Seems to me it won't matter for a company the size of Walmart. The way Obamacare works, employees are valued as "full time equivalent", so if you have 100 employees at 20 hrs, that is the same as 66 "full time equivalent" employees for the purposes of the fine. I guess it saves them some, or actually saves the customers of Walmart some, since they have no choice but to pass on these additional operating costs to the customers.
Kings has plenty of full time Checkers, and also part time. You can't have everyone full time.
Too bad future generations aren't here to see all the great things we are spending their $$ on!!
RenegadeCJ wrote: Seems to me it won't matter for a company the size of Walmart. The way Obamacare works, employees are valued as "full time equivalent", so if you have 100 employees at 20 hrs, that is the same as 66 "full time equivalent" employees for the purposes of the fine. I guess it saves them some, or actually saves the customers of Walmart some, since they have no choice but to pass on these additional operating costs to the customers.
Kings has plenty of full time Checkers, and also part time. You can't have everyone full time.
NOT at Aspen Park.....(my understanding,because I worked there in the mid 2000's and the cashiers were pissed about not ENOUGH
hours and being designated part-time)....Aspen Park is NOT unionized,other locations are. Perhaps this has changed?
homeagain wrote: AHEM......Kroeger is maintaining the SAME practice....and has for a VERY LONG TIME....cashiers are part-time at K.S. in Aspen Park,been
doing that since AT LEAST the last 2000's...HOW is K.S. any different??? This practice is pretty wide spread and Obamacare did NOT
create it.....companies do NOT want to pay out health benefits when they have an "out" clause.....(part-time employee)
Part time employees at Kroger stores do receive healthcare benefits. They don't start as soon as full time employees, and co-pays may vary, but there are benefits. And there is also proactive wellness projects and special considerations for weight loss, smoking cessation and other such activities. I don't know where you are getting that information... but you're wrong.
Now... these benefits may be changing in the near future because of ObamaCare... but I was a part time cashier at the Aspen Park King Soopers for almost two years (since 2010) and I had coverage. I quit so I could return to programming... but I did have health insurance (I didn't really need it since I was covered by a Cadillac plan under my domestic partner).
RenegadeCJ wrote: Seems to me it won't matter for a company the size of Walmart. The way Obamacare works, employees are valued as "full time equivalent", so if you have 100 employees at 20 hrs, that is the same as 66 "full time equivalent" employees for the purposes of the fine. I guess it saves them some, or actually saves the customers of Walmart some, since they have no choice but to pass on these additional operating costs to the customers.
Kings has plenty of full time Checkers, and also part time. You can't have everyone full time.
NOT at Aspen Park.....(my understanding,because I worked there in the mid 2000's and the cashiers were pissed about not ENOUGH
hours and being designated part-time)....Aspen Park is NOT unionized,other locations are. Perhaps this has changed?
More misinformation from you. Correct... the Aspen Park King Soopers is not a union store, but they follow the district's collective bargaining agreement... since it is easier to have all stores operating under most of the union rules versus a mish-mash of rules and regulations between various stores. Even if you quit at Aspen Park... the union will contact you with for the details and inform you that your job is still yours if you want to return with in a 6 month period. Certain arbitration avenues are not open for a non-union store, but they follow most of the agreement.
AFTER 2010....perhaps THERE is the problem....my employment was before that time period. The links you referenced have a caveat
regarding SPECIFIC locations and Fred Meyer (my understanding) is MUCH different than K. S.......I PERSONALLY witnessed many
disgruntled employees (cashiers) who were UNhappy at K. S. for there cutting of hours (part-time) status and how DIFFICULT it was
to "cobble" together enough money to live on when that happened.....the 'Union" participation (at that time frame) was NON existent
and managerial problems were running rampart.....just what I witnessed and experienced at THAT TIME.....
ALSO at that time period, the company had Just implemented a NEW software program that spit out schedules based on REAL time
demand for staffing......it created MANY issues.
homeagain wrote: AFTER 2010....perhaps THERE is the problem....my employment was before that time period. The links you referenced have a caveat
regarding SPECIFIC locations and Fred Meyer (my understanding) is MUCH different than K. S.......I PERSONALLY witnessed many
disgruntled employees (cashiers) who were UNhappy at K. S. for there cutting of hours (part-time) status and how DIFFICULT it was
to "cobble" together enough money to live on when that happened.....the 'Union" participation (at that time frame) was NON existent
and managerial problems were running rampart.....just what I witnessed and experienced at THAT TIME.....
