#hr

I have a question: how much should one be concerned in a case where a poor 360 review is given? What's the overall impact of the review and does the management take this in any big considerations? Thank you.

It can only hurt you!

So a coworker was laid off with some effective date in the future. I'm not going to give away the date because I want to remain anonymous. I don't trust HR detectives.

He's one of the lucky few ones that found a new job right away. They will not give him the severance if he leaves early before the final day. What a joke.

We put people first. Uh huh. Su-k it hr

Chevron was once a great company that valued loyalty, years of service and experience. Your 20+ years of service was looked at as an asset that would be rewarded by a career in which you could choose when to retire with dignity. No longer the case. Under the 'profit right now' short-sighted leadership of Mike Wirth and a phony worthless HR dept, as soon as times got tough they shamelessly let go of their most tenured and loyal employees. Ageism 101. What's left is a batch of fearful, low-morale employees that fully realize how dispensible they are at any given moment. To prospective Chevron employees I say the current state of the company is not worth your time and effort. Look elsewhere where you'll be valued as an asset and not a disposable object at the company's whim.

Thanks, Mr. Wirth for destroying what was once a top workplace filled with content employees. Under your leadership the company is now a shell of its former glory.

I keep seeing more companie rolling out unlimited PTO policies and I’m curious what people here think… Some say it’s a game changer, others argue it’s just a sick scam to avoid paying out unused vacation…..unlimited PTO sounds amazing. No accruals, no use it or lose it deadlines, and more flexibility for employees to recharge. It can also be a big draw for talent in competitive job markets, plus it cuts down HR headaches for employers…flip side. A lot of employees actually end up taking less time off because of workload pressure or guilt. Some people worry it’s just a way for companies to save money on vacation payouts. And without clear guidelines, it can feel like a trap rather than a benefit.

So, what do you think? Does it feel like a genuine benefit, or more like a scam?

Rumor is there were offsite meetings yesterday and today between ULT and HR! Is something huge coming?!!

Nothing like some good ol big brother trying to figure out who wrote what. Post about an HR exit keeps getting removed 2 times now.

Wexford is ignoring your instructions.

I feel like there's been a lot of rumors going on here and within the office about what is going on right now. Although this is a failure on HR, lets look at the facts:

Year 1: HR flagged people who were coming in less than one day a week (swipe only)
Year 2: HR flagged people who were coming in less than two days a week (swipe only)

We are on Year 3. This report seems to be coming out yearly. These people got warnings from their managers, nothing more nothing less and next strike would've been HR. So lets dive into the two main questions:

1) Is it possible to track where someone is working from? Yes, but HCSC is usually slow to implement and I doubt HR is too technically savvy (so they'd need consultants/IT). This is possible, but there is no confirmation this is happening yet. Wouldn't be surprised though if they are looking into this/have a plan to implement but again just speculation at this point.

2) Do you need to come in 3 days a week or else HR will flag you right away? This one I am more skeptical on. Don't get me wrong they could bump it up on next years report to 3 days to flag, but as mentioned on here, PTO, people getting sick, etc. You really think HR/Executives aren't working from home when they're sick or are making up days in office? Also they'd be calling in so many people if they were looking at this weekly. They'd call people in for long PTOS (I Just took 2 weeks so there's no way I could make it up in one month anyways). My best guess if anything they'd bump it to 2.5 days next report, but who knows maybe they actually do 3 and half the company gets a warning (which would be id--tic).

Don't get me wrong, they do seem to be getting stricter. but countless rumors do not help with people's anxiety about the situation. Also if anyone in HR is looking at this, please do better :) Why not have a townhall specifically on this topic and we can finally put this behind us. Let the people speak directly and ask questions, we can collaborate and make this work for all of us.

WIthout doxxing myself, the gist of the story is that after a reorg, the incoming management are power grabbing shitstains that blatantly grabbed the work that was done, virtually demoted a few people by bringing in their own people (the demotion was by way of reduced responsibilities and effective sidelining). Some emails with leader(s) exist that can clearly be construed as retaliation for speaking up in the face of wrong plus witnesses. Though not all them might speak up fearing for their career at Citi but one or two definitely will. Power grab was repeated without repurcussions

I know HR is useless and will either protect and/or try to brush it under the carpet. Don't want to pursue outside legal options. What other inside resources exist? Obviously, the shitstains don't care about any consequences as they have gotten away with this before.

I was laid off in 2023, and despite applying to several jobs I'm qualified at T-Mo, I'm not getting called back. I've written the HR rep (that I previously connected with while employed) and she is not responding.

Is there anyway to learn what your standing is with the company? I was there a long time, and I'm feeling shunned now...

