ALMOST EVERYTHING HAS A LINK ... NOV 18
THINGS ARE
GETTING TOUGH
I REALLY NEED
A JOB NOTHING
SPECIAL. TO
HELP MY FAMILY
|
THINGS ARE
GETTING
TOUGH
I REALLY NEED
A JOB
|
AS LONG
AS THE
ECONOMY
FOR
OTHERS IS
GOOD,
WALMART
WORKERS
CAN EAT
DIRT.
LONG EMAIL FROM WALMART
WATCH AT THE BOTTOM OF
THIS PAGE
|
UNTIL THERE IS
MORE...THERE WERE IN
MANY STORES
THOUSANDS OF DOLLARS
OF BAD CHECKS THAT
WERE NEVER REPORTED
OR TRACKED DOWN IN
ANY WAY...JUST DON'T
WRITE ANOTHER CHECK
AND IT MAY BE FREE!!!!
I'VE SEEN IT...I'VE BEEN THERE.. ASSOCIATES, CASHIERS, STOCKERS, ASSISTANT
MANAGERS JUST ABOUT ANYONE...EVEN SOME HANDICAPPED WORKERS AT TIMES ARE
EXPECTED TO RETRIEVE SHOPPING CARTS FROM THE PARKING LOT.
WALMART FOR ANY NUMBER OF YEARS MAKES NO DISTINCTION AS TO YOUR JOB CODE.
IF YOU WORK FOR WALMART YOU SELDOM SIT AT A DESK. OFFICE WORKERS ARE
EXPECTED TO STOCK SHELVES AS NEEDED. THEY DO WORK IN THE BACK ROOMS AND
RECIEVE FREIGHT. ANYONE WHO REFUSES TO DO MANUAL LABOR HAS TO PRESENT A
DOCTOR'S NOTE THAT SAYS YOU ARE NOT ABLE TO AND IF YOU REFUSE YOU ARE
COACHED...THIS OF COURSE IS DEPENDING ON THE DISTRICT AND STORE MANAGERS. I
HAVE SEEN THE MANAGEMENT OF THE STORE EXPECT MUCH MORE OUT OF ASSOCIATES
THAN THEY WERE EVER TOLD WOULD BE EXPECTED. WORKERS COMP CASES ARE
USUALLY ALLOWED SOME KIND OF WORK THAT DOES NOT REQUIRE MANUAL LABOR AND
IF THERE IS NOTHING AVAILABLE THE ASSOCIATE IS TOLD THEY CANNOT WORK.
IF IT ISN'T LAW...WALMART COULD CARE LESS. IT IS NO LONGER FAMILY FRIENDLY AND
THE MEDICAL INSURANCE DOES NOT HELP ASSOCIATES BECAUSE PREVENTIVE
MEDICINE IS USUALLY NOT AN OPTION.
IF FOR ANY REASON YOU ARE ILL THEY USUALLY MAKE IT SO UNBEARABLE THAT THE
ASSOCIATE QUITS.
Still, some on
Wall Street were
taking a
wait-and-see
approach to the
stock. Of the 26
analysts polled
by Reuters
Estimates, 11
rated the stock
"hold" or
"underperform".
PROMOTION OPPORTUNITIES
ARE EVAPORATING FAST.
ONE HUNDRED FIFTY
DISTRICT MANAGERS ARE
BEING CUT IMMEDIATELY.
THAT LEAVES ABOUT THREE
HUNDRED AND FIFTY FOR
ALL UNITED STATES STORES
THE INFORMATION IS ON THE
MAIN PAGE OF THE SITE.
Reports from Baton Rouge
Stores tell me that the new
system is not working at all.
Freight is piling up,
customers are complaining,
the shelves really are almost
always bare...I have shopped
in many of them. Associates
in Virginia, Florida,
Wyoming, California, New
Hampshire, Alabama and
Ohio indicate the failure.
NO LONGER
FAMILY FRIENDLY
THE WORD IS
THAT IF YOU
NEED A
TRANSFER AND
ARE APPROVED IF
YOU ARE FULL
TIME YOU WILL
HAVE TO TAKE A
RECLASSIFICATIO
N TO PART TIME
IF YOU
RELOCATE...
A NATIONWIDE ORGANIZATION FOR
RETAIL WORKERS AND ASSOCIATES!!
PLEASE EMAIL IN YOUR STORE NUMBER AND THE STATUS OF YOUR BACKROOM
AND THE FREIGHT SITUATION.
1. FREIGHT 2. UNDER STAFFING # OF ASSOCIATES IN YOUR STORE
3. # OF MANAGEMENT 4. DEPT MANAGER OR MERCHANDISE MANAGER
5. TRAILERS OUTSIDE STORE 6. FREIGHT OUTSIDE STORE 7. FREIGHT ON THE
FLOOR ALL DAY 8. LOSS PREVENTION YES OR NO? 9. OPEN 24 HOURS OR
CLOSING EARLY NOW 10. BLITZ TRAILERS 11. LAY A WAY TRAILERS 12.
ROTATION OF GROCERY, FRESH DEPARTMENTS 12. HAVE YOUR HOURS BEEN
CUT? 13. COACHINGS 14. TERMINATIONS 15. RESIGNATIONS/QUIT
16. MORAL ISSUES 17. GENDER DISCRIMINATION 18. OPEN DOOR 19.
FLUFF/MEETINGS/PICK LISTS/INVENTORY PREP/DSD/CLAIMS/CUSTOMER
SERVICE/CASH OFFICE PROBLEMS/ZONING/MAINTENACE/ANYTHING THAT JUST
DOESN'T SEEM RIGHT. EMAIL ME...JULIEJPJERSEY@AOL.COM
PANAMA CITY
FLORIDA
WALMART
ASSOCIATES
BELIEVE THAT
THE CORPORATE
OFFICERS ARE
KILLING OFF THE
COMPANY.
THEY CAN'T KEEP
ASSOCIATES BUT
CONTINUE TO
HIRE THE
HELPLESS
WALL STREET
REWARDS
WALMART AND
IT'S WAY OF
TREATING
WORKERS.
THE STOCK
GOES UP
CONSIDERABLY
AFTER THE
MEMO IS
RELEASED...
From: Nitetimehugs1
Message 1 in Discussion
just wondering if all the
stores are like mine......no
one working on the floor,
at all the customers are
getting bent out of
shape.because they
expect great customer
service, and when its not
there.....they take their
business else where, then
Wal-Mart complains about
their budget...catch
22......mager shrink
because of this.as
well........interested in
your thaughts on this
matter...................
October 15
WATCH YOUR
BACK AT YOUR
LOCAL WALMART
BECAUSE THEY
WILL BE
LOOKING FOR A
REASON TO
TERMINATE YOU
AND REPLACE
YOU AS SOON AS
POSSIBLE
EMAILS DO NOT WORK...NINE MONTHS OF
CONTACTING LOCAL AND NATIONWIDE MEDIA
RESULTS IN WALMART GETTING A PASS...EVEN
ROBERT GREENWALD'S DOCUMENTARY WILL
NOT RELATE WHAT IS REALLY GOING ON AND
ALTHOUGH IT MAY BE INFORMATIVE IT WILL
NOT BE REPORTED THE WAY IT SHOULD BE.
THE MAINSTREAM MEDIA ALSO HAS A PROBLEM
TAKING ON WALMART. ASSOCIATES CALL THE
PRESS CALL THE MEDIA...TELL THEM YOU WANT
THE ENTIRE STORY REPORTED ON FROM BOTH
SIDES.
THE ONLY WAY TO ASSIST AN ILL FAMILY MEMBER IS TO FILE FOR FMLA. THERE
ARE VERY FEW MANAGERS THAT ALLOW A FAMILY TO TAKE CARE OF EACH
OTHER. WHEN MY DAUGHTER WAS HOSPITALIZED ON CHRISTMAS EVE THEY
MADE THE ATTEMPT TO COACH ME BECAUSE OF IT EVEN THOUGH THE STORE
MANAGER OKAYED MY GOING TO THE HOSPITAL FOR HER.
