#employeerights

I quit the company in April 2025 and need my W2 to file taxes. I tried to call myHR Phone (844-DFS-myHR or 844-337-6947) but I keep getting sent in circles by the Discover/Capital One automated voice messaging system.

Can anyone help with this?

If we're going to have layoffs in March, why does the Warn Act not have TransUnion listed in their January report?

Yes or no?
Please state your reason or your experience.

There is not a gray area here. No middle ground. Summary of what it means to be an EOE below:

An Equal Opportunity Employer (EOE) is a company that pledges not to discriminate in hiring, promotion, or other employment aspects, ensuring fair treatment and equal opportunity for all applicants and employees based on factors like race, color, religion, s-x, national origin, age, disability, or genetic information, adhering to federal laws like the Civil Rights Act and enforced by the EEOC. EOE policies promote diversity and focus on merit, using standardized processes and providing reasonable accommodations for disabilities or religious beliefs.
Key Principles of an EOE
Non-Discrimination: Employers cannot make decisions about hiring, firing, pay, or promotions based on protected characteristics.
Focus on Merit: Selection is based on qualifications, skills, and performance, not personal attributes.
Inclusivity: Encourages applications from a wide range of candidates and fosters an inclusive workplace culture.
What it Means in Practice
Fair Hiring: Using structured interviews, diverse recruitment sources, and consistent evaluation criteria.
Reasonable Accommodations: Providing necessary adjustments for religious practices or disabilities (e.g., modified schedules, accessible workspaces).
Protection Against Harassment: Addressing bias and harassment by managers or coworkers related to protected classes.
Legal Basis
Title VII of the Civil Rights Act of 1964: Prohibited discrimination based on race, color, religion, s-x, and national origin, establishing the foundation for EOE.
EEOC (Equal Employment Opportunity Commission): An independent federal agency that enforces these laws, promoting equal opportunity and handling discrimination complaints.
In essence, being an EOE means a company actively works to create a workplace where everyone has a fair chance to succeed, free from unfair biases and discrimination

In 2024, every single person in marketing that took FMLA or Short-term disability was made redundant! Everyone!

Okta is not about talent it is about authoritarian obedience!

Oh yes they have sc--wed everyone out of there hard earned PTO. Now salary people can't take there PTO until its accrued, even though store managers want to know when they are taking there PTO ahead of time. How are salary managers going to take there time off if it's not accrued? Cause we have restrictions, can't take time off during certain times of the year. Guess we will be taking vacations back to back. What a joke this place is. Sc--wing there hard working people out of there PTO.

Summary of the UK Employment Rights Act 2025

In Relation to Union Recognition at Dell UK

The Employment Rights Act 2025 introduces significant reforms to UK trade union law, making it easier for unions to achieve statutory recognition through the Central Arbitration Committee (CAC).

For employees at Dell UK, the key changes relevant to union recognition are as follows:

1. Lower Threshold to Trigger the Recognition Process

Previously, a union was required to demonstrate at least 10% membership within a proposed bargaining unit and show evidence that a majority of employees were likely to support recognition.

Under the 2025 reforms, the minimum membership threshold has been reduced (subject to final regulations), and the requirement to demonstrate likely majority support before a ballot has been removed or substantially simplified. This lowers the barrier for a union to formally apply for recognition.

1. Simpler Ballot Requirements

Under earlier legislation, a recognition ballot required:
• A majority of votes cast in favour, and
• At least 40% of the entire bargaining unit to vote “yes.”

The Employment Rights Act 2025 removes the 40% threshold. Recognition now requires only a simple majority of votes cast in the ballot.

This change makes successful recognition more achievable where there is clear employee support.

1. Recognition Without a Ballot

If more than 50% of workers in the proposed bargaining unit are union members, the CAC may grant recognition without holding a ballot. This provision remains in place.

1. Stronger Union Access and Organising Rights

The Act strengthens union access rights, including improved ability to communicate with employees and greater workplace access for organising purposes. This may increase union engagement activity within organisations such as Dell UK.

⸻

Overall, the Employment Rights Act 2025 represents a significant shift in UK industrial relations law. It reduces procedural barriers and makes statutory union recognition more accessible where employees demonstrate sufficient support.

The full link to this legislation will be available on our Union information website as soon as it goes live in the coming weeks.

