#hr

We (myself & other colleagues) are in a site that will be closing in the near future. 99 percent of scheduled SPTO is wait listed or declined. It used to be 5 days call out equals 1 occurrence. Was it changed to 3 consecutive days calling out now equals 1 occurence? Our leaders are scarce these days, and we can't get a straight answer from HR. Most of the time we can't even reach HR. Thank you in advance.

Not to be out done, but Human Resources has once again made the annual performance evaluation process harder than rocket science, and has added layer after layer of unwelcome, unwanted, unnecesary and extreme complications to an already ardous process for associates and managers. We are collectively FED UP with all of this BS ! It used to be a simple 1 page form. very effective. high impact. reviews took 1 hour. Now it is at least 8 hours for each associates. It is the crazyist thing many of us have every seen and this behavior from a run a way HR group has got to stop. Does the CEO and COO support this ? You support this ? Memo to the CEO: we don't want this process. need this process. eliminate this process or you will lose support from the rank and file for god's sake.

Heard rumors that HR is attempting to come up with a system to ensure everyone is spending 8 hours in the office.

Anyone else can confirm this?

Until now it seems they screen for badging in the office. This of course completely leaves out all the evening / weekend calls and booting up vpn on the laptop to resolve issues (sometimes for several hours), not to mention when you need to be in the house for the occasional service but can definitely work from home very efficiently.

This department should be dismantled. They do nothing for anyone. They are on yellow status all day long. How much do they even get paid?

Manager here — trying to sanity check something.

I haven’t been given any formal tools, dashboards, or defined thresholds for tracking RTO attendance on my team, but I’m hearing a lot of specifics (e.g., ~50% thresholds, rolling 2–3 month averages, automated notifications).

Are other managers actually seeing concrete metrics behind the scenes, or are these assumptions based on when HR flags something?

Trying to understand what’s real vs inferred.

The record keeping, filing, personnel data correlation yada yada….is nowhere near technically complicated as a majority of roles. If AI can’t manage that, then you can forget it being able to handle anything more than that.

So, start there. Let HR go and let AI run with it. I mean what do they do anyway other than ignore your question and never get back with you. Why pay someone to do that when you can have AI do that as well for no pay.

So you have to layoff, great, awesome whatever….start with HR. Let that role be your AI proving ground.

HR is questioning my 10 day bereavement that I took last month. Is this normal or should I be worried that they are looking to include me in the next round?

jobs.dell.com

Is completely down! Dell's shutting down the entire job portal until May 4th. That's gotta hurt.

Do they really help?

Looks like more rounds of layoffs are hitting, and this time recruiting is being hit. When will it end?

HR and execs behind closed doors...

Hmm...

Cognizant plans to lay off 10-20% of their USA workforce in the next 6 - 8 weeks. They are forcing every business unit — Even profitable revenue generating ones — to cut their workforce to move over to India or bring in lower level talent. HR was blind-sided by this and has very little info so it’s clearly coming from Ravi or Surya. They are trying everything to get the stock back up, so why not blindside the workforce right after being named a great place to work. Yeah right.

Our company requires 3 days in office, but at my location, I’ve noticed some people come in, stay around 3 hours, and then leave after lunch. Does HR actually track the hours spent on-site—like is there a minimum of 6 hours or something? We have to badge in and out, so I assume they have data on how long people stay. Anyone in HR or someone who’s talked to them know how they track this? How many hours typically count as a full day? Or do they just count it as a day if you badge in and out, no matter how long?

Once certian projects are finished they will lay off the rest of that department and let L T I take over. Congrulations on working yourself out of a job. HR will mostly be replaced by a computer. Get used to talking to a machine. Middle management will be gutted. They won't be needed since LTI has their own management in place.

Projects will be downsized further and support groups dismantled and/or gone.

Operations you aren't safe. They are looking at you.

Anyone who is of retirement age will be next. If you have several complaints in your file you will also be gone. There won't be anyone left at cpchem except for a few in corporate. You are a number, remeber that. They don't care. They never did.

If you have grant emails there are opportunities to claim your RSU even if it is maturing in September. You have to walk through your clauses for potential claims and present to HR.

I read post on this site often about what a manager can and cannot do when it comes to hiring, firing, RIF, salary, bonus and remote work. Here is my direct experience in no particular order of importance. I retired over a year ago and am receiving my pension, so can freely write this. I know some things have changed in the past couple years, since my retirement but most of this was true in the early 2000's when I started at hBBT and is will be true forever at Truist.

1- Managers have the final say on who is hired. However, I never hired any FTE that the people that I manage did not approve of first. i.e. The candidate had to pass the team's interviews and I would have the go-ahead from my team before any offer was made.

