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untanglingwebs
El Supremo
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Everyone knows that jobs are hard to come by now. I was recently on another site and they were discussing the construction of a new Whole Foods Store. I havae a friend who wants a Whole Foods in Genesee County as she drives a long distance (health food nut). Then the subject turned to those who did not want such a distributoe in Genesee County because this company allegedly mistreats their employees.
Most know about the Walmart lawsuits alleging unfair labor. But, i am hearing that the company Crossmark that does the food demonstrations for Wal Mart and sam's also employs unfair labor practices.
Workers at Sam's are now increasingly upset that they have to take so many in-service trainings and food service trainings and a new set of employees distributing samples of wine and beer will get $7 an hour more than them. Also Crossmark is increasing the reports and duties on the salaried employees so much they are being forced to put in a many as 72 hours a week. They say this makes their per hour wage less than their employees. |
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Sun Jun 03, 2012 10:11 am |
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untanglingwebs
El Supremo
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Crossmark, Grand Blanc, Michigan Complaints & Reviews - this is bullshit
listed: 2010-12-20 by
irrate broke employee
this is bullshit
Complaint Rating:
Company information:
crossmark
Grand Blanc, Michigan
United States
i hired into crossmark about 7 months ago i have a two year old and i am nine months pregnant...when i hired in i was promise 25-40 hours a week at the most i get 12-18 thats it...i was making more at my under the table job i was working at proir to crossmark...during my still on going employment through crossmark our supervisior quit and someone replaced her...the first boss was nice and very understanding towards me and my morning sickness, but still on my third day of employment she gave me a verbal coaching because i was told not to go by the sch. posted on sales trek to go by the one issued to us...no one ever told me to go by it during the week and not to during the weekend. So due to reasons i didnt know about i missed a day of work AND GOT IN TROUBLE FOR IT!!! All because they failed to inform me of this glich...their training was horrible i got there for my first day and they just threw me on the floor thats it...now that we have gotten our new boss i was trying very hard to keep up with the job and morning sickness one day i threw up all down in the sleeves of my shirt and uniform...my manager refused to let me go home even to change(i agreed to take a pay loss)...not only that we dont have a sch at all we go day by day...i have a two year old that i need to find a babysitter for which is not easy when i wake up in the morning and discover i have to be to work in less than a hour its is bullshit...also i didnt notice until i got to work i wore the wrong shoes on one of these unexpected shifts i offered to go home and change(also offering a pay cut for that shift) my shoes i wore tennis shoes instead of my work shoes me being pregnant i didnt want to wore them knowing my feet would kill me...i pointed it out to my boss and she said no its fine she needed me out on the floor at the end of my shift she has me sign a write up and if i didnt she was to fire me...now it is december and i have not recieved two of my checks and my car broke down i have no way to get back and forth to work without a check to fix it or gas in the car to go it has been almost three weeks since i havent received the first one and i received one then yesterday i didnt recieve one...they expect us to do an outstanding job when they dont give us the proper tools to do it...during one of my shifts a co-worker of mine and i had to share a oven on different isles of the store and when one of us left our cart to get our food we would get into trouble for leaving it...what else are we supposed to do???
CROSSMARK IS NOT A DEPENDABLE EMPLOYEER TAKE IT FROM A EMPLOYEE...AND EVERYTHING EVERYONE HAS SAID SO FAR ON THIS SITE IS TRUE AND I HAVE HEARD THE SAME STORYS FROM THE FLINT CLUB AS WELL
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Sun Jun 03, 2012 10:20 am |
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untanglingwebs
El Supremo
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Posted: 2011-04-29 by
ebbp1
Liars ,Cheeters, and Thieves!
