#policyandprocedures

Are you all getting emails/talks too from your supervisor in regards to attendance/timekeeping policy?

If you are a manager and have been convicted of any crime while employed at Wells. You will be terminated.

RXM no longer reports to store manager as of March 1.

RXM will report directly to District Pharmacy Supervisor (performance, discipline, and evaluation/coaching all owned by DPS).

Dotted line reporting means the MGR and RXM are "true partners" as explained in documentation released today.

This means neither one is accountable to each other, and neither one has authority to enforce.

Great news for RXMs that didn't want to have an MGR for a boss.

Great news for an MGR that now has documented evidence they are no longer the accountable party for the pharmacy.

Don't be fooled with the 1 box speak, the HR policies regarding organization charts with respect to direct line reporting are very clear.

Store managers you are not in any way shape or form responsible or accountable for the pharmacy any longer.

Pharmacy managers you are in no way shape or form responsible or accountable for what happens on the front end.

Now totally divided.

He correctly identified many of our weaknesses. That's half the battle--fixing all that won't be so easy.
And he did show that he has some common sense in getting rid of that ridiculous "hub or no promotion" policy. I'd say that bodes well for WFH going forward (perhaps that's wishful thinking).

Question in the title. I've got a three-hour volunteering event lined up, will be four hours counting the drive to the site. Unclear if this will be counted as an in-office day or if I need to go in another day to account for it.

If anyone is or was a manager and a RA comes in for a specific employee if they disagree with it for example the affected employee is a top performer can he recommend a lower performer or is the die cast and therefore the manager is powerless

How is it that whether the 35 mile rule applies depends on which leader you talk to? Some executives are telling teams that anyone living more than 35 miles from a corporate hub will be considered remote, while others insist there are no mileage exemptions at all. I'm seeing teammates receive different rules based on their department or their manager.

If leadership intends to allow mileage based exceptions, those criteria should be published so everyone knows who qualifies and why, instead of decisions being made behind closed doors. Teammates, myself included, have reorganized their lives around previously communicated expectations about remote work deserve clear answers. Is there or isn’t there a 35 mile policy?

I see so many exceptions, I just want to read the whole thing. Where to look for this RTO document? I am not asking for sharing it publicly, just tell me where to look and I will find it.

Decades ago HR liaisons were very accessible. These days, HR always directs us back to our business lines. I’ve discovered that our business lines can be secretive and coy when inquiring about company policies. Never in my lifetime, here at this company, did I ever think I would be having to deal with lawyers and the EEOC just to determine my status with the company, policies, and procedures.
I highly suggest everyone on this message board simply go and send your inquiries to the EEOC and talk to lawyers about how to navigate these uncertainties in the company.
There are people who specialize in assisting employees of this company navigate their employment rights.
I’ve always wanted to be an exceptional employee. I just don’t have the time or the patience to navigate company policies and do my job at the same time.
I wish you all the best. I’m trying to determine the best route to take. Hoping I can sign my severance paperwork, soon. Though, somewhere in the back of my mind, I think I’ll be terminated with cause. No way in h*ll am I going to resign and have to give 60 days notice.
I’ll just keep collecting paychecks until they literally show me the door.
Good luck, all.

I was let go this week. How long I have to sign the severance agreement?

None, because they don't have a compromised CEO who gave up 10% of the company to keep his job.

Posted about a VEV rumor, was deleted...must have been true...did
not post names, just initials...site sensors hard at work.

Separation dates apparently spread out. September 30, 2025 to July 31, 2026. APPLY: August 26 to September 9, 2025 area likely.

The company should take action against managers who engage in fraudulent or biased hiring practices. Such practices can bring in employees who may not be qualified, which negatively affects the workplace environment.

I noticed in the grand new update they just released one of the programs newly installed is Impero Connect Host. This means they can monitor your screens in real time without notifying you.

Not layoff related but question if someone who works at USAA currently
Has been arrested and then released is that grounds for termination ? Should it be reported to USAA (

Why do I see posts on this site and then a few days later only be taken down and disappear?? I saw a post earlier about someone complaining taking kickbacks .. came here to see again and it’s gone. Is dell monitoring and deleting posts ?

Could anyone tell me if country-to-country movements or applications for positions in other countries are currently blocked?

Has anyone visiting this page been impacted by the pooling process discussed a few weeks ago?

I'm in minneapolis and the pay range recently changed. An example for a P3 in risk is the minimum used to be $84K, but now has increased to $96K. If a person is below the minimum, will HR increase the their wage to match, or will WF sc--w that person over?

You can still see your badge swipe totals in workday, but is that even being monitored anymore?

Split in 2 Cycles:
1st in November
2nd in May

Basically, they just cut whatever peanuts you were supposed to get in HALF.

I heard they were ditching it and instead going to give us $2500/$5000 on Jan 1 to put towards purchasing health insurance from the state exchange. I went in the web to see how much that would cost and it's over $1800/ mo so that's not even 3 mos they'd be paying for.

Can anyone confirm if this is true?

I was recently speaking with a friend who asked me about JD who she worked under at Bain. After listening to my rant, she expressed surprise that he was focused on DEI at Nike. She said that certainly wasn't the case at Bain as evidenced by the fact that once she became pregnant she quickly learned the company had no maternity policy. I thought JD was always singularly focused on serving his troops? When I mentioned that JD was now the AD at her alma mater Stanford, she just winced.

Since the company can't even send a godda-n email letting us know, does anyone know why the badge readers at 176 stopped requiring a pin?

Not that I'm complaining but I'm watching a bunch of buffoons still enter pins while it flashes red.

I was just asked, well, told to come in to the office 3 days per week. This is ridiculous as I've been working remotely for years and years. Is anyone else dealing with this too?

It was a long Monday. Everyone can do what they want, but don't complete surveys. They’re seeking legitimacy for pre-planned actions. The only survey should be work output. That’s the bottom line.

There is not much clarity about agency workers if they are supposed to be RTO or no

For the mandatory 3 days in, people have been working 4 hours in the office and then going home to finish their day. Is this accurate. I don’t see anything that states it’s acceptable per WF.

Anyone else being told they need to make up vacation or sick days to meet the 3 days in office mandate? This is opposite of what the guidelines stated when rolling out the HUB.

They disabled extensions in Edge so we now get ads. This is the 1001 cut so I am OUT.

So, we have to use our cell phone on the floor for beauty, fine jewelry,and other associates. Sales floor App! Belk doesn't pay for that use nor is it in a contract with the associates. They dont compensate you for cell phone use that makes them money. But you get in trouble if you don't use it or actively using it? There has to be a law against this.

Members love the curbside but the members in the club complain when that horable sound blasts from the handhelds, it's like an alarm going off because your late for school, but more complaints less bonus.

Does anyone know if past service years that had a break of more than 5 years count in the ISP severance pay?

I keep reading about KPIs. Who exactly has been told by their manager?

We've been told to use the AI chat and it's being monitored, but no target.

No one I know has been given a KPI or weekly target.

How do we know it's 25 per week?

I've only read it this forum, is it fake news?