They do now have the Apple Watch. Those Edition models have a value about 5–10x higher than their total mass equivalent to 18ct gold*.
* Apple Watch Edition models weigh between 54g, 55g, 67g, and 69g. According to Google, 18ct gold is $26.27 per gram, while 24ct gold is $35.03 per gram.
Classic clip! I don't know why I didn't think of that!
Quote:
Originally Posted by bkkcanuck
Quote:
Originally Posted by TechLover
Equating working at an Apple retail store to a diamond mine or the airport is disingenous.
A diamond is much smaller and much more valuable. Working in a mine is also far more dangerous. Diamonds are also an extremely vile and dirty business and if I were Apple I would not want to be compared to working in a diamond mine.
A gold Apple watch is $10K+, an iPhone is close to $1K -- small items with large values.... so yes - the loses are higher than your average retailer. Similarly luxury jewelry is another high price, small sized items.... It is based on the balance of the size of the merchandise and the price of that merchandise.
If you work in Boots (outside of the pharmacy prescription area - separate security), the $10 dollar bottle of shampoo someone might pinch - not much of a threat so it is not worth the searching of people.
Apple store (like other places) have a balance between what is required of you as an employee and what they remunerate you. If you don't like the contract terms - don't work for Apple.
That is fair enough.
I think Apple could do a better job of it rather than fighting their front line workers on something so small and petty. I would be shocked if theft at Apple retail stores from customers and employees is above the industry average.
There are better solutions than an unpaid search and Apple of all companies could figure it out. They should want the best possible experience for workers and customers alike.
That's not what the 1937 FLSA and the Portal to Portal Act of 1947 say. Your interpretation <span style="line-height:1.4em;">of what </span>
constitutes compensatable <span style="line-height:1.4em;">workday duties is not close to how the FLSA interprets it. And it was Congress that pass the FLSA in 1937 and the Supreme Court has made </span>
their<span style="line-height:1.4em;"> rulings based on it ever since. So far, none of the labor Unions have won using your argument, since all the way back to 1937. And it's a losing </span>
argument today. In order for the Supreme Courts to rule against the employer regarding searches off the clock, Congress would have to change the labor laws in the FLSA of 1937 and the Portal to Portal Act of 1947.
<span style="line-height:1.4em;">With this case, Apple do not require any employees to be on site after clocking out. The employee can opt out by not </span>
bringing<span style="line-height:1.4em;"> a bag that needs to be search to work. Apple don't require them to bring that bag. Apple allowing employees to bring a bag into the work place is a benefit for the employees. Under FLSA, the time waiting for your personal bag to be </span>
search<span style="line-height:1.4em;"> is not part of you workday duties that Apple hired you to do. The time for the search only needs to be reasonable. If there's 30 </span>
employees<span style="line-height:1.4em;"> </span>
with personal<span style="line-height:1.4em;"> backpacks </span>
that<span style="line-height:1.4em;"> needs to be searched, a15 minutes wait would be reasonable. That's why its a losing </span>
argument under FLSA. And even under CA labor laws that tends to be more favorable to employees. Which is what this latest ruling was based on.<span style="line-height:1.4em;"> </span>
I understand that argument, I just disagree with it. As I stated, I would compensate my employees for having to wait before they can leave, just as I would expect my employees to be working when their workday starts (not just waking up and hanging out in the break room). If this was a major problem, like NYC in the winter time, I would have considered a "DMZ" where employee lockers are in an area that would keep their personal belongings away from the store's more pocketable merchandise to prevent this from happening… providing I had run the numbers and paying each employees 5–15 minutes more for waiting to be checked out over a duration for a giving store would make the cost feasible; although, this decision should include the psychological aspect of never really trusting your employees, making them aware of that every time they leave, and the privacy aspect of management repeatedly looking into your belongings.
Classic clip! I don't know why I didn't think of that!
That is fair enough.
I think Apple could do a better job of it rather than fighting their front line workers on something so small and petty. I would be shocked if theft at Apple retail stores from customers and employees is above the industry average.
There are better solutions than an unpaid search and Apple of all companies could figure it out. They should want the best possible experience for workers and customers alike.
1) Who really checks management's bags? The odds are there are employees that have worked together long enough that at least a two-person ring going.
2) Did you read about the customer that kept pretending like he was using the self-pay option with the Apple Store app? I don't think AI covered it.
