u/Ok_Distance_2271

My termination appeal was unfortunately upheld, and I’m not eligible to reapply until January 2027.
I’m a college student, and Amazon was one of the few jobs I found that worked with my school schedule and was able to accommodate my class schedule. I was also relying on the income from Amazon to help pay for school.
I know the appeal is over, so I’m not really looking to argue about whether I should’ve won it. I’m just trying to figure out what options I have now.
Is there any way to have a termination reconsidered after an appeal has already been upheld, or is January 2027 basically a hard stop?
I also know that some of the people working inside/around the warehouse (security, janitorial, etc.) work for different companies. Has anyone who was terminated from Amazon successfully gotten hired by one of the contractors working at the same site?
Basically, I’m just looking for realistic advice on what I can do from here. I really need to find something that can work around my college schedule, and I’m honestly pretty stressed about losing this job.
If anyone has been in a similar situation and found another route, I’d really appreciate hearing what you did. 🙏🏽

EDIT: I understand now that I have to wait until January 2027 to reapply. 😭 I’m mainly trying to figure out what I can do in the meantime. Amazon was one of the only jobs I’ve had that worked well with my college schedule, so losing it has put me in a difficult situation.
If anyone who’s been terminated has found work with one of the companies that operates inside/around an Amazon warehouse (security, janitorial, etc.), or has any recommendations for jobs that work well with a college schedule, I’d really appreciate the advice. I’m just trying to figure out my next move. 🙏🏽

I made a previous post about my appeal, but I just received my hearing information and my peer panel appeal is scheduled for tomorrow.
For anyone who has actually gone through a peer panel appeal, what should I expect and how should I prepare?
What questions did they ask?
How long was the hearing?
Do they let you give an opening statement?
What do you wish you had prepared beforehand?
Is there anything you would recommend avoiding saying?
I’m pretty nervous and would really appreciate advice from people who have actually gone through the process. I’m mainly looking for advice on the hearing itself, not opinions on my case or whether I’ll win/lose. Thank you!

I submitted my termination appeal for productivity about 2 days ago and selected a peer panel. My appeal currently just shows that it was submitted/under review, but I haven’t received anything else yet.
For people who have actually gone through a peer panel appeal recently:
How long did it take before you heard from Amazon?
Were you contacted to schedule the panel, or did the status just change?
Is there normally an interview/call with the panel?
If you didn’t hear anything after submitting, who did you contact to follow up?
I’m not looking for opinions on whether my appeal will be approved. I’m mainly trying to understand what the normal process/timeline is after selecting a peer panel because I don’t want to wait too long if I’m supposed to take some kind of action.
Thanks to anyone who’s actually gone through the process and can explain what happened in their case.

I submitted my termination appeal for productivity about 2 days ago and selected a peer panel. My appeal currently just shows that it was submitted/under review, but I haven’t received anything else yet.
For people who have actually gone through a peer panel appeal recently:
How long did it take before you heard from Amazon?
Were you contacted to schedule the panel, or did the status just change?
Is there normally an interview/call with the panel?
If you didn’t hear anything after submitting, who did you contact to follow up?
I’m not looking for opinions on whether my appeal will be approved. I’m mainly trying to understand what the normal process/timeline is after selecting a peer panel because I don’t want to wait too long if I’m supposed to take some kind of action.
Thanks to anyone who’s actually gone through the process and can explain what happened in their case.

