BENTONVILLE, Ark. — When the weather gets sultry here at company headquarters, Walmart workers everywhere brace for an icy blast.
Because temperatures at Walmart stores across the United States are controlled remotely by the retailer’s centralized systems here, employees stock shelves and tend to customers under conditions that, by many accounts, tend to be on the chilly side from one city to another.
So at an employees’ rally held here on Wednesday ahead of the retail giant’s annual shareholders meeting this week, company executives made one of several concessions by agreeing to raise average store temperatures by 1 degree for the majority of Walmart locations.
From adjusting the air-conditioning to relaxing the dress code and even jazzing up a store’s music, the overtures — however small they seemed — are part of Walmart’s effort to project an image of a more caring employer.
A day earlier, Walmart, the country’s largest private sector employer, said that it would raise the starting hourly wage for more than 100,000 managers in the United States. That was the second wave of wage increases at Walmart this year, after it announced in February that it would raise the pay for a half-million entry-level store workers.
“I love to listen to you, I love hearing what’s working, what isn’t. I want to hear your ideas. I even like to hear your frustrations,” Greg Foran, the head of Walmart’s United States division, told about 3,000 store workers.
“Our job, my job, is to make your life easier,” Mr. Foran said.
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Long a target of protests over low wages and rigid work schedules, Walmart is appearing to appease employees in the face of rising competition to hire and retain workers as the job market rebounds. Other retail chains, like Ikea and Gap, have also started to offer higher wages for store employees.
Walmart is also trying to cast off an image as an exploitative employer with an army of minimum-wage workers, some of whom reportedly depend on food stamps or other government aid. Now, after the latest wage increases, all Walmart workers make above the minimum wage, the retailer says.
Walmart also is trying to improve customer service as it struggles with sluggish sales at its supercenters and neighborhood markets.
Sales at stores open for a year or more grew by just 1.1 percent from a year earlier in the first quarter, though its performance over the last few quarters has improved slightly after a period of sales declines.
Not all workers were impressed with the changes. And not all of them were in Bentonville at the company’s invitation.
Cindy Murray was in town with the labor union affiliate, Our Walmart, to speak in support of a resolution the group will be presenting on behalf of an activist investor at Friday’s meeting that calls for giving shareholders the right to nominate board candidates.
Ms. Murray, who said she earned $13.20 as a fitting room clerk at a Walmart store in Laurel, Md., and struggled to pay her medical bills, said the retailer was skirting its workers’ most pressing concerns.
“Anything Walmart does to makes life better for workers is awesome. But these changes are also basic things we need to do our jobs better and sell more,” she said. “Hire more workers and better pay — those are the biggest things. I think they should stop dancing round the boat.”
Kristin Oliver, Walmart’s executive vice president in charge of human resources, acknowledged that workers harbored remaining concerns, and said Walmart was working on more flexible scheduling.
She also said the company hoped that the combination of higher wages and friendlier policies would make its work force less transitory, and more likely to build careers with the retailer.
“What we’ve seen in the last few years is people jumping for small wage increases. People will move from one retailer to another for 25 cents an hour,” Ms. Oliver said. “What we hope is going to happen with the investments we’ve made is to slow that down.”
To entice workers to stay, Walmart on Wednesday announced a number of other changes to its employee policies.
The retailer will ease a much-criticized dress code that had required store workers, even those in physically intensive jobs, to wear shirts, vests and khakis. Now, stockers and other back-of-store workers will be allowed to wear jeans and T-shirts. Service-oriented workers will also be able to expand their choice of pants to black or khaki-colored denim.
On special occasions, like days with sporting events or seasonal holidays, workers will be invited to wear team jerseys, ugly Christmas sweaters or pink shirts to support breast cancer awareness, said Deisha Barnett, a Walmart spokeswoman.
The retailer also said it was bringing back an in-store broadcasting service called Walmart Radio, with a D.J. who broadcasts music to stores, to address numerous complaints from workers about having to listen to the same Justin Bieber and Celine Dion albums all day.
And temperatures at stores in the East and central regions will rise to 75 degrees from 74. (In stores in the West, average temperatures will fall from 76 to 75.)
To acknowledge employees’ complaints, executives at the rally used an imaginary Walmart worker, a puppet they called Willy Sellmore, who offered a surprisingly frank take on the retailer’s policies. When an executive explained that the temperature changes had been discussed for a year, Willy appeared understandably baffled.
“A year? A year? How long does it take to adjust a thermostat?” he said. “This shouldn’t be so hard.”
