Install their app on your phone and use "scan and go". You'll thank me later for the time you saved.
David Sharpe
So this is far from fine dining, but when you are shopping and want to grab a bite, it is hard to beat. The pizza and hotdogs are filling and a value that can't be topped. They also offer a good selection of treats if you are looking for something other than a meal. I would recommend grabbing a quick bite here when you plan your shopping excursions.
Atmosphere: 3
Food: 4
Service: 3
Purvin Shah
Pizza is really good. No complaints about the quality of the food. Price is very reasonable. Only a 10 minute wait for the pizza pie to be made on order.The only downside is that they have a pizza with veggie toppings that also contains meats. They don’t make pizza with only the veggie toppings (without the meats) so a vegetarian person cannot enjoy the veggie topping pizza.That business plan does not make sense to me. They should have the following options to cater to a wider audience - cheese, veggie and meats. That way everybody can get something they would enjoy eating.
Atmosphere: 5
Food: 5
Service: 5
GreenBrier
Excellent and kind employees. They always let me order pepperoni free pizza pretzels :)
Atmosphere: 2
Food: 5
Service: 5
Brandon Meyer
Don’t want to stand in a 15-minute line, you can now order in the app and skip the long wait. Praise the lord.
Melike Akkaya
Eat for less ?
Roderick Dennis Sr.
My wife has worked for this location and was wrongfully terminated due to her being under the doctors care, in which a letter from the physician was provided but denied due to them not accepting excuses nor letters from anyone per supervisor. She was discriminated against due to her having to be out of work from her loosing blood threatning a miscarriage but what did she get in return? A text stating per her supervisor discharge paperwork which goes against HIPPA Law protecting individuals privacy, which providing said documents wasn't the problem but the fact that you would violate her rights as being pregnant stressing her out the more and adding on more stress. As her husband I am going stand for that which is right and will be seeking legal remedy concerning this issue and will not allow this to happen to another employee when they are facing circumstances as such. In instances as this, other remedies should have been set in place to assist her in a smooth process as a valued employee but I see that value part didn't go as far as the writing of the word. As management of corporations or small businesses there is still laws that one must abide by and govern themselves. I normally don't get into my wife's affairs unless it's deemed necessary but this has crossed the line as you would have rather have her work bleeding out on the floor than to seek medical attention and follow her physician's advice in resting until better. So please be advice that this place of business does not care whether your sick under doctors care or not they want you on their clock working.......but I hate to inform them not mine!!! We have lost one child and we will do and follow all protective measures to ensure we don't go down that road again. So with that being said, I am very disturb as to how the supervisor Mrs. (Ms) Angel and general manager handled this situation. As stated before I will seek all legal remedy that governs women and their rights in child birth. We as individuals has no control over how our bodies process certain things, in which this isn't a case of Oh I just want to be out of work........but of that following doctors orders as to stay in bed and rest before things unwanted happens. She has tried reaching out to the corporate office with no assistance but sending her back to speak with general manager. In this she should have been given appropriate numbers to call concerning FMLA or other remedies concerning urgent situations as this but none of that was done. Filing paperwork with Segdwick isn't urgent remedies because with such company that govern many large businesses are slowful in processing things and per them per case was still open and going through review but per her supervisor Mrs. Angel "it will be denied and I will still be letting you go. Your just holding up space". That shows how much appreciation this evil nasty individual has, and being a woman at that. My personal job has things in place which was offered during this time, for me to see after my wife and did not threaten nor express that I needed to provide them with my wife's discharge paperwork. For all of this I am speaking of I have all the reciepts texts, dates, and call logs......It's not over until we're sitting in front of the right people to ensure that EVERY employee of Sam's Club & Walmart are treated fairly and equal without any retaliation!!!
Update:
I commend the store manager in reaching out to my wife, but at this point I truly feel if other course of action should be taken!!! October 8, 2022 Mrs. (Ms) Angel Williams pulls my wife to the table and stated "I am surprised that you came back, after all the things your husband said concerning me. He said alot which was hurtful." From this I realize it wasn't her decision in bringing her back nor did she speak with her manager before doing what she did!!! So from that day she along with her daughter and other staff that she has gathered decides they want to take aim of get back at her because of t
Roderick Dennis Sr.
My wife has worked for this location and was wrongfully terminated due to her being under the doctors care, in which a letter from the physician was provided but denied due to them not accepting excuses nor letters from anyone per supervisor. She was discriminated against due to her having to be out of work from her loosing blood threatning a miscarriage but what did she get in return? A text stating per her supervisor discharge paperwork which goes against HIPPA Law protecting individuals privacy, which providing said documents wasn't the problem but the fact that you would violate her rights as being pregnant stressing her out the more and adding on more stress. As her husband I am going stand for that which is right and will be seeking legal remedy concerning this issue and will not allow this to happen to another employee when they are facing circumstances as such. In instances as this, other remedies should have been set in place to assist her in a smooth process as a valued employee but I see that value part didn't go as far as the writing of the word. As management of corporations or small businesses there is still laws that one must abide by and govern themselves. I normally don't get into my wife's affairs unless it's deemed necessary but this has crossed the line as you would have rather have her work bleeding out on the floor than to seek medical attention and follow her physician's advice in resting until better. So please be advice that this place of business does not care whether your sick under doctors care or not they want you on their clock working.......but I hate to inform them not mine!!! We have lost one child and we will do and follow all protective measures to ensure we don't go down that road again. So with that being said, I am very disturb as to how the supervisor Mrs. (Ms) Angel and general manager handled this situation. As stated before I will seek all legal remedy that governs women and their rights in child birth. We as individuals has no control over how our bodies process certain things, in which this isn't a case of Oh I just want to be out of work........but of that following doctors orders as to stay in bed and rest before things unwanted happens. She has tried reaching out to the corporate office with no assistance but sending her back to speak with general manager. In this she should have been given appropriate numbers to call concerning FMLA or other remedies concerning urgent situations as this but none of that was done. Filing paperwork with Segdwick isn't urgent remedies because with such company that govern many large businesses are slowful in processing things and per them per case was still open and going through review but per her supervisor Mrs. Angel "it will be denied and I will still be letting you go. Your just holding up space". That shows how much appreciation this evil nasty individual has, and being a woman at that. My personal job has things in place which was offered during this time, for me to see after my wife and did not threaten nor express that I needed to provide them with my wife's discharge paperwork. For all of this I am speaking of I have all the reciepts texts, dates, and call logs......It's not over until we're sitting in front of the right people to ensure that EVERY employee of Sam's Club & Walmart are treated fairly and equal without any retaliation!!!