THEY ALSO LIE ABOUT WHAT THEY SAY OR ALLOW WHEN THEY FEEL THE NEED
TO AND ARE CONSTANTLY WORKING ON TERMINATING ANYONE WHO HAS BEEN
AROUND FOR A WHILE. SEVEN YEARS IS WHEN AN ASSOCIATE IS FULLY
VESTED. THEY DO NOT WANT ANYONE TO MAKE IT THERE.
THEY DO EVERYTHING IN THEIR POWER TO GET A PERSON TO QUIT PRIOR TO
THE SEVEN YEAR MARK.
THEY WILL USE THE ASSOCIATES CRITICAL NEED TRUST FUND FOR ANYTHING
THEY LIKE. THEY TRIED TO PAY EXTRA RELOCATION REIMBURSEMENT TO ME
WITH A CHECK FROM THE FUND...SHORTLY AFTER I SAID I WOULD NOT ACCEPT IT
MY PROBLEMS INCREASED AT MY STORE. LEE SCOTT SAID SENDING IT FROM
THE FUND WAS "BAD JUDGEMENT" BUT TOLD ME NOT TO RETURN THE CHECK.
MIKE DUKE ANSWERED AN EMAIL I SENT WITH A CALL. I WAS NOT HOME SO HE
LEFT A NUMBER FOR ME TO CALL HIM. WHEN HE ANSWERED THE PHONE HE
SOUNDED OUT OF IT...I WON'T SAY WHAT IT SOUNDED LIKE EXCEPT HE REALLY
SOUNDED PREOCCUPIED AT THE MOMENT AND WAS BASICALLY UNABLE TO
TALK ABOUT ANYTHING...HE REALLY SOUNDED VERY MUCH LIKE A PRE
OCCUPPIED BILL CLINTON.
THAT IS MY OPINION AND NOTHING WAS ACCOMPLISHED ... I HAD TO HANG UP
THE PHONE ... IT MADE ME FEEL ILL. I HAVE NO IDEA OF WHY HE ANSWERED IT.
MAYBE HE WAS EXPECTING A CALL AND HAD TO PROVE HE WAS THERE...HE'S IN
CHINA NOW...ISN'T HE?
I WANTED TO HELP. TO EXPLAIN HOW THEY COULD RECOUP THE KIND OF
DEDICATION THAT THE ASSOCIATES FELT WHEN THE COMPANY FIRST STARTED.
NO ONE WOULD EVEN ATTEMPT TO LET ME TALK...TO LET ME EXPLAIN.
THE OVERALL ATTITUDE IS THAT WALMART ASSOCIATES AT ANY LEVEL ARE
STUPID AND DESERVE TO BE TREATED AS IDIOTS. SPECULATE, LIE TELL THEM
ANYTHING. RE HIRE THIEVES BECAUSE YOU CAN HOLD IT OVER THEIR HEADS?
STORE MANGERS THAT STOLE, AND LIED ARE VALUED BY WALMART.
AT SEVEN YEARS
AN ASSOCITE IS
FULLY VESTED
AND COSTS TOO
MUCH TO KEEP
ACCORDING TO
THE MEMO. PAST
REPORTS HAVE
TOLD OF THE
WAY WALMART
IS OPTING TO
HIRE ONLY PART
TIME HELP AND
IS ALIENATING
THE ASSOCIATE
BASE AND LONG
TERM WORKERS
EXPERIENCE AND
DEDICATION
MEANS NOTHING
As the months pass I wonder will Walmart, ever be held accountable for the lies
and the propaganda?
As I research the legal aspects of how do you take on Walmart? I find nothing
really different from what I thought but actually having the lawyers tell you how
they can continue to lie, steal and cheat and not be held accountable really
does something to your faith in our justice system.
Labor laws are set up to favor “The Walmart Way” and I am sure many others
benefit from the law also.
I have yet to check all of the states but where a state has an at will labor law
there isn’t much you can do. If they don’t like the color of your eyes they can fire
you.
Even in states that are more complex it is still the Walmart lawyers against you.
The way Walmart does business is not moral at all in many instances and
someone…anyone really needs to do something about the lies that surround
the corporate officers and bless those who lie and steal from the very
associates, who are also the people Walmart will lie about in order to cover the
demoralizing way that it handles many of it’s people.
I sincerely understand why the attorneys avoid Walmart cases unless there is
quick money to be made.
Attorneys that have dealt with the gorilla will say that if there is a situation where
a person can prove something that is federal law they may take it on.
Otherwise lies, morals and misappropriations are the norm and are allowed to
go uncontested.
The lies are the worst and even with a class action lawsuit against them they
have not learned the meaning of what a lie is and how it affects people.
Destroy lives? Seriously they can and they do not care if they do. They are not
held accountable as they do not hold accountable anyone working for them if
they can help it.
Most associates will continue to go on with their lives after Walmart. Injustices
eventually fade away because the company has put up walls to high for an
average person to scale.
Depending…I never say never. Presently I have my eyes set on exposing the
truth and letting everyone know exactly how destructive Walmart can be it is
actually a very dangerous employer to work for. It is okay for a student or a
quick stop, but as far as a career it is not the place to go.
The destruction that takes place after years of dedicating ones self to the
company and being thrown aside at anyone’s whim is not a good thing. A life
based on a career at Walmart is not stable at all.
At one time…maybe it was. Now it is not the place to aspire, not the place to
excel and definitely not the place to go for a long-term position.
The “New Walmart Culture”
1. Follow Blindly
2. Ask no questions
3. Corporate profits above all
Do not expect to find anyone willing to take on Walmart. File your own lawsuit.
Expect years to pass and do not live to see it happen.
Wait for the stockholders, because they are in control.
Wait for someone to realize that the associate base will be the demise of the
company.
I have said it for years now and although I never say never. Although I am not
psychic I seriously believe Walmart is on it’s way to the biggest fall ever seen
by Wall Street.
The shields are up, and have been for some time.
The family, the corporate officers have made their money and will drain every
cent they can before the fall.
Even while giving the illusion of confidence and losing a considerable amount
in order to keep the stockholders blind to the peril the company faces the
officers and the Waltons will still be well off after the fall.
They will fall, probably way before I can recover anything.
|
New York Times Wed, 26
Oct 05 by Michael
Barbaro and Steven
Greenhouse-An internal
memo drafted by M.
Susan Chambers,a senior
executive vice president
for Wal-Mart's employee
benefit
department,proposes
ways to lower benefit
costs on health care. Ms.
Chambers suggested to
the Wal-Mart Board of
Directors,hire more part
time workers, discourage
unhealthy people from
working at
Wal-Mart,reduce
contributions to the
401(K) plan. Ms.
Chambers,according to
the "Leaked Memo,"
voices dismay that
workers with seven years
seniority earn
considerably more than
workers with one year's
seniority,but are no more
productive. Right now
Wal-Mart is trying to
improve its tarnished
public immage because
critics have attacked WM
for being stingy on
wages and health
coverage. Ms. Chambers
proposes cashiers help
push carts for physical
activity.
OCTOBER 13, 2005
VIRGINIA...
As of today our store will no longer use the Orion to screen anyone applying for a job at
Walmart.
I don't know if this is taking place at all stores or not.
Also, as of Monday, the Department Managers SWAS Report will no longer show the
department managers staffing (8-5, 11-8, 2-11) schedules.
Management has cut everyones schedules back so bad when the Monday morning
SWAS comes out the Department Managers are very upset because it's all in black and
white.
Now any Department Manager wanting to know thier stockers schedules must go to the
schedule board and look up each associate individually.
THE ABOVE IS A REPORT FROM A WALMART ASSOCIATE.
DEPENDING ON CIRCUMSTANCES THIS REPORT IS TYPICAL OF WHAT HAPPENS PERIODICALLY AT
WALMART. THERE IS NO LONGER A CULTURE. NO LONGER A LIFE. MANY WALMART STORE
MANAGERS ARE TOLD TO DO ANY NUMBER OF THINGS THAT TEAR AT THE MORALE OF DEDICATED
WORKERS.
AS FAR AS THE ORION, IN SOME STORES IT HAS BEEN RENAMED. IT MAY BE GETTING THROWN OUT
AND A NEW ONE PUT IN. IT REALLY MAKES NO DIFFERENCE AS MOST STORES FIND A WAY AROUND
IT ANYWAY.
