As the largest supermarket chain in the United States, Kroger is a major employer with over 465,000 associates across its various retail formats. If you currently work at Kroger or are considering applying for a job, it‘s crucial to understand the company‘s termination policies. Being fired is stressful under any circumstances, but especially so if it comes as a surprise.
In this comprehensive guide, we‘ll break down everything you need to know about termination at Kroger – from the most common reasons employees get fired, to what happens during the probationary period, to whether you can be rehired after termination. We‘ll also share some helpful tips for Kroger employees to minimize your risk of being terminated.
8 Reasons You Can Get Fired From Kroger
According to Kroger‘s employee handbook, there are a number of behaviors and infractions that can lead to termination. Some may result in immediate dismissal, while others require multiple offenses before termination. Here are 8 of the most common reasons Kroger employees get fired:
1. Excessive absenteeism or tardiness
Maintaining good attendance is one of the most basic expectations for holding a job. If you frequently miss work or show up late without a valid excuse, it will put your job at risk.
Kroger‘s employee handbook states: "Unexcused or excessive absenteeism or tardiness will result in disciplinary action up to and including termination." However, the exact attendance policy varies somewhat by department and location.
"In my experience, you‘ll get a verbal warning after 3 unexcused absences, a written warning after 5, and termination after 7," says Sarah*, a former Kroger cashier. "But I‘ve heard in other stores you can be fired after 10 absences in a year. It really depends on how strictly your manager enforces it."
Attendance issues are a pervasive problem in the retail industry. A study by the National Retail Federation found that absenteeism costs retailers an average of $660 per employee per year. Retailers with stricter attendance policies like Kroger aim to mitigate this cost.
(*Names have been changed to protect privacy)
2. No call, no show
Even more serious than frequent absences is failing to show up for a scheduled shift without notifying your manager, known as "no call, no show". At Kroger, if you no call no show for just one shift, you can be terminated on the spot.
"Kroger has a strict zero-tolerance policy for no call no shows," says Mark*, a current Kroger department lead. "If you‘re a no call no show, that‘s treated as job abandonment and they will immediately process your termination."
The only exception is if you have a serious emergency that prevented you from contacting your manager. "I‘ve seen a couple cases where an employee had a car accident on the way to work or was hospitalized, and then later provided documentation. In those rare cases the termination was reversed," Mark explains.
However, you shouldn‘t count on leniency for no call no shows – it‘s always best to communicate with your manager if you are unable to make it to work. Giving a heads up, even if it‘s short notice, can make the difference between keeping your job and immediate termination.
3. Theft
Unsurprisingly, stealing is one of the most serious offenses at Kroger and will result in automatic termination. This includes all forms of theft, whether from the cash register, stealing merchandise, or "time theft" (e.g. falsely reporting hours worked).
Retail shrink, which includes employee theft, cost U.S. retailers $61.7 billion in 2019 according to the National Retail Federation. Kroger uses a variety of loss prevention methods like security cameras, asset protection associates, and data analytics to identify potential theft.
"We had an employee get fired because she was caught on camera stealing makeup from the beauty aisle," Sarah shares. "Loss prevention escorted her out immediately and she was terminated the same day. Kroger takes theft extremely seriously."
Even theft of small items or amounts can lead to termination, so it‘s never worth the risk. Follow procedures for employee discounts and purchasing items during breaks to avoid any misunderstandings.
4. Selling age-restricted products to minors
As a grocery store that sells alcohol, tobacco, and certain medications, Kroger is vigilant about complying with laws around age-restricted products. Cashiers are required to carefully check ID for any customers who appear under 40 when purchasing these items.
"Selling alcohol or cigarettes to underage customers is a big liability for Kroger. If you get caught doing that even once, you‘ll be fired right away," says Hassan*, a Kroger front-end supervisor.
Retailers can face steep fines, license suspensions, and even criminal charges for selling age-restricted products to minors. A first-time violation can cost up to $1,500 in some states. Firing employees who break these laws is a way for Kroger to demonstrate compliance and avoid liability.
