Unbelievable but true!!

Joined: 06 Dec 2008 Posts: 2

I thought I would tell this story as unbelievable as it sounds. I have been with Lowe's almost 4 years. Except for a 2 month stint as Team Leader in Toolworld I have worked in the Paint Department. I have been Team Leader in Paint for 3 years. I have gone through the EMTP Program and 5.3 training. I have been a loyal, dedicated employee with excellent customer service skills and have received a commendation. Now let me get to the story. A new store is opening next month. Originally, because of the projected budget, there was no Department Manager position for Paint/Windows & Walls. I applied for the position A/Ca/F/P/W, was interviewed but not hired. I accepted that. I had been rejected before. Then the projected budget was revised upward and the position of Department Manager-Paint/Windows & Walls was recreated. The job was never posted. They went ahead and hired a 19 year old girl whose main experience was as "Copy Department Mgr" at Staples. The girl, by her own admission knows nothing about Paint and asked questions like: "What does a Department Manager do"? She was suprised to learn she would be managing Home Decor also because they obviously hadn't told her. The question is: What is management thinking? Why send me or anyone else through the EMTP program if thay are going to hire an inexperienced teenager as a Department Manager. Maybe someone could shed some light on this because I am very discouraged.

Joined: 01 Feb 2008 Posts: 497

You can of course may ask the HR for the new store why the department manager position wasn't posted. They must post those positions unless they otherwise have someone already as a department manager that can slide into the spot. The fact that you know this may cause problems for the hr. The only time they don't have to post the position is if they already have a canidate who is qualified and already statused as that job code. An example, switching department managers around the store. They are already statused as department managers so the store doesn't have to post the open position. I'd go in and calmly ask your hr why the position wasn't posted. All management positions must be posted. When they give you some blah blah blah answer just have your "well, wondering why Lowe's invested time into me by sending me through the emtp when they had no intention of allowing me to post for positions for which I am qualified.

You could also go in and yell that you've been discriminated against because you are not a 19 year old unknowlegeable bimbo. That you actually know the job and have been doing the job. Make certain though that you're willing to hear why you were not accepted. Some examples they give are; attendance, tardies, job performance, and of course attitude. Make certain when you ask that you are not going in with an accusatory attitude but that you'd like some honest information.

Joined: 18 Jul 2008 Posts: 143 Location: Region 1

Paintman: who can figure out how the world of HR works in Lowe's. What you have experienced is not uncommon. Unless there's something sinister in your tenure as a Lowe's employee (and I'm assuming there isn't), and you have been passed over for a transfer/promotion, you have two options: (1) accept things as they are and move on, (2) stir the pot by contacting the area HR manager and telling him/her what happened. If you're not satisfied with the answer you get, there's always the legal option if you really feel you've been the victim of discrimination. If you do end up and go the legal route, you'll be labeled a troublemaker and your continued employment at Lowe's will be measured in days and months, be assured.

Joined: 06 Dec 2008 Posts: 2

The last thing I want to do is be labeled a troublemaker. I did email the new store manager about 2 weeks ago, a person I know and have worked with. I asked him, very nicely, if he could explain how this happened and why the position wasn't posted. I still have not received a reply and do not expect one since there really is no legitimate response. Now, it is almost a year since I completed the EMTP training and I'm trying to decide if it is really worthwhile to go through the training again. For those who don't know the EMTP training is good for one year. Then you have to go through the whole course again.

Joined: 18 Jul 2008 Posts: 143 Location: Region 1

Everybody has to decide for themselves if EMTP is for them. Depends on what you want and how much patience you have. I have been invited several times to apply but have declined each time. And become a salaried manager (Zones, Ops, Admin, Sales and Store Mgr.) and Lowe's will work you to death. 50+ hours a week isn't for me (and if it's anything like my store, Zones on up tell me it's usually between 55 and 60).

Joined: 30 Jun 2008 Posts: 9

I am pretty sure there is a very simple reason for this. They could hire her and pay her less than you make, when they would have to give you at least a 10% raise.

Joined: 03 Dec 2008 Posts: 15

I would love to say "unbelievable!".

But Ive been with Lowes long enough now, that not a day goes by where I dont say to myself:
"Nah, Lowes wont do that, it makes too much sense".

I think you ought to question the HRs and SMs (at both stores), because IMO they have some 'splainin' to do.

And SandyC. Has a great point. If they can get the job filled cheaper you can bet your as$ they will try.

You know how many people I have seen screwed over by this company? ALOT, and almost always its the good ones.
I am not complaining, I am used to it by now. It just seems to be the standard state of affairs, at all locations.
It sucks.

BUT Dont give up, go for what you want!

Joined: 18 Dec 2008 Posts: 4

First thing you need to do is let your HR manager know about this. The same thing happened in my first store where positions were given away. The position has to be posted or it's not equal opportunity and they can get in deep shit for this. Anyway to be a manager of a department honestly you don't need to know anything about it. It's helpful yes, but as long as you can finish their "training" for those departments your basic function is to "manage" not customer service.

Joined: 11 Oct 2008 Posts: 7 Location: Pacific Northwest

I'd take advantage of the Open Door Policy posted in the break room. Talk to your HRM, if you don't get a straight answer, talk to your store manager, if you don't get a straight answer, talk to your district manager, if you don't get a straight answer, talk to your regional manager... if it gets that far, heads will roll. Nobody can blame you for standing up for yourself.

Joined: 01 Feb 2008 Posts: 497

So paintman what is up with this situation?

Joined: 18 Dec 2008 Posts: 4

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