"Appreciate everything your associates do for the business. Nothing else can quite substitute
for a few well-chosen, well-timed, sincere words of praise. They're absolutely free and worth
a fortune.
Sam Walton
Capital isn't scarce; vision is.
Sam Walton
Each Wal-Mart store should reflect the values of its customers and support the vision they
hold for their community.
Sam Walton
High expectations are the key to everything.
Sam Walton
I had to pick myself up and get on with it, do it all over again, only even better this time.
Sam Walton
I have always been driven to buck the system, to innovate, to take things beyond where
they've been.
Sam Walton
Outstanding leaders go out of their way to boost the self-esteem of their personnel. If people
believe in themselves, it's amazing what they can accomplish.
Sam Walton
There is only one boss. The customer. And he can fire everybody in the company from the
chairman on down, simply by spending his money somewhere else.
Sam Walton
There's a lot more business out there in small town America than I ever dreamed of.
Sam Walton
We let folks know we're interested in them and that they're vital to us. cause they are.
Sam Walton
We're all working together; that's the secret.
Sam Walton
My walmart store here in Marion, OH, s****, because there is no respect for Blacks that work for the company, they
are being lied to on a daily bases by store manager, co-managers, and also managers of the store. They say that
the open door policy is there in place, but when you talk to them
nothing changes but everything stays the same. There were an associates that told another associate that "That
she were dreaming because WalMart would never promote anybody black in the Marion, OH store to be over
Whites and to tell them what to do." Also
in another department a promotion did take place where a Black received a promotion or should I say a move up
but was not given the same hours that the White person who had the same job worked. As we all know that this is
a form of discrimentation. all of these things need to be looked into.
Thanks,
A concerned Associate
--
Posted by Anonymous to Walmart Associates at 10/14/2005 09:28:17 PM
at my store the communication is a key in how it affects all of our jobs if u ask management a question they will
direct you to some one else who has no idea they dont listen and there is absolutly no communication between
management in return affects everyone and nothing gets done to fix this existing problem and is swept under the
rug or our feet like dirt. and in retrispective thats how we are treated
--
Posted by Anonymous to Walmart Associates at 10/14/2005 07:10:20 PM
As of today our store will no longer use the Orion to screen anyone applying for a job at Walmart.
I don't know if this is taking place at all stores or not.
Also, as of Monday, the Department Managers SWAS Report will no longer show the department managers staffing
(8-5, 11-8, 2-11) schedules.
Management has cut everyones schedules back so bad when the Monday morning SWAS comes out the
Department Managers are very upset because it's all in black and white.
Now any Department Manager wanting to know thier stockers schedules must go to the schedule board and look up
each associate individually.
agree that Sam would not be pleased, but the character of a store is the reflection of its management team. There is
at least one store in Arkansas that runs well and the managers do respect the associates. I just transfered from one
that didn't. It's a shame that even though Sam's quotes are hung in the store and not followed. Maybe upper
mananement needs to be reschooled in his teachings. I love the work I do and enjoy the people in this store.
--
Posted by Anonymous to Walmart Associates at 10/09/2005 06:14:04 AM
I am a 21 year associate with Wal-Mart and the past 20 years have been good for me-- but I get along with
management and many fellow associates. I have seen the changes over the past 5 years- since David Glass retired.
David Glass still believed in Sam Waltons ideas and beliefs but now with him gone Sam is truly gone. There was an
article in my local paper on October 1st in the Jacksonville Times-Union by ap press Mitch Stacy. Their web site is
The Times-Union Jacksonville.com It is sad that Wal-Mart is changing the way they are and that "family" is now
disregarded in more ways than one. I hope that this info is helpful to you and maybe associates can do something
before it is to late.
New Message on Working at Wal*Mart
-----------------------------------------------------------
From: JulieMPierce
Message 4 in Discussion
This is a copy of an original post from the Huffington Post that was taken off the blog shortly after posting.
Amazing....
Back in February a couple of what looked like college kids were at my house for about nine or ten days. Filming
everything in sight. They did not say who they were filming for. I had no prior knowledge of who they were filming for.
They did all of the filming then they presented me and my family with a release form that I told them I could not sign
because it basically was written in a way that would kill the copyright to the book I was writing. Eventually I took a copy
of it to a local attorney and even he indicated that if I had signed it and published the book later I could have a
problem with the copyright.
Robert, I do not mind sharing knowledge for a good cause. The book that I have written is from inside the stores and
tells the story of the Walmart Culture as it was and now is.
But I do not want to be misrepresented and I did not want anyone to use my name in a way where I would be
terminated. If anything after seven years with the company I had hoped to hold on at least until the film came out.
Considering I already have been terminated I would not mind helping if I can say it the way I see it and be me without
worrying that the film will be cut to shreds and it will look as if I had a vendetta against the company.
You want to knock Walmart. What about the fact that the way my name was used it put me into a situation that caused
me to be terminated?
Actually you probably did me a favor but it may not be that way for others.
I certainly hope that no one else is terminated because they shared information with your people.
Many of the associates that work for the company depend on their jobs.
I knew there was a chance that someone would find out that I was a part of a film on Walmart but it would not have
happened so fast if someone who had my name didn't use it to gain entry to someone else's information.
I was astounded that as the corporate officers that interrogated me said that my name was on top of a list associated
with Carolina Productions as a contributor to an Anti-Walmart film.
Still working on getting the book published.
Obviously I may have to change more of it than I wanted to.
There is no comparison to this book. It is the only one written by a Walmart associate from the inside.
This book explains what went wrong. It is my belief that it would be easy to repair Walmart’s image. Our family was
introduced to Walmart in <st1:place w:st="on"><st1:City w:st="on">Altus</st1:City>, <st1:State w:st="on"
>Oklahoma</st1:State></st1:place> in 1990. After moving to <st1:State w:st="on"><st1:place w:st="on">Florida</st1:
place></st1:State> we opened a business. All locations were near division one (smaller Walmarts) stores.
As they moved and were changed to Supercenters, businesses in the area felt the impact I closed all three locations. I
started working for Walmart in 1998.
The Walmart Culture that Sam Walton started was still strong in the first stores. There was an atmosphere that
generated caring associates that took care of the customers and almost a cult of dedicated associates. Wages and
benefits were not as important as the family. As time passed there was a steady decline in the culture and the
treatment of the associates.
As a family we have worked in Walmart stores located in <st1:State w:st="on">Florida</st1:State>, <st1:State w:st="on"
>Alabama</st1:State>, <st1:State w:st="on">New Hampshire</st1:State> and <st1:State w:st="on"><st1:place w:st="
on">Louisiana</st1:place></st1:State>.
In <st1:State w:st="on"><st1:place w:st="on">New Hampshire</st1:place></st1:State> all six were employed at
Walmart stores. At this time only two remain working for the company. One quit, three were terminated.
I have held numerous positions throughout my career with Walmart, changing in store job codes and going through
management training in two stores while in <st1:State w:st="on"><st1:place w:st="on">Alabama</st1:place></st1:
State>. The other associates in the family have changed jobs as requested by management and have held many
different positions.
Since being promoted to assistant manager, I have worked in six different stores as a salaried member of
management. I personally have worked for ten store managers, six district managers, five regional managers and all
of the executive and corporate officers that have come and gone since 1998.
I have worked with a total of over 4000 Walmart associates at every level and in every job code. I have talked to many
more in stores surrounding our locations and when traveling and at Walmart training classes.
I have tried endlessly to let the corporate officers know that their treatment of associates will result in the demise of
the company. Their people made a difference and now that they treat their associates as they do their people will
make the difference again. It is all so simple. The company will lose market share due to poor customer service by
associates that no longer care.
Numerous times I have contacted and met with district, regional and corporate officers on many subjects and made
many attempts to correct and resolve a number of issues.
As a pro associate member of management I have seen my opportunity to promote disintegrate before my eyes.
The final days of my employment I worked through meetings until they started to take the form of interrogations on
more than Walmart and started to question my personal life, during which I had no witnesses present. After
requesting an attorney be present I was told I could leave and left the store after notifying management.
