Topic: AAFES, you are next!!!!

[WhoKnows]

Mike Howard, you had better get a hold on things, looks like workers do get a break when it comes to the legal system.  Your big brother, Wal-Mart is in some really big trouble and you don't want them to start snooping around AAFES.  Even a corrupt judge could not save AAFES, if the people really spoke out on the true corruption at AAFES.  So gather the cronies and weenies and get your lies together before judgment day arrives.  By the way, don't rely on the government to get you out of trouble all the time.  AAFES is not above the law, remember that.

Remember Karma is that b*tch that comes to bite when you least expect it.

[TheFreud]

I'm intrigued... Care to share on this a little more? A few obscure details perhaps?

[WhoKnows]

The thing is that AAFES is just as bad, if not worse on actual employment practices as Wal-Mart. 
There are many accounts on this blog of AAFES indiscretions.   If an expose' was ever done on AAFES, like they have been done on Wal-Mart the public and military would have a totally different view of AAFES.  Wal-Mart is in serious trouble for discriminating against female employees.  AAFES not only discriminates against women, but everyone who does not bow to their crooked ways.  They fired an associate for getting a refill on a soda in the food court, but her manager was found to be stealing money from the cash register through fraudulent refunds.  The manager was part of the network and was quietly transferred to another assignment.

Like I said in my post, the government will not be able to save AAFES all the time.

[worked2death09]

sexual harassment, editing our time card swipes (because I stayed 20 extra minutes w a customer and didn't get permission from a manager), playing favorites (I've seen several positions opened and given to family members or friends w/o being posted), whistle blowers
don't dare ask your manager to fix a problem or you will have hours cut, held stagnant in your position, and any other thing they can do to screw you w/o a kiss..    playing favorites, being written up although 3 other people do the same thing and it's washed over .. shall I go on

[WhoKnows]

The biggest thing I can stress with AAFES and dealing with them is to document everything.  AAFES officials have a very unique ability to suddenly forget reality and wander off to fantasyland.

If you have to be counseled by management or loss prevention, make a voice recording.  I can't tell you how bad they can twist your statements if you do not have any evidence.  Loss prevention is the worse, because most of them are want to be cops anyway.  They cannot make you say anything off the record and most of them will not want to be on tape, so politely ask to be excused until you can have the counseling session on recorded media.  Most phones these days can be used as voice recorders.

Just CYA, because this company is full of low lifes.  You probably already know this because you work for one now.

[Disgruntled]

In addition, I would say that if you are in a Union location, demand your rep before they ask the first question, even if they tell you they are investigating someone else. You have that right and they CANNOT deny it.

Also, LP loves to trick you into admitting you also stole something and then make YOU set an item/dollar amount for your alleged "theft" (like you took X amount worth $X). NEVER volunteer that kind of information. Don't even tell them a co-worker "might have given" you anything. Your answer should always be "I cannot admit to something I didn't do".

[CYA]

Hmm...sounds like every other company I've ever worked for. Every CONUS location should be affiliated with the Union, whether there's a steward there or not. Use the union; they're not just there for fun. Discrimination? Grow a set and call your EEO counselor. But you'd better have some good documentation. Keep a journal, preferably via email so there are time and date stamps that can't be faked. And hullo IG Hotline? There are plenty of resources available to fight internal corruption if you actually use them. If not, then quit complaining because you're just part of the problem.

Seriously, every job has corruption. You have choices. You can sit idly by and watch it happen, thereby violating the EOP, you can be loud and obnoxious and childish about it and probably lose your job, or you can use the resources available to you to nip it in the bud. AAFES, more than any other job I've ever had (over 30 in my younger years, easily), provides numerous resources to fight corruption. AAFES is a part of the government and has way more policies in place for this than Wal-Mart ever could. Not to mention the union.

But, as in anything else, if you don't have it in documentation, you're pi$$ing in the wind.

[WhoKnows]

Let's see now, EEO counselors work for the person that you are going to put in a complaint about and they are not going to jeopardize their jobs to go after anyone in management.

IG, you can't be serious.  IG Hotline is the biggest waste outside of AAFES management, by the time you complete your call the person that you complained about already knows that you called IG.

Documentation is useless because AAFES will find a way to justify their position.  I know because I have seen it firsthand, and trust me AAFES is the best when it comes to twisting the truth. 

AAFES is a part of the government, and that is the problem.  The government has major corruption in all of its agencies, in large part due to the policies that are put in place to deter corruption.  Wal-Mart at least will pay for their discretions, AAFES and the government just continue to screw things up and never pay a dime.  AAFES managers are no better than those at Wal-Mart, don't fool yourself into believing otherwise.

CYA, please read the manual more thoroughly when you try to defend AAFES.  Anyone who works for AAFES knows that what you are saying is completely false and if they were to try any of the steps you propose, they would be put on the sh*tlist rather quickly.

[TheFreud]

Not from first hand knowledge, but I am going to have to agree with WhoK on this one, (as much as it pains me).
As I have found recently- the manual says one thing... and they have meetings to talk about said reporting policies.Then they will set the tenor in opposition to the rules making any reporting you do an excuse to persecute you.
i.e.
You: I should say something.
Co-Worker: I wouldn't, if you do they will turn it on you. Seen it happen before.
You: They can't ouch me, that's retaliation, and illegal.
Co_worker: Just sayin', if you say something, they will be out to get you.

The only report they may take seriously would come from someone high up the food chain, someone they couldn't just broom and not give a second thought to, because no one will miss them... Don't know. But just because they say it in the manual, doesn't mean it is supported or taken seriously.

[WhoKnows]

Thanks Freud, now see that did not hurt at all

After several years with AAFES, I see that policies are just as good as the paper they are printed on.   Not worth much at all.