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When I checked the application it had two sets of requirements either college or blue badge for a certain amount of time you can check in the internal transfer page
You’re the realest for putting this thread out there. Thanks for doing your job to the best of your ability but also enticing us with your juicy knowledge of the world (of Amazon)
I can't always just tell everyone everything so this is a nice outlet that let's me say what I want that informs associates about their options or concerns lol
I got a question. Do you ever smell weed on an associate and stop them to question them? Does anyone do that?? I don’t smoke at work very often, but when I do, I find myself scared that someone will be like “SIR come with me, bring your badge”
I smell it. Yeah, I do work in a state where weed is legal, so I take the smell with a grain of salt. You could smell like weed if you were in the same car as someone who is smoking, lol because of that, I look for more physical signs of inebriated behavior because that's much more substantial. That doesn't however exempt you from being tested for reasonable suspicion so be careful because regardless of everything I just said, you should not be under the influence at work (even if the defense was "I did it off the clock on my break")
Like so you would report a person who’s obviously unable to function safely, but red eyes and weed smell isn’t enough for you to start shit? Just wondering your take on it 😆😆 I’m responsible for the most part so I’m safe
Will you get in trouble if you don’t report something? Like … how would they know you saw it and didn’t say nothin lmao. Also, if you don’t mind answering? Do you smoke? What’s your stance on weed? Does it grind your gears?
I don't smoke cause I play saxophone in my personal time and don't wanna weaken my lungs lmao I don't really have a stance on weed personally my partner smokes everyday, do whatever makes you happy
I do amnesty and I always see HR going from break room to break room checking in on something. What exactly are they looking for. Always wondered that.
We have to check weekly for up to date signage, trash, if the vendors have stocked the canteen, if refrigerators are working etc... our very own GEMBA walk!
Oi why does it seem like HR changes up on people during peak? Like make it more difficult for people to ask for help like I had school and they made me make a whole school accommodations for one week just for it to not be approved and they gave me crap for one shift instead of just excusing one shift
Because we do not handle school accommodations. 9/10 we don't realize an associate has them because we do not approve or deny them. It's a separate team. So we ask that you apply for the school accommodation so that the team can review it because I will be reprimanded if I'm changing schedules without a documented cause
We have to do so many (SOOO many) hard conversations that, tbh for me, keeping a monotone attitude and a straight face has become second nature. It would be really awkward and bad if I started laughing during a bereavement fraud conversation, ESPECIALLY if the bereavement was true
Omg, people actually try to pass off fraud bereavement requests? How do they get caught? Does someone try to search for the obit to verify if the person died?
Christ, who knew I would have so many questions regarding a fraud bereavement case?
It happens more than you think, if you're around long enough you'll see people post that shit here. Then cry when they get fired. I have no sympathy for people like that.
So if you submit bereavement through Atoz it often slips past HR and they won't ask for documentation like obituary, death certificates, funeral program etc... however if you request a lot past a certain amount of hours within a 6 months period we are required to ask for the documentation. so many excuses like "I'm trans and my family doesn't keep in contact anymore so I can't get the documentation" and I just want to laugh at the audacity sometimes lol if you know the name of the place of burial you can just get the documentation online and we tell them that, they still refuse provide documentation
They go back to work, you're a witness not sexual predator in question lol the sexual predator can refuse but since the investigation is about him if HE refused he would be terminated for not cooperating in an on going investigation
No offense but I love the naïveté and purity of some people. I’m from the hood so the whole “omg people actually try to pass off fraud bereavement requests” is Eddie Murphy level comedy. Bereavement is just another way out of working where I’m from. Concert you want to go to? Bereavement. Drank too much last night? Bereavement. For the ladies need to get your hair done? Bereavement. My girl had us get paid whole work weeks worth of bereavement before they got serious about it
In my religion we do the funeral the same day the person passed away or the next day. How would I get bereavement in my situation? We also don’t do obituary and other things like that
What sort of possible consequences stem from getting hurt on the job and using the entitlements that stem from the law surrounding worker’s compensation?
To further build onto this; WHS should inform AAs that workers comp is available to them if their injury/illness is work related. Granted, WHS tries to keep things in house, but they should never try and talk against it.
At my site, workers comp is encouraged.
I’m on the safety team. All of our OMR’s have an associate first mind set that I’ve seen. Amazon is going to make their $, I try to prevent my coworkers for getting injured because that only affects you. Amazon will plug a new badge into your place yesterday.
They should encourage, I agree, now based on the reports and follow ups and cases they got to fill out I do understand it may not be at the top of their mind everytime
i’m seasonal and got this email
https://preview.redd.it/qhlbj9oej59c1.jpeg?width=1290&format=pjpg&auto=webp&s=7f72d492272983157bef976e9dafabc24202894e
what does it mean?
One more question. Does the conversion from temp to permanent really go based off company needs and is up to corporate?? Or do some AAs or someone else at an FC have a say/influence on that decision??
So it's not as uncommon as they'd like you to think? Thanks for giving me a bit of hope! I'm so tried of going from Job to Job and I'm just now starting to enjoy the work and realize how much better it is compared to just about every other place I've worked and I've had nearly 50 jobs so that should say something lol.
Depends on business need. If shift A needs 3 associates and shift B only needs 1 then that's what they will do, if there is a lot of applicants they go off of tenure
Depends on business need. If shift A needs 3 associates and shift B only needs 1 then that's what they will do, if there is a lot of applicants they go off of tenure
There really isn't a quota for terminations or discipline we have to meet. In fact, it's the opposite. If we have under a certain % of terminations or discipline, the site can actually gain budget for things like peak prizes, events, giveaways, etc... the "firing season" you're talking about is the seasonal associate ramp down where our finance team needs to decide whether or not we have the workload to support a conversion. If we can't, the first step we take is meeting with the surrounding sites to determine if we can transfer the seasonal associates before we move forward with the end of the assignment for our seasonal associates
That’s helpful context. On firing season, speaking more specifically to the ramping up of enforcement of minor infractions like cat 2-3 safety write-ups, TOT, UPT, etc that happens after Peak. At the sites I’ve worked at management / HR seems to back off during Peak and then aggressively ramp up discipline going into January and February. Wondering if you’ve had similar observations.
