Working Alone at Dollar General: Your Rights to Security, Safety, and Support

The Reality of Working Alone

If you work at Dollar General, you may have found yourself running an entire store solo—serving customers, stocking shelves, managing the register, and handling unexpected situations, all without backup. This staffing model is common at Dollar General and creates serious safety and security concerns that go far beyond feeling overwhelmed.

Workers have reported robberies, assaults, and injuries while working alone, with no one to call for help. The risks are real, and the pressure to keep up with tasks can make it even harder to maintain safe conditions. This article explains your legal rights, what Dollar General is required to provide, and what you can do if you feel unsafe.

Why Working Alone Is Dangerous

Single-coverage shifts bring well-documented risks:

• Security risks: Lone employees are easier targets for robbery. Criminals know there’s no backup, and a single worker is more likely to comply. There have been tragic incidents where Dollar General employees were killed during robberies at understaffed stores. Handling aggressive customers, shoplifters, or confrontations alone increases the risk of assault.

• Safety risks: If you have a medical emergency, slip, fall, or are injured by falling merchandise, there’s no one to help or call 911. Maintaining safe conditions—like keeping exits clear or addressing hazards—is nearly impossible while serving customers and stocking shelves. Working alone often means you can’t take legally required breaks.

• Operational pressures: The expectation to complete stocking and other tasks alone leads to corners being cut. Breaks get skipped, and some workers end up working off the clock just to keep up. This isn’t a failure of individual employees—it’s a predictable result of Dollar General’s staffing model.

Dollar General has faced criticism from workers, unions, and safety advocates for these practices. The company is aware of the risks, but it’s important to know what you can do to protect yourself.

What the Law Requires

There’s no federal law that specifically prohibits working alone, but several legal frameworks protect you:

OSHA’s General Duty Clause

Employers must provide a workplace “free from recognized hazards.” If Dollar General knows that single-coverage creates safety risks, they may have an obligation to address those risks. Recognized hazards include robbery risk, inability to maintain safe conditions, and lack of emergency response capability.

State and Local Laws

Some states and cities have additional protections:

• Workplace violence prevention laws: California requires written plans; other states and cities may require risk assessments or specific retail worker protections.

• Break laws: Many states require meal and rest breaks. If working alone makes breaks impossible, that’s a wage violation.

Workers’ Compensation

If you’re injured while working alone, you’re entitled to workers’ compensation regardless of staffing levels. Understaffing that contributes to injuries may be relevant to OSHA complaints.

Your Rights Regarding Breaks

If you’re working alone and can’t take legally required breaks, that’s a wage and hour violation—not just a staffing issue.

• Federal law: The FLSA doesn’t require breaks, but if you’re given a break of 20 minutes or less, it must be paid.

• State laws vary: Always check your state’s current rules.

Examples:

• California: 30-minute unpaid meal break if you work more than 5 hours; 10-minute paid rest break for every 4 hours. If you miss breaks, you’re owed one hour of premium pay per missed break.

• New York: 30-minute meal break for shifts over 6 hours spanning the noon hour.

• Colorado: 30-minute unpaid meal break for shifts of 5+ hours; 10-minute paid rest break for every 4 hours.

If working alone prevents you from taking required breaks, document every instance. This creates both a wage claim and evidence of understaffing problems.

Robbery and Violence: Employer Responsibilities

While no law guarantees you won’t be robbed, employers must address foreseeable risks.

What Dollar General should provide:

• Risk assessment: Evaluate robbery risk at each location, considering crime rates, store layout, and cash handling.

• Security measures: Adequate staffing during high-risk hours, security cameras, panic buttons or silent alarms, cash management procedures, and training on robbery response.

• Training: How to respond during a robbery, when and how to call for help, and post-incident procedures.

• Post-incident support: Workers’ compensation for injuries, time off if needed, and access to counseling.

If You’re Robbed

• During the robbery: Comply with demands—your safety comes first. Don’t resist or chase the robber. Try to remember details for police.

• After the robbery: Call 911 immediately. Report to your manager. Seek medical attention if injured, even for shock or trauma. File a workers’ comp claim for any physical or psychological injuries. Document everything.

