STORE 2ND ASST. MANAGER

Description

LITTLE GENERAL 17 Yellow Wood Way, Beckley WV 25801
LITTLE GENERAL RETAIL
MANAGER’S MANUAL
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Contents
Payroll Information ...................................................................................................................................... 3
New Hire Paperwork ................................................................................................................................. 3
Paydays ..................................................................................................................................................... 3
Payroll Deductions .................................................................................................................................... 3
Scheduling ................................................................................................................................................. 3
Holidays..................................................................................................................................................... 3
Time Sheets ............................................................................................................................................... 3
Changes in Personal Information .............................................................................................................. 4
Rehire Information.................................................................................................................................... 4
Transfers ................................................................................................................................................... 4
Quits .......................................................................................................................................................... 4
Employee Benefits .................................................................................................................................... 5
FMLA ......................................................................................................................................................... 5
Discrimination and Harassment................................................................................................................ 5
New Employees ............................................................................................................................................ 5
New Employee Orientation....................................................................................................................... 5
Current Employees ....................................................................................................................................... 5
PTO Days ................................................................................................................................................... 5
Employee Evaluations, Pay Increases, and Promotions ........................................................................... 6
Policies .......................................................................................................................................................... 7
Drug and Alcohol Policy ............................................................................................................................ 7
Attendance................................................................................................................................................ 7
Locked Door Policy for 24 hour Convenience Store ................................................................................. 8
Document and Record keeping Length ....................................................................................................... 9
Written Warnings ......................................................................................................................................... 9
Documentation and Recordkeeping .......................................................................................................... 10
Daily Docuware Scanning ........................................................................................................................... 11
Major Violations of Company Policy ......................................................................................................... 12
Confidential Information ........................................................................................................................ 13
Reporting Accidents .................................................................................................................................... 13
Change and Phone Scam Policy .............................................................................................................. 14
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Shoplifting Policy..................................................................................................................................... 14
Complaint Procedures............................................................................................................................. 16
Robbery ................................................................................................................................................... 17
Check Acceptance Policy ......................................................................................................................... 19
Telecheck Credit Cards............................................................................................................................ 20
Cash Shortages, Overages and Drive-offs ............................................................................................... 20
Drive Offs ................................................................................................................................................ 21
Automated Teller Machine (ATM) Policy6/29/23................................................................................... 22
SAMCO (Check Cashing) Machine Policy 6/2/20 .................................................................................... 24
Memo Policy 6.29.23 .............................................................................................................................. 25
Sale of Alcoholic Beverages and Tobacco Products, including Vapor products ..................................... 25
Inventory Procedures ................................................................................................................................. 26
Vendor Check-In Procedure .................................................................................................................... 27
Sledd Check-in Procedures ..................................................................................................................... 28
Inventory – Shrink and Shortages ........................................................................................................... 29
Tips on helping control inventory: .......................................................................................................... 30
Food Handling Card Requirements ............................................................................................................ 30
Retail Manager Bonus Program 2/17/20 .................................................................................................. 31
Retail Merchandising Guidelines ............................................................................................................... 32
Retail Store Inspection ............................................................................................................................... 34
Night Audits ................................................................................................................................................ 34
Instructions for Completing E-Maintenance Requests 2/24/2016 ........................................................... 35
Website Password ...................................................................................................................................... 36
Job Description – Customer Service Representative ............................................................................ 37
Job Description – Deli Customer Service Representative ..................................................................... 38
Job Description – Assistant Store Manager........................................................................................... 39
Job Description – Retail Deli Manager .................................................................................................. 40
Job Description – Store Manager........................................................................................................... 42
Job Description – Manager-In-Training ................................................................................................. 43
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Payroll Information
New Hire Paperwork
Before an employee begins working, all documents must be filled out online in Talent Reef 100%. If you
need assistance on completing this, there is a video on www.lgstoreswv.com. Once an employee is
designated as complete in Talent Reef, payroll is notified via an automated alert. An employee ID
number must be assigned before the employee may begin working. This may be found on Workforce by
looking at the Employee Report. (WFER for shortcut) The employee password will be the Employee ID
number the first time they clock in and they will be prompted to change it.
Paydays
Wages are distributed weekly. The pay date will be on the Friday following the pay week. Due to postal
service issues, if your checks are not received by the Tuesday after the pay date, the store manager
should contact payroll.
Payroll Deductions
If an employee wants to change their state or federal tax withholdings, the form is available on the Little
General website, www.lgstoreswv.com. Please print them a copy and when it is completed, the Store
Manager will email the form to hr@lgstores.com. All other withholdings for benefits or court orders that
are received by the store must be sent to the corporate office immediately upon receipt by scanning it
and emailing it to hr@lgstores.com. Health insurance premiums will be handled by the enrollment
center.
Scheduling
The Little General work week begins each Saturday at 12:00 a.m. and ends the following Friday at 11:59
p.m. Each Store Manager schedules individual employees on Workforce using the Labor Scheduler
according to budget hours and business need. Schedules are to be published and posted in each store
weekly. If you need assistance using the Labor Scheduler, there is a video with step by step instructions
on the Little General website, www.lgstoreswv.com.
Holidays
Little General provides 6 paid holidays per year for Salary Store Managers. Hourly Store managers will
receive pay for 8 hours if they do not work a holiday and 1 ½ times their hourly rate of pay if they do
work a holiday. All other hourly store employees will receive 1 ½ times their hourly rate of pay if they
work a holiday. They will not be paid if they do not work. Those holidays are Memorial Day,
Independence Day, Labor Day, Thanksgiving, Christmas, and New Year’s Day. Store Managers must
ensure all employees have clocked in and out as holiday so the employee receives the correct pay.
Please check before submitting payroll after a holiday to prevent holding up payroll.
Time Sheets
All Little General employees are required to clock in at the beginning of their shift and clock out at the
end of each shift. Salary employees are expected to work a certain amount of hours each week. If you
are unable to meet these hours you are to notify your supervisor within that week. Store management
will submit payroll through Workforce before 8 AM on Monday mornings for the prior week. After
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payroll has been submitted, each employee will sign their time sheet the next time they clock in. If an
error is found, the employee must report it to the Store Manager immediately. The Store Manager
needs to email hr@lgstores.com with the employee name, ID number, date that is incorrect and the
correct hours worked. Do not have the employee call payroll. This must be sent in an email to payroll
from the Store Manager.
Changes in Personal Information
For corporate reporting, payroll deductions, insurance coverage, in case of emergencies, etc, Little
General must maintain current personal information on file. An employee is to notify the Store Manager
of any changes and the Store Manager must promptly email payroll at hr@lgstores.com for changes to:
1. Legal Name (Legal documents are required)
2. Address and/or telephone number
3. Marital Status
4. Emergency Contact Information
Rehire Information
If you are interested in rehiring an employee that has previously worked for Little General, you must first
email the corporate office to verify rehire status. To do that, you need to email the information below to
fpack@lgstores.com, smckinney@lgstores.com, and your Retail Supervisor with the persons name and
full social security number. Frank will then email back to let you know whether rehiring this person is ok
or not a good choice. If Frank approves the rehire, you will then need to email the Rehire Information
listed on www.lgstoreswv.com under employee access called REHIRE INFO. If all information is not sent
in, it will delay getting the rehire added back into the system.
Transfers
If an employee wants to transfer, speak to your Retail Supervisor. If the transfer is approved, you will
email hr@lgstores.com the information listed on the form Quits, Transfers, and Notices under transfers.
All information must be included in the email or the transfer will be delayed.
Quits
When an employee leaves Little General for any reason, an email must be sent to hr@lgstores.com to
notify payroll. If an employee has given a two-week notice, they must write it out and sign it. This notice
should be emailed to hr@lgstores.com as soon as it is received. Do not wait until after they have worked
out their notice, email it immediately when you receive it. When an employee quits with no notice or
completes working out their notice, a Quit email must be sent to hr@lgstores.com. The Quit information
that needs emailed can be found under Quits, Transfers and Notices on www.lgstoreswv.com under
Quits.
Any employee who gives a written two week notice and works scheduled hours during that time shall be
paid any remaining PTO days. PTO days CANNOT be taken once a two week notice is given, unless prior
authorization from the supervisor has been received.
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Employee Benefits
The current brochure for insurance is available on www.lgstores.com under Employee Benefit Guide and
should be given to any employee who is to call the benefit enrollment center to accept or deny
coverage. Any questions about benefits or eligibility should be sent to the Benefits Coordinator at
srose@lgstores.com.
FMLA
If any employee inquires about FMLA or is in a situation where FMLA might apply, the store manager is
to contact Human Resources for assistance. The FMLA leave policy is in the Employee Handbook.
Discrimination and Harassment
Little General has zero tolerance for harassment and discrimination. If any employee notifies a Store
Manager of any type of harassment or discrimination, Store Manager must inform the Retail Supervisor
or Director of Human Resources immediately. Regardless of the complaint, it must be documented and
investigated. Refer to Employee Handbook on page 2 for the policies.
New Employees
New Employee Orientation
After interviewing and deciding to hire an employee, the employee must complete all new hire
paperwork in Talent Reef before they may begin working. If you would like more information on
interviewing and hiring, there is a presentation guide on www.lgstoreswv.com to refer to. If you need
assistance on using Talent Reef, there is a video on www.lgstoreswv.com that demonstrates how to
complete all New Hire paperwork. If you have any questions after watching the video, contact your
Retail Supervisor for help.
All new hires must complete the New Employee Orientation for training, as well as RTO online. The New
Employee Orientation sheet is available on www.lgstoreswv.com and must be completed by the
employee and the Store Manager. Once the New Employee Orientation is completed and signed, you
need to email it to HR@lgstores.com so it can be placed in the employee’s file. RTO must also be
completed online by the employee before their last day of training. Training employees correctly
ensures you have a staff that can operate the store in the manager’s absence. Failure to train employees
results in lost sales, lost customers, and a frustrated manager.
