Starbucks Baristas: The daily grind
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How do I get $BUX ethics department involved? (self.starbucksbaristas)
submitted by EasternEngineer4
March 2019 - My clinical Depression returns.
May 2019 - I am out on medication to assist
October 2019 - workplace environment and stresses with store management results in a mental breakdown. I am committed to a Mental Health Facility for 10 weeks
November 2019 - group therapy, therapists, and Psychiatric doctors all advise I need to request a transfer to another store. I contact my SM and am verbally told that will not be an issue.
December 2019 - contacted SM to confirm status of transfer. Told sue to new store opening, NO until it does in opens
January 2020 - ask SM again as to status. Told construction issues delay opening/transfer until Feb.
3 February 2020- RECEIVE OFFICIAL DIAGNOSIS OF AUTISM SPECTRUM DISORDER.
5 February 2020 - informed SM of medical conditions and asked for transfer status. SM now states due to store renovations in area, no transfers until March
March 2020 - COVID-19 lockdowns issued. Reduced hours, no transfers.
April 2020 - due to high risk and possible exposures, put on Catastrophe pay for month
2 May 2020 - called by SM and told mandatory training on 4 May
4 May 2020 - new entry procedures in place, but not explained to unfamiliar partners. Training was overcrowded with 24 people in the building. (FL rules still limit ALL gatherings to 10 people) Due to risk, I back away to compose myself from having a panic attack. Told by SM to go home and receive 1-on-1 training in return to work on 5 May. Send text to FB partners/friends explaining why I had to leave training. Also sent TXT to SM to explain my state of mind and thank her for assistance.
5 May 2020 - Come in to work/train. Immediately sent on Leave of Absence. [events of this day are fuzzy due to Shock] not told how long, why, rights, anything
6 May 2020 - txt from SM providing case number and 800 for Sedgwick
7-26 May 2020 - attempts to contact anyone at $BUX for any information continue to fail. Attempts to contact Sedgwick refer to $Bux for info. Still no information.
27 May 2020 - only correspondence I have received from $BUX is a bill from benefits for $108 to keep benefits.
28 May 2020 - call from DM, says both SM & DM tiring to contact me and no reply. They do not acknowledge any of my attempts to contact them via txt, Voice or email. DM also says LOA is from SM worrying about me from TXT I sent on 4 May. LoA to end 6 June. DM says 3 options coming up 1 June and talk more then.
5 June 2020 - Physically drive to building, door open for mobile pickup only. Upon entering building attempt to talk to SM about 3 options. Provides me with printed info regarding 3 options.
6 June 2020 - SM goes on vacation. Call from ASM wanting to know if I have had a chance to make a choice out of 3. Officially request Option 2(LoA due to included medical)
9 June 2020 - call from ASM, “DM says option 2 not available because store -15 people from what is needed.” ASM offers option 3. Officially and adamantly drug use option 3, request option 2 and if not available Option 1.
——————————————————
So, 7 months of runaround, 1 month of LoA which I still have yet to receive ANY information about. I NEED $BUX for medical insurance. I’m willing to work. If I am not provided at least 20 hours to guaranty medical benefits and I am not allowed to take option 2, HOW DO I CONTACT THE ETHICS DEPARTMENT TO HAVE THEM LOOK INTO THIS CLEAR ADA VIOLATION?
May 2019 - I am out on medication to assist
October 2019 - workplace environment and stresses with store management results in a mental breakdown. I am committed to a Mental Health Facility for 10 weeks
November 2019 - group therapy, therapists, and Psychiatric doctors all advise I need to request a transfer to another store. I contact my SM and am verbally told that will not be an issue.
December 2019 - contacted SM to confirm status of transfer. Told sue to new store opening, NO until it does in opens
January 2020 - ask SM again as to status. Told construction issues delay opening/transfer until Feb.
3 February 2020- RECEIVE OFFICIAL DIAGNOSIS OF AUTISM SPECTRUM DISORDER.
5 February 2020 - informed SM of medical conditions and asked for transfer status. SM now states due to store renovations in area, no transfers until March
March 2020 - COVID-19 lockdowns issued. Reduced hours, no transfers.
