I personally have been fired from target after management set me up because they didn’t like someone with a disability.

To make a long story very short I have epilepsy, something the ETLs knew about since I started working there and accommodated, but a newly promoted STL and ETL team couldn’t deal with that and performanced me out.

I have never been written up for performance before this and even been a top performer.

I’m working with the Epilepsy Society, The Disability Law Center, and Division of Civil Rights.

The lawyer feels I have a strong case.

My only hope is to make sure they never do this to someone like me again.

The following are reports from someone else though:

Target corporation retaliates then terminates employee after reaching out to human resources via e-mail:

1. Store 0176

Sent: Thu 10/25/12 2:04 PM

To: integrity@target.com

I’m writing this complaint due to being harassed by the new logistics leader (Rosalie) twice now. I have mentioned to the logistics leader that she needs to take this up with the human resources manager (Dion) but she has refused and continued to harass.

I was approached by the logistics leader in the middle of the sales floor asking if I were going to take a meal period since I was scheduled to 12:30pm. The response was “No, I am not going to take a 30 minute meal period just to stay an extra 30 minutes to complete my scheduled time.” In reality it’s actually only a 15 minute difference after the meal period since I have the ability to take my meal period at 11:45am which would clock me out at 12:15pm only to stay those extra 15 minutes till 12:30pm.

The logistics leader responded by singling me out in front of guests and team members screaming ” I’m the logistics leader, you have to do what I say.” Telling her again that, ” I am not going to take a meal period for 30 extra minutes and I have never done that before ever in my 3 years at this store.” This logistics leader does not like my answer and continues to rant and harass me telling me ” I am the logistics leader, it’s not going to work like that, you have to do what I say.” I have no choice to respond but with telling her to cry about it to the human resources manager (Dion) for the sake of guests and team members around us as to not argue in the middle of the sales floor.

One or two weeks go by and the logistics leader is continuing to schedule me to 12:30pm out of spite and harassment knowing full well that I am not going to take a 30 minute meal period just to stay an extra 15-30 minutes. I have never in the 3 years had my schedule look like that, until now, that this logistics leader wants to bully and harass me to get me to stay. This is a store than frequently saves on payroll and kicks team members out early.

So once again today I get called into the logistics leaders office only to be harassed twice now about the same problem that she has not brought the attention to the human resources manager. The same exact conversation happens again where as she asks why I refused to take a meal period to stay an extra 15-30 minutes and when she doesn’t like the answer she resorts back to the immature “I am the logistics leader, you have to do what I say.” I told her I was going back to work if she persisted to argue with me.

In addition to being harassed over a wayward schedule she proceeds to tell me I, “talked to her in a disrespectful manner.” After I told her she singled me out in the middle of guests and team members arguing with me like an immature child, when she did not like an answer, she completely denied it as if I’m making it up and lying. More than likely i’m being accused of lying because she now knows that it is frowned upon to single out team members like she did in public.

The logistics leader (Rosalie) made me feel uncomfortable in her office and continued to argue with every answer i gave to her questions. I left the room telling her to take it up with the human resources manager (Dion) as she continued to say once again, “I’m the logistics leader, you have to do what I say, this conversation isn’t over.”

This new logistics leader not only doesn’t know what she’s doing very much as she openly admitted she’s new but carries a very immature and unprofessional attitude to the store.

One example of the unprofessionalism would be the fact that I overheard a team member ask the logistics leader (Rosalie) if she got his backroom test paper yet. The logistics leader (Rosalie) responded with, “No, here’s the thing, Dion loses everything.” For a logistics leader (Rosalie) to slander the human resources manager’s (Dion) name or any other team members name in the middle of the sales floor in front of guests and other team members is the most unprofessional thing you can do.

Now team members go around saying, “The logistics leader said the human resources manager loses everything. If they can’t keep track and get something as easy as clerical work done what makes us think they’re fit to do anything else around here.”

I have worked in this store for almost 3 years and I have been doing the same thing I have always been doing. A flow member that has never taken a vacation or a leave of absence since I was hired in this store. I am inside the truck unloading every truck day, stocking some of the heaviest sections, and doing it faster and more efficiently than anyone else in this store can including those above me. Quite possibly the only flow member who doesn’t spend the majority of the day goofing off and talking with friends like everyone else seems to. The flow leader of 29 years calls me the best one he has on the floor and I am well aware and frequently told how nothing in that store gets done on days I have to call in.

I don’t appreciate being harassed over something as trivial as an extra 30 minutes of work or bullied and intimidated by these brand new logistics leaders. I have done and gone very above and beyond my duties as a flow member. I sweat, I bleed, and I break my back time and time again trying to get things done in this store.

Sadly it doesn’t matter to anyone at this store how good I am because if I can’t come in 6 days a week under 40 hours because I have to make a actual living i’m going to get the lowest review and raise possible and continue to be harassed right? Beginning to think this is targets way of trying to get rid of anyone who makes more than 8 dollars an hour after their raises so the store can save on payroll. And if these are tactics to find a technicality to get rid of people who make too much money after their raises it really won’t be my loss. Plenty of multi-billion dollar corporations who would appreciate a work horse like myself who likes physical labor.

I don’t care about anonymity. I assume to whoever gets this will not care and just forward this to Dion Davis which is fine with me. The fact that the logistics leader (Rosalie) has not yet told the human resources manager about this is highly suspicious. Hopefully the next day I come in Dion will be up to speed with everything and I won’t constantly be harassed by ego trips.

2. Store 0176

Sent: Thu 1/31/13 12:28 PM

To: integrity@target.com

I do not like not being scheduled for a truck day when i’m signed in as a flow team member. I have requested since long ago to be scheduled for only truck days which is 3 days a week at this store and never more than 4-5 hours a day which never seemed to be a problem. I get about 12 hours a week because this store wants to save on payroll more often than not which is fine with me. A small problem I didn’t like was the fact that all of a sudden this store ever so often changes their Tuesday truck to a Monday which i’m not available thus I get a smaller paycheck and less hours. It was a big deal changing truck schedules from Monday, Wednesday, Friday to Tuesday, Thursday, Saturday with the understanding that “we cannot have a monday truck anymore,” however we frequently have our Tuesday truck switched to Monday so obviously we “can” have a Monday truck.

While none of this is an issue for me the real problem is with the fact that now i’m not scheduled for a Tuesday truck this week thus hurting my paycheck and the store from the sounds of today’s huddle. Your logistics leader (rosalie) told the flow team today that on Tuesday the store over spent an extra 25 hours getting the truck done on Tuesday by 2:30pm instead of the goal time 11:30am. Obviously me not being scheduled on a Tuesday for a truck i’m available for has nothing to do with “saving payroll” or “obtaining larger bonuses for store leaders” considering your logistics leader openly admitted in the huddle you went over 25 extra hours. Overall I take it as a huge complement of how much doesn’t get done when you all deliberately don’t schedule me for a truck day that you obviously desperately need me for.