Global Anti-Corruption Policy
Updated: June 29, 2012
Wal-Mart Stores, Inc. and its subsidiaries and affiliates worldwide (collectively 'Walmart' or the 'Company'), are committed to maintaining the highest possible ethical standards and complying with all applicable laws. In all of its operations, Walmart seeks to avoid even the appearance of impropriety with respect to the actions of any of its officers, directors, associates, employees, agents or representatives. This policy prohibits corrupt payments in all circumstances, whether in dealings with government officials or individuals in the private sector.
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General Directives
It is the policy of Walmart to comply with all relevant Anti-Corruption laws including, but not limited to, the US Foreign Corrupt Practices Act ('FCPA') and the UK Bribery Act.
Accordingly, Walmart prohibits anyone acting on behalf of the Company, directly or indirectly, from making or receiving improper payments.
Improper payments means receiving or paying bribes or giving, offering, or promising to give money or anything else of value to any person, including any Government Official, in order to improperly influence any act or decision of a person, or to otherwise gain an improper benefit for the Company.
A Government Official may include, but is not limited to, any officer or employee of a foreign government, a public international organization, a member of a political party, a candidate for foreign political office, any foreign government department or agency thereof, or any official or employee of a state-owned business enterprise.
The use of Walmart funds or assets for any illegal, improper, or unethical purpose is strictly prohibited.
Compliance with this Global Anti-Corruption Policy (the “Policy”) is required of all associates and third parties that are engaged to interact or may interact with government officials on the Company’s behalf. All associates are responsible for ensuring that third parties with whom they interact fully understand and follow the policy and associated procedures in their activities related to Walmart business.
Violations
Any associate or third party who violates this policy in connection with Walmart business will be subject to disciplinary measures, up to and including termination in the case of an associate, or termination of business relations in the case of a third party and, where appropriate, referral of the matter to relevant law enforcement authorities.
Global Implementation of Anti-Corruption Policy
To effectively implement this policy, Walmart shall maintain an effective risk-based Global Anti-Corruption Program (the 'Program') designed to prevent, detect, and remediate bribery and recordkeeping violations. As part of the program, Walmart shall adopt operating procedures specifically targeted to the corruption risks that exist for all of its operations, worldwide. Management in each affected area shall be responsible for ensuring that adequate resources are devoted to maintaining effective compliance programs. A senior executive at Wal-Mart Stores, Inc., shall be given overall responsibility for the Program, and shall report regularly to the Audit Committee of the Board of Directors of Wal-Mart Stores, Inc., which shall exercise reasonable oversight as to the implementation and effectiveness of the Program.
The procedures and governance used to implement this policy, shall include, at a minimum:
- Effective controls on the disbursement of funds and other assets to ensure that disbursements are not made for improper purposes;
- Measures to ensure that books and records accurately reflect the disposition of assets;
- Clearly articulated standards of behavior as included in Walmart's Statement of Ethics, which shall be well publicized to all of Walmart's operations, worldwide;
- Clearly defined roles, responsibilities, and reporting lines for day-to-day management and implementation of the compliance procedures;
- Effective training of executives, associates and, where appropriate, third parties regarding relevant anti-corruption standards and procedures;
- Testing by Internal Audit or a third party for compliance with the anti-corruption procedures, including review of expenditures for operations that interact with government officials;
- Corruption risk assessments conducted annually;
- Conducting due diligence of third parties engaged to interact with government officials on behalf of the Company;
- Effectively publicized means to report or seek guidance on actual or potential anti-corruption issues, as well as procedures for responding to such reports or requests;
- Regular review and, if necessary, revisions or updates to this policy and to the related procedures where appropriate, including in response to legal, regulatory, or industry changes or violations of the Anti-Corruption Policy;
- Appropriate incentives and punishments for associates, executives and third parties for adherence to or violations of, respectively, the relevant policy and related procedures.
Reporting
Every associate or third party who has information that this policy or related procedures may have been violated, or believes he or she is being asked to pay a bribe or receive a bribe, or otherwise act in contravention of this policy shall immediately report the event, as provided by Walmart's Statement of Ethics. Reports shall be made, and may be made anonymously to any officer (Vice President or above) of the Company, Global Ethics, the International Global Ethics Helpline, or the International Anti-Corruption Compliance Manager/Director. Reports may also be made to the Local Ethics Helpline, the legal department, the Compliance and Ethics Office or the Market Anti-Corruption Compliance Manager/Director. If anyone receives a report through the Open Door process he or she shall promptly forward the report to one of the contacts stated in this paragraph. Anyone who receives a report through any of the channels stated in this paragraph shall immediately report to the Global Ethics Helpline.
