#hr

Did anyone in the HO receive and email from HR about updating your work history, education and skills? Just curious as I’ve been with EDJ for a long time and never received this kind of email before.

Manager had some off boarding stuff he needed me to acknowledge and one of them stated my status was terminated. Anybody else get this? Should I contact HR to find out if I’m rehirable?

Yes, I too have been hit by the recent RIF after 30+ years. Several of my upper management also got hit. Unfortunately, I believe the severance calculation sheet is incorrect. Don't sign until you know for sure. It is much less than what I was told and the numbers actually don't match salary and the cap of 35 weeks. I've scheduled an appointment with HR, but so far, they haven't accepted. Anyone else seeing this?

Everyone here might want to check their hours submitted by HR for your holiday pay.

If you did not receive a full 8 hours, it is because they changed how it is calculated, they now calculate your average hours worked over the last 8 weeks and divide it by your number of shifts.

No one is answering any HR cases wondering if they have joined the Networks Strike or ignoring any queries. This will leave them open court cases if something isn't done soon, wonder why Jen Ragone got an award for poor delivery.

B4 tech mgr here, during a recent internal audit, HR department discovered widespread misuse of vacation time across multiple departments, including associates taking unapproved extended leaves, extra days not reporting to workday, overlapping PTO with sick days without documentation, or logging vacation while working remotely on company tasks.

Leadership has officially warned all managers to tighten oversight, and HR is now actively reviewing records with potential disciplinary action (up to termination) for violators. Going forward, every vacation request will be scrutinized, and any past discrepancies could trigger immediate corrective discussions , double-check your own records now and reach out to your manager if anything looks off before they come knocking. Better safe than sorry.

when MD retaliates? There is clear documentation of that available, there are credible witnesses willing to speak up. Someone once advised to go to Ethics and not HR as HR will just bury the matter. Ethics may also try to do that, but Ethics reports up the Legal chain not HR. Will Ethics act in case they think there's enough evidence to stand in court if the person decides to sue?
Has there been a single case where an MD has been taken to task properly by Ethics - say being written up or anything else? How does Ethics investigate and/or close a case - they produce a report?

What happens if I decline severance?

Maybe I want to keep legal rights. severance may require waiving claims.

Maybe terms are too restrictive. noncompete or gag rules feel unfair.

Maybe i hope to negotiate. first offer seems too low....

Maybe i want clean unemployment. severance could affect benefits??????????????????????

Fu--ing, maybe I feel rushed. i do not want to sign under pressure.

I cant download and forward paystubs ? How do we get them to our selves, i did the personal in the text box thing

I turned paperwork in for severance and my ticket got closed last month. I keep checking ADP site and still no indication of if I’ll receive a payment. Only thing I see is I can sign up for payments on a card. Will severance be paid out direct deposit or am I expected to sign up for a card? HR system is a mess with not being able to speak to a live person. Anyone else struggling to get through to HR for severance info?

How will those of us that have been displaced (October) be remembered for incentive allocations that are happening now (finalized in January)? Will leaders just need to remember us that have been displaced or is there an organized process perhaps led by HR to advise managers so they don't forget us?? I was a top performer.

Big disconnect between Cisco's public statements to the financial community—that the company is "rightsizing efficiently" to optimize performance and the observed outcomes of the LR process. HR is non-existent - they don't care about preservation of talent and institutional knowledge. I feel an increasingly toxic culture and diminished trust in leadership.

I have only been with the bank for 5yrs and I don’t know anyone who has successfully moved from WIM to the CIB side. I was wondering if there was “wall” not to hire anyone from the WIM side. I tried several times and only got one interview. Most of the times it rejected by HR in a few days. The roles I applied for were the same roles I’m currently performing in WIM

Anyone still waiting on severance package email? I haven't received any email yet from HR.

I was hired in December 2 years ago and in the RIF call I asked my manager if I will get severance based on the last day of work or notice day which will make a difference to get a 1 or 2 years based severance package.
He didn't know and said HR will contact you but no one did so I wonder what to expect as I didn't get any further communication yet after my manager's call

What a horrible day, I am safe… but my friends were cut and it just feels like a death. NO ONE deserves to be without a job right before Christmas.

Sharing what I know, future looking -

Consumer re-org will be announced tomorrow.

Not sure on HR,Network,finance etc but consumer will be switched up completely.

What about HR? Did they escape again? How about IT? Anyone left to RIF there or all already outsourced?

I’m in California and I thought we were supposed to get a 60 day notice vs a 30 day notice. Is this something I should reach out to HR?

VP's, director's and managers do not lead, they spread their toxic behavior and all they care about is employees that follow their lead and cut costs. While knowing HR and lawyers will cover it up. This ends up costing more in the end. Hold these people accountable for their actions, inactions, tactics and improve the moral of the entire team. Start investigating HR and move on through the VP's, directors and managers. Time for the trustees to make moves to remove these toxic leaders and show employees they are respected and cared for. Talent, experience and leaders are being lost. The system failed all employees.