2- If you don't get all the salary you can get upon initial hire, chances are you will never get to a salary of a newer hire. i.e. 99% of all new hires are paid more salary than experienced FTE, given the same pay grade. see next item...

3- It is nearly impossible to get more than a 10% salary increase and stay within the same paygrade. To get a real salary increase you have to get paygrade promotion and then the salary increase is capped at 20% increase (promotion) unless we managers can get a Level 3 (L3) (this was CTO level approval in my mgmt chain) to approve...which is almost impossible. If the original salary is so low that the paygrade promotion forces the new salary to be more than 20% then L3 has no say so; they have to approve. Prior to my retirement I got overy half of my FTEs a paygrade promotion and/or up to a 30% salary increase with the smallest salary increase 12%. I had 2 of the FTEs get a two paygrade promotion...from 109 to 111. Hence, it can be done, but most managers are spineless and will not even put for the effort to do so. It took me over 12 months of asking, begging, paperwork, more paperwork, arm twisting, etc.

4- AIP, yearly bonus, are somewhat decided by direct managers. We were given a bucket of money and would allocate a certain percentage or amount to each FTE that was AIP elegible. The higher the paygrade to more amount of bonus was allowed. The higher the performance rating the more bonus amount was allowed.

5- AIP allocation could be and was overwritten by the CTO at his whim. You may have heard stories from a couple years ago of the current CTO stating "It's my money and I will do with it what I want". Yep! it is true. I was there when he said it. i.e the CTO would go in at the last minute and take money from our buckets and give to his teacher's pet people with no regard for we manager. We had NO say so as direct managers. I fought that battle with a previous CTO (not the current CTO), anyone remember Eduardo J?, and HR and lost.

6- HR is not your friend. They tow the company line and will, virtually, stab you in the back while giving you a reach around. Never trust anyone from HR with anything. SERIOUSLY!

7- RIFs are 90% pre-determined. Someone/some group above a line manager is making the decision on who gets RIFed. It doesn't matter your performance, your time in service, or your salary...if someone wants you gone, you will be gone and there is little a line manager can do about it. You are nothing more than a line on a spreadsheet when it comes to RIFs. More on the next item.

8- Line managers do have some say on RIFs...if they put up a fight. In a round of RIFs in 2024, I was given a list that ~45% of my FTEs RIFed, roughly 11 of 25 people. I fought that tooth and nail and got the number whittled down to 5 that were RIFed. I was told by HR, "Your group will have some RIFs. You are not exempt". I picked those 5 names because I knew they could get a better job elsewhere and quickly. It was still a VERY hard decision for me to make. Of those 5, three ended up on a contract doing the same job for more salary, 1 was rehired 6 months later, and the last one moved on to a new company.

9- Take your vacation...every day of it each year. There is nothing that you are doing that can't get done by someone else. You are not the glue holding Truist together. Take your sick days also. Use it or lose it. They are your sick days and there isn't a darn thing your manager or HR can do to keep you from taking your given sick days. If you have a real good manger, be honest with him/her on sick days. Tell them that you need a couple days of sick time as a break from Truist. Good managers will understand. POS mangers will hold it against you and question you and demand a doctor note for every 5 minutes you are away.

10- Lastly, If you have a good manager, you know it. They will do what is right for you...not for them. They will fight for you and your livelyhood at Truist. Most managers are self-serving douch bags that only care about CYA and using you as a stepping stone.

P.S...DO NOT let Truist run your life. It is only a job. Your family, your physical and mental health, your life are more important.

Going into HR direct and ADP link, there’s no payslip posted for tomorrow’s 4-17-26 pay period. I sure hope everyone gets paid.

Citi is quietly doing layoffs without much noise like Amazon or Microsoft. They are not in news much.

The government must look into the fake internal job postings, promotions for favorite candidates, and immigration visa abuse. Citi is notorious for replacing American workers with H1B, L1 TN, OPT, H4 EAD candidates.

They hire in India, Ireland, Poland, Costa Rica Singapore, and their last option is hiring in the USA.

Most of the Indian managers are racists and they discriminate other south asians based on caste and culture. It's a absolute disgrace to the America.
Citi HR and Ethics teams are a joke!

They will hire overseas and make them rich and show layoffs in the USA to bump up the stock!

The only strategy is lay off people and get more bonuses! This cannot survive for long. It's a shame that the assets of the big four banks in the USA are not even comparable to some average banks in China.

https://www.wsj.com/business/has-the-era-of-the-mega-layoff-arrived-928f061d?st=dHcPii&reflink=article_copyURL_share

“Others are going to follow suit,” said Beth Steinberg, a veteran human-resources executive who has spent much of her career at technology companies. “A few companies will do it, they’ll get praise.” That, she said, will encourage other leadership teams to “come back to their companies and be like, ‘We have to do huge layoffs.’”