Now that this is really an issue of consistency and money (money for both parties obviously) I do not have any other way of looking at myself not being scheduled on a truck day, that i’m always there for, other than an act of retaliation for the report on your logistics leader (rosalie) I sent to the integrity email. Even though I have experienced disgruntled attitudes towards me after I sent my first report to integrity email I decided not to fuel the flames and continue being the best under paid stock boy you all will ever meet.

However, with the fact that my hours are deliberately being cut for unknown official reasons (I wonder how you leaders are going to spin that one) I feel as if I should go ahead and report what has made me uncomfortable after sending a report into integrity line about this store.

The first thing I experience coming back to work after store leaders have read my report is the dirty look the store leader (fernanda) gave me as I walked back to my isle to clean up after stocking your shelves in record time. Now a disgruntled look doesn’t mean much to me nor have all that much of an effect on me considering it’s coming from a store leader that hasn’t ever seemed to care about the well being of the store or the team members. Employees have reported her saying that she’s working as store leader till she gets a corporate promotion for an office job and that her husband is employed with target even further above store leader. This simply tells us a lot about our store leader and I am great full to have a store leader that basically leaves everyone alone for the most part and is completely absent throughout my years at target.

Second uncomfortable experience I had after sending in my first report on the store to the integrity line is being called into the office by your human resources representative (dion) only to be called a liar for what I reported to the integrity line. As human resources (dion) tells me that what I reported to the integrity line isn’t true, I asked if she read the entire report I sent in. Fact of the matter was that what was reported to integrity about the human resources representative (dion) was said by the logistics leader (rosalie) and not myself. The human resource representative (dion) tells me that she did not read the entire thing because “Fernanda didn’t have it all with her at the time.” Now it looks like to me that your store leader (fernanda) was comfortable enough to tell your human resources representative (dion) that “I” sent in the report but decided not to tell her that the logistics leader (rosalie) was the one making the accusations about her. Looks like a clever way for your store leader (fernanda) to retaliate against me by trying to get the human resources representative (dion) to have a personal vendetta with me. Thus, I do not appreciate being called a liar about something that I never even said.

This finally brings us back to the third change that not only hurts your store but my stomach as I will be struggling to eat these next two weeks. The fact that i’m deliberately not being scheduled for a truck day that I have always been there for and completely available which is this weeks Tuesdays 1/29/13 truck. So I come in today Thursday 1/31/13 only to be confronted by my fellow employees thinking I quit or was fired because I wasn’t here on a truck day that I always am here for. I do feel for my co workers and understand just as they do that with this current system and your poor quality of store leaders and logistics leaders that your trucks will not get done on time without me.

I witnessed your logistics leader tear into the entire flow team during the huddle like as if she has any clue how to get things done in an efficient manner destroying moral acting like it is all of their faults for not getting things done when it is clearly her own ignorance and failures to manage talent. The majority of the flow team are virtually brand new team members and to expect them to get things done like someone like myself, or any other hard working veteran, without proper guidance and leadership is completely ignorant. When you have team members that work painfully slow and waste time talking it’s not their fault. Just like it’s not the 12 year olds fault he got a hold of his parents car keys, started up the car, and drove away.

So you all wonder from time to time why moral is so low? Maybe it’s because bad decisions like this create stress and drama on on the entire team as your over paid “leaders” never get a pay cut nor have any consequences for their bad decisions and actions.

If I recall my time line correctly, Saturday 1/26/13, truck was finished by 9:45am and I was asked to leave early. I refused and stayed for my full 4 hours. Not very fair that I get things done that quickly only to get a pay cut as I’m ordered to leave early.

Only 12 hours a week cut down to 8 hours a week while employees who work slow and waste time talking get to be scheduled every truck day? Must be favoritism among women. Busting my ass as hard as I do, sweating after every truck unload, and then sweating again to stock my work area in order to beat or meet your stock goal time calls for a pay cut then the entire store is going to take notice as they already have this week. A quote from one of your faster workers about me not being scheduled on a Tuesdays truck, “The fastest stock boy who is virtually the only one who takes initiative to get things done in a timely and efficient fashion gets his hours cut. Officially, there is no incentive to do a good job or work hard anymore.”

It seems obvious that you all are just trying to drive anyone who makes more than targets minimum starting wage away to quit or find technicalities to terminate them. And when that doesn’t work just cut their hours right?

Anything it takes to get a bigger bonus right, leaders?

You all need to take that word “integrity” target likes to use and change it to “apathy.”

3. Store 0176 (again)

Sent: Sat 2/02/13 3:18 PM

To: integrity@target.com

On 2/2/13 once again I come into Target ready to do my 4 hour schedule, unload your truck, and stock the heaviest sections everyone else complains about doing. After stocking 2 different sections in outstanding time and fashion i’m told at 9:45am to leave early again.

Kim or Ashley, I cannot remember which is which because they don’t work the same days that I do and thankfully separate themselves from the rest of the team, decided to argue with me in front of team members in the backroom about needing to leave 15 minutes early. I simply said, “no” as i continued to throw away trash telling her that I am scheduled on the wall till 10:00am. She asked, “why not?” as I replied the same exact thing telling her that my schedule says 10:00am. Raising her voice and continuing to argue with me saying, “Well, everyone else has left so you have to as well.” And my response was, guess what, “no.”

While still harassing me I told her to just fire me as to get her to stop yelling and arguing about something as trivial as 15 minutes of work in front of team members in the backroom. Immediately she threatens me by telling me, “I’m going to call the TSA on you.” Now I have no idea who the “TSA” is but it sounds like that division that fines department stores for not working safely or violating fire codes etc. I do notice your logistics leaders (rosalie) new truck unload system that defies what once originally worked for everyone tends to block both fire exits in the backroom. Wonder what they would have to say about that? But i’m sure Target gets a free pass on that just like the government gives you a free pass on slave wages and slave labor. Anyways, I don’t appreciate that you train your “leaders” that are above me to threaten and intimidate people in order to get them to conform. It’s a petty childish tactic that only seems to work on the rich kids who only have jobs at target because their parents force them to.

This isn’t the first time I’ve had problems with this Kim or Ashley person nor am I the only one who seems to have a problem with her. The difference with her and everyone else is the fact that she comes off as completely new and naive to everything about Target so I decided to let her bad attitude go and continue being the fastest stock boy you all would ever meet which doesn’t seem to matter to anyone anymore. Now that she wants to harass and argue with me about something this trivial and possibly try to get me fired I feel as if I should report everything that has made me uncomfortable about her.

