The Beat Goes On
Well, back by popular demand, the best thorn in your side. The underlying theme of this blog is to expose the cruel Workmans Comp insurance system and the lack of corporate direction for the very stores that belong to them. It is about a fractured company that is relying on investor return to gauge success instead of actual success in presentation of it's products. The stores are shabby, not chic, they are in mostly run down shopping centers, mixed in with all the wrong stores, and this is from my observations of Tuesday Morning stores and locations just traveling around the northeast region, all the way from Maryland to Maine and as far west as the Great Lakes region. I have heard from managers and assistant managers in Texas, Louisiana, and California. They describe the exact same conditions I and many others have witnessed with this so called corporation. In it's current form this is the brainchild of Madison-Dearborn. It was taken public by them, therefore it sent Tuesday Morning off in the direction it is headed...toward larger investor return and less emphasis on employees and infrastructure that is too expensive to update or change. All change within Tuesday Morning is slow and cautiously taken with investors and their return in mind. Yeah, I know, doesn't all business rely on a form of this 'business formula'? Early on Tuesday Morning was a profit takers dream and was still run like that until 2004, the year of the 'no performance bonus'. Now there is finally nervousness at Tuesday Morning. The federal government is considering or just passed a law whereas there will be a check box on application forms asking about your preference about unions making it easier for unions to be formed where ever labor is working, even at Tuesday Morning and WalMart. Man are they mad?
So, gang, on we go, fighting the misguided and letting the world know where we stand...about two feet over there ~~~~~~~~>?
posted by Ed @ 10:03 PM
13 Comments:
Yes! you are back! read all your bloggs and I admire you. Did you read my comment about jobs?
Hey Ed,
Don't let those pigs take you out. I may not like every little thing you say,nor may others, but I DO agree with you in regards to
Tues. Morning and someone has to be the "voice" to continue the fight. This place is WAY out of control.
This "shut down/inventory" has been the WORST one ever so far. We have had nothing but total disorginization in our Region. We who are Management, are shocked, but not shocked, as to the WASTE of our time and their money. It's unheard off yet, it isn't because this is what they do and do best. Screw up people's lives.
So hang in there, we know you don't have to because neither your or your wife, work at this company any longer. But someone has to be a "VOICE" on the outside, as well as us doing what little we can on the "inside" for the employees that still work at "uesday Morning Incorp"
We need a Union, and we need one badly.It won't help all of us, but it will help the employees with the "bad" Managers, Regionals, and Zones, over them that take advantage of them. I think your Blogspot has made an impact on Dallas. Someone had to speak up and you did it, when others were afraid to. Thanks for being that voice. We are reading your blogspot. Don't stop this site if you possibly can help it. Some people have no where to "vent."
Ouch, that was at typo on the above message as far as that person misspelling "Tuesday Morning Incorp" I'm sure. But when I spotted it...you know it made me think, it is sort of a "USE day Morning Inc" they use us and abuse us.
We do read the blog Ed. So keep up the good work. Some of us just don't comment, maybe we should.
Ed we are all so happy that you are still here. Thank you very much. Yes, please all of you out there comment, facts, any injury any abuse. We all know that they exist. What we are trying to do is gather as much info on our own before the big guns take over. I am proud of all the hard workers out there. I am also sad for all the damage and injuries that have been done. Please come forward. One new person a day. You will make a big difference in USE DAY MORNING INC
THANK YOU, Thank you ED!
Please know you are well respected and truly admired by all of us for your blog!
I am seriously injured and hope one day this Blog will be proof of the abuse TM has toward their employees!
To all of you who are scared to post, this is silly!
All of the injuries at TM are similar.
I have seen the reports and trust me you might think they will know you by your injuries...lol NO way they have too many and they do not care!
So, Please keep posting!
Tell us your horror stories for this shutdown! And the funny one too!
That is correct. There are so many injuries of the same nature and the same reason for denying benefits. Same applies for so many hard working and caring zones, regionals, managers and many career employees at corporate, yes this happened at that level too, who were let go when MM took control. I use the word control on purpose. Tell your story please. No names. When this goes forward, we think you will want to be included. This is not about revenge. This is about changing so many terrible working conditions at USE DAY MORNING. We know some of you were compensated and some not. It does not matter. Please tell your story. We know it anyway, we just need to hear it from you.
I have to say the corporate officials need to re-think "Use Day Morning" and how it operates. They have the filthiest stores on the planet. I am in management and am sick of going into stores that are down right dirty and nasty. Right now is inventory time. Some of us HAVE to go into various stores across the state, etc. to help "moniter" what they are doing with their self inventories that have turned out to be a nightmare, I might add. I thought our store had some problems, mainly due to being an old building in a strip mall that is outdated. But...let me tell you.....NEVER have I seen such nasty bathrooms and stores as I have this month. I know that they are "shut down" right now but I hope to GOD they clean them BEFORE they open. I know for a FACT that many never clean their bathrooms. I have seen this and experienced it myself, in the past. I was in one store for reasons I can't go into, several months back, and at that time, the bathroom was BAD and that's the employee one that is usually "cleaner" than the customer one. Back at that time, they didn't have a toilet brush, nor basic cleaning materials, I was at that store again, this month, and needed to use the facilities, and STILL no toilet brush, the bathrooms were worse than before, there were no cleaning materials, no toilet paper, and they expect people to use their bathrooms? You have got to be kidding me!!!