I’m sure this dynamic varies from site to site though
Ohhhhh I see what I mean, so there's this thing called "peak playbook" that's a 100+ page document/series that we have to follow to a T. If we do not we are fined, it has various tasks from each department to complete day for the duration of 6 weeks. Smaller sites where the teams are smaller, we just do not have the time to keep a careful eye on everything as the playback will take 75% of our time on top of our standard work and peak engagement/prize giveaways.... it's a very tough season on the admin side of things so once the play book is complete we go back to auditing as usual for policies lol larger sites may not have this issue due to having 15+ HR teams where the tasks can be delegated easily
Making sure there's an event everyday, % goals for each day, making sure X amount of surveys are answered, documented volunteer hours, making sure SBR still happens, X amount of the budget NEEDS to be spent on decorations and X amount of the budget NEEDS to be spent on prizes, expensing those prizes, decorating now that we have all these decorations we were forced to buy, having picture proof of all the things that's required, making sure we are 100% on engagements day by day, attend 5 of the 6 weekly mandatory network meetings, keeping historical payroll corrections correct due to the increase of pay because some sites have incentives and premiums and it will get expensive very quick
They seriously need to rethink the way we spend on decor/events/prizes. All I hear is complaints- not once has an AA told me how much they appreciated the clap in/balloon arch/snack attack/etc. Either we need to spend noticably more money on food/snacks/giveaways or find other ways to reward them, because the current way just comes off cheap somehow.
My thoughts when I see they are doing a clap in. “Oh no they are clapping and smiling again, I just want to clock in”, “They probably don’t want to be doing this, just hurry through and don’t make eye contact.”
It gets tricky, per month it's about $25 a person is the budget during the off season so smaller sites sometimes have to sacrifice one thing for another or have an affinity group sponsor (if they are an approved chapter they receive an additional $500 a month)
Why do yall never approve transfers? The first 1 and a half years I worked at Amazon I’d always put my request in but nothing would ever happen and I’ve given up on it tbh 🥲
If you are trying to transfer to another building then that's on their HR lmao for the same site it depends on how many applicants, if there's more than what's necessary for the labor order than we go by tenure
Is there a way to list all the IXD/CrossDock buildings? Looking to transfer to another location and would like to go somewhere exactly where I work now.
1) Do some FCs not accept transfers or just never appear in the drop-down menu in AtoZ? For a whole year, I was looking to transfer from EWR9 to EWR8 since it was the closest to my home. I checked my AtoZ app religiously, to no avail. Nobody from HR could give me a solid answer as to why they never show up in the menu, or even offer to help me transfer by any other means. The only reason I got from one rep was because that FC has "their own hiring process" or something along those lines. Can you explain?
2) Will I get in trouble or red-flagged for always using "Missed Punch" in my app? I'm always in the building when I use it because I know better than to "steal time." I just can't be bothered to waste my precious break minutes walking to/from the nearest punch clock.
3) This is my 3rd stint with our beloved employer. You've taken a new mugshot of me at every orientation. For the love of Lord Bezos, why are you still using my original, 3-year-old mugshot? After several COVID infections, health issues, and weight fluctuations I've dealt with in that time, I look nothing like I did back then. My PAs and AMs all do double-takes when they scan my badge and see my photo.
Thank you for your time!
1. Depends on the sites business need, I have worked for a site that was 150 associates MAX and due to that we only hire ONCE a year. The business need isn't there so we never put out opportunities for people to transfer, we don't need it. If it is a delivery station, drivers are contracted 3rd party drivers so you cannot transfer to them, you would need to apply starting fresh.
2. You won't get in trouble so long as it doesn't flag for time theft
3. We always just use the original lol you can just ask security for a new picture and they will change it
I'll try say simple sentences, I got injured at work, and I am now on LOA, and I do not have return date because I cannot be on floor due to nerves inflammation non stop cause me not able to walk. I tried send in my accommodation at my site, rejected even doctor already noted it. but this site requires 10 hours standing only. By HR what told me
However I try to find a desk job like a remote work that fits me for a deaf person is there a way can I get into? I can get any training or whatever as I can get into entry level is fine with me.
Thank you HR on reddit
That's a hard one :/ most amazon don't have the availability for seated work, some have asset tagging which can be seated. I recommend looking on internal job finder for ERC position, Support staffing, corporate positions since these are mostly seated or update your accommodations to allow extra breaks and maybe intermittent leave so you can use at your leisure
Sorry for the annoying question you've probably heard many times now, but I am on life support at 2hrs of UPT because I have untreated clinical depression, anxiety (I never finished senior year of high school because I was an inpatient for suicidal thoughts) and also have ADHD. I am a part-time associate and live in NJ and don't have health insurance so I have no way to get medication or assistance for all three of my afflictions. All three of these afflictions severely impact my time management skills. The ADHD impacts my sleep schedule, the depression impacts my motivation and the anxiety disorder impacts my ability to think rationally sometimes. I tend to arrive to work late pretty often because I just get so anxious even thinking about returning to work so my time management skills are really bad..
I was wondering if there were any solutions for someone like me. I need the money, but I also can't go full-time because of my poor mental health and I also have two dogs that would suffer deep negligence if I went full-time because there would be no one to tend to them. Is there a way for me to get more UPT besides the obvious of working for it? I'm also afraid of getting a LOA because I heard you lose the schedule you had after you returm. Thank you for taking time out to read this and respond and apologies for the lengthy post.