Update:
I commend the store manager in reaching out to my wife, but at this point I truly feel if other course of action should be taken!!! October 8, 2022 Mrs. (Ms) Angel Williams pulls my wife to the table and stated "I am surprised that you came back, after all the things your husband said concerning me. He said alot which was hurtful." From this I realize it wasn't her decision in bringing her back nor did she speak with her manager before doing what she did!!! So from that day she along with her daughter and other staff that she has gathered decides they want to take aim of get back at her because of t
Roderick Dennis Sr.
My wife has worked for this location and was wrongfully terminated due to her being under the doctors care, in which a letter from the physician was provided but denied due to them not accepting excuses nor letters from anyone per supervisor. She was discriminated against due to her having to be out of work from her loosing blood threatning a miscarriage but what did she get in return? A text stating per her supervisor discharge paperwork which goes against HIPPA Law protecting individuals privacy, which providing said documents wasn't the problem but the fact that you would violate her rights as being pregnant stressing her out the more and adding on more stress. As her husband I am going stand for that which is right and will be seeking legal remedy concerning this issue and will not allow this to happen to another employee when they are facing circumstances as such. In instances as this, other remedies should have been set in place to assist her in a smooth process as a valued employee but I see that value part didn't go as far as the writing of the word. As management of corporations or small businesses there is still laws that one must abide by and govern themselves. I normally don't get into my wife's affairs unless it's deemed necessary but this has crossed the line as you would have rather have her work bleeding out on the floor than to seek medical attention and follow her physician's advice in resting until better. So please be advice that this place of business does not care whether your sick under doctors care or not they want you on their clock working.......but I hate to inform them not mine!!! We have lost one child and we will do and follow all protective measures to ensure we don't go down that road again. So with that being said, I am very disturb as to how the supervisor Mrs. (Ms) Angel and general manager handled this situation. As stated before I will seek all legal remedy that governs women and their rights in child birth. We as individuals has no control over how our bodies process certain things, in which this isn't a case of Oh I just want to be out of work........but of that following doctors orders as to stay in bed and rest before things unwanted happens. She has tried reaching out to the corporate office with no assistance but sending her back to speak with general manager. In this she should have been given appropriate numbers to call concerning FMLA or other remedies concerning urgent situations as this but none of that was done. Filing paperwork with Segdwick isn't urgent remedies because with such company that govern many large businesses are slowful in processing things and per them per case was still open and going through review but per her supervisor Mrs. Angel "it will be denied and I will still be letting you go. Your just holding up space". That shows how much appreciation this evil nasty individual has, and being a woman at that. My personal job has things in place which was offered during this time, for me to see after my wife and did not threaten nor express that I needed to provide them with my wife's discharge paperwork. For all of this I am speaking of I have all the reciepts texts, dates, and call logs......It's not over until we're sitting in front of the right people to ensure that EVERY employee of Sam's Club & Walmart are treated fairly and equal without any retaliation!!!
Update:
I commend the store manager in reaching out to my wife, but at this point I truly feel if other course of action should be taken!!! October 8, 2022 Mrs. (Ms) Angel Williams pulls my wife to the table and stated "I am surprised that you came back, after all the things your husband said concerning me. He said alot which was hurtful." From this I realize it wasn't her decision in bringing her back nor did she speak with her manager before doing what she did!!! So from that day she along with her daughter and other staff that she has gathered decides they want to take aim of get back at her because of t
My wife has worked for this location and was wrongfully terminated due to her being under the doctors care, in which a letter from the physician was provided but denied due to them not accepting excuses nor letters from anyone per supervisor. She was discriminated against due to her having to be out of work from her loosing blood threatning a miscarriage but what did she get in return? A text stating per her supervisor discharge paperwork which goes against HIPPA Law protecting individuals privacy, which providing said documents wasn't the problem but the fact that you would violate her rights as being pregnant stressing her out the more and adding on more stress. As her husband I am going stand for that which is right and will be seeking legal remedy concerning this issue and will not allow this to happen to another employee when they are facing circumstances as such. In instances as this, other remedies should have been set in place to assist her in a smooth process as a valued employee but I see that value part didn't go as far as the writing of the word. As management of corporations or small businesses there is still laws that one must abide by and govern themselves. I normally don't get into my wife's affairs unless it's deemed necessary but this has crossed the line as you would have rather have her work bleeding out on the floor than to seek medical attention and follow her physician's advice in resting until better. So please be advice that this place of business does not care whether your sick under doctors care or not they want you on their clock working.......but I hate to inform them not mine!!! We have lost one child and we will do and follow all protective measures to ensure we don't go down that road again. So with that being said, I am very disturb as to how the supervisor Mrs. (Ms) Angel and general manager handled this situation. As stated before I will seek all legal remedy that governs women and their rights in child birth. We as individuals has no control over how our bodies process certain things, in which this isn't a case of Oh I just want to be out of work........but of that following doctors orders as to stay in bed and rest before things unwanted happens. She has tried reaching out to the corporate office with no assistance but sending her back to speak with general manager. In this she should have been given appropriate numbers to call concerning FMLA or other remedies concerning urgent situations as this but none of that was done. Filing paperwork with Segdwick isn't urgent remedies because with such company that govern many large businesses are slowful in processing things and per them per case was still open and going through review but per her supervisor Mrs. Angel "it will be denied and I will still be letting you go. Your just holding up space". That shows how much appreciation this evil nasty individual has, and being a woman at that. My personal job has things in place which was offered during this time, for me to see after my wife and did not threaten nor express that I needed to provide them with my wife's discharge paperwork. For all of this I am speaking of I have all the reciepts texts, dates, and call logs......It's not over until we're sitting in front of the right people to ensure that EVERY employee of Sam's Club & Walmart are treated fairly and equal without any retaliation!!!