From Autumn 2026, under the Employment Rights Act 2025, we will be able to actively promote union membership and organising activity onsite at Dell UK offices in partnership with our recognised Trade Unions.

We ask all Dell workers to remain patient and stay engaged. The direction of UK employment legislation is strengthening workers’ rights and improving access to fair union recognition processes.

We will provide further updates as soon as the relevant provisions come fully into force.

⸻

Anybody know how to get offered the severance package if you were moved to another team? I got moved to a new department without any say in it, and I'd rather have the severance instead.

Please look into joining either CWU or Prospect and seek legal clarity on this issue — it has real legal significance.

In the UK, if compensation terms are contractual and are materially changed without employee agreement, there may be legal implications beyond unionisation, including potential claims such as constructive dismissal or unlawful deduction of wages.

Before taking anything public, you should:
• Speak to a union organiser for guidance.
• Review the compensation plan wording carefully to determine whether it gives management discretion to make changes.
• Preserve all written evidence of previous compensation structures and related communications.

This should be approached carefully and with proper advice.

Please join a UK Trade Union and seek legal advise from the Trade Union immediately.

We are currently in the early stages of seeking formal union recognition. In the meantime, we strongly encourage you to protect your employee rights by joining a trade union.

Please do not discuss Union membership on Dell systems. Dell management does not have the right to ask you about your Trade union status.

Please be patient as we get organised. UK law is on our side.

I was speaking with an attorney friend that mentioned he just settle 2 labor lawsuits. 1. A President of a banking institution pronounced am employees name incorrectly for 14 years. 2. A SVP gave praise to ab employee for saving a client relationship. 3 months later they were fired for an unrelated incident. They sued that bank! My point in sharing is I was Job Discontinued in Aug. 2025. It is not Feb 2026 and I have yet received my severance. Citi has NOT MET THE TERMS OF THE AGREEMENT!!!! When escalated the date keeps moving with NO EXPLAINATION! Seems like i have a case. Just sad I enjoyed working for Citi for over 20 years. What they have done to me and the other 500 people JD in Aug 2025 is unfair and unjust! To the other 20k employees thay will be eliminated good luck!

How many riffel employees were forced the vaccine and how many regret it?

For those recently laid off that are bonus eligible, did they give you a bonus for all your 2025 work or offset you not getting one somehow?

If you were displaced in January, do you still get a bonus?

The bonus plan states you must not have resigned or be on notice period on the award payment date, which is defined as:

"Calendar date on which payroll initiates delivery of the non-deferred cash portion of an award or if an award is solely in equity or deferred cash issuance of the award to a participant."

Does anyone know what date payroll initiates delivery?

They sent me a disclosure telling me for 90 days although I am currently within a lay off period I am not allowed to work for another firm.

First question is how tf would they even know if I got another job?
Isnt this illegal?
This place is the worst place I think I ever worked, in a way im glad the lay off came.

I realize the USA is 30-40 years behind other countries in terms of protecting employee rights from abusive and unfair working conditions, but has anyone looked into the legality of this new comp plan? Is it even legal?

Just got displaced today. Anyone know how severance is determined?

Does someone know what the difference between FLSA overtime and regular overtime is on payslip. I am curious why FLSA overtime for the no-tax-on-overtime for tax reporting.

anyone get a copy of their own information and documentation that was released due to the breach?

Hired 2 years ago as full time employee remote. I am being required to RTO even though I was never in the office. I was hired as a remote employee. The nearest office is at least 80 minutes away at 4 A.M. on a Sunday morning. Easily 2+ hours each way during the work week. I can't afford the commute costs. I can't afford the approx 18+ hours per week just to commute. I give 45-50 hours of my time per week but only get paid for 40. Now I gotta devote upwards of 70 hours per week to this company (work + commute). Going into the office means I must change my work location for tax purposes so as my luck would have it I get sc--wed on that too. More taxes on the same work I've been doing for 2 years. I know I should only be working 40 hours but if I don't then the work starts to get backed-up. Our team could use more help. We are down 1 person since rto was announced. Cant imagine finding more help let alone even finding one individual after Pnc announced this terrible rto decision. What was wrong with the remote work? If it ain't broke don't fix it. It seems like the executives couldn't bear to witness remote work functioning so well that they needed to do something about it. and like many others have voiced if I were to go into the office 60% of my day would be on teams calls. My first 10 contacts I ask for help/collaborate with aren't even in my state.
Please someone make it make sense.