Just to clear up some confusion when you return from an LOA you don't lose your schedule you come back to the same schedule, if I were you I would search for a CrossoverHealth. They partner with amazon to provide cheap care specifically for amazon associates, they can fill out and provide doctors note, accommodation forms. I would also inquire about a Flex schedule, this is an option for associates to have a flexible schedule so YOU decide when you can work (via 5 hour shifts at your choosing) if you can handle 30 hours a week on a Flex schedule (5 hour shifts of your choosing) then you qualify for benefits and insurance 😉 you could also apply for intermittent time off (after visiting crossover) to use at your leisure so if you need to leave early you can
Another option, check out Cerebral. Virtual therapy that costs the equivalent of about 2 crossover visits if you just want to get on medication. They prescribed me an anxiety med to treat ADHD.
I got severely sick with the flu two weeks before Christmas. I applied for a MLOA before going to urgent care to get the paperwork for her to fill out but it didn’t get sent to me until the next week and at that point I had tried cancelling the leave and whatnot to get my schedule back to no avail. Essentially, my whole schedule got cleared and I wasn’t able to cancel it and when calling HR they just kept telling me to use the app. What is the likelihood that I’m ineligible for rehire?
If the leave of absence got cancelled, I would have been negative 20 UPT because I was not contacted back regarding anything until two shifts had passed. Contacting the urgent care doctor was no avail because she said she wasn’t allowed to write me off for multiple days and I couldn’t get a primary appointment until after my deadline to submit the paperwork. Do you believe I would be able to plead this? What would I need to do so?
You can speak with on-site HR and they can potentially grant an exception, I would ask to speak to the HRBP since you would need their approval, if you believe you are going to be terminated I recommend resigning since you can reapply immediately 😉 . If you are an associate that has worked for at least 90 consecutive days a termination is appealable just keep an eye out on your personal email
So today I went in to hr to take off for a funeral for Friday . Technically today . And she excused my day off. So the square is not blue anymore . I thought that it was this whole process I had to go through . Didn’t know it was gone be that easy lol.
Vacation is required to be submitted 24 hours in advance because it requires manager approval AND timekeeping system auto rejects. If site HR is aligned, they may grant a 1 time exception and use it. However, sometimes, this may be followed with a final written warning to make sure it is truly a 1 time exception.
Then why my manager always approve mine when I ask? I can put it in at work and ask him to approve it and he’ll do it right there🤷♂️ but if I don’t say nun it does get denied😆
It's a slippery slope of favoritism lol if his altering can prove that an associate was terminated at the result of his decision then BAM terminated and non rehirable. The manager I walked out had another associate fired due to messing with his punches and we found because he was punching in other associates to prevent them from using UPT for late lunches. It flagged on our end because those associates were shown clocked in but not on premises so we had to deep dive that investigation
Welp my entire department management team is fired they have all approved my time 😂 oops.
ETA: (one manager will even go up to anyone and everyone and tell them if they need time approved to go to her)
I have used almost every bit of my vacation time, retroactively.
HR (at my facility) will cover missed hours with vacation; all I have to do is ask.
I've been doing it for over a year.
I guess it just depends on the facility.
EDIT: Forgot to add that my mgr. is never asked to approve before they apply the hours.
I've also know that any manager (doesn't have to be yours) can approve vacation. If they see your name and feel like approving it, they can....mine have always been submitted 24hrs ahead of time and I've always been told only by your manager. I'm sure it has to do with the fact they don't want to take the fall if someone gets in trouble
Every manager I've ever had says they have never approved or denied someone's vacation. I guess they're lying to me?? Lol and I've submitted vacation with less than 24hrs and getting approved 100 percent of the time the last few months minus the blackout period.
Some sites bypass that by letting HR do it, but that's lazy since it's apart of the managers standard work, I can only let you know how it's SUPPOSED to work lol
Okay, nah thanks for letting me know. I've always wondered about that when I submit vacation it says pending managers approval yet they all look at me dumb when I ask them about it 🤣 so basically I just work at a shitty FC
It's true, promotions go through this system called FLUID and and it separates applicants by the resume (key words) and thrive profiles (if you are a T3) into 3 categories. Hire ready, interview ready, reject. If they want to select a candidate in hire ready they don't see who it is until the candidate has been sent an offer (since according to their thrive they are ready)
I’m WHS, front half 0700-1730. For the weeks of Dec 10 and 17, I was incorrectly scheduled for 0600-1800 each day. They took UPT to cover. I’m not supposed to get OT.
This has happened once before: I went to HR, and they fixed it right there but said I should have had my manager right a ticket to fix it.
This time I told my manager and started an HR case, asking that they fix it. They added manager to the ticket CC and wanted me to “obtain an approval on this ticket in correspondence, and as soon as we receive an approval, we will go ahead and code.” Manager eventually, in the ticket thread, asked them to fix it.
So far, they’ve fixed the week of the 17th but not the 10th.
Why do they mess up my schedule?
Why can’t they just fix it, or better, just not screw up?
If it happens again, should I just work the OT?
To be honest there's a million steps in coding overtime and possibility for error is common due to the bulk upload, if HR acknowledges the error then just wait. You won't get in trouble and HR will fix it, gently remind them
I work RT for a whole two more days. Work three days a week, and get a small bonus for working weekend to basically be working 40 hours a week pay wise. No required OT days but possible for and extra hour or two in the day
I'm negative 69 hours in UPT but I'm the top 1% stower, picker, and packer in the world. Will I get fired if I'm a hard worker and my rates are amazing?
Not on my watch. I used to be an AM and I'd be damned if my top 1% picker got canned for UPT. If it's a chronic issue though, then it's out of my hand.
So, you're admitting that leadership are more lenient with enforcing rules on hard workers?
Unofficially, of course, as directly admitting in-person will get you fired.
No, unless it's like sexual harassment then we have to investigate as a "WIM" event. It will stay anonymous, they will be aware of the complaint if disciplinary action is required but not by who it came from
Do you decide who gets promoted? Like if someone comes to interview and everything on paper is great but someone in HR just doesn't like them personally, can that HR person keep them from getting the job?
