that one?

    ReplyDelete
    Replies
    1. So in this great country we have gone from living the american dream to just be happy you have a job.What the hell is going on.

      Delete
    2. Nah. I've found that I can be working many more hours, and with more pay, at some other club. I wasn't happy "just to have a job". The extra money and hours are needed, and I'll be doing something I'd actually LIKE doing there.

      In other words, I ascertained an opportunity for improvement, and I won't hesistate to move towards just that.

      Delete
    3. What about my favorite every one works different or it ur job so u have to do it when u work 5sections and then have to do soda and water because joe blow is to slow but he dont get said nothing but when u go to the bathroom they bitch cuss u too to long

      Delete
  35. Former 113 employee here. Worst place I have ever worked was this store. (Out of Michaels, Rue 21, Best Buy, CVS, and a couple mom-and-pop stores.) So happy I moved on! Managers and some supervisors tend to be very clique-y, rude, and lazy. Tara, the GM is oblivious to what goes on in the store, and seems to show up for only 4-5 hours about 3 times a week and when bigwigs come to visit.

    ReplyDelete
    Replies
    1. I agree to most of this... I currently work there and I have to say I hate it. I honestly can't wait to leave. Hell I'm even willing to go back to back to my old job just to get away from there. Some of the managers are OK... but most of them just... will turn on you in a heart beat. Especially Today but not getting into it. I just wish that they actually do something when you talk to someone about how one of the other managers are treating people but instead they just turn a blind eye...

      Delete
  36. Curry College Celebrates Commencement 2012
    Laura Sen, President and CEO of BJ's Wholesale Club, Delivers Commencement Address
    Related Media

    Laura Sen - Honorary Degree Recipient - Curry College 2012

    The Weddleton Family - Curry College Commencement 2012
    James T. Brett - Honorary Degree Recipient - Curry College 2012 MILTON , MA (05/20/2012)(readMedia)-- For Immediate Release

    May 20, 2012

    Milton, MA –

    Curry College celebrated Commencement today in Milton, Massachusetts, at the D. Forbes Will Athletic Complex.

    Laura Sen, President and Chief Executive Officer of BJ's Wholesale Club, Inc., served as Commencement speaker and was awarded an honorary Doctor of Business Administration degree. She encouraged the Class of 2012 to pursue their future careers with confidence, to tackle adversity with perseverance and to "make life happen" for themselves.

    "The transformation and translation of information to knowledge and action: it's what your degree is all about. Your life and your happiness will be the direct outcome of your actions, your choices. Your future, your life and your happiness come as a result of whose company you choose to keep, where you choose to live, and what you choose to do," said Sen, who compared the roadway speed-bumps on the campus at Curry College to the obstacles that are bound to arise during life's long yet rewarding journey.

    "Don't let life happen to you. Make life happen for you," she said, provoking a roar from the soon-to-be graduates.

    LET'S START THE UNION BALL ROLLING!!! IN MASSACHUSETTS FIRST>>>FROM HYANNIS TO PITTFIELD>>>ONCE WE DO IT HERE THE REST WILL FOLLOW>>>WWW.changetowin.com

    ReplyDelete
    Replies
    1. DO IT.. I AM SURE NJ ,PA MARKETS WILL FOLLOW AS WELL. BUT WHO WILL BE FIRST? LET'S START TAKING OUT THE TRASH!

      Delete
  37. THIS IS FOR THOSE THAT FEELS THEIR RIGHTS HAVE BEEN VIOLATED:
    CIVIL RIGHTS DEPT OF NJ 609-441-3100.

    ReplyDelete
  38. This is unfair on the path of company, one cannot except such ill treatment towards their staff and customers.

    ReplyDelete
    Replies
    1. I totally agree with you!

      Delete
  39. This web site is a joke, you people do nothing but complain about your jobs. IF you are that unhappy then just leave the company, and I will bet once your gone hind site will prevail. As my parents always said ," if you think the grass is greener on other side, think again there are brown spots". No job is perfect , there are always issues, but the people you work with are like family, an extended family, and families have issues, but they work them out. Everyone says they are under paid , over worked, and unappreciated but how is your attitude? Apparently rotten, and maybe it's some of your attitude that is hurting your clubs. We all have days that we do not want to go to work for what ever reason, 1st of the month, truck delivery, heavy work load that day but our bills still have to be paid. As for the managers yeah there are some really good ones than some that aren't so good but the bottom line , they are our boss's not our friends, and if any one of you think you can do a better job than go for it. Otherwise suck it up or change your situation, but don't take innocent people with you, because only you are responsible for your outcome not them. On a final note how many of you called the 1-800 number or emailed the website a complaint about management? Did it get better? The answer more times than not, "NO, it got worse". Why? Because they changed the management roster in your club and the DM's gave the new transfer guy or woman a heads up about the people and guess what, it is worse., and you see employee's disappear because things they use to get away with they do not now, instead they are out of jobs and you guys scream about it like it is unfair , but the truth is these ex-employee's have been misbehaving all along and the old manager did nothing , well guys you asked for it and now that it is here you don't like it, well you can't have it both ways, so make up your minds, you either want managers to be managers , or you want friends that do nothing but except conditions the way they are and give into adults throwing temper tantrums like a 2 yr old.??? Grow up.

    ReplyDelete
    Replies
    1. Hey Dick head I did leave the company and the grass is very green on the other side just so you know.I encourage all BJs employees to either find another job or unionize.