I think the option of not carrying a bag applies more to men than to women. Heck, most women's clothing don't even have pockets. I hope Apple ceases this practice on their own volition. If you can't trust your employees, you need new employees.
If you require your employees to be on site for something that you deem a part of their workday duties, then should pay them for that time. If they are indeed waiting up to a quarter-hour just to be allowed to leave, then that should be reflected in their hours worked, and if that gets them from part-time to full-time as a result, or into overtime, that should be reflected in their benefits and pay.
That's not what the 1937 FLSA and the Portal to Portal Act of 1947 say. Your interpretation of what constitutes compensatable workday duties is not close to how the FLSA interprets it. And it was Congress that pass the FLSA in 1937 and the Supreme Court has made their rulings based on it ever since. So far, none of the labor Unions have won using your argument, since all the way back to 1937. And it's a losing argument today. In order for the Supreme Courts to rule against the employer regarding searches off the clock, Congress would have to change the labor laws in the FLSA of 1937 and the Portal to Portal Act of 1947.
With this case, Apple do not require any employees to be on site after clocking out. The employee can opt out by not bringing a bag that needs to be search to work. Apple don't require them to bring that bag. Apple allowing employees to bring a bag into the work place is a benefit for the employees. Under FLSA, the time waiting for your personal bag to be search is not part of you workday duties that Apple hired you to do. The time for the search only needs to be reasonable. If there's 30 employeeswith personal backpacks that needs to be searched, a15 minutes wait would be reasonable. That's why its a losing argument under FLSA. And even under CA labor laws that tends to be more favorable to employees. Which is what this latest ruling was based on.
I think congress should change the law.
15 minutes a day is substantial and adds up to 62.5 hours at 15 minutes a day 5 days a week x 50 weeks a year. Well over a full work week in a year. Although it may not be 15 minutes every single day. So maybe 20-40 hours a year would be more fair, I honestly don't know.
Not to mention if that 15 minutes once in a while caused you miss your bus, or train, or be late to pick up your kids at day care, or any other manner of inconveniences.
All because of the presumption of guilt.
Apple should just have lockers and cameras. On the rare occasion when something gets stolen check the footage and fire the guilty party.
If you require your employees to be on site for something that you deem a part of their workday duties, then should pay them for that time. If they are indeed waiting up to a quarter-hour just to be allowed to leave, then that should be reflected in their hours worked, and if that gets them from part-time to full-time as a result, or into overtime, that should be reflected in their benefits and pay.
I don't think it's quite so black and white. It could open the door to all types of lawsuits. For example, if a company requires workers to wear uniforms, should the time to change into the uniform be at the mployers' expense? Suppose the nature of the job requires that you look presentable (e.g., put on a suit; put on make-up; be showered and smell good), should the employer allow for extra time for them? Suppose an employee lives much further away from work compared to another, yet the company requires them to show up to work on time, should the employer allow for extra time for the person who lives further away?
We could come up with many such hypotheticals. The key issue is, company policies affect different employees differently in terms of personal life versus work life balance. It would be very tough for an employer to account for every exception, every contingency.
That said, I think such policies or requirements should be made explicit before the employee signs on. If it was done here, the fact that extra time required for a bag search might come from outside official work time if they brought a bag to work would not pose an issue for me.
My recollection of those notices - which recollection my be faulty - is that I was given the option to participate or opt out.
I don't resent them, in fact I rather appreciate being notified that something which might affect me is being addressed,
when I hitherto had no notion it was feasible. That said, I can't recall ever tagging along, except for the one about Kindle price refunds.
Although I don't specifically remember opting in I just received a check last week for about $28. This was my payment in a class action lawsuit against AT&T for the texting sales fraud case. Beer money!
Classic clip! I don't know why I didn't think of that!
That is fair enough.
I think Apple could do a better job of it rather than fighting their front line workers on something so small and petty. I would be shocked if theft at Apple retail stores from customers and employees is above the industry average.
There are better solutions than an unpaid search and Apple of all companies could figure it out. They should want the best possible experience for workers and customers alike.
Small and petty goes both ways..... Working 8 hours a day at twice+ the minimum wage, then complains about waiting a few minutes because they chose to bring a personal bag to work and wants to get paid for those 3 to 5 minutes? Someone so focused on 3 minutes is not going to be caring about their last customer - god help the customer then.... tick.... 4 o'clock end of shift..... sorry get lost - go explain the same thing to some other employee now since I have finished.