What are your thoughts on this ?
Odd? Very fitting given the rising impact of AI on employee productivity? Other ?

Epam HR and internal big brother tooling make work environment absolutely toxic and anxious. Now we all fight for one position which advertised as “any location”. As a full stack lead, I need to self apply to many so called open roles, to find that i am one of dozens of candidates, pass interviews and find out that my rate card is above SOW. Or someone is better fit, or project postponed, or backfilled etc etc. Total chaos with constant HR pressure, forced vacation days use. I know many people who quit on this torturous conditions like myself

HR is failing. After 35% cuts, the Business isn't happy with there performance. GV is done. JS is now leading learning and talent. He is hiring a consultants to layoff 75% of staff (MW must be interviewing his ethics for being our next CHRO). RP is spending more time with her boy toy than caring about the HRBPs. HRBPs are about to get slayed. All the while, GBS is about to get crushed by AI. LD is LD. She is awful. Needless to say, disfunctional leadership will cause many layoffs this year and next.

As per the -3 Chief HR Officer a few years back, Clap Now. Eat your slop, little piggies.

I’d really like clarity on what’s happening with HR at this company. I left on my own terms and have been repeatedly submitting tickets to understand my final paycheck. I only worked 3 days during the pay period, but my last check shows deductions for two full weeks of healthcare coverage, which significantly reduced my pay.
My HR representative had told me that healthcare coverage would end on my last day of employment. IF that’s accurate, I shouldn’t have been charged for the additional days. IF deductions are correct, then my coverage extended through the pay period. Either way,I am not getting answers and I may be owed pay.
My tickets have been closed mid-conversation twice and no calls back despite leaving voicemails.
Has anyone else experienced something similar? I essentially worked without being properly paid, and I’d like a clear explanation of how this was calculated.

A couple months ago I reported an egregious coffee badging colleague at the Charlotte office. He habitually swipes his badge, plugs his laptop in, grabs a hot drink, then unplugs his laptop and disappears for the entire day. I then see him pop up online about 30 minutes later but I don’t see him in person again for the rest of the day. I don’t know what HR did about it after my report since they can’t tell me, but it seems like it’s NOTHING because just this morning, it happened again. I guess I’ll keep submitting reports until something changes or HR tells me they at least reached out to him. I’ll report every last person that I see abusing the system. We need to get rid of these leeches.

GK’s brand reputation clearly stands for doing what’s best for the stock and not for the employees.
It’s time to show her again, like we did after the first townhall, that we do have a say.
Go on Glassdoor, indeed, etc. and tell those looking for work at USB that this place su-ks and she, along with her MC, are a bunch of knuckleheads with no care for the employees.

Ask the tough questions on the townhall. Vote up the questions about trust, transparency and lack of care for employees. Call out the head of HR for being such a terrible leader and policy maker and reach out to your local news and let them know about this last RTO mess they created.

Group, I should have been more aware of my demise by reading this forum for the past couple of years. I should have put on my clown shoes a few years ago and sat on the plank of the dunk tank as you all would have saved the company at 10 quid a toss. Anyone out there have a good number to call HR so I can get my golden parachute? It's so tough to get an audience with someone who can help. Best regards, Bandy

Come on, it’ll be funny:

General Steps to Form a Union in the U.S.

1. Build Internal Support

Identify Allies: Find coworkers who share concerns about wages, benefits, or working conditions.
Form an Organizing Committee: Create a small group of trusted employees to lead the effort.
Maintain Confidentiality: Be aware that while discussing unionization is generally protected, companies may have strict policies about solicitation during work hours or in work areas.

1. Contact a National Union

Reach out to an established national union (e.g., United Steelworkers, Oil, Chemical and Atomic Workers International Union) that has experience organizing in the energy sector. They provide resources, legal guidance, and campaign strategies.

1. Sign Authorization Cards

Employees sign cards indicating they want the union to represent them.
To petition for an election, typically 30% of the bargaining unit must sign, but unions usually aim for 60-70% to ensure a win.

1. File for an Election (NLRB)

The union files a petition (RC petition) with the National Labor Relations Board (NLRB).
The NLRB determines the appropriate "bargaining unit" (which employees are eligible to vote).
A hearing may be held if the employer disputes the scope of the unit.

1. Campaign Period

Once the election date is set (usually 3-6 weeks later), both the union and the employer campaign.
Employers are legally allowed to express their views against the union, provided they do not threaten, coerce, or promise benefits to influence votes.
Unions campaign on the benefits of collective bargaining.