Current Employees
PTO Days
Before any employee takes a PTO day, the Store Manager must have a PTO sheet. You may email
hr@lgstores.com if you need a copy of an employee’s PTO sheet. The PTO sheet specifies how many
hours they have averaged per week for the past year, how many hours per day they average, and how
may days of PTO time has been earned. The PTO sheet also tells you the time frame to use the PTO days.
All PTO days must be used or they will be lost. PTO days do not carry over. It is part of the Store
Manager’s responsibilities to ensure that each employee eligible for PTO time has a PTO sheet on file,
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PTO days are written down and emailed to the office as they are taken so that the employee knows how
many days they have left, and to ensure the employee uses all PTO days within the given time period.
When an employee does use a PTO day, the following must be emailed to hr@lgstores.com before 8AM
Monday morning:
Employee Name, Employe ID Number, # of PTO Hours Used, Date(s)
Employee Evaluations, Pay Increases, and Promotions
All pay increases are based on job performance evaluations.
Little General evaluates all hourly paid positions, except Store Managers, once (1) every six (6) months.
All Store Managers will keep a list of hire dates along with the most recent evaluation date for every
employee. Two (2) weeks prior to an employee having an evaluation due, the Store Manager will fill out
an evaluation form on each employee and discuss it with the employee. The evaluation must be
complete, with employee name, store number, all questions answered, the total score added, and the
signature of both the Manager and employee. Incomplete evaluations will be returned to the store for
completion before they will be processed. Upon completion, Store Manager will email the evaluation to
the retailevaluations@lgstores.com and copy their supervisor. Turning in evaluations two weeks before
the due date allows the office to process them on time. These evaluations should be an accurate
assessment of the employee’s work during the 6 months (or 1 year) they are being evaluated for. There
should be no surprises if someone doesn’t earn a raise, as there should be written warnings to
document the reason(s) in the employee’s file.
It is the Store Manager’s responsibility to make sure all employee evaluations are turned in on time (2
weeks before they are due). Not only is it unfair to the employee to not receive their evaluation and pay
increase on time, but the Store Manager and Little General can also be legally liable if this process isn’t
followed.
Should an employee receive a written warning in the 30 days prior to their evaluation, it will postpone
their pay increase 30 days. After the 30 days, another evaluation is to be performed by the Store
Manager and submitted again to retailevaluations@lgstores.com with the supervisor copied.
Hourly Store Managers and Salary Store Managers will receive an evaluation once (1) every year. The
Retail Supervisor will conduct an evaluation two weeks prior to the promotion/hire date to discuss with
the Store Manager. This will allow enough time after it is completed and signed by both parties for the
office to process it on the due date.
The following evaluation forms are listed on the Little General Website:
Retail Customer Service Representative
Retail Assistant Manager
Retail Store Manager
Retail Food/Deli Manager
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Retail Food/Deli Clerk
Promotion Form
Policies
Drug and Alcohol Policy
Being under the influence of alcohol and/or illegal drugs on Little General property during work hours
will result in immediate termination. Being “under the influence” includes, but Is not limited to, having
traceable amounts of illegal drugs or alcohol that are detectable by breathalyzer, urinalysis, or blood
tests.
The possession, use, manufacturing, sale, or distribution of alcohol or any illegal drugs, drug
paraphernalia, controlled substances, or unauthorized prescription drug, will result in termination. In
addition, any illegal drug or alcohol activity that adversely affects job performance, job safety, or that
discredits Little General is prohibited.
Little General reserves the right to require any employee who is reasonably suspected of being under
the influence of drugs or alcohol to submit to appropriate testing.
As a manager, if you suspect an employee to be under the influence, contact your Retail Supervisor. DO
NOT approach the employee until you have gotten advice from Retail Supervisor on how to handle the
matter. If you cannot reach your supervisor, contact the Director of Human Resources or the Director of
Safety and Security for the correct action.
Attendance
Dependable prompt attendance is an essential part of every employee’s performance. Failure for an
employee to report to work on time, as scheduled, presents serious disruptions to the workplace and
may result in disciplinary action up to and including termination.
An employee is required to call at least 2 hours prior to the beginning of their shift if they cannot make
their scheduled shift. Unless in an emergency, car accident on the way to work, etc, an employee can be
given disciplinary action for failure to give a 2 hour notice.
When an employee does not show up for their scheduled shift and they do not call in, this is a no call, no
show and it is an unexcused absence. Store management must try contacting the employee and
document the date and time of the call. After 2 no call, no shows, the employee has quit. Email
hr@lgstores.com the employee’s quit notice and include the date and shifts the employee no call, no
showed, and the dates/times where you tried to contact the employee.
An employee is late when they clock in later than seven minutes after their scheduled start time. Per
employee handbook, excessive tardies is being late twice (more than 2 occurrences in a two-week
period) and this may result in disciplinary action up to and including termination.
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Locked Door Policy for 24 hour Convenience Store
All employees sign this as part of the new hire paperwork. As a manager, it is your job to ensure they
follow it 100% to ensure the safety of all employees and customers. A locked door is NOT to be opened
for any reason, including smoking. If your store does lock the doors at night and run a window, you must
post the locked door hours for your employees. IF you don’t know the locked door hours for your
location or think they should be changed, contact your Retail Supervisor. Do not change or variate for
your posted locked hours without prior consent.
Employee safety is vital to Little General. The following Locked Door Policy has been established to
protect employees in locations that operate on a 24-hour basis.
1. Stores that operate on a 24-hour basis will clearly post on the Hours of Operation when the
“Locked Door Policy” will be in effect.
2. All entry and exit doors must remain locked during posted hours.
3. The employee on duty shall not exit the store except in the case of an emergency.
4. In case of emergency, the employee on duty must notify 911. The Retail Supervisor and Director
of Safety and Security must also be notified.
5. During the posted hours, no customers, no vendors, and no visitors are permitted in the store.
No off-duty employees except for your Retail Supervisor, acting Store Manager, or corporate
office personnel are permitted, except previously authorized vendors.
• If the employee cannot visually identify corporate personnel, they must contact their
Store Manager, Supervisor, or Director of Security for assistance.
6. During posted hours, all customer transactions will be conducted through the security
window/drawer system.
7. Any exceptions to this policy must receive prior authorization by Retail Supervisor.
8. All employees must comply with this policy. Any employee who fails to comply with this policy
shall face disciplinary action up to and including termination.
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Document and Record keeping Length
Each store is required to store records for a specific amount of time to ensure we meet local, state, and
federal guidelines. The following items should be kept for the specified time before discarding.
Telecheck credit and check receipts – 1 year
BOL – Gasoline, 1 year; Diesel 5 years
Store paperwork – 6 months
Employee schedules – 3 years
The Little General corporate office will store all employee information for the required length of time.
The Store Manager is responsible to email, hr@lgstores.com, any employee records immediately to the
office so that it may be placed in the employee file. This includes Dr. excuses, write ups, and any other
forms pertaining to the employee. This would also include any requests for forms to be filled out or
forms received in the mail pertaining to current or previous employees. All forms received should be
emailed to hr@lgstores.com the day they are received, as some are time sensitive.
Written Warnings
Instructions for written warnings and written warning forms can be found on the Little General Website,
www.lgstoreswv.com. If you need assistance completing the form, contact your Retail Supervisor for
assistance. Once completed, the form should be emailed to hr@lgstores.com and the original kept in the
employee file at the store in a locked filing cabinet.
Any disciplinary action taken goes onto a write up form. These write up forms are completed by a
member management and gone over with the employee. They are not to be left hanging or in a bag for
the employee to read and sign or left anywhere another employee can see them. The member of
management needs to go over and discuss the action that the employee is being disciplined for, allow
the employee to write comments, and then scan and email it to the office.
All write ups need to include legal name, be filled out completely and signed by the manager and
employee. All information on the write up should be factual, not opinions or guessing what might have
happened.
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Documentation and Recordkeeping
Managers have heard, “If it isn’t documented, it didn’t happen.” In the eyes of the courts that rule on
matters pertaining to employees, there could be no truer statement. Little General Stores must protect
itself and employees at all times and be prepared to defend its position in the courts against any and all
charges. Without complete, accurate documentation, this is literally impossible. Proper documentation
helps control costs associated with Worker’s Compensations and Unemployment Insurance. All forms
are available on www.lgstoreswv.com.
As a Manager, one of your most important roles is to accurately document any significant employee
or customer event. These include, but are not limited to:
• Employee, Vendor or Customer Accidents/Injuries
• Disciplinary warnings for poor performance
• Employee and customer complaints
• Harassment charges of any nature; customer, vendor or customer
• Americans with Disabilities (ADA) issues
To prevent problems and reduce claims, employers must be proactive and create a culture that
positions the company as a great place to work that values its employees. The company does this by:
• Clearly communicating work rules and standards of performance to employees.
• Providing thorough training on all aspects of the job.
• Providing a safe environment for employees and customers alike.
• Coaching and counselling employees and customers alike.
• Administering employee discipline in a fair and consistent manner.
• Responding quickly to any employee complaints or request for information.
When claims are made, documentation is important because:
1. Employees (especially Managers) who experienced the event may no longer be with the
company and documentation may be the only historical account of the facts.
2. Claims are not always filed in a timely manner, so accurate records help to re-create the
situation and the facts surrounding the case.
3. Stories change. What actually happened may be far different from the story that is presented in
court. Accurate documentation is the only form of protection and defense.
For documentation to be complete, it must contain the following:
1. The Date and time the action, event, or offense occurred.
2. A full explanation of the situation including the parties involved, any witnesses and the facts
surrounding the situation.
3. In the case of poor performance, a plan for corrective action must be clearly specified.
4. If appropriate, notification of further disciplinary action if the poor performance continues.
5. Email documentation to HR@lgstores.com.
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Daily Docuware Scanning
Note: When scanning any document into Docuware, the date entered must match the date on the
original document.