Tom Coughlin, who I considered to be one of the last Walmart officers to carry on Sam Walton’s culture retired at the
end of January, 2005. Until then any open door issues that I brought him were responded to and sent to the
appropriate person to be looked at and resolved almost immediately.
With no response from the corporate offices, my store manager and I agreed on February 28th I would return to work
on March 2nd. Instead the store manager called the same evening terminated me explaining he was directed to do so
and it was not his decision.
By the way Luisa Dante took quite a few of my personal items when she left <st1:State w:st="on"><st1:place w:st="on"
>Louisiana</st1:place></st1:State>. I told her she could use them and to please send them back.
I did recieve a box of stuff and I would like to see the people it belongs to get it back. I have no idea of who they are
and considering I am looking for work do not have the time to attempt finding them.
The remainder of my items I would like back.
Why did they have to be so nice on the surface and so nasty because I didn't want to sign my book and all of my
information away?
Regards and Good Luck
Posted by: Julie Pierce at June 1, 2005 08:41 AM
By the way. Yes, there are times when the Walmart health plan is not affordable for a worker and there are times that
some health care is not covered by the plan they do have.
I do believe they could do better with this. But as a salaried member of management I was never told to send anyone
out for government assistance.
Possibly some stores have sent people out to get assistance...not me...not in the stores that I worked in.
Julie:
I will try to call you tomorrow. Until then, my point would be that
you write that Wal-Mart said it was OK that people talk to Greenwald
and then they fired you for it. Considering what you wrote me a month
ago about moving expenses, you might have legal protection as a
whistleblower. Greenwald, on the other hand, hasn't released any film
yet, yet Wal-Mart has a list of people he's talking to. Whose fault
is that? Perhaps Wal-Mart is spying on him?
Best of luck,
Jonathan
(Julie, I sent this letter to the President, CEO's, Officers and Directors of Walmart.....not even one replied.)
Christine
I am adding this comment today (5-06-05) so everyone will understand that the only persons I included in the
discrimination case are the ones I have mentioned in this email.......don't get it twisted.
Mr.Michael Duke, Mr.David Glass, Mr.John Walton, Mr.S.Walton, Mr.Lee Scott Jr., Mrs.Linda M. Dillman,
Ms.M.Michele Burns,
I am writing on behalf of my fellow employees and myself.
My Walmart has been discriminating against white workers. Several employees and myself have been the victims of
discrimination, reverse racial discrimination and subject to a poison work enviroment.
I reported this to Walmart Ethics, my District Manager Joe McQueen, my Store Manager Willie Cheeks, our
Co-Manager Tina, one of our Assistant Managers (Allen) and several employee's both black and white. I said I
wanted it documented and I wanted to know the outcome.
Here is what was said by my Assistant Manager Sondra. White women are so stupid. They are fools. They are so
foolish. When you see the court tv shows it's always a black woman divorcing a black man and it's a white woman up
in the middle of it. The only reason a black man wants a white woman is because they buy them everything. Black
women won't do it. They won't put up with it. (Very discriminating)
Assistant Manager Sondra said that to Assistant Manager Joanne while I was sitting in the Ad Office waiting to give
one of my associates (Cheryl) her yearly eval.
Another time: Co-Manager Tina mistakenly called Assistant Manager Sondra by another persons name at an
evening store meeting. Co-Manager Tina had called her Barbra.
Barbra is another one of our Assistant Managers and she is white.
Assistant Manager Sondra grabbed her jacket and gave it a tug. Then she turned around so her back would be
facing Co-Manager Tina. She then proceeded to say "I am not white. I don't want to be white. What do I have to do
to make people see that?" One of my associates (Christopher Mckinely) was standing beside me when Assistant
Manager Sondra said this.(discrimination)
Another time: We were standing at the paint counter. Annette from the electronics department was talking about the
news and something stupid that happened. AssistantManager Sondra said "They must of been white."
(discrimination)
Another time: Co-Manager Tamia was promoted to a Store Manager. Several of the employee's decided to throw
her a party in the Personal Office. At the party Assistant Manager Sondra asked everyone to applaud for the new
Store Manager because she is black and she made it. (discrimination)
Both Robin who does our comp shopping and Justine the department manager of toys told me this, at different
times, not knowing either one had told me before.
(Note: can you imagine someone asking you to clap at a store store meeting because you are white!)
Another time: Our Store Manager Willie went to meet a lady at AppleBee's Restaurant. The lady was going to be a
new CSM at our store. Assistant Manager Sondra said "I bet she's white and I bet she's cute." (discrimination)
Alice the department manager of ladieswear told me Assistant Manager Sondra said that to her. Assistant Manager
Sondra was her Assistant at the time.
A few days after I had reported the discrimination I was called into the Co-Managers office. Store Manager Willie
and Co-Manager Tina were there. Store Manager Willie asked me if I knew what a "Red Book" was. I did not. He
told me it was a red book.
Now I know this is a log book where discrimination complaints are documented and then filed.
Store Manager Willie then asked me if I knew why I was in the office. I said "I imagine it is because of what Assistant
Manager Sondra said and I reported it."
It was if I were in court. Store Manager Willie did the questioning and Co-Manager Tina had to write down word for
word what I was saying. The questions were about who said what, when it was said, where it was said, what actions
did they make, were there any witnesses, how I felt about it, etc.
I must make note that I started telling Store Manager Willie about an incident that happened which I had heard
about. He asked me if I was there. I said no. Then he said I couldn't use that.
But after I checked into the paperwork I found out that I was aloud to use that information and managment would
need to check into what was said. And I could also add any new information to the case that I wanted, within a
certain amount of time.
Then I was handed the same list of questions and I had write down my own answers.
When I was finished Store Manager Willie asked me to initial a list of statments.....which I initialed without reading
because I trusted him, but now I see that I wasn't suppose to initial the paper until the investigation was complete.
When I finished writing my answers Willie said he would get back to me if it was founded. Then he corrected himself
and said he would get back to me either way, whether it was founded or not. He thanked me for my information.
After the investigation:
Store Manager Willie called me in his office. Assistant Manager Donna was present as well.
The outcome told to me by Store Manager Willie: We do not feel the comments were racially motivated. We do not
think what she said was appropriate for the workplace but it wasn't racial and as far as he was concerned the case
was closed. (reverse racial discrimination)
I told him it was racial. It is discrimination and Assistant Manager Sondra is creating a "poison work enviroment" by
going around saying racial things to different people and in the store meetings as well....and since she is saying
these kinds of things in front of me I can imagine what she was saying behind my back.
He actually said he would of taken it as a compliment about what Assistant Manager Sondra said!
I will never understand that one, but anyway...
I told him I could call the Equal Employment Opportunity Commission and the Human Rights Commission and get my
own lawyer as well.
I told him there are several others who have heard Assistant Manager Sondra's discriminating remarks. He asked
me to name them or they could come forward. I would not name anyone because they have told me they were afraid
for thier jobs. He said there is no retaliation here Christine. I said, that is what you say.
He said they could come to him, go to Joe or Lance.
I ask you....How long do you think it will be before they fire me for coming forward? Others have told me that I will be
drove so hard that I will have to quit. Or they will try and get me for anything and everything, the least little thing,
one way or another,because they have seen it happen to many times.
I know that Assistant Manager Sondra saying "white women are stupid" is a very discriminatory remark, even if I took
out the racial slur and say women are stupid, she is still discriminating.
1) Because I am a "white" 2) Because I am a "woman" 3) Because she is labeling women "stupid." Not to mention
the fact that she thinks white women are fools, foolish, breaking up black marriages and the only reason a black
man would have a white women is due to monetary reasons. Out of all of the discriminatory remarks my assistant
made these are the ones that upset me worst of all and the fact that she refered to white people as "stupid" on two
different occassions.
I do not feel Assistant Manager Sondra should be my assistant any longer, or employed with Walmart for that matter.
I do not feel comfortable with Sondra being my assistant after I reported all the racial comments she has been
making and knowing she is in the position to write me up or have me fired.