Apple does tend to be lenient in regards to lateness.... try being late here for retail and you will be "fined" a certain amount per minute.
15 minutes a day is substantial and adds up to 62.5 hours at 15 minutes a day 5 days a week x 50 weeks a year. Well over a full work week in a year. Although it may not be 15 minutes every single day. So maybe 20-40 hours a year would be more fair, I honestly don't know.
Not to mention if that 15 minutes once in a while caused you miss your bus, or train, or be late to pick up your kids at day care, or any other manner of inconveniences.
All because of the presumption of guilt.
Apple should just have lockers and cameras. On the rare occasion when something gets stolen check the footage and fire the guilty party.
Zero tolerance should go both ways then..... An employer should feel free to fine you for each minute you are late.... zero tolerance.... no excuses. On top of that the employer should refuse to let you bring personal items into work -- not my problem.
Small and petty goes both ways..... Working 8 hours a day at twice+ the minimum wage, then complains about waiting a few minutes because they chose to bring a personal bag to work and wants to get paid for those 3 to 5 minutes?
If they were getting twice the minimum wage. . .
They aren't according to the employees registering on GlassDoor. The range for Apple Store Concierge positions is $10-$14/hour, and averaging only $11.34. If that's their only income and even working 40 hours a week they would still qualify for government benefits meant to assist the poorest of us.In the meantime Apple has more money just parked in the bank than any company on the planet. What harm would it cause pay the lowest Apple employees for that few minutes a day. Apple execs may carry that much around in their pockets for tip money. (I halfway kid)
Have you never had to worry about a light bill, or ever worked a minimum wage job yourself? Just curious.
The employee sought out and agreed to that position. The drive isn't inherent to working for the company, but being on site and not being able to leave as a result of the bag check is part of your work day.
Bringing a bag to work isn't inherent to working for the company either.
I don't think it's quite so black and white. It could open the door to all types of lawsuits. For example, if a company requires workers to wear uniforms, should the time change into the uniform be at the mployers' expense? Suppose the nature of the job requires that you look presentable (e.g., put on a suit; put on make-up; be showered and smell good), should the employer allow fo extra time for them? Suppose an employee lives much further away from work compared to another, yet the company requires them to show up to work on time, should the employer allow for extra time for the person who lines further away?
We could come up with many such hypotheticals. The key issue is, company policies affect different employees differently in terms of personal life versus work life balance. It would be very tough for an employer to account for every exception.
That said, I think such policies or requirements should be made explicit before the employee signs on. If it was done her, the fact that extra time required for a bag search might come from outside official work time if they brought a bag to work would not pose an issue for me.
I think this case was much ado about very little.
The standard uniform can be worn to work, and since the employee would be wearing clothes anyway, then no. If there is some special procedure involved with getting ready for work, then yes, that compensating the employee for that time should be included.
This year I took a tour of a nuclear power plant. There is a lovely 7 mile drive between the gate which authorizes your entry and the facility where you park and then have to walk to your building for work. You are compensated from the time you access the gate and are on the grounds. Your boss will presumably monitor your time from gate access to specifically doing your job so make sure it's within reasonable limits, say, 30 minutes, or, say, 45 minutes if the facility has hired thousands for a maintenance project which causes a major backup due to thousands of extra people trying to park per day for several months.
Apple has no reason to terminate any employees. The ones that brought the original suit I believe had already left the company. Terminating employees for participating is illegal in California anyway. Apple doesn't want to get publicity about employment issues. The lawsuit had no merit. There was no need to allow it to continue.
They aren't according to the employees registering on GlassDoor. The range for Apple Store Concierge positions is $10-$14/hour, and averaging only $11.34. They aren't getting rich.
US minimum wage is $7.25. The wage I was going by was around $14/hr. No, they are not getting rich but then if someone is arguing about that they should be paid an extra $1 per day for the privilege of being able to bring their own personal belongings to work.... then they probably are not worth more than minimum wage to begin with.
What do people do with their winter coats in cold climates? Is there not a place at an Apple store for a winter jacket?
Not a relevant comparison. Pretty much everyone wears a coat to get to work in the winter. Unless you happen to live in the same building or some such thing.
This year I took a tour of a nuclear power plant. There is a lovely 7 mile drive between the gate which authorizes your entry and the facility where you park and then have to walk to your building for work. You are compensated from the time you access the gate and are on the grounds. Your boss will presumably monitor your time from gate access to specifically doing your job so make sure it's within reasonable limits, say, 30 minutes, or, say, 45 minutes if the facility has hired thousands for a maintenance project which causes a major backup due to thousands of extra people trying to park per day for several months.
