AutoZone Commercial / DIY reviews

- No living wage in California. We're paid $10.00 an hour across California, which is either minimum wage or just above it - Often unreliable computer systems and equipment, dated as far back as ten years old. Old, used, crashing computers and hand-me-down scanners often break and high ups never heed requests for newer replacement equipment. - Little to no proper training on the "Do's and Don't's" of Autozone. You get a booklet with policies, but find out later that you can be written up due to the passing of a family member, a car accident, a medical condition or similar life-changing and traumatic events. This can be the target of major lawsuit for rmismanagement and mistreatment of employees personal happenings. - Promotions are actually based upon whether you promote AZ culture, more than your sales. I have worked at my location for a year as a commercial driver. However, I'm utilized in nearly EVERY position, especially DIY and Commercial Management. I am a Red Shirt COMMERCIAL DRIVER, and have never received a performance review in my time here. And yet I just helped train two new part time sales associates and a BRAND NEW COMMERCIAL MANAGER. A Red Shirt with training and experience had to teach a new gray shirt from out of state how to do the job he already said he knew how to do. For $10.00 an hour, part time, with zero benefits. - In the entire year I have worked for this company, not once have I received a raise, regardless of good sales numbers on WITTIDJR, CoC and General high-ticket items. Numbers only matter on bonuses and end-of-day printouts. - Management has quick turnover rates, either by promotion or layoff/firing, and there is never any stability in most stores infrastructure, through most of the Peninsula. - Unrealistic expectations held to sales numbers of certain items, compared to different regions with different populations demogrpahics. They treat the business and its demographics as all one and the same - Employee conference calls are a throwback to the 1980s, where instead of promoting the good things that places did and noting what can be improved upon for later, it is instead drilled into store managers heads that everything they do is still not good enough, that everything will always need improvement, and that every bad thing that happens to a location may cost them their job some day. The usage of fear tactics in the employment ranks, no matter how outdated and counter productive they may be, are rife within much of the District Management. - Breaks California State Labor Law by requiring employees to buy their own uniforms with no reimbursement or deduction, going so far as to have their own ZNET Section for ordering said clothes and making a pure profit off of this. This is a major issue in California that may soon be a target of class action lawsuit. - Opportunities for advancement are only reflected by ones ability to "Talk a good game and take action when deemed appropriate. Your numbers wont give you the promotion - but the way you kiss butt will" A quote from a former manager. -In a recent turn, many full time employees were dropped to "just" below part time hours, to deem them part time assets as to avoid the new Health Care laws as best as they could. As such, I have noted many people in higher positions have left due to total loss of benefits. Because all hours are based on sales, "overscheduling" is used to rationalize this action to scrub away "Guaranteed Hours" - Scheduling is 100% unreliable, often times due to store managers overlooking requests for days off and claiming forgetfulness or simply not caring. For instance, in this last week, a message was handed down to all employees from the store manager stating that "Because they and t ily are going to Disneyland, no one can request a day off regardless of their own plans. That meant that we must all go off of his life plans and have any of our own, as employees honored - regardless of stated availability. - The ability for all Management to edit time cards and change the number of hours spent working, leading to a difficult environment to build trust. There have been incidences where hours were changed and less time was given depending on hours worked and so forth. Overall? A façade is in place over the true issues that lie in this companies nationwide and even international operation. Major changes are required for several regions if proper, legal expansion is to be expected. Otherwise, employee rights will continue to be encroached upon, and this companies already low approval score will continue to anchor its way down to the depths of Job Hell until something major happens to force proper change. This place will continue to spiral down if it continues along its projected path.

The pay could be better but doesn't matter if you are an excellent employee or a lazy one you are not recognized at all.