do we need to protest or unionize just to have a voice. this su-ks

https://www.nlrb.gov/about-nlrb/rights-we-protect/the-law/employees/concerted-activity-0#:~:text=Your%20employer%20cannot%20discharge%2C%20discipline%2C,activity.%20However%2C%20you%20can%20lose

From the NLRB about "Concerted Activity"

"You have the right to act with coworkers to address work-related issues in many ways. Examples include: talking with one or more co-workers about your wages and benefits or other working conditions, circulating a petition asking for better hours, participating in a concerted refusal to work in unsafe conditions, and joining with coworkers to talk directly to your employer, to a government agency, or to the media about problems in your workplace."

https://www.washingtonpost.com/opinions/2023/04/02/nlrb-ruling-nondisparagement-agreements/

From The Washington Post (April 2, 2023):
“Feel free to spill the beans, ex-employees. Your former boss can’t stop you.”

By Jennifer Rubin

"... Now, most such provisions threatening to sue workers if they blab are worthless. Those who signed severance agreements promising not to bad-mouth their employers or reveal information about their employment can rest easy: You’re free to share your stories.

That’s essentially the ruling made by the National Labor Relations Board in February, which its general counsel, Jennifer A. Abruzzo, recently clarified in a nonbinding memorandum supplementing the decision.

The board held that broad nondisparagement and confidentiality provisions violate Section 7 of the National Labor Relations Act, which guarantees employees “the right to self-organization, to form, join, or assist labor organizations, to bargain collectively through representatives of their own choosing, and to engage in other concerted activities for the purpose of collective bargaining or other mutual aid or protection … [or] to refrain from any or all such activities.” To exercise those rights, employees must be able to share information about their workplace.

The NLRB decision said workers’ rights “are not limited to discussions with coworkers, as they do not depend on the existence of an employment relationship between the employee and the employer, and the Board has repeatedly affirmed that such rights extend to former employees.” The ability to talk with ex-employees protects “employee efforts to improve terms and conditions of employment or otherwise improve their lot as employees through channels outside the immediate employee-employer relationship.”

The ruling is surprisingly broad. Even if you are not a member of any union, the ruling applies so long as you were not a supervisor. (Supervisors generally are not protected under core provisions of federal law pertaining to unions.)

The board further held that it is illegal to offer such agreements, even if the employee declines to sign it, since this would chill employees from exercising their protected rights. The board wrote in its ruling:

The nondisparagement provision on its face substantially interferes with employees’ Section 7 rights. Public statements by employees about the workplace are central to the exercise of employee rights under the Act. Yet the broad provision at issue here prohibits the employee from making any “statements to [the] Employer’s employees or to the general public which could disparage or harm the image of [the] Employer” — including, it would seem, any statement asserting that the Respondent had violated the Act (as by, for example, proffering a settlement agreement with unlawful provisions). This far-reaching proscription — which is not even limited to matters regarding past employment with the Respondent — provides no definition of disparagement that cabins that term. … Instead, the comprehensive ban would encompass employee conduct regarding any labor issue, dispute, or term and condition of employment of the Respondent...."

Remember how at GP long time employees had assigned parking spots? VPs even had a separate section on the ground floor. Then when we moved to EMHC it was announced that there would be no assigned parking for anyone even VPs. It sure wasn’t long before VPs once again had their own assigned spots but employees were never given assigned spots again.

Skeletor gave himself 61 million dollars for his compensation package this year.

I'm sure that will trickle down to all of us, right?

Right?

How do I get a medical retirement from this place

Unless you are in HIH, Philippines, or Ireland, then you are at risk of being laid off. Other posts here and my own experience shows that being a top performer or being younger or paid less doesn’t make a difference. They stopped taking manager input and they are just randomly firing. Probably letting AI tell them who to cut.

So what can you do about it until this madness is over?

Quiet quit. Do only what you have to, and no going above and beyond. If they cut 3 people and hand you their work, do what you can but don’t do it all. Otherwise you are rewarding them for making things worse. If you are salary, work 40 hours. No more no less. If you are told to take on new roles on top of your current one, politely inform your manager that you are only one person, ask for a breakdown of all expectations then advise that while you will do your best, the expectations are not reasonable for one person.