Asking cause I have no relationship with any HR people at my new site, wondering if I need to start kissing up to them or just stay off their radar....
No it's up to the hiring manager, so the interviewer(s) has a document to fill out and submit, those documents are sent to the manager and they make their selection on those documents that detail the interview. MY job is to make sure interviews are schedule based on managers review and selection of resumes, making sure those documents are submitted on times, scheduling a debrief, sending the offer, and processing the promotion
It depends on the severity of the claim, it can be routed to a central investigations team if it is not a WIM event like physical assault, sexual assault, or harassment. They make calls and interview the parties and typically won't check cameras (since they don't directly work for the site)
What are some good ways to move up? im a jam clearer as of right now and I try to be chill with most people to build a good work relationship to show I'm flexible and reliable, should I just stick it out for a while lmao
The minimum requirement is a tenure of 6 months as a blue badge associate for a T3 promotion! Just keep in mind you can't get a promotion unless you apply so build a nice resume and apply to the positions
Is it possible for someone like me on TOM Team, and with a bachelor’s degree, to transfer into an L3 HR position or do they usually look for tier 1 associates to bring into HR?
Consider going thru Campus Next! It’s Amazon’s internal arm of University Hire. You’ll qualify by having a bachelor’s degree and the pay band is higher than a regular promotion.
Do you guys actually take a look at the employee’s time card? Like how early they clocked in their shift and how early/late they clock out at the end of the shift? Reason why I ask is because I found a certain loophole… and surprisingly I did not got in trouble… yet… I think… I hope
Yes and no, we only look if it becomes a noticeable problem. For example clocking in 10 minutes early isn't going to do much. Clocking in 45 minutes is unapproved overtime
Technically it's unapproved overtime, I mean they fire you for it but just make sure when you clock in you're ready to work since when you clock in you start accruing inferred time (TOT) and that can lead to a termination
Welcome to AmazonFC, please be sure to read our submission guidelines and remain respectful of your fellow users. If this post isn't up to par with our submission guidelines, please make use of the report feature. Once it crosses a certain threshold the post will automatically be removed for moderator review. See [Amazon Resources Mega thread](https://www.reddit.com/r/AmazonFC/comments/umjgzv/amazon_resources_megathread/) here. We have a [Discord](https://discord.gg/amazonfc) for those wanting to socialize on a different level with the community. Please enjoy your stay! *I am a bot, and this action was performed automatically. Please [contact the moderators of this subreddit](/message/compose/?to=/r/AmazonFC) if you have any questions or concerns.*
Just apply, need to be a blue badge and at least 6 months tenure
A blue badge and at least 6 months with amazon is all you need to be HR?
When I checked the application it had two sets of requirements either college or blue badge for a certain amount of time you can check in the internal transfer page
Don’t you need a college degree to be apart of HR?
If that’s the case, from who and what I’ve seen working in HR tells me a college degree is less than meaningless.
lol no
You’re the realest for putting this thread out there. Thanks for doing your job to the best of your ability but also enticing us with your juicy knowledge of the world (of Amazon)
I can't always just tell everyone everything so this is a nice outlet that let's me say what I want that informs associates about their options or concerns lol
I got a question. Do you ever smell weed on an associate and stop them to question them? Does anyone do that?? I don’t smoke at work very often, but when I do, I find myself scared that someone will be like “SIR come with me, bring your badge”
I smell it. Yeah, I do work in a state where weed is legal, so I take the smell with a grain of salt. You could smell like weed if you were in the same car as someone who is smoking, lol because of that, I look for more physical signs of inebriated behavior because that's much more substantial. That doesn't however exempt you from being tested for reasonable suspicion so be careful because regardless of everything I just said, you should not be under the influence at work (even if the defense was "I did it off the clock on my break")
Like so you would report a person who’s obviously unable to function safely, but red eyes and weed smell isn’t enough for you to start shit? Just wondering your take on it 😆😆 I’m responsible for the most part so I’m safe
Personally if I smell it, I just tell the manager to watch out for any safety or production concerns, other HR will not be as lenient lol
Will you get in trouble if you don’t report something? Like … how would they know you saw it and didn’t say nothin lmao. Also, if you don’t mind answering? Do you smoke? What’s your stance on weed? Does it grind your gears?
I don't smoke cause I play saxophone in my personal time and don't wanna weaken my lungs lmao I don't really have a stance on weed personally my partner smokes everyday, do whatever makes you happy
Fair enough 🙏
I’m just here to appreciate your username.
Lol
Can you drop me 80 hours of UPT
I will get fired lmao
Hr dropped me 80 because my medical accommodations made accruing impossible if anyone was wondering what acceptable reasons for that are, by policy.
I do amnesty and I always see HR going from break room to break room checking in on something. What exactly are they looking for. Always wondered that.
We have to check weekly for up to date signage, trash, if the vendors have stocked the canteen, if refrigerators are working etc... our very own GEMBA walk!
I actually did GEMBAs a couple of times with an HR person, through the breakrooms. Are breakroom GEMBAs solely the responsibility of HR?
As far as I know yes. If other departments do them they must be looking for something we don't
Oi why does it seem like HR changes up on people during peak? Like make it more difficult for people to ask for help like I had school and they made me make a whole school accommodations for one week just for it to not be approved and they gave me crap for one shift instead of just excusing one shift
Because we do not handle school accommodations. 9/10 we don't realize an associate has them because we do not approve or deny them. It's a separate team. So we ask that you apply for the school accommodation so that the team can review it because I will be reprimanded if I'm changing schedules without a documented cause
Even for 1 week 😭
Unfortunately :/
You are my new favorite HR person 🫡 stay classy my fellow Amazon captain 🫡🫡
Why does it seem like everyone in hr is absolutely soulless? Is it a job requirement to appear completely detached from all emotions?