And according to the way she talks....She may not think I am capable of doing my job properly because I am a
stupid white woman, who is foolish.
The white people I told are upset and can not believe the outcome of the investigation.
They were all hoping something would get solved and now they feel like there isn't a reason to go forward with thier
complaints because managment is just going to do the same thing to them that they did to me. Then they are
worried they will get retaliated against and loose thier jobs.
My Store Manager is black, my Assistant Manager is black, my District Manager is black and they were all involved
in my complaint, yet nothing has changed.
Who do we turn to? What do we do? No one should have to find another job or be worried about thier job satus due
to the fact that I reported this information.
Walmart should hold the persons accountable that are saying and doing these things. Is there someone out there
that can help? Is there a NAAWP?
Note: Since I reported the discrimination.......I have been called into the Ad Office by Assistant Manager Sondra with
Store Manager Willie and Assistant Manager Donna present...I knew it would be coming.
I was called in for "not scanning every out every day." (Althought I have been scanning my outs daily to the best of
my ability, if I don't get every out it is due to the fact I am by myself that day or we can't find a telzon that isn't in use
already.)
It is extremely hard to do when you are the only one in your department two to three days a week and we also have
to cover other departments as they are not fully staffed.
I have both the Hardware department and the Paint department which includes 16 risers to work daily and items
located in three different locations thruout the store.
I also have a paint counter to run. There have been several occassions that I have waited on one customer over an
hour or had to mix up to tweleve gallons of paint before I could even get started scanning my outs.
Note: We are constantly coming into pallets and return baskets left by overnight workers.
So we (the day shift) are also responsible for putting that freight up along with our regular freight.......and all pallets
must be off the floor by 9:00am.
I have to share a telzon with Ronnie the Automotives department manager...who is by himself during the day, even
though he has an extra 32 allotted hours per week. Our Store Manager Willie will not allow him to have those hours,
he gives them to the overnight people instead.
But.... they still expect Ronnie to do everything by the book, even though managment doesn't go by the book
themselves.
(Now they are cutting my associates hours back, which is also uncalled for knowing I have a service counter to run.)
As far as scanning outs go: Ronnie gives me the telzon around 8:30am... give or take a few.
I scan outs for a half hour...on the days I am by myself I must stop and mix paint for the customers.
Then I must go to the store meeting, which is usually about fifteen minutes long. Then I have to take my break,which
is also 15 minutes long.
When I return to my departments it is 9:30am. Then I start scanning again...and I do get stopped by customers on a
regular basis.
I then have one hour to scan my entire department, print the pick list, go to the office and pick up the paper work.
Go back to the department, work the pick list which consists of all 16 risers and backroom bins. I must work my BAM
Screen ( do my negatives, any not on files and need to counts) before the truck is finalized at 10:30am.
This is due to the changes Store Manager Willie has made, such as bringing in the truck unloaders at 10:00am
instead of the 4:00pm shift they use to work. It is my understanding that we are the only store who does this, and I'm
sure it's with good reason.
(PLEASE NOTE: We are very short handed on telzons, garvey guns and ladders. We all waste way to much time
just walking around looking for the proper equipment we need in order to get our work done.)
At times we are still working on putting away overnights freight and before we are finished doing that we are called
to the backroom to bring out the freight that has just came off the truck. Store Manager Willie got rid of a vast
majority of night workers and overnight stockers which leaves us in a bind and it seems his bonus is the top priority.
And when the associates that are suppose to be in your department are:
Always having to help other departments that aren't fully staffed.
Covering for other associates that have called out of work.
Covering for other departments while they take thier two fifteen minute breaks and one hour lunches.
Or Managment... takes associates from our departments to unload the trucks.
OR when the home office has allotted "forecasted hours" for each department and managment takes those hours
away from certain departments... and gives them to other departments, when in truth we could use them.
We are struggling to get everything done so we won't be written up, which isn't fair.
Even a 50% TRUE ZONE in the department is nearly impossible.
And because of this a lot of NEGATIVE ONHANDS are being created. This alone is throwing off the inventory,
causing Walmart to spend more money then needed while creating more work for our associates.
I had asked Store Manager Willie if my assistant could help me out with the "low price always" and "rollback" bean
flipping since I had just finished twenty modulars. Store Manager Willie stated that in the last district meeting they
were told assistants can not do any type of physical work because they have enough on their plate already.
(Although Assistant Manager Allen, Angela, Barbra, Christine, Joanne, and Valarie are always doing physical work)
It seems as though we are setting up for failure with the amount of work demanded from us, the few number of
associates we have... and the time we are allotted to get things accomplished.
Then they tell us it's the department managers fault things aren't the way they should be..
Oh yes, I forgot to mention earlier....There were at least four other department managers( that I'm aware of) that
DID NOT scan thier outs the same day I was called into the Ad Office for not scanning all of mine.
The funny thing was they were not called into the office.... but I was told by Store Manager Willie if I couldn't do it I
don't need to be a department manager anymore. They wouldn't single me out or retaliate would they?
NOTE: This was said by Assistant Manager Sondra on 3-21-05...after I had reported the discrimination....and the
case was closed.
When I came into work that morning I was going over my SWAS report at the paint counter. Assistant Manager
Sondra came up to the paint counter and then Justine (who is black) came to the paint counter also.
Assistant Manager Sondra said a man had came in and wanted paint mixed. She said Christopher (who is black)
was going to mix it for him, but the man wanted Atlee (who is white) to do it for him.
Assistant Manager Sondra looked at Justine, took her hand and placed it on Justine's shoulder and said "You know
what that's about."
So, once again Assistant Manager Sondra has spoken with racial discontent. Apparently she isn't worried about
making any kind of racial comments still.
I would like to state that I have been working for Walmart five years come August.
We all need our jobs and I along with several other employee's love working at Walmart as long as the rules,
regulations and laws are followed, but no one should be subject to such ill treatment by any employee or employer.
I am asking you to investigate any and all discriminatory practices of certain Walmart managment personnal in the
Southeastern, Virginia district.
I do not believe any of the information I reported was acknowledged by Walmart Headquarters- Human Resource
Department in Arkansas because if it were I would trust the problems would have been handled correctly....
By following the guidelines within the Walmarts Code of Ethics which state "Walmart does not tolerate discrimination
of any kind"
and
Title VII of the Civil Rights Act of 1964:
Title VII outlaws discrimination in employment in any business on the basis of race, national origin, sex, or religion.
Title VII also prohibits retaliation against employees who oppose such unlawful discrimination.
And as amended..
The Civil Rights Act of 1991:
Which adds provisions to Title VII protections, including right to jury trial.
I am asking that you respond within 30 days being the store manager and district manager seem to be sweeping
this matter under the rug or I will have no other recourse then to hire an attorney. I hope these matters are settled
soon before it is taken to the next unfortunate level.
Today's date is March 30, 2005. I am sending registered letters to all persons addressed in the heading of this
letter..
Sincerly, Christine L. Knowles - Hardware Department Manager #1841 Chesapeake, Virginia
WISHFUL THINKING
Memo Energizes Critics Of Wal-Mart (Roll Call)
A now-infamous internal Wal-Mart memo that was leaked to Wal-Mart Watch has given a jolt a jolt to activists
battling the giant retailer. The memo spelled out several ways the company could reduce the cost of benefits,
including attracting a healthier work force. The memo acknowledged that "our critics are correct in some of their
observations," including charges that many Wal-Mart workers are on Medicaid and other government programs.
One new front that appears to be opening has to do with disability rights. Curt Decker, executive director of the
National Disability Rights Network, said the memo "clearly shows them looking at how they can avoid the ADA, by
creating job descriptions that would preclude someone with disabilities." Wal-Mart Watch spokesperson Tracy Sefl
said her group is looking to develop coalitions with groups in the disability and senior-citizens lobby. Lee
Culpepper, Wal-Mart's top lobbyist in Washington, said he doesn't see any drastic change in direction of his
company, or his critics, as a result of the memo's release. Culpepper said the memo amounts to a look at possible
proposals to help Wal-Mart deal with rising health care costs. "We're always looking at our benefits and how we
can improve and make them better for associates." In the political realm, Culpepper added, "As a company we are
planning to engage more in the dialogue about health care." The memo, Culpepper said, "was merely a snapshot
in time of some initial thoughts about health care benefits and health care policy and our attempt as a company to
grapple with health care costs. We certainly didn't intend for it to be for public consumption, but we're not afraid of
the debate of health care." Sefl disagreed with Culpepper's assessment of the memo's importance. She said the
memo undermines Wal-Mart's message in Washington. "For all of the company's efforts in Washington, to build
this lobby shop, to hire these heavy hitters, to beef up their presence - it was all undermined."
