Grocery Store Manager Forbids Overtime, Spends His Night Scanning Turkeys Himself

There’s a fine line between enforcing a rule and setting yourself up for embarrassment. One grocery store manager learned that the hard way after telling his employee he couldn’t stay a minute past closing, no matter what.

When Thanksgiving shoppers packed the aisles with overflowing carts, the worker saw the perfect moment to put those words into action. The clock struck ten, and his shift and patience officially ended.

When management values numbers over people, it only takes one perfectly timed “OK, boss” to make the system collapse

While many workplaces set clear rules to control overtime costs, applying those rules too rigidly can create bigger problems. In this case, the store manager told the employee to clock out exactly at 10 p.m., even though the work required closing duties that naturally ran past that time.

By following that instruction literally, the employee exposed how unrealistic the policy was, leaving the manager to handle a full line of customers alone.

Strict “no-overtime” rules often come from a desire to protect budgets, but they can backfire when they prevent employees from finishing essential end-of-day tasks.

According to the U.S. Department of Labor, non-exempt employees must be paid for every minute they work, even if that time wasn’t pre-approved by a manager. Denying overtime pay for necessary duties, such as balancing a register or closing a store, can easily cross into wage violation territory.

Beyond the legal side, this kind of situation also affects workplace morale. When employees are asked to rush or cut corners to avoid overtime, they often feel undervalued or pressured to choose between compliance and quality.

Studies from the American Psychological Association show that over-controlled work environments, where employees have little say over their schedules or tasks, increase stress and reduce productivity.

Employees in such systems are more likely to disengage or retaliate through what psychologists call “passive resistance,” where they follow the rules exactly to prove a point.

It’s generally better for employers to build flexibility into their policies. Allowing an extra 10–15 minutes for closing procedures or planning an adjusted schedule during busy seasons can help prevent resentment and burnout.

Clear communication about expectations and compensation for real work done reinforces fairness and trust between staff and management.

From the employee’s side, documenting hours, instructions, and communications can offer protection if conflicts arise later. Staying calm and factual also helps if a manager’s policy seems unreasonable.

The employee’s reaction in this story might seem defiant, but it simply followed the manager’s words to the letter. The result highlights a simple truth about workplace rules: when leadership forgets the human side of labor, compliance becomes the most powerful form of protest.

Let’s dive into the reactions from Reddit:

These Redditors praised standing firm against unfair “no overtime” management rules

This group shared stories of petty revenge after manipulative scheduling or overwork

These commenters recounted calmly refusing unpaid overtime and earning respect

These folks emphasized fair employers and smart professionalism over workplace drama

Would you have stayed to help the customers or walked out at 10 on the dot, too?