With the holiday coming up, thousands of people will be flocking to Walmart. This would be perfectly fine if the management at walmart would work.with. the their associates, not against them.
It would be ok if management would realize that one person can not be responsible for providing customer service, stock shelves, maintain a safe working environment, check in with the task manager, run a cash register, watch the door, ect,ect. In other words, Walmart expects their poorly paid employees to do pretty much everything and not only do that but do it with a smile. Sooner or later, any associate will break under the pressure management places on them. IF you let them, When I first started at Walmart in 2007 I really cared about doing a good job. It took exactly 6 months for me to see and fully understand how Walmart #3829 was totally corrupt.
I could go into all the details but I honestly don't care, at least, I don't care tonight. Maybe I will go into all the details at some later date. Just know that we had an employee calling in once a week but since he didn't call the 1800 number and called the overnight manager who just happened to be his buddy, his attendance was absolutely perfect before he was fired for sexually harassing another employee, like he had done many many times before.but this time he was fired because he did it IN FRONT OF a manager and the manager was 'forced' to do something about it.
At that point, I realized if this man can call in and nothing happens, I should be able to do the same thing. Of course management HATED me because I was like sand in their vagina. Always pointing out the policies they were breaking. Always taking pictures of blocked fire doors, always using words like OSHA and HOSTILE WORKING ENVIRONMENT. I didn't have a buddy in management and thank God for that because I'm not the type to act like I like someone when I don't. So, I took a good long look at the attendance policy and I found a loophole that as of June 2012, they have not closed. Now that I'm free from that horrible place.
I am going to share my knowledge of how to use Walmart's own attendance policy against them in order to take much needed 'mental holidays' throughout the year but especially after your manager has pushed you just a little bit too hard and you feel like getting him or her back for what they have done. This is what you do. Remember, this is as of June 2012. CHECK to see it is the same before doing what I am going to outline here. 1) Tell management that you would like a print off of your absences for the past 6 months. EVERY employee should do this regardless if they plan on calling in or not. At first, most likely management will say they will print it out for you, then you will never hear about it again because the are hoping you will forget about it.
DON'T FORGET ABOUT IT. Start bugging them every single day and don't take no for an answer. You have a right to know what they have in their system when it come to attendance. Once you get this print out in hand.
Hang on to it for dear life. This is your guide and the most important information you will have if you want to screw them over. With this print out you are able to see exactly how many 'points' you have.
Don't think you know just because you haven't called in. If you were late, they could have put a third of a point on your record. This is IMPORTANT information to have. This print out will also tell you exact when your points will 'roll off'.
Example: You look on your print out and you see that you missed June 1st, 2012. With Walmart's attendance policy stating that attendance points roll off after 6 months, that means you know on December 1st, that point will roll off. This is VERY IMPORTANT INFORMATION for you to keep up with. Once you have that print out in hand, you can record on a calender when your points roll off and when you miss from that point on.
I can't stress how important this information can be. 2) Know your attendance policy.
When I start a job, the.first. thing I do is look at the attendance policy to get a good feel of it. Then, if need be, like in the case of Walmart, I will go back at a later date to go over it and read between the lines. I am still amazed at the number of Walmart associates who don't know the attendance policy. I truly believe if people knew the attendance policy, first, they wouldn't be able to be pushed around or 'threatened' if they call in. Next, they would see as bad as Walmart is - and it is BAD - their attendance policy can be manipulated to allow FULL TIME (I don't know about part time because I was full time when I worked there) associates a total of 18 EXTRA days off (not counting personal and vacation days) a year or more if you know what you are doing - and you will know by the end of this blog.
Now listen up. This is the attendance policy as of June 2012 and this is in plain, easy to understand English - unlike the policy on the Wire.
And again, this is for FULL TIME associates. The basic rule is this. Kevjumba. If you call in 1 day, and you are full time, it is much better to call in 3 days in a row for the same reason.
Not only will you only receive one point, you can also use your sick time on day 2 and 3. I never understood people who would only call in for one night (I worked 3rd shift) when they could call in 3 nights for 1 point and get paid for night 2 and 3. Also, consider this. If you are off say Monday and Tuesday, you can call in Wednesday, Thursday and Friday and there you will have a nice little week's vacation while only missing 8 hours from your paycheck (if you use sick time for Thursday and Friday). Anyone who has ever called the 1800 number to call in sick knows you have to put in some information and then the guy says 'What is the reason for your absence?'