Got an IP after a great performance year because I worked from home some Fridays last year. Manager never thought it was an issue and never said anything to me until I got a warning in late summer, then the IP rating overrode the EP she entered for me at year end. She was totally blindsided by the warning and the rating. Aside from RTO being a complete joke of a policy to begin with, nevermind that they kept managers in the dark about enforcement, what does this IP rating mean for my income?

I assume no bonus, no raise, no new shares? Will my current vested shares still pay out next March?

Talked to HR and Emp Relations and they just protect Abby's billions, neither could answer my simple questions, so need to ask here.

Need to set the alarm, don't want to miss the call and pi-s my boss or HR off, they may fire me.

Been with SAP 15 years. I am a women and experienced harassment my whole life, but the icing on the cake was when I experienced psychological harassment from a newly appointment manager who had no experience in management at SAP.

It was obvious to our team, he was problematic. I told my team we should report him, nobody wanted to report him.

I took matters in my own hands, confided with attorneys and played my strategy and reported him to his manager, and HR. 4 months later he was fired.

That said, I was appalled nobody would do anything including his manager until there were more complaints about him.

I had to escape like an abused woman from my incompetent manager at SAP.
I expected better from SAP.

All this to say, I hope SAP cleans up at ALL levels, because the ship is starting to crack.

Money is great Integrity is better.

For managers out there! Do better.

So layoffs are all over the news and now HR’s scrambling, telling us to WFH like that’s gonna fix anything. Pretty sure the media’s already waiting for clips. If I straight‑up say I’m recording the meeting, is that still illegal ? And if I did record it, what kind of questions or reactions would make it blow up online?
Trying to figure out how to make this hit hard the same way it hit me.

Why don't they cut the entirety of HR and call it a day? I don't think they ever did anything useful for employees. Nobody would miss them.

Looks like there’s a meeting with a lot of managers at 10 today. I’m going to assume it’s the HR call coaching them on RIFs…

Does it hit with the next pay period or does it usually come later?

We started the town hall strong, but things took a turn once the conversation shifted to “culture” and how we plan to integrate it into everything. It was disappointing to hear how culture and sentiment were being framed.

Culture isn’t a buzzword or something you sprinkle on top of initiatives it’s what employees feel when they walk through the doors every day. It’s reflected in how we support people, how decisions are made, and how work actually gets done.

Right now, we don’t have a defined culture strategy or a competitive differentiator, so saying we’re doing “market-based culture” rings hollow. And leaning heavily on AI because it sounds innovative doesn’t address the real issue: we haven’t clarified who we are, what we stand for, or how we create an employee experience people can trust.
AT&T is not culturally where it needs to be. Culture is shaped by systems, leadership behavior, consistent norms, and shared meaning—and right now those elements aren’t aligned or clearly defined.

I hate that I have to come here to ask this but I don’t trust my HR business partner at all. I am an HQ employee and I hate every day of it. How long do I need to stay in order to receive my 2025 bonus? I know we are paid in like February of the next year and stuff, but is there a cut off ? Or do you have to be employed through the pay period where we receive it next year? I’d realllllly appreciate the help or experience.

Layoff Tactics Keep Changing, and the Blunders Keep Coming

• Amazon informed staffers via a text-email combo. Target asked workers to stay home. Does any of that make job cuts less painful?*

When Amazon started laying off 14,000 employees last month, some workers got a text at home telling them to check their email.

The email subject line read: "Update Regarding Your Role at Amazon." Inside: "Unfortunately, your role is being eliminated." Employees could join a voluntary meeting with a company leader or HR rep to ask questions. Some thought: Why bother?

Source: https://www.wsj.com/business/layoff-job-cut-strategy-changes-9b8ef26a

The quick text-email approach shows how layoff tactics keep evolving. The pandemic brought individual Zoom calls and surprise HR meeting invites. Now, the goal is efficiency with fewer chances for public drama or group grieving.

Companies want to share bad news "as quickly as possible across a large swath of the employee population" to control the message and limit worker stress, said George Penn, a managing VP at Gartner who advises on staff cuts.

There's never a good way to tell employees they're losing their jobs, he said, but "you're looking for the least-bad option."

Many employees disagree. The newer methods have drawn criticism. "Who thought that was OK?" a user wrote about Amazon's layoffs. "When you lay people off with dignity, you prove your values are real. When you do it via text? You prove they were just words."

Recent layoffs have had other problems: inaudible Zoom calls, technical glitches. Some managers were cut out, unable to answer questions or explain dismissals to their teams.

## Why companies keep changing tactics

One reason is to prevent disruptions. Southwest Airlines closed corporate offices to most staff during its corporate layoffs earlier this year. Some employees learned their status at home on video calls in listen-only mode. Target told U.S. corporate employees to work from home the week in October when it conducted layoffs.

Remote layoff decisions prevent teary office goodbyes as workers leave conference rooms after bad news, according to HR specialists. It also solves a logistics problem: When companies cut thousands of workers at once, there usually aren't enough HR people or leaders for individual meetings.

