Dollar General Handbook Outlines Policies, Emphasizes Union Free Approach
A February 2015 Dollar General employee handbook available online lays out the company rules on wages, leave, safety and discipline, and includes a section advocating a union free workplace. The document matters to employees because it defines at will employment, internal reporting channels and dispute procedures, and directs workers to company portals for benefits and updates.
The Dollar General Employee Handbook dated February 2015 and spanning roughly 58 pages serves as a central reference for store level employees on pay, leave, safety and conduct. It compiles payroll schedules, wage and hour policies, time keeping rules, meal and rest periods, attendance expectations, and the company approach to coaching and progressive counseling. It also contains sections on Family and Medical Leave and company administered medical leave, workplace violence and safety protocols, and employee assistance program access.
The handbook explicitly affirms at will employment and reiterates the company equal employment opportunity statement while directing employees to DGme and Dollargeneral.com for self service resources. It lists HR contact channels and an Employee Response Center phone line as avenues for reporting workplace issues and seeking support. The table of contents highlights a section on positive work environment and remaining union free, along with procedures for internal dispute resolution and the open door policy.
For workers, the handbook sets expectations that shape daily operations and supervisory interactions. Attendance, time keeping and progressive counseling provisions govern discipline and scheduling, while the benefits and leave sections determine eligibility for health coverage and retirement planning. Safety, workplace violence and reporting procedures influence how incidents are managed in stores and the degree to which employees can escalate concerns internally. The presence of a clear union free section signals the company position on third party representation, which can affect organizing dynamics and how staff weigh internal remedies against outside options.
The handbook states it is not exhaustive and may be revised, so employees are advised to consult the current version on DGme or StoreNet and to use the listed HR contacts when questions arise. As a formal source of policy, the document remains a practical guide for payroll, benefits claims, safety responses and dispute resolution, and a touchstone for conversations between hourly workers, store managers and corporate HR.
