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About Iamaquestionperson

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  1. Exactly! Consent is the keyword. As you can see in the policy listed above- there is no mention and no consent for private information to retail management. Additionally- it does raise concerns as if your manager knows whats in your wallet- they can launder/steal money out of the system and have you blamed. And I'd like to point out "they assigned me an investigator as it was deemed "excessive"
  2. You both realize a police officer needs a warrant to view the contents of one's wallet- which by definition means others (including your employer) does as well- right? Also- that would be the legal distinction between a purse and a wallet. TSA can search your bag, not your wallet.
  3. I called the hotline after posting this and inquired. To be clear- The hotline confirmed it is 100% appropriate to call them with these concerns and questions so I am unsure where you hear it is isn't. The purpose of this hotline is to handle these concerns. In fact when I told them of this response, they email HR as her actions were entirely inappropriate according to the company policy. Federal law is what it is. Breaking it because it's just retail (or having no knowledge of it) isn't an excuse (especially as banking is categorized as retail just an fyi). And to be specific, the treasury.gov specifies that counterfeit money is to be turned in, or if uncomfortable with that- called in to local law enforcement to have a second opinion. As it is right now, the company just hands back the money with no explanation (which is illegal bc in the 1960s and 1970s that is how they denied those of color service, to prevent this a store should inform them that the bill fails to pass counterfeit inspection and give the customer the options of calling the police or taking it back and turning it in themselves or alternatively, not returning it at all and calling the police. The current way of handling it leaves the company open for a lawsuit for service denial and discrimination in addition to not following the federal guideline). Coupe this lack of proper handling with excessive wallet searches and that they do not want us counting our own drawers before and even after usage (which we should be, as it is policy)- by banking standards this is a potential money laundering situation (if you can control the flow of cash (ie. only you know what amount of $ is with who) and possess in depth knowledge of whats in an employee's wallet, it is easy to set up an employee for reward cash- hence why the District managers sudden anger at it being questioned is VERY concerning). Since this company also has a VERY long history of discrimination (and losing lawsuits in regard to it), it would be very much in their interest to follow the federal guidelines. It's actually really sad most retailers do not know any cash handling laws, as they do exist (money laundering laws cover most of them tbh, but they still apply. Like counting your own drawer and having it verified by another individual, Other than for hiring purposes all private information should be private- things like that are covered in law but since it's not critically applied most people allow their rights to be violated and then are surprised when they're fired). As far as OSHA goes, what I meant about "bottle labeling vs MSDS", we have bottle' who's labels are completely blacked out with marker, by OSHA reg, that is only okay if we had a MSDS available. We do not have MSDS in our retail stores. You have to either have the correct bottle labeling or a MSDS on hand- with neither being available that's a massive fine waiting to happen. Additionally, having thousands of pound in metal racking improperly hanging above employees in the backroom is both a massive fine AND potential accident waiting to occur (they literally have large metal fixings, toppled on top of each other, with other boxes containing metals on top of them. These metal pieces do fall from time to time, so fall no one's been underneath them but that's just irresponsible to not do anything about it). Between the labeling and the unsafe rackings- the two would be nearly $1million in fines, not countng that they have an improper method of disposing mop water (they require us to lift a 60-80lb bucket, no water filling method what so ever and it's open bleach containers next to regular soaps). Considering that they DO NOT start managers as associates and it's unheard of by HR (whom I called), I think it's safe to assume it is odd behavior. Denying me a proper interview is specifically prohibited by EEOC as well. I am going to made the call to OSHA and the Human Rights commission- I am just trying to make sure I'm not forgetting anything and I have always found that reflecting online about these things before engaging is helpful (as I makes me have to explain in detail and consider my wording). Especially as writing the post made me realize that the "dear friend" comment is probably why the hotline guy remarked that it appears that "the investigations department may be contaminated" and why it's being escalated to corporate HR instead of being place in investogations. Like I said before- I am experienced. I go out of my way to learn and remember things. These things probably wouldn't bother me if I didn't know the laws so well and the implications of ignoring them. I am not sitting here contemplating the correct actions because I don't if these are serous, I am doing this because I am VERY well aware how serious this is and have been warned of the consequences of pursuing answers and reporting. I am merely trying to make sure that should they fire me for reporting I have a concrete place to stand (as it has happened to me before and I won the lawsuit that followed. I am not scare of following the law- just the actions of those who are adamant about not following it).