Update:
I commend the store manager in reaching out to my wife, but at this point I truly feel if other course of action should be taken!!! October 8, 2022 Mrs. (Ms) Angel Williams pulls my wife to the table and stated "I am surprised that you came back, after all the things your husband said concerning me. He said alot which was hurtful." From this I realize it wasn't her decision in bringing her back nor did she speak with her manager before doing what she did!!! So from that day she along with her daughter and other staff that she has gathered decides they want to take aim of get back at her because of t
Roderick Dennis Sr.
My wife has worked for this location and was wrongfully terminated due to her being under the doctors care, in which a letter from the physician was provided but denied due to them not accepting excuses nor letters from anyone per supervisor. She was discriminated against due to her having to be out of work from her loosing blood threatning a miscarriage but what did she get in return? A text stating per her supervisor discharge paperwork which goes against HIPPA Law protecting individuals privacy, which providing said documents wasn't the problem but the fact that you would violate her rights as being pregnant stressing her out the more and adding on more stress. As her husband I am going stand for that which is right and will be seeking legal remedy concerning this issue and will not allow this to happen to another employee when they are facing circumstances as such. In instances as this, other remedies should have been set in place to assist her in a smooth process as a valued employee but I see that value part didn't go as far as the writing of the word. As management of corporations or small businesses there is still laws that one must abide by and govern themselves. I normally don't get into my wife's affairs unless it's deemed necessary but this has crossed the line as you would have rather have her work bleeding out on the floor than to seek medical attention and follow her physician's advice in resting until better. So please be advice that this place of business does not care whether your sick under doctors care or not they want you on their clock working.......but I hate to inform them not mine!!! We have lost one child and we will do and follow all protective measures to ensure we don't go down that road again. So with that being said, I am very disturb as to how the supervisor Mrs. (Ms) Angel and general manager handled this situation. As stated before I will seek all legal remedy that governs women and their rights in child birth. We as individuals has no control over how our bodies process certain things, in which this isn't a case of Oh I just want to be out of work........but of that following doctors orders as to stay in bed and rest before things unwanted happens. She has tried reaching out to the corporate office with no assistance but sending her back to speak with general manager. In this she should have been given appropriate numbers to call concerning FMLA or other remedies concerning urgent situations as this but none of that was done. Filing paperwork with Segdwick isn't urgent remedies because with such company that govern many large businesses are slowful in processing things and per them per case was still open and going through review but per her supervisor Mrs. Angel "it will be denied and I will still be letting you go. Your just holding up space". That shows how much appreciation this evil nasty individual has, and being a woman at that. My personal job has things in place which was offered during this time, for me to see after my wife and did not threaten nor express that I needed to provide them with my wife's discharge paperwork. For all of this I am speaking of I have all the reciepts texts, dates, and call logs......It's not over until we're sitting in front of the right people to ensure that EVERY employee of Sam's Club & Walmart are treated fairly and equal without any retaliation!!!
Update:
I commend the store manager in reaching out to my wife, but at this point I truly feel if other course of action should be taken!!! October 8, 2022 Mrs. (Ms) Angel Williams pulls my wife to the table and stated "I am surprised that you came back, after all the things your husband said concerning me. He said alot which was hurtful." From this I realize it wasn't her decision in bringing her back nor did she speak with her manager before doing what she did!!! So from that day she along with her daughter and other staff that she has gathered decides they want to take aim of get back at her because of t
Roderick Dennis Sr.
My wife has worked for this location and was wrongfully terminated due to her being under the doctors care, in which a letter from the physician was provided but denied due to them not accepting excuses nor letters from anyone per supervisor. She was discriminated against due to her having to be out of work from her loosing blood threatning a miscarriage but what did she get in return? A text stating per her supervisor discharge paperwork which goes against HIPPA Law protecting individuals privacy, which providing said documents wasn't the problem but the fact that you would violate her rights as being pregnant stressing her out the more and adding on more stress. As her husband I am going stand for that which is right and will be seeking legal remedy concerning this issue and will not allow this to happen to another employee when they are facing circumstances as such. In instances as this, other remedies should have been set in place to assist her in a smooth process as a valued employee but I see that value part didn't go as far as the writing of the word. As management of corporations or small businesses there is still laws that one must abide by and govern themselves. I normally don't get into my wife's affairs unless it's deemed necessary but this has crossed the line as you would have rather have her work bleeding out on the floor than to seek medical attention and follow her physician's advice in resting until better. So please be advice that this place of business does not care whether your sick under doctors care or not they want you on their clock working.......but I hate to inform them not mine!!! We have lost one child and we will do and follow all protective measures to ensure we don't go down that road again. So with that being said, I am very disturb as to how the supervisor Mrs. (Ms) Angel and general manager handled this situation. As stated before I will seek all legal remedy that governs women and their rights in child birth. We as individuals has no control over how our bodies process certain things, in which this isn't a case of Oh I just want to be out of work........but of that following doctors orders as to stay in bed and rest before things unwanted happens. She has tried reaching out to the corporate office with no assistance but sending her back to speak with general manager. In this she should have been given appropriate numbers to call concerning FMLA or other remedies concerning urgent situations as this but none of that was done. Filing paperwork with Segdwick isn't urgent remedies because with such company that govern many large businesses are slowful in processing things and per them per case was still open and going through review but per her supervisor Mrs. Angel "it will be denied and I will still be letting you go. Your just holding up space". That shows how much appreciation this evil nasty individual has, and being a woman at that. My personal job has things in place which was offered during this time, for me to see after my wife and did not threaten nor express that I needed to provide them with my wife's discharge paperwork. For all of this I am speaking of I have all the reciepts texts, dates, and call logs......It's not over until we're sitting in front of the right people to ensure that EVERY employee of Sam's Club & Walmart are treated fairly and equal without any retaliation!!!
