Name:   Lifer - Subject:   Government employee unions Date:   11/19/2016 6:36:50 PM

Yes the Peter Principle applies in big corporations in today's world especially. But you are wrong about folks being easy to fire just because they work in retail.  They have the same rights and privileges as any others and trust me,  many of them are well versed in how to work the system and are going through life looking for a "suit".  I had to have an irrefutable" paper trail" before I could fire several incompetent employees through the years. In most cases you could just make life so miserable that the marginal ones would quit but many refused because they knew they couldn't get unemployment benefits if they quit. I had some that would complain up the food chain but I had always covered my bases before they ever made the first calls once wrote up an assistant manager 3 times in one day. All very minor things go that I would never even mention if I weren't already well into a paper trail on her. Every instance was documented and stuck. Of course I had to put up with HR and LP(loss prevention)  crawling up my azz with a microscope for a while but it was worth it. Like I said, I had my bases covered. I didn't hire her.  She was transfered into me and I didn't find out till well into it her previous manager had already started a paper trail on her and was happy to see her go when the slot opened up in my store. That Peter Principle thing can work laterally as well. She actually did file suit and won but not because I fired her. The suit ended up in class action  status and I was included because of management status. Every manager/asst Mgr was included unless you opted out. The only one I k own that opted outed went on to be a Regional Vice-president last I heard. I got a nice little chunk of change. Took a really nice vacation in a tropical paradise and then won enough at the poker table my last night to pay for the trip. Sometimes life works out