• Report: #472293
Complaint Review:

Walmart Stores

  • Submitted: Wed, July 22, 2009
  • Updated: Wed, July 22, 2009

  • Reported By:Mill Creek Washington
Walmart Stores
11400 Hwy.99 Everett, Washington U.S.A.

Walmart Stores #5195 Wrongful Termination Everett Washington

*Consumer Comment: They appear to have a valid reason.

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I've worked at the Everett Walmart since 12/2008 as an Asset Protection Associate (Loss Prevention). On 07-17-2009 I was terminated due to a "bad stop" that happened 2 days ago. My complaint here is that unequal/unfair and excessive response was given toward me.

A week earlier I had summoned a meeting with the Regional HR Manager and the Market Asset Protection Manager about a co-worker who had been given treatment of favoritism and allowance to administer rude and abusive behavior in the Asset Protection office. My initial complaint was given about 3 weeks (give or take) earlier to the Store Manager where the complaint went nowhere. I finally mentioned to the Regional HR Manager that I would be seeking legal counsel if Walmart Stores cared not to address my complaint and treat it according to their policy (which I have been carefully reviewing and also have an electronic copy). They concluded by stating that they would deal with the coworker I had an issue with fairly but they would not be able to disclose the method of approach as it is confidential.

Since then the coworker has been more at ease and not aggressively abusive. However, she still remained in a favored position that she did not function the same way as the rest of us. What I mean by this is that part of our job requires us to walk the floors. Since my employment with them in December of 2008, I have not ever seen her walk the floors with us all day. Other issues are associated with this.

Aside from that, it was one week later where a decision was made to terminate me for a bad stop. I was on a shoplifter with another coworker who was currently working the camera systems while I monitor the suspect on the floor. The shoplifter had removed the DVD disc that he had concealed in his coat pocket as he turned the corner. I was on the floor behind him and my partner was monitoring on the camera system. I missed him pulling it out while on the floor and my partner didn't refocus on the suspect in time to catch him pull out the disc. He then laid the disc with a bar of candy on a shelf in an aisle. I gave distance as my partner focused in on him with the cameras. We both did not see the disc come out of the pocket. The suspect then retrieved his backpack from the service desk by the front entrance where he then exited the store. We then stopped the suspect where he stated that he left the disc back in the store. He showed us the location and disc and we let him go.

After careful review of other video shots we saw him pull the disc out. The error made here could have arguably been more directed at the camera operator than the floor walker.

After stating my case to my immediate supervisor, he stated that I was walking too close and I should have seen him look back at me. He then reported his view of the facts to the Market Asset Protection Manager and he was given the que to terminate me.

The argument is that this was the third issue I've had with shoplifter stops and that the company needed to terminate me. He stated that he tried to get me into the Hardware department but was unsuccessful. He also state that he would be a good reference for me as he considered me his hardest worker.

Of all the Asset Protection Associates, I have followed through with scheduling initiatives that he declared. No penalty has/was given to any of the other workers in adherence to his directives in his email. It felt as if I were being singled out as none of the other workers had to adhere to the rules. I also felt overwhelmed as how direct the decision of termination was made. No other options were given at that time.

The arguments were that the two prior incidents had created enough weight to be company liability. In the event previous to this one, I had aided my partner who was working on the cameras on a shoplifter who entered in a restaurant area with unpaid merchandise. He exited the store without the package of the merchandise on him. Later we spotted the empty package in the trash can that he threw his trash away in. I was given a paid-day as I was given an opportunity to switch departments where I declined and stated that I wanted to address areas that I lacked sufficient training in.

In the first event I was in apprehension of a couple that worked together to bag stuff merchandise. The male left the store first with most of the merchandise and began to ran where we pursued for the 10 foot rule and let him go as he dropped all the stolen merchandise. The female that was with him in the store and had aided him in committing the crime was still in the Men's Department. I re-entered the store and immediately approached her to come into the office to discuss the theft that she did with her male companion. She still had unpaid merchandise on her wrist that was store property. Although the police officer that attended to the scene was able to get her companion to return, sign a statement of confession, have her sign a statement of confession, and site all of them with a ticket I was given a coaching for this. It was against store policy to stop anyone in the store if they haven't left.

Aside from those instances, I have been very productive in the office. I've filed cases, cleaned up the area, organized the file cabinets, and other various functions to serve as a contributing member of the team to maintain order and cleanliness in the office. It felt as if I were the only one involved at times though I continued on as ethical duty. The point here is that I worked hard for the company, team, and store.

Their outcome of termination was a bit harsh and it has affected me in many ways. Future employers will now see it and it may prevent me from getting into a career in my field. I am now left in a probable situation where I may not be able to receive unemployment while at the same time will probably have a hard time applying for another job and to continue to pay for my student loans. My child who will be 3 will not be covered under medical also. All of this because I stopped a shoplifter out of good will and not negligence or incompetence for the company's benefit.

Do tell me if I can tell you more about my experience with Walmart or any other details about this statement.

Thank you for your help.

Mill Creek, Washington

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This report was posted on Ripoff Report on 07/22/2009 01:32 PM and is a permanent record located here: http://www.ripoffreport.com/reports/walmart-stores/everett-washington-98204/walmart-stores-5195-wrongful-termination-everett-washington-472293. The posting time indicated is Arizona local time. Arizona does not observe daylight savings so the post time may be Mountain or Pacific depending on the time of year.

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#1 Consumer Comment

They appear to have a valid reason.

AUTHOR: Robert - (U.S.A.)

You state that the incident that got you fired was your THIRD incident. So they gave you two other chances before you were finally fired. You can be the worlds best worker in your mind, but if you fail at the primary job function..."Asset Protection" you are of no use to them. In that position it is especially important to know the regulations. Because if you fail to stock a shelf no one gets sued, but if you detain someone illegally not only could the store be sued, but you could be personally sued and/or arrested for illegal detainment.

Perhaps since you think that maintaining a clean office is a valid reason to keep you employed, you may want to look at a job in the Janitorial field.
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