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Employee Retention of Dollar Tree

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Pratik Kukreja
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pratikkk
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Employee Retention of Dollar Tree - April 8th, 2011

Employee Retention of Dollar Tree : Dollar Tree, Inc. (NASDAQ: DLTR) is an American chain of discount variety stores selling every item for $1.00 or less. A Fortune 500 company, Dollar Tree is headquartered in Chesapeake, Virginia and operates 4,009 stores[1] throughout the 48 contiguous U.S. states. Its stores are supported by a nationwide logistics network of nine Distribution Centers. The Company operates one dollar stores under the names of Dollar Tree and Dollar Bills. The Company also operates a multiprice-point variety chain under the name Deal$ .
Dollar Tree competes in the dollar store and low-end retail markets with the national chains Family Dollar, Big Lots and Dollar General together with regional chains such as 99 Cents Only Stores, Fred's and many independent dollar stores nationwide.
Each Dollar Tree stocks a wide variety of products including national, regional, and private-label brands. Some of the product departments found in a Dollar Tree store include health and beauty, food and snacks, party, seasonal décor, housewares, glassware, dinnerware, household cleaning supplies, candy, toys, gifts, gift bags and wrap, stationery, craft supplies, teaching supplies, books, and more. Many Dollar Tree stores also sell frozen foods and dairy items such as milk, eggs, pizza, ice cream, frozen dinners, and pre-made baked goods.
In 2009, Dollar Tree launched a redesigned with a new e-commerce platform. DollarTree.com sells Dollar Tree merchandise in larger quantities to individuals, small businesses, and organizations. Every single item on the website is still only $1 or less and the Company offers free shipping to Dollar Tree stores. The Company also advertises in-store events, specials, seasonal promotions, and featured products through the site and users can locate a retail store, research information about Dollar Tree, and view product recalls. Dollar Tree also recently added customer ratings and reviews to the site so customers can go online and read and write reviews about Dollar Tree products.

Many of our associates say that having the opportunity to define their own career is its own reward. But we also offer a number of other benefits, from your choice of medical coverage, to one of the best 401(k) plans available.


Dollar Tree offers a full range of benefits to our associates. We have a cafeteria style benefits plan where associates can choose what is right for their family and lifestyle. Benefits include:

Medical plan
Dental plan
Vision plan
Prescription drug plan
Long-term disability coverage
Company-paid life insurance
Voluntary life insurance
Health and dependent care reimbursement accounts

We do not limit our benefits to just full-time associates at Dollar Tree. We also provide a rich array of benefit options to our part-time associates.

Medical coverage
Basic/preventive dental services
Prescription drug plan coverage
Life insurance
Health and dependent care reimbursement accounts

Dollar Tree recognizes that planning for retirement is very important. Our 401(k) plan is one of the best available. The company will match 100% of your first 4% of contribution, which is vested immediately upon eligibility.

In addition, Dollar Tree likes to reward its people for a job well done by offering an employee stock purchase plan and a company-funded profit sharing plan to its eligible associates.


Taneka Talley was stabbed to death on March 29 while working at a Dollar Tree discount store in Fairfield, Calif. The assailant was a white man who allegedly killed Talley simply because she was Black, according to ABC News. Now, Dollar Tree is using the belief that the crime was racially motivated as a reason to deny her family death benefits.

"For them to deny her, it's just an outrage," said Carol Frazier, Talley's mother. "She worked hard for them at their store so her son could have the best."

According to a Moira Stagliano, a lawyer hired by Talley's mother, California law requires an employer to pay death benefits if an employee is killed on the job and the death resulted from the victim's being on the job. But the law allows for a denial of benefits if the altercation is a result of a personal relationship, as in the case of an employee killed by a spouse while at work.

Stagliano said Dollar Tree is claiming that the suspect's relationship with Talley was personal and therefore death benefits should be denied, ABC News reports.

"It's a completely implausible reason to deny benefits," said Edgar Romano, president of the Washington, D.C.-based Workers Injury Law and Advocacy Group. He added that it was a "miscarriage of justice" for the case to have come this far and that Frazier has a good chance of getting benefits reinstated upon appeal.