I am not a "clean freak" but this store and I would say MOST "Use Day Morning" stores, are really, really bad about their appearance. Which is sad, because there has been all this precious time and money spent on remodels, or store moves, and then they STILL look like crap.
This is so wrong. The store I was at was filthy, and it's going down the tubes, which is a typcial "Use Day Morning" store anyhow nowdays, but does it have to be that way?? This is what Corporat needs to upgrade....to upgrade,
STORE APPEARANCE, for starters. Amongst a host of many other things of course, let me list them in order.
#1. Employee Relations,
#2.BASIC Store Cleanliness, and
#3. Customer Service.
None of which can be done without employees/payroll.
WHEN Mason, and Marchetti, learn this, I think they could have a good chance at sucess again, but if they don't, and soon the employees will leave in droves, which they are already. People, wither they be employees, or customers, want to know that the bathrooms they are using are clean and not full of germs.
ESPECIALLY when they work there all day long. And the customers don't like it. I heard a lady talk about the horrible bathroom conditions at a store not so long ago and she was going to turn them into the Health Department. Maybe people need to start doing this to "USE" Day Morning too. Because it is gross and this is the year 2005 people. Stop being lazy and clean up your nasty acts. Taking CARE of your employees is only fair and right in all ways is what you should be doing. Otherwise, shut the whole place down. Do you hear this loud and clear????? I'll bet you that the bathrooms are clean in Dallas, aren't they? In fact, I know they are. I know that you even have "Maintence people" there that clean the offices. We would like a piece of that too please. So would your customers, who complain to us and to Customer Service about these issues. Nothing ever gets done though and we know that for a fact too. Some of us do clean our stores, especially when we have the time ( ALL Managers "clean" bathrooms and the "house" at our store) employees to do so. Tell us then why don't all the stores shine?
Why bitch to those who can't make a difference? Do you really think that anyone from corporate will start checking store bathrooms? Complain to the regional, the zone or customer service. Then something might get done. Have a friend write a letter to corporate complaining. Enough of those letters will catch their attention. Until all of you people wake up and learn how to accomplish change, everything will be the same.... but at least you'll have each other to complain to.
Let me ask you this you high and mighty person who acts as "if" you have some "power." Do you think we haven't complained to not only the Regionals, and the Zones, who apparently don't care about such things. We don't have our pretend "friends" write letters to Corporate, we call them ourselves, and WE HAVE had the customers complain to not only the Managers, themselves firstly, but to Corporate as well. WE know what to do and we have made various attempts over the course of time to see these things accomplished. It just does NOT get done.
So there. Do you have a better way? Apparently not. I have called Corporate myself, I have wrote them e-mails, people I know have done the same things. Let me tell you VERBATIM what they respond to me, and to others. I have seen the respones over and over and this is what they say, "we will inform the Regionals." AS if THEY will do something. In fact, I know they don't and they haven't either been contacted by Customer Service, or else they aren't doing anything about it. Besides, don't forget, we get those once a month "Evaluations" of every store, that the Regionals,perform. Are they blind. They take photos of the store's bathrooms, and breakrooms, (they do ours anyway) etc. etc. etc.to turn in with their reportings. So come on.
I don't buy that. Otherwise we would see a difference. So, please give us another way to get things done if you have such great insight. We have begged for help in many areas but none ever comes.WE ask for more payroll, and we are told it's based on the "P&L's" so...."their hands are tied." Tell me then why is it that we are all blowing the budgets given to us "with permission I might add....just get the job done" to do these self inventories, and remodels? You see, this is why we eventually just have to quit. Because we can't make a difference in a place that doesn't want a difference made.
To the one with the foul mouth, and bad attitude. This was found on an "Anti-Stress" site. This is why there is this blog, in the first place. No one understands how these people feel, better than those who have experienced the same types of problems and experiences at Tuesday Morning. There isn't much else in the way of "help" for these employees. Many are hurt, and need a sounding board. So your right, we do have "each other to complain to" that's better than nothing. Which is more help than they are recieving in most cases right now. No one else seems to care or listen to them when they ask for help from the company they work for. Your compassion was non- existant in your response to the one person's frustrations about the stores.
It appears you might be someone from Corporate HDQ?
Read on. Then maybe you will understand why people blog on this site. If it doesn't work for you. Maybe you should find another one (blogsite) that does.
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"Having close connections with friends, family, and strong social support systems can decrease the amount of stress you experience. Many research studies have shown that persons who report low levels of social support often have higher stress levels than those with intact social support networks."
Last year we did our inventory then we had to help other stores too.So they said for us to learn to be able to train others. Yes but 3 stores! How much money they saved!