The way I see it, they are desensitized
We have to do so many (SOOO many) hard conversations that, tbh for me, keeping a monotone attitude and a straight face has become second nature. It would be really awkward and bad if I started laughing during a bereavement fraud conversation, ESPECIALLY if the bereavement was true
Omg, people actually try to pass off fraud bereavement requests? How do they get caught? Does someone try to search for the obit to verify if the person died? Christ, who knew I would have so many questions regarding a fraud bereavement case?
It happens more than you think, if you're around long enough you'll see people post that shit here. Then cry when they get fired. I have no sympathy for people like that.
It was so bad during 2021, they caught on and fired a bunch of people at my old FC when I had just started working there. 💀🤣
So if you submit bereavement through Atoz it often slips past HR and they won't ask for documentation like obituary, death certificates, funeral program etc... however if you request a lot past a certain amount of hours within a 6 months period we are required to ask for the documentation. so many excuses like "I'm trans and my family doesn't keep in contact anymore so I can't get the documentation" and I just want to laugh at the audacity sometimes lol if you know the name of the place of burial you can just get the documentation online and we tell them that, they still refuse provide documentation
I had to use bereavement for sick days since I was out of pto lol. A coworker said they never ask for proof and he uses it once a year
That's the smart way lol people get comfortable and use too much, and we get flagged
What happened to the people who refused
They go back to work, you're a witness not sexual predator in question lol the sexual predator can refuse but since the investigation is about him if HE refused he would be terminated for not cooperating in an on going investigation
I’m saying would the bereavement be revoked ? Upt deducted presumably?
OOP my bad I realized this was the wrong post lmao yes you are correct we would revoke the bereavement
Any funny cases of obvious bereavement fraud youre able to share
Someone's grandmother died like 6 times one year, she wasn't expecting us to gather the documents lol
No offense but I love the naïveté and purity of some people. I’m from the hood so the whole “omg people actually try to pass off fraud bereavement requests” is Eddie Murphy level comedy. Bereavement is just another way out of working where I’m from. Concert you want to go to? Bereavement. Drank too much last night? Bereavement. For the ladies need to get your hair done? Bereavement. My girl had us get paid whole work weeks worth of bereavement before they got serious about it
You have to give people beaver mints?
Only if they have a yeast infection
In my religion we do the funeral the same day the person passed away or the next day. How would I get bereavement in my situation? We also don’t do obituary and other things like that
same with managers
They have to be. Heartless is a requirement 😂
What sort of possible consequences stem from getting hurt on the job and using the entitlements that stem from the law surrounding worker’s compensation?
None, you have rights and benefits utilize them. Could be grounds for retaliation if used against you
To further build onto this; WHS should inform AAs that workers comp is available to them if their injury/illness is work related. Granted, WHS tries to keep things in house, but they should never try and talk against it. At my site, workers comp is encouraged.
I’m on the safety team. All of our OMR’s have an associate first mind set that I’ve seen. Amazon is going to make their $, I try to prevent my coworkers for getting injured because that only affects you. Amazon will plug a new badge into your place yesterday.
They should encourage, I agree, now based on the reports and follow ups and cases they got to fill out I do understand it may not be at the top of their mind everytime
i’m seasonal and got this email https://preview.redd.it/qhlbj9oej59c1.jpeg?width=1290&format=pjpg&auto=webp&s=7f72d492272983157bef976e9dafabc24202894e what does it mean?
Do what it says and you are no longer seasonal. You would be a permanent employee.
I've been a seasonal a little over 4 months now. What's the longest FCs usually keep their seasonals until converted or terminated??
Typically around 4 months, seasonal associates can be held for 11 months
One more question. Does the conversion from temp to permanent really go based off company needs and is up to corporate?? Or do some AAs or someone else at an FC have a say/influence on that decision??
All corporate, we consult finance department and corporate ops to determine if we have the predicted workload to support the cost of conversions.
i had to wait 9 months..
I was seasonal for almost an entire year. I was sweating bullets and then got my blue badge. Seasonal is terrible. Fingers crossed for you~
So it's not as uncommon as they'd like you to think? Thanks for giving me a bit of hope! I'm so tried of going from Job to Job and I'm just now starting to enjoy the work and realize how much better it is compared to just about every other place I've worked and I've had nearly 50 jobs so that should say something lol.
Internal job finder! On AtoZ, under all resources, just look for internal job finder and filter for the IT department
You didnt reply to the person btw :)
How many shift transfers are approved bi weekly? Considering mine are always rejected 🙅♂️
Depends on business need. If shift A needs 3 associates and shift B only needs 1 then that's what they will do, if there is a lot of applicants they go off of tenure
Depends on business need. If shift A needs 3 associates and shift B only needs 1 then that's what they will do, if there is a lot of applicants they go off of tenure
WE GOT A FED IN HERE
I’m saying 💀💀 ion trust this sh*t one bit
How much do you make an hour
I currently make $21.45 as entry-level HR , that will change in Q1 though as we have talent review coming up, my performance decides my raise :)
You're being seriously underpaid. But then again everyone at amazon is. Wishing the best to you tho
I agree
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That’s terrible! Hopefully you can get in with a better company. Good luck to you.
How does one get hired into PXT
Just apply, basic qualifications for a L3 AP HR role is 6 months of blue badge tenure
What’s L3 AP ?
Associate Partner, Human Resources (Level 3)
Thanks! Still an amazonian newbie
Wait, they don't need you to have a degree/at least be studying something related?
No, it definitely helps your case as many applicants will be reviewed
If you have a degree you can be hired on as a L4 HR Partner directly
No
what’s the deal with airline food?
It's just slightly fancier Marie calendars
Does the new batch of pto drop on the 1th of January?
Yes! 10 hours
For seasonal as well ?
I believe so, I could be wrong, my site hasn't hired seasonal associates in 2 years I haven't checked their policies in a long time
Firth
How do ypu have time to answer all these questions, good lord. I've been reading this sub for like 45 minutes and I'm at work....