Contact information for making reports through the International or Local Helplines are below:
Walmart's International Global Ethics Helpline: 800-WM-ETHIC (800-963-8442)
Web: www.walmartethics.com or
Email: [email protected]
Specific country contact information can also be found on www.walmartethics.com
Anyone who reports a suspected violation of this policy will not be subject to disciplinary action or retaliation for the act of making the report. However, anyone who reports a suspected violation may be subject to disciplinary action to the extent he or she violated any Walmart policy or procedure.
A report released Thursday by a workers’ advocacy group says Walmart, the nation’s largest private employer, routinely refuses to accept doctors’ notes, penalizes workers who need to take care of a sick family member and otherwise punishes employees for lawful absences.
The report, based on a survey of more than 1,000 employees, accuses Walmart of violating the Americans with Disabilities Act and the Family and Medical Leave Act, among other worker-protection laws. The group argued in a lawsuit filed last month, and in an earlier complaint with the Equal Employment Opportunity Commission, that Walmart discriminated against pregnant workers.
“Walmart should fully comply with the law so that no one is illegally punished for a disability-related absence or for taking care of themselves or a loved one with a serious medical condition,” said Dina Bakst, a founder and president of A Better Balance, the advocacy group that prepared the report.
Walmart said that it had not reviewed the report but disputed the group’s conclusions, and said that the company’s attendance policies helped make sure that there were enough employees to help customers while protecting workers from regularly covering others’ duties.
“We understand that associates may have to miss work on occasion, and we have processes in place to assist them,” Randy Hargrove, a spokesman for Walmart, said. The company reviews each employee’s circumstances individually, he said, “in compliance with company policy and the law.”
Katie Orzehowski says her miscarriage last fall almost cost her a job.
A cashier at the Walmart in North Huntingdon, Pa., Ms. Orzehowski said she tried to use doctors’ notes and hospitalization records to excuse her missed shifts, to no avail. Worried that another absence would get her fired, she went back to work.
“I still had a lot of bleeding going on, and that’s embarrassing,” Ms. Orzehowski, 26, said.
Her account is one of dozens included in the report, which clashes with the company’s recent efforts to project a more worker-friendly image.
Walmart has long been known for its penny-pinching attention to detail and its opposition to organized labor. But in the past couple of years, the company has announced that it would raise its minimum wage to $10 an hour and has pledged to invest heavily in training and paying workers.
Workers’ advocates have expressed skepticism about the retailer’s commitment to improving the lives of its more than one million employees. Around the same time that Walmart lifted wages, it cut merit raises and introduced a training program that could keep hourly pay at $9 an hour for up to 18 months.
In November, A Better Balance filed a complaint with the employment commission on behalf of Arleja Stevens, a Walmart employee who said she was fired after missing too many shifts because of complications from her pregnancy.
Walmart Employee Policy Manual
In that filing, the group accused Walmart of violating the Americans with Disabilities Act and the Pregnancy Discrimination Act. The employment commission is investigating the accusation, Ms. Bakst said.
Mr. Hargrove said the company disagreed with Ms. Stevens’s claims.
A Better Balance also participated in a separate lawsuit last month alleging that Walmart discriminated against pregnant employees
The company has disputed the claims of the two women at the center of the suit.
A Better Balance wrote the survey questions used for Thursday’s report. The questions asked employees whether they believed that Walmart had a problem of regularly punishing people for absences relating to an illness or disability, and about how the company treated absences. The group worked with the labor group OUR Walmart, which promoted the survey to workers who listed Walmart as their employer on Facebook, according to Andrea Dehlendorf, a director of OUR Walmart.
“Although this system is supposed to be ‘neutral’ and punish all absences equally, along the lines of a ‘three-strikes-and-you’re-out’ policy, in reality, such a system is brutally unfair,” the report says of Walmart’s absence-control policy. “It punishes workers for things they cannot control and disproportionately harms the most vulnerable workers.”
Walmart assigns disciplinary points for unexcused absences and other infractions. Nine points in a six-month period can result in an employee’s being fired, according to a copy of the company’s absence policy reviewed by The New York Times. New employees may be fired for accruing four points in their first six months.
While Walmart has written guidelines for how managers and supervisors should respond to employees who need help because of medical issues, those policies are not always followed, according to the report.
“They just straight up tell you, ‘We don’t accept excuses,’” said Ms. Orzehowski, who still works for the company.
In a follow-up email, Mr. Hargrove said that the company did “not have any information that would support that Ms. Orzehowski advised us of a medical reason for her absences.”
“If that were the case, she could have used those medical records to apply for a leave or accommodation,” he said.
The Americans with Disabilities Act requires businesses with 15 or more employees to make reasonable accommodations for disabled workers. In 2008, the definition of a disabled worker was expanded, to include temporary medical conditions like complications relating to a pregnancy.