Complaint Rating:
Company information:
Crossmark
Plano, Texas
United States
crossmark.com
Stay away...stay far away! You will be bullied by clients and treated like crap with this company. At some point you will start to feel depressed, then you will ask yourself why am I so glummy. Soon you will realize it is not YOU it is what they are doing to YOU. You will not have any possitive feedback, or support. Once your in, you are OWN YOUR OWN to survive. If your lucky you will get a raise in about year, of .05 cents. Not kidding here. And thats if your killing yourself to do the best job you can. Then you will need to work alone with the clients ( if your FT ) and good luck with that. They will treat you like you work for them at 70, 000.00 a year and expect as much. No support from your very own boss, they always side with the clients because...thats where they get the money! This is a 3rd party company that under pays the field staff and gives nothing to you for success. They will lie, cheet, and steele to keep a client and if they have to throw you under the bus to keep one...THEY WILL! Stay away and keep your possitive attitude, another job oppertunity will come. Yes, I still work for them, but unless I get fired for something I am stuck. I do have an interview next week, so I am hopeful that will work out. Good Luck to the new folks |
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Sun Jun 03, 2012 10:24 am |
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untanglingwebs
El Supremo
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Crossmark
Posted: 2011-12-21 by
Grandpa Jones
Discrimination
Complaint Rating:
Company information:
Crossmark
United States
Rumor has it that things got so bad in HR that 2 people resigned this week - with one person not having another job yet. If you are 50+ and a current or former employee who feels like you have been discriminated agaist, bullied or harrassed, I want to talk to you. Please email: CrossmarkDiscrimination#gmail.com with details of your experience |
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Sun Jun 03, 2012 12:14 pm |
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untanglingwebs
El Supremo
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Crossmark Events Orlando
Posted: 2012-03-31 by
Crossmark events employee
Unethical bullies!
Complaint Rating:
Company information:
Crossmark
United States
This is the most unorganized company I have ever worked for! They have no respetc for their employees and let them get bullied and abused by their clients! They expetc you to give 200% but give you nothing but a paycheck in return.And they complain if you ask to be paid for all the work you do, most people do more work than they report to keep management off their backs and to keep a job! They are hiring new recruits for $1.5 an hour more then the supervisors make to start off. How insulting!!! No raises, vacation, sick time etc. and what ever you do don't call out sick or you won't have work for a month as punishment!
They speak to you as if your dirt beneath their feet and HR won't even call you back when there is a serious problem with a supervisor.They will fire you to get rid of the problem first.
If you can find work elsewhere do so you don't want to work for these blood suckers! |
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Sun Jun 03, 2012 12:20 pm |
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untanglingwebs
El Supremo
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CROSSMARK – “Great Pay and potential benefits...very little incentive.”
1 of 1 people found this helpful
CROSSMARKEvent Specialist in Ypsilanti, MI: (Current Employee)
Pros
They offer a higher hourly rate for the amount of work involved. The pay is slightly lower than a merchandising position. They also offer various benefit packages which you have to pay, but at a discounted rate. Although for lower level employees the benefits aren't great, but for a part time position it's a bonus. There's no incentive to sell the products. They claim the percentage sold is job security, but there's no bonus if one item is sold or a million items are sold. The pay is still the same.
Cons
There is a lot of policy which doesn't make a whole of of sense that has to be followed strictly. In addition the vendors pay the stores, in this case Sam's Club, to do the events so it's not a controlled schedule. There could be a week where no hours can be scheduled because there are simply no events. Crossmark and Sam's Club over-staff Event Specialists for extremely busy weekends so hours are occasionally scarce.
Advice to Senior Management
I understand the need for policy that is uniform across the entire Company, but each store and event is unique. A lot of times the Sales Plan doesn't even make any sense mentioning the wrong product entirely.
In addition because of the fluctuating schedule dropped down by the vendors has got to be made constant somehow. I realize it is not up to the Club or Crossmark, but the morale of employees is greatly effected. This is absolutely horrible for a job that requires selling.
There has to be an incentive program implemented on an average basis coinciding on some sort of proximity. The goals are simply based on four times the average daily sales. There's some goals that are never obtainable - EVER. Therefore the overall percentage should be looked at more heavily in terms of some incentive, bonus or at least recognition. |
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Sun Jun 03, 2012 12:35 pm |
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untanglingwebs
El Supremo
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A Forced Resignation Is Not a Disqualification of New Jersey Unemployment Compensation Benefits
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April 15, 2012
The New Jersey Appellate Division recently reversed a decision of the Appeal Tribunal and the Board of Review disqualifying a claimant from receiving unemployment compensation benefits when he was forced to resign from his job. The Court disagreed with the prior determination that such a forced resignation was a voluntary separation from employment and instead found that the statement "you must resign," made to the claimant by his supervisor, was really no different than "you're fired." The Court found that the employer's actions amounted to a compelled resignation, which would not constitute a voluntary separation from employment and disqualification from receiving New Jersey unemployment compensation.