Then you can choose from a list. How many people know #7 is 'OTHER'. When and why should you use that? Let's say you call in sick because you are under the weather but after about 3 hours, you feel pretty good so you and your family go out to eat.
Say someone from your job sees you while you're out and goes back to your store and tells your store manager. Did you know that store manager can fire you? It happened at store #3829 in Johnson City, Tennessee and I have heard it happening at other locations. How does one get around this? Out of my 5 1/2 years at Walmart, 95% of the time there, I used OTHER when I called in. That way if someone saw me out (because I was NEVER sick when I called in) and management wanted to make an issue out of it, I could say 'I didn't call in sick, I picked OTHER'.
I'm still not sure what 'OTHER' could be. I suppose that would cover everything that isn't on the list.so, that pretty much covers you so USE OTHER each and every time no matter what. No matter if you really ARE sick. Use OTHER just in case. Anyone working at Walmart longer than five minutes knows that most managers couldn't give a rat's ass about the other shifts and most probably don't even know the names of the people on the other shifts. I give them slack on that one because who can know the names of people who are hired and quit within a week or less. Every single time I ever called in while working at Walmart (and I called in a lot) I.NEVER.
talked to management after receiving my confirmation number. Like I said, I worked 3rd shift. I ALWAYS called in between noon and 5pm.
Once I jotted down the all important confirmation number, I let the system ring my store one ring, then I would hang up. I wouldn't care to bet that most Walmarts don't require the associate to speak to a manager and especially 'their' manager. I was never asked for the confirmation number in the 5 1/2 years I was there. Now, I was told at the beginning to 'always speak to your manager when you call in.'
And watching what happened to other people when they would do that, I know the managers would throw the guilt trip on them and some would even come in sick and get the rest of us sick. The truth is, you don't have to speak to your manager. That is a lie in order for them to have a chance to guilt you into coming in.
Walmart is VERY busy the day before Thanksgiving, Thanksgiving and Black Friday - the day after Thanksgiving. I'm sure everyone reading this has heard about the possible upcoming strike on Black Friday and I'm sure there are a lot of OURWalmart members who know other employees who want to see change at Walmart as much as they do but they are unwilling to join the organization or maybe they dont want to 'stir the pot' as it is called here in Tennessee. Maybe OURWalmart members could pass this information along to those employees and let them know that IF they are full time and IF they are under 3 points.they could take the day before Thanksgiving, Thanksgiving and Black Friday OFF without Walmart being able to do anything about it. They could take time off to spend with their families and 'live better' as Walmart says. Also, the night stockers who will either have to miss family time and sleep on Christmas OR go into work without any sleep at all on Christmas night.
They could also take advantage of this by calling in on December 23rd, (they are off the 24), 25th & 26th. Let's forget about the holidays for awhile. What about using this information to spread out your vacation hours. In other words.
Put in two vacation days before two days off, then call in 3 days after. You've just got 7 days off for the price of 16 vacation hours. I heard this from my fellow coworkers when I worked at Walmart and would tell them all this information. They would come to work because of the infamous rule of a person has to work the scheduled day before and the scheduled day after if they are to get holiday pay.
Can you imagine their shock when I pointed out that most, if not ALL of the times we got the holiday pay, our hours were cut within the next two weeks? Think about it. Of course, not all stores are the same but a lot will give you holiday pay.or the quarterly bonus, then turn right around within the next two weeks and cut you 8 to 16 hours. I have seen store #3829 give holiday pay and then cut people DOUBLE what they got in holiday pay. So, you have to ask yourself, are you working at a store like that? If so, what are you REALLY getting for coming into work on Thanksgiving or Christmas or New Years Day? If your store is like #3829 then you are getting NOTHING.
You are giving your time to a company that doesn't care about anything other than the almighty dollar. You are taking time away from your family, time you will NEVER get back and giving it to the biggest, greediest, most shameful company on the face of the planet.
Ask yourself. Why do this ESPECIALLY if you are full time and have sick time and are under 3 points?
Always remember, Walmart associates ARE Walmart. Without he associates, Walmart wouldn't last 1 week, how could it? If ALL associates would come together and demand better treatment NO associate would feel the need to have to take advantage of the loop-holes in the attendance policy.
If management would simply remember what it was like to be an associate or if upper management could come down off their high horse and see that unless they keep the associates happy THEY will lose their jobs because the associates can make or break Walmart. I can't wait to see what happens and if anyone has any questions about what I wrote here, let me know.