The following items are scanned in to Docuware on a daily basis.
1. Invoices
a. Retail invoices – if the invoice doesn’t agree with what was entered in PDI, click YES on
Needs Corrected
b. Retail invoices – Make sure you scan the entire invoice, not just partial sections.
c. Sledd credits – Must be scanned under the Vendor “Sledd Credits Only”.
d. Drive Offs
2. Gasoline
a. Bill of Ladings – Date must match date on the original bill of lading.
b. CSLD – Date must match the date on report. If CSLD report says “Fail”, mark “Fail” in
Docuware and submit e-maintenance request for tank repair.
c. Veetor Root Tank Report (Dated day of paperwork)
3. Deposits – Make sure the verification date is on the deposit ticket that you scan.
4. Special Deposits – also email rparsons@lgstores.com when you have one.
5. Telecheck Credit Card Report (Dated day of paperwork)
6. Telecheck Check Report (Dated day of paperwork)
7. Memo Reports
8. EBT, if separate machine from Telecheck (Dated day of paperwork)
9. INcomm Report (Dated day of paperwork)
10. ATM Reports (Dated day of ATM report)
11. Check Cashing Report (Dated day of report, put under ATM)
12. Employee Mileage (monthly) – Must have Manager’s signature and be dated the day scanned.
The Manager’s mileage must be emailed to Supervisor for approval.
a. Mileage must be scanned no later than the 10 th of the following month that the mileage
was incurred, to be paid.
13. Lottery Packing Slips
14. Lotto Machine Report
15. All Paid Outs
16. House Charges
Email the following immediately and keep the original in employee or store file:
1. Employee Warnings – hr@lgstores.com
2. Employee Doctor’s excuses – hr@lgstores.com
3. Employee incident reports – instructions on the form
4. Customer incident reports – instructions on the form
Mail the following to the office Weekly:
1. Memo Reports
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2. Coupons
3. House Charges (in addition to scanned copy)
4. Starbucks/Coffee Club Cards
5. Weights and Measures reports (if available, accompanied by actual receipts)
6. Fire Safety Products Acknowledgement Invoices
Major Violations of Company Policy
The following is a non-exclusive list of offenses which represent major violations of Company policy and
may result in immediate suspension and/or termination.
1. Making false statements on application for employment.
2. Insubordination.
3. Working under the influence of drugs or alcohol that cause impairment.
4. Consuming, possessing, and/or distributing illegal drugs or alcohol on Little General property.
5. Unlawful sale of alcoholic beverages, tobacco, or lottery purchases.
6. Carrying or concealing a weapon of any kind.
7. Failure to comply with the uniform dress code and personal hygiene standards.
8. Allowing any person who is not an on-duty Little General employee or vendor behind the
counter or in designated employee areas.
9. Absenteeism or excessive tardiness.
10. Fighting on Little General property.
11. Willful destruction of Little General property.
12. Accepting tips, borrowing money, or engaging in other financial dealings with customers.
13. Intentionally or carelessly destroying, misusing, or abusing property belonging to the other
employees, Little General, or customers.
14. Playing or purchasing any Lottery products while on duty will result in immediate termination.
15. Selling alcohol or tobacco products to a minor will result in immediate termination.
16. Failure to follow proper procedures regarding SNAP sales.
17. Deliberately altering your own time sheet or the time sheet of another employee.
18. Willful and serious personal misconduct including stealing, being rude to customers, or
misrepresentation.
19. Disclosure of confidential information.
20. Falsifying Little General records.
21. Substandard work performance.
22. Indecency or immoral conduct on Little General property.
23. Neglecting or endangering customers – physically or verbally.
24. Leaving the job during working hours for any non-work-related purpose without authorization
from the immediate supervisor.
25. Loitering on Little General property. Loitering is prohibited at all times by family, friends or
employees who are off duty.
26. Intentionally and willfully giving false information to the Company, supervisor, or manager.
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27. Knowingly creating social media posts which adversely reflect upon Little General or its business
partners (i.e. franchisors, Taco Bell, Arby’s, etc) in any manner giving the appearance that the
post is on behalf of Little General.
• If any of these events occur in your store, contact your Retail Supervisor for assistance on
how to handle it properly. If you cannot reach your supervisor, contact the Director of
Human Resources.
• A manager may suspend an employee immediately when necessary, especially in the case of
safety.
• At no time may a Store Manager terminate an employee. If a manager feels that
termination is required, they must contact the Retail Supervisor. If Retail Supervisor cannot
be reached, the Director of Human Resources can be contacted.
• In the event that disciplinary action is taken, Little General may give a written warning,
suspension, reduction of shifts/hours, or termination.
Confidential Information
During your employment, you may have access to, learn of, or come into possession of trade secrets
and proprietary or confidential information that belongs to Little General, collectively referred to herein
as “confidential information.” As members of management, confidential information is to remain
confidential and may not be disclosed to anyone outside of Little General. This includes employee
information, work schedules, employee discipline, vendor lists, suppliers, etc. This applies to past or
present employees as well. All inquires from anyone concerning store operations or personal questions
about past or present employees should be referred to your Retail Supervisor or Human Resources.
At no time may employees speak to any representatives of a Federal Investigative Agency, such as the
FBI, Department of Justice, or their state or municipal counterparts about company business. Should
such a representative contact you regarding any matter, notify the Director of Security immediately.
All media inquiries are to be directed to the Director of Human Resources or Company President. At no
time should an employee speak to any representative of the news media or present themselves as a
company spokesperson regarding a Company incident.
If you are unsure about giving information to anyone, stop and contact your Retail Supervisor before
speaking to anyone.
Reporting Accidents
ALL accidents, minor or serious, must be reported IMMEDIATELY.
If you have reason to believe the claim is fraudulent, contact your Retail Supervisor for further
instructions.
All Employee Accidents must be reported as soon as possible. Employee Accident forms are available on
www.lgstoreswv.com. The packet has all the information on it you need. Please make sure to follow the
instructions on what is needed and who it gets emailed to. Please make sure you have a current copy
printed and all employees can access it in case Store Manager is not present when an accident occurs. If
they need medical help, there is a form they will need to take with them to the physician. Even if they
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refuse medical assistance, give the employee the form in case they later decide they need to seek
medical assistance.
All Customer Incidents must be reported as soon as possible. Customer Incident Forms are available on
www.lgstoreswv.com. The packet has instructions on what needs filled out and who to email it to.
Please make sure to follow the instructions. Even if a customer refuses to give information, document
the information you can and email it in, just in case.
Change and Phone Scam Policy
As a business, Little General is often the target of scams just like every other business. Training and
making sure our employees are aware of these scams is an essential part of a managers’ job.
Please make sure all employees know and understand:
Little General does not complete any transaction over the phone. Ever. No one, including the President
and CEO of Little General will call and instruct any employee to do a transaction over the phone or give
money to someone. This includes authorizing prepaid phone cards over the phone, accepting payment
when a customer isn’t present, giving a customer or employee money from the store, or giving a
customer or employee product form the store.
There are multiple calls monthly trying to get stores to give prepaid cards, money orders, register
information, or even personal credit cards to pay power bills. These are all scams as no legitimate
representative would expect such transactions.
To further protect the cashier and Little General, we have a no change policy. The only time we make
change for a customer is when they purchase an item and use cash to pay or they need change for a
Little General machine. We give them their change and shut the drawer. We do not open the drawer to
break a $20 or $50. Scam artists are quick and will “quick-change” someone in a matter of seconds. We
apologize to the customer for the inconvenience, but we are unable to make change for them. If at any
time a cashier gets confused, they need to immediately stop and contact the manager. Quick change
artists are very good and will take $100 in a matter of seconds. This policy was made to prevent this and
protect the store and cashier from being scammed.
A copy of this policy is signed upon hire in the new hire paperwork. Please make sure all employees
understand and that it is enforced at your location to help prevent loss.
Shoplifting Policy
Be aware as shoplifting can happen unexpectedly. Apprehension of any shoplifter should be your last
resort. Our store policy is “Prevention,” which is a far more effective approach.
• False accusations or wrongful detention may leave Little General open to charges and/or serious
legal consequences and may put an employee in danger.
• NEVER run after, chase, or physically touch any shoplifter.
• NEVER approach a suspected shoplifter’s vehicle.
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If you suspect a customer is stealing, you should approach them and encourage them to purchase the
item by using statements such as:
• May I help you find anything or hold those items at the register until you are ready to check out?
• Would you like to purchase that item? (Use name of the specific item if you know what exactly
they have taken.)
• You can pay for that item at the register when you are ready.
If the suspected shoplifter becomes unruly or aggressive, or if at any time you feel threatened, walk
away and contact law enforcement. Notify Store Manager and/or Supervisor immediately following the
incident.
If the shoplifter leaves the store and returns to the parking lot before you notice the crime has occurred,
contact law enforcement, then notify the Store Manager and/or Supervisor.
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Complaint Procedures
The following complaint procedure has been developed to help maintain a respectful, productive, and
harmonious workplace which everyone so strongly desires. It has always been Little General’s policy to
consider every employee, complaint or concern. There will be no retaliation against any employee who
chooses to file a complaint.
Note: This procedure may not be used to appeal employee discipline.
Level 1
To ensure prompt attention, the complaint must be submitted within five (5) working days of the event
prompting the complaint, excluding Saturday and Sunday.
1. Complaints shall be presented orally to your Store Manager. At this time, the Manager shall
make every reasonable effort to resolve the complaint.
2. For documentation purposes, the complaint (resolved or not) must be placed in writing, dated,
and signed by both the Store Manager and the employee.
Level 2
If the Store Manager is unable to resolve the complaint in Level 1, he or she shall write their position on
the complaint and submit it to their Supervisor for resolution. The Supervisor will respond promptly to
reach resolution.