Again, not a relevant example, since it does not affect different employees differently. It affects every employee, and there is no personal choice involved in the matter.
Here's how we solved the problem at Walgreens: 7" plastic see through bags. That is the only thing allows in the store. You must be able to everything instantly not hidden. (I'm guessing they got the idea from the NSA liquids" rule where you're allowed 3 oz but all liquids must be in a see through plastic bag)
Since going to this policy the store shrinkage has dropped dramatically although there's still shoppers theft.
Going to this small see through plastic bag policy would allow any person assigned check out duty to perform that function and in the event of questionable times THEN a manager could be called.
Small and petty goes both ways..... Working 8 hours a day at twice+ the minimum wage, then complains about waiting a few minutes because they chose to bring a personal bag to work and wants to get paid for those 3 to 5 minutes? Someone so focused on 3 minutes is not going to be caring about their last customer - god help the customer then.... tick.... 4 o'clock end of shift..... sorry get lost - go explain the same thing to some other employee now since I have finished.
Apple does tend to be lenient in regards to lateness.... try being late here for retail and you will be "fined" a certain amount per minute.
I don't think the compensation for hourly employees is a valid consideration. If they employee is keeping your employee on site then you should compensate them for that time. The facile argument has been posited that the employee didn't have to bring anything to work, so it's the employee's fault and therefore the employer can hold them indefinitely, off the clock, until such time as they see fit to release them. So what if the employee makes a mistake at work that requires a talking to or some retraining? Since that's also the fault of the employee, does that mean the employer tells the employee to clock out, before having this discussion or having the employee go through training? I sure hope not
Again, not a relevant example, since it does not affect different employees differently. It affects every employee, and there is no personal choice involved in the matter.
Sure it does. Employees that don't work at that location don't have that same rule. If you work at a store where driving is the most common scenario then you can tell employees to leave bags in their car, but if it's not feasible for your employee to drive then it becomes an issue that will cause lengthy, unpaid time that is enforced by the company.
Classic clip! I don't know why I didn't think of that!
That is fair enough.
I think Apple could do a better job of it rather than fighting their front line workers on something so small and petty. I would be shocked if theft at Apple retail stores from customers and employees is above the industry average.
There are better solutions than an unpaid search and Apple of all companies could figure it out. They should want the best possible experience for workers and customers alike.
1) Who really checks management's bags? The odds are there are employees that have worked together long enough that at least a two-person ring going.
2) Did you read about the customer that kept pretending like he was using the self-pay option with the Apple Store app? I don't think AI covered it.
Comments
A diamond is much smaller and much more valuable.
They do now have the Apple Watch. Those Edition models have a value about 5–10x higher than their total mass equivalent to 18ct gold*.
* Apple Watch Edition models weigh between 54g, 55g, 67g, and 69g. According to Google, 18ct gold is $26.27 per gram, while 24ct gold is $35.03 per gram.
Classic clip! I don't know why I didn't think of that!
Equating working at an Apple retail store to a diamond mine or the airport is disingenous.
A diamond is much smaller and much more valuable. Working in a mine is also far more dangerous. Diamonds are also an extremely vile and dirty business and if I were Apple I would not want to be compared to working in a diamond mine.
A gold Apple watch is $10K+, an iPhone is close to $1K -- small items with large values.... so yes - the loses are higher than your average retailer. Similarly luxury jewelry is another high price, small sized items.... It is based on the balance of the size of the merchandise and the price of that merchandise.
If you work in Boots (outside of the pharmacy prescription area - separate security), the $10 dollar bottle of shampoo someone might pinch - not much of a threat so it is not worth the searching of people.
Apple store (like other places) have a balance between what is required of you as an employee and what they remunerate you. If you don't like the contract terms - don't work for Apple.
That is fair enough.
I think Apple could do a better job of it rather than fighting their front line workers on something so small and petty. I would be shocked if theft at Apple retail stores from customers and employees is above the industry average.
There are better solutions than an unpaid search and Apple of all companies could figure it out. They should want the best possible experience for workers and customers alike.
