that came out for the last period dont make sense or add up? In my department we had more labor to use this period then last however we received one fourth of the gainshare payout. Does anyone know if they paid the severence out of the teams labor budgets? My stores STL promised is huge gainshare payouts because this pool was based on the old labor percentages.
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Gainsharing? WHAT gainsharing? As soon as you make any gainsharing, they move the goalposts. Oh, you were able to do that well with X team members, let's cut your labor back. Gainsharing is a ripoff. All it does is cut service to the customer and make TMs think they are being rewarded for working together. We aren't responsible for our lack of efficiency -- it's the insane demands of leadership and our crap technology...like guns that freeze up or the system being down all day. It's like telling the cab driver that you'll give him an extra quarter if he can make 10 stops but still average 65 mph. Employee-friendly companies don't use "gainsharing"...they use PROFIT sharing. And Whole Foods has never been unprofitable. Instead, leadership is robs the company blind by paying themselves stock options that they create out of thin air. http://www.bizjournals.com/austin/news/2015/09/15/whole-foods-stockholders-ok-huge-share-increase.html Also note that the named activist tried to stop the executives from having accelerated vesting of options in the event they go private. PEOPLE, gainsharing is the crumbs. I suspect this gang is about to help themselves to even more of the treasury and then guarantee themselves golden parachutes when they go private, potentially saddling the company with ridiculous debt. WAKE UP! Conscious Capitalism and Values Matter were propaganda designed to divert attention from the appropriate named Walter ROBB's plans. Tell a friend!
Clearly you need to brush up on your understanding of how labor surplus works. None of this post even makes sense.
Every team has a percentage of their sales to spend on labor. Team leaders schedule based on projected sales. If they have higher than expected sales or less than expected labor costs and they don't spend it all it gets paid out based on several factors, one of which is the amount of money already in the teams savings pool.
If teams aren't spending their labor, the percentage will get cut the following year as they have proven they don't need the money.
There is absolutely no way that the severances could have come from the labor pools. There is no where near enough money there.
If you still don't understand, ask your tl to see the labor report.
I wish they would take away the gain share and use that money for the labor budget. When one or two teams get huge gain share checks and most others get almost nothing, it would be better used keeping TM jobs and not making us work harder to cover the lost TM's.
Look at the report on the Grapevine. Were your sales lower than last period? Did your team have a lot of OT? Were TM hours coded incorrectly? Retro pay for TM raises? They are not using current gainshare pools or team labor budgets to pay out severance. The severance costs are much, much higher than our meager labor budgets...they could reach up to 22 million.
Probably. Ours were the same