April 2020 - due to high risk and possible exposures, put on Catastrophe pay for month
2 May 2020 - called by SM and told mandatory training on 4 May
4 May 2020 - new entry procedures in place, but not explained to unfamiliar partners. Training was overcrowded with 24 people in the building. (FL rules still limit ALL gatherings to 10 people) Due to risk, I back away to compose myself from having a panic attack. Told by SM to go home and receive 1-on-1 training in return to work on 5 May. Send text to FB partners/friends explaining why I had to leave training. Also sent TXT to SM to explain my state of mind and thank her for assistance.
5 May 2020 - Come in to work/train. Immediately sent on Leave of Absence. [events of this day are fuzzy due to Shock] not told how long, why, rights, anything
6 May 2020 - txt from SM providing case number and 800 for Sedgwick
7-26 May 2020 - attempts to contact anyone at $BUX for any information continue to fail. Attempts to contact Sedgwick refer to $Bux for info. Still no information.
27 May 2020 - only correspondence I have received from $BUX is a bill from benefits for $108 to keep benefits.
28 May 2020 - call from DM, says both SM & DM tiring to contact me and no reply. They do not acknowledge any of my attempts to contact them via txt, Voice or email. DM also says LOA is from SM worrying about me from TXT I sent on 4 May. LoA to end 6 June. DM says 3 options coming up 1 June and talk more then.
5 June 2020 - Physically drive to building, door open for mobile pickup only. Upon entering building attempt to talk to SM about 3 options. Provides me with printed info regarding 3 options.
6 June 2020 - SM goes on vacation. Call from ASM wanting to know if I have had a chance to make a choice out of 3. Officially request Option 2(LoA due to included medical)
9 June 2020 - call from ASM, “DM says option 2 not available because store -15 people from what is needed.” ASM offers option 3. Officially and adamantly drug use option 3, request option 2 and if not available Option 1.
——————————————————
So, 7 months of runaround, 1 month of LoA which I still have yet to receive ANY information about. I NEED $BUX for medical insurance. I’m willing to work. If I am not provided at least 20 hours to guaranty medical benefits and I am not allowed to take option 2, HOW DO I CONTACT THE ETHICS DEPARTMENT TO HAVE THEM LOOK INTO THIS CLEAR ADA VIOLATION?
NOTcreative- 4 points 3y ago
I hear your frustration but the post isn’t very clear. What exactly is the ethics violation? You said you’re willing to work, your store is short partners and has hours for you. How far is the transfer? Yes sometimes with new stores they get delayed in building due to city ordinances. What precisely do you feel is the ethics violation? You probably had a medical LOA with Sedgwick that ended. Whatever happened in 2019 is not relevant to today’s situation. Is the issue you’re in an area with no options to work other than store you anticipated transferring to not opening on schedule? I just need more clear information to help point you in the right direction.
EasternEngineer4 [OP] 0 points 3y ago
Sorry, so much has happened that I wanted to get it all down. In Panama City/Panama City Beach area there are 4 drive-thru and 2 cafe only stores. I am open to transfer to any of them. My ethical concern is that I was not ASKED for input or consulted in any way regarding the LoA. I was told to go home and that I would be contacted with more information.To date I STILL do not have any official information from anyone about the duration, conditions, my right, my responsibilities or the type of LoA. As such, the State of Florida seemed me ineligible for any unemployment compensation.
Additionally, since October I have never been provided access to any of the communications from Starbucks including weekly updates, procedural changes or corporate communications. With only dial-up internet at home I cannot access the Partner hub from home and am never allowed on the store computer to look up this information myself.
My concern is that ever since I made my SM aware of my official documented Autism diagnosis, any and all requests for written training materials under ADA accommodations have been dismissed with “its on the hub”. The withholding of information included contact information for my SM, ASM, and the name of and contract info for my DM. In fact it was from Sedgwick that I was ever given the 888SBUX411 number with which to contact SBUX.
All of this obstruction began with my requesting to transfer to any other store in the district as instructed by my medical providers. Documents were signed “on my behalf” and request submitted in my name without my knowledge or consent. And any and all attempts to contact my SM short of physically cornering her while in the store at the same time were ignored.