Taken from an OSHA web site:
SCOPE AND APPLICATION (1910.901-.907)
Ergonomic hazards and musculoskeletal disorders are a major problem across all industries, and all workers exposed to these hazards need to be protected. OSHA’s proposal, on the other hand, is limited to general industry, excluding workers in construction, maritime and agriculture. The proposed standard should be extended to cover the agriculture industry and manual handling operations in construction. With the ACCSH and MACOSH committees, OSHA needs to develop proposed ergonomics regulations for the maritime industry and for other MSD hazards in construction. A timetable for the development of these rules should be issued as part of the final ergonomics standard that results from the present rulemaking.
All OSHA standards require that employers take action to identify and control exposure to harmful conditions before workers become ill or injured. OSHA should not deviate from this prevention-based approach in the case of ergonomic hazards. Proactive steps should be required for jobs with well-known risk factors or when workers begin to suffer signs and symptoms of WMSDs. AFSCME members are exposed to ergonomic risk factors in a vast array of occupations that fall outside the OSHA definition of manufacturing and manual handling operations. OSHA must modify the triggers in this standard if our members are going to receive the protections they need and deserve. Employers should not be allowed to wait for injuries to occur in these types of jobs before being required to fix problems.
Within general industry, the standard would only apply to:
Manufacturing jobs. Manufacturing jobs are production jobs in which employees perform the "physical work activities" of producing a product and in which these activities make up a significant amount of their worktime;
Manual handling jobs. Manual handling jobs are jobs in which employees perform forceful lifting/lowering, pushing/pulling, or carrying. Manual handling jobs include only those jobs in which forceful manual handling is a core element of the employee’s job; and
Jobs with a musculoskeletal disorder. Jobs with an MSD are those jobs in which an employee reports an MSD that meets all these criteria:
The MSD is reported is reported after [the effective date of the final rule];
The MSD is an "OSHA recordable MSD," or one that would be recordable if "you" were required to keep OSHA injury and illness records; and
The MSD meets the screening criteria in 1910.902
1910.902 (a) The physical work activities and conditions in the job are reasonably likely to cause or contribute to the type of MSD reported; and
(b) These activities and conditions are a core element of the job and/or make up a significant amount of the employee’s worktime.
OSHA’s job-based approach has two sets of criteria that trigger application of various requirements to address MSD hazards. For manual handling and production jobs in manufacturing, the provisions on Management Leadership and Employee Participation and Hazard Information and Reporting would automatically apply. The other program requirements would apply where (1) a covered MSD is reported; or (2) persistent MSD symptoms are reported plus the following (i) the employer has knowledge that MSD hazards exist in the job; (ii) the physical work activities are reasonably likely to cause or contribute to the MSD; and (iii) these activities are a core element or make up a significant amount of the employee’s work time. For other jobs in general industry, the standard is triggered when a covered MSD is reported.
OSHA should modify and expand the triggers in the following ways:
The baseline obligations should be retained for manual handling and production jobs and extended to other jobs where there is a significant risk of MSDs, such as computer operation and a multitude of other jobs that are described below. In addition, the baseline obligations need to be modified and expanded so that meaningful training about signs and symptoms, common MSD hazards and risk factors, ways to report signs, symptoms and hazards, the requirements of the standard, etc., are provided up front.
A recordable MSD, persistent symptoms or objective signs, or information/knowledge about exposure to hazards should trigger a requirement to conduct a preliminary evaluation of the job to determine if there are hazards. Information and/or knowledge about exposure to hazards could be defined as meeting criteria of Washington State caution zone jobs discussed below, reports in the trade press/peered reviewed literature about jobs/operations reported to cause or contribute to MSDs, findings by consultants, reports by insurance companies, and other sources.
OSHA should further require that medical management be provided in response to recordable MSDs or in response to signs or symptoms where workers are determined to be exposed to MSD hazards in their jobs.
The Washington State Department of Labor and Industries (L&I) has initiated its own rulemaking on ergonomics. L&I has taken a very different approach with respect to the scope and application of its rule. The Washington proposal focuses on risk factors to trigger ergonomic program requirements. The L&I proposal applies to employers beyond manufacturing and manual handling operations. It covers employers with "caution zone jobs".
For all of you CTS cases:
All of the research published by the American Academy of Orthopedic Surgeons states emphatically that, with ergonomic exercise, Carpal Tunnel Syndrome and Repetitive Stress Disorders are preventable.
Ergonomic exercise is the key to prevention. Anyone whose work involves repetitive movement of the hands can be at risk for these afflictions, which are preventable with ergonomic exercise. Computer related injuries of all types have soared more than 8000% since 1972 according to the Bureau of Labor Statistics in the Labor Department.
The cost to individual business and the national Economy is staggering. Carpal tunnel workers compensation cases cost up to $65,410 each in lost wages and medical benefits, according to statistics published by the National Council of Compensation Insurance. The mere addition of an exercise software, with its ergonomic exercise workout, could prevent this cost to the national economy, which is even greater when the cost of lost production, employee rehabilitation and hiring and training replacements are added in. There were over 2 million workers compensation cases reported in 1995. Carpal Tunnel Syndrome was the most common and costly cumulative-trauma disorder and accounted for one third of the cases.
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