I will be happy to help you through it, but remember, this was how the attendance policy was in June 2012. You could always ask for a copy of the attendance policy to make sure it is the same. Remember, if you have family, the family is more important on the holidays, even if you don't have family and just want some extra time off, you deserve it if you are putting up with a corrupt Walmart like 3829 is and has been since it opened in 2007. Sometimes the only way to fight is to fight dirty. I truly believe this personally and sure, you will not make friends with management by doing what I have outlined here and if that is important to you, then by all means ignore what I wrote but if you think it is important for management to work WITH associates, not AGAINST them and you see how that is not happening in your store, or if you're sick of working every single holiday only to turn around and have your hours cut the week after so you wont get that extra $60.00 to $80.00 FOR NO OTHER REASON than the greed of a MULTI-BILLION DOLLAR FAMILY.
Then now you know a small but very effective way of fighting back in a way that is totally within Walmart's policy. Lastly, ask yourself. What would happen if every full time employee who has less than 3 points called in for 3 consecutive work days in a row, used OTHER as a reason (#7) on the same day at the same location? Even if 1/2 of the employees did this, that store would be crippled completely. Maybe then the store manager may have to get on a register, or maybe the district manager would take notice of how poorly the store manager is running the store and his or her relationship with the employees.
Imagine every employee in the district doing this. Remember, this is ALL within Walmart's attendance policy and they could not do ANYTHING to anyone under 3 points.
This is totally possible and with today's social media, it is easier than ever. Anonymous I find it weird that there is only two comments on this post, because it is very informative. Anyway, I've been working at Walmart for almost two months as part time, but I was told the same attendance policy applied to me as it would a full time employee when I was hired in. We don't have many full time people anyway (hardly many people working there at all), unless you count the many assistant managers we have. I called off today (second time since I've been working there), I decided to actually talk to a manager, just to hear what they have to say.
They sure didn't sound pleased when I told them I'm sick, they even asked 'you're really not going to be able to make it in today, huh?' And when I went into detail, all they said was 'alright' and than hung up on me. Anyway, what I want to know, as the other person posted above me, what is the definition of an unexcused absence at Walmart?
Let's say you call in 3 consecutive work days. If you have accumulated vacation, personal and sick hours, you use vaca or pers on the first day then use sick on day 2&3. Do this so you get paid all 3 days. If you have no vaca or pers hours to cover the first day, then day one is unexcused. If you have nothing to cover those 3 days, it's still count only as one unexcused absence.
Unexcused just means you don't have anything to cover those days. If you have a health problem or is a caretaker for family member, you may be eligible for intermittent leave. Which means you pretty much take days off when needed and still keep your job. I was illegally terminated August 20, 2013. Exactly 10 months from my date of being hired.
I launched a Facebook page October 31st, 2013 against Walmart Winona Minnesota, store #5397. That page on Facebook: walmart winona minnesota 101 has been viewed: 62057 times as of on my 5:00 p.m. But I have been totally frustrated by Ourwalmart.org in convincing them that Grass Roots efforts, like this page, will have far greater impact against Walmart Nationwide! Ourwalmart wants the big, splashy headlines that they get on protesting against Walmart in major cities across the nation by major media outlets.
The local media in Winona Minnesota are too afraid of Walmart to publish this petition I set up against a Local Walmart. Even though EEOC has filed against this Walmart on my behalf.
Maybe you can convince the Ourwalmart.org and the UFCW to refocus their efforts and back Grass Roots efforts such as mine. I met with a representative in person; one each from Ourwalmart.org and the UFCW; and was given support verbally but both have decided that Big and Splashy headlines work better for them. I disagree a lot.
Just got called in today to be informed that I have missed 3 days. I was on my way to clock out and get home.
Student Attendance Handbook
After getting home and relaxing I am pretty sure I was told I can not call off again until the middle of June, which is strange since the first call off was Dec 28th!! Also have put off going back into personnel because of a mistake on my last pay. I was recently transferred to another department which was supposed to be filled by Feb 8th, long story short I didn't start until 22nd yet my last check had the new lower wage instead!! When I called about it I was basically giving the run around and told they will put in the request for back pay by because a asst mgr screwed up my actual start date in the computer the request would be denied:/ SERIOUSLY!!
Well tomorrow I will get to the bottom of both issues. Anonymous Anyone with issues with their company - Walmart or any other - need to 'follow the policy' and this blog has some really good info. Keep in mind, if you believe you have been wrongfully terminated, it's up to YOU to prove it. You need to protect yourself. How do you do that? You document when people tell you the management has got it in for you. (creating a hostile work environment).