      Delete
    2. I will give you credit! You have brought up a lot of good points. But it will not change how the company handles issues between managers and employees. Some managers manage, some managers you have to wonder who made them a manager for they are the ones that cause most of the issues in the clubs. Do I need to point out what some managers have done to get others fired because they could not do it the right way and then the company covers for them. They need to grow up also. How about the employees that we hire who do not follow company policies, follow their own rules and get away with it because the managers like them, or they are related to a manager, or was brought in by a manager get rid of them and some of your issues may go away. Employees are told that they are replaceable that there are a lot of people out there who need a job. So why keep bad seeds? Why keep employees who are just being down the company? Because a manager likes them or because they are related to them, a friends kid, their own kid, etc. If employees are so replaceable replace them! No they keep them. The company talks about working together as a team. BJ's is a Team! Right! That needs to start from the top of the company then down. If you are not in the clubs on a daily bases and just pop in like a regional or vp then you will not truely see what goes on, you will only see what they want you to see. Why would they show you that there are issues? When it will make them look like they can not manage their club. Why would they want to risk looking like complete idiots. Risk losing their bonsus. Are the zone regionals really handling the issues in their clubs? You all know the saying "Keep it in house". God for bid if the higher vp's know that your clubs were in trouble or that you were having trouble handling issues. Do you want to risk your bonsus? Yes everyone is responsible for their own outcome. Every manager and every employee makes the company what it is. Yes management has a lot to handle and yes they are not perfect. No one has ever said that they are or expects them to be. But they do need to look at the whole picture before they throw their temper tantrums. Use their heads to think and yes have a heart. Not be cold hearted. Just because you rid the company of bad seeds does not mean hind site will prevail.

      Delete
    3. You sound like a regional to me!

      Delete
    4. The one thing that needs to be said is that things need to change in all the clubs to make BJ's a better place to work for. Are they aware of what management, employees, and customers think about BJ's? Is everyone willing to work towards making BJ's a good company? If it means being in the union then make that happen. Things can not continue to go on as they are now it is only making things worst for everyone. And yes family's fight but they will stick together when things are tuff and stand up for each other.

      Delete
    5. Amen...

      Delete
  40. Shut the fuck up!

    ReplyDelete
    Replies
    1. Watch your dirty mouth and write like you have some brains!

      Delete
    2. Agreed no need for language like that.Bjs just needs a do over.I used to be a very happy worker there,but over the last few years it has gone right down the toilet.I do think it is because bonuses are incentive based and the more hours the regionals and gm cut the bigger their bonus.I noticed they are getting rid of a lot of people who have been there a while and replacing them with min wage workers which is just wrong.I think a union could put an end to all that.

      Delete
  41. "Make the best quality of goods possible at the lowest cost possible, paying the highest wages possible."
    Henry Ford

    ReplyDelete
  42. True leadership http://www.youtube.com/watch?v=rmljbb69iEM&nomobile=1

    ReplyDelete
    Replies
    1. treat the workers well and with respect and they will do anything for you..something bj's doesn't get and i was reprimanded during my manager review for being to friendly and nice to the overnight crew and to change before my next review..it bad enough these people have to work all night you think the least the company could do is treat them with respect ..when i was a manager the overnight crew told me they could give a sh** about the stupid STAR program(do they even still have this??) the only thing they cared about was the thank you i gave them at the end of the shift for a good job..always loved the star of the month you had an overnight crew that broke their back to refill the store every night and they give the "star of the month" to someone putting frosting on cupcakes... in my time there i can't think of 1 overnight person that ever got it...im sure the only reason the overnight crew is dumped on is because they can go anywhere to find someone to fill a shelf so they could give a crap for the people working for them ..use them up and throw them out

      Delete
  43. I have been skimming through these comments. I have heard from Philadelphia, Plymouth and so on and so fourth. I was fired from the largest and newest bus in canarsie Brooklyn. Their reasons were made up so everyone is getting blown up. The TM chris, is a fussy whos family life is screwed up at home. A basic moron in charge. Michael jordon the perishable manager was a racist and regularly let the girl Jill from the bakery, suck him off for rewards and protection from doing any work because of her faked back injury. Jessica and kendra from the office were complete morons. Kendra is an uppety drone who pretends to have a sincere face when she could care less. Jessica was the typical fast and 80's style Puerto rival who dressed inappropriately and took her job too seriously even though she did nothing. They pulled a fat girl up from doing throw backs to work in the office because she could be controlled. Linda in the office is upset because no one is giving her any because she is too old so she walks around with a sour and bitter face. Linda also conspired with the bakery manager Karen to fire several valuable employees. Karen is fat, and lazy and will only move her roles if home office comes by. She has a nasty attitude to match her butter sluggish jelly like appearance. She orders around her department like they are her own kids. She's too wide to have joined the dick suck crew so she must have something on somebody to keep her job. The hours are steadily cut from employees, work conditions are disgusting behind the scenes, slot of workplace sex, including the parking lots upstairs at night. Managers collect food items on a daily basis and feed themselves in the break room for free and write off the food as damaged and send the bones to the dumpster so they want get caught. I have come to work and found Michael Jordan hustling inside from the roof with his pants unzipped and Jill following immediately after fixing her make up. He even made her jr manager of the bakery when Karen was off, just because she can suck and keep a secret. But she can't because she told me, in Great Detail. Terrible happenings in this place, and since I was fired for a made up reason, because i believed in the company and all it promised, and I decided to keep my head down and mind my business and just watch the show, so i decided to TELL ALL, WHY NOT??

    ReplyDelete
    Replies
    1. I can't blame you for openning your mouth. You have nothing to lose now. The thing is I beleive the company is aware of all these issues that are happening in the clubs, they just choose not to do anything about it or they can't until people start openning up their mouths. But the down fall to that is that they will fire you for doing just that.

      Delete
  44. Post of the year!Good job.

    ReplyDelete
  45. Excellent post , but how right you are. I guess they want employee's that are blind, deaf and dumb. If this is case they need to change their policies to reflect such. I can't wait until I find another job where I do not have to continue to watch over my shoulder and what I say , and I can finally trust my BOSS'S to solve issues rather than sweep them under the rug and people are treated equal and fairly, without being head hunted because you open your mouth about what you see for yourself.

    ReplyDelete
  46. I agree with your response...I worked there for a long time before they became a private company. Things were getting bad then but I heard they are far worse now. The company culture starts at the top....they won't change things to make them better because they don't care...all they care about is the almighty dollar!!!!!!!!!!!!!!

    ReplyDelete
    Replies
    1. amen..i remember when the stock for bj's went online and everyone dropped like flies went from a 16 man crew down to 4 and lets just say the 4 weren't very happy ..gm told me it was all for the bottom line to make the company look like they were doing great when all they were really doing was saving money by having no help..nothing like breaking your back all night for the company only to be chased out in the morning by people running around like chickens with their heads cut off yelling payroll

      Delete
  47. I have noticed they have way more job listings now especially for GM's and other club managers. Check out Indeed.com or BJ's website...they seem to be dropping like flys.