Update:
I commend the store manager in reaching out to my wife, but at this point I truly feel if other course of action should be taken!!! October 8, 2022 Mrs. (Ms) Angel Williams pulls my wife to the table and stated "I am surprised that you came back, after all the things your husband said concerning me. He said alot which was hurtful." From this I realize it wasn't her decision in bringing her back nor did she speak with her manager before doing what she did!!! So from that day she along with her daughter and other staff that she has gathered decides they want to take aim of get back at her because of t
Roderick Dennis Sr.
My wife has worked for this location and was wrongfully terminated due to her being under the doctors care, in which a letter from the physician was provided but denied due to them not accepting excuses nor letters from anyone per supervisor. She was discriminated against due to her having to be out of work from her loosing blood threatning a miscarriage but what did she get in return? A text stating per her supervisor discharge paperwork which goes against HIPPA Law protecting individuals privacy, which providing said documents wasn't the problem but the fact that you would violate her rights as being pregnant stressing her out the more and adding on more stress. As her husband I am going stand for that which is right and will be seeking legal remedy concerning this issue and will not allow this to happen to another employee when they are facing circumstances as such. In instances as this, other remedies should have been set in place to assist her in a smooth process as a valued employee but I see that value part didn't go as far as the writing of the word. As management of corporations or small businesses there is still laws that one must abide by and govern themselves. I normally don't get into my wife's affairs unless it's deemed necessary but this has crossed the line as you would have rather have her work bleeding out on the floor than to seek medical attention and follow her physician's advice in resting until better. So please be advice that this place of business does not care whether your sick under doctors care or not they want you on their clock working.......but I hate to inform them not mine!!! We have lost one child and we will do and follow all protective measures to ensure we don't go down that road again. So with that being said, I am very disturb as to how the supervisor Mrs. (Ms) Angel and general manager handled this situation. As stated before I will seek all legal remedy that governs women and their rights in child birth. We as individuals has no control over how our bodies process certain things, in which this isn't a case of Oh I just want to be out of work........but of that following doctors orders as to stay in bed and rest before things unwanted happens. She has tried reaching out to the corporate office with no assistance but sending her back to speak with general manager. In this she should have been given appropriate numbers to call concerning FMLA or other remedies concerning urgent situations as this but none of that was done. Filing paperwork with Segdwick isn't urgent remedies because with such company that govern many large businesses are slowful in processing things and per them per case was still open and going through review but per her supervisor Mrs. Angel "it will be denied and I will still be letting you go. Your just holding up space". That shows how much appreciation this evil nasty individual has, and being a woman at that. My personal job has things in place which was offered during this time, for me to see after my wife and did not threaten nor express that I needed to provide them with my wife's discharge paperwork. For all of this I am speaking of I have all the reciepts texts, dates, and call logs......It's not over until we're sitting in front of the right people to ensure that EVERY employee of Sam's Club & Walmart are treated fairly and equal without any retaliation!!! Update: I commend the store manager in reaching out to my wife, but at this point I truly feel if other course of action should be taken!!! October 8, 2022 Mrs. (Ms) Angel Williams pulls my wife to the table and stated "I am surprised that you came back, after all the things your husband said concerning me. He said alot which was hurtful." From this I realize it wasn't her decision in bringing her back nor did she speak with her manager before doing what she did!!! So from that day she along with her daughter and other staff that she has gathered decides they want to take aim of get back at her because of t
Roderick Dennis Sr.
My wife has worked for this location and was wrongfully terminated due to her being under the doctors care, in which a letter from the physician was provided but denied due to them not accepting excuses nor letters from anyone per supervisor. She was discriminated against due to her having to be out of work from her loosing blood threatning a miscarriage but what did she get in return? A text stating per her supervisor discharge paperwork which goes against HIPPA Law protecting individuals privacy, which providing said documents wasn't the problem but the fact that you would violate her rights as being pregnant stressing her out the more and adding on more stress. As her husband I am going stand for that which is right and will be seeking legal remedy concerning this issue and will not allow this to happen to another employee when they are facing circumstances as such. In instances as this, other remedies should have been set in place to assist her in a smooth process as a valued employee but I see that value part didn't go as far as the writing of the word. As management of corporations or small businesses there is still laws that one must abide by and govern themselves. I normally don't get into my wife's affairs unless it's deemed necessary but this has crossed the line as you would have rather have her work bleeding out on the floor than to seek medical attention and follow her physician's advice in resting until better. So please be advice that this place of business does not care whether your sick under doctors care or not they want you on their clock working.......but I hate to inform them not mine!!! We have lost one child and we will do and follow all protective measures to ensure we don't go down that road again. So with that being said, I am very disturb as to how the supervisor Mrs. (Ms) Angel and general manager handled this situation. As stated before I will seek all legal remedy that governs women and their rights in child birth. We as individuals has no control over how our bodies process certain things, in which this isn't a case of Oh I just want to be out of work........but of that following doctors orders as to stay in bed and rest before things unwanted happens. She has tried reaching out to the corporate office with no assistance but sending her back to speak with general manager. In this she should have been given appropriate numbers to call concerning FMLA or other remedies concerning urgent situations as this but none of that was done. Filing paperwork with Segdwick isn't urgent remedies because with such company that govern many large businesses are slowful in processing things and per them per case was still open and going through review but per her supervisor Mrs. Angel "it will be denied and I will still be letting you go. Your just holding up space". That shows how much appreciation this evil nasty individual has, and being a woman at that. My personal job has things in place which was offered during this time, for me to see after my wife and did not threaten nor express that I needed to provide them with my wife's discharge paperwork. For all of this I am speaking of I have all the reciepts texts, dates, and call logs......It's not over until we're sitting in front of the right people to ensure that EVERY employee of Sam's Club & Walmart are treated fairly and equal without any retaliation!!!
Update:
I commend the store manager in reaching out to my wife, but at this point I truly feel if other course of action should be taken!!! October 8, 2022 Mrs. (Ms) Angel Williams pulls my wife to the table and stated "I am surprised that you came back, after all the things your husband said concerning me. He said alot which was hurtful." From this I realize it wasn't her decision in bringing her back nor did she speak with her manager before doing what she did!!! So from that day she along with her daughter and other staff that she has gathered decides they want to take aim of get back at her because of t
Awesome associates at this club!