You need to write down each time you're threatened with a write up or disciplinary action and you should NEVER sign it. Even if they tell you it's a requirement, DON'T do it, because it means YOU AGREE with their assessment of the event in question. You may be able to write a reply to it even if you sign, but DON'T sign their acknowledgement part. If you have to sign anything, write up your interpretation to promote your point of view and then sign that only. Here's the important thing and it's a Must Do. If your managers are violating the law by forcing you to work hours you're not scheduled, it's illegal. If they are not allowing you to take lunch hours or your assigned breaks, it's illegal.
YOU MUST GO ON THE RECORD and get to your HR department. Tell them you need to document an issue with management that you want on the record and then do it. They will probably discourage it, but tell them you insist and request the original for the store (with the acknowledgement signed by the HR personnel) and a copy for your own files.
The more you document, the less action they can take. Retribution is ILLEGAL. But if YOU fail to protect yourself, that's on you, not them. If you are not going to stand up to them, who will?? The next thing I would do is go to LegalShield and talk to one of the attorneys if you have that service. Tell them what's going on and email them copies of all the documents you have. They will give you more guidance.
Get physical copies of your attendance, any write ups (yes. You are allowed to have EVERYTHING in your personnel file- you have the right to request it, but must be made in writing) and ask them what more you need.
They may tell you you have to observe the 'open door policy', which is basically going to the manager, then when they don't make it right, you go up the next rung on the ladder. At a certain point though, you may not be able to go further and that's when your legal recourse will begin. Please, for goodness sake, stand up to this. Quit taking the abuse! I have worked at Walmart since the end of March. I found out in October that I was pregnant.
I handled everything well at first, but then started dealing with alot of nausea/vomitting. I have missed SEVERAL days of work. They pretty much refuse to work with me. They told me to apply for intermittent leave but I was denied due to the fact that I havent been there for a year.
I'm almost to termination. I have 2 coachings already.its been difficult. I even asked if they could cut my hours down and they wouldn't.
I refuse to quit. I will work there as long as possible because honestly, I need the money. Any suggestions on what else I can do? Due to illness I have called in four consecutive days. I just started working for Walmart on 12-15-15 full time. I do have a doctor note for two of those days. The first two days of my illness I was unable to be seen by my doctor because there were no available appointment timed so I ended up at Acute Care to be seen by a physician.
I am scheduled to work today even though I am still sick. Can they fire me for already missing the four days even though its all one call in for those four consecutive days? What should I expect to happen?
I have been ill with some flu type of virus and Strep. I have even semi lost my voice and cant speak very well. I am a day shift cashier. During new hire orientation they repeated about 20 times 'do not call in.' I cant help that i've been ill. I am 54 years old.
So by calling in four consecutive days for the same illness how many points is that? What if I missed one week for the same illness? Please advise.
Because of the holiday it was impossible to even schedule a doctor appointment or get in to see my doctor. Still being so that this is the holiday weekend. I still am not well and I am in need of follow up care.
I cant afford to be fired. I took this job because I need the money. Should I go in to work even though I am not well? What will happen if I called in 5th consecutive day? Are they going to fire me? I chose sick as my reason for these absences and was too sick to leave my house except to go to Acute Care and pick up meds.
I did not speak with any manager either when I called the 800 number. Because of the holiday it was impossible to even schedule a doctor appointment or get in to see my doctor. Still being so that this is the holiday weekend. I still am not well and I am in need of follow up care. I cant afford to be fired. I took this job because I need the money. Should I go in to work even though I am not well?
What will happen if I called in 5th consecutive day? Are they going to fire me? I chose sick as my reason for these absences and was too sick to leave my house except to go to Acute Care and pick up meds. I did not speak with any manager either when I called the 800 number. I've worked at Walmart super center in Moore OK for three months. I'm so upset because I have strep throat and a sinus headache which I'm pretty sure I caught from there.
Plus there restrooms near the front of the store is not sanitary in the woman's restroom. In there there is bm on the toilets and it smells so bad. I can't believe that Walmart would put there employees at risk of getting sick or even catching hepatitis b because of the restrooms being so unsanitary.