    ReplyDelete
  48. Well I agree wit most of u but honestly I like pie!!!

    ReplyDelete
    Replies
    1. the pie is a good point

      Delete
  49. i am disgusted by these posts, these are peoples lives you are messing with.... if they were so horrible then you should have done something about it when it happened. there is always someone to report it to, no one is off limits and everyone is replaceable. you don't have any merit now saying all of these ridiculous things because you look desperate from being fired....

    ReplyDelete
    Replies
    1. Then get the hell off this site!Its a place where employees can voice themselves and not get in trouble for speaking up.Im guessing you are a manager and my advice is to get your shit together or you will be the next one someone posts about.

      Delete
    2. Ha right,You would be considered a wristle blower. Would they protect that person? No they would see to it that they get rid of that person because that is the BJ way of handling what they consider a problem employee they would not think of the that person just themselves.

      Delete
  50. I did say something to my GM and as a result of me speaking up my life there was a nightmare! I was under a constant microscope and was eventually fired for something that wasn't even my doing. Talk about retaliation!

    ReplyDelete
  51. For leather wholesale products, like wallets, leather belts, card holder ... prefer www.fwibulk.com ...
    They are fast and secure ..

    ReplyDelete
    Replies
    1. Fuck off with your spam asshole.

      Delete
  52. ur missing the point... i believe you that there are managers that abuse thier position, but then you go over thier heads. retaliation is terminable and if thats true the gm should b fired. if you handled it differently while u were there ( letter/call to hr, zone manager, laura, or gina )they would have no choice but to investigate it and firing you would be too public of an option, but now its too late and that gm is just gonna do it again to the next victim... i agree this is a place to vent but venting here will never fix anything in ur clubs, u r ur only advocate....

    ReplyDelete
    Replies
    1. Really! Do you really think that they would take care of these issues? I think not!

      Delete
    2. You're so damn right....they don't give a rats a** about ANY issues....

      Delete
  53. Greetings from #109!

    I have two stories, one sad, the other almost reminiscent of what almost happened to Chris O'Donnell's character [Charlie] in "Scent of a Woman".

    Please tell mother to be very careful around customers.

    We lost two very good people within a month, or so of each other.

    One girl, was very pleasant, shy, and had kids. She was on the member services schedule, but was mainly a cashier. I could tell she used to be a wild one, but calmed down...probaby after having kids. One day, a member didn't have her membership card, and it took a while for the FLS [she is the second story] to look it up. She did what she thought was right, and gave the member her membership card or number. The member did the unthinkable, she went for an upgrade! You know what happened after that.

    A few nights ago, I learned the same FLS who was on duty, worked membership one day with another FLS. As her member left, the FLS called her a "dumbass" under her breath. The member heard her and called Home Office. HO called the club to investigate, and had the other FLS testify as to what she heard. The other FLS told exactly what she heard. You know what happened after that.

    Neither TM's had a history of truant behavior, rude behavior, or write ups. They weren't put on finals and given probation; they were terminated.

    As the handbook states, Level I violations "may result in a verbal corrective for the first violation. Depending upon the circumstances surrounding the violation, other levels of corrective action may be appropriate". Allowing an unauthorized person to use your membership card is a Level I violation. Level II violations "may result in a written corrective for the first violation. Depending on...." is the verbiage. Conduct that could reflect adversely upon the company is a Level II violation.

    So what we had there was a kangaroo court, similar to the one in "Scent of a Woman". Too bad neither TM had Al Pacino's Lt. Col. Frank Slade in their corner.

    ReplyDelete
  54. Greetings again from #109!

    There seem to be two mantras at BJ's in South Florida.

    1) We are not in the business of firing people. We don't fire people, they fired themselves.

    2) Everyone works different.

    The first statement is inconsistent with what I personally know, and from what I've read here.

    The second statement would not be true if management managed effectively. Anyone here saw "Full Metal Jacket"? Private Pyle couldn't get his act together, and the drill sergeant's efforts had no effect on him. It wasn't until Pyle's own barracks members took severe action, did he straighten up and fly right. Unfortunately, he lost it [his mind] and more in the process.

    But seriously, at my former club #028, we had a ragtag overnight crew and ragtag overnight managers. It wasn't until a new senior merchant came aboard, fired all the inconsistent workers and deadwood, and replaced them with good, fast, efficient people, and wrote up the overnight managers for shirking around, did the overnight crew finally operate like a fine-tuned machine.

    And since he was a senior manager, he even wrote up daytime mid-managers for shirking around. He helped turn the club around, and made its sales increase dramatically. At first, noone understood that guy. But eventually, he got everyone onboard with his philosophy. And that was when the club did amazing things!

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    1. I'm very happy to see a post like this , but I know for a facts that doesn't happen like that in every club, like club#156 I heard that an overnight specialist curse many times at his senior merchant manager and he didn't get terminated. I have a friend she was a TM in BJ'S . She says a curse word to herself and not to anybody and she got terminated the next time. So tell me how does this man in Club#156 got special treatment and my friend got terminated. How is this fair, can somebody please answer me that??????

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    2. She got terminated the next day.

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  55. There is no fair with BJ's...you need to realize that now!!!!!!!!

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  56. Greetings from #109 again!

    I saw the post count was at 109 comments, so I almost felt compelled to post. There are also issues with promoting from within. It seems very rare unless extreme circumstances or preferential treatment is involved.

    A few months ago, we had a MARM position available. Quite a few FLS TM's and others applied. Who got the position? Someone from upstate NY. Apparently, the person was displaced, or something, and came down here.

    OK, that was a slap to the face. But it gets more interesting from there. The following month and a couple of weeks, a CSM position became available. Once again, the same group applied, plus more. Who got the position? The newly appointed MARM did!

    Basically, we were first slapped in the face by an outsider. Then slapped in the face by an outsider who became an insider!

