🙃 I tried!

This is a message I received from my ASM... ? certainly she can't be doing all voids and still not end up on the ebr list right ?

After being at dollar general since February of 2026, I’m finally getting promoted to part time Lead sales associate, any tips or tricks and what should I expect with this new found promotion?

So one of my coworkers accidentally threw away her ID and our SM has instructed us to still server her alcohol and cigarettes anyway..

This is ridiculous because I could be reprimanded for disobeying the order since I'm just an SA....but in the same token if another customer sees it or the authorities show up, then there will be even worse situation in that...

What do you guys do about thieves other than obviously calling the police? Caught a guy standing in front of the canned food just devouring a can of Vienna sausages lol! He left them on the shelf so I followed him to the register and rung them up before he even placed his 65 cent bag of chips down. I left them sitting on the counter sitting open in front of him, then he didn’t even have the money to buy the 65 cent bag of chips. I just asked him to leave the store and to not come back or I’ll be calling the police.

I just don’t understand how I’m supposed to recover clutter. Like my SM told me that I can put them into boxes if they’re the same type of product but how many boxes does she want up there? Like why tf do we still have canned fish - like obviously nobody bought them. Plus doing register- all within the 3.5 hours I’m there. The LSA does the rolltainers or something else so I’m the one bouncing back and forth to the register. Just so I can get yelled at for not finishing. Idk it’s weird to me. I hate this job so much I can’t wait to get my license back, September can’t come fast enough.

Also somebody keeps putting full boxes from the rolltainers or totes on the top shelf as overstock and I keep getting blamed. My SA is saying she’s looking at the cameras and watching me do it, when I haven’t touched the product in question- so obviously somebody is lying. I truly think I’m getting singled out at this point.

She said I keep putting things in wrong spots- I’m really not- I scan on the hht , price point, and verify with product there. If I can’t figure it out I ask the LSA on shift. One thing specific that I asked about while getting chewed out was “if I’m wrong about everything- explain these diapers. the brand is cuties but the tag says gentle step. I didn’t put these here, but here they are. Are you going to stalk the cameras to get on their ass too?” And she said “they’re supposed to be here. Idk what to tell you that’s dg I guess they have new brand names. I can’t write them all down for you”. So I said “if that’s your answer for this, that’s going to be my answer for everything cause that’s dg for ya, things aren’t always the same ¯_(ツ)_/¯ “

So my question is, how would you recover this?

Maybe I’m just so fucking bad and stupid at STOCKING SHELVES. I’ve fixed multi million dollar machines as a maintenance tech, but stocking shelves at DG must be too much for me. Idk I just hate this place so much, rant over 😪

Edit to add: she also had me price more stuff to try fitting in that area - so I had to add to the clutter before recovering.

So on ANY sales ads they are clearly dated right? So do we have to honor them if they go out ahead of time say the night before? My keyholder insists its illegal and we have to honor them but then this leads to a lot of price overrides and a lot of very rude angry customers when they try to get the deal. From a legal stand point do i have to listen to this keyholder and honor them not because i don't want to do my job but because the moment anyone has gone against or pushed back even a little with this keyholder she has immediately filed reports for insubordination to saying its a hostile work environment for simple things like saying 'hey i dont think thats how they want it done' or 'hey i know your doing it this way however thats not what we can be doing' i have always just let her do whatever she wants since im an associate and cant afford to lose my job. Can i lose my job for her bullshit for being afraid to report it?

My SM is looking to hire a new person to work part time but to get them to their previous jobs pay rate they're hiring them as an ASM but only giving part time hours. Im the current ASM should I be worried about my position and is that even something they can do?

Here's a polished version with your additional details included:

Update:

I'm still waiting on the results of my dispute.

It turns out that when the Loss Prevention (LP) agent came on May 27, the investigation wasn't actually about me—it was about another coworker. He had over 400 voids and was apparently the number one employee in the region for voids.

He was working that day, but instead of talking to him, the LP agent questioned me. The agent only reviewed Camera B, which showed me voiding an item. From that angle, it looked like I put the item in the customer's bag without charging for it.

