This is sometimes a sensitive topic in the produce aisle if there ever was one: wage adjustments. It may be only peanuts in cash, but in the big scope of people involved, it means something.
I’m talking about when a produce manager takes vacation time, and either an assistant or a senior clerk is asked to fill in for the manager. The question asked quite frequently is this: Should the person covering for the produce manager get produce manager wages during the time covered?
On one hand, I’ve had some store managers over the years who have flatly said, “That’s just a part of the assistant’s (or clerk’s) job — to cover when the boss is out. If we always made those kinds of adjustments, it would be an accounting nightmare. No.”
Well, bully.
Most of my career, I fought for and was usually successful in having one of my charges get produce manager pay when I took time off. Not for my two days off during the week, mind you, I’m talking when I was able to get out for a solid week or even two. That’s a long time for someone to cover.
It reminds me of the “Peanuts” cartoon character Sally who once said, “All I want is what I have coming to me. All I want is my fair share.” Darn straight.
Consider that, when the boss is away, someone must put up with all the responsibilities, the meetings and the problems — all the headaches.
On the other hand, many other store managers agreed wholeheartedly to a temporary pay increase. I recall one saying, “Absolutely. Just get with the store accounting person/secretary and make sure the adjustment is made.” A good choice. This is not only a well-deserved premium spike in pay, but it also provides an incentive for the person covering to perform the job and do it well.
Time off doesn’t always mean just a week or so away; sometimes it’s a lot longer.
I recall one produce manager being on sick leave that lasted for months. That’s a lot to ask of someone covering to do the job if they aren’t being properly compensated.
A chain must not only identify someone to handle all the daily ordering, merchandising, scheduling and more, but this person is responsible for a business in which sales tally over $100,000 per week in many cases. Do you really want your multimillion-dollar operation handled by someone who isn’t committed, properly trained, properly motivated and properly compensated, especially in a long-term situation?
Even if the coverage is only for a week, it’s good to know an important perishable department is being cared for, as if the produce manager was present.
Not to mention that, if compensated, the difference in pay is typically not very much — maybe a couple hundred bucks or so for the week. However, it means a lot to the person doing the job. A store will save that much and more just in shrink if you have experienced hands and eyes on the department, on the crew, on the order, on daily rotation, etc.
The best thing about having someone trusted be compensated during a produce manager’s absence is that it also provides an opportunity for that person to gain good experience. This helps motivate the assistant or seasoned clerk to push to become a manager themselves.
It only makes sense to reward someone for going above and beyond the call of duty.
As another “Peanuts” character, Lucy Van Pelt, used to say when someone dropped a nickel into her can for psychiatric help, “Boy what a beautiful sound. How I love hearing that old money plink. That beautiful sound of cold, hard cash.”
Does extra compensation mean much? You bet.
Armand Lobato works for the Idaho Potato Commission. His 40 years of experience in the produce business span a range of foodservice and retail positions.
