Full-time benefits--please help..especially CVS-ers

[HaleyRX]

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Not sure who can help with this..
We have a tech (tech in training, officially) who has been with CVS for a year. She is 21, a single mom, and averages 39 hours a week..has ALWAYS worked at least 32 hours.
She failed the PTCB test by a few points (took it a couple of months back)..so she only makes $8 or so, but she works her butt off. Our manager refuses to put her in the computer as full-time because she's not an official CPhT.
In 2007, I was full-time and I was a tech in training so UNLESS something has changed, there's no company mandate on this..
This tech is trying to get her kid off of Medicaid, but how can she with no alternative?

Who can she call? This can't be right, can it?

 

[genesis09]

Normally, full-time status is granted by number of hours work per week. At Walgreens, if you average over 30 hours in 12 weeks, you are full-time and qualify for benefits. She should call HR. If she is averaging those kinds of hours, she should be full time.

 

[Old Timer]

Not sure who can help with this..
We have a tech (tech in training, officially) who has been with CVS for a year. She is 21, a single mom, and averages 39 hours a week..has ALWAYS worked at least 32 hours.
She failed the PTCB test by a few points (took it a couple of months back)..so she only makes $8 or so, but she works her butt off. Our manager refuses to put her in the computer as full-time because she's not an official CPhT.
In 2007, I was full-time and I was a tech in training so UNLESS something has changed, there's no company mandate on this..
This tech is trying to get her kid off of Medicaid, but how can she with no alternative?

Who can she call? This can't be right, can it?

This is a decision made by the the PIC and the pharmacy supervisor. The Store Manager can pound sand.

 

[Aznfarmerboi]

The store manager has no say in this. Where are you located at?

If she constantly maintain 32 hours, she should be considered full time. Also, 8 dollars seems too low for an employee who has been working for a year. Depending on your district, PSA should starts out at 8 to 8.50. After they finish their training with the tech trainer which is usually 3 months, they should get a 5 to 6 percent raise. The minimum wage is 7.85 for freak sakes!!!

I havent got any problems putting in my new hires for 8.50 and getting them a 5 percent raise after they got their status changed to pharmacy technician. CPHT certification (as far as I know) is not mandatory for an associate to get promoted to technician but different states have different rules. Company wise, it is mandatory for a lead technician to be CPHT. CPHT should get paid at least 10 and average 13-16 depending on how long they have been with the company.

This is pretty much corporate's rule. I have heard of some districts where DM and PS were stingy... but once again, if your PIC is firm, it will go through. There's probably some federal law violation here too... not offering full time worker full time benefits when they work full time.

 

[Old]

The store manager has no say in this. Where are you located at?

If she constantly maintain 32 hours, she should be considered full time. Also, 8 dollars seems too low for an employee who has been working for a year. Depending on your district, PSA should starts out at 8 to 8.50. After they finish their training with the tech trainer which is usually 3 months, they should get a 5 to 6 percent raise. The minimum wage is 7.85 for freak sakes!!!

I havent got any problems putting in my new hires for 8.50 and getting them a 5 percent raise after they got their status changed to pharmacy technician. CPHT certification (as far as I know) is not mandatory for an associate to get promoted to technician but different states have different rules. Company wise, it is mandatory for a lead technician to be CPHT. CPHT should get paid at least 10 and average 13-16 depending on how long they have been with the company.

This is pretty much corporate's rule. I have heard of some districts where DM and PS were stingy... but once again, if your PIC is firm, it will go through. There's probably some federal law violation here too... not offering full time worker full time benefits when they work full time.

Wow, apparently large differences between districts, regions and dms. The PIC can go to the Pharm Sup but he goes to the DM. If the DM is cheap and is worried about his bonus(28% I have heard on what he saves below his budget) he will not approve it and the pic and tech can pound sand. Must be areas of the country where DM's have some compassion and understsanding of people. HR policy is 30 hours should be full time but the money counting Dm and Regional controls the purse strings. Its their call in this part of the country

 

[Aznfarmerboi]

Wow, apparently large differences between districts, regions and dms. The PIC can go to the Pharm Sup but he goes to the DM. If the DM is cheap and is worried about his bonus(28% I have heard on what he saves below his budget) he will not approve it and the pic and tech can pound sand. Must be areas of the country where DM's have some compassion and understsanding of people. HR policy is 30 hours should be full time but the money counting Dm and Regional controls the purse strings. Its their call in this part of the country

Those DM are the ones who always end up being pushed out. Any good DM/PS should know the value of a good tech that is trained. Giving a technician a 40 cent raise will not hurt their bonus. What will is bad triple s, execution, and losing scripts.

 

[HaleyRX]

Who is getting 5 percent raises?! Are you with CVS?

We have been told there is a CVS mandate right now that there are to be absolutely NO RAISES above 2%...Is this not true? That would be very interesting...
Thank you all for the advice. I have emailed the DM and pharmacy sup on this co-worker's behalf--she is afraid to speak up because she doesn't want to step on any toes with our store manager. It breaks my heart to see someone work hard every day and not be able to see a doctor. When we were in a crunch a month ago, they had her working 45 hours for a few weeks...
We are located in TX if it matters..I don't know how "stingy" our district/region is, I guess this will tell us. Is there a HR hotline or any type thing to call? It does seem like this is against SOME type of law? I know at Target only the lead tech is considered "full time" for holiday pay--but Target offers insurance even to part-timers (as well as vacation) so it isn't really an issue there...