Starbucks Baristas: The daily grind
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Advice for Covid Three Preferences and trying to separate while immunocompromised (self.starbucksbaristas)
submitted by q-a-z-x
I spoke w my store manager today about the three preferences we’re going to be able to choose from in light of cat-pay ending.
I’m immunocompromised and have been out on cat-pay since March with a doctor’s note regarding that info.
I think I am going to take option three and opt for separation because I am afraid for my health and safety atm. I also have an immunocompromised roommate, and worry about the impact my job could have on her.
I was told that I **would** be working my newly scheduled shifts through the 15th before whatever preference I chose was finalized. Despite being in a relatively high risk area my store has never closed and according to my SM is doing well and rebounding faster than expected. She says bc of this she expects most preferences to be honored.
Is there any way I can opt out of these shifts and fast track separation? Does anyone know of a manager allowing that or who is a a manager giving that option to people?
Any help would be amazing
I’m immunocompromised and have been out on cat-pay since March with a doctor’s note regarding that info.
I think I am going to take option three and opt for separation because I am afraid for my health and safety atm. I also have an immunocompromised roommate, and worry about the impact my job could have on her.
I was told that I **would** be working my newly scheduled shifts through the 15th before whatever preference I chose was finalized. Despite being in a relatively high risk area my store has never closed and according to my SM is doing well and rebounding faster than expected. She says bc of this she expects most preferences to be honored.
Is there any way I can opt out of these shifts and fast track separation? Does anyone know of a manager allowing that or who is a a manager giving that option to people?
Any help would be amazing
[deleted] 8 points 3y ago
[deleted]
favorite-secret 2 points 3y ago
sorry, i have a dumb question. so if i tell my SM tomorrow that i want option three, then tomorrow would be my last day?
Mariiriini 2 points 3y ago
Separation is supposed to occur following the conversation, so the next day, as explained by my DM. I'd talk to your DM or PCC for clarification if it seems like your SM is not wanting to honor the package as offered.
q-a-z-x [OP] 2 points 3y ago
So this would not be a situation where I would have to wait until the SM/DM convo on the 12th?
Can I find this info on the partner hub? She didn’t specify for package 3, just lumped 2&3 into the same category saying the timeline would be:
Partners give preference by the 7th ->
SM and DM talk on the 12th and DM gives confirmation on whose preference can be honored ->
honored preferences go into effect on the 15th
Can I find this info on the partner hub? She didn’t specify for package 3, just lumped 2&3 into the same category saying the timeline would be:
Partners give preference by the 7th ->
SM and DM talk on the 12th and DM gives confirmation on whose preference can be honored ->
honored preferences go into effect on the 15th
Mariiriini 1 points 3y ago
Honestly your situation is kind of unique so I'd feel uncomfortable saying anything but to please call the partner contact center for advice. I'd also try giving away your shifts. It's less paid out money, but it's also less exposure for you.
meeshseeks23 1 points 3y ago
As far as I understood, these are to be preferences you let your SM know and then the SM and DM y’all about the districts needs and what they can do for the partners. So even choosing option 3, might not lead to it.
q-a-z-x [OP] 1 points 3y ago
I think you're essentially correct. My SM said that my location has been doing well enough to most likely honor any preference chosen. But that's not even a guarantee in my specific situation.
My hope is that anyone choosing option 3 in any location would be honored, but idk how they're going to play it.
My hope is that anyone choosing option 3 in any location would be honored, but idk how they're going to play it.
writersandweirdos 1 points 3y ago
Sorry, what were the three options/where can I find them? I’m in the process of transferring stores and am out on short term disability. I’m also immunocompromised and have provided medical documentation but I don’t have a SM giving me updates right now 🙃
meeshseeks23 1 points 3y ago
If you look on the hub I believe it’s the partner care FAQ sheet or parter preferences.
writersandweirdos 1 points 3y ago
Thanks!
fidleyr 1 points 3y ago
I'm not sure what you can do for sure ...
But, some companies are held to FMLA (Family Medical Leave Act) so you can get a doctor's note to use any sick hours you have and unpaid time and they have to keep your position, then you can separate on the 15th as planned without any risk of being fired as you have a legit medical reason to be absent from work. I know FMLA in some cases is retroactive, not all companies probably are subject to it and it might depend on the state you live in.
In a prior job, we had to work with HR on this, so I assume PCC is the contact and then you need a doctor's note as well and there might be other things required as well. I'm not sure if this is something that is an option for you, but definitely explore it. Also, Starbucks might accept a doctor's note and use of sick leave/unpaid time in certain circumstances, but you should probably have to check the employee handbook and maybe HR to make sure you aren't violating anything that could be considered for firing.
But, some companies are held to FMLA (Family Medical Leave Act) so you can get a doctor's note to use any sick hours you have and unpaid time and they have to keep your position, then you can separate on the 15th as planned without any risk of being fired as you have a legit medical reason to be absent from work. I know FMLA in some cases is retroactive, not all companies probably are subject to it and it might depend on the state you live in.
In a prior job, we had to work with HR on this, so I assume PCC is the contact and then you need a doctor's note as well and there might be other things required as well. I'm not sure if this is something that is an option for you, but definitely explore it. Also, Starbucks might accept a doctor's note and use of sick leave/unpaid time in certain circumstances, but you should probably have to check the employee handbook and maybe HR to make sure you aren't violating anything that could be considered for firing.
_Pulltab_ 2 points 3y ago
I’m 99.9% sure FMLA will likely not apply in this situation. It is for a serious health condition that you or a qualified family member has that prevents you from working on intermittent days or for a block of time due to an acute situation. It would apply to a flare up of a chronic condition but not as a preventative measure as would be the case here.
Source: in my last life I was a 20-year HR professional who managed FMLA administration as part of my duties.
Source: in my last life I was a 20-year HR professional who managed FMLA administration as part of my duties.
q-a-z-x [OP] 1 points 3y ago
>I’m 99.9% sure FMLA will likely not apply in this situation. It is for a serious health condition that you or a qualified family member has that prevents you from working on intermittent days or for a block of time due to an acute situation. It would apply to a flare up of a chronic condition but not as a preventative measure as would be the case here.
thanks, I appreciate the info
thanks, I appreciate the info
q-a-z-x [OP] 1 points 3y ago
Thank you for the info, I’ve been looking into getting medical info to go down this route
sassy7girl 1 points 3y ago
Do you know if option 3 also pays you out your earned vacay & sick time- as that could be substantial.
q-a-z-x [OP] 2 points 3y ago
I know it does payout vacation time, I'm unsure of sick leave. There's an FAQ in the document on the partner hub titled "Partner Care Preferences and FAQ - Quick Reference Guide - US-CO" that goes into more detail, more reliably than I can.
sassy7girl 1 points 3y ago
Thx- read the fine print on that now- lol - vacay time yes. Sick time is not applicable to LOA or separation ...
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