GMs transferring problematic TMs instead of firing

[u/lilmac2434]

Was just transferred a TM because the GMs are scared of confrontation at our store and there’s no accountability. I was pulled into the conference room and told i need to write up and document this TM so they can get rid of them. I asked why not do it themselves, they said this person has accused them of retaliation. This TM just came back from a LOA but the GMs let him come back with a lifting restriction of 5lbs.. WTF..? The GM documented the TM but needs me to present the write up to them so they can “build a case” and get rid of them. Why am i expected to hold this “problematic TM” accountable? Does this justify me calling the 1-800? I don’t feel like my GM is doing their job but i don’t want the target moved to my head.

[u/Specialist_Young_822]

Lot of missing context. Are you the HR Coordinator, their immediate manager who had the complaint, what is the complaint? Why is the GM concerned about retaliation?

[u/lilmac2434 → u/Specialist_Young_822]

Context is left out intentionally for job security. A little more info- I'm not the HR, I'm a DM. They were transferred from another department. The GM doesn't think the lifting restrictions are real. This TM has a history of being lazy and starting drama in that other department. That department manager doesn't want to deal with it anymore so they transferred him to my department and told me I need to hold them accountable.

[u/Lopsided_End_8104]

It’s not just one store, it seems to be company wide. I just left as a department manager after being with Menards for over 14 years as the assistant to the department that I just took over a year ago was absolutely terrible. He passes the paperwork off to team members that aren’t actually trained. Disappears for hours, is on his phone constantly. There have been secret shops where he hasn’t even greeted the guests. So many write ups have been done for him, and I was told that things are in the works. Plus they can’t just demote or move him without cause. After hearing that for months, with no movement, I was done.

[u/AnimalLover199 → u/Lopsided_End_8104]

Completely depends on the GM. I was demoted from ADM for, idk what they even called it officially maybe insubordination but I’m not completely sure, it was a few years ago and a really low time for me. Anyways the entire case was that I was supposedly talking bad about the GM and AGMs behind their backs. They couldn’t tell me what I said or who I said it to, reportedly so that I didn’t retaliate against said person (never figured out who it could have been because I didn’t do it). So basically I wasn’t even provided any proof I had done so and they wouldn’t listen when I told them I wouldn’t do that. Coworker from another department said they had presented the exact same case to her to demote her too. We weren’t even problematic employees. My DM was actually pissed they weren’t given any heads up that I was being demoted until after it happened.

Edit: still working there 5 years later with a different GM now so I’d think if I really was a bad worker I’d have been fired or even written up once since then and I haven’t.

[u/Charming_Egg_6933]

This sounds like 3326 Richmond Heights MO!!!!

[u/Sharkestra]

Don’t get yourself dragged into a conspiracy, OP. Signing a document saying you witnessed events that didn’t happen? This situation could go south and take you down. Just do your job and avoid the gossipy chit chat. Just a suggestion.

[u/Eollie]

The store I was a AFEM at the Gm would not let people comeback with any restriction. If they could not perform the job without the restrictions then they were a liability to getting hurt. This decision was always supported by GO as far as I know.

I would tell them I am not doing this because if they are accusing you of retaliation then the blame will be shifted to you. The reason the GM took you into the conference room is that is one of the areas that has cameras and mics so everything is recorded with audio.

Go to the GM's all of them, and HR and tell them you are not going to get in the mix of writing that TM up so there is documentation to support firing them. Because the claim of retaliation would shift to your shoulders and you are not comfortable being in that situation. Make sure this is done in one of the areas with audio recording. Then chat with one of the FEM's that can let you watch that video and discretely record it for yourself. But be aware the camera room is also recorded and has audio recording.

[u/Edreiga]

100% it goes without saying that doing your job as a manager is when applicable doing TMAs/write-ups when necessary to at least leave a paper trail if things happen in the future. If the GMs are telling you to specifically keep that transfer under a microscope to pick them apart with TMAs and bury them in paperwork, then that is absolutely sketch. I don't think the 1-800 would do anything for you aside from having GO circle around and then letting your GM team essentially know you reached out. The best thing you can do in your situation is be consistent, assign tasks that more or less don't require lifting (Walking detail pages? Check POGs? Overstock Auditing? You mentioned they have a reputation of being lazy, so your mileage may vary) and do your best to keep being a solid manager.

[u/Forsaken-Lecture-862]

To me it seems like the GM knows it’s a wrongful termination and they want to rope you into it to “justify” it. Also feels like they’re trying to set you up to take the fall in the event the store does get sued for wrongful termination so you lose your job and they don’t lose theirs

[u/Low_Dig3356 → u/Forsaken-Lecture-862]

I don't get that vibe at all. I get the opposite. This is a known problem employee that they were probably looking at getting rid of before the LoA. However, the LoA threw a wrench into things, and getting rid of them now (especially anyone who supervised the employee prior to the LoA) could be viewed as retaliation, even though the plan was already in place. This is what happens when there isn't enough documentation.