Can management force you to have open availability if you are full time? Its not written anywhere in the union contract.Manager said it was a verbal agreement between Kroger and the union. I recently became full time. Schedule was made without my knowledge or consent of changes. Union says I have to join in order for them to help me. I have a life event so Im unable to work certain hours. Does this mean I have to be open 7 days a week 24 hours available? Im just a clerk, not a Dept. head or manager. I feel bullied and forced to give up my full time status. Any advice?
It depends on your contract. Join the union if you want their help.
You are either scheduled to work 6am to 10pm(day/evening clerk) or 9pm to 6am(night clerk).
If you are not available to work the shifts they have available, then you can't get 40 hours a week.
How did you get full time?
Here, a person has to average 36 hours a week to remain full time. A full time person is allowed to pick one day a week that they are unavailable. I can't find anything written about the one day a week but it was in a previous contract somewhere. Other than that, shifts and days off are chosen by seniority.
-- Edited by Anonymouse1 on Thursday 13th of February 2020 04:56:35 AM
In Cincy/Dayton contract, status 1/3 full time has to have open availability. you either don't get the benefits of status 3 or you open up your availability. Someone i know used to have very restricted availability, she finally opened it up and now she's a dept head.
Manager can technically write the schedule to make the store run. Schedule requests are basically a suggestion. If the manager wants to keep staff it's best if they follow employee availability and day off requests. My last store had a tone of people quit because of this.
Technically no. If management wants to keep staff they will listen to staff's availability. My last location started loosing people over this. If management schedules you out side of your availability you are still reasonable for that shift. If you miss to many you can be written up for it and eventually termed. You can sit down and talk to your management about this and work out an agreement. You can also file a union grievance for the issues and see what happens.
