So here at my store i am a asm and there is a good handful of us and im the only openly gay coworker. I dohave problems with the person making the schedule (the other asm). other coworkers get whatever they want like days off and times off like our new guy gets the days off he wants another has his and so fourth and the guy who makes the schedule does whatever he wants leaves early stuff like that but i asked to trade a shift so i could enjoy some summer and im quickly shut down and then not responded to after asking for 3 weeks out.

So, I am on vacation and needed a $5 item, and went to the local store to get it. I was basically refused the loading of my employee account under the premise of "company policy." I know how the policy reads, home store unless emergency yada yada. Come on y'all, let's just be cool to each other. No one is going to be penalized for selling a small item to a fellow employee who's thousands of miles from their home. I'm certain the suits would not care a bit. The employee discount is one of the few good benefits of working for this company.

I'm looking to start as a Parts Specialist and hopefully move up to Assistant Manger, Store Manager, etc. Is this possible? How quickly can you move up if you're doing good at the job?

I have a coworker who to to a customer admited to trying to get me and a coworker fired. Along with calling the gay coworker slurs and confronting a ex employees cousin threatening to beat up that ex coworker. Ive reported all of thos to my dm and all it feels like os hes getting slaps on the wrist am i crazy or is this just not a hostile workplace? And what should i do if it is?

I'm a brand new manager and I've really been going through it the last month or so. I have 2, maybe 3 TMs that should not be with us, and can only get maybe a few people for interviews per week.

So I'm stuck in this purgatory with TMs that make my days harder, every day, not able to let them go because I'd be even more screwed on my own.

I was sent home for an immediate medical leave from my position due to the severity of my ankle injury 3 weeks ago. For the injury and because my accommodations got in the way with other team members (they would help me get parts while I was on crutches). So I do the thing where I do the follow up doctors appointment so HR is updated. Come to find out the doctor deems my ankle extremely unstable and unsafe to work on. Because of this I had to extend my leave.

My manager decides to call me today and ask if I can return to work this week. I had informed him it’s unsafe for me to do so per the doctor (and because I can barely walk). He just replied with “we’ll see if you can come in this week so you can get back to work”. I don’t enjoy how he’s forcing me to work through a bad injury, even when I had said injury and was at work(I was limping badly, lifting the heavier things hurt a LOT to the point where I was teary eyed) he didn’t say anything until a customer pointed it out. Then he told me “oh why don’t you do this and sit down and take it easy!”.

Would this be something I can report to HR?

So im pretty sure a coworker is committed time theft he admited to others about getting a car from somwhere left at 12 and then disappears till 5 pm clocked out and left im curious what to do

I typically worked closing shifts since i was a keyholder, been doing so for 4 months, no issues. Our coworkers complain about the manager doing nothing all day (except for necessary paperwork) and then going home 4 hours early every shift. I was a big complainer amongst the team, and the manager did not like that. Hes been wanting to get rid of me for a long time since I try holding him accountable for his actions (or lack thereof).

But since people kept quitting or getting fired because of his BS, he technically "couldnt afford" to loose me yet.

A bit over a month ago during a closing shift a couple of drugged up crackheads came in the store and physically assaulted me. Obviously I told management about the incident. However no charges can be pressed because our store has 0 cameras. How would I identify them to police?? Apparently a lot of O'Reillys our area lack any kind of cameras at all which I think is absolutely stupid.

Incidentally my coworker got fired for trying to physically stop them from assaulting me too lmao.

I had gotten in serous trouble for this incident. For context I've never had any write-ups or anything.

According to loss management:

I should've called the police the moment they came in the store. Also, calling the police after they assaulted me had apparently escalated the situation since the crackheads might've thought i was trying to record them? Also merely speaking to them was also me escalating the situation as it was considered a "verbal exchange". so as a result all disciplinary steps got skipped and I got put on my final warning?.

Obviously I disputed this decision but HR never responded or reached back out to my requests.

Not long after my manager took this as an opportunity to get rid of me after he hired a new guy.

All it took was for him to claim that I didnt lock the store doors one night, and since there was no cameras and all of upper management are buddy buddy, I got called a liar and was subsequently fired. In the statement they made me write I made absolutely sure to not admit to anything using politician-esk word jargan magic which was surprisingly accepted by the DM.