In Talmage Lord v. Board of Review, New Jersey Department of Labor and Crossmark Inc., the claimant, Mr. Talmage Lord, was employed by Crossmark Inc. Mr. Lord's job duties included reseting merchandise on Crossmark's retail stores in New Jersey and Pennsylvania. Mr. Lord was required by his employer to use his own car to travel to each store and perform his work.
On June 3, 2009, Mr. Lord's car broke down on his way home and the car was towed to a garage. Mr. Lord immediately informed his supervisor and he was excused from coming to work the following day, Thursday, June 4, 2009. On Thursday, Mr. Lord was informed that his car's transmission was broken and he could not afford the cost of the repair. After failed attempts to borrow the money or find alternative transportation, Mr. Lord called his supervisor on Friday to inform him of the situation. Mr. Lord's supervisor told him he "had to resign" from his employment "effective immediately."
In its decision to disqualify Mr. Lord from receiving New Jersey unemployment benefits, the Appeal Tribunal concluded that Mr. Lord left his job because he was unable to obtain transportation that was needed to perform his job. The Appeal Tribunal noted that in cases bordering between discharge and voluntarily leaving, the person who initiates the action, which eventually leads to the separation, is the one responsible for breaking the employment relationship. The Appeal Tribunal found that Mr. Lord's personal car troubles and not the statement from his supervisor that "he must resign" was the reason for the ending of his employment. Based upon this interpretation of the facts, the Appeal Tribunal concluded Mr. Lord left work voluntarily without good cause attributable to his work and was therefore ineligible for unemployment compensation benefits.
In reversing the Board of Review and Appeal Tribunal's decision, the Appellate Division cited, Campbell Soup Co. v. Board of Review, 13 N.J. 431, 435 (1953), which stated that a separation from employment will only be considered voluntary under N.J.S.A. 43:21 -5(a) if "the decision whether to go or to stay lay at the time with the worker alone[/b[b]]." The Appellate Division found that forcing Mr. Lord to resign made his separation from employment Crossmark's decision, not his own. The Court prevented Crossmark from hiding behind a forced resignation and concluded that when the supervisor told Mr. Lord he "had to resign...effectively immediately" this was synonymous with a discharge or involuntary termination of his employment.
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Sun Jun 03, 2012 12:46 pm |
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untanglingwebs
El Supremo
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This is the job description of a Crossmark demonstrator. The rate of pay is usually good per hour, but the number of hours varies greatly and most times the demonstrators are asking for more. Not a good job if you need a consistent income and stability. May be a fine job if you just want some extra cash.
In-store Demo-Event Specialist
CROSSMARK
Owings Mills, MD
The Associate is responsible for completing in-store food and non-food demonstrations. Acquires and maintains knowledge of products represented. Serves, demonstrates, intercepts consumers and sells products in a professional manner. Maintains an overall professional appearance consistent with the requirements of the job.
Click the link below to see the Day in the Life of an Event Specialist
Taste_and_Tips_Program
Duties and Responsibilities
• Possesses the aptitude and ability to gain adequate knowledge of the products represented.
• Has desire and ability to proactively intercept, engage, interact, and sell product to the consumer in a positive manner.
• Can effectively communicate the features and benefits of the product.
• Ability to prepare and serve food samples using small appliances such as microwaves, fryers, skillets, coffee makers and knives.
• Can maintain a clean, sterile and safe work station using cleaning chemicals.
• Maintains a professional appearance consistent with the requirements of the job.
• Properly sets up and prepares Event Table for execution.
• Achieves 100% execution on assigned work.
• Assists with preparation for client visits and completes audit corrections.
• Builds and maintains rapport with store personnel to effectively meet company and client objectives.
• Completes expense reports as per Company Policy.
• Prepares and submits all on-line requirements on the same day as Event execution.
Note: This job description does not imply that the above functions are the only tasks that may be performed. Associates will be expected, if possible, to follow any other job-related instructions and perform any other job-related tasks as directed by management.
Additional Requirements
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed above are representative of the knowledge, skills and/or abilities required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential duties.
Education/Experience: High school diploma or general education degree (GED); or one to three months' related experience and/or training; or equivalent combination of education and experience.