    It seemed she just wanted into the system as management. If she jumped postions like that, then apparently her heart wasn't with being a MARM from the beginning. So now the MARM position is available again. Let's see who gets it.

    Most recently, we have a RICM position available. He doesn't want to deal with our Zone VP occupying the newly built office next to his office. The Zone VP blasted them [senior and mids] for how the dock looked. That was enough for him, so the RICM applied ASAP for the Deli Manager we posted not long ago.

    Let's see who gets his spot shall we....

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    1. I find it disturbing that this company would rather hire people with no retail experience for home office jobs and management positions.If you want a company to shine you promote from within to people who have earned it.This company goes to far with the favoritism and backstabbing.We have managers with no experience in certain departments telling us how our job should be done and in a certain amount of time when they have not worked a single hour in the department.I hear costco is a great company to work for and the CEO used to be a cart boy when he first started.

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  57. I was the one that posted blowing up my club and mentioning all those names. FOR THE PERSON WHO SAID, WHY SAY ANYTHING NOW THAT IM GONE FROM THERE, REPORT IT:, I DID report it to as high up as I can. Word was sent down from H.O. to suspend my manager but it was intercepted by the GMs because my manager is best friends with the office people. My punches were changed and i was FIRED!!! I am in court for wrongful termination and I am winning. So before you open your mouth and say something stupid about something that wasexpressed with such detail, take a moment and pull your head outta your butt!

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    1. Well good for you! And good luck!

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  58. Some people dont realise what bjs offers there employees. Alot of companies dont offer the perks that bjs does. Here are a couple of examples. Vacations (depending on how long your there you can get 4 wks a yr), healthcare ( anyone actually take notice to their plan and how good it is), paid birthdays, 2 personal days, sick time, 401k retirement. Project ask a couple of family members, friends and see what they get from their employer.

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    1. Maybe they should focus more on how they treat employees first.The benefits are good but it's funny how they redid the whole vacation time based on hours now.They still cut people's hours and fight against you when u want to sign up for health insurance and only give it to u if u threaten to call home office.Even with descent benefits they still treat people like shit.

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    2. Vacation time based on hrs. Thats awesome now people that just started can begin gaining vacation time. Instead of waiting the yr. Dont know what club your from but no one ever fought against you for wanting health insurance at this club. At every job there are time frames that you are eligible to sign up.

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  59. Its not awesome when they cut hours and u get less vacation time than before they redid it.The fact is they treat employees like shit.They also never really promote from within either,they would rather hire a college kid with no retail exp instead of someone who has been ther a while and knows how things run.

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    1. By what your saying its not cool to treat new hires with vacation time. They do promote within. The 10+ yrs ive been there ive seen plenty of hourly employees move up the ladder at bjs. if you think bjs is the only company that cut hours you are wrong. Everyone is taking a hit from this economy.

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  60. No I'am not saying its not cool to give new employees vacation time.Its different if you have been there 7 years and used to get a full 3 or 4 weeks time but now with the cuts in hrs you don't get the full weeks you get partial weeks.The home office is where the people get hired from college over employees(I should have been more clear on that).I have also seen favoritism in certain clubs and have seen great employees let go because someone close to the boss didn't get along with them.BJ's isn't the worst place to work but it used to be a lot better.Unfortunately the people at the top are skimming the hours given to each store and getting bigger bonuses.Customer service has taken a huge hit and will get worse in the next few years if this stuff keeps up.If they want to run the company better they will stop with the incentive based bonuses and just give managers a flat rate or a yearly salary with no bonuses.Don't you find it funny that a company that is recording great profit is still cutting hours to save money?

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    1. Whats this great profit your talking about? The only thing i see is that its going down. Cnn money has it yr by yr.

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  61. Ok this may be an off year with no great profit the point is it will never change.They were one of the only companies turning incredible profits during the recession and were still cutting payroll and screwing people even during holiday weeks.Then they would yell at people for not getting their jobs done with no help.Take a look at how workmans comp claims are on the rise,it's because companies are expecting way too much from employees right now.

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    1. It just seems you are looking for an excuse to make bjs look bad. Think about hours were cut every yr all the way back to the 90s. Always the same time jan-march. This yr is really the only yr that it has been worst. It will change if you want the company to be around for people to have jobs in the future let them work it.

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    2. I don't need an excuse look at all the posts on here,they speak for themselves.

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    3. Why should anyone's hours be cut any time? It sounds like you think retail workers are seasonal workers. There are plenty of things to do January - March but the things relate to cleaning, redesigning the sales floor layout, fork-lift training, updating people skills, audit requirments, safety, department cross-training etc. They are things NOT related to todays sales numbers they relate to tomorrow's sales numbers, Own The Outcome, lower turn-over, less FICA tax, lower workman's comp. claims, positive team spirit, a skilled work-force and a richer bench to choose from for promotions. There isn't a good reason to cut hours unless like they often do in Western Ma., fly by the seat of their pants every single day of the rest of the year. These hourly workers that the salary workers are cutting hours from have reasons to work, such as families, bills, medical, etc. Retail workforce is an ASSET, to be be nutured, trained and cared for NOT an expense to be CUT to the bone for the sake of a bonus. I know they don't agree with me but sorry, this is the way I see it should be run. It's a shame to have so much going for you except compassion.

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    4. Fica tax is a United States Federal payroll (or

      employment) tax [1] imposed on both employees and

      employers to fund Social Security and Medicare [2] —federal programs that provide benefits for retirees, the disabled, and children of deceased workers. How wouldbit be less? You speak of compasion i would rather have them cut hours than lay people off so a couple of people can get their hrs. So lets talk about compassion. So wheres your compassiin for the people that would get laid off for your couple of hours extra you want. Like i said i would rather cut hours so more people can feed their families, etc than lay off people for a couple hrs increase. So my question is where is your compassion when u need to explain why they are being laid off so joe schmoe in the other dept can have more hrs?

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    5. Sorry I did make that error on the FICA. You have taken my comments about not cutting hours all the way to laying people off and I don't intend that at all. Here's my compassion, if hired as a full timer or whatever amount of hours and unless hired as a temp, hours shouldn't be cut AND while I'm at it I also question why those who have their hours cut aren't told to sign up for unemployment benefits. Joe schome?? Seems to me looking for a fight is counterproductive. If I've set you off I'm sorry.