Level 3
If the Supervisor cannot resolve the problem, he or she will direct the complaint to the Director of
Human Resources who will respond promptly to reach resolution.
Level 4
All decisions made by the Director of Human Resources shall be final and binding. Personnel from
Human Resources may visit the employee, contact them via phone, or call the employee into the
corporate office to discuss the matter.
As a Store Manager, if you are unsure of how to handle a complaint, you must contact your Retail
Supervisor or Director of Human Resources. All complaints must be addressed and documented,
regardless of the outcome. If an employee is uncomfortable informing the Store Manager of a
complaint, they may contact the Retail Supervisor or Director of Human Resources to file the complaint.
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Robbery
In the unfortunate event that your store is robbed, the following information will help you and your
store remain safe.
During the Robbery
1. Stay as calm as possible. Always keep your hands in sight.
2. Listen to, and fully cooperate, with the robber’s demands. Inform the robber in advance of each
move you make to meet their demands.
3. Observe the robber’s physical characteristics for identification purposes.
a. Look for distinct physical characteristics: moles, tattoos, scars, etc.
b. Note height, body type, hair and eye color.
c. Note clothing, shoes, hat, etc.
d. Try to remember tone of voice and mannerism.
e. Watch them leave. Note color/make of vehicle or direction they went.
4. Inform the robber of any unexpected event that may occur.
5. Never resist, fight, or pull a weapon of any kind.
6. Handle the robbery as if it were a customer transaction.
7. Under NO circumstances should you leave the store or chase the robber.
After the robber is gone:
1. Turn on the alarm.
2. Lock the door.
3. Call the police. Follow their instructions. Answer all questions regarding the robbery until you
are asked to hang up.
4. Ask any witness to stay in the store. If anyone is unwilling to stay, take down his or her name
and telephone number. Do not force witnesses to stay against their will.
5. Minimize movement and activity of all parties to protect the crime scene and to not disturb any
evidence.
6. Contact Store Manager, who then contacts Store Supervisor. Supervisor will notify all other
staff.
7. Leave the phone open for incoming calls.
8. Do not allow anyone to come in the store until the Police arrive and give the ok.
As a manager, if your location experiences a robbery, your first duty is to ensure all employees and
customers are safe and unharmed. Call 911 if they have not already been called. Next, contact your
Retail Supervisor. If your supervisor cannot be reached, contact Director of Security or Director of Retail.
Then, wait until the police have gotten the information they need. They may bring in K-9 units, ask to
see the cameras, take statements, etc. Once they have given the clear to go into the office, you will need
to count down your registers and calculate how much money was taken and/or watch cameras to see
what merchandise was stolen. Please burn two copies of video, one for the police and one for the office.
Give the police department anything they request as quickly as possible.
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Managing Store Funds and Cash Deposits
When cash is involved, bad things can happen. Large amounts of cash create opportunities for internal
theft and robbery. For these reasons, the Manager on duty must carefully oversee how all store funds
are handled and secured. The amount of cash on hand at your store is set by the office and is
determined by the amount of sales produced by your store.
Store funds may be increased or decreased based on the needs of the business, but any change can only
be approved by your Retail Supervisor or the corporate office.
To calculate your total Store Funds, you add the total of your change fund plus the starting balance of
each register. Below is an example:
Register 1 $100
Register 2 $100
Change Fund $500
Total Store Funds = $700
Cash in the Registers
At the beginning of every shift, each register drawer should contain a combination of bills and coins
totaling $100.00. At the end of his or her shift, the customer service representative should leave the
same amount for the next shift and place all remaining cash directly in the safe with a cash drop slip.
Cash Drops
At no time should there be more than $200.00 kept in any register. This limit has been established to
discourage robberies and to prevent theft by dishonest employees. When prompted, or when the
customer service representative identifies the $200.00 limit, they must make a safe drop and place the
funds directly in the store safe. Placing monies in any location other than the register or the store safe is
a serious violation of company policy which will result in disciplinary action up to and including
termination. Any cash limit exceptions must be approved by your Retail Supervisor.
If your register is not prompting for a safe drop at $200.00, there are instructions on how to set a cash
limit and force a safe drop on www.lgstoreswv.com under Little General University. The password is lgu
and the PowerPoint you are looking for is titled C-Store Controller.
Store Deposits
The following policies have been established to protect employees and safeguard cash when making
bank deposits. Any violation of these policies will be cause for disciplinary action up to and including
termination.
1. The acting Store Manager is solely responsible for deposits at all times and are the only one
authorized to take deposits to the bank.
2. Deposits must be made daily, including Saturday and Sunday, no later than 2:00 p.m.
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3. Deposits must be kept in one of two places; locked in the store safe or on their way to the bank.
4. Deposits must never be left in the store or store safe overnight.
5. Once they leave the store, the acting Store Manager must go directly to the bank. While it is
encouraged to alternate your route to the bank, there are to be absolutely no stops in route to
the bank.
6. All deposit tickets must be scanned into Docuware each day after they are validated from the
bank.
7. Deposit tickets are to be separated from daily paperwork and attached to the Weekly Forms
Summary for the entire week. Your Supervisor will check these deposits and sign them before
you can put them away for storage.
*Acting Store Manager refers to Store Manager, Assistant Manager, or Manager in Training.
Any changes to these policies must be approved by the Retail Supervisor or corporate office in writing.
Check Acceptance Policy
All managers are required to follow and enforce the check acceptance policy. No cash back is given on
checks. They must be written for the amount of purchase only.
• Little General will NOT accept:
• Payroll checks from any company (including Little General)
• Two-Party checks
• Starter checks (Name must be printed on checks)
• Little General WILL accept:
• Personal checks written for the amount of purchase and that meet the guidelines listed below,
including out of state checks.
• Company checks written directly to Little General
Personal Checks
The following items must appear on the check:
1. Must be payable to Little General Stores
2. Imprinted name and address (No starter checks)
3. Bank name
4. If address is a P.O.Box, as for physical address and record on check
5. Today’s Date (MM/DD/YY) No pre- or post-dated checks
6. Phone number
7. Signature must match imprinted name
Procedures for accepting a check
1. Review check for all required information (above)
2. Check customer’s driver’s license or valid ID
3. Authorize using Telecheck prior to completing transaction
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• A code 3 or code 4 on Telecheck means you cannot take the check. The customer can contact
Telecheck to see why it coded their check. Sometimes it can be fixed on the phone, sometimes it
cannot.
Telecheck Credit Cards
As a convenience, most locations can use the Telecheck machine in case the main credit card readers
are down, or as a backup when needed. At no time can a credit card be ran for more than a purchase.
We do not give cash back on credit cards, ever. Doing so on checks or credit cards can result in
termination. The physical card must be present as well.
Cash Shortages, Overages and Drive-offs
With the amount of cash that runs through your registers, mistakes will be made, some theft will occur,
and at the end of a shift, some balances will not be right. Shortages must be tracked by employee.
Coaching and written warnings must be part of the corrective plan when they occur. Always follow-up
with the customer service representative when a shortage occurs.
Follow these procedures to help locate cash shortages and overages.
Never demand, ask, or allow any employee to pay back a cash shortage.
All cash shortages of $25.00 or more must be reported to your Retail Supervisor.
When cash shortages or overages do occur, you must recount your daily totals and look at paperwork
entries to try to find the error. Check each category that goes into the total. These include:
• Register readings
• Paid outs
• Voids and Refunds
• Lotto and Lottery sales and paid outs
• Gasoline Sales
• Western Union totals
• Telecheck totals
• Credit card totals
• Incomm Totals
• Bank deposits (Correct amount entered?)
• PCAT 1 and 2
Other things to consider and places to look:
• Check to ensure that there was only one customer service representative on that register.
Note: Accepting a check without proper procedures is cause for termination.
Writing a bad check to the company is also cause for immediate termination.
Giving cash back on a check or credit card can result in immediate termination.
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• Check with the bank to make sure deposit amount entered is correct.
• Check register journal for errors. There is a PowerPoint on www.lgstoreswv.com called Site
Transaction Manager that will explain how to use the journal.
• Review security tapes for any suspicious behavior.
Drive Offs
Without a policy for deterring drive offs, we open ourselves to employee theft. The customer service
representative must identify the vehicle make, model, color and registration plate in the even of a drive
off, or they will be written up.
Continuous shortages or overages, or an excessive amount on one single cash shortage will result in
discipline, up to and including termination.
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Automated Teller Machine (ATM) Policy 6/29/23
As a convenience for our customers, most locations have an ATM on the premises that the Store
Manager must maintain. The following policies and procedures are designed to ensure that the
machines are secure and properly serviced.
Note: The Store Manager, or acting store manager, is ultimately responsible for all funds in the ATM.
As such, the Store Manager is the only individual with the authority to cash ATM checks and service
the machine. Acting store manager is considered any assistant or manager in training that is
responsible for the store in the Store Manager’s absence.
• The Store Manager is responsible for the funds in the ATM at all times.
• The Store Manager, or acting store manager, is the only person authorized to cash ATM checks and
service the ATM. In the even the Manager is not available, only the Supervisor or corporate office
may authorize acting manager to service the ATM.
• To ensure adequate funds are available, the ATM should be checked at least Monday, Wednesday,
Friday. Your ATM must always have adequate funds.
• ATM Checks are to be locked in the safe until they are needed. If you have multiple checks, please
make sure you use the check with the earliest date first.
• ATM checks are not to be cashed until the ATM has less than $2,000, unless approved by your
supervisor or the corporate office.
• On weekends, holidays, and busy time periods, it may be necessary to service your ATM before it
falls below $2,000. When this occurs, the Store Manager is to notify his or her supervisor prior to
cashing any ATM check.
