#hr

Let’s face it, without poor leadership here, they wouldn’t be:
} Ridiculous amount of offshoring
} Incompetent leadership, whether onshore or offshore
} People with H1B in Sr Mgmnt roles, bullying and laying off US Citizens

Without the psychopaths in Legal, HR and Leadership roles,
There wouldn’t be:
} Millions spent on nonsense while laying people off on a monthly basis
} Disgusting layoff packages that highly contradict what they put on Sparq
} Terrible unchecked, toxic acquisitions like OI Change Healthcare
} Bullying, harassment and intimidation of employees, former employees and providers who speak up. People are now taking to the media because if this! SAD!!!!
} Protection of several, possibly all bullies in leadership roles.

The UK Works Council is only there to give a veneer of respectability to whatever DXC HR choose to do. There is no accountability. They never push back strongly just approve as they are asked to do like good pets. Try talking to them and they just say there is nothing they can do.

What they should do in all conscience is resign from the works council so HR can't say "this was approved by the works council".

I've seen ten posts today and they all ended the same way with even the same emojis used a bullet points. Odd they all have the exact same format.

Example below.

About me & what I’m looking for:
💼 I’m looking for Account Representative, Account Manager, Account Executive, Account Specialist, and Key Account Manager roles.
🌎 I’m open to roles in Glenview, Chicago and the surrounding area.
⭐ I’ve previously worked at CDW as an Account Manager and as an AWS Business Development Manager

The People Office Support Centre is a perfect example of technology replacing service without improving the employee experience.

Tickets get passed between multiple people, questions go unanswered, and then the ticket is closed. I recently waited 30 days for a response to a benefits and retirement query and still did not get an answer.

We used to have local contacts you could call or meet with to resolve issues. Now we’re expected to search AI articles, raise a ticket, and wait in silence. It’s “computer says no” dressed up as transformation.

If this is part of Bob’s AI strategy, it isn’t working. AI should support people, not replace them. Bring back accessible human HR support that takes ownership and actually helps employees.

I see some notes here saying hot line is not HR. A few years ago, I called the company hotline to report an unethical practice. I left a message, and the next morning someone called me back saying they were from Exxon HR. They told me they needed evidence related to the incident. I explained that I used the hotline because I thought it was anonymous and I didn’t want retaliation. Of course, they had my phone number and could match it to my profile easily. A few weeks later, our department head pulled me aside and said, “Focus on your work, I’ll take care of the incident you raised concerns about.” Neither HR nor I followed up after that.

I'm planning to switch jobs soon anyway, but a big reason is that as more of my team has been moved offshore, working with my newer teammates has become a lot more frustrating. The newer male hires in particular constantly interrupt me during calls, second-guess what I say, question my judgment, and never apologize even when they end up being wrong. It's gotten so bad that the people on other teams that I regularly work with on these calls have noticed and started asking me what's going on. I see the same behavior directed at our new female offshore hires, but they're much more timid and less likely to call out bad behavior like I have so they get it worse than I have. One of them keeps getting backlogged tasks pushed onto her from another male employee who keeps saying he's "delayed" on his simple debug task that he's been working on for two sprints now.

My manager was recently replaced with an offshore manager too. They said they'd talk to the new hires because they've also been on a lot of these same calls and have seen what I've brought up during our one on one meetings, but nothing has changed, quite frankly.

For about the last month I've been documenting these incidents and talking with an HR representative after submitting a ticket. So far I've mostly been told to work through my management chain or try resolving things directly with the people involved. HR has suggested it might just be cultural differences that I need to navigate. I don't think "cultural differences" explain people repeatedly dismissing my work or questioning my judgment when I've been on this project for much longer than they have. It also doesn't explain the general disrespect. I also don't think management would be very receptive to the idea that the culture of their own employees is contributing to s-xist behavior. At this point, I'm kind of fed up but already planning on leaving anyways. I was just curious to see if anyone else regardless of gender has been brushed off by HR or management regarding navigating these "cultural differences" which is being used an excuse to ignore horrible work practices by offshore since I can't imagine that's good for the long term of this company.

Typical Citi, their FAQ to fired employees says you still have to receive trade preclearance while on Garden leave. But when you call compliance they have no idea how to preclear you because you're no longer in the system and HR just sends an auto reply that they'll get back to you at their convenience .....

So, if I sell stocks am I going to lose my Severance because Citi is too incompetent to put proper procedures in place to pre-clear those in let go?

I'm so glad I was let go. It's like I was in a bad relationship but needed to be broken up with. I just can't wait to be done with this place.

Our store manager has her favorite minions
Calling them “sweetie”, “baby” “honey” and talking to them like they are her own children——-weird

Store H.R. literally drinks coffee all day, every day. And gossips with her clique.
When someone who is not in the clique walks near them, it suddenly gets quiet.