I was recently terminated for productivity in Stow and have to submit my appeal very soon. I’m trying to get advice from people who have actually been involved with Amazon appeals, Learning, HR, or management about what matters in a productivity appeal.
I understand my rate was low, and I’m not trying to deny that. I genuinely struggled with Stow, but I was also actively trying to improve before I was terminated.
A major issue I experienced was the type of work I was receiving. I was getting large totes/boxes for the overwhelming majority of my shifts, while smaller-item work was much less common. When I did get smaller items, my rate would improve. I repeatedly went to PAs/managers when I was struggling and asked to be moved when I was getting a lot of large work. There were also times when management saw me struggling and gave me smaller work.
There was also an occasion where I went without work for around an hour. I raised the issue and a manager helped get me situated after I couldn’t find my own manager.
I was also repeatedly asking for help on VOA about what I could do to improve my rate. This was before my termination and after I had already received productivity feedback/write-ups. HR responded to multiple posts and said an OM would speak with me about my situation/options, but that conversation never happened.
The other thing I’m trying to understand is retraining.
I genuinely don’t remember receiving a formal Stow retrain. I never remember being sent to Learning for another Stow training class, and I don’t remember a Learning Ambassador coming to my station specifically to observe my stowing and retrain me.
However, I don’t want to say I definitely wasn’t retrained because I understand those records are kept separately in the Learning system, and I don’t currently have access to A to Z to verify it.
I also didn’t know that requesting a retrain was an option. If I had known, I absolutely would have asked for one because I was already repeatedly asking people how I could improve.
I also remember my manager asking me after one of my write-ups whether I thought the person who initially trained me had done a good job. Looking back, there were things about Stow expectations that I didn’t understand when I first started. For roughly my first month, I believed I didn’t have a rate I needed to worry about based on what I understood from my initial training.
I genuinely wanted to keep my job. I’m in college and was using the job to help pay for school. I wasn’t trying to avoid working or ignore my rate. I was working hard and repeatedly trying to figure out what I needed to change.
For anyone who has actually dealt with Amazon productivity appeals:
What should I make the main focus of my appeal?
Does repeatedly raising productivity barriers with PA/management before termination matter?
Does the type/size of work being assigned matter when productivity is evaluated?
Should I bring up the retraining issue if I genuinely don’t remember receiving one, while making it clear that I don’t know for certain?
If Amazon checks the Learning records and finds that I was retrained, does that essentially eliminate that argument?
What evidence or records would you want to see if you were reviewing this appeal?
If you’ve successfully appealed a productivity termination, what did you focus on?
I’m not looking for someone to tell me I’m guaranteed to win. I understand the appeal is supposed to be based on policy and evidence. I just want to make sure I’m focusing on things that an appeals reviewer would actually consider relevant rather than making an emotional argument that won’t matter.

I made a post about my productivity termination before, but I think I gave too little context and people understandably made assumptions about what I was/wasn’t doing. I’m not looking for people to tell me I’m automatically going to win my appeal. I’m genuinely trying to understand what an appeals reviewer would actually look at and whether there are legitimate policy/process issues in my situation.
I was terminated for productivity in Stow. I received a documented coaching and then multiple productivity write-ups. I take responsibility for the fact that my rate was low. I’m not trying to pretend my rate wasn’t low or that I did everything perfectly. What I’m trying to explain is that I was actively trying to figure out WHY my rate was consistently low and what I could do to improve.
I genuinely wanted to keep this job. I’m in college and was using this job to help pay for school. The physical aspect of the job wasn’t my problem. I had no problem standing for the hours, doing the work, or working the overnight schedule. I wasn’t sitting around taking excessive bathroom breaks or water breaks either. If anything, I was so worried about my rate that I would avoid taking breaks outside of my scheduled breaks because I was scared of falling even further behind.
My biggest issue was the work I was consistently receiving. I was getting large totes/boxes for the overwhelming majority of my shifts. I’m talking about boxes that could only be stowed when there was enough space at the bottom of the pod. When I did get totes with smaller items, my rate would improve significantly, but those were much less common for me.
I DID try to address this in the building. I talked to my PA and managers when I was struggling and asked to be moved when I was consistently getting large items. There were managers who would see me struggling and give me smaller work. One manager in particular actually helped me when I had an extended period where I had no work available. I was without work for around an hour, and he helped get me situated after I couldn’t find my own manager. I documented these situations because I knew my productivity was becoming an issue.
I also repeatedly used VOA to ask what I was supposed to be doing differently. I wasn’t just posting after I got terminated. I was posting BEFORE termination, including after my write-ups, because I was genuinely trying to figure out how to improve. HR responded to multiple posts and told me that they would have an OM come speak to me about my situation/options. That never happened.
By the time I got my final write-up, I was honestly desperate to figure out what I was doing wrong. I was asking management and VOA what I could do to be successful in Stow.
One manager eventually explained something to me that I hadn’t really understood before: because Stow rate is based on units per hour, if you have only stowed a certain number of units by the time you go to break, you’re probably going to end up very low in the ranking. That explanation actually helped me understand why I was consistently ending up toward the bottom. I wasn’t getting enough smaller items to make up for the time it took me to stow the large boxes.
There’s another issue I’m trying to figure out: retraining.
I genuinely don’t remember receiving a formal Stow retrain after my productivity problems started. I never remember being sent to Learning for another Stow training class. I also don’t remember a Learning Ambassador coming to my station specifically to observe my stowing and retrain me.
However, I’m NOT going to claim I definitely wasn’t retrained because I understand now that retraining can apparently be documented separately in the Learning system, and I don’t have access to A to Z right now to verify it myself.
I also didn’t know that requesting a retrain was an option. If I had known, I absolutely would have asked for one. At the time, I was trying to solve the problem with the information I actually knew: asking management/PA for help, asking for smaller work when I was struggling, asking questions on VOA, and trying different strategies to improve my rate.
I also remember my manager asking me after one of my write-ups whether I thought the person who initially trained me had done a good job. I didn’t really know what to say at the time because I didn’t want to blame the Learning Ambassador who trained me. Looking back, I realized there were things about rate and expectations that I didn’t understand when I first started. For about my first month, I genuinely thought I didn’t have a rate I needed to worry about because that’s what I understood from my initial training.
I’m not saying any of this automatically means my termination was wrong. I’m trying to figure out whether there are actual policy/process issues here that would be relevant to an appeal.
For anyone who has worked in HR, Learning, management, or especially Amazon appeals, I’d really appreciate your perspective:
If an associate has consistently low productivity but is repeatedly asking leadership for help, does that matter during an appeal?
How much does the type/size of work being assigned matter when productivity feedback is being issued?
If an associate repeatedly raises barriers before termination, is that something an appeals reviewer would investigate?
If I genuinely don’t remember receiving a retrain, but don’t know for certain whether one happened, should I raise that in the appeal and ask them to verify the Learning records?
If the records show that I WAS retrained, does that essentially eliminate that argument?
What documentation would you want to see if you were reviewing this case?
And if you’ve actually gone through a successful productivity appeal, what did you learn from the process that you wish you’d known beforehand?
I’m not looking for someone to tell me I’m innocent or that Amazon owes me my job back. I’m trying to be as honest and factual as possible because I understand the appeal is about policy and evidence, not just whether I had a difficult experience.
I also know now that I should have asked for a retrain, and I take responsibility for not knowing that was an option. I just genuinely didn’t know it existed at the time.
Please don’t assume I was refusing to work or didn’t care about my rate. I was genuinely trying to figure out how to succeed, and that’s what I’m trying to establish with the appeal.