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    6. There is no such thing as an full time worker in BJ's eyes anymore. Gradually they are getting rid of employees who have been there too long and who are full time employees for part time employees starting them at minimum wage to save money. If you have years in at BJ's watch your back because you will be the next to go. ALL TO SAVE MONEY!

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    7. this is the only company i know where the longer you work there the worse they treat you..other companies reward workers for their hard work and loyalty not bj's they sit behind closed door figuring out how to get rid of people like that...i worked there for over 15 years and 1 by 1 i saw all the full timers i started with either fired(by phoney write ups) or forced to quit by managers putting more and more pressure on them..only to be replaced by part timers of whom most barley spoke english and all had an attitude like we do what we want here..so all in the name of greed this company dumps it loyal workers for cheap part time garbage who could give 2 cares about the company ..good business plan

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  62. Greetings from #109 again!

    OK, its official. As of this week, we have a new RICM, moved from a sister club farther south. So now that club needs one, unless a mid-manager moved there from another club. Its been about a month, or so now, and we are still without a MARM. Management positions are rarely given to the rank and file. Usually, a TM has to be at least a supervisor in some capacity before management will consider the person. Usually in dire straits will the company promote a nonsupervisor to a management position, unless favortism or cronyism is involved. The Personnel Manager position just received a lot of extra responsibility added to it according a job posting at #181 for it. Now, one needs a college degree, and has to have 1-2 years experience with payroll processing, and other things not required just a few months ago when the same position was available at a club farther north. So what have we learned? Favortism, cronyism, and emergencies will get you a management position. Merit, ambition, and dedication...not so much.

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  63. I work at club 71belair md and have been with bjs over 5 years and working here has tarished my resume iam trying to get another job but once employers see bjs they dont give me a chance the people in our community know our bjs is a joke and think iam also incompetent the gm kelley acts as a bully and theatens people jobs so she can be alpha manager and the workers that have been here a long time are gettting the boot because its all about saving a few dollars when this company sends out newsletters saying how many millions and millions bjs grosses its a joke

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  64. It would be really a great deal to shop out here with the most amazing shopping stores at wholesale prices ...

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  65. Here is one for you. A former employee came in a club to get a part time job for extra money, that person was told by manager that they don't want to work there because it is not the same place that it's not a nice place to work.

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  66. Such attitude towards the customers doesn't sounds to be a great towards the growth of the company it would surely have a bad impact on the stores reputation.

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  67. Greetings from #109 again!

    OK, I stand corrected. We have a MARM. I wondered whose new name that was listed on the managers' mailbox. The funny thing is there are so many managers on the wall there is no room for his photo to show his background via the Ladder of Success. I counted 15 managers on the wall; he made number 16, and there was no space for him.

    The recent RICM is very experienced, holding 8-9 different positions, including a senior position from which she stepped down.

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  68. What the freak is up with this new HEROblahblah? We don't have payroll to do squart, we don't staff to do squart and they want to know about volunteers? dah?

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  69. Greetings from #109 again!

    I have no issue with the Superhero nomination idea. But wow! How much did BJ's invest in the production of those posters and such? The graphic art design is grandiose! The posters rival, and even outdo, some movie theater posters, I've seen. Meanwhile, clubs have forklifts that need repair, a shortage of forklift keys, broken pallet jacks, pb&j for lunch, hourly non management TM's get subpar raises, etc.

    Not to knock TM's who give back to their communities, but what about the superheroes and superheroines who go without recognition, financial reward, and get taken advantage of because they are too good for their own good?

    -The cashier who checks out more members than other cashiers
    -The deli clerk who helps a line of members all alone
    -The service desk TM who closes alone, and easily deals with member issues
    -The liquor store TM left to fend for him/herself on major holidays
    -The recovery clerk who doubles as a daytime ticketer
    -The overnight ticketer who works more pallets than any other ticketer
    -The food court clerk who helps a line of members all alone
    -The TMs who do management work, only to have the credit stolen from them

    There are many other examples, but you get the picture.

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  70. Looks like that's the point. It's all for show, it's the feel good mode of the daytime breakroom. Which by the way, the true meaning of a break room is not a place to rally the troops. It is suppose to be a place where there's a break from work and conversations between workers are not monitored by management. Now remember that once you step into the building you should go into kiss ass mode and that is that folks.

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  71. cn somebody answer a question i might have to tranfer to another bj club do uknow what happens do u keep your hours and pay rate ihave been with the company for almost 12 years and i like the people thats why i stayed but under the circumstances i cannot afford living in mass its too expensive for me i was thinking about florida

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    1. I used to work there. From what I have heard they are trying to get rid of all the full-time people who have been there 10 years or more. Transferring to another club will probably not help your situation. Maybe you should consider working for Costco or Sams. Costco pays their employees well and treats them well.

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  72. flordia sucks they dont hire full time plus its a right to work state ,,which means its a right to fire state .hr is trying to get all the ft people to go pt 30 and now they say they even haave a pt 20 which is really crazey ,,and i hear somethngs going to happen after the 1st of the year and its nothing to do with the no smoking policy,

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  73. Greetings from #109 again!

    Regarding the transfer, you need to find out if you will have the same position with the same hours at the other club. The ways to find that out are to discuss this with the Personnel Manager there, or a senior manager who is in charge of your future team. For example, if you now work in the deli, you may want to deal with the MSM instead of the Deli Manager or Meat Manager. Senior managers are in charge of payroll and the needs of the club, not mid-managers.

    If anyone else has a professional, or expert take on this matter, please post it.

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  74. I see a lot of comments with no names. Why bother. I work for club 139 and his hell. We barely able to use do bathroom on nightshift. We not even allowed to go to the vending machines for a snack or a cold drank. We are told it takes to much time to get a snack or drank. If n e out there want inside info on the treatment of club 139.. Man up woman up and leave a name. Alphonso savoris

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    1. that's because they look down on the night crew..if anyone ever stopped me from going to the bathroom i would go where i stood..without the overnight crew this company would be nothing but they don't understand that or at this point care they just want to use you up and find another part timer to take your place

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    2. Go where you stood? Dont degrade yourself. Without the night crew? I guess you forgot about all the other jobs there like recieving you know how the night crew gets their merchandise. Or bakery, produce, meat dept they dont need the night crew. Remember there is no I in team. We all must work together. A marine once told me that while he was active duty over seas he never worried about himself just the guys next to him. TEAMWORK!