Support team is a clique. Same thing when you get closer to them in the hallway or office it suddenly gets quiet

Store manager MAYBE working 35 hours a week, and usually closer to 33, 9-4 Monday to Friday, lots of PTO and time off.

HR works 7-2, or 8-3, and never works Saturday or Sunday. Never.Gives little to no information or help, never correctes missing punch, delayed in responding to schedule changes or issues

Town hall tomm. HR included on the call. People and culture is one of the topics. LMAO. These posts must have reached HR, and finally some action? Ok let's see what new BS they spew out

What is going on with employee directory? I use that thing all the time and they're taking things out of it. I use it a lot to look up assignee groups of people. Now I have to go through a bunch of extra hoops.

And they wonder why they score low on the technology tools to do my job item on the survey.

Is this another example of the clownshow Dil ip or clownshow HR

I have been moved around to multiple teams since COVID (same job title and same pay, though). It appears our team will probably be laid off by this next Tuesday after payday as the work we did is being handled by original team that should have been working the cases anyway., but my question is, has anyone had success convincing HR to let you go back to your previous team vs. being displaced? I mean, it’s not my fault I am on the team that I am on. I was just flexible and adaptable but I would really like to go back to one of my previous teams rather than being laid off.

I see HR are flooding Glassdoor with fake 5 star reviews. This seems to be a regular pattern, if there are a few negative reviews, usually complaining about a toxic culture and useless management, then HR kick into action in order to try and preserve the ratings and continue trying to con people that this is a great place to work.

I find it suspicious that payroll was “down” yesterday and that we should see pay in employee accounts by Friday evening! Again, how is the leadership of IT and HR still have their jobs! I believe the chaos is intentional! I bet tomorrow, everyone doesn’t see a paycheck! On par for the seperation on Monday.. Migration Dirty tricks😑

I feel like y’all were issued a gag order… ‘cause not one of y’all have popped up on here… HOW MANY EMPLOYEES DO WE CURRENTLY HAVE?

actually IT… how many Shared Inboxes are there? ‘cause I’m about to look in Teams and do some math.

are people who are “External” included in the employee count?

I joined Tech going on a year now, and I have been working to improve accountability and address long-standing performance issues. Not to be punitive, but because it’s better to deal with low performance directly than end up laying off good employees later.

My biggest frustration has been HR and specifically, employee relations supporting Tech. It’s hard to get a clear answer on what action to take, harder to get a response, and when you do, the guidance often contradicts what leaders in other departments are being told.

I know they’re under pressure too, and I’ve tried to give them the benefit of the doubt. But when managers can’t get consistent support, it makes leading my teams a lot harder. At some point, that becomes an HR leadership issue. I hope their senior leadership is paying attention.

Former Xbox employees warn of potential for retaliation in rumored impending layoffs

Ahead of rumored layoffs at Microsoft-owned Xbox, former employees are warning of potential for retaliation.
They base this claim on their own experiences being ousted by the company under potentially retaliatory circumstances.
They urge current employees to document their experiences at the company and contact their HR partners.

https://www.gamedeveloper.com/business/former-xbox-employees-warn-of-potential-for-retaliation-in-rumored-impending-layoffs

All the job titles are messed up. Do we know when they will update them?

It is my understanding that all severance pay will be taxed similarly to annual bonuses (around 22% federal + state/ss/medicare, totaling somewhere around 35-45% in NY). Are there circumstances where employees can opt to reduce the amount of taxes taken up front? Can anyone speak to this? Any HR reps in here?

Has anyone received their actual money from the severance for all of us who were laid off as of 6/5? Because don’t bother calling HR. They flatly refuse to speak with you. At all.

Is there somewhere I can check?

Hi,
I left Juniper last year before the transaction was closed and moved to different city. I provided HR with my new address but never received any information post mail or email regarding 401k liquidification. I logged into my fidelity account to find $0 balance. Fidelity wasn’t able to provide any information regarding this and gave me phone number to contact which bins to inspira financial. It’s been 2 weeks I have been contacting them but they also don’t have any of my account information.
Can someone help with who I can reach out in HPE to find out the status of my 401k.

I still haven’t been assigned the "Advisor" role but maybe EM HR could take a break from whatever it is they think they’re doing and actually focus on the mountain of harassment, as--ult, and misconduct complaints piling up every single day. Or, bare minimum, learn how to handle onboarding/offboarding without turning it into a circus. It’s honestly embarrassing at this point.
Meanwhile, you all seem to have endless time to post and comment nonsense on this site. As if paying your little pets to flood Glassdoor and Indeed with glowing fairy tales wasn’t enough, now you’re suddenly uncomfortable when people start revealing the dark truth and exposing dangerous individuals (initials, names… the whole thing).

HR call Monday with my manager.

Hi,
I left Juniper last year before the transaction was closed and moved to different city. I provided HR with my new address but never received any information post mail or email regarding 401k liquidification. I logged into my fidelity account to find $0 balance. Fidelity wasn’t able to provide any information regarding this and gave me phone number to contact which bins to inspira financial. It’s been 2 weeks I have been contacting them but they also don’t have any of my account information.
Can someone help with who I can reach out in HPE to find out the status of my 401k. Thanks!