• Once ATM check is cashed, the funds must be placed directly into the ATM. At no time should ATM
funds be kept in store safe, except while getting the cassette out of the ATM.
• Before loading ATM, a trial cassette total report must be ran. This shows the amount of bills
remaining and the number of bills in the rejected bin. Bills MUST be counted to ensure they match.
If there are any discrepancies, immediately stop and contact your supervisor. Your supervisor will
investigate immediately.
• If for any reason the Store Manager realizes they made a mistake in loading the wrong number of
bills, he or she must notify their Supervisor immediately so the discrepancy can be documented.
• When not in use, all ATM keys MUST remain in the store safe. Keys should NEVER be removed from
Little General property. At no time is anyone other than the Store Manager, acting Manager,
Supervisor, or corporate office employee to be in the ATM for any reason.
• ATMs must be audited on a regular basis. These audits are conducted by Supervisors and authorized
Little General employees. All audits require that a witness is present if the Store Manager is not
present.
• On the 1st of EVERY month, Store Manager must do an ATM audit. Do a trial cassette total.
Remove cassette from the ATM. Get rejected bills also. Count all bills and ensure it matches the
bills and rejected bills on the trial cassette slip. Sign the slip stating you verified the bills and they
are correct. Then scan and email your slip to your retail supervisor before the end of the day. If
you have any variance in bills – immediately stop and contact your supervisor.
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ATM Functions
Enter, Clear, Cancel, 1,2,3 on the pinpad gets you to operator mode.
Select Settlement.
Trial CST Total – gives you balance of ATM but does NOT clear the cassette.
CST Total – clears the cassette total and makes the balance 0.
Directions for filling your ATM:
Do a CST Total to clear the ATM. Each time, collect any bills in the reject bin and remove the cassette.
Before adding cashed check, Store Manager must count the bills in the reject bin and cassette to make
sure it matches the bills remaining and rejected on CST Total slip. If it does not match, stop immediately
and contact your Retail Supervisor. Once the bills are verified and correct, count the bills from your
cashed check. Once verified, add the bills to your cassette and place the cassette back into the ATM.
To Add Cash on the ATM under the settlement menu, select the ADD CASH option. The 1st CST. Enter the
total bills you have including bills from rejected bin, bills in cassette, and bills form the check you
cashed. Then press OK. Then Apply. Hit cancel until back to main screen. Keep all ATM slips and scan
into Docuware.
If you are unsure you added the correct number, you could then do another Trial CST Total and check
what the remaining bills are to ensure you loaded it correctly.
If you have no bills in the rejected bin, you can do a Trial Cassette Total, remove the cassette from the
atm and count the bills. Once verified, add your cashed atm check into the cassette and put cassette
back into the ATM. Then Add Cash under Settlement menu, Add Cash option. 1st CST. Enter the total bills
FROM YOUR CASHED CHECK ONLY. Press Ok, then Apply. You can do another Trial Cassette Total to
ensure you are correct.
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SAMCO (Check Cashing) Machine Policy 6/2/20
Some locations have a check cashing machine. Instructions for this machine are located in each store on
a laminated sheet of paper, where all passwords are included.
• Each Store Manager is responsible for the funds in the machine.
• The Store Manager, or acting Store Manager, is the only person allowed to cash checks for this
machine other than corporate office personnel.
• Any discrepancies in the report verses actual cash inside the machine must be reported to your
Retail Supervisor immediately.
• To ensure adequate cash on-hand, these balances should be checked Monday, Wednesday, and
Friday.
• All checks cashed must be directly loaded into the check machine. At no time can cash be placed
anywhere else.
• Checks will be written, as needed, by the corporate office. When you need a check(s) or if you are
unsure, please email your balances to mholster@lgstores.com .
• All check cashing slips before and after loading must be scanned into Docuware and indexed under
ATM.
• Check cashing machines will be audited by Retail Supervisor or other corporate office personnel,
with a witness if the Store Manager is not present.
• The passcode to enter the outer door of the machine may be given to other employees in case of a
check getting stuck or needing to power the machine on/off. At no time should the passcode to the
inner door be given to anyone other than Store Manager or Supervisor.
• Periodically, checks in the holding bin in the top of the machine need to be moved to the bottom
door section to limit access. At some point, SAMCO will send an envelope to each location so that
older checks may be mailed to SAMCO for proper disposal. Until then, it is the store’s responsibility
to keep the checks locked safely inside the machine.
• If the machine displays an error and you cannot fix at store level, please contact SAMCO to get it
fixed as soon as possible.
To check balance of check cashing machine:
Follow directions to log in to the machine form the laminated paper from SAMCO
From main menu screen Press REPORT MANAGER
Select CASH ONLY REPORT. This report will show you how many bills are in the machine.
To add cash:
From the main menu select CASH MANAGER
Select ADD CASH
In the Total Bills to ADD in dollars – enter the DOLLAR amount you are adding
Then in the boxes that say Added Cnt enter number of BILLS
If the box disappears, it loaded. If it doesn’t, the dollar amount and the bill amount must total the
same number. If you are unsure if it loaded, stop and check the balance to see if the number of bills
are correct.
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Memo Policy 6.29.23
Transactions involving money orders must be closely monitored. Any violation of this policy will result in
disciplinary action up to and including termination.
1. No Money Order transactions may be completed by telephone.
2. Employees must follow the instructions on the pin pad of the Money Order machine. Should a
question arise or a mistake occur, STOP IMMEDIAGELY and contact the Store Manager, Retail
Supervisor, or Corporate Office.
3. No Refunds may be issued.
4. Memo transactions are Cash ONLY. All cash shall be dropped in the safe immediately.
5. Employees must record all transactions over $1,000. The record must be filed as a SAR
(Suspicious Activity Report), which can be found on the employee access page and then sent to
the office.
6. All other AML (Anti Money Laundering) and Anti-Fraud policies must be followed. Policies can be
printed and reviewed online on www.lgstoreswv.com.
Violation of this Policy will result in disciplinary action up to and including immediate termination.
This policy can also be found in the employee handbook.
If at any time you need assistance as to whether or not a report needs filled out or you need to gather
more information, contact your Retail Supervisor or the corporate office. These forms are all found on
www.lgstoreswv.com.
Sale of Alcoholic Beverages and Tobacco Products, including Vapor products
All transactions for alcoholic beverages and/or tobacco products require a valid birthdate entered into
the register. No alcoholic beverage or tobacco product may be sold to anyone under 21 years of age.
Little General requires employees to ask for valid identification for anyone under the age of forty (40)
years old. The license needs scanned on the register or the birthdate typed in. Anyone selling alcohol or
tobacco products to someone underage will be terminated immediately.
As the Store Manager, it is your job and responsibility to ensure all employees are told and reminded to
ask for ID. There is a PowerPoint presentation called Using the Transaction Log on www.lgstoreswv.com
under Little General University that shows you how to check the journal to ensure the same birth date is
not being used over and over. Periodically, you must check this and hold employees accountable for
checking ID and/or entering the customers actual birthdate. Anyone selling to someone underage will be
terminated immediately. Employees cannot use their own birthdate or use a fictitious birthdate. The
must enter the customers actual birthdate.
There are also PowerPoint presentations on tobacco sales on www.lgstoreswv.com. It would be a good
idea to print and share those with all employees. Selling alcohol or tobacco to someone underage will
not only result in termination but could also result in citations or fine from government agencies.
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A copy of the alcoholic beverage and tobacco policies are in the employee handbook. Please make sure
all employees know and understand how important this policy is.
Inventory Procedures
To prevent mistakes and ensure accuracy you, the Store Manager, need to be actively involved in the
inventory process. The following process defines how your inventory is to be counted by your inventory
team.
Note: All categories except wholesale deli, and hot, cold and frozen beverages will be counted.
Before your inventory begins:
1. All PDI paperwork must be complete and submitted before inventory team arrives.
2. All invoices must be scanned into Docuware before inventory team arrives.
3. All merchandise must be properly priced with shelf tags.
4. All merchandise must be faced and fronted.
5. Coolers and stock rooms/storage areas must be clean and organized.
6. Any mixed totes/boxes must be separated to make counting easy or scanned at the register and
have a VOID ticket attached. (This is the store’s responsibility)
During your inventory
1. You need to be actively involved with the inventory process. You need to be available for the
inventory team to answer questions, ask questions, and assist your inventory team.
2. Cigarettes will be scan counted by the inventory team. Any variances showing between the
manager’s count and the inventory teams count will be recounted.
3. Review your inventory counts BEFORE it is closed out. IF you disagree with any counts, request
that items be recounted.
4. After the inventory team has completed their count, the Store Manager and Supervisor must
pick up tags to ensure all areas were counted. Any differences must be discussed with the
inventory team immediately.
5. Your supervisor will not give the computer numbers to the inventory team until they have
counted each department.
6. Review your Inventory Report. Discuss any questions or concerns with your Inventory team
BEFORE they leave. Once the inventory team leaves – ALL counts are final.
Note: Any correction identified after the team leaves must be reported to the corporate office.
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Vendor Check-In Procedure
Our ability to seamlessly order and receive product from our vendors is key to providing out customers
with the items they want. The following Vendor Check-In Procedures will help ensure that orders are
accurate and that our inventories are controlled.
Any exceptions to these procedures must be approved by your Retail Supervisor.
Any violation of these policies will result in disciplinary action up to and including termination.
1. Normal hours for vendor deliveries are from 6:00 a.m. to 4:00 p.m., Monday through Saturday.
Any deliveries scheduled outside of these hours must be approved by the Retail Supervisor or
corporate office.
2. Vendors are expected to park their trucks in areas that do not inconvenience customers and/or
disrupt normal store (or restaurant) operations.
3. All deliveries must be checked in by the Manager, Assistant Manager, or designated correctly
trained employee.
4. Only ONE (1) vendor shall be allowed in the store at a time, unless prior approval has been given
from Supervisor or corporate office.
