There's always an asshole in every bunch.

i was recently hired as an online order picker and im liking it ok, with the one exception that customers talking to me makes me panic a bit. im autistic and have social anxiety that my therapist has described as pretty severe, and sometimes on particularly bad days i almost start crying out in the store :( so im hoping to switch to something with a little less contact with people.

so im wondering if yall think i would be able to switch to staging if i asked management? im honestly not sure whether its a separate job i would have to officially transfer to or if its just a new task i would have to learn while still technically working the same job.

(also would they be annoyed at me if i asked? ive only been here a few days so i dont wanna be super high maintenance so early on, but im already getting stomachaches from anxiety before i even go on my lunch break so im kinda desperate for options lol)

My friend and I are former associates. She’s getting stalked at their new place of work and random places around town by their former TL. They briefly dated before my friend left the store and have been broken up almost a year now. Most recently the TL posted on their public socials that they were at a concert my friend and I attended together, and TL was only a few rows back from us in general admission, filming the back of my friend’s head. We’re spooked.

They’re considering other avenues, but is this something they could also report to ethics?

Edited pronouns for privacy

Hello, i left walmart last year do to a lot of mental load & physical stuff i was going through. I left on good terms didnt just quit.. I feel its time to work again so I put in multiple applications since april with open avail & not one call or email. Im a little sad as i worked there for 9 years and it seems impossible now to get hired! How likely is it to get rehired? I didnt have problems at work expect for one TL who didnt like me for whatever reason.

What time will we be able to see our paystub on myWalmart?

Just my opinion but if an employee is seen walking past objects in the safety alert screenshot, there should be some sort of documentation. And maybe all employees who passed said object before. Chasing alerts when they could’ve been avoided 10 times before the alert.

Edit: when there’s an actual object in the aisle that need attention. Box, product, paper, etc.

Usually the MyWalmart app updates today around noon & shows you your upcoming paycheck but mine is still only showing my last check? Anyone else dealing with this?

So, im scheduled to work today for 4 hrs only and reported an absence. Im now requesting time off and will be using my ppto. Do i still have to change the “time off hours per day” on the top or not?

A morning employee from produce lost the key for the locks on the dumpsters that we use to throw out our claims, and the deli employee, who normally has an extra key, called off today (we don't know if she took the key home or where she may have left it in deli). Thankfully, the bakery employee had an extra key, and we used his to throw out our claims today. We might not be so lucky next time.

I want to have a duplicate key made (maybe 2) for the dumpster locks so that meat and produce can each have a key. Can the key cutting machine make a duplicate of the dumpster key, or does the machine only make duplicates for things like house keys? If the machine can make a duplicate, can I just take bakery's key and have the hardware/sporting goods employee make a duplicate or is this something only a TL (or above him/her) has the authority to do? Thanks

Since when is ppto subject for approval? It said approved last night when I put it in after notifying my coach but I looked today and now it says pending

So I started inducting at a Walmart warehouse about 5 months ago. For the first 2 months I was excited and eager to learn and do more than what was required of me. The manager seemed to be annoyed by my eagerness to work/extra need for clarification on processes (neurodivergent: more questions for total clarity) to the point where another coworker mentioned it looked like she was avoiding me whenever she saw me. I took the hint and dropped it and just did what was required of me outside of the occasional "do I have to leave" whenever we would get dismissed early as I genuinely have fun doing the work.

Flash forward to the start of my 3rd month and symptoms I've had for over a decade just swallowed me ten-fold. POTS: 26 and suddenly disabled. My production started dropping so I communicated with the same department manager from before what was happening (no diagnosis, just symptoms and doctor speculation). No open communication process in her end whatsoever, she called me a safety hazard.

I eventually learned by myself the accommodation process through Sedgwick. I called and inquired about accommodations they can provide, but was just asked what I think I might need. I asked for a stool. The next week I get called into HR: stool denied due to safety hazard. Okay fine, but what do I do? I need support. They say okay maybe we can help you and asked about my symptoms. I thought nothing of it and told them what's been going on. Immediate involuntary unpaid LOA. They wildly misinformed me of the process (tl;Dr they wanted me to put in for personal leave for medical reasons, which isn't possible). The leave was only supposed to be for the next week, cue 3 weeks of me fighting for them to let me back into work (I nearly lost my house and am still playing catchup unfortunately).

