Starbucks Baristas: The daily grind
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Forceful promotion to customer advice? (self.starbucksbaristas)
submitted by [deleted]
[deleted]
EeePeeTee 7 points 2y ago
You can call PCC and try to push back. Maybe they'll work with you or let you transfer to another store...
However, it sounds like this manager was looking for a legal and safe reason to excuse someone and this person was you. Sorry you lost your job. Hope you land on your feet.
Do you want to fight it? Is this job worth it for you?
However, it sounds like this manager was looking for a legal and safe reason to excuse someone and this person was you. Sorry you lost your job. Hope you land on your feet.
Do you want to fight it? Is this job worth it for you?
[deleted] [OP] 3 points 2y ago
I mean, *did* you write the wrong time? Do you have a history of writing the wrong time?
Time theft is a fireable offense and Starbucks is an at-will employer. Unless your store is part of a union, which is very, very unlikely because there’s like, 4 Starbucks in the whole world that have unions, it’s not going to help you now. Any stocks you have that have vested (meaning you’ve had them for over a year) you will keep. The rest you will lose. You can directly contact Fidelity for more information.
Time theft is a fireable offense and Starbucks is an at-will employer. Unless your store is part of a union, which is very, very unlikely because there’s like, 4 Starbucks in the whole world that have unions, it’s not going to help you now. Any stocks you have that have vested (meaning you’ve had them for over a year) you will keep. The rest you will lose. You can directly contact Fidelity for more information.
Azra-l 5 points 2y ago
Yeah unfortunately I’m an opening shift partner, so the one 5:15 shift this year threw me off. Def my mistake, just seems so undeniably evil to fire someone over that
[deleted] [OP] 3 points 2y ago
Is there a reason why you write your times rather than clocking in and out on the iPad / back computer?
Azra-l 3 points 2y ago
Our ipads have been down for 2 weeks, and the play caller was using the back computer to put in the daily order. We all have been writing our times.
Like I said, writing the wrong time was my bad. I’m just surprised he can levy expulsion off of that one deal, and a write up before he was even a partner himself. I feel so powerless. And incredibly offended he made it seem like I’m the kind of liar that would do that on purpose. I think that hurts more than me now scrambling to make rent.
Like I said, writing the wrong time was my bad. I’m just surprised he can levy expulsion off of that one deal, and a write up before he was even a partner himself. I feel so powerless. And incredibly offended he made it seem like I’m the kind of liar that would do that on purpose. I think that hurts more than me now scrambling to make rent.
[deleted] [OP] 4 points 2y ago
I was curious if there was a reasonable explanation or if they’d be able to paint it as malicious all the way across.
It may be worth contacting PRC or your DM. If there’s ample proof of other partners writing their time, consistent examples of you writing 4:30am in the past two weeks, and no other examples of you “forging” your time, I would say that you may have a case.
Because it’s probably being considered time theft, I’m pretty sure your manager is using the past write up of an example of a second chance that they didn’t need to give you. Like I said, I don’t believe that managers are required to give write ups for any kind of theft, including time theft.
It may be worth contacting PRC or your DM. If there’s ample proof of other partners writing their time, consistent examples of you writing 4:30am in the past two weeks, and no other examples of you “forging” your time, I would say that you may have a case.
Because it’s probably being considered time theft, I’m pretty sure your manager is using the past write up of an example of a second chance that they didn’t need to give you. Like I said, I don’t believe that managers are required to give write ups for any kind of theft, including time theft.
eietna 2 points 2y ago
My friend got fired because she was an ssv when other partners didn't wear masks. She called pcc and got her job back. I really think you should take this persons advice and call them. This is not how people are fired at Starbucks and they will definitely look into it.
_Pulltab_ 2 points 2y ago
I would call PCC or your DM.
I have extensive HR experience outside of Starbucks. Here’s what I would throw in for consideration:
1. Although most companies don’t have a policy about old warnings no longer counting, generally speaking, if they are more than a year old they are given less weight.
2. Typically, a single very old late write up and one time card issue doesn’t warrant termination, if there’s a reasonable defense. Which leads me to my third point -
3. There should have been an investigation. It doesn’t sound like he did one. I’m not sure what Starbucks policy is but I’ve never worked anywhere that didn’t have protocols for terminable offenses. It required documentation, review, approval. I was a site HR manager for a 1000-person facility and still needed to have a review before terminating someone under most cases. If necessary, you suspend pending investigation just to get them out and then terminate once the investigation is completed and reviews are done. This is to make sure you’re making the right decision, being fair to the employee, and protecting the company from potential lawsuits for discrimination.
4. I don’t know if this is Starbucks policy or a district policy but we literally don’t fire anyone without a second member of management present to act as a witness. Anytime someone is fired a manager from another store comes in to sit in on the meeting. That’s also a general best practice in most industries.
Without knowing all the details, it sounds like this guy jumped the gun and I would escalate the issue.
I have extensive HR experience outside of Starbucks. Here’s what I would throw in for consideration:
1. Although most companies don’t have a policy about old warnings no longer counting, generally speaking, if they are more than a year old they are given less weight.
2. Typically, a single very old late write up and one time card issue doesn’t warrant termination, if there’s a reasonable defense. Which leads me to my third point -
3. There should have been an investigation. It doesn’t sound like he did one. I’m not sure what Starbucks policy is but I’ve never worked anywhere that didn’t have protocols for terminable offenses. It required documentation, review, approval. I was a site HR manager for a 1000-person facility and still needed to have a review before terminating someone under most cases. If necessary, you suspend pending investigation just to get them out and then terminate once the investigation is completed and reviews are done. This is to make sure you’re making the right decision, being fair to the employee, and protecting the company from potential lawsuits for discrimination.
4. I don’t know if this is Starbucks policy or a district policy but we literally don’t fire anyone without a second member of management present to act as a witness. Anytime someone is fired a manager from another store comes in to sit in on the meeting. That’s also a general best practice in most industries.
Without knowing all the details, it sounds like this guy jumped the gun and I would escalate the issue.
julesoo 1 points 2y ago
You obviously live in a blue state. Here in Texas, employees have essentially no protections and any manager can be just like, GTFO 😥
_Pulltab_ 3 points 2y ago
That’s the same where I live as well. Legally. But, that’s not how corporations typically work, even if legally we are at will. At will doesn’t mean that you can fire for discriminatory reasons so in order to protect the organizations still put processes in place to protect their interests and not wind up with a lawsuit.
Legal? Sure? The way it typically works in large global corporations? Not usually.
Legal? Sure? The way it typically works in large global corporations? Not usually.
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