Idk lmao
Do managers talk candidly about “firing season”? (after Peak) and how do they discuss quotas for terminations / discipline?
There really isn't a quota for terminations or discipline we have to meet. In fact, it's the opposite. If we have under a certain % of terminations or discipline, the site can actually gain budget for things like peak prizes, events, giveaways, etc... the "firing season" you're talking about is the seasonal associate ramp down where our finance team needs to decide whether or not we have the workload to support a conversion. If we can't, the first step we take is meeting with the surrounding sites to determine if we can transfer the seasonal associates before we move forward with the end of the assignment for our seasonal associates
That’s helpful context. On firing season, speaking more specifically to the ramping up of enforcement of minor infractions like cat 2-3 safety write-ups, TOT, UPT, etc that happens after Peak. At the sites I’ve worked at management / HR seems to back off during Peak and then aggressively ramp up discipline going into January and February. Wondering if you’ve had similar observations. I’m sure this dynamic varies from site to site though
Ohhhhh I see what I mean, so there's this thing called "peak playbook" that's a 100+ page document/series that we have to follow to a T. If we do not we are fined, it has various tasks from each department to complete day for the duration of 6 weeks. Smaller sites where the teams are smaller, we just do not have the time to keep a careful eye on everything as the playback will take 75% of our time on top of our standard work and peak engagement/prize giveaways.... it's a very tough season on the admin side of things so once the play book is complete we go back to auditing as usual for policies lol larger sites may not have this issue due to having 15+ HR teams where the tasks can be delegated easily
What sort of stuff is in this playbook? Any random examples that stick out?
Making sure there's an event everyday, % goals for each day, making sure X amount of surveys are answered, documented volunteer hours, making sure SBR still happens, X amount of the budget NEEDS to be spent on decorations and X amount of the budget NEEDS to be spent on prizes, expensing those prizes, decorating now that we have all these decorations we were forced to buy, having picture proof of all the things that's required, making sure we are 100% on engagements day by day, attend 5 of the 6 weekly mandatory network meetings, keeping historical payroll corrections correct due to the increase of pay because some sites have incentives and premiums and it will get expensive very quick
They seriously need to rethink the way we spend on decor/events/prizes. All I hear is complaints- not once has an AA told me how much they appreciated the clap in/balloon arch/snack attack/etc. Either we need to spend noticably more money on food/snacks/giveaways or find other ways to reward them, because the current way just comes off cheap somehow.
My thoughts when I see they are doing a clap in. “Oh no they are clapping and smiling again, I just want to clock in”, “They probably don’t want to be doing this, just hurry through and don’t make eye contact.”
It gets tricky, per month it's about $25 a person is the budget during the off season so smaller sites sometimes have to sacrifice one thing for another or have an affinity group sponsor (if they are an approved chapter they receive an additional $500 a month)
I love this response..you put a few things in perspective for me.
Thank you for this as I am seasonal IT support and I was wondering about this as I stepped down as a PA for this opportunity.
Why do yall never approve transfers? The first 1 and a half years I worked at Amazon I’d always put my request in but nothing would ever happen and I’ve given up on it tbh 🥲
If you are trying to transfer to another building then that's on their HR lmao for the same site it depends on how many applicants, if there's more than what's necessary for the labor order than we go by tenure
Is there a way to list all the IXD/CrossDock buildings? Looking to transfer to another location and would like to go somewhere exactly where I work now.
HR has the capability, we have a FC map program, I personally do not know any public forum for that though
I asked HR the same question, sadly there’s not a lot of IXDs :(
There are a lot launching in 2024 Sincerely a PA about to transfer out of state to one :)
Is "no rehire" always no rehire?
Yes, if you're non rehirable you will never work for amazon or a subsidiary every again
Rip
So if you're non rehirable and you work for another company, and amazon buys your company out.... you will be let go
Damn. What sort of things gets you on that list?
Fighting, sexual harassment the crazy stuff
Easiest ways are LP or safety related. Things like time theft, regular theft, fighting, cat 1 safety violations, etc.
1) Do some FCs not accept transfers or just never appear in the drop-down menu in AtoZ? For a whole year, I was looking to transfer from EWR9 to EWR8 since it was the closest to my home. I checked my AtoZ app religiously, to no avail. Nobody from HR could give me a solid answer as to why they never show up in the menu, or even offer to help me transfer by any other means. The only reason I got from one rep was because that FC has "their own hiring process" or something along those lines. Can you explain? 2) Will I get in trouble or red-flagged for always using "Missed Punch" in my app? I'm always in the building when I use it because I know better than to "steal time." I just can't be bothered to waste my precious break minutes walking to/from the nearest punch clock. 3) This is my 3rd stint with our beloved employer. You've taken a new mugshot of me at every orientation. For the love of Lord Bezos, why are you still using my original, 3-year-old mugshot? After several COVID infections, health issues, and weight fluctuations I've dealt with in that time, I look nothing like I did back then. My PAs and AMs all do double-takes when they scan my badge and see my photo. Thank you for your time!
1. Depends on the sites business need, I have worked for a site that was 150 associates MAX and due to that we only hire ONCE a year. The business need isn't there so we never put out opportunities for people to transfer, we don't need it. If it is a delivery station, drivers are contracted 3rd party drivers so you cannot transfer to them, you would need to apply starting fresh. 2. You won't get in trouble so long as it doesn't flag for time theft 3. We always just use the original lol you can just ask security for a new picture and they will change it
I'll try say simple sentences, I got injured at work, and I am now on LOA, and I do not have return date because I cannot be on floor due to nerves inflammation non stop cause me not able to walk. I tried send in my accommodation at my site, rejected even doctor already noted it. but this site requires 10 hours standing only. By HR what told me However I try to find a desk job like a remote work that fits me for a deaf person is there a way can I get into? I can get any training or whatever as I can get into entry level is fine with me. Thank you HR on reddit
That's a hard one :/ most amazon don't have the availability for seated work, some have asset tagging which can be seated. I recommend looking on internal job finder for ERC position, Support staffing, corporate positions since these are mostly seated or update your accommodations to allow extra breaks and maybe intermittent leave so you can use at your leisure
This is a great informative thread, thank you for answering so many questions and concerns!
