Every district and region is handled different, no matter what the home office actually thinks, the rules at store level are very different from store to store, district to district and region to region. Myself and another employee were both hurt on the job, on camera, completely legitimate but different types of injuries, and both of us were fired, after the two largest sales holidays, we both worked while injuried 70 hours a week and had to go out on FMLA for procedures or surgery and during that time we were both fired. Both of us were high volume sales people but also were people that would give honest answers to our corporate office regarding management. I did not sue for workmans comp injuries, I just accepted my lost wages during the time I was unable to work before I was fired, I do not know if the other employee sued. This company has been sued so many times that it protects the bad and gets rid of the good, I found that out as manager while trying to discharge an employee for multiple employee code violations. The company was so afraid to fire the employee because of being sued, and there is currently an employee that I personally caught stealing, took photos of the evidence and sent them to my manager and district manager and because the company is afraid of retaliation, that employee was never even spoken to about it. The evidence was "put back" and it never happened. They are not at all an equal opportunity employer, if you have any disability or restrictions, DO NOT disclose that before being hired, or you will never get the job. Once you have an injury or restriction, they will do anything necessary to get rid of you. Also, it is a well known fact that can be looked up on the internet, the men are paid better then women, I have a friend that was a part of the class action lawsuit for this, and the starting pay always is very low. Expected standards to be met are very high, and can be met if you put everything into your work, as most managers do, but it would be very hard to be successful as part time. I would normally not voice my opinion about any such issues, I would only just tell people that I am no longer management for the company and I am working for another company, however, in this case I was offered several other equal positions and the pay will vary based on what I can prove I sold. I worked for a VERY large store and I am very proud of my sales standards as well as all of my other standards and President's Club awards and many monthy Assistant Store Manager awards, but sterling is refusing to release my own personal sales standards in any form. Which is actually holding me back from about a $4.00 per hour pay difference from a base offer to the offer if I can prove what I know I sold. This is not right and should not be legal.
