"Want a fun, part time job?"
Nancy lost her appeal for unemployment. I was standing next to her while she had her telephone hearing (a joke to say the least) and the Tuesday Morning representative lied through his teeth, right Andy? The people who work for Tuesday Morning Corporate have absolutely no morals and definitely no people skills. Their best asset is they have refined bullshit and taken unethical to new heights. I also received a personal e-mail from someone in management at one of TM's stores and another person is denied Workmans Comp. It has become glaringly apparent that laws and regulations have been changed to benefit big business. On top of this big companies are given big breaks on their taxes owed to the federal government. So the question is, how the hell do you collect either one of these? I have heard of no one who gets workmans comp or unemployment after working at Tuesday Morning. So why the hell is everyone still working there? You are guaranteed to be mistreated, lied to and worked until your injured, then denied Workmans Comp, or if, even after knowing that no one collects WC, you quit and are denied Unemployment. And then this outfit has the balls to put on their register receipts..."Want a fun, part time job?". There is no fun at Tuesday Morning, only abuse, lies, and 'slave labor'. My advice to all is GET OUT NOW!!! Get your resume out there, ask around if any one knows of any job opening, go back to school to learn a different trade (retail is really not a trade and not even a good occupation any longer).
A little note to the bigwigs....we have proof that you hire men at higher salaries than women for the same job (an ongoing practice). We have proof that certain individuals in NJ were targeted for termination, and said directive came directly from Michael Marchetti, and that all of this is condoned by the Board Of Directors and the investment group known as Madison-Dearborn.
Also, rollers that were needed in the East Brunswick, NJ store was removed by a Zone Manager and given to a store that has a loading dock. Therefore Nancy did in fact try her best with what she had and that under new management the East Brunswick store is still in the same shape...very bad. It is not the store managers fault...the location of that store is right in the middle of low income housing. My advice, close that store.
Tuesday Morning Corporate does not school their managers as other retail companies do. They are harassed from day one and it never stops until the managers have had enough and flee. Are you really so proud of this reputation, TM? Gee, why don't you publish another Code Of Conduct...all those people suffering through your "fun, part time jobs" would love that. And, do another markdown audit right before the next green card...that'll have 'em laughing in the aisles. You arrogant pieces of **** will probably think of something in retaliation for people trying to have a good life by complaining here. Be thankful it hasn't escalated into the court room as yet.
posted by Ed @ 6:13 PM
6 Comments:
I just lost my hearing . They believed her lies. For all the employees at TM get out before you get injured. Now I have to appeal.
Sorry to hear about Nancy. Have been out of TM for about 7 months after managing a store for two years. It sounds like it's getting worse. It doesn't matter which Zone Managers or Regionals come and go, it's all the same. Although, I did like Denise. But they let her go because she actually cared about her managers. Good luck to all. Get out while you can. Take Ed's advice because if you don't, TM will suck whatever life is left in you.
Why don't you guys in your various states, band together and do like California, has done. Sue them. IF you read in the shareholders information, California, (AS we all know already) has sued them. They have at least TWO to THREE (sorry I lost count) active lawsuits against them right now. Some have been dragging on since the year 2000. But they are still active. Right along with Thomas Kinkade. That company is sueing T. Morn. too. Didn't know that one did we? GET A CLUE CORPORATE, some of US are stock holders!!!! We have a say in your precious board and we aren't voting for your present posse. We want change and we want it now. Bring on the union. Especially since they think that their "relationship with the employees is good." Think again. Better get your moral police to double check things around the nation. Things ain't so good in my neck of the woods.
I was trying to find myself here because when our new female manager came and took over in my store where I am taking care of all things while corporate sends a new manager and you are an assistant manager with years with TM and being told by the regional that you are doing a great job.... this new person comes and takes over like a god and demodes you without your knowledge or the regional ,just tells you- you will be opening boxes all day long because you are good at it and not doing what management usually does( hiring or firing telling people what to do etc, and someone else new also is doing the paperwork that you did before with no help, What the heck is my position? Can I sue this person for discrimination? Does EEOC will help me on this?
Executive Exemption
To qualify for the executive employee exemption, all of the following tests must be met:
The employee must be compensated on a salary basis (as defined in the regulations) at a rate not less than $455 per week;
The employee’s primary duty must be managing the enterprise, or managing a customarily recognized department or subdivision of the enterprise;
The employee must customarily and regularly direct the work of at least two or more other full-time employees or their equivalent; and
The employee must have the authority to hire or fire other employees, or the employee’s suggestions and recommendations as to the hiring, firing, advancement, promotion or any other change of status of other employees must be given particular weight.
Administrative Exemption
To qualify for the administrative employee exemption, all of the following tests must be met:
The employee must be compensated on a salary or fee basis (as defined in the regulations) at a rate not less than $455 per week;
The employee’s primary duty must be the performance of office or non-manual work directly related to the management or general business operations of the employer or the employer’s customers; and
The employee’s primary duty includes the exercise of discretion and independent judgment with respect to matters of significance.
FYI I was injured at work because of this abuse and now they are denying everything WC will not pay and to this day they still working and collecting their management checks and laughing because the lies help them.GET OUT!
NEWS FLASH! I was told that the manager now uses the one that it was doing my paperwork to open boxes. Very smart move!!!!POOR THING SHE IS NEXT.
I went to visit a TM , but not the one I was working this week after months out just to see what's is going on in that world since I am almost out. The rugs where on a big pile, the drapes all over the place, the towels are a mess,a lot of furniture still there since I left months ago 50% off and nothings is selling.I saw on every single place a mess. I counted one person opening boxes(the manager)and one at the register.The phone was ringing and people bringing merchandize to the register with no price. The cashier left the register to look herself for the price because nobody was available to help her.I felt sick just seeing this and left. I put myself as a customer looking at this mess and believe me this stores will never recover if they do not spend more money on payroll and better presentation . The rugs will never sell at regular price or on sale.To me a flea looked better than TM .
Application Abusive managers often function for long periods without being detected by senior managers.
Managers who lack personal qualities of fairness, respect and judgement in dealing with subordinates are often clever about covering up their dysfunctional behavior.
There are usually subtle signs that should be investigated. Namely: distinct decrease in a department's performance, a change in a manager's performance appraisals of employees from good to unsatisfactory, increased flow of rumors among employees or a higher rate of turnover among those subordinates.
If you're not sure or you don't have the time to investigate, change managers by doing a switch of departments if possible. If not, remove the manager for a few months by assigning him/her to an off-line (not supervising
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