| Kohl's Department Stores |
| Kohl's Department Stores How Greg Hobson, Doug Helmrich, Richard Garcia, and Maria Fernandez killed Kohl's LP Sacramento, California |
| 30th of Nov, 2010 by User847386 |
| I work as loss prevention for Kohl's in region 13. Let me list the things that Kohl's does that causes a hostile work environment for their loss prevention personnel. They are continually rolling out new programs to reduce shortage, increase productivity, and serve as checks and balances from corporate down to store side. They provide quarterly training to go over some of the material, but never any hands on. They don't check with the people who know if these programs will be useful or not, and don't give more hours for completion. So you end up with confused employee's who complete the job incorrectly, that work off the clock to complete the job, and really have no use for the program. Then they get berated on how they need to better time manage, and a reminder on who signs their paychecks. They roll out a new loss prevention manual every year, last year three, which completely hamper loss prevention from being productive safely and are so vague it leaves LP open for being fired when we miss-interpret something in our grey area. LP is afraid to report any incidents requiring hands on, because we will immediately be investigated and probably fired unless we're black or favored. I've seen LP's who had no integrity go into other stores and make bad stops, falsify reports, and destroy video get kept on because they were black and pulled the race card, or because they produce a lot of numbers and the one's up top would rather turn a blind eye so they can look good. I've also seen an LP get fired for not completing their weekly paper work, who also had not been provided the proper training. I know every situation is different, but look at the huge difference between the two situations, who would you keep? Kohl's worries about their turnover rate #'s so they will retrain executives who continually don't do their jobs because their lazy, but fire LP at the drop of a hat. For those of us that do our jobs and do it well, it is still not satisfying because there is so much turmoil around us, and we feel guilty because we have to work off the clock to get everything done that they expect from us and it still isn't enough. Our territory HR has no integrity and will come up with ways to fire people, but will not use that same excuse to fire another. Double standard ya think? Kohl's thinks of LP as a liability, so they will always keep things vague so that if we are put in a situation where we must make a decision they can fire us even though they are the ones that set us up for failure. Why not go somewhere else you say? Well as they will remind you, there is nothing else in this economy, so go ahead and try. Why haven't those who have been fired for bullshit reasons sued? Because they're so happy to get out of Kohl's and still collect a paycheck they don't want to win and have to go back. Because believe me I know of at least 5 cases that would have won. They harass LP so bad while we are there, I couldn't imagine having to go back after suing and winning. If you're an LPS and your LPO makes a bad decision you're on the chopping block as if you did it. My advice for all LP's still at Kohl's, don't cause waves, do your job/paper work, produce enough numbers so you don't get looked at, and collect your paycheck until you can find something else. |
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