It was only after a entire month of fighting with the SBUX411 number and leaving messages and texts to my DM & SM that I was contacted, 1 time by my DM. I do not see how it is ethical to deprive me of the information I need to make informed decisions and perform my duties at work? How can legal choices be made “on my behalf” without me ever granting permission for someone to do so? How is it with open availability and the promise of 30 hours a week on average, that following my asking for a transfer, my hours have been cut below the minimum required to maintain benefits? How is it ethical to retract the options provided by Starbuck corporate and constantly ask for me to accept a severance package over returning to work? How is it ethical for a SM to publicly state that they have NEVER had to fire a partner, and instead cut back their hours until a partner has to quit so they can pay their bills? How is it ethical for Managers to reply to and make accommodations for all partners in a store except for the oldest, disabled partner who has NEVER received any sort or performance or behavioral reprimand?
I simply want someone OUTSIDE of my store’s management structure to review my situation and the actions taken by my direct chain of command. Someone with the authority and pull to insure all partners, not just me, are given a fair and equitable work environment.
Additionally, since October I have never been provided access to any of the communications from Starbucks including weekly updates, procedural changes or corporate communications. With only dial-up internet at home I cannot access the Partner hub from home and am never allowed on the store computer to look up this information myself.
My concern is that ever since I made my SM aware of my official documented Autism diagnosis, any and all requests for written training materials under ADA accommodations have been dismissed with “its on the hub”. The withholding of information included contact information for my SM, ASM, and the name of and contract info for my DM. In fact it was from Sedgwick that I was ever given the 888SBUX411 number with which to contact SBUX.
All of this obstruction began with my requesting to transfer to any other store in the district as instructed by my medical providers. Documents were signed “on my behalf” and request submitted in my name without my knowledge or consent. And any and all attempts to contact my SM short of physically cornering her while in the store at the same time were ignored.
It was only after a entire month of fighting with the SBUX411 number and leaving messages and texts to my DM & SM that I was contacted, 1 time by my DM. I do not see how it is ethical to deprive me of the information I need to make informed decisions and perform my duties at work? How can legal choices be made “on my behalf” without me ever granting permission for someone to do so? How is it with open availability and the promise of 30 hours a week on average, that following my asking for a transfer, my hours have been cut below the minimum required to maintain benefits? How is it ethical to retract the options provided by Starbuck corporate and constantly ask for me to accept a severance package over returning to work? How is it ethical for a SM to publicly state that they have NEVER had to fire a partner, and instead cut back their hours until a partner has to quit so they can pay their bills? How is it ethical for Managers to reply to and make accommodations for all partners in a store except for the oldest, disabled partner who has NEVER received any sort or performance or behavioral reprimand?
I simply want someone OUTSIDE of my store’s management structure to review my situation and the actions taken by my direct chain of command. Someone with the authority and pull to insure all partners, not just me, are given a fair and equitable work environment.
CriticalSheep 2 points 3y ago
For the record, this is ONLY an ADA violation if you have clearly stated your disability and reasonable accommodations have been made for your work.
We have a partner who is on the Spectrum but he hasn't yet declared reasonable accommodations for his work, so he has to work within the parameters of the job, despite trying to use his disability as a crutch for why he is slower and/or keeping partners in the store well past when they're done with work.
Because you are getting the runaround from your ASM, SM and DM, your best bet is to call PCC, not the Ethics hotline.
We have a partner who is on the Spectrum but he hasn't yet declared reasonable accommodations for his work, so he has to work within the parameters of the job, despite trying to use his disability as a crutch for why he is slower and/or keeping partners in the store well past when they're done with work.
Because you are getting the runaround from your ASM, SM and DM, your best bet is to call PCC, not the Ethics hotline.
mykotman12 2 points 3y ago
What is the violation exactly? Or what’s the issue? I am not understanding what you need help with.
Did they deny your preference? Or are you assuming? If they said preferable was denied, are you deciding to stay with the company? Starbucks is not obligated to honor any of the 3 preferences btw. That’s why they called preferences.
Did they deny your preference? Or are you assuming? If they said preferable was denied, are you deciding to stay with the company? Starbucks is not obligated to honor any of the 3 preferences btw. That’s why they called preferences.
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