I was told yesterday via phone that my position was eliminated. I have been with Macys over 5 years and a Magic Maker (that award they had out each year that entitles you to 30% o the back vs 20%) for two years. What baffles me is that the surveys are deemed as so important yet they are letting good employees go and keeping those that not only not do as well but actually under perform. I am told there is no control over that, is that true? Can't management decide to make which cuts and move people to keep the good people? Also when you were told did you get a letter or just a FAQ package?
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Non Commission associates can cover in any departments. Doesn't matter the zone unless it's a specialized business like Fine Jewelry or Shoes. It's a cost to the store when non comm associates are used too often as they are not paying for themselves like a draw vs commission associate. Of course commissioned associates can't work in a non commission area as this will put them in deficit if they are not given non productive time---which is also a cost to the store.
@RiJMRwb-1wbt...you can’t cover commission hours with non commission people. Completely different zones and selling structure. They cannot put a men’s non commission associate into your commission hours.
Not sure what your store volume is, but I can tell you at some point especially in smaller doors, the writing is on the wall. The commission zone will probably be eliminated and merged into the non commission zone. I’m a SM in Men’s and we did this several years ago, eliminated men’s suits and shoes zone which was dept 732; moved men’s shoes onto the women’s shoes floor (which stayed commission) and men’s suits was zoned into total men’s where there is no commission. The associates who were moved out of the old commission zone received an increase/new hourly rate equal to their average hourly rate if that amount was higher than their draw rate.
I am in a commissioned area (Men's shoes), I am a top performer, high score cards including my client, etc. My issue is men's (including polo, men's furnishing, etc) is realistically one Department and they switch people out all the time for coverage. They have cut the p/t in men's suits and shoes but there is no way to cover the total store opening by the two full timers left. So we know they will simply pull the part timers they are keeping in men's furnishing who are here a lot less time than me and do not perform well if they perform at all (just being honest here) into work my hours in men's suits and shoes. So the position is not eliminated it is just filled by someone doing the same exact job as me just being pulled from another area. If P/T positions have to go then they should reallocate according to seniority; we should be given a choice.
Folks, in general selling peer analysis is NOT used. A fantastic associate hired in 2017 will be cut before the rotten associate hired in 2015. It’s all about the number of full and part time jobs in general selling that your store is supposed to have. Whomever is the least senior of each stasus get the ax until the numbers are met. Don’t get wrapped up in how much better of a ft associate your are than your ft coworker whose been there longer. It doesn’t matter.
Are you in a general selling area or in a commission area? Need to know more.
General 8010 is all seniority and once the least senior associates are cut then they move the rest around the store into the positions that are left. A cut FT cannot displace a PT and move into their job. Same for a cut PT, they cannot displace a cut FT. You are just cut.
If you are in a commission department they used JUST the people in that one area (like jewelry complex) and did what’s called a peer analysis and the heaviest weight in that is still seniority and they also look at review score and something else which I can’t remember. Also based on what jobs were cut. If a ft was cut and there was only one Ft, that’s the person that was cut. If there were two or more ft and one had to be cut, the peer analysis was used.
This all determined who got cut in the stores.
Follow up; it goes by dept. Say, 1 out of 3 fj part timers need to be severed, it will go through that process. If you are severed, you will usually be given an option to move into another opening in the store if there is one. This is why in sept/oct, stores are directed not to fill open jobs with permenant people so if layoffs do happen, they are spots to put them in. Some stores work out ok, others do not.
A lot of this changes if it is a union store. Then it is just based on seniority by dept for that position being cut. Performance is not a factor unless on warning or dml. Associates love the union until they find out even though they have a much better performance, the other one was picked because they have a seniority over them by 3 days.
And there is a system, seen it in use. If you have a complete and do not feel thw right choice was made, go to solutions in store and they will investigate.
That’s BS that system. I am a good executive with a lot of experience. The person that was picked actually was in my hierarchy and I did their review. I’m all the other categories you describe I would have more points. The only difference was our pay was extremely different as that person made significantly less then me. So I call BS
So if I am a good employee, with attendance in good standing and a good score card, are you saying that the store has the ability to compare me to other part time employees in the store. I am being told that is not the case. I am being told that because my department part time positions are being eliminated and there are no openings they can't offer me anything. People they are keeping came in well after me.
Usually goes in this order;
1) employees on warning or dml are cut first
2) seniority
3) if seniority is same, then performance. This can be changed in order with #2.
Been through all the recent layoffs and seen both "good" and "bad" employees leave. Many that are picked to be severed are offered another position with different hours but cant/wont work them so take the package.
VPSM input is only accepted if their is some type of tie. HR has a program that already has employees broken down into points. So if a position is eliminated, they can go in, select the store and type if positions and you get the ranking of affected associates from best to worst. This can either be the only decision maker, or combined with others to make the final decision. The days of it being left to 1 person is gone to prevent favorability resulting in a lawsuit.
Realistically are you a higher earning person. I am noticing from the layoffs I am seeing that higher paid people are let go and lower paid people are getting to stay.