ArtsAutosBooksBusinessEducationEntertainmentFamilyFashionFoodGamesGenderHealthHolidaysHomeHubPagesPersonal FinancePetsPoliticsReligionSportsTechnologyTravel

Dear Check-out Cashier(s), Don’t You Care if You Get Fired or What?

Updated on April 9, 2019
kenneth avery profile image

Kenneth, born and raised in the South, resides in Hamilton, Alabama. He enjoys sharing his unique perspectives on life through his writing.

I am NOT Going to

condemn, judge, or talk harshly to you or your manager, provided that you do have employees at your place of business who do hold the position of “manager,” and can do something about the negativity that you, the young teenage cashier is producing.

And this negativity is not a new animal. This animal has been around since mankind once stepped upon the earth, then found out that if the first guy had to work to get food to carry to his wife and kids, then he (the First Grocery Employee) seemingly got the idea that he could goof-off, talk to other employees and just didn’t follow the manager’s orders of following the store’s plans on “What Not to Do,” and “What to Do,” with the emphasis being on the latter.

So the Evolution of Manager(s) and Employee(s) began to roll. Not to the liking of the employees to start with, but with time, patience, and a few raises (on the employees’ checks), things were going pretty well—wildcat strikes included. This was in the time when men and women liked their jobs because they had to have money to pay their mortgages, car payment, and “Junior’s” first semester of college.

Looks can be deceiving. Some cashiers "look" as if they work, but only waste time by talking on company time.
Looks can be deceiving. Some cashiers "look" as if they work, but only waste time by talking on company time. | Source

A Lot Has Changed Since That Time

and I wager that both the managers and employees, say, a huge grocery store, have had Employee’s Handbooks, The Manger’s Work plan and other beneficial information for the employees and managers to have a happy, successful life.

And so as America grew and prospered, and society became sensitive and tolerant, so did the Employee Base and “we” began to take a stand on how much an employee was able to withstand or not withstand, and so we either formed a union or just left “that” awful job with terrible conditions, and went to see other occupations.

But a short stint to the Old, Tried and True, Agricultural Years of America when a mule and it’s owner was The Perfect Picture of an Employer (the farmer) and the Employee (his mule.) This worked for a long time. Then somehow, a group of well-meaning folks sought legal action on behalf of the poor mule, so things became easier and more-tolerant for the mule—after all, the ONE mule is all the poor farmer had to cultivate his acreage and harvest his crops which meant food for his family on his table.

But still, this same Sensitive Hearts Group made open notices for and in support of this poor mule, so things slowly changed and then we had a shocking perigyme shift, which meant the Grocery Store Manager had less authority and more for the mule.

Mules are without question, THE most-devoted workers that you can find.
Mules are without question, THE most-devoted workers that you can find. | Source

And so, Employers Became

less-powerful and sensitive and more-apt to NOT be the tough managers as to allow a certain permissive attitude toward his/her employees. But the employer never thought to inspect the relationship that was now in place and how their relationship stood as how it was known: Sensitive Manager(s) and More-Powerful, Taking More Liberty for Employees.

And with this being said, an unspoken law started working in stores both small and great. So things still did not seem harmful—in fact, (an) Employee might be hired for a job and after two weeks, call the company asking to be let off so the employee could attend his son’s softball game because the employee was the youngster’s only parent, so with these facts combined, the store let the employee enjoy himself at the youngster’s softball game.

So, with that given allowance (by the employer) would surely mean big problems if the employer had stood firmly and said no to the employee to the parent of the softball player, so they didn’t allow the employee to get the time off for his youngster and with that, a silent movement began to form. A few whispers by the employee to more employees and you have now a group of employees who would ask for a simple thing as “time” to take their spouse (or child) to the doctor and in some liberal cases, to have dinner with a child who had made all As during a recent Grading Schedule.

Sure, it is great to meet your customers with a smile, but to look beyond them to smile to other employees is not good.
Sure, it is great to meet your customers with a smile, but to look beyond them to smile to other employees is not good. | Source

By now, the Slack

attitude had already been in place and the less-than-devoted employees knew that if they asked for something, then the employer would see that the time off for whatever reason would be grounds enough to allow the employees to take off work and if they were not allowed time off, certain legal actions might take place—a further slack in job performance; Legal action or worse, the employee simply leaving without a notice to see other employment. Sad, I have to say.

So now, the group of less-than-devoted employees had intelligence enough to know that the Employer HAD to pay them whether or not they performed well or just average, so the Slack-Based Employees worked enough to “get by” on their jobs without losing their jobs. Even sadder, I have to say.

Now . . .employees were not paying enough attention to do a decent job and some employees really Did NOT care if their job performance stood up enough for raises or not and so they drug their feet as much as they could, but still no reprimands from the employers, just mediocre working results and taking home a paycheck.

The time had came when more and more customers came to the employee’s store, but the halfway-thinking employees only “looked” busy as to keep their employers from getting on to them for Lack of Work. And while we are here, look at the word, SLACK and you will find that LACK is the dominant word. Now do you think that “this” is a sad working condition—not for the employees, but the employer?