Workers’ comp may cover psychological trauma in some states, but eligibility and process vary.

What to Do If You Feel Unsafe

Reporting safety concerns is a protected right, and many improvements start with one person speaking up. If you’re worried about retaliation, you can report anonymously.

Document Everything

Keep a personal log (off company devices) of:

• Dates and times you worked alone

• Any incidents, confrontations, or safety concerns

• Requests for additional staffing and responses

• Any injuries or close calls

Report Internally

Put your concerns in writing:

• Email your manager and district manager

• Use Dollar General’s corporate channels

• Be specific: “I worked alone on [date] from [time] to [time] and was unable to [take breaks/maintain safe conditions/etc.]”

• Keep copies of everything

File External Complaints

• OSHA: If understaffing creates safety hazards, file at www.osha.gov/workers/file-complaint. Describe specific hazards (blocked exits, inability to respond to emergencies, etc.).

• State labor agency: If you’re missing required breaks, file a wage claim for missed break premiums (in states that require them).

• Local police: If you’ve experienced threats or violence, file a report even if no arrest is made. This creates a record of the risk.

Know When to Refuse

You have a limited right to refuse work that poses imminent danger. The legal standard is high:

• You must reasonably believe you face imminent death or serious injury

• You must have asked the employer to fix the hazard

• There must be no time to go through normal channels (like OSHA)

• You must have no reasonable alternative

Retaliation protections apply, but outcomes depend on the facts.

Retaliation Protections

It’s illegal for Dollar General to retaliate against you for:

• Reporting safety concerns

• Filing OSHA complaints

• Filing wage claims for missed breaks

• Reporting crimes to police

• Filing workers’ comp claims

Retaliation can be obvious or subtle—termination, reduced hours, undesirable schedules, discipline for minor issues, or hostile treatment. If you experience retaliation, document everything and file a whistleblower complaint with OSHA within 30 days (for safety-related retaliation). Some wage/hour retaliation claims may have longer deadlines—check your state law.

The Bigger Picture

Dollar General’s staffing model is a business decision that shifts risk onto workers. While the company saves money on labor, employees bear the burden of safety risks, missed breaks, stress, and exposure to violence.

You can’t single-handedly change Dollar General’s business model, but you can:

• Document violations

• Report unsafe conditions

• File complaints when your rights are violated

• Protect yourself legally

When enough workers report problems, patterns emerge. OSHA’s $12 million settlement came from years of complaints and inspections. Your reports matter.

Using Caira to Protect Yourself

Caira can help you:

• Understand your state’s break laws

• Document incidents systematically

• Draft internal complaints

• Prepare OSHA or wage complaints

• Track deadlines for filing

Documents to upload:

• Schedules showing single-coverage shifts

• Incident reports

• Communications with management about staffing

• Your state’s break law requirements

Questions to ask Caira:

• “What are the break laws in my state?”

• “How do I document working alone for a wage claim?”

• “Can I refuse to work alone if I feel unsafe?”

• “What should I include in an OSHA complaint about understaffing?”

Empower Yourself

You have rights, and the law is on your side. Many employees succeed simply by being persistent, documenting everything, and following the proper steps. If you face obstacles, don’t give up—there are clear processes to protect you.

The key is to act while you still can. Deadlines matter in employment law, and waiting too long can cost you your claims. Document everything, understand your options, and take informed action.

Caira can help. She’s delightful to chat to.

She helps you feel more confident and less anxious about employment law issues—whether you’re facing safety and security concerns, retaliation, or just want to understand your rights. Backed by 50,000 legal documents for all 50 states, Caira can:

• Answer your questions instantly 24/7

• Review and explain emails, policies, or termination letters

• Draft statements or responses for HR or agencies

• Give feedback on your filled-in forms or the other party’s arguments

• Analyze your uploaded documents, screenshots, or pay stubs

• Help you track deadlines and next steps for your state

Try Caira for free—no credit card required.

This information is for educational purposes and is not legal, financial, or tax advice. Employment and safety law is complex and fact-specific. Outcomes vary depending on the evidence submitted and its strength.