P&P and Legal
A team member uses the Success Guide to bring attention to a policy that has been done incorrectly.
GREEN FLAG! Team members knowing the correct policy is important to organizational success.
A team member voices a concern to you that may require HR to be involved. You tell them to contact Human Resources and you provide them the incident report form.
Green Flag! - Any and all concerns that are out of your scope should be brought to Human Resources. Providing the incident report to them will allow them to write any all details pertaining to what they want to report.
Faking audit numbers to quickly match digital logs without actually counting the physical stock in the vault.
RED FLAG- You should never falsify any number on any log as it leads to a compliance risk, hides internal theft, and ruins store operations
A team member reviews the safety data sheet for a new cleaning chemical before using it for the first time.
GREEN FLAG! Team members should review the safety data sheet prior to handling any new potentially hazardous chemicals.
Recruiter sends you a candidate and you interview that candidate within the week.
GREEN FLAG! The quicker you get someone in for a second interview the more likely the candidate with reply/get the job.
A current team member files a complaint with a state or federal [employment] agency. Unrelated, the team member's schedule is changed.
RED FLAG! Even if a change in work (i.e., schedule, position, etc.) is not related to the complaint, the perception of retaliation is possible. HR needs to be consulted in any change of work of a team member who has filed a complaint.
A manager witnessed a team member showing up late to their shifts consistently, yet the manager ignores it due to their performance being exceptional.
RED FLAG- Regardless of performance, a team member needs to be coached even if they are a good worker. If poor attendance continues, that could lead to further coachings and up to separation.
A supervisor or lead actively steps onto the floor to redirect traffic or handle an escalation during a sudden rush.
GREEN FLAG - When a shift manager or lead steps onto the floor to redirect traffic or handle an escalation, it protects compliance, boosts the team morale, and saves the customer experience
You encourage your team to complete optional brand and industry training in Seed Talent during downtime or on their paid breaks.
GREEN FLAG! Additional training strengthens the effectiveness of our teams and improves employee satisfaction and retention.
A manager receives three candidates but waits two weeks "waiting for more applicants" before deciding whether they want to interview them.
RED FLAG — Delays can cause candidates to move on. After you receive a candidate... bring them in! They could be the one!
A team member states that another team member is creating a hostile work environment.
ORANGE FLAG! The term "hostile work environment" is used carelessly. Notify HR immediately of the situation.
A team member inquires about their performance review, whether it is at 90 days or annual, and a manager tells them that "HR handles that; reach out to them."
RED FLAG- All managers should be on top of conducting performance reviews with their team members. Completed performance reviews are meant to be sent to the inbox, effective at the start of the pay period.
A team member who voluntarily quit but HR and Sheila, who handles systems (where applicable), have not been notified.
RED FLAG - Not notifying the necessary departments of an employee's departure can cause a streamline of issues with several departments. It can tend to cause a reconciling of Benefits invoices, affects the overall store financials, and leaves holes for offboarding of systems, including possible compensation.
A team member is mopping the floors, and leaves a wet floor sign out behind the counter while they're mopping.
RED FLAG! Wet floor signs should be clearly visible from any location where the floor is wet. Slips, trips, and falls are the second most common cause of workplace injuries behind overexertion.
The manager tells the candidate, “I'll let you know tomorrow,” even though they don't know when a decision will actually be made.
RED FLAG — Don't make promises about timelines you can't guarantee. If anything else... "HR will reach out."
A team member needs to be termed involuntarily, HR does not to be notified.
RED FLAG! Involuntary separations need to go through HR. This is due to compliance with final checks per state laws as well as to ensure that the reasoning is warranted.
A team member tells their manager that they are expecting the birth of their child. In response, the manager tells them to not bother with the time missed and to go be with their family.
RED FLAG- Team members need to use PTO for any missed absences, but in this case, they should be offered FMLA. That way, they can easily spend time with their child for 12 weeks. If they are not eligible, they can be provided a standard LOA for a specific amount of time.
PTO and FMLA can be supplemented for income! Along with STD if the employee is enrolled.
Stores and team members embracing diversity and inclusion, by participating in community events, holidays, spirit days/weeks and events
GREEN FLAG - By embracing diversity and inclusion in our stores, it shows the community that we are located in that we do care and we want all to feel included
We begin training a team member immediately after they're promoted to a leadership role.
RED FLAG! Good succession planning focuses on developing our teams BEFORE they take on a new role. Doing so will more fully prepare them for the challenges of their new role and make the transition process smoother.
A manager wants to hire someone who walks into the store and does an on the spot interview...
RED FLAG - You should first interview the people who are coming through HR. If someone is interested in a position, they need to apply on the website, so we can legally get them in the system.
A former team member files a lawsuit after their EEOC charge is unfounded.
GREEN FLAG... TRICKY! If an EEOC charge is unfounded/not to be substantiated, the Charging Party has the right to sue within 90 days of the result.
A team member was approved for intermittent FMLA leave, meaning their leave is set for specific days. However, the team member is missing weeks of work at a time, citing FMLA as their reason. Their manager decides to reach out to HR to seek next steps.
GREEN FLAG- The team member is trying to take advantage of FMLA leave. They were approved for intermittent FMLA not for a block. They are currently taking an unapproved LOA which could lead to separation.
Reliable and collaborated schedules
GREEN FLAG - This helps to determine anticipated labor, while meeting the needs of the team member.
A team member is shocked by an unknown electrical source, and the manager stops work in that area immediately.
GREEN FLAG! If there are electrical hazards discovered, work should always be stopped in the area until the source of the electrical discharge is located and the issue is fixed.
A manager tells Recruiting after the interview, “I don't really know if I liked them. You decide.”
RED FLAG — Managers need to provide meaningful, job-related feedback and participate in the hiring decision.