  4. I applied for a Store Manager position in a mall retail store (qualifications are attached below in picture format from original posting). When the district manager in charge of hiring called, she was very excited and remarked about my qualifications (I have 2.3 years experience in management, more recently being a managing director of a start up company to help establish operations and 3 and half years of retail/customer service- including having worked as a banker for a while very recently). When I went in for my interview she was clearly taken a back when she saw me. She didn't bother to ask many questions and immediately scheduled me a 2nd interview with someone else. In the second interview I earned that she had an application packet with questions she should have been asking me, but never did. Instead I was offered a Sales associate position, which I took because it gives me something to do while I apply elsewhere. 1 month in and I'm worried. I see OSHA and federal cash handling regulations being broken, and when I ask about it I'm told that this is just how things operate. Then I hear that while they're had on going interviews, they've been offering these interviewees the same position I accepted and this starts to bug me a bit as they made it sound like they had someone. Then I reflect on the policy manual and it's clearly not policy either. So I called an anonymous line to inquire about everything (excessive searches, OSHA bottle labeling vs MSDS, counterfeit handling, some questionable behaviors and my employment circumstances- I specifically asked for clarification on the qualifications for the position I originally applied to and if I could get some feedback for future applications for that position since I was now a company employee). I was assigned an investigator and reassured that I wasn't overreacting as these were very reasonable inquiries. 2 weeks later I receive a call not from the assigned investigator but from my district manager. She chews me out, first for "misuse of the anonymous line", then proceed to attempt to justify why my other concerns are silly (mind you- I recently worked for a bank, I am very informed on the federal cash handling procedure- especially in regards to counterfeit bills and the proper way to handle being given one). She end with "by the way, you just weren't qualified for the position. If you are going to report issues, you shouldn't have taken the job. Seems like you don't like it." Now I'm taken aback as it is policy to call the anonymous line with these concerns and we have a VERY specific "See something, say something" policy. I ask her what the qualifications were and where I could improve for future reference in regard to the position. All she said to me was "Well there's lots of qualifications. You just don't have them." and loops back to this statement every single time I ask if she could explain that further. Then says my assigned investigator is a "dear friend" of hers and she will be calling to follow up with me and to let her know that this was resolved. I am an EXTREMELY by the book person. Even for entry level positions, I learn the handbook, I actively participate and try to resolve conflicts immediately. My direct managers (the keyholder and assistant manager) have told me I should be wary as the district manager has always simply fired those who ask for answers or reported things to the anonymous line instead of her. What should I do to protect myself if this is true? Is there any calls I should be making outside of the company?
  5. Hey, I am a retail worker at a local mall. Our store's policy states: "All bags/containers carried in or out of the location must be inspected during shift changes, breaks or during trash removal." However, in actuality they want to not only look in our bags, but what us to open our wallets and show them what is in it. Bag/purse inspections don't bother me, the wallet part does as it's not only personal information but often times it directly shows your personal economic status (lack of cards or money in it) and can easily be misused (as this means your managers see exactly how much cash you have in your possession and since there's no record of the search or contains of the searches any thing can be reported by management/associates). When I called our anonymous helpline with this question, they assigned me an investigator as it was deemed "excessive", but a week later instead I got a phone call chewing me out by the district manager. She read me the policy (over the phone) saying it specifies/includes "zippered compartments" and she reiterated this 5 times (assuring me that it was in fact there)- but when I reviewed the policy at home (as you can see above and clearly in the picture of the policy included) it doesn't. So before I continue to ask more questions on this topic to corporate- are there any specific law or regulation or even legal notice in relations to one's personal wallet/the information kept inside? Thank you! And yes, I took out the company name from the policy since I want to allow them to correct this without any backlash.
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