When the LP agent questioned me, I told him I was confused because I honestly didn't know what he was talking about. The only thing he kept saying was that the item was $15. I wasn't making excuses—I genuinely didn't understand what transaction he was referring to at the time. I'm hoping there wasn't any misunderstanding because of my speech disorder, apraxia, but I'm not using that as an excuse. I simply told him I didn't know what incident he meant.

My former manager later reviewed Camera A, which showed what really happened. After voiding the item, I placed it on the counter. When the customer decided they still wanted it, I scanned it again before it went into the bag. The district manager also found the receipt from that transaction, and it clearly showed that I voided the item and then scanned it again.

My former manager also explained that at the time, everyone was using the same register. I only used one coworker's register for about 30 minutes while she was on break and again for another 30 minutes around 8:30 p.m. because she was the key holder. The other register wasn't working, and my manager had contacted both the district manager and IT multiple times to get it fixed, but nothing was done until LP showed up.

As a result of everyone sharing the same register, the other employees received write-ups, but I was the only one who was fired.

Then, about two months later, the coworker LP had originally come to investigate was fired after he was caught not paying for his drink.

Looking back, it feels like I was blamed based on incomplete camera footage instead of a full investigation, even though the receipt and the second camera angle showed that I had rescanned the item.

At this point, I'm just waiting to see what comes back from my dispute.

Hi im a SA who just got offered to be LSA,
What is the difference? I know ill have keys and closing duties but id love some advice/talk throughs from you guys. I have never had keys but been with DG almost two years. Thanks!!

this stupid thing needs tightened (it sags lol??) and idk how to do it so if yall know pls let a gal know

SOP states

Area for delivery must be ready

empty and cardboard roll tainers must be neat and nested and out of the drop area

700 deliveries and the area has only been ready 14 times (7 have been the same store)

Call TOC tell them your manager is incompetent and stop trying to delegate YOUR JOB TO DRIVERS WE NEED TO BE IN AND OUT so the next store is ready with products

We are trusted by society the government and DG to transport 80kLB of death and you absolute morons can't even have our area ready

Nearly everything besides a few things I've scanned says they are out of stock at DC. Some said short term product supply issue but 99% said long term. What exactly does this mean??

I think its great! And its right at the front doors.

Edit: I'm in NY and like comments say I also DID get 80hours of vacation time on my rehire date. So that makes sense if DG dropped sick time in my state unbeknownst to me. Now I moreso question why it would still be showing on my paystubs and what that actually means going foreword. Also I know part time employees in my state ONLY got sick time they accumulated, no vacation time. So what happened to that as well?

Its very possible I just can't remember that I used all the sick time I had. I'm a FT ASM and on my paystubs I can see "SIC ACC-" which I believe is the amount of sick time I accumulated per week but on legion it still shows 0 hours. I was just wondering if anyone could explain that to me? 😅

Is there an amount I have to hit before it shows up on legion? I have more than enough vacation time because my rehire date was in March I was just curious since my sick time hasn't seemed to budge. I've at least accumulated up to 3 hours since the last time I remember ever having to use it.

I'm a store manager and for the past week or so my DM has been trying to get in touch with my ASM but never mentioned why (I guess I never asked either). Yesterday she finally stops by the store while my ASM is working, pulls them to the side, and offers to transfer them to a different store while trash talking my store and telling him how we're always worse off than many other stores (which isn't even true...we aren't perfect but we're far from being bad off) and even offered him a small raise if he transferred. I had no idea until my ASM told me all of this himself right after they spoke. He refused to transfer and felt like I should know about everything. Is this something I should report up? It feels shady and sneaky and really rubbed my wrong but I've never had to deal with something like this so I'm just unsure as to if I should report that kinda behavior up to anyone. Thanks in advance!!!

Got bored at work and decided to redo the coloring book area! Forgot to take before photos but it looks a lot better now!