Question? I was just about to put in FMLA paperwork. I know this is a HR question but does anybody know how these things work or how to place it and then do the VSP. Is it better to just put in the paperwork and hold out for the layoffs?

Why does no one in our benefits know anything about our benefits since they closed the Operation Centers? Any time I call with a question they don't know. I want to retire at 55 and they can't tell me if I do if I can start withdrawals from 401 with no penalty. One person told me yes i can. Another said no, and that person should not have told me that and its up to the IRS. Wtf? Never seen such incompetence. They're only job is to know our benefits inside and out. What a joke.

The emea HR director should be fired. They doing illegal hiring and firing practices.

Emea hr director don't have formal B school education. Zoology education they have must fit for managing zoo not corporate.

Has anyone had any dealings with the senior head of HR? My understanding is he is the one pushing RIFS, and a reason behind this increasingly toxic place. He wants RIFS everywhere but has the most toxic people leading HR teams.

My department’s leader recently sent a note to all staff with directions to update our “My Career Story” in the HR portal area. She said the “critical fields” to update were education, external work history, career preferences, and relocation/work preferences.

Seems kind of odd. Anyone else agree?

HR lackies.

2600 names and counting.

I had a very bizarre interview yesterday. My city has an SMBC office. The job post mentioned my city in the description. My 3 interviewers were all from NJ / NYC area based on their LinkedIn profiles. They were ALL AWARE I am in a different city. In fact, one interviewer was the hiring manager.

Two things happened in the interview:

1. 2 interviewers were late.
2. For spending 45 minutes on the interview, one interviewer said she will talk to HR if I can be even considered.

Why did the interviewers waste my time? This is totally unprofessional.

Global looks like their wages are dogshit, especially for the industry. Worldpay was not perfect but much more competitive, nd most of the new HR including the Head of HR are Worldpay folks not Global folks. A good sign for the future of employee benefits?

From HR here
And shocked with my recent experience.
Had an opening which is not a Visa sponsorship position.
Hiring manager was so mad and ended up convincing his LL4 and my boss and changed to Visa sponsorship. His LL4 and My leadership is also Indian.
Later he confessed to me saying his cousins badly need a Job who is on OPT Visa and has only 30 days, else she have to go back to India..
He even modified the resume to match the Job description..unfortunately HR hands are tight with this as no substantial evidence (except 2 different resumes)

When you get reminders in your email that you have not taken the surveys, makes you realize they are not so anonymous.
Most managers won't know exactly who took which survey, but they obviously can decipher the writing style and common themes.
However H.R. and many others absolutely know who took which survey and what was said and even the time the survey was taken. I have friends with other companies who have been pulled aside and spoken to about things written on surveys. Also, they have to do this for obvious reasons safety/security/ legal reasons etc. but be very careful about what you write and possibly don't write anything. Also, be careful about taking a negative survey, some companies focus on these for who to target for reduction in force purposes.
To ignore this would be foolish. For 5+ years I have chose to not take any surveys at all since I firmly believe that nothing at all would ever change. I mean literally everyone wants to work from home but the company obviously gets the final say. Your voice unfortunately doesn't matter that much.

Coworker passed along a message from HR received when asking about the 401K drop. Was told managers received these speaking points in advance to help explain this - any of you managers receive the below?

FAQ:

Why are we making this change?
The health care industry continues to experience uncertainty, especially in the policy environment. Because of this and our financial performance headwinds, we are being even more thoughtful about our resources. This change will align our three 401(k) plan options so that each plan has a consistent employer match of 3.5%. We remain in the competitive range with our peers while continuing to provide a comprehensive portfolio of benefits and well-being programs for our employees.

Who is impacted by this change?
The change to the employer match applies to both our plans. Employees eligible for these plans will be impacted by this change if they are eligible for the employer match and contribute to the plan.

I had to register for the voluntary separation program, I put my number and email correctly. 2 hours later I am getting codes that I have requested. Do not call the number they provided. 1 hour and 18 minutes later they sent me to voicemail. Just an fyi

I got the email, but the phone lines are extremely busy. I was hung up on after over an hour of waiting. What a mess.

Laptops in the company still have attuids assigned to their computer name. Use ADUC or the PowerShell activedirectory module to search for computers belonging to anyone in your leadership chain. Once you find their computer, you'll want to perform a ping on their computer name, followed by nslookup to see which domain controller they are connected to. It will tell you if they are connected to VPN and are therefore not in the office.

Subsequently, make a PowerShell script that automates this whole process, and now you have a way to track RTO compliance of executives. You can run it every 20 minutes to track who is doing less than 8 hours in the office.

Once you find someone, lodge a complaint with HR indicating that you believe they are violating RTO policy.