The very first thing this Kim or Ashley person has ever said to me coming into the store was accusing me of doing something in which I had no idea what she was talking about. It was a “pull” or “Autofill” day that I came in for 4 hours to stock your shelves as usual. After getting through half the day and finishing the majority of the autofills faster than anyone else can an that store I walk by this Kim or Ashley person only to be accused of something along the lines of, “stocking a curling iron that was supposed to be spider wrapped…” I’ve been doing this job for 2 years before she came into this store and I don’t stock things that require spider wrap, ever. All spider wrap goes to electronics to be wrapped as it always has. I let her bad attitude and accusations roll off my shoulders due to the fact that she is probably just new and nervous about her job and hopefully those above her will train her properly. Guess she just has a bad attitude in general.

I didn’t blame her too much for her attitude for I noticed she was talking to the last logistics leader (James) seeing that he was pointing at me. Probably because I was doing the pulls so they went ahead and assumed it was me. However, I have walked upon the last logistics leader (james) talking down about me to the current logistics leader (rosalie). So considering that fact. it might be a safe bet to think he decided to talk down about me to that Kim or Ashley person thus creating the first ordeal with her. Sadly she never came off as a fast or friendly person nor to this day. Another thing to consider is the fact that almost every flow member is always brand new because the failures of your upper “leaders” leads to significant turn-around. And no one ever trains new team members properly because your over paid leaders think they’re too good to be involved with stocking shelves.

A little towards the present day I have had 2 separate team members come up to me about this Kim or Ashley person accusing the reverse logistics members of doing something they’re not supposed to be doing that might be considered cutting corners. This wasn’t just a reminder or a friendly talk about following proper procedure. It came off to the team member being accused of this as disrespectful harassment. Your reverse logistics members seem to be experienced veterans that you all should consider yourselves lucky to have. The second team member was the one who witnessed this Kim or Ashley person coming down on the reverse logistics members in disbelief. Leaving the names of these team members out for fear of retaliation towards them (and it was long ago.)

Another issue that I let slide was the first time she decided to single me out in the middle of the sales floor in front of guests and team members. I did my 4 hours for the “pull” or “Autofill” day and apparently they had me scheduled longer than 4 hours. Not aware what they had scheduled me for because this was a week where a truck was completely cancelled so I volunteered for this day because your logistics leader (rosalie) said, “I could use you.” And that is all she said leaving me to assume it was just another typical 4 hour day doing pulls on a non-truck day like every other day for the last 2 and a half years. My schedule on the wall still said 5 hours because originally that was going to be a truck day which was cancelled. As your logistics leader (rosalie) wrote down on her scheduled paper, that I could still come in, she had crossed out everything that was originally their leaving me to assume another 4 hour typical pull day. Was not told at any point of my 4 hour schedule that I needed to stay or their was more work to be done. After 4 hours all your pulls were done and nothing left for me to do.

The most horrible thing about this Kim or Ashley person singling me out about “leaving early” was the fact that she decided to stop me AFTER I clocked out, put on my jacket, and picked up a basket to go shopping for food. Kim or Ashley said, “Did you clock out already?” and I responded with, “Yes.” She immediately seemed to snap and raise her voice saying, “I think you were scheduled till 8:30am” as she rummages through her paperwork failing to find a schedule that was never made clear to me in the first place. I referred to my schedule on the wall, which was the old cancelled schedule from potential truck days, and said, “no, I ‘was’ scheduled till 9:00am.” Remembering that I am off the clock I simply walked away and said nothing more because the conversation instantly came off as possibly 2 disgruntled leaders attempting to find a technicality to fire someone who makes too much money after their raises for “talking work off the clock.”

I mentioned 2 disgruntled leaders because after I walked away from this Kim or Ashley person singling me out in the middle of the sales floor in front of guests and team members she yelled, “Why is he leaving?” loud enough for people in far distances to hear as to probably try to embarrass me in front of people. And then she yelled a second time turning to the logistics leader (rosalie), who was behind her the entire time saying nothing, “Why is he leaving?” At this point i was far away from her obnoxious presence and could not hear anything else that might have possibly been said.

Sad enough as that is, I experienced this a week after I sent in my first report to the integrity line about your logistics leader (rosalie) singling me out in the middle of the sales floor in front of guests and team members crying about not taking a 30 minute lunch to stay the extra 30 minutes I was scheduled for. One can only assume as your logistics leader (rosalie) decided to follow this Kim or Ashley person closely behind and say nothing, as i’m being singled out and harassed (while off the clock), in order to berate me through someone else after I reported the logistics leader (rosalie) for the same thing a week ago. Real mature.

Overall the only conclusions I can seem to come up with as to why all of a sudden that I can’t even get 12 hours a week as a flow member is because you all are trying to drive me away because my raises are costing you all payroll that the multi-billion dollar corporation doesn’t even need anyway or your store leaders and logistics leaders are completely incompetent as how to manage their payroll thus costing me food off my table after sweating, bleeding, and breaking my back to unload your truck and stock your shelves. It’s not fair that all the other slow, poorly trained, and lower paid team members can get all their hours but mine are being cut because you can’t find a leader with half a brain to manage a payroll.

Your logistics leader (rosalie) openly admitted in the huddle that on Tuesdays truck, 1/29/13, you over spent 25 extra hours getting the truck done. Start kicking people out at their scheduled times like this store always has or you will open yourself up to drama and stress among the entire team. But I guess that’s ok with all you “leaders” because as long as it isn’t your paycheck or your food being taken away from you who the hell cares about anyone else, right?

I apologize for not knowing if this person is Kim or Ashley. I don’t usually register name tags in my head anymore because of such turn-around this store has with it’s employees. Tired of training people who are shortly fired later because of your store leaders and logistics leaders failures to let them know when their schedule has changed after they have only been working truck days for such a long time. Then they’re completely surprised when they are fired the next day they come in to be told they were scheduled for something they were never made aware they were going to do. You all have lost such good employees due to this incompetence… or wait… maybe that’s just Targets tactics to fire the good ones so you can blame everything on the young school children who work here that are too scared to use their voice. Brilliant I suppose.

Of course another big reason I havn’t registered this Kim or Ashleys name tag is because those two like to wear their cleavage shirts a lot which I do not like to see so I avoid looking for a name tag. It’s a shame that the only people in the store that seem to have an issue with me are your “new” leaders as i’m continuing to be praised by everyone else.

I don’t understand how cleavage shirts while wearing large beads and elaborate necklaces that draw your attention to the ‘area’ are allowed in a “professional work environment.” Is it cool for men to decorate their ‘area’ too? Bet they would be pulled into the office for that one wouldn’t they? Seen the human resources representative wear those beads as well but atleast she keeps herself covered up. How old are we?

4. Store 0176 (Continued Apathy)

Sent: Tue 3/26/13 8:41 PM

To: integrity@target.com (integrity@target.com)

Lets first start off with the understanding that I understand, regardless if you misunderstand or simply refuse to understand, that the general understanding is a lack of understanding or as I’m sure just apathy. Yes, mostly on targets part.