Install their app on your phone and use "scan and go". You'll thank me later for the time you saved.
So this is far from fine dining, but when you are shopping and want to grab a bite, it is hard to beat. The pizza and hotdogs are filling and a value that can't be topped. They also offer a good selection of treats if you are looking for something other than a meal. I would recommend grabbing a quick bite here when you plan your shopping excursions.
Atmosphere: 3
Food: 4
Service: 3
Pizza is really good. No complaints about the quality of the food. Price is very reasonable. Only a 10 minute wait for the pizza pie to be made on order.The only downside is that they have a pizza with veggie toppings that also contains meats. They don’t make pizza with only the veggie toppings (without the meats) so a vegetarian person cannot enjoy the veggie topping pizza.That business plan does not make sense to me. They should have the following options to cater to a wider audience - cheese, veggie and meats. That way everybody can get something they would enjoy eating.
Atmosphere: 5
Food: 5
Service: 5
Excellent and kind employees. They always let me order pepperoni free pizza pretzels :)
Atmosphere: 2
Food: 5
Service: 5
Don’t want to stand in a 15-minute line, you can now order in the app and skip the long wait. Praise the lord.
Eat for less ?
My wife has worked for this location and was wrongfully terminated due to her being under the doctors care, in which a letter from the physician was provided but denied due to them not accepting excuses nor letters from anyone per supervisor. She was discriminated against due to her having to be out of work from her loosing blood threatning a miscarriage but what did she get in return? A text stating per her supervisor discharge paperwork which goes against HIPPA Law protecting individuals privacy, which providing said documents wasn't the problem but the fact that you would violate her rights as being pregnant stressing her out the more and adding on more stress. As her husband I am going stand for that which is right and will be seeking legal remedy concerning this issue and will not allow this to happen to another employee when they are facing circumstances as such. In instances as this, other remedies should have been set in place to assist her in a smooth process as a valued employee but I see that value part didn't go as far as the writing of the word. As management of corporations or small businesses there is still laws that one must abide by and govern themselves. I normally don't get into my wife's affairs unless it's deemed necessary but this has crossed the line as you would have rather have her work bleeding out on the floor than to seek medical attention and follow her physician's advice in resting until better. So please be advice that this place of business does not care whether your sick under doctors care or not they want you on their clock working.......but I hate to inform them not mine!!! We have lost one child and we will do and follow all protective measures to ensure we don't go down that road again. So with that being said, I am very disturb as to how the supervisor Mrs. (Ms) Angel and general manager handled this situation. As stated before I will seek all legal remedy that governs women and their rights in child birth. We as individuals has no control over how our bodies process certain things, in which this isn't a case of Oh I just want to be out of work........but of that following doctors orders as to stay in bed and rest before things unwanted happens. She has tried reaching out to the corporate office with no assistance but sending her back to speak with general manager. In this she should have been given appropriate numbers to call concerning FMLA or other remedies concerning urgent situations as this but none of that was done. Filing paperwork with Segdwick isn't urgent remedies because with such company that govern many large businesses are slowful in processing things and per them per case was still open and going through review but per her supervisor Mrs. Angel "it will be denied and I will still be letting you go. Your just holding up space". That shows how much appreciation this evil nasty individual has, and being a woman at that. My personal job has things in place which was offered during this time, for me to see after my wife and did not threaten nor express that I needed to provide them with my wife's discharge paperwork. For all of this I am speaking of I have all the reciepts texts, dates, and call logs......It's not over until we're sitting in front of the right people to ensure that EVERY employee of Sam's Club & Walmart are treated fairly and equal without any retaliation!!! Update: I commend the store manager in reaching out to my wife, but at this point I truly feel if other course of action should be taken!!! October 8, 2022 Mrs. (Ms) Angel Williams pulls my wife to the table and stated "I am surprised that you came back, after all the things your husband said concerning me. He said alot which was hurtful." From this I realize it wasn't her decision in bringing her back nor did she speak with her manager before doing what she did!!! So from that day she along with her daughter and other staff that she has gathered decides they want to take aim of get back at her because of t
My wife has worked for this location and was wrongfully terminated due to her being under the doctors care, in which a letter from the physician was provided but denied due to them not accepting excuses nor letters from anyone per supervisor. She was discriminated against due to her having to be out of work from her loosing blood threatning a miscarriage but what did she get in return? A text stating per her supervisor discharge paperwork which goes against HIPPA Law protecting individuals privacy, which providing said documents wasn't the problem but the fact that you would violate her rights as being pregnant stressing her out the more and adding on more stress. As her husband I am going stand for that which is right and will be seeking legal remedy concerning this issue and will not allow this to happen to another employee when they are facing circumstances as such. In instances as this, other remedies should have been set in place to assist her in a smooth process as a valued employee but I see that value part didn't go as far as the writing of the word. As management of corporations or small businesses there is still laws that one must abide by and govern themselves. I normally don't get into my wife's affairs unless it's deemed necessary but this has crossed the line as you would have rather have her work bleeding out on the floor than to seek medical attention and follow her physician's advice in resting until better. So please be advice that this place of business does not care whether your sick under doctors care or not they want you on their clock working.......but I hate to inform them not mine!!! We have lost one child and we will do and follow all protective measures to ensure we don't go down that road again. So with that being said, I am very disturb as to how the supervisor Mrs. (Ms) Angel and general manager handled this situation. As stated before I will seek all legal remedy that governs women and their rights in child birth. We as individuals has no control over how our bodies process certain things, in which this isn't a case of Oh I just want to be out of work........but of that following doctors orders as to stay in bed and rest before things unwanted happens. She has tried reaching out to the corporate office with no assistance but sending her back to speak with general manager. In this she should have been given appropriate numbers to call concerning FMLA or other remedies concerning urgent situations as this but none of that was done. Filing paperwork with Segdwick isn't urgent remedies because with such company that govern many large businesses are slowful in processing things and per them per case was still open and going through review but per her supervisor Mrs. Angel "it will be denied and I will still be letting you go. Your just holding up space". That shows how much appreciation this evil nasty individual has, and being a woman at that. My personal job has things in place which was offered during this time, for me to see after my wife and did not threaten nor express that I needed to provide them with my wife's discharge paperwork. For all of this I am speaking of I have all the reciepts texts, dates, and call logs......It's not over until we're sitting in front of the right people to ensure that EVERY employee of Sam's Club & Walmart are treated fairly and equal without any retaliation!!! Update: I commend the store manager in reaching out to my wife, but at this point I truly feel if other course of action should be taken!!! October 8, 2022 Mrs. (Ms) Angel Williams pulls my wife to the table and stated "I am surprised that you came back, after all the things your husband said concerning me. He said alot which was hurtful." From this I realize it wasn't her decision in bringing her back nor did she speak with her manager before doing what she did!!! So from that day she along with her daughter and other staff that she has gathered decides they want to take aim of get back at her because of t