THE NIGHTMARE BEFORE CHRISTMAS
Wal-Mart Hits The Wall (Newsweek)
Andrew Grossman was in his office at Wal-Mart Watch, opening the mail one day in September, when he came
across a plain manila envelope with no return address. Inside he found a memo labeled "Memorandum to the
Board of Directors From Susan Chambers." Grossman Googled the name to learn that Chambers is the retailer's
executive vice president for benefits. The draft memo described how 46 percent of the children of Wal-Mart
workers are uninsured or on Medicaid. It detailed how Wal-Mart's health plan requires such high out-of-pocket
payments that the small number of employees hit by a very costly illness "almost certainly end up declaring
personal bankruptcy." It also proposed that Wal-Mart rewrite job descriptions to involve more physical activity, in
part to "dissuade unhealthy people from coming to work at Wal-Mart." "I was kind of shocked by it," Grossman
says. Wal-Mart has faced much criticism over the years. But the health-care memo is just one in a series of new
challenges to its image; together, they threaten to take the long-running debate over Whether Wal-Mart Is Good
for America to a whole new level. Last week filmmaker Robert Greenwald premiered a scathing new documentary
titled "Wal-Mart: The High Cost of Low Price." Thanks to heavy promotion by a growing band of anti-Wal-Mart
activists, it will be viewed by thousands of Americans in coming weeks. Wal-Mart is also facing dozens of lawsuits,
and its stock price has declined sharply in recent years. Lately the company has begun defending itself more
aggressively. But its PR problems could become a sort of Nightmare Before Christmas: as the crucial holiday
selling season gets underway, the activists hope shoppers will ask themselves hard questions. Is Wal-Mart a force
for good because it lets Santa's dollars stretch further? Or is it a corporate Scrooge--and a store to be avoided as
a matter of conscience? Fighting back against critics has never been the retailer's strong suit. Wal-Mart has
traditionally focused on selling, not spinning. The company has hired outside PR consultants and bought more
image advertising. Lee Scott, Wal-Mart's usually low-profile CEO, has embarked on a series of speeches. Scott's
speech was mostly forgotten, though, when activists leaked the benefits memo the next day. Wal-Mart insists the
rising volume of criticism hasn't hurt sales. Despite calls from the activists for a Halloween boycott, the company
says it had its best Halloween ever. But Chris Ohlinger, CEO of the consulting firm SIRS, says his company's
consumer surveys have shown a significant drop in shoppers' trust in Wal-Mart in recent years.
Mr. Sam Comes To Washington (CQ Weekly)
Wal-Mart was and still is an unconventional company. Founder Sam Walton decided that he and his managers
could do things differently than other retailers and succeed. Running its global business from a headquarters in
remote Bentonville, Arkansas, Walton's hometown, is just one manifestation of that attitude. It was also a company
that had no full-time representative in Washington, so there was no one to warn people at the top that its bid to
get into banking was bound for trouble. Nor was there anyone to sell its side of the story. Wal-Mart learned that
lesson the hard way. But since the Broken Arrow debacle, and particularly in the past year, Wal-Mart has built an
influential lobbying operation that befits the company that sits atop the Fortune 500. It is now capable of currying
favor with lawmakers and inserting its agenda into policy debates ranging from banking to Medicare prescription
drug payments. And Wal-Mart notched victories earlier this year on such issues as civil liability law, Labor
Department investigations and trucking regulations.
No Escape For Wal-Mart (Washington Post)
It was probably inevitable that Wal-Mart would come to be viewed not just as an incredibly successful company but
as a metaphor for everything that is right and wrong about American capitalism. No company had ever gotten so
big so fast, had more customers or employed more people. No company enjoys this kind of scrutiny and attention.
But with its same-store sales rising only 3 percent, its stock price languishing and even once-loyal customers
beginning to turn away because of all the bad publicity, Wal-Mart probably has no choice but to deal with it.
Our Love-Hate Relationship With Wal-Mart (New York Times)
These days, there is another huge chain store that finds itself under populist attack: Wal-Mart. For most of its
existence, the company was lauded for its low prices, its astonishing logistical abilities, its rah-rah culture and its
rising stock price. There was a widespread feeling, very much shared by Wal-Mart's management, that it was
doing God's work in making goods affordable. Indeed, a reasonable argument can be made that over the last 10
or 15 years, Wal-Mart has done more to keep inflation in check than Alan Greenspan has. After all, Greenspan,
the Fed chairman, can't force Procter and Gamble to roll back a planned increase in the wholesale price of
toothpaste. Wal-Mart can - and does. But now that Wal-Mart vies with Exxon Mobil as the largest company in the
country, with more employees than the United States Army, the worm has turned. Instead of embracing Wal-Mart,
many communities now fight to keep the company out. Groups like Wal-Mart Watch have sprouted, bent on
exposing the company's evil ways. Wal-Mart's low wages (less than $10 an hour, on average) and stingy benefits
(employees often have to rely on Medicaid because they can't afford or are not eligible for Wal-Mart's health plan)
have galvanized union activists. ...Americans love a bargain. Many of us who would choose not to have a
Wal-Mart in our backyard still can't resist shopping there once it opens. Wal-Mart's growth is a direct result of its
understanding of that fundamental fact. Do we really want to change Wal-Mart? If the answer truly is yes, then we
need to change ourselves first.
HIGHER EXPECTATIONS WEEK
Company Name Is Everything (Baltimore Sun)
Wal-Mart acknowledged its negative vibe this year when it began what for it was an unprecedented public
relations blitz. But the company's image was retarnished by midweek after an internal company memo that
examined ways to cut health care costs, including discouraging older people from working there, was first
publicized by The New York Times. Practically overnight, the company's efforts to be viewed as a good corporate
citizen were dismissed as talk. A Wal-Mart executive said its strategies weren't adopted with bad publicity or
pressure from outside groups in mind. "These are things that are good for our customer and our business," said
Andy Ruben, a vice president at Wal-Mart responsible for implementing new environmental standards. "... Our
image will be what our image will be." Others say organized campaigns can pressure change. "We think this is a
definite sign that our campaign is working," said Nu Wexler, a spokesman for Wal-Mart Watch, a Washington
nonprofit affiliated with organized labor aimed to draw attention to Wal-Mart, whose workers are not unionized.
"We're skeptical, but the environmental piece in particular is a step in the right direction."
A Kinder, Gentler Wal-Mart? (Fort Worth Star-Telegram)
Is the company truly acquiring a social conscience? Or is it primarily motivated by a desire to spruce up its
sagging image and stock price in the wake of heavy public criticism on a variety of fronts, including its treatment of
employees? Probably the latter. Nevertheless, recent comments by company officials-- from Chief Executive Lee
Scott on down - show that Wal-Mart indeed is listening harder to its critics. In some cases, that is translating into
commendable actions by company management.
Click here to learn more about "Higher Expectations Week."
NOTHING INSIGHTFUL REVEALED
Wal-Mart Hosts Symposium, Releases Economic Studies (Women's Wear Daily)
Wal-Mart, in a move to shore up its image, attempted to answer its critics Friday with the release of several
economic studies, highlighting the impact the retail giant has on prices, jobs and wages.
Wal-Mart: A Case for the Defense, Sort of (BusinessWeek)
It certainly was an odd setting. A host of Wal-Mart executives listening impassively, as a slew of academics put up
slides of arcane equations and debated the "endogenous" nature of the company's store openings. Still, the
conference was addressing a question that has become a flashpoint in recent years: Is the world's largest retailer
good or bad for the U.S. economy?