The Family and Medical Leave Act protects eligible workers — those who have been employed for 12 months at a company with 50 or more employees — who need to take time off to care for themselves or a family member.
Under the A.D.A., employers must work with employees to determine if workers are eligible for such accommodations. Dismissing doctors’ notes or otherwise refusing to consider the reason for a worker’s absence could potentially be “skirting the analysis” in which employers are required to engage, according to Michelle Caiola, the director of litigation for Disability Rights Advocates, a nonprofit group, and a former senior trial lawyer for the E.E.O.C., which enforces federal worker protections.
“A company as big as Walmart, it’s surprising that they don’t have the appropriate training for the personnel that would be overseeing these sorts of leaves,” Ms. Caiola said.
Mr. Hargrove said that the company had worked with “countless” employees to successfully authorize their absences from work.
Our unique culture drives our purpose of saving people money so they can live better, and the foundation of our culture is a commitment to operating with integrity. Even as we change to meet the needs of our customers, Walmart will stay true to the values, beliefs and behaviors that have guided us over the last 50 years. Regardless of where each of us works in our global company, this Statement of Ethics is the guide to exemplifying integrity as a Walmart associate. It’s a daily resource for making honest, fair and objective decisions while operating in compliance with all laws and our policies. This Statement of Ethics applies to me, the board of directors and all associates at every level of our organization. Through your ethical behavior and willingness to speak up for the highest standards, we earn and keep the trust of our customers, each other and our local communities. We believe in everyday low cost and everyday low prices, but only if accomplished through our everyday integrity. Thank you for your commitment to our Statement of Ethics. It means more than making ethical decisions; it demonstrates you care about Walmart, our reputation and our customers.
Doug McMillon
President and CEO
Wal-Mart Stores, Inc
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Walmart Employee Policies
Our unique culture drives our purpose of saving people money so they can live better, and the foundation of our culture is a commitment to operating with integrity. Even as we change to meet the needs of our customers, Walmart will stay true to the values, beliefs and behaviors that have guided us over the last 50 years. Regardless of where each of us works in our global company, this Statement of Ethics is the guide to exemplifying integrity as a Walmart associate. It’s a daily resource for making honest, fair and objective decisions while operating in compliance with all laws and our policies. This Statement of Ethics applies to me, the board of directors and all associates at every level of our organization. Through your ethical behavior and willingness to speak up for the highest standards, we earn and keep the trust of our customers, each other and our local communities. We believe in everyday low cost and everyday low prices, but only if accomplished through our everyday integrity. Thank you for your commitment to our Statement of Ethics. It means more than making ethical decisions; it demonstrates you care about Walmart, our reputation and our customers.
Doug McMillon
President and CEO
Wal-Mart Stores, Inc
Immediately Reportable Criteria
Any concern of potential misconduct or behavior inconsistent with the Statement of Ethics should be reported. Associates may raise concerns through the various channels listed in the Contact Us section. However, there are certain types of allegations that must immediately be reported to Global Ethics. They are:
- Bribery
- Officer Misconduct
- Fraud or Theft Greater Than $100,000 USD and Involving an Associate
- Incorrect Records and Accounts
- Information System Hacking
- Global Corporate Brand Reputation Risks
Some concerns do not require a formal investigation or oversight by Global Ethics and are best handled by another party, independent of Global Ethics. Some examples are:
- Concerns regarding work schedule
- Concerns involving profanity, or general rudeness or disrespect
- Concerns about attendance points
- Questions about benefits
- Questions about rehire eligibility
Part of building a culture of trust is learning to speak up when something’s not right, so that we can address the problem. The Open Door Communications process is the most direct way to voice any concern to a manager. If you believe your immediate manager is involved in the problem, discuss the issue with the next level of management who is not involved, or use the Open Door Helpline. If you do not feel comfortable following the Open Door process, you can raise a question or concern using one of the resources below.
- Internet
- web
- Phone
Associates who come forward with concerns play an important role in maintaining a healthy, respectful and productive workplace, as well as protecting our stakeholders. These associates help our company address problems early — before more serious consequences develop. It‘s important for each of us to create a work environment where everyone can raise concerns of ethics issues without fear of retaliation.
Retaliation against associates who raise concerns or questions about misconduct will not be tolerated. Concerns should be raised in good faith, which means you have made a genuine attempt to provide honest and accurate information, even if you are later proven to have been mistaken. Walmart reserves the right to discipline anyone who knowingly makes a false accusation or has acted improperly. However, if an associate voluntarily reports they were involved in a violation, self-reporting may be considered when determining the appropriate disciplinary action to be taken.