#hr

People being laid off will be informed between 8/10 and 8/12 next week. Leadership had to inform HR this past week who would be the one doing the notifying of the individual that is being laid off, those people went through a layoff training and now we just wait for the meetings to pop up on our calendar.

Had an great internal transfer lined up and then this "non-financial non-budgeting" induced hiring freeze. If they couldn't figure out the RTO space needs and lift the hiring freeze sooner, will seriously consider external opportunities, as where I currently am is a sick place.

So, HRs in the know, when will the hiring freeze end?

In Microsoft Teams , go to Copilot tab.
Type.. Open a case with TPO.

This will provide you link to open HR case.

Between the brain fog, fatigue and confidence taking a hit, did anyone feel HR or management quietly decided you were “past your prime”? Did you tell HR, or did you keep it to yourself? Curious if anyone’s been through this.

Demoralizing. We’re just dogs to JD, BOD and all MDs.

Another form of slavery.

Also Hi HR. 👋

Has anyone else had issues filing for unemployment, specifically in Texas? I have filed two claims now (garden leave ended July 6) and just got a call from the TWC telling me that TMO has not responded to their requests for information, including "reason for separation." What kind of BS is that?

I was able to sort it out by providing information and documentation that I have, but that's not how it's supposed to work.

This company is falling apart at the seams. They laid off thousands and don't have the staff to support the unemployment funds that are legally mine?

Has anyone who was laid off on July 29 been contacted by HR with their numbers, agreement, and all that? Or are they just so understaffed that it still takes this long? I don’t have any contact info.

I raised a HR case to get RIF'ed.
In one hour my manager sent me meeting invite. We discussed the terms and on amicable terms my position was made redundant. I was given full severance package as per terms in FIS Handbook.
My Location is Alpharetta, GA.
Just open a case with HR, they will consider it with open mind. In fact, I encourage everyone not happy with current events.

What is HR’s current RTO status? Has there been anything official communicated?

How long after a meeting where HR coaches the PL on layoff handling will layoffs occur?

Lot of HR employees placed on active displaced list.

Very organic timing, I'm sure. Hmm, weird, almost like someone in Centene HR is here seeing reporters asking for info... Just an observation.

I've heard everything from 3 weeks per year down to 2 weeks total. Where's the actual official info available?

Anyone else experience this?

https://www.hcamag.com/us/specialization/employment-law/employee-sues-us-bank-for-firing-her-months-after-hr-complaint/567107

I have a job offer from Enbridge and it has a Termination clause for severance. I don’t have that in my previous offer and none of my friends have it. I asked HR and they said it is standard in offers.

Do I need to accept these conditions? Has anyone negotiated better?

Who is OP really and how does this person have so much time to make all these post? OP are you HR? Just trying to understand if you are connected or just pulling straw from the air and hope that it catches! Do you really have insight on upcoming layoffs?

HR isn't here for us. They're here to protect the company from us.

I heard the original announcement - 3 non consecutive days for cubes, 4 days in office for offices, attest to all day - is being made next week with start date of Sept 14. HR previewed the announcement for HR employees this week.

Dear HR please stop commenting each post here . Found something more meaningful to do .

Wells Fargo newest tactic of getting rid of bodies is to demote people. HR demoted a significant amount of people with the rationale that the work is not important (anymore). The teams were very involved with the regulatory oversight and consent orders but apparently that's not important anymore. So beware guys. It is a bit wild considering their just taking peoples titles and officer titles away, demoting some people from salary to hourly. Even directors weren't safe from the wrath.

If you're considering a job at Schwab, run far away. The hustle culture is back, my toxic manager is even more toxic. He's retaliating against me for moving teams, spreading rumors about my work ethic. He's been reported to HR repeatedly and he's still at Schwab. Senior leaders don't care because he's one of them. Run far away.

After 12 years of blood, sweat, and tears with the QTM team in CR, tomorrow is my final day—and it's ending in absolute disaster. I just found out multiple teams are being laid off tomorrow, and IT is shutting down completely in a month or two. Sending strength to all my CR colleagues heading into HR meetings tomorrow. With most of the US team already gone, it's baffling to think who is expected to keep the lights on and handle the remaining work

Can anyone clear up how the decision was made regarding who on the team got earlier release dates such as 9/4 and others got later dates? Most of my team that applied got the early date and our PL shared they still are unaware of who applied. It seems odd corporate or a vendor would decide this.

I never received my email yesterday so called the VSP hotline number today. They kept me on hold for 30 minutes only to tell me they don't see any information on whether my VSP request is approved or denied. They said they will open a case and someone will reach out to me within 5 business days. Has this happened to anyone else?