A Wal-Mart-Brand Symposium (Washington Post)
The event was a strange hybrid of academics and public relations at which attendees toted around registration
information in plastic Wal-Mart shopping bags. A room full of people asking questions was reminded - after a
journalist asked about a statistic in a paper - that reporters were not allowed to take part in the Q and A.
Mixed Grade For Wal-Mart On Report Card (New York Times)
With critics hammering Wal-Mart day after day, the company sponsored an unusual conference on Friday about
its impact on America's economy, and it got some good - and a few not so good - grades. The best news for
Wal-Mart was that a respected economic forecasting firm, Global Insight, found that by keeping its prices low and
pressuring rival retailers over the last 19 years, Wal-Mart has kept the Consumer Price Index 3.1 percent below
what it would have otherwise been. Global Insight, which Wal-Mart hired to conduct the study and organize
Friday's conference, said Wal-Mart's savings to consumers resulted not from low wages but from numerous
efficiencies, including its highly advanced distribution network. Global Insight found that Wal-Mart paid wages no
lower than the average retail wage in the communities where it does business. But other economists, using some
different data and assumptions, disputed that, finding that Wal-Mart wages were lower than the retail average and
had pulled down wages for the nation's retail workers. In a study of nationwide payroll data, David Neumark, a
senior fellow with the Public Policy Institute of California and two other economists found evidence that earnings
for a county's retail workers fell by 3.5 percent eight years after Wal-Mart entered the county. Neumark said there
was even stronger evidence that after Wal-Mart opened in a county, total earnings per worker, retail and
nonretail, fell 2.5 percent to 4.8 percent. One reason for the decline, he said, is that Wal-Mart pressures its
suppliers to cut their costs and that may lead to lower wages for the suppliers' workers. Wal-Mart says its full-time
workers earn an average of $9.68 an hour. Neumark wrote that his findings showed that "residents of a local labor
market do indeed earn less following the opening of Wal-Mart stores." He said that the retailer had the most
negative effect in the South where its stores are most numerous, noting that he had found that retail employment,
total employment and total earnings per person in many counties fell as a long-term result of Wal-Mart's
presence. In the same hotel and 15 minutes before the conference began, the United Food and Commercial
Workers Union announced that it was setting up an advocacy group to inform Wal-Mart workers of their rights.
The move is intended to pressure Wal-Mart to improve pay and working conditions. The new group, Wal-Mart
Workers of America, invited Wal-Mart workers to join it free by calling a toll-free number.
Click here for Wal-Mart Watch's take on the conference.
BROKEN BORDERS, BROKEN LAWS
Papers Suggest Wal-Mart Knew Of Illegal Workers (Wall Street Journal)
Documents from a federal investigation of Wal-Mart suggest that at least three executives at the world's largest
retailer knew its cleaning contractors used illegal immigrants who worked as many as seven days a week for less
than minimum wage. One executive also instructed a multistate cleaning contractor to set up numerous companies
so the contractor could continue cleaning stores if one company was found to be hiring illegal immigrants and was
dropped by Wal-Mart, according to an account by the contractor and included in a sworn affidavit by a federal
investigator. The documents - including a search warrant and sworn affidavit by a federal immigration agent
summarizing findings by other federal investigators - were unsealed In federal District Court in Fayetteville, Ark.,
Thursday as part of a pretrial investigation in a civil lawsuit seeking back pay and damages from Wal-Mart for the
workers who claim they worked long hours without overtime pay. The allegations, if true, appear to contradict
Wal-Mart's claims earlier this year that company executives weren't aware that illegal workers were employed by
contractors to scrub its floors. Wal-Mart agreed to pay $11 million in March to settle a federal investigation into the
matter. The company at the time said it settled because it should have had better safeguards in place to ensure
contractors weren't hiring illegal workers. At the same time, the federal government agreed not to pursue any
criminal charges against Wal-Mart executives. "This is sworn proof of a Wal-Mart conspiracy with contractors to
knowingly hire and exploit undocumented workers and to help contractors cover it up," says James Linsey, a
lawyer involved in the suit against Wal-Mart. "We're not talking about store managers here. We're talking about
Wal-Mart executives at the highest levels."
SWEETHEART DEAL
Wal-Mart Gets A Sweet Deal From Government (Nashville Tennessean)
Attention, Wal-Mart employees. Don't expect the U.S. Labor Department to enforce labor laws where you work.
Over four years, Labor Department inspectors documented 85 Wal-Mart workers, age 16 and 17, who were
operating dangerous equipment including chain saws and fork lifts. The investigation covered three states. Early
last year, Wal-Mart and the Labor Department sat down to settle the child labor violations. Yet the settlement that
surfaced was suspiciously limp-wristed. Under the agreement, all complaints lodged by Wal-Mart workers about
wage-and-hour violations are forwarded to Wal-Mart's headquarters. Wal-Mart then has 15 days before the
Department of Labor can investigate the alleged violation. If the Labor Department eventually finds Wal-Mart in
violation of a wage-and-hour law, Wal-Mart is given 10 days to right the wrong before any penalties apply.
Ironically, Wal-Mart is now launching a massive public relations effort patterned after a campaign war room. The
largest retailer in the world can certainly afford the PR effort. But U.S. workers cannot afford a Labor Department
that treats workplace violations as no big deal.
Always Low Penalties (Los Angeles Times)
Wal-Mart only did what any business would - cutting the best possible deal for itself. But it's hard to fathom why
the Labor Department agreed, in essence, not to protect underage workers in any meaningful way. Neither the
agency nor the children whose interests it should have represented won any concessions from Wal-Mart. That's
not a deal, it's a giveaway that provides Wal-Mart with no incentive to walk the straight and narrow. Unfortunately,
this is only the latest in a string of actions by the Bush administration that put too much of the government
oversight role into the hands of the industries it's supposed to be overseeing. Two years ago, political appointees
in the Environmental Protection Agency bypassed the agency's own expert staff on mercury pollution and allowed
industry lobbyists to write key parts of the administration's mercury proposal.
Numbers (Time)
15 Number of days' notice the U.S. Labor Department agreed to give Wal-Mart stores before inspecting for
child-labor violations, a move criticized by Labor's inspector general. $135,540 Amount the settlement - sparked
by 85 violations - made Wal-Mart pay, without an admission of wrongdoing.
Click here for Wal-Mart Watch's statement on the Labor Department report.
BANK OF WAL-MART
Bankers Fret As Wal-Mart Seeks Check-Cashing OK (Boston Business Journal)
In a move that could have far-reaching consequences for local community banks, Wal-Mart applied to state
banking regulators to open check-cashing operations at its 44 Massachusetts stores. Banking experts say the
move, if approved, will likely have negative repercussions for a community-banking sector already under siege by
tax-exempt credit unions, which have been increasingly offering traditional banking services. The company is not
seeking permission to cash personal checks, according to people familiar with the application. Joseph Leonard,
the banking division's general counsel, said Wal-Mart's filing outlines a plan to charge customers 1 percent of
each check's value. Those charges will be capped at $3, regardless of the check's dollar amount. A state banking
group is already registering opposition. "We think it is a bad turn of events," said Bruce Spitzer, communications
director at the Massachusetts Bankers Association. "Do bank customers really want to see the Wal-Martization of
the banking industry? We don't think so." Under Massachusetts law, the state is not required to decide on an
applicant's check-cashing request within a specified time. Leonard declined to speculate on when the state may
issue a decision on the application, adding that each of Wal-Mart's filings will be evaluated individually.
Wal-Mart Bank Move Stirs Opposition (Financial Times)
Wal-Mart is still optimistic that it will get permission to open a state bank in Utah to handle credit card processing,
despite an unprecedented wave of lobbying by opponents in the banking community. Jane Thompson, president
of the retailer's financial services division, told the FT that she was "amazed at the stir that we've created."
Click here to view letters from Wal-Mart Watch (PDF) and others in the FDIC public comment file.
Click here to learn more about the Bank of Wal-Mart and find out what you can do to stop it.