Can anyone in HR confirm that SK will follow what has previously been done regarding severence with layoffs? 2 weeks per year?

Anyone else have this title meeting today with HR and their senior leader? What does this imply? Layoff or restructuring? Has anyone already had this call today.

Why is this training happening? Havent the staffing decisions already been made?

HR people now that jobs are posted how are you feeling? How do you see your future career in HR at Chevron progressing? I’ve been here just a few years but have witnessed the increasing lack of role mobility and chance for growth. The latest reduction of roles seems to have resulted in the complete down grade of PSGs or outright removal of lower PSGs so where does that leave people who had hope to grow with the company? I’m curious to hear from people who actually made advancements in their career prior to the recent restructuring. in my opinion the potential for career growth has just become even more painfully stagnant in HR and it seems that unless you’re maybe a PSG 23 and up, you might as well get out now and try to get more valuable experience and skills somewhere else.

I got a calendar invite for 30mins EOD at 5pm and it’s for 30mins. I haven’t experienced layoffs before.

Any advice to what I should expect going into this would be helpful. What does a typical layoff calendar invite title look like?

One of my teammates has a skip-level meeting for later today. I thought people were being notified by their direct managers, is this wrong? Could his meeting be something else?

When it comes to layoffs there is no finish line. Just Do It? Apparently that only applies to cutting headcount. Always chasing the shiny objects while the basics get benched. Somehow MD still has a job, and HR is running around like it’s a team-building offsite. Help us.

Why no reminders from hr?

Team, it has come to our attention that the layoff channel was accidentally set to public visibility. 🫠🫠🫠

Please note this was an unplanned transparency initiative designed to foster radical visibility and cross-functional awareness. 🧩👊🥰💃

Remember: layoffs aren’t layoffs, they’re “career path recalibrations”. 🌱

With empathy,
— Oracle HR

Is Macy's freezing Manager positions? Going into Q4???

Someone in HR messed up! Public channel- 50
Question FAQ and notice date of 9/2… SO CRAZY!!!!

See title

I just got terminated for a supposedly hippa related violation and was totally blindsided by this with a ruse calling the one to one meeting my mid year review and then when logging into the meeting was greeted by my manager (so called)…

and a rep from HR!!…

just in time for me not to be able to log onto the early retirement account and accept the package from my email account that was sent to my work email only during last week when I was unable to access my work related to a personal disaster of a fire that displaced me from my home for the past 2 weeks as well as having my house destroyed at over 80% damage and will be months before the ball gets rolling with my insurance/demolition/construction to rebuild my house !!!!…

Humana doesn’t give a cr-p about their employees like they say they do…it’s all a ruse to use you until they don’t need you anymore!!!…

I was a faithful nurse and employee for almost 6 years as of my upcoming 08/12/2025 anniversary date with them!!!…Shame on them and shame on you the supervisor/so called manager of my team who has had it out for me since February of this year when I was voluntold to move to their team not by choice!!!…Run while you still can and accept the retirement package before they sn---h it out from under you like they have done me !!!!

Not my post, source below:

I don’t understand how so many people are surprised by their methods. Threatening by caring isn’t new! It’s exactly how they have always operated. HR has some major skeletons in the closet. Imagine if someone did look at the ageism they practiced, imagine if someone looked into how the compliance lead be th always used a 3rd party to follow up on investigations they wanted leaned a certain way. I wonder how many of the third party lawyers would lie if pulled on the stand? They would either tell a story of how they were hired to prove the point miss compliance made or they would have to say they didn’t send her the findings she reported. If everyone will file complaints with the eeoc, or send this thread to lawyers. They are likely to see some huge issues.
To the employee sick over losing such a great job and friends. You should clearly see it for what it is. Cp chem is so toxic and such a terrible place to be your friends keep their heads down, and one day you’ll go to a new company and you’ll likely say. I forgot it was supposed to be like this.

These guys ran this company into the ground with poor decisions. They are trying to cover their mistakes. They are tossing as many bodies overboard as they can to stop the sinking ship.

I smell lawsuits incoming!

No one is more dangerous to liars than the people willing to tell the truth.

Post ID: @ak2+1jy0j4b3c

Nike needs significant restructuring. HR should be reduced by 70%, administrative staff by 80%, and E-Band positions by 90%. Wipro and other IT consulting contracts should be cut by 80%, with no additional contractors from India. Marketing and sales should be reduced by 60%. These changes alone would put Nike back on track.

