Walmart

• Receive experience in customer service.
• Hour lunch break.
• Covered and supported associates battling with COVID-19, giving them time off and some pay (depending on how long and how much you made).
• Does not feel like a facility; has some roof windows to let in natural light. The ambience (outside of management) feels great.

• Supervisors did not meet expectations with their handling of my reports of abuse and mistreatment.

• 15-minute breaks start when they send you, while break rooms are located in the far back corner of the store.

• Discomfort and pressure from micromanagement. They watch for idling, even if you are observing another customer and their transaction. They want to see you and your hands moving at all times.

• Large work events and celebrations cause delayed breaks. Additionally, clock-in and clock-out machines are located in the back of the store where the break rooms are located, causing a loss of break time to find a relaxing location. Computers in the front are very slow.

• Being a cashier, I requested and applied for a security position and was profiled and rejected. I met all the qualifications needed to receive this job. I concluded that I was profiled because a friend in that position told me that the manager (not the supervisor) of that department "does not like you." With further clarification, their decision was influenced by personal biases or preferences unrelated to the professional qualifications, skills, or work ethic needed.

• It is difficult to get a job without an inside reference and assistance.

• There are no associate bathrooms. Waiting for a stall to open up in the front, when there are only two, is time-consuming. With micromanagement, this causes anxiety and stress.

Find balance between managing productivity at work and the need for breaks and periods of relaxation while working, without fear of or the existence of pressure and discomfort.

Not sure if this was an issue, but because of micromanagement, it caused me to feel anxious to even think about using the bathrooms in the back. Encouragement of using them without asking, but to let another associate know (it doesn't have to be a manager as managers are often busy or at a distance) should be applied.

The distance between the front-end of the store and the break-room should be considered when sending associates on their breaks.

Install time-clocks that work efficiently in the front, and newer ones in the back of the store.

Flag workers for their continued misbehaviors, also revisit those who have been involved with cases of mistreatment and abuse and offer support and even reimbursement of some kind, perhaps an additional paid break for the day. Also, assure them periodically and when appropriate that their cases are still highly regarded.

Encourage others of the need for awareness of the effects of profiling and to speak out on existing issues.

Add additional stalls in the front and back bathrooms, and private bathrooms for associates.

The layout of breaks should be considered before the day of special events/celebrations to prevent the delay in breaks and loss of valuable rest time.