Since HR doesn't want to properly handle the situation:
The following letter and complaints are to inform Human Resources of a multitude of instances where the store manager Shayla of Vans 488 in Lakeside is failing to abide by company policy/ perform her job responsibilities.
Loss prevention:
The store manager has repeatedly sent home closing associates or other managers and stayed in the store alone after buisness hours, to my knowledge this is against policy. When this happens no one is in the store to perform bag checks upon her leaving.
The store manager has repeatedly done deposits with out getting a second verification signature to double check the amount being "deposited".
The store manager has left her child who is a minor unattended in the stock room after being dropped off on multiple occasions where no one is performing a bag check upon her leaving.
On multiple occasions the store manager will start counting registers and the safe on the sales floor during open hours and while customers are in the store, which to my knowledge is against policy.
A couple of weeks ago, when the store manager became aware of an external theft situation was happening she did not report to the RLPM or submit a process map for record of lost product.
Harassment in the Workplace:
The store manager has openly complained and berated associates in private and in front of other staff.
For example she has openly called associates stupid, dumb, and retarded.
Dereliction of Duty:
When the new store manager started last year at Lakeside, in the first manager meeting she held with new staff she told them "Since I wont be getting a performance bonus in coming months I will be working overtime to compensate"
In no way was any of this overtime needed in the store for operations or benefit of the company. This also took away hours from other managers and associates. This is an example of time fraud.
During last Holiday prep after the store manager hired "temp" associates it was said in a manager meeting "Don't worry about training the new hires, because they won't be here long." Two of the holiday new hires have become permanent staff and are still not fully trained.
On a regular occurrence (daily) while on the sales floor the store manager will stand in the front of the store on her phone/ take personal calls all while "running her segment" but, will threaten written action on another manager if they are tasking or doing operations while they are running a segment.
Tho the store manager runs her segments while sitting on her phone the entire time, in manager meetings will berate other management for not "setting an example" for associates... She is the example.
A few days ago a customer came in wanting a cash return, the store manager turned her away with the excuse that "We didn't have enough cash in the drawer to process the return." This was not the case, the store manager turned down the return so that she wouldn't miss her segment goal or affect her kpis. These segment goals and kpis determine whether a manager will receive 70% off for segment leader of the month. This can be considered discount fraud.
Other associates have tried to go to our previous district manager, Tracey, and instead of the allegations being investigated they were brushed off and those associates received backlash by the store manager. One said associate was transferred to another location and the other was demoted. Also, complaints were made in the last "culture survey" on the topics above and no action has been taken.
Shayla's performance is not in line with what Vans or the VF company represent.
To close I expect these grievances to be investigated and corrected for the betterment of the company and the associates who work under her. Store managers need more checks and balances from higher authority to ensure policy and procedures are being met and trained to staff. Besides the quarterly visits that are planned and scheduled they need to be checked on proper session leading and operational procedures day to day. Someone who doesn't even know how Storeforce or other applications work shouldn't be in a position of management let alone in charge of hiring or training other managers. read more