The Utah Department of Workforce Services (DWS) was faced with a serious employee turnover issue in its largest region (the Salt Lake City area). Demarche was asked to conduct an extensive audit of the Region to determine the reasons for the high turnover rate and provide an action plan to resolve the situation - to improve the Department’s employee retention rates, for the purposes of improving the delivery of employment services to DWS customers

We designed an investigative method that allowed us to gather both quantitative and qualitative information. Methodologies included using focus groups to gather baseline information about the perceived causes for the turnover; gathering and interpreting statistical information; and conducting extensive one-on-one interviews to establish a comprehensive picture of the organization. Our recommendations included redesigning the organizational processes to give both authority and accountability for performance results to those delivering the service; changing the organizational structure to ensure that support services are designed to directly meet the needs of the service providers; and, empowering frontline providers to influence the organizational culture to one of ownership and problem solving.

Our Store Support Center (Corporate HQ) is located in Chesapeake, Va., and is the hub of support for our stores and distribution centers. A business our size takes many talented people in divisions such as Merchandise, Real Estate, Finance, and Logistics to be successful. That’s why we’re very careful when it comes to hiring... at Dollar Tree, every person matters a great deal.

Everything we do starts with our people, and every one of us is focused on the business and making it better. We look for people who offer inspiration and innovation, as well as have an internal drive for results. We also hire people who are focused on customer service... to our stores, our distribution centers, and ultimately to our customers.

Although there’s nothing casual about our commitment and focus on growing Dollar Tree, we do operate in a fun and casual environment that is always charged with excitement! It’s just not the kind of place where you need an appointment to see your boss. We like to say that there’s no politics, just purpose. After all, at the rate we’re growing, there’s simply no time for politics

As the economy continues to improve, finding and keeping good employees is becoming a higher priority. Clearly, retention is a multifaceted issue that requires a range of actions from various parts of an organization. Personalized total compensation communications represent a critical first step in any retention initiative. Educating employees serves to maximize the effectiveness of an organization’s current compensation and benefit plans, thereby increasing the return on the investment being made in pay and benefits.

a new employer who hires its employees from the old
employer “benefit[s] from the stability and continuity created
by the retention of long-term employees of its predecessor.”
Grace, 521 F.3d at 674-75. The Sixth Circuit explained that
congressional intent with respect to the 12-month waiting
period was to exclude seasonal and temporary workers, not
long-term employees whose former employer merely shifted
form. Id. at 675. The federal policy of granting leave to longterm
employees is fulfilled by a finding of successorship. Id.
[14] The Sixth Circuit held that the balancing of the equities
is the true test, while the regulation’s eight factors simply
assist in the inquiry:
[T]he eight factors are “not in themselves the test for
successor liability.” Rather they are factors in an
overarching, three-part test considering the equities
of imposing a particular legal obligation on a successor:
(1) the interests of the plaintiff-employee, (2)
the interests of the defendant-employer, and (3) the
federal policy goals of the statute.
Grace, 521 F.3d at 672 (quoting Cobb, 452 F.3d at 555); see
also Criswell, 868 F.2d at 1094 (noting that successor liability
began an equitable doctrine to assure fairness). Our discussion
will turn first to the eight factors,7 then to the overarching
considerations.

Where a Factory 2-U store once stood, a Dollar Tree now
operates after a substantial renovation. Dollar Tree purchased
the lease on the building, but absolutely nothing else.
Although both stores sell some clothing, it is undisputed that
Dollar Tree did not acquire any of Factory 2-U’s merchandise;
that Dollar Tree sells a wide variety of merchandise
whereas Factory 2-U sold clothing only; and that Dollar Tree
sells items for $1 only whereas Factory 2-U sold clothing at
many different prices. Both stores operated a retail business
selling discounted merchandise, but the similarities end there.
This factor strongly supports a conclusion that Dollar Tree is
not a successor to Factory 2-U.
In most cases in which courts have found substantial continuity,
the new employer simply assumed a contract over a
particular business function with few, if any, changes to the
operation of the business. For instance, in Cobb, 452 F.3d at
546, the United States Postal Service (“USPS”) contracted
with a trucking company to deliver mail on specified routes.
At the end of a contract term, a new employer won the contract
and hired the old employer’s truck drivers, including the
plaintiff. Id. at 546-47. The plaintiff continued to deliver mail
along the same routes, using the same trucks. Id. at 547. The
court held that substantial continuity existed because, “[i]n
reality, it [is] as if Plaintiff works for the USPS and not for
one particular trucking company. Only the management, not
the job, has changed.”
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Last edited by bhautik.kawa; July 19th, 2016 at 07:42 PM..
   
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