#hr

One day at a hackathon November 2023, I was subject to entrapment using a vape pen with an amber liquid cart attached. I reported that along with a few other things. Instead of fixing things, they just retaliate. I left the company 1 year ago, and I'm still being harassed by them in NJ. They have been attempting to physically harm me as discreetly as possible. Execs please feel free to respond here, because you guys just LOVE to waste your time on entry level employees.

Sounds like last layoff hit any fully remote worker? Did anyone survive or did they wipe that slate clean in the impacted departments? Were those affected given a relocation offer or just let go? Worried about my future with the company.

The HR managers target specific managers and employees due to personal reasons. They are not unbiased. It’s sick.
Remember HR is suppose to protect the company, but the employee-yet the HR managers are literally walking liabilities.
Wake up Hertz. Clean house of your RAC HR managers. More specifically your top 30. Walking lawsuits day in and day out.

Buckle up—an enterprise-wide “skills assessment” is rolling out this quarter. Officially, it's about aligning talent with strategic goals. Unofficially? It’s the corporate equivalent of musical chairs. Fewer seats. Sharpen your résumés—consider this your friendly warning.

I applied for a job that they are filling due to 3 people taking VRP. Is this a good move? I thought they wanted to cut the workforce, not replace them.

Just sayin is all…

It appears that Centene leadership may be actively monitoring and moderating content on this platform. I’ve personally observed posts and comments that were visible at one point—some of which I even shared with colleagues—only to find that they were later removed or no longer accessible.

This pattern raises concerns about the transparency of communication and suggests that certain viewpoints, possibly those highlighting uncomfortable truths, are being suppressed.

HR head clown Eric Leef is leaving Hertz. Looks like he is the fall guy for the recent disaster employee survey. Good riddance! Unfortunately this departure won’t mean much for the Hertz employee workforce who are likely faced with continued compensation hardships stemming from a broken company.

This company is top heavy with unqualified leadership. People who earned their way to their positions not due to skill, but rather someone liked them. These are the very same people who continue to make poor business decisions. Can you believe the HR director left? What will happen to the unqualified “HR” managers? Many stemming from uneducated positions now working in Human interaction positions.
Here’s a tip: look at your highest generating RAC locations-those locations should have the most qualified HR managers. Not a payroll clerk now glorified as a senior HR business partner. lol !
You can’t make this insanity up.

I was let go this week. How long I have to sign the severance agreement?

When will they be off T payroll?

Separation dates apparently spread out. September 30, 2025 to July 31, 2026. APPLY: August 26 to September 9, 2025 area likely.

Is this confirmed?

the next RIF announcements are 9/3 this is the company wide big one at mid and upper management levels
OP: @a5+1k36et84k

Where can I check?

HR is filling their own pockets and playing games with workers

The company should take action against managers who engage in fraudulent or biased hiring practices. Such practices can bring in employees who may not be qualified, which negatively affects the workplace environment.

From what I am hearing, most of folks on ISP list will be DLs.

Given the objective of cascade 2 is to reduce leadership layers, it makes sense. GPs/Directors will save their skin and throw DLs under the bus.

Skills, capabilities and performance will not matter. If you are a DL and don’t have a GP/Director protecting you, your name will end up on the ISP list.

Are laid-off folks offered a chance to land another role within Oracle in a set time frame? When I was laid off from my previous company last year, I had 60 days to apply for internal openings (spoiler: I didn’t get anything). I’m wondering if Oracle has a similar process or not.

Is it possible to quit and collect unemployment benefits in NYS?

Not layoff related but question if someone who works at USAA currently
Has been arrested and then released is that grounds for termination ? Should it be reported to USAA (

U.S. Bank discriminates against their older employees making the persons life miserable forcing them to retire or quit. They zero in on them and harass them relentlessly until they break that person. The bank has no loyalty or respect for their employees with 25 years or more of service in reality they would rather bring in a herd of contractors to replace all their long term employees especially the aged employees.

A statistical overrepresentation of one hired or promoted group IS enough grounds to file a title VII case for discrimination and force HR groups into revealing internal communications and policies regarding hiring and promoting practices.

We all know this occurs industry wide, and across most industries… Might be worth filing these cases when we have a DOJ that is anti DEI?

If you are store level asset protection or Human Resources expect cuts early 2026. Rumors circulating that both those positions will be eliminated from bronze doors and under. Golden doors will more than likely still have those positions. More than likely asset protection will be the first to go, followed by H.R. leads.