5. Deliveries shall be received through the main entrance. Any deliveries that are previously
approved to be received at the “back door” require that a Little General employee remain at the
back door until the delivery is complete.
6. All cases, full and partial, must be opened and counted by the Manager or Assistant Manager.
The vendor should NEVER be permitted to count merchandise or check him/her self in.
7. Do NOT use packing list to check vendors in. Little General does not use packing lists, we scan
and physically count each product.
8. All invoices must contain the following:
a. Store number and Date
b. Quantities of items received
c. Description of delivered merchandise
d. Wholesale price
e. Extension of wholesale price
f. Total invoice charge (equals total of wholesale extension prices)
9. Any mistakes, regardless of amount, must be reported to your Retail Supervisor immediately.
10. Retail Supervisor may spot check vendors on a periodic basis.
11. Problems with any vendor should be reported to your Retail Supervisor and/or Merchandiser
immediately.
12. Credit (Any merchandise that is being returned for a credit) must be removed from the store
prior to new merchandise being delivered. Credited merchandise must be recorded on a
separate invoice marked “credit”. Merchandise must be returned and credited, not exchanged
or swapped out for other product.
13. When merchandise is verified and counted, legibly sign the invoice.
14. Scan the invoice into Docuware and keep a copy in your paperwork for your records.
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Sledd Check-in Procedures
As our largest supplier, Sledd provides a wide assortment of our merchandise. Accurately receiving
these orders is critical to controlling and monitoring inventories. Failure to closely follow these
procedures are common causes of inventory discrepancies.
Under no circumstances should you sign the Sledd invoice for the driver until you have completed the
following:
1. Verify the total carton cigarette count with your driver. You must initial the invoice beside the
number of cartons received. By initialing the invoice, you agree that the number of cartons
received is correct. Once initialed, you CANNOT contact Sledd and claim you were shorted.
You may call in a “mis-pick” if the brands received do not accurately reflect the order.
2. Verify the total case count with the driver.
3. Verify that ALL totes and cases being delivered are sealed. If a case is NOT sealed, note it on
your invoice beside your signature.
Note: Any shortages or damaged items that are identified with the driver present must be noted on
the invoice. Both instances must be entered as a Sledd credit in PDI. If you are unsure how to enter a
Sledd credit, there is a PowerPoint with instructions on Little General University on
www.lgstores.com.
After deliver:
1. Check in each individual item listed on the invoice and verify the correct quantity has been
received. This includes ALL case items, as well as, individual items within the totes.
2. If a variance occurs, whether it is a shortage or a mis-pick, Sledd must be notified via email
within 24 hours of deliver. Once received, Sledd will email you including the form and invoice
control number. This is then entered into PDI as a Sledd credit.
a. A copy of the Sledd Credit Form to email is available on www.lgstoreswv.com.
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Inventory – Shrink and Shortages
Controlling missing or stolen inventory, or “shrink”, is vital to the success of Little General. Managers
who follow these practices can quickly identify theft and correct other problems with inventory. Your
goal is to keep your inventory shortages UNDER 1% of your inside sales.
The following areas must be monitored and recorded on a daily basis, or as required by the Supervisor
or corporate office. No Exceptions.
• Customer Service Representative (CSR) Daily Cash Monitor Sheet
o CSR with $10 or more cash shortage/overage must be investigated and/or disciplined
• Accurate Cigarette Count
• Lottery Ticket Count
• Video Movie Audit
Failure on the Manager’s part to perform these duties will result in the following disciplinary
progression.
First Offense: Coaching, additional training, and/or disciplinary action up to and
including termination
Second Offense: Investigation/disciplinary action up to and including termination.
Third Offense: Automatic termination
Shrink Control – Corrective Actions
First Offense – When your shrink exceeds 1% of inside sales, your Retail Supervisor will be
required to investigate as soon as possible and perform the following tasks:
1. Review CSR Cash Monitor Sheets and all related paperwork
2. Review most recent inventory report
3. Review Personnel files and list employee starting dates
4. Interview each employee
5. Schedule Night Audits to be conducted by the Manager
6. Review cigarette inventory (count each shift)
Second Offense – Little General Safety and Security personnel will conduct a full store review.
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Tips on helping control inventory:
• Scan every item individually. Scanning items is the only way to accurately track sales. Scanning
each item is also the most accurate way to ensure all merchandise adjustments are done
correctly.
• If an item is not scanning at the register, remove the item from the sales floor and email
Pricebook with the item and UPC so it can be entered in the system.
• Review your reports and check adjustments every day. Contact your Supervisor or the corporate
office when things don’t look right or when you have a question.
• Check-in all vendors item by item with Store Assistant. All retail invoices must be entered by
item number – NOT category.
• At no time should you accept any unauthorized items. If an item does not scan, refuse it and
have the driver remove it from your invoice.
• Make sure Sledd tags are put up as soon as they are received.
• Count price changes on the day they are received and entered correctly into PDI.
• Make sure all vendors provide signage for displays.
• Periodically scan items to check Sledd price tags. Have your Sledd rep replace tags that do not
reflect the accurate price.
• Enter or scan all transfers into PDI.
• Enter all Sledd credits into PDI.
• Enter or scan all damaged merchandise into PDI daily.
• Under no circumstances is any transaction to be completed over the phone.
Food Handling Card Requirements
Specific regulations for food handling requirements vary from county to county and state to state. Your
Store Manager will inform you of the local requirements and assist you in receiving your certification.
Little General does NOT pay for this certification. Your food handler’s card needs to be turned into your
manager within 30 days of your hire date if it is required for your position. Failure to do so can lead to
disciplinary action up to and including termination.
As the Store Manager, you are responsible for ensuring that all employees who require food handling
certification have and maintain their certification no longer than 30 days after hire date. A current copy
must always be on file.
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Retail Manager Bonus Program 2/17/20
The Store Managers Bonus Program will have 5 variables for this year. You must have a deli gross profit
of 45% for the quarter or lose 20% of your bonus. (40% if coffee is on sale). Listed below is how the
program will work:
1. Inside Gross Profit (includes Deli)
Less Inventory Shrink or –
Less Cash Shrink or –
Less Drive Offs or –
Less Payroll Expense -
Equals Net Gross Profit =
2. The amount of bonus money earned will be 10% of your yearly salary.
3. Net Gross Profit will be current year vs previous year during the same period.
Net Gross Profit current year vs previous year: If Net Gross increase over previous year by the
amount listed below, then you will receive the amount of bonus money listed:
5% increase, 50% of bonus money
10% increase, 100% of bonus money
Extra Incentive: If Net Gross Profit current year vs previous year is above 10% then extra bonus
money can be earned:
Above 12%, extra 5% of salary
Above 20%, extra 10% of salary
Under this program a Store Manager can earn 20% of their salary for the quarter as a bonus. The bonus
will be split 80% manager and 20% assistant manager. If the is no assistant, the 20% will not be paid
unless the assistant has resigned or been terminated during the quarter. The bonus recipients must be
employed as a manager the entire quarter to qualify.
The ways you can increase Net Gross Profit include:
• Include 5 star customer service
• Increase sales
• Increase loss profit on items sold
• Reduce shrink
• Reduce or control payroll cost
Bonuses will be paid by LGS on a voluntary basis only. The Bonus Program may be revised, reduced, or
eliminated without prior notice at the sole discretion of LGS management. Recipients must have been
employed as Store Manager for the entire quarter to qualify for the bonus. Recipient must also be
employed at the time the checks for the bonus are written.
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Retail Merchandising Guidelines
Displays – “No sign, no display” is Little General’s policy. If the price changes on aa current display, the
vendor is to have a new sign at the store ready to be placed when the price changes. It should neatly be
placed in the center of the display. Managers need to enforce this policy. If you have any issues, contact
your Retail Supervisor or Merchandiser.
Cooler Signage – One sign per vendor per door for promoted products only. The price must be included
on the sign and the sign should be placed on the handle side of the door. They must be in front of the
product promoted and not covering up a competitor’s product. If they are cling-on coupon offers, they
must also follow these guidelines. If it is a round bullet sign, it may go in the middle of the door. For beer
cave doors only, each vendor is allowed two signs following the same guidelines.
Handwritten Signage – Absolutely NO handwritten signage for any reason. This is against company
policy. If you need a sign, contact the office or print one from your computer.
Outside Signage – We do not want excessive/unauthorized signage outside. The following is all that is
authorized unless you get an email from the corporate office stating otherwise. If you do not have room
for all signage or you are an Exxon, the monthly promo calendar will tell you which signs get priority.
• Marlboro – 1 sign back to back
• RJRT – 1 sign back to back
• Commonwealth – 1 sign back to back
• Skoal/Copenhagen – 1 sign back to back (2 can deal)
• Pepsi – 1 sign back to back (feature item only)
• Coke – 1 sign back to back (feature item only)
• Dr. Pepper – 1 sign back to back (feature item only)
• LG Rewards – 1 sign back to back
Sandwich/Pastry Dating – All sandwiches and pastries must be dated upon receiving. Dates are to be
placed on the back of the product where they will not cover the UPC and are not visible when displayed
to the customer.
Cooler Lights – When your cooler lights need replaced, please send an e-maintenance request that
includes the bulb number so that maintenance can bring you the correct bulbs you need for your cooler.
Pump Toppers – Pump toppers should be placed as soon as they are received. The majority of stores
should have 50% LG pump toppers and 50% branded pump toppers. If you are missing pump toppers,
contact your merchandiser for LG pump toppers and contact Dawn dsmith@lgstores.com for branded
pump toppers.
Frozen Beverage – All service issues need to be called in as soon as you notice an issue with your
machine. If you do not know who to contact, please contact the Director of Retail Food.
Ice Cream Freezers – Ice builds up in these cases frequently. Please make sure you defrost them
regularly to avoid damages the ice creates. If your machine is out of order, call in a service request to
Velvet immediately.