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    3. if the night crew doesn't put out the products then the people in receiving bakery meat dept don't get paid

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    4. Wrong. Overnights does not cut meat and pack out. Bake goods for the bakery nor do produce. People during the daytime do. You must get off of the idea that overnight does everything when they dont. Its all a team effort.

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    5. so the store could survive with some cupcakes and steak good luck

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    6. Ever think also that the reason that the overnight, recievers, bakery and so forth have jobs is because of membership. The people that sell memberships for customers to shop at the clubs. If it wasnt for them there wouldnt be customers or a business. Once again its all about teamwork.

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    7. there would be no membership to sell if the store was empty..except for the cupcakes and hamburger.and i like how the bakery and meat departments have more people in them to stock then a whole night crew

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  75. Still sounds to me that a lot of employees are still unhappy. Dosen't look as though anything will change. I am told by several ex members that it is a horrible place to shop. Cashier's, and if you can find a manager are not pleasant people. Why work there if the place makes you feel sick? Why work for a company that doesn't care about their employees?

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  76. All I have been reading is a bunch of "kids" crying...wahhhhhh...there is only a few things you need to remember in the retail world..its quite simple..be the best worker..dont talk shit about people..have respect because in order to get respect you need to earn it..ive been with the company a very long time and yes kiddies life isnt fair companies arent perfect and neither are the people who run them..you wanna know my secret as to how i survive all the bullshit...by being the BEST..know and learn as much as you can and i guarantee you wont be screaming UNION or that petty 1-800 number ..u know why? because half of those people who run the club do not know anything about the departments..i have been in almost every department and i know how each one runs..just by knowing more you already gain respect from everyone..so please stop all the hateful rants its extremely embarassing and it makes me feel sorry for you..GET OFF OF YOUR CRYING ASSES AND BE THE BEST! or just leave and save us and everyone who sits here reading this crap a break..thanks kids My real issue is CIGNA heard its the worst insurance how can we stop it????????????????

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    1. So in other words u say n kiss ass and be a do boy! Thats ? I get out of all dat bs!! U should not have to degrade ur self in order 2 get by or be upgraded n e were. Do n ur job is all d requirements. I do my job , plus other people work. But people like me get 35 cents a yr. Ok thats ? It is then, but let me give 2.94 percent work for a dam week instead of 100 percent and ? D fu... Will happen! U keep kiss n or sucking or ? Eva d fu.. U do partner!! U must b 1 of those people that sat on ur ass. Night shift is d pitts @ n e bjs. Yea bjs ( the big joke) al savoris 139

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    2. wow i have no idea what he's saying ...but i actually agree with him lol

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  77. Hello TM, I don't work overnight but I do respect n know how much they have to do at night. They have to restock the store with very little help. When the manager comes in the morning they don't let them leave on time, they r already tried from work they do at night. It's just basically sad that seeing hard working tm n managers get mess with or fired n the other lazy managers don't do nothing n don't know what they are doing , they get away with lots of things cuz they know how to kiss ass and the upper level likes them. They need to open their eyes and see who is actually working or pretending to work n don't know what they are doing.I do respect all of the TM and Managers who work hard for their money.I know they don't get appreciate for the hard work cuz when u have a bad store manager or senior managers. They only worried for themselves, thats not teamwork that is call selfish. I only talking about the lazy TM n Managers. The only thing I want to say is I respect all hard working TM n Manager. I hope that the upper level see that and don't mess with those TM n Manager.

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    1. from what i see cigna is scary i found some reviews and ratings https://www.insuranceusa.com/Cigna-reviews/Cigna-Offers-Great-Medical-Coverage-218.php eat healthy quit smoking and lose the weight ...no matter what way you cut it ...were prob screwed

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  78. UNIONIZE NOW!!!! Take it from me. If you don't, you will be sorry!!! They are going to strip away more benefits next year starting with the healthcare!!! Cigna SUCKS!!!!! Next will be further reductions in vacation and sick time!!! Delta Dental is rumored to be dropped by June of 2013!!!! And the 401k Plan is a joke!!! They are robbing you blind!!!! Believe me, I have some inside contacts, UNIONIZE NOW OR BE SORRY!!!!!!!!

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    1. Hahahaha! How does cigna suck? Explain please. Also how is the 401k plan a joke? Sounds like the only one robbing us blind is this poster by not giving us any facts on how these perks suck. Please state some reasons below.

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  79. How about paying dividends of $643,000,000.00 to new owners and upper management? To above anonymous: You may see how payroll budget gets crunched down and how some people don't get their hours or how new hires are part timers in your club. If you see that at club level and the difference is small change but adds up to a big chunk of cash. Why wouldn't anyone expect that at corporate level they wouldn't have plans to downgrade other expenses i.e. healthcare, vacation, sick time, personal days. I see in my club raises this year where capped at 25 cents per hour and they changed the standards without informing us. So rather than just cap the raises and let us get fair reviews they beat us up on the reviews to justify the 25 cent raise. Now I see in the system there is a new review form, one with FIRST as an acyronym (sp?), I doubt that many will see the new form before thier review time and once again they will have changed the standards without inform us. You really can't satisfy this master because we are told we are a team but get graded as individuals. Basically BJ's Wholesale Club is a taker not a giver in fairness. When you take a stand on anything you had better have a lawyer standing with you.

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  80. nothing like tapenade and foorball !