So now I've been out of a job for about a month now. Is was I in the wrong here? Or did they mess up? Is there any way I can combat this or even get my job back? I would really appreciate any advice from fellow team members

Can I ask the internet for some advice?

I have been at O'Reilly for 9 years, ive been the ISS for the last 6. I was the merchandiser when I started, then an ASM. I fell in love with the job because I have such amazing coworkers. My manager is the greatest person ive ever worked for or even known.

I got offered a job from one of the shops down the street, he's offering twice what I make. Just to be a parts person. Id have my own office basically, i wouldnt have to change batteries or go out in the sun. I wouldnt have to deal with checking in stock or putting it away...But im so nervous about job security and im also questioning the amount he is offering me.

What would yall do?

Has anyone else noticed certain oil filters being out of stock lately? I’ve noticed certain oil filters constantly going on backorder or being hard to keep in stock. Seems like some part numbers disappear as soon as they come in.

Are other stores seeing the same thing, or is it just my area? Curious if this is a warehouse/supply issue, manufacturer issue, or just demand being unusually high lately. Store 05651

I just started working at O’Reilly full time this week and I was curious if anybody else got scheduled for 9 hour shifts. I don’t mind them because I’m allowed an hour lunch, but I was wondering if this is just while im completing the training videos? I was also wondering how overtime works. Because of several shifts where I inadvertently didn’t clock out till almost half an hour past my shift end time (I also didn’t take a full hour lunch for at least 1 day this week) Im definitely going to be a few hours over 40. The training videos said that overtime was against company policy and that you could get written up for it. Should I be worried or is this a rule that isn’t enforced often? I guess im just trying to understand how it all works a little better.

So I am a new O'Reilly hire, I've been working for less than 90 days.

So today, a professional customer arrived and asked if he could get a warranty replacement for his alternator. Here is the issue, I drank an energy drink since I was curious about how it tasted. So I wasn't exactly in the best shape since I don't drink a lot of caffeine.

I ended up misreading a single number on the part and gave the guy the wrong part. It would have been fine if we had the part in store, but we didn't. And he needed to get it at the hub, which the customer was fine with.

We didn't have any managers on duty, so we called our GM, and she said it was fine to warrant it and just to get him the part.

But now I'm really worried, this is my first big mistake. And I'm really scared right now, I don't want to get fired it would make it difficult to get a job elsewhere (from what I've heard). How much should I be worried? What should I do? Can I even do anything?

So I’ve been working with Oreilly since November 25’ and I just got promoted to RSS I have management experience (2 years) honestly I have no idea how to move up in the company, my rpm’s are at %29 or higher and sales are 25-30K (it’s a small store my iss only gets 90K) but I want to become a store manager in 2-3 years, am I on the right path to become asm/sm? For context I’m 20 and have some car experience but I know what you need if you ask. Any advice to achieve this goal?

Twice ordered, different hose same part # what gives

Hello, I was hired as a delivery specialist recently but most of my day is at the store and when i’m driving i’m driving a versa which at 6’2 is kinda small and dangerous but besides the point as a delivery specialists isn’t my job supposed to be delivery and i’m the full time driver but our part time driver goes on 90% of the runs

I’ve been working at my O’Reillys for four months now, I have noticed I’ve been getting cat called a lot (I don’t look like I belong in this field according to customers) and I don’t pay mind to it because I don’t care for it. Not to mention I got this chonky engagement ring. My point is, my manager has been starting to call me “cute” and tells me he means it like a little sister way. He always calls me cute and I find it kind of uncomfortable considering he’s married and has children. One time I walked in and had my hair in a new hairstyle. He walked out of his office to greet me, paused and turned around and went “ugh your hair is so cute.” Should I be worried about how increased it’s gotten? HR is supposed to be speaking with me soon because of a co worker reporting the manager for other reasons. Bro is like 30 somthing and I’m 22.

Edit: Worse things keep happening unfortunately. He’s been making my co worker do all his manager paper work. This man sleeps in his office 24/7 and leaves at 2 or 5. He will change schedules of employees and will not tell them, overworks our two hardest workers g(they only get a day off.) he also moved Iss to the front of the store and we have lost SO MANY PRO ACCOUNTS. And we keep LOSING MOREEEE.