Physical Demands: The associate will be regularly required to:
• Stand up to 8 hours at a time
• Walk
• Use hands and fingers to handle or feel
• Reach with hands and arms (including reaching overhead)
• Talk and hear
• Visual ability to read instructions and perform events
• Stoop
• Kneel
• Crouch
• Climb (including use of a 6' ladder)
• Balance
• Lift and carry up to 25 pounds (including occasional lifting of up to 50 pounds)
• Push and pull a wheeled demonstration cart weighing up to 300 pounds fully laden with appliances, supplies and product
• Prepare foods using cooking utensils such as knives, convection oven, fryer, coffee maker, electric fryer, microwaves and hot oils
• Be in contact with cleaning supplies
Physical Appearance: Individuals must ensure a professional appearance and proper grooming is in order. The associate must present a neat, clean, and appropriately groomed appearance. Specific Retailer Dress code requirements are included in the training documents. In addition, tattoos must not be visible while the associate is engaged in their work assignments.
Specific Skills: Proficient use of a Personal Computer and familiarity with Word, Excel, and Outlook.
Specialized Knowledge, License, etc: Local Food handlers permit may be required.
Supervisory Responsibility, if any: None
Working Conditions (environment in which the job is performed): Retail store environment with some travel.
Language Skills: English is the primary language skill; however, bilingual skills may be required based on business necessity. |
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Sun Jun 03, 2012 12:53 pm |
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untanglingwebs
El Supremo
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| What other employers are known for having a hostile work environment? |
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Sun Jun 03, 2012 12:56 pm |
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untanglingwebs
El Supremo
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Wal-Mart: The Facts
•The EEOC is suing Wal-Mart over allegations of sexual harassment of female employees in Alabama. *
•Nearly three-quarters of a million women work as "sales associates" in Wal-Mart stores. On average these women earn $6.10 per hour, or $12,688 per year if they are permitted to work full-time. This wage puts many of their families below the poverty level — half even qualify for federal assistance under the food stamp program
. **
•
Current and former employees in California are suing Wal-Mart for sex discrimination in pay, promotion, and compensation. This will be the country's largest sex discrimination suit against a private employer if it is granted class-action status.
*
•Wal-Mart's health insurance plan excludes contraceptive coverage. A suit, which is seeking class action status, has been filed in Georgia regarding this exclusion. *
•Women who make pants in El Salvador earn 15 cents for each pair; Wal-Mart sells these pants for $16.95 in its U.S. stores. Also, contractors in El Salvador force workers to take pregnancy tests. **
•According to Brandeis University Professor Ellen I. Rosen, women in Central America who make clothes for Wal-Mart live in shacks lacking running water or plumbing while women in China live nine to twelve to a room in government-provided dormitories. Some of Wal-Mart's workers in the U.S. spend their nights in trucks of motel rooms without cooking facilities. **
•
The Maine Department of Labor ordered Wal-Mart to pay the largest fine in state history for violating child labor laws. The Department of Labor discovered 1,436 child labor law infractions at twenty Wal-Mart chains.
*
•Lawsuits pertaining to Americans with Disabilities Act (ADA) violations have been filed in Missouri, Arizona, California, and Arkansas.
*
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Employees from Wisconsin, Michigan, Ohio, Washington, Illinois, Iowa, and West Virginia have sued Wal-Mart for underpaying its hourly workers. Employees from Missouri and Kansas have filed class-action suits alleging "acts of wage abuse." These acts include neglecting to pay workers overtime, preventing rest and lunch breaks, and forcing them to "work off the clock."
*
•A former employee in New Jersey reported being harassed and fired after telling his boss that he was undergoing a sex change. He won the case, and Wal-Mart was ordered to pay him $2 million.
*
•The National Labor Relations Board (NLRB) has filed suit against the New Castle, Pennsylvania Wal-Mart for unfair labor practices. It alleges that Wal-Mart illegally discouraged workers of the Tire and Lube Express department from joining a union.
*
•The NLRB also filed a suit against the Jacksonville, Texas Wal-Mart for unfair labor practices. It alleges that Wal-Mart threatened meat cutters, interrogated them regarding their union sympathies, and fired those who are pro-union. The United Food and Commercial Workers Union has filed a complaint with the NLRB alleging that two workers were fired because of their union organizing activities.
*
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Following a vote in favor of union representation by the butchers in Jacksonville, Texas, Wal-Mart announced that meat cutting would end at 180 stores.