Listening to your tapes  instead of customers, can get a cashier into big trouble.
Listening to your tapes instead of customers, can get a cashier into big trouble. | Source

Now we Look Into the Future

in 2019, into a section of “these” businesses who have been shackled by Slack-Minded Employees and still getting paid for it. Sure, these same lazy-minded employees have been taken to the office and talked to by their supervisors and store managers, but noting is never done because the Slack-Minded workers can always tell the higher-ups that there is a Legal Precedent here and Management cannot treat Slack-Minded Employees for whatever reason and powerful organizations such as the A.C.L.U. can back “these” employees and keep their jobs.

Let’s look at what I started to talk about in the beginning of this hub. It all has everything to do with a Slack-Minded Employee who is Allowed to Not Take Care of Their Customers and Get by With it. For instance, I walk-up to the cash register at this Slack-Minded Employee and take my groceries out of my shopping cart and the Slack-Minded Employee is too busy talking to a co-worker on the next aisle. So I am neglected, so what?

I do my best to keep a civil mind about me. But the more that I ask the Slack-Minded Employee what is going on or why are you NOT checking my groceries out, the only thing that I get is: Hey, I am working here for Minimum Wage. So back off! And the manager with head hung low is left to agree with the Slack-Minded Employee.

I am left to wonder what “that” Humble-Minded Mule would have done so many years ago?

April 9, 2019________________________________________________

Cashiers who do not show courtesy to their customers could get terminated.
Cashiers who do not show courtesy to their customers could get terminated. | Source

© 2019 Kenneth Avery


This website uses cookies

As a user in the EEA, your approval is needed on a few things. To provide a better website experience, uses cookies (and other similar technologies) and may collect, process, and share personal data. Please choose which areas of our service you consent to our doing so.

For more information on managing or withdrawing consents and how we handle data, visit our Privacy Policy at:

Show Details
HubPages Device IDThis is used to identify particular browsers or devices when the access the service, and is used for security reasons.
LoginThis is necessary to sign in to the HubPages Service.
Google RecaptchaThis is used to prevent bots and spam. (Privacy Policy)
AkismetThis is used to detect comment spam. (Privacy Policy)
HubPages Google AnalyticsThis is used to provide data on traffic to our website, all personally identifyable data is anonymized. (Privacy Policy)
HubPages Traffic PixelThis is used to collect data on traffic to articles and other pages on our site. Unless you are signed in to a HubPages account, all personally identifiable information is anonymized.
Amazon Web ServicesThis is a cloud services platform that we used to host our service. (Privacy Policy)
CloudflareThis is a cloud CDN service that we use to efficiently deliver files required for our service to operate such as javascript, cascading style sheets, images, and videos. (Privacy Policy)
Google Hosted LibrariesJavascript software libraries such as jQuery are loaded at endpoints on the or domains, for performance and efficiency reasons. (Privacy Policy)
Google Custom SearchThis is feature allows you to search the site. (Privacy Policy)
Google MapsSome articles have Google Maps embedded in them. (Privacy Policy)
Google ChartsThis is used to display charts and graphs on articles and the author center. (Privacy Policy)
Google AdSense Host APIThis service allows you to sign up for or associate a Google AdSense account with HubPages, so that you can earn money from ads on your articles. No data is shared unless you engage with this feature. (Privacy Policy)
Google YouTubeSome articles have YouTube videos embedded in them. (Privacy Policy)
VimeoSome articles have Vimeo videos embedded in them. (Privacy Policy)
PaypalThis is used for a registered author who enrolls in the HubPages Earnings program and requests to be paid via PayPal. No data is shared with Paypal unless you engage with this feature. (Privacy Policy)
Facebook LoginYou can use this to streamline signing up for, or signing in to your Hubpages account. No data is shared with Facebook unless you engage with this feature. (Privacy Policy)
MavenThis supports the Maven widget and search functionality. (Privacy Policy)
Google AdSenseThis is an ad network. (Privacy Policy)
Google DoubleClickGoogle provides ad serving technology and runs an ad network. (Privacy Policy)
Index ExchangeThis is an ad network. (Privacy Policy)
SovrnThis is an ad network. (Privacy Policy)
Facebook AdsThis is an ad network. (Privacy Policy)
Amazon Unified Ad MarketplaceThis is an ad network. (Privacy Policy)
AppNexusThis is an ad network. (Privacy Policy)
OpenxThis is an ad network. (Privacy Policy)
Rubicon ProjectThis is an ad network. (Privacy Policy)
TripleLiftThis is an ad network. (Privacy Policy)
Say MediaWe partner with Say Media to deliver ad campaigns on our sites. (Privacy Policy)
Remarketing PixelsWe may use remarketing pixels from advertising networks such as Google AdWords, Bing Ads, and Facebook in order to advertise the HubPages Service to people that have visited our sites.
Conversion Tracking PixelsWe may use conversion tracking pixels from advertising networks such as Google AdWords, Bing Ads, and Facebook in order to identify when an advertisement has successfully resulted in the desired action, such as signing up for the HubPages Service or publishing an article on the HubPages Service.
Author Google AnalyticsThis is used to provide traffic data and reports to the authors of articles on the HubPages Service. (Privacy Policy)
ComscoreComScore is a media measurement and analytics company providing marketing data and analytics to enterprises, media and advertising agencies, and publishers. Non-consent will result in ComScore only processing obfuscated personal data. (Privacy Policy)
Amazon Tracking PixelSome articles display amazon products as part of the Amazon Affiliate program, this pixel provides traffic statistics for those products (Privacy Policy)
ClickscoThis is a data management platform studying reader behavior (Privacy Policy)