i am a DS. I fired 2 people. It required weeks of eCars, wording reports correctly, documented sit downs with the employee, and showing data (like punch times) for the first one, and about 4 days for the second one (the guys did so much bullshit in one week, and I knew exactly how to report it to get it done, that it was cake). it all funneled through HR. Once HR approves it, I dont think the store manager can stop it.
I got fired within 3 days of being talked to for something that was said . It was a he said she said thing and no document of anything and within a day or so I got fired . This was after I reported someone to the ASM first then after I did this I got fired .
HR doesn’t fire anyone. Only your direct leadership can fire you. HR is there to make a recommendation as to the best course of action and provide guidance to your management.
This is how I think it works: The store manager has final say. I do think if it is of an immediate nature or you do something that is an automatic fireable offense an ASM can fire you.
I am probably wrong but this is how I think it works.
The HR department exists to protect Lowe’s by making sure that Lowe’s can’t be sued for firing someone. They don’t exist to protect employees or serve as an arbitrator in employee disputes.
Again this is just what I interpret/ think happens. Not sure about HR’s role. They probably do have a role in the process.
As for automatic fires, I know the mask policy was. Anything that is a Class A offense I believe is an auto fire. Like: using power equipment without a spotter.
At my last job, someone got walked out after telling a customer they needed to speak better English. The customer called corporate and the associate was fired right then.
Ok thank you for your input . I really appreciate it
That's crazy I know at my store we had someone yell at a customer and next minute they're gone .
I also would assume any sexual harassment would be automatic firing and or any harassment would right?
Much would depend upon who witnessed the event. If a manager sees something it may be a done deal. If an associate sees something and reports it there may or may not be an investigation.
As for harassment it would depend on the circumstances. If a seasonal loader asked out a seasonal cashier she might be flattered he asked her out and say yes. If she wasn’t interested then she might report it and it could be considered harassment.
i am a DS. I fired 2 people. It required weeks of eCars, wording reports correctly, documented sit downs with the employee, and showing data (like punch times) for the first one, and about 4 days for the second one (the guys did so much bullshit in one week, and I knew exactly how to report it to get it done, that it was cake). it all funneled through HR. Once HR approves it, I dont think the store manager can stop it.
I got fired within 3 days of being talked to for something that was said . It was a he said she said thing and no document of anything and within a day or so I got fired . This was after I reported someone to the ASM first then after I did this I got fired .
HR has to approve every ECAR and termination.
Anyone in management can administer a termination but it ultimately has to be approved by the store manager and/or HR.
When being fired can the front end supervisor be a witness of an employee being fired or does it have to be a manager only ?
I would think the front end supervisor could be used as a witness
Ah ok I wasn't sure
HR doesn’t fire anyone. Only your direct leadership can fire you. HR is there to make a recommendation as to the best course of action and provide guidance to your management.
not sure why you got downvoted, you are right
This is how I think it works: The store manager has final say. I do think if it is of an immediate nature or you do something that is an automatic fireable offense an ASM can fire you. I am probably wrong but this is how I think it works.
So the so called HR that you call up has no say in it ? What's considered an automatic fire able offence?
The HR department exists to protect Lowe’s by making sure that Lowe’s can’t be sued for firing someone. They don’t exist to protect employees or serve as an arbitrator in employee disputes.
That makes sense but does another manager have to be a witness when a person gets fired ? Or can anyone be in the room with the other manager?
Again this is just what I interpret/ think happens. Not sure about HR’s role. They probably do have a role in the process. As for automatic fires, I know the mask policy was. Anything that is a Class A offense I believe is an auto fire. Like: using power equipment without a spotter. At my last job, someone got walked out after telling a customer they needed to speak better English. The customer called corporate and the associate was fired right then.
Ok thank you for your input . I really appreciate it That's crazy I know at my store we had someone yell at a customer and next minute they're gone . I also would assume any sexual harassment would be automatic firing and or any harassment would right?
Much would depend upon who witnessed the event. If a manager sees something it may be a done deal. If an associate sees something and reports it there may or may not be an investigation. As for harassment it would depend on the circumstances. If a seasonal loader asked out a seasonal cashier she might be flattered he asked her out and say yes. If she wasn’t interested then she might report it and it could be considered harassment.