Well... you may want to reconsider what you think about King Soopers now. I may even be going back there soon, since my programming work (after two years) is drying up. "How can I help you," "did you find everything you were looking for?" Can I have someone help you out to the car with your groceries?"
And I am very closely acquainted with a new part time employee who has been there just a month, and he has recently received THREE benefit packages in the mail from the Lakewood benefits office describing the benefits that he will be eligible for if he makes it through his probation period and accumulates the required 1000 hours of service.
Keep Kroger out of this discussion since the current practices there have nothing to do with this subject. Stop spreading disinformation. I will certainly conceede that retail work is not for everyone... maybe you just weren't cut out for it.
homeagain wrote: ALSO at that time period, the company had Just implemented a NEW software program that spit out schedules based on REAL time
demand for staffing......it created MANY issues.
That's called Labor Management Scheduling Software and it's used by everything from retail to manufacturing companies... and the purpose is to make sure the store is staffed sufficiently for the flow of customers and that the manufacturing company is producing according to the needed product output. The only issue is you didn't like it. Then I would advise other work for you.
homeagain wrote: ALSO at that time period, the company had Just implemented a NEW software program that spit out schedules based on REAL time
demand for staffing......it created MANY issues.
That's called Labor Management Scheduling Software and it's used by everything from retail to manufacturing companies... and the purpose is to make sure the store is staffed sufficiently for the flow of customers and that the manufacturing company is producing according to the needed product output. The only issue is you didn't like it. Then I would advise other work for you.
YOU will NOT discount my experience and YOU will NOT tell me what work I am "cut out" for....I am relating to you that Kroeger is
a HUGE company and SPECIFIC LOCATIONS may have different practices in place....that is what I witnessed at ASPEN PARK,is your
friend now currently employed at ASPEN PARK....if so, I am DELIGHTED management at THAT LOCATION has improved and perhaps
learned from past problems.
YOU do NOT know what specific issues were personal to me...I related to you what I WITNESSED from cashiers....do NOT "lecture"me.
Funny thing about pricing, both in grocery stores and health insurance now that I think of it. It used to be less expensive to purchase in larger packages, but not anymore. I have noticed quite frequently in the grocery store that the larger packages of the same product actually cost more per unit of measure than the smaller packages do. When my family was recently looking at health insurance, we noticed that it would be less expensive to purchase an individual policy, same policy, same "benefits", same company, than it was to have both of us on the group plan. Not only that, it would be less expensive for the employee to purchase the individual plan than it was for them to participate as a member of the "group". Except, of course, the company offered the benefit to the employee only if they participated in the "group plan". It would actually cost the company less money to reimburse the employees for an individual policy that was identical in coverage than it was costing them to provide the "benefit" to their employees under a group plan.
Some small businesses have figured out that they can even save themselves a fair amount of taxation, in addition to the savings in premiums, by having their employees obtain an individual policy, that they can take with them if they leave, and reimbursing the cost to the employee. They then get to deduct that employee expense from their income, saving themselves quite a bit on income taxes. The employee gets to choose their own insurance, which best fits their needs, and it also serves to have them appreciate the benefit more because they are actually writing out the check to the insurance company each and every month before they receive a check from their employer to reimburse them. It makes them a more cost conscious consumer.
I think that this should be how taxes are paid as well. The employer should pay the employee 100% of the money that they earn and let the employee write out the check to the government for their income and payroll taxes each month. Such a system would dramatically alter their views on how much of their money they send off to government each and every month if they actually had to write that check themselves instead of never seing the money and using the employer as a tax collector for the government.
homeagain wrote: ALSO at that time period, the company had Just implemented a NEW software program that spit out schedules based on REAL time
demand for staffing......it created MANY issues.
That's called Labor Management Scheduling Software and it's used by everything from retail to manufacturing companies... and the purpose is to make sure the store is staffed sufficiently for the flow of customers and that the manufacturing company is producing according to the needed product output. The only issue is you didn't like it. Then I would advise other work for you.
YOU will NOT discount my experience and YOU will NOT tell me what work I am "cut out" for....I am relating to you that Kroeger is
a HUGE company and SPECIFIC LOCATIONS may have different practices in place....that is what I witnessed at ASPEN PARK,is your
friend now currently employed at ASPEN PARK....if so, I am DELIGHTED management at THAT LOCATION has improved and perhaps
learned from past problems.
YOU do NOT know what specific issues were personal to me...I related to you what I WITNESSED from cashiers....do NOT "lecture"me.
Yep... he is at Aspen Park. I'm sorry that your experience was what it was... but things have may have changed... and I would think that you should be very happy about that... considering your past problems.