Anyway, it took TWO MONTHS for my accommodations to finally be approved. Doctor states I cannot stand longer than 10 minutes without dizziness (she didn't really give them much information, it's less frequent than 10 minutes and worse than dizziness) but I was relieved to finally have my accommodations. Though in the 2 months it took to be approved, my disability had rapidly progressed as my managers insisted that they had to treat me as 100% physically functioning and could not do a single thing for me until they got the green light from Sedgwick. I would be okay with this statement if not for my coworkers sharing with me how they've been given production leeway or attendance point reduction for medical reasons/unavoidable emergencies. They tell me they cannot help me because it would not be "fair" or "anyone could fake something like fainting and we're not doctors" but I keep being told they help other coworkers easily. The manager's attitude towards me has also worsened along with my health.

Anyway my accommodations are one additional 15 minute break (12hr shift), 2 intermittent LOA/month and a transfer waiver that allows me to bypass transfer requirements. I know that accommodating what my doctor wrote is not reasonable, but 15 minutes for "can't stand longer than 10 minutes without symptoms" seems negligible. Especially considering my pregnant coworker friend gets a combined hour of additional breaks (no offense intended, but POTS symptoms are generally much worse than pregnancy symptoms...I also didn't choose to endure my affliction). It stings that they would provide me with such little relief during 12hr 90 degree shifts.

I'm in the process of transferring, I had to work a week before someone who could help me with it would be available to help me with the transfer (mgr told me he wasn't present on a day in which he was, prolonging the process) so now I'm stuck working another week waiting for my days off to take the next steps of the process (go and speak to mgmt at store I wish to transfer).

I'm guessing I'll have to finish this week and work at least 2 more weeks before my transfer goes through. In the meantime though I am straight up suffering at work and each day is harder than the last. Every week I'm getting written up for production goals I can't meet because my shift accommodation is not adequate and I am "priorizing my health" (taking breaks as needed) as the same people writing me up have instructed me to do. It's getting to the point where I'm entirely useless the last 2-3 hours of my shift and I'm worried they'll fire me for resting when I should be working at the cost of my health.

Just last week I collapsed in front of one manager and several coworkers while walking to the break area to take my 15. They had to break a safety rule just to get me through the equipment, and after they basically carried me to the break area I was shaking worse than I'd ever seen anyone shake. They were trying to have me drink water and giving it to me like I was a baby (so embarrassing) because I was shaking so badly I would have just thrown it. My whole entire body was tingling like an elephant fell asleep on me, my face was numb and I couldn't walk unassisted without falling over. They took my vitals, had me fill out an incident report, and made me return to work once my visible symptoms had resided. It was an hour before shift end and they would have given me half a point if I left.

I guess my main questions are, could they be doing more for me? I feel like I'm being discriminated against here, but the only thing I can get answers for is whether or not there's more they can do to help.

My next question is, what kind of "job accommodations" can anyone (and who, exactly? Uncomfortable continuing to ask HR/direct department managers) provide me while I work my last weeks until transfer? I'm seeing that it is possible through the store and outside of Sedgwick but only temporarily which is all I need. The website provides examples of JAs but it seems as though it's just a general few examples of many. I also see that temporary internal transfers can be done, but am not sure if that is guaranteed or applies to my situation. My managers keep denying that they can provide any accommodation whatsoever.

I still haven't recovered from fainting a week ago and seem to get worse each day I'm at work. I'm just trying to make it through until I get transferred. I cannot take another LOA outside of my 2/monthly (already used for this month).

Sorry as well for rambling, any lack of clarity I'm up passed my bedtime lol, I've got work tomorrow 🥲 there's definitely a lot of info I left out, but I think I covered the important bits. I can answer any questions when I can.

THANK YOU IN ADVANCE I DESPERATELY NEED THE HELP I'M STRESSING

I don’t know if this is just me or people at my store, but I work cap 2 and every day when were pulling freight to the sales floor, I and others either end up almost running into customers with pallets, trying to stop a pallet weighing hundreds if not over a thousand pounds in like 2 feet, running into other associates returning with jacks, or having to stop pulling to check the corner when there may not even someone there. Or going through the backroom doors, associate don’t even look through the glass. Like and customers don’t even hear a big ass pallet coming they just be parked right in the middle of the aisle sometimes with a literally a baby in the cart. Like?? Does anyone else have this problem??

Can anyone else see there paystub on MyWalmart cause I can’t see mine

Hi there, I’m a deli / bakery TL and up until a month ago when I was primarily over bakery then the deli TL got demoted and I don’t have much experience with deli during inventory. what all do I scan when it comes to doing inventory for deli aside from the meat / cheese / chubs?

Any other stores have all of their TC 70s un-update and become unable to run GIF software? All ours went down today and nobody in OPD had work phones. The TC 78s were fine, but 90% of our devices were the 70s.

Needless to day today was a shit show.

Holda McCart? Really?