I understand I'm not full time yet but I do feel that it's in humane to work an employee if there willing to show up to work to show management that you really are sick and you didn't just call in. What can me as a employee do cause I really feel that this isn't right. I was getting married and put in my time request 6 months in advance. The manager a week before tried to tell me they couldn't accept my request for lack of coverage I told them it was ridiculous they couldn't find someone In 6 months and to approve it or fire me.
She approved it. A year later same manager fired me for not organizing the shelf. 10 days after that they asked me to come back and fired her for stealing cell phones. 6 months later I accepted a new job and walked out after I had the flu called out 3 days mon wed fri having tue thurs off said I used all 3 absences and I couldn't be absent again for a year or I was fired. I’m part-timer and 8 months pregnant (didn’t tell anyone until I was 6-7 months) and noticed they cut my hours to 4 days every month now the month of November I have 2 days and huge gap then have thanksgiving scheduled. My husband was saying it’s because I’m pregnant but the department I work in is slower around this time but last year they had me up cashiering, now I filled out my fmla paperwork and it was denied because I only have 800 hours worked instead of 1200.what I’m saying is do they do this to people is it just coincidence? It’s no secret that most men only want one thing, right?
Well it turns out that’s not only wrong, but may actually be the root of many failed relationships. In fact, the one thing men are universally obsessed with. Is actually a feeling he’s been chasing his whole life. It’s an elusive combination of emotion and biological drive that’s rarely satisfied in life or love.
Wal-mart's absence policy says you can have up to three unexcused absences in a six month period. Each absence you can miss up to three consecutive work days. I was sick with the flu and missed work for what would be my second absence.
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I called in about 3-4 hours AFTER my shift had started. My phone service was off so I had to wait for my boyfriend to get home, I called in as soon as I had the chance to do so. I also called in the next two work days, once before my shift, and once about 15 minutes after my shift. The next time I came in, I couldn't clock in, so I went to management and they said I was out of the system. They just removed me from the system, they didn't have me sign any paperwork, nothing. Is there anything I can do about this?
Employment law issues typically require a careful and detailed analysis, so I would encourage you to consult in person with an employment lawyer. One possible claim you may have is interference with your rights under the Family and Medical Leave Act (FMLA). However, employers are generally free to enforce an absence reporting policy without violating the FMLA, provided that the policy has been disseminated to employees and is consistently enforced. Again, you'd need to consult in person with an employment lawyer to get a careful analysis. My answers to questions posted on AVVO are intended to provide general information only, and are not intended to be legal advice. Employment law issues typically require a careful case-by-case analysis.
Consequently, if you feel that you need legal advice, I would encourage you to consult in person with an employment attorney in your area. When you were first hired by Walmart you were provided an employee manual which detailed the circumstances for absence leave, including the specific requirement that you notify your supervisor PRIOR to missing work and PRIOR to the start of your shift.
Employee Handbook
The only exception to this is when there are extraordinary circumstances (like an accident) which might excuse the first day late notification but not subsequent days. What you described is simply being sick and your failure to call in was due to not having a phone - neither of which was likely considered a valid excuse for the late notification. Under the circumstances, Walmart likely elected to terminate you for failure to timely provide notice as required by their employee policies.
You should still try to meet with an attorney, have him / her review the policy and manual carefully to determine whether there was an exception which might excuse your actions and thus possibly get your job back. Attorney is Licensed in Arizona, California, and Colorado only. The opinions and comments offered are in the nature of general business advice relating to generic questions that might be raised. The use of this site is not intended to form an attorney client relationship of any kind. The reader is advised that every situation is different and you should always consult in person with a licensed attorney for the particular jurisdiction in question when your legal rights may be effected.
'I should have been able to leave to go to the ER and not worry about losing my job,' one employee (not pictured) said. Reuters Walmart, the single largest employer in America with 2.3 million employees worldwide, has come under fire for its attendance policy.
Based on conversations with Walmart employees and results of a survey of more than 1,000 current and former Walmart employees, worker advocacy group A Better Balance claiming the retailer has punished its workers for taking sick days and time off to care for loved ones and violated a number of worker-protection laws including the Family Medical Leave Act (FMLA). 'Walmart should fully comply with the law so that no one is illegally punished for a disability-related absence or for taking care of themselves or a loved one with a serious medical condition,' Dina Bakst, founder and president of A Better Balance, the advocacy group that prepared the report,.
