From A to Z
Schedules, pay stubs, and time-off balances walk into a bar — and they're all served at this one-stop digital destination available on both mobile and desktop.
What is the A to Z app/portal?
When PTO and vacation aren't in play, this three-letter time-off type is auto-deducted from an associate's balance for unplanned absences — and yes, it's exactly as 'unpaid' as it sounds.
What is UPT (Unpaid Time)?
No treasure map required — associates hunting for their pay stubs need only navigate to this clearly labeled section within the A to Z app.
What is the 'Pay' or 'Pay Details' section?
Whether it's called the ERC or DLS, this is the first phone call an associate should make when life throws them a curveball and they need to step away from work on a leave of absence.
What is the ERC (Employee Resource Center) or DLS (Disability and Leave Services)?
Four walls, a closed door, and zero eavesdroppers — this is the only appropriate setting for discussing sensitive HR matters with an associate.
What is a private setting (private office, closed room, away from other associates)?
Forget carrier pigeons — when an associate's password reset fails and the digital door stays locked, these two lifelines can help restore access to the kingdom.
What are their manager and on-site IT support?
The clock is ticking — literally. An associate must report their absence through A to Z or the ERC before this critical moment to avoid a no-call/no-show violation.
What is the start of their scheduled shift?
Uncle Sam's favorite piece of mail. This tax document typically becomes available to associates through A to Z or their payroll provider by the end of January each year.
What is the W-2?
Curiosity killed the cat — and it could get a leader in hot water too. When an associate requests a workplace accommodation, leaders must NEVER directly ask for this type of sensitive information.
What are medical details or information about the associate's medical condition?
Not everyone gets a backstage pass. All associate information — from attendance records to performance notes — should be shared strictly on this basis.
What is a need-to-know basis?
Direct deposit details, meet your new home. Associates looking to update where their hard-earned dollars land navigate to this section within A to Z.
What is the 'Pay' section?
When the staffing stars align — too many people and not enough work — leaders post this three-letter voluntary opportunity that lets associates head home early with a smile.
What is VTO (Voluntary Time Off)?
'I do,' 'It's a girl!' or 'We're splitting up' — any of these life-changing events can unlock this special window for associates to modify their benefits outside of annual enrollment.
What is a qualifying life event?
Welcome back! But not so fast — before an associate returning from leave can swipe that badge again, a leader must first confirm this through the leave management system or PXT/HR.
What is clearance or authorization to return to work?
Hotline bling! Associates with workplace safety or ethics concerns can ring this anonymous resource, or use at least one other reporting channel.
What are the ethics hotline AND any of: the A to Z app, PXT/HR directly, a manager, or anonymous online reporting?
Whether you're picking up an extra shift or swapping Saturday for Sunday, this section of A to Z is your digital marketplace for schedule flexibility.
What is the 'Schedule' and then 'Find Shifts' section?
This balance, when it dips below zero, triggers an automatic review that could end an associate's employment — making it the most dangerous number in attendance management.
What is a negative UPT balance?
A savvy leader reviews these two documents side by side WITH the associate before escalating any paycheck dispute to PXT or submitting an HR case.
What are the associate's time records/punches and their pay stub?
The three-part welcome wagon: schedule reinstatement, applicable accommodations, and this third critical element that keeps a returning associate from feeling lost on Day One back.
What is retraining or providing updates on changes that occurred during their absence?
A leader's access has its limits. Name at least two categories of associate information that should remain permanently off-limits — no matter how curious they get.
What are: medical information, detailed leave reasons, personal financial information, or data unrelated to their management role? (Any two accepted.)
A true A to Z aficionado can name at least five self-service features available in the app. You'll need to prove you're one of them — right now.
What are: viewing schedules, requesting time off, checking pay stubs, viewing balances, accessing benefits, picking up/swapping shifts, submitting HR cases, updating personal info, or accessing W-2s?
Badge swipes, camera footage, and a corroborating coworker — these are the three musketeers of evidence a leader should consult before submitting this type of correction in the timekeeping system.
What is a missed or incorrect punch correction?
An associate's check is suspiciously light. Before sounding the alarm, a thorough leader investigates at least three of these sneaky culprits that can silently shrink a paycheck.
What are: missed punches, unapproved OT adjustments, benefit deductions, time-off usage, shift differential changes, tax withholding modifications, or garnishments? (Any three accepted.)
An associate raises a workplace grievance, and you're the first to hear it. A truly prepared leader demonstrates mastery by executing at least four of the key response steps — from open ears to resolution.
What are: (1) listening actively, (2) documenting the concern, (3) determining local resolution vs. escalation, (4) submitting an HR case if necessary, (5) maintaining confidentiality, (6) following up, and (7) ensuring no retaliation? (Any four accepted.)
An associate wants to blow the whistle but fears the fallout. From reassurance to resolution, these are the five critical steps a leader must take to protect the reporter and the integrity of the process.
What are: (1) reassuring anonymous options exist, (2) explaining non-retaliation policy, (3) directing to anonymous channels, (4) never discouraging the concern, (5) never identifying anonymous reporters, and (6) escalating to PXT/HR promptly? (Five of six accepted.)