From the TOP / DOWN

Just received my report on the status of my shares of Staples stocks... NEGATIVE 20 %...... As a stock holder I am extremely dissapointed and pissed off. So let's blame all the underlings for not doing their jobs as a reason for Staples POOR performance and take some action by cutting all our senior employees. Doesn't matter the reason. Just pick one or two of a hundred different metrics we are responsible for and drum us out.... Such is the scenario in so many stores... Replacing knowledgable employees because they can't accomplish all that needs to be done with a labor model that doesn't work. 410 hours in a 5 million dollar store DOESN'T WORK. Been there done that. It flat out doesn't work. We are being set up for FAILURE........ Replacements from Best Buy and other companies don't have clue what they are doing.. But they are doing it for less MONEY.... 3 months later the store is failing and rescue attempts need to be made. Half heartidly they are, while roasting the long time associates for not doing their jobs in the process. From the TOP / DOWN... Very POOR decesions being made by the top echelon laying the blame on underlings to hold onto their JOBS....

So now I am a 15 year veteran of the company and all of a sudden I am a bad employee.... Smart advice is get out of Dodge... Yup you are right. Probably the right decesion. Most of our fellow retailers are running with the same labor model.. Been around and talked with many employees in different retail companies in the area... Same Motus Opperandie in all those buildings as well... What to do ?

I will not voluntarily leave this company. They will have to fire me for what ever bogus reasons they come up with and I will go after them with an unlawful termanation suit. It may cost me 30 - 40 % of my settlement. So be it...... Worth it to prove the POINT..... I AM, WE ARE, the backbone of retail America. Without us it doesn't work at all. Wake up and appreciate the hard working loyal associates that have kept your business running for the last 15 - 20 years... Stepping down off the SOAP BOX... I WROTE THIS.

Comment! It's anonymous!

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177827 - The PIP is there hail marry pass to get you to quit so they don't have to fire you! You have your numbers and they look good. Let them know you are prepared to take them to court for wrongful dismissal. Send HR DM RVP same email with your numbers improved listed and your intent to challenge legally. Keep it professional but mean it. Before you do, seek a counsel with a lawyer. Look for one that deals specifically with wrongful dismissal.They will advise you the best way and which specific facts you need to document. This will probably cost you nothing at this point, most will do this over the phone as a free consult. Make Staples aware you have sought legal advice in your email. Age discrimination is real and this is probably correct in your case. They will always say it's only about performance, but everyone knows it's about money! You make more because you are older. Hence AGE is the legal weapon you have. Write down ANY and all instances of anyone mentioning your age or longevity. Date, time, by whom, the circumstances. Keep this information to yourself right now. After your email is sent relax. Then sit back and watch the magic.

They pull bs excuses to get rid of you. I was there over 25 years, had regular 3-4's on my reviews. Because my manager didn't care for the way I handled my customers, he put me on a PIP. After the PIP was finished he got a bug in his butt and decided to check me. Saw something he didn't like and terminated me for sub par work performance. Yes, I did have a couple customers complain about me, but, it didn't cost me business. The only business lost was business they chose to lose, because, no one walks away from the big bad Staples. Glad I'm gone...unemployed, heading for disability and my health has improved. Get out while you can and the economy is stable is most areas is my advice. Until someone comes and replaces Ronny boy and systematically replaces management from the top down things won't improve.

@ scared for our future

Have your attorney subpoena the list of terms so the stats can be pulled. If all the oldies are gone and they make up 80% of the terms, well f*k me....I think you got something there. Also, call your congressperson & complain, & follow the steps outlined for you here. WHY IS YOUR LIFE LESS IMPORTANT THAN THE CEO'S???

See your wrongful term lawsuit through. Wish you the best. Now everyone else that's been f*kd needs to do what you did.

Write your congressperson. Tell him/her to propose laws that limit the earnings of ceos, svps, etc. Why should they have 2-3 houses, boats, etc. while you live paycheck to paycheck? Write and complain to the FTC, Canada & the European Union (who must approve the buyout as well) and let them know about your serious concerns since the company doesn't giving a flying f*k.

Don't bitch! DO SOMETHING!

eeoc 25 Sudbury St, Boston, MA 02222 Phone:(617) 565-3200

MA congresspersons info http://www.congressmerge.com/onlinedb/cgi-bin/newseek.cgi?site=congressmerge&state=ma

FTC email: antitrust@ftc.gov

European Union antitrust: oib-courrier-central-mail@ec.europa.eu

Canada competition bureau: http://www.competitionbureau.gc.ca/eic/site/cb-bc.nsf/eng/h_00019.html

US Postal service - http://www.apwu.org/issues/stop-staples

You just described my situation EXACTLY...... So how did you become a bad employee in a few months after years of service ? Note hint of sarcasm here ;-(

by " I Wrote This "

I already went to EEOC who said it sounded more like a case of pay than age. Age is the hardest to prove. The only thing we can do is file lawsuit for wrongful termination. I did that too.

@anon177827 & @scared for our future.

Write your congressperson. Tell him/her to propose laws that limit the earnings of ceos, svps, etc. Why should they have 2-3 houses, boats, etc. while you live paycheck to paycheck? File an adea complaint (age discrimination) with the eeoc. Write and complain to the FTC, Canada & the European Union (who must approve the buyout as well) and let them know about your serious concerns since the company doesn't giving a flying f*k.

Don't bitch! DO SOMETHING!

eeoc

25 Sudbury St, Boston, MA 02222

Phone:(617) 565-3200

MA congresspersons info

http://www.congressmerge.com/onlinedb/cgi-bin/newseek.cgi?site=congressmerge&state=ma

FTC email: antitrust@ftc.gov

European Union antitrust: oib-courrier-central-mail@ec.europa.eu

Canada competition bureau: http://www.competitionbureau.gc.ca/eic/site/cb-bc.nsf/eng/h_00019.html

US Postal service - http://www.apwu.org/issues/stop-staples

In the same boat.....worked entire BTS season with myself and one keyholder in a 4+ million store. Told by DM that I was too far away for help while sending help to a store 30 miles further away than me. We have taken the store from -16% comp to a -8.5% comp in last 4 months...moved CPC from a -6% to a positive 3%....all the while have new key holders in place that need to be trained....currently CSAT PTD is 100%...and shrink is 3% below budget....with all this being said, I was given a 30 day PIP to "improve" or I would be facing termination...main reason - behind on POGs and don't have a "yes" store...They are not interested in sales, it is whatever the SVP, RVP or DM what to focus on..in my case it is called have 15+ years with the company, over 40 years old and making a decent salary...after PIP on Friday, HR has an on line posting on Monday. Looks like they have made up their mind and think they are following a paper trail...looks like a case of getting rid of someone due to age and pay rate. New listing has min job requirements for a GM "High school graduate and 1 year management experience"...going to get some winners in that group to manage a store with all that is on our plates....counting the days till they release me and lawyer is contacted.

Why is this an acceptable practice? How can this be legal? How can we make it stop?

Thread regarding Staples Inc. layoffs

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