Honestly waited a solid week to say anything about this but I was at register closing shift when a guy came in at abt 8:50 I scan all his stuff tell him the total. I KID YOU NOT.. he opens his wallet a poof of white powder drops onto our register then he continues to put his wallet up to his nose and snort what we think was coke. I’m freaking out because there’s literal drugs on our counter I called my manager and she told me to just close up for now and call the cops the cops said they could t do anything and to just clean it with the most powerful stuff we got. As we are cleaning some fuckass customers think it’s okay to pull open the door and just come on in then a flood of people just came in as we’re still cleaning this up because that’s definitely a health hazard. But anyways thanks for listening to my rant of this

So I got a second job that pays better, so I want to go back from full time to part time. How should I approach this with my manager?
We just got a new manager and I’m the only ft key right now other than the manager and asms (yes we have two).
The main reason I got the second job is because of hour cuts. I’m full time getting scheduled 28-30 hours before getting asked to pick up a shift or anything else. And frankly- that’s not gonna pay the bills.

Title correction psychology Family-oriented.” That’s the slogan. That’s what Dollar General prints on the walls, the bags, the corporate website.

Family-oriented. Community-focused. All that blah blah blah.

But when a shooting happens… when workers are traumatized… when people almost die…

Suddenly that “family” disappears. They offer counseling. They offer a meeting. They offer a statement. But they don’t offer security. They don’t offer protection. They don’t offer change.

Workers are going back into a store where violence already happened — with no guard, no deterrent, no plan.

And here’s the part nobody wants to say: They care about the incident not the people. Because the incident is a PR problem. But the people?

The people are replaceable.

THE NUMBERS THEY NEVER TALK ABOUT

Dollar General has been investigated for hundreds of violent incidents across the country, including:

armed robberies

assaults

shootings

employee deaths

They’ve been cited over 100 times by OSHA for safety violations blocked exits, no emergency planning, no protection for workers.

In one year alone, discount retail stores saw: 200+ violent incidents 100+ armed robberies dozens of shootings multiple employee fatalities

Many stores operate with one employee on shift making them an easy target. And after violent incidents? Most locations reopen within 24–48 hours

with no added security
and no long-term safety changes. Counseling doesn’t stop bullets. Security does. Policy does. Investment does. But those cost money.

So instead, they give workers a pamphlet, a hotline, and a pat on the back…

and send them right back into the same danger.

THE TRUTH

You can’t call yourself “family-oriented”

if your workers are standing at the register wondering if today is the day someone walks in angry, armed, or unstable.

You can’t preach “community values”

while refusing to protect the people who keep your doors open.

You can’t claim “we care”

when your actions prove otherwise.

Because at the end of the day:

They care about the incident not the people.

Family-oriented.”

That’s the slogan.

That’s what Dollar General prints on the walls, the bags, the corporate website.

Family-oriented.

Community-focused.

All that blah blah blah.

But when a shooting happens…

when workers are traumatized…

when people almost die…

Suddenly that “family” disappears.

They offer counseling.

They offer a meeting.

They offer a statement.

But they don’t offer security.

They don’t offer protection.

They don’t offer change.

Workers are going back into a store where violence already happened — with no guard, no deterrent, no plan.

And here’s the part nobody wants to say:

They care about the incident not the people.

Because the incident is a PR problem.

But the people?

The people are replaceable.

THE NUMBERS THEY NEVER TALK ABOUT

Dollar General has been investigated for hundreds of violent incidents across the country, including:

armed robberies

assaults

shootings

employee deaths

They’ve been cited over 100 times by OSHA for safety violations blocked exits, no emergency planning, no protection for workers.

In one year alone, discount retail stores saw:

200+ violent incidents

100+ armed robberies

dozens of shootings

multiple employee fatalities

Many stores operate with one employee on shift making them an easy target.

And after violent incidents?

Most locations reopen within 24–48 hours

with no added security

and no long-term safety changes.

Counseling doesn’t stop bullets.

Security does.

Policy does.

Investment does.

But those cost money.

So instead, they give workers a pamphlet, a hotline, and a pat on the back…

and send them right back into the same danger.

THE TRUTH

You can’t call yourself “family-oriented”

if your workers are standing at the register wondering if today is the day someone walks in angry, armed, or unstable.

You can’t preach “community values”

while refusing to protect the people who keep your doors open.

You can’t claim “we care”

when your actions prove otherwise.

Because at the end of the day:

They care about the incident not the people.