1. The Election

Secret ballot election is held, often supervised by the NLRB.
If 50% + 1 of the voting employees vote "Yes," the union is certified.

1. Collective Bargaining

Once certified, the employer is legally required to bargain in good faith with the union representatives to reach a contract.
Important Context for Texas and Energy Sector
"Right-to-Work" Laws: Texas is a right-to-work state. This means employees cannot be forced to join a union or pay union dues as a condition of employment, even if the union wins the election. This can impact union funding and membership density but does not prevent the formation of a union.
At-Will Employment: Texas is an at-will employment state. While the NLRA protects employees from being fired specifically for organizing, proving that a termination was due to union activity (rather than performance or restructuring) can be legally complex and requires strong evidence.
Legal Counsel: Because of the complexities involved in the energy sector and potential legal challenges, consulting with labor attorneys is a standard recommendation for anyone considering this path.

I’ve heard that managers don't have input in layoff decisions. Does anyone know who actually decides who gets cut? Is it a Director, VP or is it HR, Finance, or someone else? If manager input isn’t used, what specific criteria do they rely on? Please share if you have firsthand experience.

If someone gets terminated based on performance and marked by manger as ineligible for rehire, even after opening dispute with HR if decision is not changed, can they come back as contracting resource? Any advice on how to prove the rating was just part of larger cr-p to avoid paying severance. Any help please?

Human resources (HR) and management may use several tactics to encourage an employee to leave voluntarily, a practice often referred to as "quiet firing" or "managing out." These tactics aim to avoid the legal risks and costs associated with direct termination, such as paying severance or facing wrongful termination lawsuits.
Performance-Based Tactics

Performance Improvement Plans (PIPs): While officially for development, PIPs can be used to set unattainable goals and document "failure" to justify a future firing or pressure a resignation.
Hypercriticism: Managers may meet with an employee constantly to discuss minor shortcomings or micromanage every detail of their work to induce stress.
Unrealistic Workloads: Assigning impossible targets or overloading an individual with work beyond their capacity to set them up for failure. 

Social and Professional Isolation

Exclusion: Removing an employee from important projects, skipping them for meetings, or withholding information essential to their job.
Marginalization: Relocating an employee’s workspace to an undesirable area away from colleagues or assigning "dirty work" that does not match their seniority.
Removing Authority: Taking away a manager's direct reports or requiring multiple levels of approval for petty tasks to make the role feel redundant. 

Environmental and Financial Pressure

Schedule Changes: Adjusting shifts to hours they know will be difficult (e.g., graveyard shifts or clashing with childcare) or mandating a return to the office when flexible work was previously allowed.
Pay and Perks Reductions: Lowering pay (if legal), reducing bonuses, or docking PTO for minor medical appointments.
Ignoring Bullying: Intentionally failing to intervene in office bullying or toxic behavior directed at the ta

I suggest we all submit reports to the Ethics Line on the Head of HR for clearly unethical and immoral rollout of the new RTO dashboard. I say it's unethical as they are now claiming it to be retroactive when not even 24 hours earlier, it was showing myself and many others as 100% compliant.

After today’s HR email eliminating NRE status (which I just achieved this year), and being a CL 29, where each PA continues to be the Hunger Games, I feel I need to have the name of a good lawyer in my back pocket… just in case….

1) Who can recommend a strong employment law firm?
2) Does anyone know of successful employment law cases against EM (specifics beyond hearsay)?

I come into an empty office 10-12 days a month. Why are my days missing? How is this goal bring tracked? Are we going to start tracking all of the “extra hours” I put in at home after being on calls all day.

The wait time for HR is 70 minutes. I am not giving up on this. Someone should have validated this data before publishing.

Crocs is laying off MORE people in April of 2026, seemingly across the HR, Digital, Retail, Finance, IT, and Digital organizations, ahead of an outsourcing to Infosys.

I wish they would land on a criteria and stick to for more than a year or two. Must be trying to get rid of some NRE folks. More headcount reductions to come...

I was laid off last month, in my project it's alone me but I know few people on the floor who were laid off before/after me..few things are very common among us, we got 4 last year,all of us raised a case with HR and as we did not hear from HR ,we raised it with Ethics too..anyone else? I know no point but would like to know if that was the pattern ..as I know 2 more people who got 4 and still no laid off

Are these normally delivered with a formal letter from hr with a stated action by date, or just a written action plan from your manger?

Is there even such a thing? I might be leaving soon, and I had a whole list of things I wanted to say, but then I through why bother if nobody who can do something about it will care.