You should first ask yourselves what is the motivating factor for any target team member to choose to work hard and take initiative in this type of environment. A place where a wayward schedule is supposed to dictate our lives regardless of the specifications printed in ink and our “availability.” A store under a very wealthy corporation that decides not to turn on the air conditioning until “the store opens for guests” while demanding the back breaking physical labor gets done in a timely manner. Although it’s no problem to jack the heater up before the store opens when a mild cold front comes into San Antonio only making our truck unloading experience that much more miserable.

The first form of apathy any soul can bare witness to as they first step into the back room of this store would be the glaringly obvious fans on the line that are caked with dust due to malfunction and the neglect of your leaders. Now I’m sure one could make the assumption that the leaders are not ‘aware’ of the situation but considering the amount of complaints that other team members have mentioned to your over paid leaders, that I have witnessed myself, it has become a general understanding of apathy. Go ahead and spin it around and blame “payroll” for the problem but lets face it, the *** is up as you all continue to announce your daily sales numbers. Funny how the store tends to make more money than the previous years yet still cutting hours even further.

I’m sure you’d all be happy and roll your eyes at my simple complaint of the fans being neglected on our line as we unload your truck every truck day. Such a simple issue to address and fix but of course I’ll have to explain the chain of causation due to the truly feeble minds reviewing this and ultimately “addressing” the issue.

A typical day unloading a truck in this store usually consists of constant physical movement while lifting heavy objects and having to turn and bend with them to properly build the pallets and to please your leaders in getting it done in a timely fashion. This is almost always met with people dripping sweat regardless of how hard they’re working considering the mentioned conditions. Team members will complain about truck unloaders dripping sweat all over the boxes they toss from the truck which is a pretty typical experience in any physically demanding job.

Evolving and adapting as humans do best team members have always throughout my 3 years working on your line and unloading your truck have altered their wardrobe in a slight fashion to make up for our working conditions. I have witnessed team members roll up their sleeves to create the illusion of a sleeveless shirt while they work in the back room before opening hours. I have seen team members take off their red shirt and work in their undershirt while unloading the truck and also during opening hours while making bales. And of course I have seen team members also wear hats while working on the line and unloading the truck. Lets not forget your typical female team member wearing a light sweater or such over their uniform.

I personally have always wore a hat while working on the line and unloading this stores truck for probably the last year and a half. No one has ever made it a big deal for I have always taken it off by the opening the store and quickly put it in my pocket. In my professional opinion wearing a hat to block off all that sweat that desires to run down ones face and perhaps create an unsettling sight on the freight workload hasn’t ever seemed to prevent sales, disturb guests, lower productivity, or even come short of stock times. One could argue it increases production due to the fact that one wouldn’t have to take the time to wipe the sweat off their brow in order to prevent it from burning their eyes.

So, today March 26th, after an hour and a half into the truck unload your flow leader instructs me to take off my hat as I’m working your heavy boxes to pallets and attempting to build them nicely while trying to please your leaders in getting everything done in time. Out of every person who technically isn’t in the specified “target approved apparel” during our truck unload I’m the only one he decides to single out. You had a team member who took off his red shirt to work in his sleeveless undershirt and place a sweat band around his head as he is ordered to get into the truck by your flow leader but only a word is mentioned to myself to remove my hat as I am stacking endless amounts of chemicals onto multiple pallets due to a heavy truck. This severely pissed me off for the day.

Now I am well aware that there is the possibility that one of your “leaders” on duty instructed your flow leader to mention that to myself, for some strange reason they decided to actually hover and attempt to help us with the truck unload process today, which is unusual. So let me explain exactly the type of frustration your “leaders” on duty tend to deliberately dish out in their own vindictive feminine ways.

One of your “leaders” on duty that graced us with her presence would be Ashley. Now we are grateful for any “leaders” to simply observe and be on their way considering they wouldn’t have the first clue on how to efficiently unload a truck. But Ashley decided she’ll take it a step further today and in a condescending manner tell a group of team members who frequently unload your truck and work your line every truck day to ease up on the talking and make sure that they are working. (Not exactly in those words.)

I was not one of these group members as I’m not much for talking unless your team members decide to talk to me. And from what I can remember during my first year at the store is that it’s just as important to respect your team members just as the guests so I don’t blow anyone off although I do have serious skills at working and answering anyone’s questions at the same time. Although I did feel the pain that seemed to strike these specific team members with for they were very unhappy. A complete moral blow. I was specifically told by a team member, “Leaders like that just ruin the entire day.”

Let me explain exactly where one of your “leaders” on duty, specifically Ashley, went wrong. The first most obvious reason that perhaps maybe a few team members decided to gather and talk about their video games and movies like they always have might be because THERE WAS NOTHING ON THE LINE TO WORK. If you take a gander into the truck team members were dealing with pallets thus the flow of freight significantly slowed down to an average of 3 – 5 boxes on the entire line till pallets are pulled out of the truck and dealt with. Even if those 3 – 5 boxes were completely ignored the bigger picture would suggest insignificant for we cannot magically fill the line as pallets were being pulled from the truck.

To make matters worse multiple team members had a serious issue with your “leader” Ashley trying to play the role of authority as she walks around the store in the morning with a tall coffee cup in her hands. That really sets the example doesn’t it. And that is exactly what was in her hands today as she did nothing more but annoy your truck unloaders. If I were the store leader that would be completely unacceptable even for leaders in full time positions plus benefits to walk around while on duty drinking their coffee and barking orders.

The ultimate result from your average team member is of course going to mock and make fun of what exactly has made them uncomfortable and that is exactly what happened after this situation. While not exactly clear on the specifications of what was said most found it quite hilarious that one of your newer flow members decides to shush another team member in a joking fashion as your “leader” Ashley passes by again with her tall cup of coffee (or water whatever.) And yes it was funny and even I laughed pretty hard. Could this be a possibility of why I was instructed to take off my hat after an hour and a half into the truck unload? Lets analyze.

In addition to your “leader,” Ashley, hovering around the line producing nothing as usual we were graced with the logistics “leaders” presence, Rosalie, in the truck pushing boxes down the line. Just as your flow leader, your logistics leader witnessed or at least should have witnessed a team member unloading a truck without a red shirt and wearing a large sweat band around their head. So perhaps if any one of these “leaders” on duty decided to mention to your flow leader to instruct me to take off my hat once again I’m specifically singled out as there were definitely more that one person not wearing “proper target apparel.”

A significant complaint from a team member that was mentioned to myself was, “Why is it every time a leader gets on the line they just make things worse.” I responded with, ” Because they have no pride, passion, nor the willingness to learn.” This was communicated right next to your logistics leader, Rosalie, in frustration from the team member and myself as your logistics leader truly did nothing more than push boxes really hard down the line making our jobs more difficult. Your logistics leader pushed multiple boxes that we needed to work off the line in a specific area further down the line for us to go retrieve thus take longer. It also created a hassle for your team member scanner as she couldn’t keep up with your leaders frustrations.