I understand that argument, I just disagree with it. As I stated, I would compensate my employees for having to wait before they can leave, just as I would expect my employees to be working when their workday starts (not just waking up and hanging out in the break room). If this was a major problem, like NYC in the winter time, I would have considered a "DMZ" where employee lockers are in an area that would keep their personal belongings away from the store's more pocketable merchandise to prevent this from happening… providing I had run the numbers and paying each employees 5–15 minutes more for waiting to be checked out over a duration for a giving store would make the cost feasible; although, this decision should include the psychological aspect of never really trusting your employees, making them aware of that every time they leave, and the privacy aspect of management repeatedly looking into your belongings.
1) Who really checks management's bags? The odds are there are employees that have worked together long enough that at least a two-person ring going.
2) Did you read about the customer that kept pretending like he was using the self-pay option with the Apple Store app? I don't think AI covered it.
If you require your employees to be on site for something that you deem a part of their workday duties, then should pay them for that time. If they are indeed waiting up to a quarter-hour just to be allowed to leave, then that should be reflected in their hours worked, and if that gets them from part-time to full-time as a result, or into overtime, that should be reflected in their benefits and pay.
That's not what the 1937 FLSA and the Portal to Portal Act of 1947 say. Your interpretation of what constitutes compensatable workday duties is not close to how the FLSA interprets it. And it was Congress that pass the FLSA in 1937 and the Supreme Court has made their rulings based on it ever since. So far, none of the labor Unions have won using your argument, since all the way back to 1937. And it's a losing argument today. In order for the Supreme Courts to rule against the employer regarding searches off the clock, Congress would have to change the labor laws in the FLSA of 1937 and the Portal to Portal Act of 1947.
With this case, Apple do not require any employees to be on site after clocking out. The employee can opt out by not bringing a bag that needs to be search to work. Apple don't require them to bring that bag. Apple allowing employees to bring a bag into the work place is a benefit for the employees. Under FLSA, the time waiting for your personal bag to be search is not part of you workday duties that Apple hired you to do. The time for the search only needs to be reasonable. If there's 30 employees with personal backpacks that needs to be searched, a15 minutes wait would be reasonable. That's why its a losing argument under FLSA. And even under CA labor laws that tends to be more favorable to employees. Which is what this latest ruling was based on.
I think congress should change the law.
15 minutes a day is substantial and adds up to 62.5 hours at 15 minutes a day 5 days a week x 50 weeks a year. Well over a full work week in a year. Although it may not be 15 minutes every single day. So maybe 20-40 hours a year would be more fair, I honestly don't know.
Not to mention if that 15 minutes once in a while caused you miss your bus, or train, or be late to pick up your kids at day care, or any other manner of inconveniences.
All because of the presumption of guilt.
Apple should just have lockers and cameras. On the rare occasion when something gets stolen check the footage and fire the guilty party.
I don't think it's quite so black and white. It could open the door to all types of lawsuits. For example, if a company requires workers to wear uniforms, should the time to change into the uniform be at the mployers' expense? Suppose the nature of the job requires that you look presentable (e.g., put on a suit; put on make-up; be showered and smell good), should the employer allow for extra time for them? Suppose an employee lives much further away from work compared to another, yet the company requires them to show up to work on time, should the employer allow for extra time for the person who lives further away?
We could come up with many such hypotheticals. The key issue is, company policies affect different employees differently in terms of personal life versus work life balance. It would be very tough for an employer to account for every exception, every contingency.
That said, I think such policies or requirements should be made explicit before the employee signs on. If it was done here, the fact that extra time required for a bag search might come from outside official work time if they brought a bag to work would not pose an issue for me.
I think this case was much ado about very little.
(Fixed a few typos).
Although I don't specifically remember opting in I just received a check last week for about $28. This was my payment in a class action lawsuit against AT&T for the texting sales fraud case. Beer money!
Classic clip! I don't know why I didn't think of that!
That is fair enough.
I think Apple could do a better job of it rather than fighting their front line workers on something so small and petty. I would be shocked if theft at Apple retail stores from customers and employees is above the industry average.
There are better solutions than an unpaid search and Apple of all companies could figure it out. They should want the best possible experience for workers and customers alike.
Small and petty goes both ways..... Working 8 hours a day at twice+ the minimum wage, then complains about waiting a few minutes because they chose to bring a personal bag to work and wants to get paid for those 3 to 5 minutes? Someone so focused on 3 minutes is not going to be caring about their last customer - god help the customer then.... tick.... 4 o'clock end of shift..... sorry get lost - go explain the same thing to some other employee now since I have finished.