*
•In 2000, Wal-Mart's assets totaled more than the GDP of 155 of the 192 countries in the world, with annual sales of more than $137.6 billion.
**
•In the video Behind the Labels: Garment Workers in U.S. Saipan, Wal-Mart is featured as one of the retailers which contract with "sweatshops" in Saipan for the manufacturing of garments sold in their stores.
*Current Legal Developments Concerning Wal-Mart
**Rosen, Ellen I., The Women Who Work for Wal-Mart
© 1995-2012 National Organization for Women, All Rights Reserved. Permission granted for non-commercial use. |
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Sun Jun 03, 2012 4:40 pm |
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untanglingwebs
El Supremo
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Facebook passwords: The new unlawful surveillance of the work ...
www.michiganemploymentlawconnection.com/2012/03/facebook-passwords-new-unla...
Mar 30, 2012 ... Michigan Employment Law Connection. Regular updates and ... social media passwords. A potential unfair labor practice is just one more.
Friday, March 30, 2012
Facebook passwords: The new unlawful surveillance of the work place
The subject of employer compelled disclosure of employee social media passwords has swept the blog and news worlds. Facebook has weighed in on the subject, and Senators Blumenthal and Schummer have asked the EEOC and the Department of Justice to investigate whether such demands violate current law. Jon Hyman at the Ohio Employer's Law Blog has an excellent analysis of the subject.
Given the attention that the NLRB and the Acting General Counsel have paid to social media in the work place and the rights of employees, I believe that the NLRB could use its case law on employer surveillance of employee protected, concerted activity to find a violation of § 8(a)(1) of the Act. The Board has held that it is an unfair labor practice for an employer to engage in surveillance of union activity or to create the impression among employees that their activities are under surveillance. Cases have arisen where supervisors tell employees that they know about meetings with the union and caution employees to be careful who they associate with.
In Magna Intl. Inc.,7-CA-43039 (3/9/01), a NLRB administrative law held that the comment of a supervisor who had visited a union web site to an employee that "he liked her picture" created an impression of surveillance and was an unfair labor practice. An employer who requires employees to provide their passwords is certainly conveying the impression that it will be monitoring those social media sites to see what the employees are posting. Such action also has a chilling effect on employees who want to use social media to engage in protected, concerted activity.
There are many reasons why an employer should not require employees to provide social media passwords. A potential unfair labor practice is just one more.
Posted by John Holmquist at 12:44 PM
Labels: Facebook, NLRB, passwords, social media |
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Sun Jun 03, 2012 4:47 pm |
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liza0105
F L I N T O I D
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| Apart from the already unpleasant business of working for not a lot of money, low-wage employees have also had to stress about salary robbery. Wage robbery is where companies do not pay their employees at all, too little or stiff them on overtime, which is more common than some might think. Article source:
Some of the hugest companies have the most low wage workers.
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Tue Jun 26, 2012 12:55 am |
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Adam
F L I N T O I D
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If it was legal I bet you could hire 1000 - 10,000 workers in Flint at like $5 an hour.
Some entrepreneurs do work for less than minimum wage or even lose money when they are getting their business ventures up and running. |
_________________
Adam
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Tue Jun 26, 2012 12:12 pm |
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untanglingwebs
El Supremo
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I was doing a simple employment question (Michigan salaried employee overtime dispute) and saw that a number of firms represent salaried employees that are said to be misclassified.
Just because you are hired as a manager with a salary based on a 40 hour work week that does not mean your employer can routinely work you 72 hours per week and not pay you overime. You would have to consult with a lawyer who specializes in labor law, but it may prove worth while. |
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Thu Aug 02, 2012 8:48 pm |
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untanglingwebs
El Supremo
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Crossmark supervisors have told their employees that there are plenty of unemployed people desperate for jobs. That fact seems to be responsible for the bad treatment they are said to give to their employees.
According to the Ripoff report and Glassdoor there are numerous lawsuits, and some class actions, that have been filed against Crossmark. According to comments on these sites, there has allegedly been laor complaints against this company in all 50 states.
Crossmark, a Plano Texas based company, has bought out the competition and dominates in the food sampling and food demonstration arena. They are the food demonstrators for Sam's Clubs and Walmart in Flint. I am told that the Walmart side of the company treats their employees better than sam's. |
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Thu Aug 02, 2012 8:57 pm |
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