Not only Eddie is being investigated. I encourage everyone still at Sears to DOCUMENT all unethical/illegal behavior by managers, DMs, etc. There are people right now working on an expose to be published soon, chronicling the long history of corruption at Sears . When this all blows up, it's gonna be BIG>>>>>
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I have been documenting all the safety hazards, OSHA violations, illegal labor practices and more at my store for over 7 years. Each and every one has an email or a conversation I recorded with management. Being required to work off the clock, taking calls at home from management, illegal price manipulation and more. I also have the abusive emails and conference calls documented in a notebook just waiting for any future health problems or future lawsuits.
Speaking of illegal behaviours, who else is required to use their personal cell phones for Sears?
Companies are supposed to reimburse you for personal cell phone use if it is needed to be used for business practices.
Sears hasn't given me a single dollar for my data/minutes.
was asked why i didnt take reviews seriously, and told my manager why would i? i dont get a raise regardless what you or that form says. didnt even sign my last one, got another job a month later. bye sears, wont miss you.
The "investigation" of Eddie is standard operating procedure in bankruptcy. Nothing will come of it. GROW UP!
They can contest unemployment benefits and make it a real pain to pursue. They tried it with me, but I stuck with it and the hearing officer from the state caught the Sears District H R lying during the phone conference. I prevailed.
When the company was great, HR looked out for employees. For the last 10 +years, HR's job was to find ways to get rid of people and to be positioned to remove employees Thus the lower reviews were forced on mgr's to do just that.
So when I hear the BS about how wonderful the Chief People Officers are or were, I laugh at the disconnect.
@OJR
As a Manager for Homes Services several years ago this was the standard. My evaluations for my employees were always manipulated so there were no raises. They were reviewed and then sent back to me to adjust downward. Didnt matter if the employee was performing great.
That practice continues. Even without annual raises, SGMs lower scores given by department managers. Sometimes, a good review can go a long way with morale and productivity but in our store, no one can justify a 4.
I dread administering reviews because they are not truely the scores associates deserved.
I could write a book on unethical behavior there. Back when we actually had annual reviews, there was a max number of store associates that we could give raises to. Our ratings had to be manipulated to exclude people who had just barely met the criteria for a raise. When I transferred into one of the call centers, the same exact thing happened but I didn’t know until after the GM and minions met to “calibrate” everybody’s scores. Managers got their reviews back to deliver and almost every single manager had 1/2 of their team’s ratings lowered to put them under the threshold. I always felt pretty slimy about that.