Apple does tend to be lenient in regards to lateness.... try being late here for retail and you will be "fined" a certain amount per minute.
I think congress should change the law.
15 minutes a day is substantial and adds up to 62.5 hours at 15 minutes a day 5 days a week x 50 weeks a year. Well over a full work week in a year. Although it may not be 15 minutes every single day. So maybe 20-40 hours a year would be more fair, I honestly don't know.
Not to mention if that 15 minutes once in a while caused you miss your bus, or train, or be late to pick up your kids at day care, or any other manner of inconveniences.
All because of the presumption of guilt.
Apple should just have lockers and cameras. On the rare occasion when something gets stolen check the footage and fire the guilty party.
Zero tolerance should go both ways then..... An employer should feel free to fine you for each minute you are late.... zero tolerance.... no excuses. On top of that the employer should refuse to let you bring personal items into work -- not my problem.
They aren't according to the employees registering on GlassDoor. The range for Apple Store Concierge positions is $10-$14/hour, and averaging only $11.34. If that's their only income and even working 40 hours a week they would still qualify for government benefits meant to assist the poorest of us.In the meantime Apple has more money just parked in the bank than any company on the planet. What harm would it cause pay the lowest Apple employees for that few minutes a day. Apple execs may carry that much around in their pockets for tip money. (I halfway kid)
Have you never had to worry about a light bill, or ever worked a minimum wage job yourself? Just curious.
Bringing a bag to work isn't inherent to working for the company either.
The standard uniform can be worn to work, and since the employee would be wearing clothes anyway, then no. If there is some special procedure involved with getting ready for work, then yes, that compensating the employee for that time should be included.
This year I took a tour of a nuclear power plant. There is a lovely 7 mile drive between the gate which authorizes your entry and the facility where you park and then have to walk to your building for work. You are compensated from the time you access the gate and are on the grounds. Your boss will presumably monitor your time from gate access to specifically doing your job so make sure it's within reasonable limits, say, 30 minutes, or, say, 45 minutes if the facility has hired thousands for a maintenance project which causes a major backup due to thousands of extra people trying to park per day for several months.
Apple has no reason to terminate any employees. The ones that brought the original suit I believe had already left the company. Terminating employees for participating is illegal in California anyway. Apple doesn't want to get publicity about employment issues. The lawsuit had no merit. There was no need to allow it to continue.
If they were getting twice the minimum wage. . .
They aren't according to the employees registering on GlassDoor. The range for Apple Store Concierge positions is $10-$14/hour, and averaging only $11.34. They aren't getting rich.
US minimum wage is $7.25. The wage I was going by was around $14/hr. No, they are not getting rich but then if someone is arguing about that they should be paid an extra $1 per day for the privilege of being able to bring their own personal belongings to work.... then they probably are not worth more than minimum wage to begin with.
Not a relevant comparison. Pretty much everyone wears a coat to get to work in the winter. Unless you happen to live in the same building or some such thing.
Again, not a relevant example, since it does not affect different employees differently. It affects every employee, and there is no personal choice involved in the matter.
7" plastic see through bags. That is the only thing allows in the store. You must be able to everything instantly not hidden. (I'm guessing they got the idea from the NSA liquids" rule where you're allowed 3 oz but all liquids must be in a see through plastic bag)
Since going to this policy the store shrinkage has dropped dramatically although there's still shoppers theft.
Going to this small see through plastic bag policy would allow any person assigned check out duty to perform that function and in the event of questionable times THEN a manager could be called.
I don't think the compensation for hourly employees is a valid consideration. If they employee is keeping your employee on site then you should compensate them for that time. The facile argument has been posited that the employee didn't have to bring anything to work, so it's the employee's fault and therefore the employer can hold them indefinitely, off the clock, until such time as they see fit to release them. So what if the employee makes a mistake at work that requires a talking to or some retraining? Since that's also the fault of the employee, does that mean the employer tells the employee to clock out, before having this discussion or having the employee go through training? I sure hope not
Sure it does. Employees that don't work at that location don't have that same rule. If you work at a store where driving is the most common scenario then you can tell employees to leave bags in their car, but if it's not feasible for your employee to drive then it becomes an issue that will cause lengthy, unpaid time that is enforced by the company.
Did you see this story?
http://www.businessinsider.com/sharron-laverne-parrish-jr-charged-with-apple-credit-card-scam-2014-7