5. Harassment or discrimination
All Kroger employees are required to treat coworkers, customers, and vendors with respect. Harassment, bullying, abuse, or discrimination of any kind is not tolerated and will lead to termination in most cases.
U.S. companies paid out $68.2 million to employees alleging harassment or discrimination in 2019 according to the Equal Employment Opportunity Commission. Kroger aims to avoid these costly lawsuits by swiftly investigating and terminating employees who engage in misconduct.
"We take harassment extremely seriously and investigate any complaints thoroughly," says Denise*, a Kroger HR manager. "In addition to termination, we will involve law enforcement if any harassment involved assault or threats of violence."
6. Drug and alcohol violations
Kroger employees can be drug tested in cases of reasonable suspicion, and must test negative to remain employed. Coming to work under the influence of drugs or alcohol is also prohibited and grounds for immediate termination.
In 2019, positive drug tests in the U.S. workforce reached a 16-year high according to lab services provider Quest Diagnostics. In the retail industry, 4.7% of employee drug tests were positive.
In addition, any employees who operate heavy machinery like forklifts must consent to random drug testing per federal law. Testing positive or refusing a drug test will result in termination.
"We randomly drug test about a quarter of our forklift drivers each quarter," says Mark. "One time an employee walked off the job when he was selected because he knew he would fail. He was terminated for refusal to test."
7. Insubordination
Employees are expected to follow reasonable instructions from managers and supervisors. While disagreements are normal, consistently refusing to carry out job duties or disrespecting leadership can lead to termination for insubordination.
"I‘ve had to fire a few employees for insubordination over the years," Mark says. "In those cases, there was a pattern of arguing with supervisors, refusing assignments, and disrupting the workplace. We try to work with employees to resolve conflicts, but at a certain point we have to let them go."
A 2019 survey by online job site Zippia found that 65% of managers have dealt with at least one insubordinate employee. Coaching and progressive discipline can correct the behavior in some cases, but repeat offenses may result in termination.
8. Company restructuring
Sometimes terminations occur due to larger organizational changes at Kroger outside of an individual employee‘s performance. In cases of store closings, layoffs, or restructuring, groups of employees may be terminated for business reasons.
Kroger closed 119 stores and laid off over 1,300 employees in 2018 as part of a corporate restructuring effort. The company said the closures were due to poor financial performance and lease expirations.
"A few years ago Kroger restructured some middle-management positions to cut costs. I know several department managers who were laid off because their roles were eliminated," Hassan says.
Kroger‘s Probationary Period and Termination
New Kroger employees typically have a probationary period of 30-90 days (sometimes called an "introductory period"). During this time, managers closely evaluate job performance, attendance, and adherence to company policies.
About 1 in 5 new hires are terminated during the probationary period across all industries, according to a study by Equifax Workforce Solutions. Retailers like Kroger use this time to identify underperforming employees before investing in full training.
"The probationary period is basically an extended job interview. Kroger invests a lot in onboarding and training new hires, so they want to thoroughly vet people," Denise explains. "Employees can be let go at any time during the probationary period if there are performance issues or policy violations."
After the probationary period, Kroger follows a progressive discipline policy for most infractions. Employees are issued a verbal warning, followed by one or more written warnings before reaching termination.
However, serious offenses like theft, harassment, or drug/alcohol violations can result in immediate termination, even for long-term employees. Managers have discretion to escalate to termination sooner for repeated issues as well.
Termination and Rehire Eligibility at Kroger
Terminated Kroger employees may be eligible for rehire depending on the circumstances. If you were fired for a severe infraction like theft or violence, you likely won‘t be considered for rehire. But in some cases, former employees terminated for attendance or performance reasons can reapply after a certain time period.
"I‘ve seen people get rehired at Kroger before, but usually only if they were let go for something relatively minor and enough time has passed. It‘s up to the discretion of the hiring manager," says Sarah.