My wife has worked for this location and was wrongfully terminated due to her being under the doctors care, in which a letter from the physician was provided but denied due to them not accepting excuses nor letters from anyone per supervisor. She was discriminated against due to her having to be out of work from her loosing blood threatning a miscarriage but what did she get in return? A text stating per her supervisor discharge paperwork which goes against HIPPA Law protecting individuals privacy, which providing said documents wasn't the problem but the fact that you would violate her rights as being pregnant stressing her out the more and adding on more stress. As her husband I am going stand for that which is right and will be seeking legal remedy concerning this issue and will not allow this to happen to another employee when they are facing circumstances as such. In instances as this, other remedies should have been set in place to assist her in a smooth process as a valued employee but I see that value part didn't go as far as the writing of the word. As management of corporations or small businesses there is still laws that one must abide by and govern themselves. I normally don't get into my wife's affairs unless it's deemed necessary but this has crossed the line as you would have rather have her work bleeding out on the floor than to seek medical attention and follow her physician's advice in resting until better. So please be advice that this place of business does not care whether your sick under doctors care or not they want you on their clock working.......but I hate to inform them not mine!!! We have lost one child and we will do and follow all protective measures to ensure we don't go down that road again. So with that being said, I am very disturb as to how the supervisor Mrs. (Ms) Angel and general manager handled this situation. As stated before I will seek all legal remedy that governs women and their rights in child birth. We as individuals has no control over how our bodies process certain things, in which this isn't a case of Oh I just want to be out of work........but of that following doctors orders as to stay in bed and rest before things unwanted happens. She has tried reaching out to the corporate office with no assistance but sending her back to speak with general manager. In this she should have been given appropriate numbers to call concerning FMLA or other remedies concerning urgent situations as this but none of that was done. Filing paperwork with Segdwick isn't urgent remedies because with such company that govern many large businesses are slowful in processing things and per them per case was still open and going through review but per her supervisor Mrs. Angel "it will be denied and I will still be letting you go. Your just holding up space". That shows how much appreciation this evil nasty individual has, and being a woman at that. My personal job has things in place which was offered during this time, for me to see after my wife and did not threaten nor express that I needed to provide them with my wife's discharge paperwork. For all of this I am speaking of I have all the reciepts texts, dates, and call logs......It's not over until we're sitting in front of the right people to ensure that EVERY employee of Sam's Club & Walmart are treated fairly and equal without any retaliation!!! Update: I commend the store manager in reaching out to my wife, but at this point I truly feel if other course of action should be taken!!! October 8, 2022 Mrs. (Ms) Angel Williams pulls my wife to the table and stated "I am surprised that you came back, after all the things your husband said concerning me. He said alot which was hurtful." From this I realize it wasn't her decision in bringing her back nor did she speak with her manager before doing what she did!!! So from that day she along with her daughter and other staff that she has gathered decides they want to take aim of get back at her because of t
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My wife has worked for this location and was wrongfully terminated due to her being under the doctors care, in which a letter from the physician was provided but denied due to them not accepting excuses nor letters from anyone per supervisor. She was discriminated against due to her having to be out of work from her loosing blood threatning a miscarriage but what did she get in return? A text stating per her supervisor discharge paperwork which goes against HIPPA Law protecting individuals privacy, which providing said documents wasn't the problem but the fact that you would violate her rights as being pregnant stressing her out the more and adding on more stress. As her husband I am going stand for that which is right and will be seeking legal remedy concerning this issue and will not allow this to happen to another employee when they are facing circumstances as such. In instances as this, other remedies should have been set in place to assist her in a smooth process as a valued employee but I see that value part didn't go as far as the writing of the word. As management of corporations or small businesses there is still laws that one must abide by and govern themselves. I normally don't get into my wife's affairs unless it's deemed necessary but this has crossed the line as you would have rather have her work bleeding out on the floor than to seek medical attention and follow her physician's advice in resting until better. So please be advice that this place of business does not care whether your sick under doctors care or not they want you on their clock working.......but I hate to inform them not mine!!! We have lost one child and we will do and follow all protective measures to ensure we don't go down that road again. So with that being said, I am very disturb as to how the supervisor Mrs. (Ms) Angel and general manager handled this situation. As stated before I will seek all legal remedy that governs women and their rights in child birth. We as individuals has no control over how our bodies process certain things, in which this isn't a case of Oh I just want to be out of work........but of that following doctors orders as to stay in bed and rest before things unwanted happens. She has tried reaching out to the corporate office with no assistance but sending her back to speak with general manager. In this she should have been given appropriate numbers to call concerning FMLA or other remedies concerning urgent situations as this but none of that was done. Filing paperwork with Segdwick isn't urgent remedies because with such company that govern many large businesses are slowful in processing things and per them per case was still open and going through review but per her supervisor Mrs. Angel "it will be denied and I will still be letting you go. Your just holding up space". That shows how much appreciation this evil nasty individual has, and being a woman at that. My personal job has things in place which was offered during this time, for me to see after my wife and did not threaten nor express that I needed to provide them with my wife's discharge paperwork. For all of this I am speaking of I have all the reciepts texts, dates, and call logs......It's not over until we're sitting in front of the right people to ensure that EVERY employee of Sam's Club & Walmart are treated fairly and equal without any retaliation!!! Update: I commend the store manager in reaching out to my wife, but at this point I truly feel if other course of action should be taken!!! October 8, 2022 Mrs. (Ms) Angel Williams pulls my wife to the table and stated "I am surprised that you came back, after all the things your husband said concerning me. He said alot which was hurtful." From this I realize it wasn't her decision in bringing her back nor did she speak with her manager before doing what she did!!! So from that day she along with her daughter and other staff that she has gathered decides they want to take aim of get back at her because of t