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    1. As for the insurance with Cigna.. they do suck!!! my husband and I had them for many years with a company he worked for.
      1. Even though you use doctors in network , if you need surgery there is a heavy co-pay.. been there done that.
      2. all scripts are thru medco, mail order only on anything exceeding 7-10 days. and you need to purchase them for 3 months at a time. not to mention the co pays at a pharmacy are higher, like we dont pay thru the nose now.
      3. basic care such as flu shots, pap smears, allergey shots, physical theropy, not covered at all. they only pay a portion of mammograms ,
      4. Emergency room co pay is 500 and they will decide whether you needed to be there or not , regardless as to whether your primary told you go or not it does not matter. ( and who the heck has 500 just hanging around in their bank account???? not me )
      in general it is an 80/20 policy, we are responsible for the 20% even after all ductibles have been met and they ( deductables ) are set so high that unless you have a chronic illness it is alot of $$ right away and upfront.
      chronic illnesses have caps on them. So hopefully no one needs pain management , for a back issue or anything of that sort.
      and their premiums are higher tahn what we pay now . so not only do they get you up front weekly but they get you on the back side when you use it as well.
      thank god i have a back up of BCBS, thru my husband, so when they do change i have a 2nd insurance to hopefully cover what cigna will deny.
      They suck!!! and are nothing but a headache to deal with.

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    2. What state was cigna out of that your husband had. It does matter as every cigna varies by state. Emergency room copay 500 bucks i find hard to beleive. The papers that were recieved state different than what your saying. Remember it matters on what plan the company picks for us and state.

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  81. The management should take a look with it as their employees experience things like these

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  82. I have been with BJ's for over 10 years, started when I was in H.S. and worked through college. I love working for them. I have made plenty of life long friends and am doing very well right now. I have worked for awful managers and awesome managers. All you need to do is have common sense and work hard. All you people bitching are probably those people who either dropped out of high school or didn't go to college who want a job that pays high $$ for you having nothing. Maybe if you made something of yourself you could work at a corporate office and have a more cushy job, but you didn't. I can't believe you would bash laura, she makes nothing compared to other CEO's. She runs a company when you run a cash register or pallet jack. Calm the fuck down, its retail, you dont like it, quit stop your caddy bitching. LOSERS...Also, this is a media device for unions to move in, unions suck, they charge crazy amounts to part of them, think you make little now.

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    1. Totally agree with the post above! Good job! You must work for things in life stuff isnt handed to you.

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    2. Must be managers trying to make the company sound good.I worked there for 8 years busting ass and always got perfect reviews until they started cutting help and then starting shitting on everyone.You say you went to college but your name calling suggests you didn't do very well

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    3. Talk about being a LOSER. Take a good look in a mirror. And yes I think I make little now but you must be getting paid what you are worth. Ever think that union workers more team oriented? Team in BJ's is a front for stab the guy next to you in the back and you may get to keep your job, loser. You are a team member right up until your review, suddenly it's you didn't do this, you could've done that. People figure out the BS at BJ's and adapt to the non-sense, (which is stupid) or they move on and move up in the world.

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  83. Must be managers? Bahahahaha! Nope your wrong. All i see is negative. In order to succeed in life you must work hard. Things are not handed to you ( like you would like). Unions are ment for sweat shops. This is not a sweat shop. They offer you tons of perks. But the way i see it is no matter what they do for you they wont please you. Union reps charge an outragious fee. Do u think the same guy or gal working next to you is worth the same amount in raise as you. I would hope not. You say you work hard, ifthe person next to you works less are they entitled to the same percent raise as you? I would hope your answer is no.
    Ive been there 12 yrs and let me say this company is a good one. Never had a problem. Got outstandings on my reviews since day 1. Some people think they should make more but remember its what you can produce to earn that more $$ not less for more $$

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  84. You above, are perfect for the company. Management likes you. The problem as I see it is that management doesn't use anything to measure performance other than do they like you. I've seen acts of favoritism and discrimination, sexual harrassment swept under rugs, hostile work environment ending in firing of the hourly and cradleing of hourly's. What you don't get is that sometimes some people my work your speed, sometimes slower and sometime faster therefore using your logic if someone comes along working faster than you than you are a problem worker. Is that right? A union is a collective bargaining unit which will bargain for equal rights, equal pay and fair treatment. As an hourly you get what they want to give you for a raise, you don't bargain for anything. You're a good employee but you shouldn't be ripping apart other team members good or bad. It is not about being pleased, it's about being fair. Being less productive than you is not a crime. Stealing goods is a crime. Discrimination is a crime. Unions are not meant for sweat shops, they are meant for collective bargaining with management. Do a little research on Unions, anti-union tactics by management, you may come to a different conclusion, maybe you'll see that relying solely on what management tells you puts you at a disadvantage.

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    1. 1. Unions lead to higher prices for consumers since companies must pay more for wages & benefits, which are then passed on to customers. 2. Unions make the country less competitive since non-unionized companies in India, China, Taiwan, etc. can pay workers far less and therefore charge less and/or assign more workers per unit of product. 3. Unions often prevent more qualified workers from getting the jobs. Less proficient workers are often protected from layoffs or firing; thus, new positions open less frequently. 4. Society and companies are often held hostage to the essential services of certain unions (e.g. teachers, police, construction workers, air traffic controllers, etc.); thus, negotiation becomes less about fairness to workers than about companies meeting the demands of union extortion. 5. The State and Federal labor/discrimination laws, the threats of lawsuits, and the avoidance of poor publicity all make unions largely unnecessary nowadays.
      Need more?

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    2. Bull shit!

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  85. My club was opened in January and we're already running on bare bones staff. Our meat and deli depts have had almost a 100% turnover rate... and almost every other department is heading that way. Our customer service manager is the daughter of someone in corporate and went from being member services to CSM. The previous CSM was fired after she apparently threatened an FLS- let me tell you, this did NOT happen. She was told there was going to be a 24 hour investigation, and she was fired after 12 hours. The GM does NOTHING but sit in his office all day and has been on at least five week-long vacations since July. The assistant operations manager just pushes a cart with a clipboard and a soda doing "recovery".

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    1. Sounds right....BJ's has gone downhill worse since they went private...I can speak from experience. I worked there 10 1/2 years until my job was eliminated in January 2011. I saw a lot of things change over the time I worked there and they weren't good changes. They no longer care about their employees...all they care about is the almighty buck.