Perhaps the fragile ego of your logistics “leader” is at fault for me to receive the instruction to take off my hat after an hour and half into the truck unload while other team members were not in “proper target apparel.”

Of course there is a new theory that relates to the general unhappiness and frustration of your leaders as your Human Resources representative reminds us that team members are not aloud to clean up chemical spills any more and must be addressed by leaders. And that is exactly what happened early on todays truck unload as it usually does almost at least once or twice a month if not more. As I explained earlier there was a large helping of heavy chemical boxes that got my day started. Doing our best to build these pallets with chemicals from time to time there’s a bottle or two that gets squished or dropped in the truck and of course tossed on the line.

Without noticing at all I continued to work the line and to my surprise I notice a chemical spill under a pallet i was building due to product leaking through the box. I noticed just at the same time as your flow leader noticed for this specific chemical was completely clear thus why I did not noticed it immediately. Now in the past I’ve cleaned up countless chemical spills along with other team members as it’s a given to our target life, clean it up and move on. But today I get to remember just as your flow leader does that team members are not aloud to clean up chemical spills so your flow leader is automatically checked into a bad mood as he slowly cleans up the spill.

Your flow leader decided to blame it on me because, “The box was upside down.” Well guess what, throughout my years at target just as I said i’ve cleaned up multiple chemical spills due to my fault, others, or even the truck loaders fault and I never cried about it and pointed fingers because i’m upset that I have to clean it up. But your flow leader did. Very professional. A team member even told me, “The flow leader blamed it on you.”

Now granted that maybe no “leader” on duty did mention anything to the flow leader about me wearing a hat as I always have for the last year and a half with no obvious problems with it, perhaps this could be the result of being singled out about “approved target apparel” while others had nothing said to them. I told your flow leader, “Sure I’ll take off my hat and make sure I don’t work so hard anymore as to get sweat in my eyes.” Then I told him, “I’m leaving at 10am from now on till we get new leaders in this store and I’m reporting everything to corporate.” Flow leaders response was, “Don’t work so hard.” Wow – do I even have to analyze for you all about a response like that from a flow leader?

If that’s what you all think is going to drive me to quit or turn in my two weeks notice because I make too much after my raises (even though people who do significantly less and take vacations and leave of absences throughout their career with target got a much larger raise) think again and try harder. Lets continue shall we.

The 16th of March I believe was a Saturday truck and indeed a very very small one. So for some strange reason once again we are graced with one of your “leaders” and it happens to be your store “leader,” Fernanda, deciding to unload the truck with us. Oh wow, that’s really great, a brand new person on the line that not only do we have to train, as she’ll inevitably forget anything we teach her due to lack of passion and pride, but more than likely slow us down.

Not to my surprise of course your store “leader,” Fernanda, only makes things harder on us as she’s doing exactly what the logistics leader did, nothing more than push boxes passed there respective areas that need to be palletized thus creating nothing but more work specifically on myself. Specifically “pushing” boxes down the line produces nothing significant, we don’t have an issue with moving the boxes down the line in order to get the truck unload complete. Yet your college graduate over paid leaders think they are significantly helping the team just by pushing boxes down the line. Wow.

Towards the end of the truck unload your store “leader,” Fernanda, decides to stop and ask me if the truck light was working. How in the world am I suddenly deemed master of the lamp? The only answer I decided to give her was the fact that the last time I tried to plug one of those lamps or fans into the electrical outlets for a leader, the broken outlet blew sparks everywhere then blew a surge through the equipment ultimately destroying the radio speakers we use during the truck unload. Honestly, that’s quite a bit of feedback that even if I were a leader I’d like to know about than not. The only response I get from your store “leader” is, “Hahahaha” as she gets on the walkie and proceeds to ask the flow leader if the light works.

Out of all the rules the only one your store “leader” seems to care about would be a truck unloading lamp that she never mentioned to turn on in the beginning of the unload process as she was “helping” us. Hell, if laughter is what I get as a response to a significant accident that basically causes the moral to bleed as the majority of your team members simply would like a radio to listen to during the truck unload process as they always had probably since the store opened, why bother with any other feedback? Good thing I didn’t mention the broken fans on the line. She may have just thrown the caked dust in my face and walked away. I liked her better when she was completely absent.

Since we want to play technicality rules at target and not worry about the matters at hand like keeping moral high, the well being of team members and their working conditions, or even actually to complete a truck in one day, I have some thoughts that make me uncomfortable. That exact specific Saturday of March 16th your store “leader,” Fernanda, seemed to ask only one person to unload the truck. The very team member that she witnessed, and worked in the truck with, was wearing only a undershirt and of course a large sweat band. Only one person throwing the truck while other team members complained about the lack of people on the line.

When the flow leader ordered people to switch in the truck, two people were going in to replace the ONE person throwing the truck completely alone and obviously granted by the store “leader,” he refused to get out of the truck thus both members reported to the flow leader. Shortly later the store “leader,” Fernanda, and the newly visit along side her, walk into the truck while Fernanda is screaming for joy as I’m sure she’s impressed that ONE person is throwing the truck by himself. Broken rules completely praised by your store “leader.” Both “leaders” leave as the same team member finishes throwing the truck by himself.

This generally wouldn’t bother me, however, I am a team member who loves to unload these trucks and I’ve always wished for nothing more than to stay in the truck for the entire duration as anyone else who throws the truck is significantly slower and mostly apathetic about throwing the truck efficiently. But as I always wish to stay in the truck I’m threatened by your flow leader that he thinks he’s going to get fired if I don’t switch out of the truck. And once upon a time your flow leader decided to get real close to me one huddle and say real condescending and loud, “We are all supposed to rotate out of the truck” as to obviously single me out. Once upon a time no one seemed to care, all of a sudden, it’s the end of the world if you don’t want to switch out of the truck.

However, on Saturday, March 16th, your store “leader,” Fernanda, once again screamed in joy and clapped for this team member unloading the truck by himself during the huddle. No mention of rotations, nothing of wearing red, or keeping your head clear of any sort of sweat devices. As this truly proves how much our “leaders” are hypocrites I’m not sure what else to believe on the matter other than rules are meant to be broken or just for those that “leaders” don’t like and want to keep down as to drive them to quit.

I have no idea if your newly visit STL who seemed to address herself as someone who’s here to help is truly there to help or not. It’s all very confusing considering the only thing she has to say is, “Good morning” and “how’s it going?” When I personally do respond with a “hello” or a “swell,” it’s mimicked and repeated by her in a sarcastic tone as if I were supposed to stop being productive and start a long conversation with her just to full fill her desire for a social life? If you want a different answer I suggest you ask a different question. Other than that she leaves us alone and she’s one of few no one complains about which is appreciated. My work should have spoken for itself but it seems we must play to your college graduate “leader” egos. Fat chance.