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F’real Machines – All service issues need to be called into F’real as soon as they are noticed. If they are
unable to fix it on the phone, they normally mail a replacement part to the location. Upon receipt, if you
cannot fix it yourself, please send an e-maintenance request so that maintenance can repair as fast as
possible.
Community Signage – We do not allow customers to place signs in our doors or windows. As we do not
want to allow some signs and not others, we do not allow even missing dog flyers, yard sale signs, etc.
Window Signage – Only authorized window signage should be placed in the windows. The monthly
promo sheet that is sent from the corporate office has the current window signs we allow. This is in
addition to any brand required signage or LG Rewards signs. DO not allow vendors to place any other
unapproved signage in your windows. This is not only for visual appeal but also employee safety.
Door Signage – Little General has created door stickers for all locations. The door clings you receive each
month should be in the middle of the door by the handle and changed out as soon as you get new clings.
Each store has LG stickers placed at the bottom of the doors and Icee/Dunkin/Slush Puppie/New River
Coffee sticker at the top. No other stickers or signs are to be placed on the doors unless specifically
instructed to by the corporate office. Usually the only exception is the Marlboro $2 off with LG rewards
cards or some other small sticker. In this case, instructions will be sent showing sticker placement.
34
Retail Store Inspection
Little General’s primary goal is to provide its employees with a safe, secure place to work and to provide
its customers a welcoming, clean and safe shopping environment that is staffed by friendly people.
That being said, “Familiarity can make us blind.” As you manage your store, day after day and week after
week, it is easy to overlook things that need cleaned, maintained and/or corrected. These monthly
inspections which are mandated by our insurance carries, are designed to ensure that we periodically
inspect all of the key areas of our business.
These inspections will be performed by the Retail Supervisor monthly and shared with the store
manager. Any areas flagged as not ok need to be addressed in a timely manner.
Night Audits
Conditions in and around your store can vary greatly from daylight hours to evenings and nights. Issues
like limited staff, additional security procedures, dark parking lots and different traffic patterns have the
potential to create unsafe conditions and dangerous circumstances. Periodically seeing your store “in a
different light” is one way to identify and hopefully prevent accidents and minimize other possible risks.
Night audits are mandatory. Each Store Manager is required to perform a minimum of one (1) night
audit per month to help identify (and correct) any potential problems before they occur.
Any problems that are identified should be corrected immediately if possible. If maintenance is
required, please file an e-maintenance request.
All Night Audits should be scanned and emailed to your Supervisor when completed.
Note: if you are experiencing issues with employees, have inventory issues, or shrink problems, these
audits should be done more frequently, and you probably should be spending more time in your store
during evening hours.
This form is available on www.lgstoreswv.com under manager access called Night Audit.
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Instructions for Completing E-Maintenance Requests 2/24/2016
Carefully follow these instructions when completing your maintenance work order. Once you have
opened the program:
Step 1: Located the REQUESTED BY field. Click on drop down folder and a store list will appear. In the
CONTACT ID field, replace the existing store number with your own and click the red Set button on the
left. Your store number will not be displayed. Click the blue Select button to continue.
When you return to the main screen, you will notice that your phone number and email have been
populated.
Step 2: Locate the CONTACT field. Type YOUR First and last name. This is who maintenance will want to
speak with regarding any details or questions about the problem.
Step 3: Locate the ASSET ID field. Select the drop-down folder. Replace the existing ASSET ID with your
STORE NUMBER, click the red Set button and the assets for your store will appear. Click the blue Select
button that best describes your problem. If your problem is not on the list, choose “Other”.
Step 4: Locate the BRIEF DESCRIPTION field. Type a brief description (limit 40 characters). If greater
detail is needed to explain the problem, type additional details in the WORK ORDER field.
Step 5: Click the SAVE NEW RECORD in the upper left portion of the screen. (Directly under the WORK
ORDER REQUEST.) Your request is complete and submitted.
Step 6: Once your request is reviewed by maintenance, you will receive an email confirmation
containing your WORK ORDER NUMBER. Use this number whenever referencing this specific repair.
Sometimes, additional COMMENTS will be included. Please check this field. If no comments appear,
your request has been assigned and will be completed based on its priority and parts availability.
Questions? Contact Phillip Hart Email phart@lgstores.com
Phone 304-890-1757
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Website Password
The Little General website has many daily use forms available and forms are added as needed. The
website is www.lgstores.com. From the main page, there is a menu with Careers. The down arrow can
be clicked and you will see Manager and Employee Access and Little General University.
The password for Manager and Employee Access is lgeneral
The password for Little General University is lgu
Little General University has multiple PowerPoint presentations the Retail Supervisors put together and
presented at various manager training courses. This list will continue to grow. These are very good tools
and refreshers on things you use daily, monthly, and/or occasionally.
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Job Description – Customer Service Representative
Position Overview: The Customer Service Representative is Little General’s primary customer contact.
They perform all sales transactions, make sure the store is properly stocked, and share in the duties of
keeping the store clean and safe. Must be minimum eighteen (18) years of age to sale tobacco and
alcohol products.
Position Classification: Full Time or Part Time
Position Reports To: Retail Store Manager and/or Assistant Manager
Minimum Education: Must be able to speak, read and write in English
Physical Demands:
• Ability to lift, push, pull, and carry boxes and/or equipment weighing up to 50 pounds;
• Ability to stand and walk for extended periods of time (95%), Sitting (5%);
• Ability to climb, balance, reach, grab, stoop, crawl, bend, and crouch for extended periods;
• Ability to use close, distant, color and peripheral vision, depth perception and visual focus;
• Ability to smell and identify odors;
• Ability to clearly hear and interpret voice commands and telephone communications.
Primary Responsibilities:
1. Present a well-groomed, professional image at all times.
2. Have a positive attitude. Greet and welcome all customers with a smile.
3. Help customers locate products whenever necessary.
4. Participate in all company sponsored Charity Events.
5. Record all sales on cash register and collect payment. Provide correct change if required.
6. “Upsell” related products whenever appropriate.
7. Accountable for all cash received.
8. Understand all approved payment systems and transaction processes.
9. Understand and strictly follow state laws regarding lottery, alcohol and tobacco sales.
10. Promote enrollment and participation in all Loyalty Programs. (LG Rewards, BP, Exxon, etc)
11. Closely observe property and report any suspicious activity to the Manager on Duty.
12. Monitor gas pumps to prevent “drive off” theft. Report all occurrences to Manager on Duty.
13. Report any malfunctioning equipment or systems to Manager on Duty.
14. Stock coolers and shelves to ensure products are available and properly priced.
15. Maintain sanitary conditions in all food service areas to meet local health standards.
16. Actively participate in cleaning and maintaining a safe store.
17. Adhere to Locked Door Policy if in effect.
18. Understand and be able to execute all security and emergency protocols.
19. Report any customer accident or employee incident to the Manager on Duty.
20. Understand and adhere to all Little General corporate and handbook policies.
21. Report any problem to the Manager on Duty.
22. Complete Daily Shift Report at the end of each shift.
23. Other duties as may be assigned.
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Job Description – Deli Customer Service Representative
Position Overview: The Deli Customer Service Representative offers great customer service while
preparing quality food items that meet Retail Food Service Regulations.
Position Classification: Full Time or Part Time
Position Reports To: Deli Manager and/or Retail Store Manager
Minimum Education: Must be able to speak, read and write English
Physical Demands:
• Ability to lift, push, pull and carry boxes and/or equipment weighing up to 50 pounds;
• Ability to stand and walk for extended periods of time (95%), Sitting (5%);
• Ability to climb, balance, reach, grab, stoop, crawl, bend, and crouch for extended periods;
• Ability to use close, distant, color and peripheral vision, depth perception and visual focus;
• Ability to smell and identify odors;
• Ability to clearly hear and interpret voice commands and telephone communications.
Primary Responsibilities:
1. Responsible for giving all guests Little General 5-Star customer service.
2. Responsible for operating and maintaining a clean and safe food service area in accordance with
Little General, OSHA, and local Health Department guidelines regarding food, food service areas,
and food service equipment.
3. Responsible for making all menu items according to branded and/or proprietary and food safety
guidelines by following recipes and builds as well as time and temperature procedures.
4. Responsible for monitoring equipment; ensuring general food service equipment and
refrigeration is always of safe working order and reporting any problems with equipment as
outlined by the brand and Little General.
5. Responsible for recording food waste and ensuring all waste is disposed of properly; not
consumed, given away or taken home.
6. Must always be in complete uniform and follow hygiene guidelines as outlined by Little General.
7. Responsible for following all Little General handbook policies and procedures.
8. Responsible for acquiring food handler’s certification as required by local health department
within 30 days of employment and maintaining certification throughout your employment.
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Job Description – Assistant Store Manager
Position Overview: The Assistant Store Manager’s role is to help the Store Manager operate a clean,
safe, and profitable retail convenience store where customers like to shop, and employees like to work.
The Assistant Store Manager typically works opposite shifts and assumes responsibility for managing the
store in the absence of the Store Manager. Must be minimum eighteen (18) years of age to sale tobacco
and alcohol.
Position Classification: Full Time
Position Reports To: Store Manager and/or Retail Supervisor
Position Manages: Customer Service Representative, other staff on shift
Minimum Education: High School diploma or GED preferred. Basic computer skills required. Must be
able to speak, read and write in English.
Physical Demands:
• Ability to lift, push, pull, and carry boxes and/or equipment weighing up to 50 pounds;
• Ability to stand and walk for extended periods of time (95%), Sitting (5%);
• Ability to climb, balance, reach, grab, stoop, crawl, bend, and crouch for extended periods;
• Ability to use close, distant, color and peripheral vision, depth perception and visual focus;
• Ability to smell and identify odors;
• Ability to clearly hear and interpret voice commands and telephone communications.