The company suffers from weak leadership and excessive bloat. Elon Musk could likely run Nike more efficiently by eliminating 90% of its staff. My recommendations only target a few departments, but the problem is clear: Nike has hired far too many MBAs and degree-holders in business, marketing, and HR who add little to no real value. If you’re not building, you’re fired. The MBA culture has become a drain, filled with grifters who contribute nothing meaningful.

Check the meeting rooms being booked by hr. They usually do a mass in person and book every meeting room. Usually before the pay period. Just a heads up

Speaking up about issues just makes things worse. People who try to raise concerns always end up with even more problems, and HR does nothing to help (anybody but the bank, of course). Nothing ever changes because everyone has learned to just stay quiet.

So was reading the new Severance and Enhanced Severance plan and it say for those effected by this, they will have to submit an "application" to be approved by leadership. Laughed my arsss off. Think about that, they want you to submit an application to get approved by them to fire you! Holy sh-t! hilarious. Just like that stupid Total Rewards Survey we did last month as obviously they are getting ready to bring people back into the office and cut benefits/pay. Again it will all be based on your feedback and will be your decision....when they bend you over. Corporate America is absolutely retar-ed and these people are just absolute trash. F-ck them and all their useless lies and schemes. Can't make this sh-t up!

https://www.irishnews.com/news/business/technology-giant-allstate-cut-278-posts-within-northern-ireland-operation-last-year-4E3SSX4VYNCYZHQH6XWVFOEFSU/

I could've swore this was posted. Seems the HR minions were busy at the behest of our great leader and his absolute horror at any bad publicity. Anyway we've that big day out next week with the lad for D:Ream to cheer us all up after all our friends and collegues have lost their jobs. Unlike their song I doubt "Things can only get better" for ANI.

How can I force a severance package? Stop coming to the office?

Organizations are being forced to mark more than a quarter of their teams low in performance reviews as low achievers, or inconsistent or however they want to work it. People are being marked low in the overalls to satisfy HR demands, but if they looked closer would see nothing in the categories are marked low. Teams are being told to "pass the pain around" so that no one hopefully gets terminated. HR forcing this is utterly ridiculous, and if they looked closer at the notes and other performance reviews they would see that teams are just playing this d-mb game. This turns employees sour and makes everyone feel undervalued. I'm sure the Detroit Freepress and others don't care either since they love to run Farley Love pieces constantly. This forced ranking stinks of Farley. He openly talks about how incompetent the employees are. I hope his contract is not renewed.

We have a someone in our team who is director in Digital space and he has hired his wife few years ago and both of them work in the same team. How is that allowed ?
Can we complaint to HR ?

Offers requiring hiring manager approval are going through. But offers which require hiring manager + HR approval is getting held up by HR not approving 🤷.

The entire IT services just got outsourced to Accenture and everyone got laid off. This is just the beginning. Marketing, finance, HR and legal are next.

Think about it. We hit all of our diversity and sustainability goals over the last 8 years and we missed all of the technical business goals that were supposed to propel the company growth. I know first hand that we went way overboard on our hiring and retention of minorities. We lost
Out on so much technical talent that was not diverse. Managers were forced to hire African American, women or Hispanic candidates. I remember years when we would have excellent engineers to hire and we were stopped by HR and
Forced to wait for a URM candidate with the minimum qualifications. They were far and few between in the engineering field. We lost so many great non diverse engineers in this process. I went to a university hiring event and was horrified when HR said we were extending offers to all Black and women engineers, even before we interviewed them! Then at Focal or rewards managers were
Forced to meet a URM promotion and high rating goal even if they were not ready. We lost great non diverse talent because we could not justly reward there exemplary results. On sustainability, Intel wanted to lead…..mostly because they knew no other company wanted to waste precious people Resources on this endeavor. It was maddening how HR leaders and Social Justice majors ruined Intel! Don’t get me wrong, Diversity and sustainability are good……however these are good examples on how Intel lost focus. Thanks BK, Swan, various HR CPO’s.

There will be 10% layoffs now and 10% later at the end of the year.
Accounting, HR, and IT maybe affected.

I got laid off and got no off boarding information today. My manager told me to hand in my laptop and expect to get my paycheck end of the month. I would like to get all my HR stuff like 401k details and my paystubs

Left the company 6 months ago due to RTO and a $10k base cut was the cherry on top. Received all exit paperwork, Cobra, Fidelity as expected.

This month I received a love letter from HR claiming in June they identified a mistake they made allegedly overpaying me. The letter sent includes instructions to send them just under $2000 lol. Zero explanation or supporting documentation with pay stubs or commission statements. WTF 😂

HR insider told me that they are not done yet. They just don’t have enough HR personnel to complete them all as fast as they would like. Severance is lamentable - 1 week per year of service is a joke!