Trust me, team members such as myself that have been doing physical work like working on a line with broken fans, sweating throughout the first 2 hours of work to prepare for the opening of the store are a little too worn out to care about some leader that comes by to say “good morning” and “hows it going.” I guarantee that if your leaders had to do the physical demanding job as quickly as we get things done they aren’t going to be happy at all. Just like your flow leader who has to clean up all chemical spills now. Those chemical spills aren’t magically going to stop because your leaders are put in a foul mood having to clean up spills and point their fingers to blame.

Made quite the sacrifices to accommodate the wayward truck schedule and never officially complained about it. Switching a truck to a Saturday is the biggest sacrifice I continue to make and just as my last complaint to the integrity line I’m still getting random truck days cut from my schedule resulting in only 8 hour scheduled weeks. I requested Sunday and Monday off on the kiosk to prevent burn out so i can at least have a Sunday off due to my other jobs, and yes I say “Jobs.” But now I get a random Saturday cut from my schedule which is the whole point of my sacrifice to maintain some sort of logical consistency with the schedule.

Without consistency I don’t have the energy to work your product that quickly anymore for I have to pick up extra hours with other jobs which ultimately deprives my body of sleep and rest. Since apathy is the name of the game I suppose I can start to practice it as well. It will take a while to get used to but I’m sure I can manage to work as slow as everyone else just as I’m treated like everyone else.

There is no desire to type up these reports and send them off. It spawns from sheer frustration due to the way your “leaders” treat low waged labor providers. The Human Resources Representative asked me during the “follow up” to my integrity reports that she admits to not reading in entirety, “What am I trying to accomplish?” If that is the official response from the big bad target corporation in regards to 8 pages previously sent off about store 0176 then I think the lack of intelligence in the target corporation is probably the biggest concern for the moment and perhaps puts things into a more clear perspective.

If your goal is constant turn around and disgruntled employees who desire to quit due to poor treatment, mission accomplished. I continue to work here because I like the physical labor, my co workers, and once upon a time the leaders that actually cared about their employees. Sadly, I still like the physical labor and to work side by side with some great people, but apathy has enveloped our leaders.

I will never understand how these full time “leaders” with benefits can continue to be so stressed out and take it out on the poorly paid employees who truly do all the work. Even with juggling 2-3 jobs I still couldn’t afford any sort of insurance for myself after paying for rent, utilities, and food. It’s hard enough to struggle in this current corrupt country and this is the amount of stress one has to deal with only comming into a target store for only 4 hours a day 3 days a week. The destruction of the middle class is at hand and I suppose target is going to join in.

In due time I have full intentions on reporting everything else in this store that has made me uncomfortable just as I said to the flow leader. I’m sure my “leaders” are thinking I can’t possibly have much more to send off to the integrity line but the truth of the matter is I can easily turn my 3 years at target into a very large nonfiction novel. We’ll see how things go with this first before I waste any more of my time “reaching out to the integrity line.” Remember I am nothing more than a lowley compensated stock boy who does nothing but help you all achieve your profits.

It’s embarassing to remember I used to tuck in my shirt for this store.

No passion, pride, or willingness to learn.

5. Tisk tisk (Store 0176)

Sent: Thu 4/11/13 1:10 PM

To: integrity@target.com (integrity@target.com)

I’m approached by the flow leader (John) and your new annoying “visit” (Diana.) Flow leader (John) asks me if the tub is back stock and I replied, “Isn’t it always, John?” only to have your flow leader (John) and annoying “visit” (Diana) respond in condescending ways acting like I have a bad attitude towards them. Flow leader says in a condescending tone, “No, sometimes it’s on a flat” while your annoying new “visit” (Diana) says, “You don’t like people asking you questions?”

Well, if I didn’t like people asking me questions then I wouldn’t have been deemed top performer in every work division i’ve stepped foot in and been told by your very own human resources representative that I was the “target hero” my first year at Target as I was being fed lies about what would come if I continued to work hard and come in 5-6 days a week under 40 hours.

Now lets play the technicality game that these “leaders” are so avid about playing. In the new “visits” (Diana) defense she was working product out from possible re-shop basket that was being worked out into the same isle that I was in. However, these “leaders” like to cry about only having 1 basket and 1 person per isle, so why do those above us 8 dollar an hour peons not have to follow the same rule? If your “leader” had half a brain she should have put whatever product that went into my isle that I was working in into my basket as to not break the new “technicalities.” And there’s your “opportunity” to train this new visit that you all claim to be an “STL” without the “S” who obviously isn’t being “trained” well or even at all for that matter. Curious.

After typing that, it reminds me of a brilliant idea that could really save a lot of trouble with working out re-shop in this store but I won’t see anything of value for that piece of advice. Besides, why should I train your inept college graduates for what little I make. Perhaps if they were more understanding but they are not.

It’s very clear that integrity is coaching leaders to continue to harass and push people away. Especially considering the things i’ve heard this stores human resources representative say. Good job. Every single employee has something to say about every one of these poor leaders including those employees that have no experience in retail as I once never had. Majority of them threaten to quit religiously due to the fact.

Acting more settle about harassing people doesn’t change the fact that it is still harassment. If your flow leader of 29 years can’t figure out what is back stock and what isn’t then I suggest you get a new flow leader. I definitely wouldn’t have the same problems this flow leader has if I were in his position (not that I want it.) Hell, even this stores human resources representative once upon a time in a ‘best team survey’ admitted she can easily tell what is back stock and what isn’t without having to bother anyone. But lets face it, the only reason I got to experience this is because you all want to act like ganging up on team members and sending new “visits” to harass them is going to push them away.

Besides, aren’t your “leaders” supposed to check and make sure that the back stock is indeed accurate? Oh wait, why do that if they have been getting away with not doing that for so long? Tisk, Tisk.

Walking around and asking questions to which leaders already know the answer to isn’t doing their job. Just straight up annoying and unproductive. I can also see it as a way to sabotage peoples reviews in order to give them the least amount of money once you annoy the team members to the point that they respond in frustration. Good job, right? Gee, always wondered how these stores can get away with that, now I know.

Considering your logistics “leader” (Rosalie) thinks that wearing a hat to stop sweat from burning your eyes is a “safety violation” then you all have the perfect outlet to fire me because i’m not taking off my hat until you all turn on the AC before the store opens (or even quit turning on the heat on top of San Antonio humidity) or until 8 o’clock during opening hours. So why continue to bully and harass? Just fire me, duh.

While I did mention in my last e-mail sent off to integrity that I will not be forwarding my feedback anymore because ultimately no one cares, I have been instructed by current advisors to continue reporting anything that makes me uncomfortable as to indicate that I have “reached out” and “issued feedback.” Must be a litigation thing I guess.