How does one go about filing a fair-treatment complaint at state farm? Hr doesn't seem to care and the blatant racism from a certain manager is unbearable.

Has anybody ever reported their PL to ethics or HR? They are giving easier assignments to their friends and I am not meeting metrics. Now have a weekly meeting with them and am sure they are looking to try to fire me to not have to pay severance. Trying to see if anybody has had any experience with escalation.

I thought the new process was supposed to result in quicker feedback. Has anyone actually received their formal ranking feedback yet this year? I can’t tell if some of the prior posts are parody….

Lots of discussion on here about the EVP of
HR. Perhaps Mark made another bad hire?! Talk about a poor selector of talent.

Some koreans like hajdini are taking over, and HR are falling in line with these director's and managing directors.

Each asset will have to have the bottom 15% (5% of them will be PIP). HR doesn’t know how or what the process looks like. Gotta love Human Energy and The Chevron way right? Those messages are dead. It’s a dog eat dog world. Get the most out of your job and take care of your family. The Chevron of even 10 years ago is a but a distant memory. If you think high oil prices and great quarterly reports are gonna make a difference, you’re wrong

Long story short, employee sent complaint about their manager (ED) to HR. MD doesn't gaf. End of story.

You heard it here first. Belk is in early stages of discussing implementation of universal scheduling. What is universal scheduling? Well, everyone, and this means EVERYONE that works at the store level will be required to work a mix of morning, mid, and closing shifts. Store managers, support, housekeeping, HR
included. Soon, only day shifts (8–4) (7-3), (9-5) will be strictly prohibited. What if you can’t or are unable to work closing shifts? then it’s aidios!

I have pretty much walked all floors in both buildings in my location and know the parking situation (straight to the 4th floor if you arrive after 7:30) and they are 80% occupied. So, HR communicating about other regions full time RTO schedule coming later in the year is pure BS. Don't shoot the messenger, I am just reporting what I see on the ground.

I don't think there are so many phones per region (60% of total strength) that they'll be able to fit all of us. I don't see any construction or acquisition possible where we are located. So, just a lot of puffery tbh. Anyway, latest all hands for one of the BU's said the schedule is coming next week. So, I might be proven wrong in 2 days.

Enjoy your weekend.

All, don’t be so quick to sign a separation package. You waive all of your rights. Is it worth 2 months base pay and 2 months cobra? Consider the PIP, you will get one month of both and use this time to look for another job. In my sales area, they are placing solid sellers with a solid performance on a PEP or PIP choice. Why? They may offer a PEP at the end of the PIP, but be cautious, you sign away all of your rights. Believe nothing verbal, if you need something from them for you to sign and leave, get it in writing. And don’t be so quick to work through your manager, wait for HR. Do not trust any Manager or HR for that matter, they are there to protect Benioff.

Check out this case.

https://news.bloomberglaw.com/litigation/salesforce-worker-allegedly-laid-off-for-taking-care-of-father

I understand everyone is different but there appears to be a lot of getting rid of people for bs reasons.

I noticed lately they are hiring a lot of young females in AI/ML/Data science/Data engineering type roles. I noticed that they don't anything. They use AI and one junk analysis a day. They are gone by 4 pm because..kids, School pickup or whatever reason. They don't acknowledge any messages and find a way to deflect any responsibilities. I reported one to my director and he terminated one contractor that was not not doing much. But we are stuck with a couple of FTEs we can't simply RIF, he's citing legal/HR . There seems to be a pattern emerging with these hires. They are using proxies to pass interviews. One girl refused to come in camera and after i insisted she did the next day and she looks different than the one in remember in the interview. Interestingly the video was blurry both times, lighting was off, and hair party covering sides of face. Since I don't have 100% proof I can't report to HR. What are my options? Director says just to build up a case n put them on PIP in a few months n layoff next year to avoid legal is issues. Is he being overly cautious? Now I don't have funding to hire 2 more and stuck with 2 useless duds, scam artists

Does anyone know the meeting title that is used for a layoff meeting? Also, who typically sends these out? Is it from HR or your people leader?

Cap size useless HR activities with Agentic AI workflows

How did you find out that you were being laid off? Mine was scheduled during my normal one on one time, but with a surprise variant, a meeting room was booked in the office. When I got there, you know who wasn't there? My manager. He was remote.....but booked a meeting room in the office. Ok. You know who was there? Some long faced lady from HR that looked like Droopy. You know what we never had, my actual one on one. Imagine spending time gathering feedback, requesting it, people writing it, all for you never to see it and get laid off. I'd heard they do funny things around twenty years, sure enough, right before twenty they do some bullsh-t.