Dollar General employees allege clock-out edits, scheduled only seven hours weekly

Workers at a Dollar General store alleged that managers edited employees' clock-out times and that staff listed as full-time were being scheduled for only about seven hours a week, a practice that employees say is shrinking pay and eroding trust on the shop floor.

A poster using the handle FunAnt1793 said they were hired as a full-time sales associate but were averaging about seven hours of work per week. The post said the store roster lists three full-time employees alongside several part-time workers. The poster described being required to wait after the register closed and then finding their timecard changed: the worker said they waited until 10:30 p.m. to leave but the clock-out record showed 10:15 p.m. as the end time.

Other employees weighed in on the thread, noting that Dollar General payroll often applies 15-minute rounding and that some stores list positions as full-time while scheduling limited hours. Several comments called out manager edits to clock-outs as potential wage theft. Practical advice circulated in the discussion: check the Legion time logs for edit histories, bring documented instances to the district manager or HR, and keep contemporaneous records of actual hours worked.

Scheduling and hour caps appeared as common themes in replies. Commenters pointed to store budgets and district hour controls that constrain how many hours can be assigned to a location, which can produce tension between nominal position titles and weekly hours. For employees, the consequences reach beyond a shortfall in a single paycheck. Reduced hours can depress take-home pay, complicate budgeting, and affect eligibility for benefits or expected full-time status. Altered time records can also undercut worker trust in store leadership and drive turnover at a time when retail staffing remains tight.

The allegations highlight two persistent workplace issues: the mechanics of hourly payroll in a large chain and the gap between scheduled job status and actual hours worked. For workers who suspect edits to timecards, the community advice emphasized preserving evidence: save paystubs, note actual shift start and end times, review Legion edit logs, and escalate discrepancies through the district manager and HR channels if necessary.

What happens next will matter to Dollar General employees who rely on predictable hours and accurate pay. If these complaints are widespread, they could prompt further scrutiny of scheduling practices and payroll edits, and they underscore the importance for hourly workers of monitoring time records and documenting any changes.