A lot of the comments are making assumptions about my situation that simply aren’t true. No, I wasn’t refusing to work. No, I didn’t have a problem with heavy lifting. I was doing the work I was being given. The issue was that I was out of work for multiple days/hours, and during the time I was working, I was consistently being sent half-full pods. This wasn’t some one-time excuse I came up with after being terminated either. This was an ongoing issue in my warehouse, and managers had even acknowledged it to me before.
I also want to clarify the VOA screenshots because apparently people are interpreting that completely differently from what I meant. I never said posting on VOA was going to save my job or somehow override Amazon policy. I was showing that I had documentation of myself reaching out, asking questions, trying to understand what was happening, and looking into what options I had. I thought that would at least demonstrate that I wasn’t sitting around doing nothing and waiting to get fired. I thought it might help my appeal as evidence of me trying to address the situation. Clearly, I understand now that it may not make a difference.
And to the people saying “you must not have been doing any work” or “you must have had a problem with heavy lifting”—you weren’t there. You don’t know what I was doing, what I was being sent, how much time I was actually working, or what conversations I had with management. You’re filling in the blanks with assumptions and then arguing against the version of my situation that you created.
I posted because I wanted advice and perspective, not because I expected Reddit to overturn Amazon’s decision. I’m allowed to explain what happened from my perspective without strangers deciding they know the entire situation based on a few screenshots.
At this point, I’ve gotten the information I needed, and I know what I need to do regarding my appeal. I’m not going back and forth with people who are committed to assuming the worst about me when they weren’t there. Some of y’all are genuinely way too comfortable being rude to strangers over a warehouse job, and that’s really weird to me. And thank you to everyone who actually asked questions, gave me useful information, and genuinely tried to help me understand the situation. I really do appreciate those of you who took the time to give me advice without making assumptions about me or what happened. Y’all were actually helpful, and I appreciate it.

I was recently terminated for productivity/rate and I’m trying to figure out which appeal option would give me the fairest review. My A to Z is still acting up, so I haven’t been able to see everything yet.
I was given the option of a peer panel, someone from my site, or an appeals specialist/leader from another site (I’m trying to make sure I understand the options correctly).
For people who have actually gone through a productivity termination appeal recently:
Which option did you choose?
If you chose the panel, who was actually on it? Were they regular associates from your site, managers, HR, etc.?
If you chose someone from your own site, was it someone who actually knew your work/performance?
Does the reviewer/panel see your productivity history, coaching, etc.?
What does Amazon actually consider when deciding whether to overturn a productivity termination?
Has anyone successfully gotten a productivity termination overturned? If so, what was the actual reason it was overturned?
And if you appealed and were denied, what do you think hurt your case?
I’m not looking for “just appeal it” or “you’re cooked” lol. I’m specifically trying to understand how these options actually work before I select one. Recent experiences (2025–2026) would be especially helpful.