By the way, this store humans resources representative mentioned in the huddle that guests have complimented us on our service to them. You should all know that has nothing to do with the wayward leaders currently “running” the store for they avoid and hide more than any employee I have ever encountered. Seen the flow leader (John) do more guest service than any one else above him which is sad. Most of these team members are good people in general and we are never ‘fake’ with guests like your leaders are.

Now on to my other jobs where they openly admit corporate won’t give people a living out of corporate greed but they at least continue to treat people like human beings and not slaves. I feel as if animals in the work force get better treatment than human beings do at Target or at the very least stricter laws.

Still love the physical labor and the people I work with.

I bet it pains you all that Target cannot crush my spirit as it has so many.

6. Store 0176 Muddle-Headed Ineptitude

Sent: Tue 4/16/13 10:25 PM

To: integrity@target.com (integrity@target.com); hr.hotline@target.com (hr.hotline@target.com)

Four hours a day, three to five days a week (depending on work division, availability, and payroll), and the trivial problems your “leaders” consistently magnify, it’s so hard to imagine why team members aren’t motivated to put forth a genuine effort. At least it would be hard for any privileged college kid who graduates off of the peoples tax money or their parents bank account as they have no experience in the real world. I’ll try my best to paint a picture for you kids.

Once again it’s coming off as completely forbidden for myself, as well as others, to come into this store and simply work in peace without having to be hassled by another egotistical “leader” that probably wouldn’t survive very long in a much larger store. So for the third time now I get to be graced with your flow “leaders” presence about taking off my hat before the store is even open. And lets face the realities of this, this flow leader is only following orders of the wayward logistics “leader” (Rosalie), as he comes off as so paranoid he wouldn’t dare disobey what anyone above him says including jumping off a bridge. Congratulations on that by the way, for finding a man of that stature is quite rare.

I suppose we get to play the technicality game again which is quite fine with myself. Lets take a look into the the fun and interesting things the Human Resources Team Member Handbook has to say.

DRESS CODE

At Target, your appearance is very important. After all, to our guests, you are Target! Your ETL-Human Resources will tell you about our “team colors” and how to dress for work. We ask that you wear a red top (any shade of red is fine, but not orange, pink or purple) and solid color pants or skirts (preferably khaki). If you are unable to wear a red top on a particular day, your ETL-Human Resources will provide you with one.

DON’T WEAR:

Shorts

Jeans

Tank tops

Halter tops

Flip flops

Open-toed shoes

Beat-up tennis shoes

Lycra pants

Sheer or revealing clothing (e.g. bare midriffs, short miniskirts)

*Cart attendants and overnight and early morning team members may wear shorts that fit within the dress code policy. Early morning team members must change into solid color pants or skirts (preferably khaki) by the time the store opens.

Now, of course, no report from myself is ever complete without testimony of what continues to make me uncomfortable, so lets begin shall we.

While I personally can handle the harassment and stress your “leaders” cause, it’s painful to watch how these “leaders” tear into other team members in this store as they smell fear and pounce like wild animals relentlessly never showing mercy. I’m afraid with the lengthy amount of information I could address I’ll have to boil it down to preferably two specific instances in regards to a specific team member.

The frustrations of your “leaders” are mostly channeled towards veterans who have done nothing but the job they’re employed to do which doesn’t seem to be good enough. The act of unloading a truck and working off the line to palletize boxes seems to cause the most frustration for this flow “leader” (John). Although hard to understand because failing to meet the truck unload time is actually quite rare and the only one time I ever witnessed that happening was the first day I was on the line, three years ago, and it was probably due to veterans training me (Missed it by two minutes. Was that even worth mentioning when you had two new team members on the line?).

I was specifically trained by a 20+ year veteran named David S. on the line who I have witnessed to do more physical demanding labor than any other employee that unloads that truck and works off that line. Majority of the ‘heavy’ objects have always come down to David S. where he once upon a time had a voice where he’d like to palletize everything probably due to the nature of the work to make it easier on himself. I’m sure the fact that David S. and another veteran, he also trained, are the ones to back stock all those pallets and heavy objects played a roll in determining how and where product would be palletized off the line.

Once upon a time, early on in my first year at this store when I actually tucked in my shirt, I was working next to David S. on the line as he continues like always to stock some heavy furniture onto the plastics pallet. David S. has always done the best he can as quickly and efficiently as he could to properly stock such awkward freight onto the plastics pallet as I witness the sweat running down his face and soaking his shirt every single day. And of course here comes your flow “leader” (John) in one of his moods completely unhappy about how this particular plastics pallet is stocked.

This flow “leader” (John) doesn’t ask anyone to rebuild the pallet, does not even mention he’s unhappy with it, and definitely does not rebuild it himself to set an example or even train team members on how to palletize the plastic freight. Instead, your flow “leader” (John) uses his energy to literally fling a long, heavy, and large piece of plastics furniture (shelves) directly into the line where team members are standing (specifically myself and David S.). In complete shock, David S. and I stood there in awe as your flow “leader” (John) starts throwing all the other boxes off the pallet then walks away in frustration as I decided to rebuild it.

Lucky for this corporation, your flow “leader” (John) did not cause any personal injury to any team members feet or head as that piece of flying furniture hit the line and bounced back onto the floor. While this may sound unbelievable to anyone reading this that has no experience unloading a truck and working on a line, I assure you nothing about that is exaggerated. And i’m willing to bet, even though it was about three years ago, David S. will probably remember and testify to this if anyone cares to ask.

With that in mind, this brings us to my first instance in regards to a fellow flow member by the name of Cameron (pretty sure there’s only one). What is quite interesting would be the fact of how differently Cameron is treated by these “leaders” in this store. Whether it’s because he used to color his hair yellow, talks too much, has an annoying voice, comes off as immature and as a slow learner, the actions and words I have witnessed against Cameron are nothing short of astonishing from a corporation that uses the word ‘integrity.’

Cameron’s nature of slow learning would probably be the biggest reason for frustrations from any one of these “leaders” above him which is understandable. In my personal and professional opinion, Cameron took a lengthy two entire years to become ‘masterful’ at working on this line. That is not to say he wasn’t skillful in certain areas. Cameron had the uncanny ability to palletize the freight off the line in pure masterful harmony. Some of the most astonishing built pallets I have ever seen were palletized by Cameron and it was nothing short of tetris genius.

Considering with what is in mind as mentioned above it’s no surprise that Cameron focused his skills on palletizing freight in sheer perfection. Sadly, what was not good enough for your flow “leader” (John) would be the fact that to take the time to perfect these pallets caused freight to move past Cameron unnoticed causing more work on other team members to either throw boxes back to where they belong or take the time to ‘walk’ the freight back to its respective area. Overall, it probably would have been best if Cameron never was forced to learn and work on the line.