Among the complaints A Better Balance received, employees have said they're afraid to call out sick, they've been penalized and even fired after taking sick time, and they face financial ruin as a result. Randy Hargrove, a spokesperson for Walmart, issued a statement to Business Insider in response to the report: 'Like any company, we have an attendance policy that helps ensure our customers are being taken care of and that our associates are protected from regularly having to cover other's work duties. This policy requires that all of our hourly store associates be on time and work their scheduled shifts and manages against excessive absences. 'We understand associates may have to miss work on occasion and we have processes in place to assist them. This includes legally protected and authorized absences, such as medical-related accommodation, FMLA leave, pregnancy and bereavement, that are not counted against our attendance policy.
Associates may request a leave of absence or other reasonable accommodation at any time by talking with any salaried member of management or an HR representative. Each associate's circumstance is addressed individually, in compliance with company policy and the law. 'We have countless Walmart associates who successfully partnered with the company to authorize their absences from work. We believe we have the right training measures in place to help communicate our attendance, disability, and pregnancy policies to our associates.' Keep reading for more detail on some of the key points and quotes of the report. Walmart, the single largest employer in America with 2.3 million employees worldwide, has come under fire for its attendance policy.
Based on conversations with Walmart employees and results of a survey of more than 1,000 current and formerWalmart employees, worker advocacy group A Better Balance issued a report Thursday claiming the retailer has punished its workers for taking sick days and time off to care for loved ones and violated a number of worker-protection laws including the Family Medical Leave Act (FMLA). 'Walmart should fully comply with the law so that no one is illegally punished for a disability-related absence or for taking care of themselves or a loved one with a serious medical condition,' Dina Bakst, founder and president of A Better Balance, the advocacy group that prepared the report, told the New York Times. Among the complaints A Better Balance received, employees have said they're afraid to call out sick, they've been penalized and even fired after taking sick time, and they face financial ruin as a result.
Randy Hargrove, a spokesperson for Walmart, issued a statement to Business Insider in response to the report: 'Like any company, we have an attendance policy that helps ensure our customers are being taken care of and that our associates are protected from regularly having to cover other's work duties. This policy requires that all of our hourly store associates be on time and work their scheduled shifts and manages against excessive absences. 'We understand associates may have to miss work on occasion and we have processes in place to assist them. This includes legally protected and authorized absences, such as medical-related accommodation, FMLA leave, pregnancy and bereavement, that are not counted against our attendance policy. Associates may request a leave of absence or other reasonable accommodation at any time by talking with any salaried member of management or an HR representative. Each associate's circumstance is addressed individually, in compliance with company policy and the law. 'We have countless Walmart associates who successfully partnered with the company to authorize their absences from work.
We believe we have the right training measures in place to help communicate our attendance, disability, and pregnancy policies to our associates.' Keep reading for more detail on some of the key points and quotes of the report. Walmart, the single largest employer in America with 2.3 million employees worldwide, has come under fire for its attendance policy.
Walmart Employee Handbook Bereavement Policy
Based on conversations with Walmart employees and results of a survey of more than 1,000 current and formerWalmart employees, worker advocacy group A Better Balance issued a report Thursday claiming the retailer has punished its workers for taking sick days and time off to care for loved ones and violated a number of worker-protection laws including the Family Medical Leave Act (FMLA). 'Walmart should fully comply with the law so that no one is illegally punished for a disability-related absence or for taking care of themselves or a loved one with a serious medical condition,' Dina Bakst, founder and president of A Better Balance, the advocacy group that prepared the report, told the New York Times. Among the complaints A Better Balance received, employees have said they're afraid to call out sick, they've been penalized and even fired after taking sick time, and they face financial ruin as a result. Randy Hargrove, a spokesperson for Walmart, issued a statement to Business Insider in response to the report: 'Like any company, we have an attendance policy that helps ensure our customers are being taken care of and that our associates are protected from regularly having to cover other's work duties. This policy requires that all of our hourly store associates be on time and work their scheduled shifts and manages against excessive absences.
'We understand associates may have to miss work on occasion and we have processes in place to assist them. This includes legally protected and authorized absences, such as medical-related accommodation, FMLA leave, pregnancy and bereavement, that are not counted against our attendance policy. Associates may request a leave of absence or other reasonable accommodation at any time by talking with any salaried member of management or an HR representative.
Each associate's circumstance is addressed individually, in compliance with company policy and the law. 'We have countless Walmart associates who successfully partnered with the company to authorize their absences from work. We believe we have the right training measures in place to help communicate our attendance, disability, and pregnancy policies to our associates.' Keep reading for more detail on some of the key points and quotes of the report.