My wife has worked for this location and was wrongfully terminated due to her being under the doctors care, in which a letter from the physician was provided but denied due to them not accepting excuses nor letters from anyone per supervisor. She was discriminated against due to her having to be out of work from her loosing blood threatning a miscarriage but what did she get in return? A text stating per her supervisor discharge paperwork which goes against HIPPA Law protecting individuals privacy, which providing said documents wasn't the problem but the fact that you would violate her rights as being pregnant stressing her out the more and adding on more stress. As her husband I am going stand for that which is right and will be seeking legal remedy concerning this issue and will not allow this to happen to another employee when they are facing circumstances as such. In instances as this, other remedies should have been set in place to assist her in a smooth process as a valued employee but I see that value part didn't go as far as the writing of the word. As management of corporations or small businesses there is still laws that one must abide by and govern themselves. I normally don't get into my wife's affairs unless it's deemed necessary but this has crossed the line as you would have rather have her work bleeding out on the floor than to seek medical attention and follow her physician's advice in resting until better. So please be advice that this place of business does not care whether your sick under doctors care or not they want you on their clock working.......but I hate to inform them not mine!!! We have lost one child and we will do and follow all protective measures to ensure we don't go down that road again. So with that being said, I am very disturb as to how the supervisor Mrs. (Ms) Angel and general manager handled this situation. As stated before I will seek all legal remedy that governs women and their rights in child birth. We as individuals has no control over how our bodies process certain things, in which this isn't a case of Oh I just want to be out of work........but of that following doctors orders as to stay in bed and rest before things unwanted happens. She has tried reaching out to the corporate office with no assistance but sending her back to speak with general manager. In this she should have been given appropriate numbers to call concerning FMLA or other remedies concerning urgent situations as this but none of that was done. Filing paperwork with Segdwick isn't urgent remedies because with such company that govern many large businesses are slowful in processing things and per them per case was still open and going through review but per her supervisor Mrs. Angel "it will be denied and I will still be letting you go. Your just holding up space". That shows how much appreciation this evil nasty individual has, and being a woman at that. My personal job has things in place which was offered during this time, for me to see after my wife and did not threaten nor express that I needed to provide them with my wife's discharge paperwork. For all of this I am speaking of I have all the reciepts texts, dates, and call logs......It's not over until we're sitting in front of the right people to ensure that EVERY employee of Sam's Club & Walmart are treated fairly and equal without any retaliation!!! Update: I commend the store manager in reaching out to my wife, but at this point I truly feel if other course of action should be taken!!! October 8, 2022 Mrs. (Ms) Angel Williams pulls my wife to the table and stated "I am surprised that you came back, after all the things your husband said concerning me. He said alot which was hurtful." From this I realize it wasn't her decision in bringing her back nor did she speak with her manager before doing what she did!!! So from that day she along with her daughter and other staff that she has gathered decides they want to take aim of get back at her because of t
My wife has worked for this location and was wrongfully terminated due to her being under the doctors care, in which a letter from the physician was provided but denied due to them not accepting excuses nor letters from anyone per supervisor. She was discriminated against due to her having to be out of work from her loosing blood threatning a miscarriage but what did she get in return? A text stating per her supervisor discharge paperwork which goes against HIPPA Law protecting individuals privacy, which providing said documents wasn't the problem but the fact that you would violate her rights as being pregnant stressing her out the more and adding on more stress. As her husband I am going stand for that which is right and will be seeking legal remedy concerning this issue and will not allow this to happen to another employee when they are facing circumstances as such. In instances as this, other remedies should have been set in place to assist her in a smooth process as a valued employee but I see that value part didn't go as far as the writing of the word. As management of corporations or small businesses there is still laws that one must abide by and govern themselves. I normally don't get into my wife's affairs unless it's deemed necessary but this has crossed the line as you would have rather have her work bleeding out on the floor than to seek medical attention and follow her physician's advice in resting until better. So please be advice that this place of business does not care whether your sick under doctors care or not they want you on their clock working.......but I hate to inform them not mine!!! We have lost one child and we will do and follow all protective measures to ensure we don't go down that road again. So with that being said, I am very disturb as to how the supervisor Mrs. (Ms) Angel and general manager handled this situation. As stated before I will seek all legal remedy that governs women and their rights in child birth. We as individuals has no control over how our bodies process certain things, in which this isn't a case of Oh I just want to be out of work........but of that following doctors orders as to stay in bed and rest before things unwanted happens. She has tried reaching out to the corporate office with no assistance but sending her back to speak with general manager. In this she should have been given appropriate numbers to call concerning FMLA or other remedies concerning urgent situations as this but none of that was done. Filing paperwork with Segdwick isn't urgent remedies because with such company that govern many large businesses are slowful in processing things and per them per case was still open and going through review but per her supervisor Mrs. Angel "it will be denied and I will still be letting you go. Your just holding up space". That shows how much appreciation this evil nasty individual has, and being a woman at that. My personal job has things in place which was offered during this time, for me to see after my wife and did not threaten nor express that I needed to provide them with my wife's discharge paperwork. For all of this I am speaking of I have all the reciepts texts, dates, and call logs......It's not over until we're sitting in front of the right people to ensure that EVERY employee of Sam's Club & Walmart are treated fairly and equal without any retaliation!!! Update: I commend the store manager in reaching out to my wife, but at this point I truly feel if other course of action should be taken!!! October 8, 2022 Mrs. (Ms) Angel Williams pulls my wife to the table and stated "I am surprised that you came back, after all the things your husband said concerning me. He said alot which was hurtful." From this I realize it wasn't her decision in bringing her back nor did she speak with her manager before doing what she did!!! So from that day she along with her daughter and other staff that she has gathered decides they want to take aim of get back at her because of t