Primary Responsibilities:
1. Possess general knowledge of the Store Manager’s role.
2. Represent Little General in a professional manner with all employees, customers and vendors.
3. Act as the Store Manager to perform the duties described in the Store Manager Job Description
when the Store Manager is not present.
4. Assist in training employees as directed by the Store Manager.
5. Promote enrollment and participation in all Loyalty Programs. (LG Rewards, BP, Exxon, etc.)
6. Promote and participate in company sponsored Charity Events.
7. Understand and strictly follow state law laws regarding lottery, alcohol and tobacco sales.
8. Provide management coverage for the store by working opposite shifts from the Store Manager
as scheduled. Shifts to regularly include nights, weekends and holidays.
9. Understand and be able to execute all security and emergency protocols.
10. Refer questions and problems they cannot answer to the Store Manager or Retail Supervisor.
11. Contact the Store Manager or Retail Supervisor in the event of an emergency.
12. Other duties as may be assigned.
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Job Description – Retail Deli Manager
Position Overview: The Retail Deli Manager oversees the operation of a profitable, sanitary deli that
serves fresh sandwiches and deli items; branded and/or proprietary.
Position Classification: Full Time
Position Reports To: Store Manager
Position Manages: Deli Clerk
Minimum Education: High School diploma or GED preferred. Must be able to speak, read and write in
English.
Physical Demands:
• Ability to lift, push, pull and carry boxes and/or equipment weighing up to 50 pounds;
• Ability to stand and walk for extended periods of time (95%), Sitting (5%);
• Ability to climb, balance, reach, grab, stoop, crawl, bend, and crouch for extended periods;
• Ability to use close, distant, color and peripheral vision, depth perception and visual focus;
• Ability to smell and identify odors;
• Ability to clearly hear and interpret voice commands and telephone communications.
Primary Responsibilities:
1. Manage, recruit, and train all deli customer service representatives.
2. Ensure all online training is completed within 30 days of hire and stays current.
3. Follow all Little General and brand (if applicable) policies and procedures and ensure all deli employees do
the same.
4. Schedule labor in accordance with budget set by Retail Supervisor based on store needs.
5. Schedule must be in accordance to federal wage and labor regulations.
6. Ensure store staffed during all operational hours.
7. Follow and enforce uniform and hygiene standards as set by Little General or brand (as applicable).
8. Train deli employees to prepare all branded and/or proprietary menu items.
9. Ensure that food service area and food service equipment are clean, operational, secure, safe, and
properly maintained to meet local Health Department, OSHA, Little General and brand standards.
10. Must obtain and maintain local food handler’s certification as required by the county and ensure all deli
employees obtain the same required certification within 30 days of employment.
11. Complete truck orders through approved distributors for food and supplies.
12. Maintain inventory levels as needed by store bases based on sales volume ensuring inventory levels are
appropriate.
13. Conduct monthly inventory to ensure profitability; conduct weekly inventory if deemed necessary by
supervisor.
14. Monitor product levels, rotation, expiration dates, and portion control to minimize waste and shrink.
15. Daily, weekly, and monthly administrative duties accurately completed when due - sales tracking, truck
orders, invoice processing, waste tracking, etc.
16. Ensure all merchandise is paid for before consumption by employees.
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17. Other duties may be assigned.
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Job Description – Store Manager
Position Overview: The Store Manager’s goal is to operate a clean, safe, and profitable retail
convenience store where customers like to shop and employees like to work. The Store Manager works
closely with the Retail Supervisor and the Corporate Office to recruit and manage a strong team, offer a
wide variety of products and services in a progressive retail environment, and develop long-term
relationships with the customers and employees. Must be twenty-one (21) years of age.
Position Classification: Full Time
Position Reports To: Retail Supervisor
Position Manages: Assistant Managers, Customer Service Representatives, Retail Deli Manager,
Deli Customer Service Representatives
Minimum Education: High School diploma or GED preferred. Basic computer skills required. Must be
able to speak, read and write English.
Physical Demands:
• Ability to lift, push, pull, and carry boxes and/or equipment weighing up to 50 pounds;
• Ability to stand and walk for extended periods of time (90%), Sitting (10%);
• Ability to climb, balance, reach, grab, stoop, crawl, bend, and crouch for extended periods;
• Ability to use close, distant, color and peripheral vision, depth perception and visual focus;
• Ability to smell and identify odors;
• Ability to clearly hear and interpret voice commands and telephone communications.
Primary Responsibilities:
1. Recruit, provide training for, and manage all employees.
2. Represent Little General in a professional manner with all employees, customers and vendors.
3. Fully understand and follow Little General policies and procedures as defined in the Manager’s Manual
and Employee Handbook.
4. Communicate and enforce all Employee Handbook and company policies.
5. Schedule labor in accordance with budget hours, following federal wage and hour regulations.
6. Provide employee coaching and document progressive discipline, when required.
7. Ensure that all store premises and equipment are clean, secure, safe, and properly maintained.
8. Promote store participation in company sponsored Charity Events.
9. Promote enrollment and regular participation in all Loyalty Programs. (LG Rewards, BP, etc.)
10. Inventory, promote, display, and price the appropriate variety of products and services to produce
projected sales and profits.
11. Safeguard and manage all store funds, merchandise, and gasoline inventory.
12. Work in cooperation with Food Service Manager to share building maintenance.
13. Reduce operation costs by monitoring and managing all controllable expenses.
14. Complete and transmit all required report and documentation in a timely manner.
15. Report any problems to Retail Supervisor.
16. Other duties that may be assigned.
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Job Description – Manager-In-Training
Position Overview: The Manager in Training role allows candidates that demonstrate potential to
become a store manager the chance to work with seasoned managers to prepare for future
advancement. The Manager in Training will learn all aspects of the Store Manager position. Must be at
least twenty-one (21) years of age in order to manage locations that sale alcohol, tobacco and lottery.
Working hours and store locations may vary during this position. Some travel required.
Position Classification: Full Time
Position Reports To: Retail Supervisor, Training Managers
Position Manages: Assistant Managers, Customer Service Representatives under direct Retail
Supervisor supervision
Minimum Education: High School diploma or GED preferred. Basic computer skills required. Must be
able to read, write, speak in English.
Physical Demands:
• Ability to lift, push, pull, and carry boxes and/or equipment weighing up to 50 pounds;
• Ability to stand and walk for extended periods of time (90%), Sitting (10%);
• Ability to climb, balance, reach, grab, stoop, crawl, bend, and crouch for extended periods;
• Ability to use close, distant, color and peripheral vision, depth perception and visual focus;
• Ability to smell and identify odors;
• Ability to clearly hear and interpret voice commands and telephone communications.
Primary Responsibilities:
1. Learn to recruit, provide training for, and manage all employees.
2. Represent Little General in a professional manner with all employees, customers, and vendors.
3. Learn and understand Little General policies and procedures as defined in the Manager’s Manual.
4. Learn to communicate, enforce and follow all handbook and company policies.
5. Learn scheduling by budget in accordance with federal wage and hour regulations.
6. Learn to provide employee coaching and document progressive discipline when required.
7. Ensure that all store premises and equipment are clean, safe, secure, and properly maintained.
8. Promote enrollment and regular participation in all Loyalty Programs. (LG Rewards, BP, etc.)
9. Promote store participation in company sponsored Charity Events.
10. Learn to inventory, promote, display, and price the appropriate variety of products and services to
produce projected sales and profits.
11. Learn to safeguard and manage all store funds, merchandise, and gasoline inventory.
12. Learn to work in cooperation with Food Service Manager to share building maintenance.
13. Learn way to reduce operating costs by monitoring and managing all controllable expenses.
14. Learn to complete and transmit all required reports and documentation in a timely manner.
15. Report any questions or problems to Retail Supervisor.
16. Other duties as assigned for learning.

Qualifications

Job Description – Assistant Store Manager
Position Overview: The Assistant Store Manager’s role is to help the Store Manager operate a clean,
safe, and profitable retail convenience store where customers like to shop, and employees like to work.
The Assistant Store Manager typically works opposite shifts and assumes responsibility for managing the
store in the absence of the Store Manager. Must be minimum eighteen (18) years of age to sale tobacco
and alcohol.
Position Classification: Full Time
Position Reports To: Store Manager and/or Retail Supervisor
Position Manages: Customer Service Representative, other staff on shift
Minimum Education: High School diploma or GED preferred. Basic computer skills required. Must be
able to speak, read and write in English.
Physical Demands:
• Ability to lift, push, pull, and carry boxes and/or equipment weighing up to 50 pounds;
• Ability to stand and walk for extended periods of time (95%), Sitting (5%);
• Ability to climb, balance, reach, grab, stoop, crawl, bend, and crouch for extended periods;
• Ability to use close, distant, color and peripheral vision, depth perception and visual focus;
• Ability to smell and identify odors;
• Ability to clearly hear and interpret voice commands and telephone communications.
Primary Responsibilities:
1. Possess general knowledge of the Store Manager’s role.
2. Represent Little General in a professional manner with all employees, customers and vendors.
3. Act as the Store Manager to perform the duties described in the Store Manager Job Description
when the Store Manager is not present.
4. Assist in training employees as directed by the Store Manager.
5. Promote enrollment and participation in all Loyalty Programs. (LG Rewards, BP, Exxon, etc.)
6. Promote and participate in company sponsored Charity Events.
7. Understand and strictly follow state law laws regarding lottery, alcohol and tobacco sales.
8. Provide management coverage for the store by working opposite shifts from the Store Manager
as scheduled. Shifts to regularly include nights, weekends and holidays.
9. Understand and be able to execute all security and emergency protocols.
10. Refer questions and problems they cannot answer to the Store Manager or Retail Supervisor.
11. Contact the Store Manager or Retail Supervisor in the event of an emergency.
12. Other duties as may be assigned.

Salary : $20 - $50