r/DollarGeneral

So this has been eating at me and now I need to ask it.

Situation: My folks planned an early birthday trip next week for me, which is also the week of inventory. I'm not going to be there at all for it and I was scheduled for three days that I'll be gone. I had asked off in advance, like a month in advance, and it was still denied for fear of how my district manager would react. My SM wants me to go, or at least she said she really wanted me to go when she had to deny it. This trip is non-refundable and everything has been paid for: plane tickets, events, hotel, etc.

Question: How likely will it be that I get fired?

I’m genuinely looking for advice, support, and guidance from people who have experienced difficult management situations, especially those familiar with Dollar General. Because at this point, I’m exhausted trying to navigate everything on my own as the assistant manager
I’ve been dealing with ongoing issues with my Store Manager, and it has reached a point where I feel like I’m constantly having to defend myself, my decisions, and my circumstances, even when I’m genuinely trying to do the right thing.
One of my biggest concerns is communication and accountability. Recently, we had a situation involving the store being closed. I communicated with management, attempted to call and text her and followed the direction I was given by higher management. I wasn’t making decisions on my own just because I wanted to. I was trying to handle a difficult situation with the information and direction available to me.
The frustrating part is that she later contacted me upset, saying she could have come in and helped if she had known how bad things were. However, I had attempted to contact her, and she had previously told me, in her own words, that she was done being on her phone dealing with work-related matters that day. When I tried to contact her again and couldn’t get an answer, I was left trying to manage the situation.
I understand that managers have lives outside of work, and I don’t expect anyone to be available every second of every day. But I do believe there needs to be clear communication, a plan for emergencies, and accountability when employees have made reasonable attempts to get help and follow instructions.
Another major issue is the write-ups I’ve received, particularly when the circumstances involved my health or my children.
I was written up for missing work because my child experienced a medical emergency. As a mother, my child’s safety and well-being have to come first in an emergency. It was an incredibly stressful situation to deal with, and having disciplinary action added on top of it made an already difficult experience even harder.
The other situation involved my own health. I didn’t have sick hours available, and I was placed on a psych hold. She was given a doctor’s note excusing my absence due to that situation prior to my shift beginning yet I still received what became my last and final write-up.
That is one of the things I am struggling to understand. I recognize that attendance policies exist and that employers have procedures they must follow. However, when medical circumstances are involved, documentation has been provided, and there are legitimate reasons for an absence, I believe those circumstances deserve to be appropriately reviewed rather than leaving an employee feeling as though there is no consideration for what they were dealing with.
Having a final write-up hanging over my head while trying to manage my health, care for my children, and fulfill my responsibilities at work has caused me an enormous amount of stress. I want to understand what my rights and options are, what Dollar General’s policies actually say, and whether these situations were handled appropriately.
Scheduling is another ongoing concern.
It often feels like weekends are automatically treated as management’s time off while my own time and responsibilities come second. I have children and a life outside of work, too. My time matters just as much as anyone else’s.
I also have a doctor’s note recommending a schedule of three days on and one day off, and I have concerns about that recommendation not being followed consistently. I’m trying to balance my work responsibilities with my health and family obligations, and I need to know that my documented needs are being taken seriously.
What makes all of this especially frustrating is that I feel like I’m expected to carry significant responsibility as an Assistant Store Manager, help keep the store operating, handle difficult situations, and solve problems when they arise. Yet when I need support, clear communication, or consideration for circumstances outside my control, I don’t always feel like that same support is there for me.
I’m not saying that I should never be held accountable. I understand that management comes with expectations, and I’m willing to take responsibility when I make a mistake. What I struggle with is feeling like the circumstances surrounding my absences, the documentation I have provided, the attempts I’ve made to communicate, and the directions I’ve followed aren’t being given the consideration they deserve.
I’m not trying to get anyone fired, start drama, or encourage people to attack my manager. I want to understand how to protect myself professionally, how to address these concerns appropriately, and how to continue doing my job without feeling like I’m constantly one situation away from losing it.
So I’m asking for advice from anyone who has been in a similar position, particularly current or former Dollar General employees, Assistant Store Managers, Store Managers, District Managers, or HR professionals.
Has anyone experienced write-ups related to a child’s medical emergency or their own documented medical circumstances?
If a doctor’s note was provided, what steps can an employee take to have the circumstances reviewed?
How should an employee handle a final write-up when they believe the circumstances weren’t properly considered?
What are the appropriate channels for addressing concerns about a Store Manager’s communication, scheduling, and accountability?
How do you protect yourself when you feel unsupported by your direct manager but still want to remain professional and keep your job?
I would genuinely appreciate advice from people who understand Dollar General’s policies and management structure, especially anyone who has successfully navigated a similar situation.
I’m not looking for validation just for the sake of being right. I’m looking for honest advice, information, and direction because I want to handle this correctly.
I’m trying to be a good employee, a good mother, and a person who takes care of her responsibilities. I shouldn’t have to feel like I have to choose between taking care of my family, managing legitimate health circumstances, and protecting my livelihood.
Sometimes you can be trying your absolute hardest to do everything right and still feel completely alone in the process. That’s where I am right now, and I could really use some guidance. ❤️
Please keep the comments respectful. I’m asking for help and understanding, not a public argument with anyone.

My dm says i still need to do pet scans 2 weeks before and 4 weeks after, is this accurate