My wife has worked for this location and was wrongfully terminated due to her being under the doctors care, in which a letter from the physician was provided but denied due to them not accepting excuses nor letters from anyone per supervisor. She was discriminated against due to her having to be out of work from her loosing blood threatning a miscarriage but what did she get in return? A text stating per her supervisor discharge paperwork which goes against HIPPA Law protecting individuals privacy, which providing said documents wasn't the problem but the fact that you would violate her rights as being pregnant stressing her out the more and adding on more stress. As her husband I am going stand for that which is right and will be seeking legal remedy concerning this issue and will not allow this to happen to another employee when they are facing circumstances as such. In instances as this, other remedies should have been set in place to assist her in a smooth process as a valued employee but I see that value part didn't go as far as the writing of the word. As management of corporations or small businesses there is still laws that one must abide by and govern themselves. I normally don't get into my wife's affairs unless it's deemed necessary but this has crossed the line as you would have rather have her work bleeding out on the floor than to seek medical attention and follow her physician's advice in resting until better. So please be advice that this place of business does not care whether your sick under doctors care or not they want you on their clock working.......but I hate to inform them not mine!!! We have lost one child and we will do and follow all protective measures to ensure we don't go down that road again. So with that being said, I am very disturb as to how the supervisor Mrs. (Ms) Angel and general manager handled this situation. As stated before I will seek all legal remedy that governs women and their rights in child birth. We as individuals has no control over how our bodies process certain things, in which this isn't a case of Oh I just want to be out of work........but of that following doctors orders as to stay in bed and rest before things unwanted happens. She has tried reaching out to the corporate office with no assistance but sending her back to speak with general manager. In this she should have been given appropriate numbers to call concerning FMLA or other remedies concerning urgent situations as this but none of that was done. Filing paperwork with Segdwick isn't urgent remedies because with such company that govern many large businesses are slowful in processing things and per them per case was still open and going through review but per her supervisor Mrs. Angel "it will be denied and I will still be letting you go. Your just holding up space". That shows how much appreciation this evil nasty individual has, and being a woman at that. My personal job has things in place which was offered during this time, for me to see after my wife and did not threaten nor express that I needed to provide them with my wife's discharge paperwork. For all of this I am speaking of I have all the reciepts texts, dates, and call logs......It's not over until we're sitting in front of the right people to ensure that EVERY employee of Sam's Club & Walmart are treated fairly and equal without any retaliation!!! Update: I commend the store manager in reaching out to my wife, but at this point I truly feel if other course of action should be taken!!! October 8, 2022 Mrs. (Ms) Angel Williams pulls my wife to the table and stated "I am surprised that you came back, after all the things your husband said concerning me. He said alot which was hurtful." From this I realize it wasn't her decision in bringing her back nor did she speak with her manager before doing what she did!!! So from that day she along with her daughter and other staff that she has gathered decides they want to take aim of get back at her because of t
My wife has worked for this location and was wrongfully terminated due to her being under the doctors care, in which a letter from the physician was provided but denied due to them not accepting excuses nor letters from anyone per supervisor. She was discriminated against due to her having to be out of work from her loosing blood threatning a miscarriage but what did she get in return? A text stating per her supervisor discharge paperwork which goes against HIPPA Law protecting individuals privacy, which providing said documents wasn't the problem but the fact that you would violate her rights as being pregnant stressing her out the more and adding on more stress. As her husband I am going stand for that which is right and will be seeking legal remedy concerning this issue and will not allow this to happen to another employee when they are facing circumstances as such. In instances as this, other remedies should have been set in place to assist her in a smooth process as a valued employee but I see that value part didn't go as far as the writing of the word. As management of corporations or small businesses there is still laws that one must abide by and govern themselves. I normally don't get into my wife's affairs unless it's deemed necessary but this has crossed the line as you would have rather have her work bleeding out on the floor than to seek medical attention and follow her physician's advice in resting until better. So please be advice that this place of business does not care whether your sick under doctors care or not they want you on their clock working.......but I hate to inform them not mine!!! We have lost one child and we will do and follow all protective measures to ensure we don't go down that road again. So with that being said, I am very disturb as to how the supervisor Mrs. (Ms) Angel and general manager handled this situation. As stated before I will seek all legal remedy that governs women and their rights in child birth. We as individuals has no control over how our bodies process certain things, in which this isn't a case of Oh I just want to be out of work........but of that following doctors orders as to stay in bed and rest before things unwanted happens. She has tried reaching out to the corporate office with no assistance but sending her back to speak with general manager. In this she should have been given appropriate numbers to call concerning FMLA or other remedies concerning urgent situations as this but none of that was done. Filing paperwork with Segdwick isn't urgent remedies because with such company that govern many large businesses are slowful in processing things and per them per case was still open and going through review but per her supervisor Mrs. Angel "it will be denied and I will still be letting you go. Your just holding up space". That shows how much appreciation this evil nasty individual has, and being a woman at that. My personal job has things in place which was offered during this time, for me to see after my wife and did not threaten nor express that I needed to provide them with my wife's discharge paperwork. For all of this I am speaking of I have all the reciepts texts, dates, and call logs......It's not over until we're sitting in front of the right people to ensure that EVERY employee of Sam's Club & Walmart are treated fairly and equal without any retaliation!!! Update: I commend the store manager in reaching out to my wife, but at this point I truly feel if other course of action should be taken!!! October 8, 2022 Mrs. (Ms) Angel Williams pulls my wife to the table and stated "I am surprised that you came back, after all the things your husband said concerning me. He said alot which was hurtful." From this I realize it wasn't her decision in bringing her back nor did she speak with her manager before doing what she did!!! So from that day she along with her daughter and other staff that she has gathered decides they want to take aim of get back at her because of t
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