If you resigned voluntarily from Kroger on good terms, you have a better chance at being rehired compared to a termination. Supervisors may be asked to provide a reference on your tenure.
Terminated employees who are rehired will still have to undergo the standard application and interview process. Kroger may also conduct a more extensive background check for rehires. Being rehired is not guaranteed.
Severance for Terminated Kroger Employees
In some cases, terminated Kroger employees may be offered a severance package. Severance is most common in cases of layoffs or restructuring, rather than individual terminations for cause.
Eligibility for severance generally depends on factors like length of employment, your position, and whether you are covered by a union contract. Most Kroger hourly employees do not receive severance if terminated.
If a severance is offered, it is often paid out as a lump sum and may include compensation for unused vacation time or temporary extension of health benefits. Accepting severance may require signing an agreement not to sue the company or disclose certain information.
"When we have a round of layoffs, HR works closely with management to determine severance offers for eligible employees based on their specific situation," says Denise. "It‘s a way to help bridge the gap until they find new employment."
Terminated employees may also be eligible for unemployment benefits depending on the reasons for their dismissal and their state‘s guidelines. Kroger reserves the right to contest unemployment claims for employees fired for cause.
Terminated employees who lose health coverage may have the option to continue it temporarily under COBRA (Consolidated Omnibus Budget Reconciliation Act). COBRA allows individuals to maintain their employer-sponsored health plan for up to 18 months, but the former employee must pay the full premium.
If you are terminated and offered severance, be sure to carefully review the terms and consider consulting an employment attorney before signing any agreements.
Tips for Kroger Employees to Avoid Termination
Based on Kroger‘s termination policies, here are some key tips for employees to protect your job:
- Maintain excellent attendance and always call your manager if you will be late or absent
- Follow all cash handling and loss prevention policies to the letter
- Carefully check ID for age-restricted purchases and never sell to minors
- Treat all customers, coworkers, and vendors with respect at all times
- If you have a conflict with your manager, try to deescalate and resolve it respectfully
- Never come to work under the influence of drugs or alcohol
- Ask HR if you‘re unsure about any company policy
- Take advantage of performance reviews to get feedback and identify areas for improvement
For cashiers and front-end employees, some additional advice:
- Always follow proper bagging procedures to avoid overloading or damaging items
- Call a supervisor immediately if your cash drawer is over or short
- Be extra cautious with WIC and EBT transactions – mistakes can lead to penalties
- Stay alert and greet each customer, even during slow times
Grocery stockers and warehouse workers should keep these tips in mind:
- Observe proper safety protocols when using box cutters, ladders, etc.
- Rotate stock correctly to keep shelves looking full and minimize spoilage
- Double check that load capacities are not exceeded when operating equipment
- Report any spills, damaged products, or unsafe conditions right away
While these tips can‘t prevent termination in every case, employees who consistently follow Kroger‘s policies and procedures are much less likely to be fired. If you do find yourself on a performance improvement plan or receiving disciplinary write-ups, take them seriously and make every effort to correct the issue. Demonstrating responsiveness and commitment to your job can go a long way.
The Bottom Line on Termination at Kroger
Termination is an unfortunate reality at any large company, and Kroger is no exception. While some reasons for getting fired may seem unfair, it‘s important for employees to understand the expectations and policies they are held to.
Kroger‘s probationary period for new hires and progressive discipline policy mean that most employees will have warnings before being terminated for minor infractions. However, more serious offenses can result in immediate dismissal.
If you are terminated from Kroger, depending on the reason, you may be eligible for rehire or severance. But the best approach is to avoid getting fired in the first place by consistently meeting your job responsibilities and following company guidelines.
Ultimately, by being familiar with Kroger‘s termination policies and conducting yourself professionally, you‘ll be well positioned for a successful career at the company. Stay vigilant and proactive about your own performance to minimize your chances of ever being walked out the door.