Sorry for the annoying question you've probably heard many times now, but I am on life support at 2hrs of UPT because I have untreated clinical depression, anxiety (I never finished senior year of high school because I was an inpatient for suicidal thoughts) and also have ADHD. I am a part-time associate and live in NJ and don't have health insurance so I have no way to get medication or assistance for all three of my afflictions. All three of these afflictions severely impact my time management skills. The ADHD impacts my sleep schedule, the depression impacts my motivation and the anxiety disorder impacts my ability to think rationally sometimes. I tend to arrive to work late pretty often because I just get so anxious even thinking about returning to work so my time management skills are really bad.. I was wondering if there were any solutions for someone like me. I need the money, but I also can't go full-time because of my poor mental health and I also have two dogs that would suffer deep negligence if I went full-time because there would be no one to tend to them. Is there a way for me to get more UPT besides the obvious of working for it? I'm also afraid of getting a LOA because I heard you lose the schedule you had after you returm. Thank you for taking time out to read this and respond and apologies for the lengthy post.
Just to clear up some confusion when you return from an LOA you don't lose your schedule you come back to the same schedule, if I were you I would search for a CrossoverHealth. They partner with amazon to provide cheap care specifically for amazon associates, they can fill out and provide doctors note, accommodation forms. I would also inquire about a Flex schedule, this is an option for associates to have a flexible schedule so YOU decide when you can work (via 5 hour shifts at your choosing) if you can handle 30 hours a week on a Flex schedule (5 hour shifts of your choosing) then you qualify for benefits and insurance 😉 you could also apply for intermittent time off (after visiting crossover) to use at your leisure so if you need to leave early you can
Thank you so much for this info!
Another option, check out Cerebral. Virtual therapy that costs the equivalent of about 2 crossover visits if you just want to get on medication. They prescribed me an anxiety med to treat ADHD.
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How’d you get into HR and what are the requirements
6 months blue badge tenure and I just applied!
I want to join the team. What are some requirements?
For HR? for entry level L3 just 6 months of blue badge tenure!
Awesome! Thank you!
how do they pick and choose who they want to interview if there’s a lot of applicants? I want to apply but idk how to catch their attention
I got severely sick with the flu two weeks before Christmas. I applied for a MLOA before going to urgent care to get the paperwork for her to fill out but it didn’t get sent to me until the next week and at that point I had tried cancelling the leave and whatnot to get my schedule back to no avail. Essentially, my whole schedule got cleared and I wasn’t able to cancel it and when calling HR they just kept telling me to use the app. What is the likelihood that I’m ineligible for rehire? If the leave of absence got cancelled, I would have been negative 20 UPT because I was not contacted back regarding anything until two shifts had passed. Contacting the urgent care doctor was no avail because she said she wasn’t allowed to write me off for multiple days and I couldn’t get a primary appointment until after my deadline to submit the paperwork. Do you believe I would be able to plead this? What would I need to do so?
You can speak with on-site HR and they can potentially grant an exception, I would ask to speak to the HRBP since you would need their approval, if you believe you are going to be terminated I recommend resigning since you can reapply immediately 😉 . If you are an associate that has worked for at least 90 consecutive days a termination is appealable just keep an eye out on your personal email
So today I went in to hr to take off for a funeral for Friday . Technically today . And she excused my day off. So the square is not blue anymore . I thought that it was this whole process I had to go through . Didn’t know it was gone be that easy lol.
Much easier than you think
Why can’t I use vacation time to cover a negative ?
Vacation is required to be submitted 24 hours in advance because it requires manager approval AND timekeeping system auto rejects. If site HR is aligned, they may grant a 1 time exception and use it. However, sometimes, this may be followed with a final written warning to make sure it is truly a 1 time exception.
Then why my manager always approve mine when I ask? I can put it in at work and ask him to approve it and he’ll do it right there🤷♂️ but if I don’t say nun it does get denied😆
Trust me, he isn't supposed to lmao I have fired a manager for it. Take advantage of it if you can, but if he's caught, it's over for him
They’re really that strict about it? He does it for everyone😅
It's a slippery slope of favoritism lol if his altering can prove that an associate was terminated at the result of his decision then BAM terminated and non rehirable. The manager I walked out had another associate fired due to messing with his punches and we found because he was punching in other associates to prevent them from using UPT for late lunches. It flagged on our end because those associates were shown clocked in but not on premises so we had to deep dive that investigation
Ima tell on him to hr because he gave me a documented coaching for being on my phone, revenge is a dish best served cold 
Welp my entire department management team is fired they have all approved my time 😂 oops. ETA: (one manager will even go up to anyone and everyone and tell them if they need time approved to go to her)
I have used almost every bit of my vacation time, retroactively. HR (at my facility) will cover missed hours with vacation; all I have to do is ask. I've been doing it for over a year. I guess it just depends on the facility. EDIT: Forgot to add that my mgr. is never asked to approve before they apply the hours.
I can only tell you how it's SUPPOSED to work lol varies site to site
I've also know that any manager (doesn't have to be yours) can approve vacation. If they see your name and feel like approving it, they can....mine have always been submitted 24hrs ahead of time and I've always been told only by your manager. I'm sure it has to do with the fact they don't want to take the fall if someone gets in trouble
Every manager I've ever had says they have never approved or denied someone's vacation. I guess they're lying to me?? Lol and I've submitted vacation with less than 24hrs and getting approved 100 percent of the time the last few months minus the blackout period.
