Trader Joe’s job listing highlights pay and scheduling trends for Crew

A Trader Joe’s Crew job posting for the store at 14443 Culver Drive in Irvine, California, posted four days earlier, lists a pay range of $18.00 to $21.00 per hour and details typical Crew duties: registering, bagging, stocking, signage and artwork, and the need for evening and weekend availability. The listing also displays aggregated Breakroom survey data from Trader Joe’s employees collected from July 2025 through January 2026, putting workplace trends directly alongside hiring information.

The survey snapshots on the listing surface several workplace realities for Crew members. Nearly half of respondents, 48%, said breaks are unpaid for some workers, a practice employees described as uneven across shifts. A clear majority, 65%, reported that they would not receive pay if they were sick but scheduled to work, signaling persistent gaps in sick pay coverage for many scheduled employees. Respondents also reported that schedules are typically posted less than four weeks in advance for many workers, although most said it is easy to change shifts and to obtain time off when needed. Part-time employees largely reported access to health insurance and paid time off through their roles.

Putting survey data next to a live job listing gives job seekers an immediate view of what day-to-day employment might look like at that location. For prospective Crew, the $18–$21 hourly range establishes baseline compensation expectations in a high-cost area like Irvine, while the survey results raise questions about how paid breaks, sick pay, and predictability of schedules will affect take-home pay and work-life balance. For current Crew, the aggregated responses make common experiences visible across stores and shifts, offering a snapshot of where workplace practices cluster.

The listing’s combination of job details and employee-reported data also speaks to broader dynamics in grocery work: employers continue to recruit for frontline roles that require flexible availability, while employees prioritize clarity on pay practices, paid sick time, and schedule predictability. Ease of shift swapping and access to time off, as reported by respondents, can mitigate some scheduling stress, but unpaid breaks and limited sick pay remain significant concerns for many.

For workers weighing an application or bargaining over schedules and benefits, the posting underscores the practical trade-offs between headline hourly pay and the realities of unpaid breaks or gaps in sick coverage. As hiring continues and employers adjust frontline staffing, workers and managers will likely keep testing solutions for predictability and paid leave that affect both retention and floor coverage.