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    2. worked there over 15 years can tell you the place started out being run like a family everyone helping out everyone else ..everyone use to hang out after work with each other even went on vacations with each other then slowly it turned into a place where everyone is out for themselves backstabbing others ..i wasn't into that kind of stuff i liked to walk into work do my job and leave but that wasn't enough for them in the end..i went from having 16 co workers in a "zone" to 4 with 2 of them hardly speaking english..one by one i watched all my co workers get fired for no reason other then greed ..the daytime crew wouldn't lift a finger to help on the floor and managers forget it their in their office looking at the menu for their break..now they just look for anyone to fill a spot part time hope they last the month and refill them. just as long as the people at the top get their almighty dollar

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  86. Counter: 1, Lower wages and cutting benefits are what businesses are always after, therefore without a united voice bargaining with management management will cut the legs out from under each and every single employee who opposes receiving less compensation for more and more output. "Get more out of your people" is upper management's chant to mid-levels. I see people working like dogs because they are afraid they'll get fired. The fact is that what is needed are additional workers to do the additional work. Sorry to tell you this but prices have more to do with operations waste, shrink and growing catagory profit margins than payroll.

    Counter: 2, How do you figure that India, China or Taiwan, etc. workers compete with retail workers here in the U.S.?

    Counter: 3, Unions do not run the company, therefore they DO NOT protect anyone from being fired. However, a union leadership will fight for the rights of the worker.

    Counter: 4, Using the word extortion is a tell about your bias and of how you view an on going conversation between the two parties. It is legal to discuss demands and it is legal to vote for and call for a strike if necessary. You may not like that but as a last resort it is legal.

    Counter: 5, How many workers do you know that have the knowledge and money needed to bring lawsuits for labor violations? The laws are on the books but they are only useful if complaints are brought forward for the courts to hear.

    It has been my experience that good management and good unions work together for the betterment and future of the business. It has also been my experience that upper management knows having to deal with a union means they need to have mid-levels who are educated managers and not hacks. Some businesses prefer hacks as mid-levels because even though the hack makes mistakes legally they also don't ask tough questions and they do what they are told. It is when hacks get in trouble with unions that the workers feel empowered and empowered workers tend to have less fear of losing their jobs. These are also the businesses who use fear to control the work force.

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  87. one of the worst jobs i had i was a meat wrapper and one day they need help in the deli so they decided the meat dept had to help. I made the mistake of doing a good job and ended up working in the awful deli a couple days a week. I was also put in charge of the rotisararie so im doing 3 peoples jobs and getting paid the same as when i started. I had prior deli exp and ended being the main deli employee the auditor came and showed me somthing that was not acceptable and i said so what this isn't my fucking dept i don't care, especiall since some of the people in the deli are getting paid 12 dollars an hour cause they got hired when the store opened so im pissed. I ask the manager who is a giant douche bag for a raise since i am doing so much work keep in mind i still work in the meat dept that has 4 employees and increably
    busy he says no so i say well im not working in the deli anymore oh we'll write u up i said fine i really don,t care hoping to get fired to get unemployment but they didn,t i ended up not showing one day during the busy holiday season. This is not the only company that is like this they all are and from now on im not going to do a good job because you wont get rewarded for it they'll give you more to do or cut your hours. working for bjs and my current job have really changed my outlook on life fuck everyone dont trust anyone and steal from them as much as you can to make up for the shit paycheck you get for busting your ass all week.

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  88. I don't think work for BJs but was curious about the posts. I moved from portland oregor a big union state and our wages are way over yours here in florida. My friend works at a costco as a forklift driver and is union and makes 19.80 per hour. Dont take my word for it check out the pay scales for union workers. Too many scared idiots here to change the corrupt business system here though.

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    1. try to get a job in fl where the unemployment rate are double digit. i know people that have lost their jobs from bjs and haven't worked in 4 years.the DMs make their divisions what they are and i believe they all are pretty much sociopaths,,i know one DM that would let a family member burn before he would piss on them to put them out ,,how do you think an hourly feels knowing what type of DM's bj's lets run their show,,you cant win and they are all about watching each other's backs ,,,so shut up keep yr eyes closed do yr job and know yr numbers and have yr facts about yr job,,and remember ,,whats yr job? to satisfy the member and who do you work for ? the member and if you need a swip out ..blame the member.. that's who we work for ...when i started BJs i was taught that who i worked for that has never changed .

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  89. Club 105 is a complete joke.

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  90. As soon as you defend yourself because of being mistreated or you can't do your job 100% because they pull people out of your department to help other departments,you are labeled the enemy and all of a sudden a bad employee.Who the hell wants to work for a company that treats their workers like shit unles you are an ass kisser and keep your mouth shut?

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  91. horible treatment of hourly emplyees and totaly incompetant managers.they really need to unionize or be forced to work for lo w wages for a dictator.store 169 is a great exampple,kim the gm thinks her shit doesnt stink and hourly employees are scum and not deserving to be heard

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  92. The company has the worst management I have ever seen.

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    1. Absolutely, it's amazing they are still around. I wouldn't let their managers run a hot dog stand.

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  93. IM sure home office big wigs are having a great holiday vacation till wednesday while the minions slave to make them a nice bonus..especially the night crews who are treated like slaves during the holiday season only to be slapped in the face again on christmas eve or christmas night ..that's your bonus!!

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  94. They named the company BJ's cause it's run by a bunch of blow jobs.

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  95. It just keeps on getting worse and worse and worse here. I wake up and think to myself: How am I going to get everything done? So stressful.

    I seldom get to take any breaks.

    Ive already started looking for other work. This place destroys you mentally, psyhically, and spiritually.

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  96. I understand that you have to cut labor hours during a slow season, but they do it to a point where they're making your job nearly impossible to do.

    And on top of that, while continuing to increase your workload.

    They try to squeeze blood from a stone.

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    1. yet im sure the "big wigs" will enjoy a hefty bonus from your blood they wouldn't dare kick back some of there cash to allow stores to employ more help..they always say its the slow time yet they dump reset after reset (on top of the regular work they want done) on the night crew who they cut down to the bare minimum. yet they still walk into the store in the morning crying poverty and yelling at workers that busted their butts all night to get the hell out

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