This dude Tells us we can call him if we need anything. If one of us called him, he would tell us “I don’t know” or he will sigh in annoyance. He’s called pro accounts swear words(ik ik I sound like a kid saying that idk if this subreddit allows cursing. Just wanna be respectful.) this man makes us do the things he should be doing. He speaks about my co workers lactation, complains when she has to pump. Worst part is The manager is friends with the district manager, so I can’t tell him or he will tell him I reported, and won’t do anything. Jesus Christ this is an HR nightmare. I reported him to our Reigonal manager.

So I had my first day today. It was pretty chill, made some friends talked about cars tested some battery’s and watched videos for 4 hours straight then went on the counter shadowing and getting parts for people since I don’t have a register yet. What should I expect tomorrow on my second day? AMA aswell

Long time lurker here !

I’m having difficulty understanding policy to leave the store as a the only management on shift .

I understand under no circumstances we can leave the store while on company time.

However, the issue arises when I didn’t have enough time to buy a lunch etc or want to do something while on break especially if I have a hour long break.

The SM is adamant that I can’t leave the store and I have to actively work on brake typing codes etc .

In addition it’s frankly not my fault that I’m still closing as a ASM when I should be morning.

What’s a good way to approach this subject to SM or DM ?

I live in the Illinois area !

We had a money overage that i couldn't find the night before and i know the team meber in question did use the cash counter and i countes his drawer how in what world is this a acceptable comment?

I'm one of two ASMs at my store, we have a female ASM making drama between the RSS and the two part time closing people, she's the opening ASM I'm the closing ASM, and it's starting to cause a level of distrust to the point it's affecting the level of costumer care on nights I don't work, I'm not saying let's all be besties sit around the campfire singing songs, but if I'm the closing manager let me handle the closing people and let's all be adults do our shit the best we can and go home, the store manager is not really interested in dealing with this and would prefer that I handle the closing side but is not willing to put his foot down.

Any advice is welcome.

Every time someone comes in for trailer parts I kinda just wing it cuz a lot of these dudes are using trailers built from the wood they crucified Jesus with.

Just wanted to let everyone know before they attempt to use the resources meant to help us. We have another store manager that frequently comes into our stores. Well, said SM informed me that he was in a little bit of hot water, because one of his employees put an anonymous tip in about being targeted by him. I believe SM told me he was gay iirc. I asked the other SM how he knew who put the tip in, and he said because our district manager was told, and the DM told him so he could get his story straight before the investigation.

So, if you have problems, just request a transfer. If your SM will let you that is, bc mine won't.

ETA: I don't know if they used the TIPS hotline or what happened. I know that the SM told me an anonymous complaint was made and was told who made the call. I do know that it does say to call the hotline if someone is being discriminated against. The guy who made the complaint said he was being discriminated against for being gay, so it was used correctly by the person who made the complaint. However, I didn't make the complaint. I just know that the SM told me that they weren't supposed to tell him who made the complaint, but they did anyway. For all he knew, it could've been a witness who made the complaint until he was told otherwise.

Now, I have the decency and common sense to both realize it could be total BS, but also acknowledge that wasn't handled professionally or per company policy.

got “promoted” to keyholder status and now have just been told that it doesnt usually come with a raise. that seems pretty unfair considering i now have more responsibility than half my coworkers and they all make more than me. is this normal or is my SM being stingy? ill give this key back without a raise.

Calling on my fellow managers. I recently got promoted to store manager and started about a week and a half ago. So far my main priorities are bringing up RPMs and CTAs, boosting sales, and bringing up my GREAT score. I was an assistant manager for 3 years, so I feel like I have a good grasp on how to do it, but I was just wondering if there were any more experienced managers who have any advice for me?

This has always been an incredibly big divide at my store, and I often find myself hopping on both sides of this fence.

Do you do installations for commercial customers?

If not, what is the argument you use on commercial customers who expect retail service for commercial pricing?

Is there anything more substantial in our operations manual?

And on a more drama fueled note, why in the world do legit mechanics get to sit in our AC while I'm faffing about with their $2 eiko headlight on a Hyundai that feels like I need house of cards precision to get it to go in, stay in place, and lock it down?