COMPETITION
Just Googling It Is Striking Fear Into Companies (New York Times)
Wal-Mart often intimidates its competitors and suppliers. Makers of goods from diapers to DVD's must cater to its
whims. But there is one company that even Wal-Mart eyes warily these days: Google. "We watch Google very
closely at Wal-Mart," said Jim Breyer, a member of Wal-Mart's board. In Google, Wal-Mart sees both a technology
pioneer and the seed of a threat, said Breyer. The worry is that by making information available everywhere,
Google might soon be able to tell Wal-Mart shoppers if better bargains are available nearby. Google, the reigning
giant of Web search, could extend its economic reach in the next few years as more people get high-speed
Internet service and cellphones become full-fledged search tools, according to analysts. And ever-smarter
software, they say, will cull and organize larger and larger digital storehouses of news, images, real estate listings
and traffic reports, delivering results that are more like the advice of a trusted human expert.
CORPORATE WELFARE
Wal-Mart's Tax On Us (AlterNet.org)
The phenomenal growth of the world's largest corporation has been supported by taxpayers in many states
through economic development subsidies. A Wal-Mart official once stated that the company seeks subsidies in
about a third of its stores, suggesting that more than 1,100 of its U.S. stores are subsidized. A national survey by
Good Jobs First in 2004 looked at 160 stores and all of the company's distribution centers - and found that more
than 90 percent of them have been subsidized. Altogether, 244 subsidized facilities in 35 states received taxpayer
deals of more than $1 billion. The economic impact of these subsidies on small businesses is given a human face
in one powerful segment of, "Wal-Mart: The High Cost of Low Price." The sweetheart deals given to two Wal-Mart
Supercenters in Hamilton, Missouri undermined Red Esry's four family-owned grocery stores. Esry watched his
sales plunge as soon as the Supercenters opened - he couldn't compete with Wal-Mart's prices and lost almost
half of his business virtually overnight.
WAL-MART'S WEST COAST ALLY TERMINATED
This Time, Schwarzenegger May Not Get A Hollywood Ending (New York Times)
The four ballot measures Gov. Arnold Schwarzenegger (R) supports are trailing in the polls, and his re-election
prospects next year appear, for now, to be dimming. His approval ratings are in a tailspin, and his stage presence
has been drained of much of its bombast and bluster.
In Unions, Governor Finds Nest Of Hornets (San Diego Union-Tribune)
Win, lose or draw, Gov. Arnold Schwarzenegger's (R) decision to push a package of initiatives opposed by public
employee unions might have created a powerful political player. A coalition of a dozen unions has formed to
oppose the initiatives. The Alliance for a Better California could keep right on going after tomorrow's special
election on the governor's "year of reform" measures. "I believe we will stay together to fight for some real reform -
education reform, health reform," said Barbara Kerr, president of the California Teachers Association. "I think the
governor's unintended consequences brought together a group of people that isn't going to go away."
Click here to read the USA Today detailing Wal-Mart and the Walton Family donating $1 million to
Schwarzenegger's ballot measures.
CHINA RISING AT AMERICA'S EXPENSE
Wal-Mart's "China Price" (AlterNet.org)
Wal-Mart is responsible for approximately 10 percent of the United States' trade deficit with China. I asked Robert
Greenwald if he was concerned that focusing on the mega-retailer might distract people from the larger systematic
issues that have made the New Economy so very productive for so few. Is there a danger of letting the Targets,
Home Depots and Sears of the world off the hook? He told me his hope is the film "will allow us to go on the
offense on economic issues, corporate issues" writ large: "With Outfoxed, it was a similar argument - it's not just
Fox, it's media consolidation. That's absolutely right, but you need a story to tell. Fox was a very strong story and
Wal-Mart's a very strong story. And I believe - as with Outfoxed - it helped us make the larger issue. In other
words, one can say: "is it a distraction, or is it connecting the dots?" And what I hope to do, what I try to do with the
films is to use them to connect the dots. According to a study by the Economic Policy Institute, America's
balance-of-payments deficit with China (of which approximately $18 billion dollars is created by Wal-Mart) was
responsible for the loss of 1.5 million manufacturing jobs between 1989 and 2003. That's a troubling trend: China
- often portrayed as the production destination of choice for cheap plastic toys and similar low-tech goods - now
accounts for the entire $32 billion U.S. trade deficit in high-tech products, and is starting to make inroads in what
were considered bulwarks of first world manufacturing: automobiles and aerospace.
U.S., China Agree To 3-Year Deal On Textile Trade (Wall Street Journal)
The U.S. and China have agreed in principle to a three-year textile pact giving Chinese producers more room to
increase shipments to the U.S., but imposing controls on Chinese access to the American market through 2008.
The agreement, still tentative, is expected to significantly reduce uncertainty hanging over U.S. retailers and
Chinese manufacturers, while giving U.S. producers protection at home from low-cost competitors on the
mainland. Under the agreement, which would take effect Jan. 1, shipments next year would increase by 10% for
apparel products and 12.5% for textiles, said individuals familiar with the deal. In 2007, imports would grow for all
products by 12.5%, except for two categories - fiberglass and thread - in which shipments would increase by 15%.
China and U.S. Expected To Reach Deal On Textiles (New York Times)
The pending agreement was denounced by Bruce Raynor, general president of Unite Here, a union representing
textile workers, for being "unnecessarily generous to the Chinese." He said the government should have
demanded that China allow workers to organize unions and negotiate for higher wages. "If we are going to give up
American jobs, at least we ought to help Chinese workers improve their standard of living," Raynor said.
Click here to learn more about the dangerous relationship between Wal-Mart and China.
EXPANSION
Group Opposes Second Wal-Mart (Fairbanks News-Miner)
A group of Fairbanks residents is making an organized stand against plans to build a second Wal-Mart. They call
themselves the Fairbanks Grassroots Network and are opposed to a new Wal-Mart because of concerns that it will
hurt local businesses and over-stress the infrastructure and economy. Rodney Guritz, a group member who
attends the University of Alaska Fairbanks, said Wal-Mart will take business away from locally owned stores and
the profits will leave Alaska rather than recycle in the community. "Also, statistics show that when a Wal-Mart
comes to town, the taxpayer's burden increases," he said. "Communities generally see the cost of health care rise
because Wal-Mart employees often don't make enough to pay for insurance or hospital visits."
Residents Want Closer Look At "New Look" Wal-Mart Superstore (Sprawl-Busters)
Residents in Aurora, Illinois are organizing their troops to fight off a newly proposed Wal-Mart supercenter that
developers say will have a "new look."
To learn more about Wal-Mart's bullying tactics, read our report - "Shameless: How Wal-Mart Bullies Its Way Into
Communities Across America."
DIRECT ACTION
"Leave A Cart" Campaign At Wal-Mart (Sprawl-Busters)
Activists in Fairbanks, Alaska are engaging in a little Saul Alinsky type organizing. To show their true feelings
about Wal-Mart, Fairbanks residents are going to shop at Wal-Mart - but instead of picking something up, they're
leaving something behind. While other activists have taken up the idea of just pushing around an empty cart at
Wal-Mart, in Alaska they're filling those carts up with merchandise. Here's their report: "A modification of the 'shop
'till you drop' action is to not push around empty carts, but to stuff them full of hard-to-reshelve items and then
simply leave the cart in the aisle. This is an action that we are planning to do this Saturday, and have a huge
action on November 25th."
Join the movement and educate your neighbors about the negative impact Wal-Mart is having on our
communities. And send us photos of your activism and the stories behind those photos.
Paid for by WalmartWatch.com, a campaign of Five Stones and The Center for Community and Corporate Ethics
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I am a overnight cashier but my salaried management don’t seem to know my job title because I stock most of the
time we are a new store and I understand that we are having problems keeping stockers but if I am going to do two
jobs I should be getting two checks and the management is very pushy you try to work hard an still its not good
enough or your not fast enough that make you feel not worthy I have had fellow stockers quit and there rumors
going around saying they got fired but they didn’t they found another job. They lied about were a family the
management teams a family but not the associates.
--
Posted by Anonymous to Walmart Associates at 10/17/2005 10:48:57 AM
I HAVE
REMEMBERED
SOME THINGS
THAT WERE
FORGOTTEN...
BAD
CHECKS...THOU
SANDS OF
DOLLARS
WRITTEN OFF.