## When things go wrong

Plenty can still fail. During Target's recent layoffs, some employees logged onto a Zoom call and hit an audio glitch in the first few minutes that stopped them from hearing parts of the conversation. The company later emailed workers to apologize and confirm they'd been laid off, according to a note viewed by The Wall Street Journal.

A Target spokesman acknowledged the audio issue but said the follow-up email was always planned. He added that the Zoom glitch didn't stop those in the meeting from hearing the information before the call ended.

Other cuts have led to bigger scenes. After media company Condé Nast said it would move Teen Vogue under Vogue.com and let some employees go, a group of workers confronted HR executive Stan Duncan outside his office to ask why. Video of the encounter spread fast online. Condé Nast later fired four participants in the office protest and suspended others.

The firings sparked their own protest in a rally outside Condé Nast headquarters in Lower Manhattan on Wednesday. New York Attorney General Letitia James attended, where people held signs saying, "Reinstate the Fired Four." James threatened to take Condé Nast to court.

A Condé Nast spokeswoman said those terminations were lawful and based on clear policy violations. "We have an obligation to protect our workplace from harassment and intimidation," she said. "If the attorney general has concerns, we are happy to respond."

Some companies warn in advance that layoffs are coming to soften the blow, though that can create anxiety too. Verizon Communications CEO Daniel Schulman indicated in an all-hands meeting recently that layoffs were coming, according to someone familiar with the matter. The company plans to eliminate roughly 15,000 jobs in the coming days, its largest cuts ever, the Journal previously reported.

## Does any of this matter?

Veteran HR specialists say yes. The tone and style of a layoff discussion can greatly affect how employees process a dismissal.

"For a lot of people, the way it's communicated to them actually will reduce the chances that it's a negative separation," said Vanessa Matsis-McCready, VP of HR services at Engage PEO, which handles HR functions for small and midsize businesses.

To prepare companies, she often suggests HR executives role-play layoff interactions. When she does such exercises with clients, Matsis-McCready often plays a frustrated or emotional employee learning of a layoff.

"I've cried. I've done very angry responses," she said. "It is really important to be prepared for any type of response."

The goal is to learn how to calm a situation and respond with care. A one-on-one conversation with an employee that goes well can help prevent a laid-off worker from posting on social media or voicing anger elsewhere.

"When you're laying somebody off," she said, "you're trying to be human about it."

Anyone know which team(s) were impacted by the recent HR reorg?

Be careful out there folks they’re tracking everyone’s KPI for RTO tracker and that data will be used as an input for the upcoming layoffs by VPs and HR

They’re here for the company, not for us.

It’s painful to watch how SAP continues to generate massive profits from the North American region, yet when layoffs happen, NA employees are the first ones targeted. The organization expects returns from NA but doesn’t reinvest in the region by protecting jobs or creating opportunities. Instead, the only real job security seems to exist in Europe and lower-cost countries, purely because of cost advantages.

This double standard feels like hypocrisy. Many high-performing employees across the US and Canada have been intentionally targeted. Several German managers have knowingly set NA employees up for failure, only to replace them later with far less experienced individuals in Europe people who often lack the maturity or capability to handle the complexity of the roles they’ve inherited.
What’s even more disheartening is the lack of empathy displayed by certain HR manager (who shouldn't be managers) in Europe. Many of leader's got downgraded their role to 2-3 times lower but still talk as if they own SAP. Don't have little to no shame to resign and leave the company. They deliver polished speeches during town halls about ‘family’ and ‘support,’ but the moment real, difficult questions are asked, they become defensive, vindictive, and punitive. Employees who speak up are often singled out and slowly pushed out through a toxic environment.

There is a clear pattern of favoritism, retaliation, and deeply unethical behavior happening across the HR space. These actions are not only damaging careers they are eroding trust, culture, and the very integrity the company claims to stand for.

It’s disheartening to see the direction SAP is heading. Having been part of this company for so long, it’s painful to witness the current layoffs and the uncertainty many colleagues are facing. At the same time, I’ve learned that HRBPs from across the globe are flying to Germany for a week-long in-person meeting which could easily cost around 200k$
In moments like these, it’s fair to question whether such travel is truly necessary. Could these costs have supported a few more roles or extended employment for impacted staff? Many of us on the engineering side feel the weight of these decisions deeply we continue to build and innovate while wondering. We engineers are building the company and the HR and the support functions are enjoying it. Does board leaders have become so week to not even as these questions to HR Leader and the CFO who is making these hasty decisions
I hope leadership reflects on these choices with transparency, empathy, and financial prudence. Strong, people-first decision-making is more important now than ever.
Do the board leaders have become so week to not even as these questions to HR Leader and the CFO who is making these hasty decisions?
SAP has become #AntiImmigrant #AntiEmployee

Are there any real people left in HR who could share the current employee headcount?

If you are a full time H.R. and/or H.R. lead working mon-Fri. 7-3, 8-4, or 9-5. Your position is in danger of being eliminated by March 2026, just like the aforementioned post, a list is being compiled and that position is in great danger of being eliminated, and store managers will most like absorb those tasks.

Can someone that gets the axe and works for HR come here and spill the beans about what really has been going on?

Is hr or the boss giving us info on Munday