Will they be using their tracking of which Cigna people gave low scores to determine layoff candidates? I assumed so that is why I lied on mine. Who else lied on their survey?

Could anyone tell me if country-to-country movements or applications for positions in other countries are currently blocked?

Has anyone visiting this page been impacted by the pooling process discussed a few weeks ago?

We all know leadership’s goal is to cut us down to bare bones. Why waste time and energy on PIPs, ffs? Just to save a couple of bucks in a sea of layoffs?

I'm in minneapolis and the pay range recently changed. An example for a P3 in risk is the minimum used to be $84K, but now has increased to $96K. If a person is below the minimum, will HR increase the their wage to match, or will WF sc--w that person over?

Ok so I'm in severance after thankfully being offered the vrp. I just received a notice from fidelity that the took an overpayment from my hsa in the amount of 37.11. Call if you did not authorize this. Some to both fidelity and pay and benefits. Nobody can give me a straight answer. 2 tickets have been opened. That can't confirm an overpayment, don't know how much it is but feel they won't take any more money. Also stated it was an error that effected 24k employees. Ok, all of my hsa is pre tax $. My pre tax dollars. I have consistently had the same amount which I specified for 2025. First this is a violation of nys labor law. Gotta go call the department of labor now and file a formal complaint.

In my professional opinion, AI is the best cust. Svc tool since sliced bread. The point of access to it wasn't well thought out. It's on a tool that can bring a rep a zero call for touching it during a call when it's needed. Maybe that's the intention to bait good workers into a zero call. Then QA can tag it as Egregious and that good worker gets written up by HR. There's even a man that took the attrition highway and quit due to getting an Egregious score for looking at their timesheet waiting for customer information to load. They quit because they thought the alternative of being written up by HR for looking at a work document while waiting for a slow loading system is totally absurd. Seems like the company wants attrition, and wants people to be fired when written up by HR. That saves the company from having to pay severance. As the man said who quit, the writing is on the wall. Keep your pizza and just treat people right until you displace them. There's your employee survey. Anonymous.

Working at Truist often feels less like being part of a team and more like being dropped straight into the Hunger Games. Colleagues are positioned as competitors rather than collaborators, and every day becomes a test of endurance where management and peers alike seem focused on outmaneuvering, undercutting, or suffocating your progress. The company’s glossy slogans about “Purpose” and “Care” ring hollow—just polished propaganda masking a reality where employees quickly learn those words are for external image, not internal practice.

Human Resources, rather than acting as a neutral protector of fairness, feels more like another arm of the Capitol—perfectly aligned with leadership, but not with the people actually fighting in the arena. Meanwhile, Truist quietly disengages from its most loyal workers, even as Bill Rogers and the executives enrich themselves exorbitantly. With each new round of lavish bonuses and raises at the top, it becomes clearer: the sacrifices of employees are little more than the currency funding Bill Rogers and the executives. In this version of the Games, survival means accepting that the system isn’t broken—it was designed this way.

So from Cameron Bready's exhausting epilogue, the word counter on "change" was absurd. "Change" aka in HR word speak is re-orgs and layoffs.

Hey all, I was among the 21 last week. I am so sad. HR told us we were going to be supported during our 60 day job hunt but they were no where to be found. I'm certain none of us had a chance to find a new role at Target. My team is talented, respected, and qualified for a lot of the open roles yet none of us could land anything. We HUSTLED in the 60 days. I personally applied to 16 different internal roles my skills would have made sense for and I got one interview which was amazing but I got rejected. Same story with 4 others on my team. I am convinced we never had a chance and it pi---s me off they led us on. Stupid i know but I didn't apply externally at all because I wanted to stay so badly. Lesson learned. 18 years with the company and no thank yous or I'm sorry from leadership. It stings but now I know how it is. I was so naive having grown up there.

Does anyone know if past service years that had a break of more than 5 years count in the ISP severance pay?

is there any negotiating with HR with a better severance with company standard. This would be probably related to older workers since finding another position will be difficult if not impossible

How do you all feel? With the move to epic it seems like you all are in a state of limbo and waiting for some direction.

Sr. Manager here. I read this board every so often but, please don't get complacent and feel like you are safe right now. Unfortunately, it's not quite done. Last week was the majority but there is another round this coming Monday. I have 5 meetings with HR and my directs that I don't want to be in next week. Good luck .

Another 7 or 8 people from marketing let go this week.