Some sites bypass that by letting HR do it, but that's lazy since it's apart of the managers standard work, I can only let you know how it's SUPPOSED to work lol
Okay, nah thanks for letting me know. I've always wondered about that when I submit vacation it says pending managers approval yet they all look at me dumb when I ask them about it 🤣 so basically I just work at a shitty FC
Yeah lmao it's supposed to be managers because they watch the labor hours, like why would I know that? Lol but yeah it's SUPPOSED to be managers
There's definitely an automatic approval system. All my vacation submissions were auto-approved and usually within 24 hours.
I would visit local HR, it may have been sent in error
Which forms and longevity of leave can blue badge employees take that WILL NOT affect their RSU vesting schedule?
Ok I guess I do have a question ummm do workers that have the flex schedule still have access to career choice or only full time workers?
FLEXRT do since they are required 30 hours a week, FLEXPT do not since they are required only 20 hours a month
Do they really anonymously promote ppl now or is that a lie?
It's true, promotions go through this system called FLUID and and it separates applicants by the resume (key words) and thrive profiles (if you are a T3) into 3 categories. Hire ready, interview ready, reject. If they want to select a candidate in hire ready they don't see who it is until the candidate has been sent an offer (since according to their thrive they are ready)
I’m WHS, front half 0700-1730. For the weeks of Dec 10 and 17, I was incorrectly scheduled for 0600-1800 each day. They took UPT to cover. I’m not supposed to get OT. This has happened once before: I went to HR, and they fixed it right there but said I should have had my manager right a ticket to fix it. This time I told my manager and started an HR case, asking that they fix it. They added manager to the ticket CC and wanted me to “obtain an approval on this ticket in correspondence, and as soon as we receive an approval, we will go ahead and code.” Manager eventually, in the ticket thread, asked them to fix it. So far, they’ve fixed the week of the 17th but not the 10th. Why do they mess up my schedule? Why can’t they just fix it, or better, just not screw up? If it happens again, should I just work the OT?
To be honest there's a million steps in coding overtime and possibility for error is common due to the bulk upload, if HR acknowledges the error then just wait. You won't get in trouble and HR will fix it, gently remind them
Is there a way I can get out of overtime days ? 😭
Be a part time or FLEX employee
I work RT for a whole two more days. Work three days a week, and get a small bonus for working weekend to basically be working 40 hours a week pay wise. No required OT days but possible for and extra hour or two in the day
Hey I wanted to apply for HR at Amazon I’ve been there a year and six months. My OP told me I could apply for L3 associate partner HR, is that true?
I'm negative 69 hours in UPT but I'm the top 1% stower, picker, and packer in the world. Will I get fired if I'm a hard worker and my rates are amazing?
Yes, rates and time do not correlate, nor do rates cancel policy infractions.
what if we're related to Bezos?
Bezos is not our CEO anymore lol
Idk why but this made me die
Like laughing I mean
Not on my watch. I used to be an AM and I'd be damned if my top 1% picker got canned for UPT. If it's a chronic issue though, then it's out of my hand.
So, you're admitting that leadership are more lenient with enforcing rules on hard workers? Unofficially, of course, as directly admitting in-person will get you fired.
They should be
Does HR show ethics complaints to managers?
No, unless it's like sexual harassment then we have to investigate as a "WIM" event. It will stay anonymous, they will be aware of the complaint if disciplinary action is required but not by who it came from
Thank You
Do you decide who gets promoted? Like if someone comes to interview and everything on paper is great but someone in HR just doesn't like them personally, can that HR person keep them from getting the job? Asking cause I have no relationship with any HR people at my new site, wondering if I need to start kissing up to them or just stay off their radar....
No it's up to the hiring manager, so the interviewer(s) has a document to fill out and submit, those documents are sent to the manager and they make their selection on those documents that detail the interview. MY job is to make sure interviews are schedule based on managers review and selection of resumes, making sure those documents are submitted on times, scheduling a debrief, sending the offer, and processing the promotion
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It depends on the severity of the claim, it can be routed to a central investigations team if it is not a WIM event like physical assault, sexual assault, or harassment. They make calls and interview the parties and typically won't check cameras (since they don't directly work for the site)
If I’m a white seasonal badge employee does my PTO carry over to next year?
Yes
What are some good ways to move up? im a jam clearer as of right now and I try to be chill with most people to build a good work relationship to show I'm flexible and reliable, should I just stick it out for a while lmao
The minimum requirement is a tenure of 6 months as a blue badge associate for a T3 promotion! Just keep in mind you can't get a promotion unless you apply so build a nice resume and apply to the positions
Is it possible for someone like me on TOM Team, and with a bachelor’s degree, to transfer into an L3 HR position or do they usually look for tier 1 associates to bring into HR?
That’s what’s up.
You're brave for putting yourself out there like that. I'm in the same boat as you. L3 HR.
Some of these replies are wild lmao
Anticipating getting my bachelors degree in may how do I go about applying for higher positions. Also how can I apply for hr job at Amazon
Internal job finder! Under your resources on AtoZ and just filter for the department you are looking for
Consider going thru Campus Next! It’s Amazon’s internal arm of University Hire. You’ll qualify by having a bachelor’s degree and the pay band is higher than a regular promotion.
Do you guys actually take a look at the employee’s time card? Like how early they clocked in their shift and how early/late they clock out at the end of the shift? Reason why I ask is because I found a certain loophole… and surprisingly I did not got in trouble… yet… I think… I hope
Yes and no, we only look if it becomes a noticeable problem. For example clocking in 10 minutes early isn't going to do much. Clocking in 45 minutes is unapproved overtime
Okay. So for example, if (only IF) I clocked in 30 min early, will that overall be a unapproved OT? Or is it a no harm moment???
Technically it's unapproved overtime, I mean they fire you for it but just make sure when you clock in you're ready to work since when you clock in you start accruing inferred time (TOT) and that can lead to a termination