As your flow “leader” (John) jumps on the line from time to time to help, his frustrations boil as the flow “leader” works next to Cameron having to deal with and catch (just as we all have) the unnoticed freight that sneaks by as Cameron builds pallets to perfection. The difference between your typical flow members and your flow “leader” would be the fact that I have witnessed your flow “leader” literally throw boxes at Cameron’s legs and feet indeed hitting him. Granted, the boxes in this specific instance are usually small soft-line boxes that sneak past Cameron from time to time.

Naturally what makes matters worse is the fact that your flow “leader,” before and after said instance, has frequently told people not to throw boxes when working on the line. The sad fact of the matter is I have always witnessed this flow “leader” throw boxes frequently to their respective areas as to not waste time and continue efficiently working freight off the line. Once again, the majority of these boxes are indeed soft-lines boxes that contain nothing more than, clothing, ties, panty hose, jewelry, diapers etc. This is actually the nature of unloading a truck and working on a line for a store that is frequently understaffed and has a constant rotation of new team members.

On another note, as I’m sure Cameron could attest to, the majority of freight that sneaks past Cameron or that he lets go by are soft-lines, repacks, and electronics freight that he never has worked with before considering he’s stationed in market. Not once have I ever heard any one of your “leaders,” specially your flow “leader,” ever attempt to properly train Cameron as to which boxes are soft-lines and electronics which can actually confuse even the most experienced veterans. Even David S. who has been at this store since it were built frequently pulls out his box cutter to open soft-lines and electronic boxes to make sure.

Now on to my second instance which I honestly consider far worse than anything I have reported before would be the continual harassment from your wayward logistics “leader” (Rosalie). This instance takes place a decent time after I have sent in a report about your logistics “leader” (Rosalie) singling myself out screaming and yelling about my schedule in past reports. When this store’s human resources representative told me that the ‘issues’ were addressed I figured it would have been a learning experience for your logistics “leader” (Rosalie) to refrain from such nonsense in the future. Now one can only assume that I were correct about the apathy of the ‘integrity’ line.

It was brought to my attention by fellow team members of the flow team about how your logistics “leader” (Rosalie) decided to single Cameron out as he attempts to clock out for the day at the time clock. While I did not witness this particular instance, from what I had gathered from team members that tend to reach out to myself (as I always tell them to send their feed back to human resources), your logistics “leader” (Rosalie) seemed quite relentless as she tore into Cameron.

The majority of the flow team had already left for the day due to school and other jobs but only Cameron seemed to be singled out right in front of the punch clock as well as in front of other team members in the break room. To my knowledge your logistics “leader” (Rosalie) asked, “Where are you going? or Why are you leaving?” Camerons response of course was, “Clocking out for the day, I’ve worked 8 hours at home depot and then I stayed an extra 30 minutes past my scheduled time for you.” And the most astonishing response I have ever heard (that I was told) was your logistics “leader” (Rosalie) saying, “It doesn’t matter if you stayed an extra 30 minutes if you’re not going to stay till the truck is finished.”

This conversation continues along the lines of Cameron saying, “Why am I the only one being singled out when the entire flow team seems to have clocked out already?” Of course the response of your logistics “leader” was a lie when she responded with, “I’m not, everybody is going to hear it from me today.” I personally didn’t hear anything from your logistics “leader” that day as I left 30 minutes before Cameron at my scheduled time of 10am which tells me that was a straight up lie. Your logistics “leader” says to Cameron, “You need to think about your priorities if you want to continue to work here.”

Naturally that is going to hit a strong nerve towards any hard working flow member who does physical work in this wayward store under this muddle-headed ineptitude of a corporation.

Completely angered and frustrated at this point with this incompetent logistics “leader” (Rosalie), Cameron says, “Right, lets blame all the stores problems on Cameron!” To my knowledge this is where the harassment ended and Cameron was left alone to clock out, finally.

I’m sure Cameron will graciously testify to everything I have reported if anyone cares to ask. My money is on the problem being completely ignored of course. But if that isn’t enough for the ‘integrity’ line then of course you should ask a person that did indeed witness this conversation between your logistics “leader” (Rosalie) and three year flow member Cameron. I believe the new team member on the flow team that witnessed this goes by the name of ‘Angel.’ From what I heard from Angel himself was, “Oh yeah, I remember that, that was funny.” In regards to this issue being joked about amongst team members.

This is usually where I respond with a clever insult towards this corporation and the inept leaders that inhabit it, however, I think my time is better spent weeping for the future.

To think that all my pages sent off to the ‘integrity’ line are hardly the tip of the ice burg.

7. Store 0176 – Retaliation: Can you handle the vibe?

Sent: Tue 4/23/13 12:01 PM

To: integrity@target.com (integrity@target.com); hr.hotline@target.com (hr.hotline@target.com)

This will be short and sweet for I am a very busy peasant.

Today, April 23, 2013, the truck unload did not meet the goal time. More specifically 12-17 minutes past the unload goal time. Considering this is one of the smallest stores with incredibly small trucks (1300 pieces today) this should tell you more than I ever have about your current “leaders.”

Cameron, the three year weak and innocent flow member that I defended in my last report, was pulled into the office by your wayward logistics “leader” to be solely blamed for the truck not matching the unload time. Apparently Cameron was accused of ‘talking’ too much which, according to your wayward logistics “leader,” was the determining cause. I really shouldn’t have to explain to all of you privileged college kids how ignorant that is for your inept “leaders” to place blame on anyone but themselves.

If ‘one’ single person ‘talking’ while they unload the truck and then work on the line shortly after is the sole cause of the unload not meeting the goal time then you need to give that ‘one’ single person a very big raise. Cameron has worked on this line for the last 3 years and has always talked to his hearts content just as we ALL have and always will. However, the first day your wayward logistics “leader” is supervising the unload process, only Cameron is to blame. Interesting.

Oh, I’m sure it has NOTHING to do with my previous report sent in on his behalf about your logistics “leader” harassing him at the time clock in front of team members in the break room. That was sarcasm by the way just incase your college didn’t teach you that. I was also talking a lot during the unload process, as I always have, but not one word was said to myself.

I could list off the reasons why that unload process didn’t meet the corporate aberrant mathematically set goal times but that should be obvious if there’s anyone on the target corporate ladder of stupid that has any experience. Considering the incorrigible mental path your logistics “leader” is following, i’m surprised your “leader” didn’t blame my ‘hat’ for being the sole reason we didn’t meet the unload time. Which by the way i’m never taking off until the store opens. Fire me.

Cameron can list off the reasons why today’s truck unload did not meet the goal times. Regardless of how all these “leaders” have treated him in the past and in the present day, Cameron is actually a lot smarter than your “leaders” give him credit for. Feel free to speak to him. I encourage it.

While your logistics “leader” and your new store “leader” did harass me as well today I don’t have the time to respond to all that at the moment. It’s much more important for me to defend the weak and the innocent than it is myself. Don’t worry, i’ll never forget. Although I did forget my shampoo today, damn it.

Corporate Ladder of Stupid. I like that.