Don’t go out of your way to help HIH. Do what you have to in order to keep your job, but if they are asking for extra time from you so you can basically train them to replace you, defer until you have the extra time. If HIH says something hard to understand, ask them to repeat until you do understand. If you get a kindly email that is hard to read, politely respond that you don’t understand and ask for clarification until you do. That will slow the down and increase the inefficiencies of language barriers. These people, while certainly mostly good humans, aren’t your friends. They are your replacement.

Don’t put everything into documentation. This is used to train AI and many HIH can only work off of SOPs. Let them figure out missing, but common sense, steps. Otherwise you are training your replacements. Make your documentation as obscure and high level English language as possible. AI will struggle to interpret it and will be more prone to hallucinations. HIH will get confused and make mistakes. Cigna won’t see the error of this JE/RIF/offshoring strategy unless those left behind cause things to fall apart.

Take your PTO. You earned it. It is your time and your benefit. If you have Standout points cash them in before you can’t.

If you have Cigna insurance, use as many benefits as you can as soon as you can. Get your new glasses. Snag that HSA $. Get as many preventative screenings as you can.

It won’t stop what’s coming. We can’t change that. Unionizing is not feasible and Cigna would bankrupt itself Union busting before ever allowing it.

But not helping them be successful in sending your jobs to another country, or having (error prone) AI doing your job will make a small difference and add up long term. Don’t not do your job. But don’t make it any easier on Cigna for getting rid of others or even yourself.

If you were previously displaced, did you get your annual bonus? Or do they find a reason not to give it? I had a “meets” rating at midyear before displaced in Oct. so didn’t get an annual review due to the timing. I met the eligibility cut off because I was employed through September 30, 2025. Thank you.

I would prefer not hearing from anybody just speculating, rather people who have been displaced and can speak on experience.

It's coming. They're going to do it. They're gonna say we are a co-located company first, and you have 6 months to get back into an office or you're considered voluntarily terminated.

Start saving now and always have a plan. Juan doesn't care about remote employees.

I have been carefully watching the status of RSUs due to being riffed. I have a screen shot of RSU units and estimated value at that time. The severance FAQ document Q.33 indicates that RSUs granted in 2023, 2024 and 2025 will pay out at their vested rate in 60-90 days after severance.

WARNING: What is not stated .... is that all your RSU's will be frozen at stock value as of 12/19/2025 (last day of employment). Meaning -- what is distributed (arbitrarily and in the last few weeks) is now where near the estimated vested rate per Fidelty in November or December.

The trend has been that the actual term date is the last day of the month following notification date.

Are they paying you through February, or was 1/29 the notification AND termination date?

You dont get it!

Even if its within your notice period.

(unless its a retirement)

Plan accordingly!

I am getting 22 weeks of severance and I don’t want to lose it. However I may have the ability to come back and am in interviews next week. My last day is 2-6-26. If I ask this new division to wait until the 7 days after I sign my severance to offer me the job, can I keep the severance? I need to work but don’t want to lose the money.

More people are starting to realize I wasn’t crazy for speaking up and exposing T-Mobile.

https://linktr.ee/marc.palasciano

For those who asked to be laid off and got the severance package, can you share how to ask (even though it’s not allowed) and how long it took? Can anyone weigh in on the chances of this happening? Thanks.

Sorry for all the people who were laid off and didn’t want it but hope you’ll find another job which will probably pay better.

If you were laid off you are able to get stip as part of your severance. Is this still happening? Seems like they’re cutting back on everything financially

For those who were laid off, condolences. Don't sign anything without examining it carefully or, if you think appropriate, have an attorney review it. For those with long careers, please invoke the Rule of 70 when discussing your severance. It has to do with compensating tenured employees close to retirement age. Whether they honor it or not, it will give them something to consider if it keeps coming up. Be kind to yourselves. When reviewing your resume, make sure that it is in an ATS friendly format, this will make sure that any AI tools being used to filter resumes will see it and forward it for review. Apply for unemployment too. Remember, none of this was your fault. It will continue to happen to those still left on the field. It ain't over.

Anyone else seen this before? Regarding possible violation of employee rights in TRP 401k plan?

https://bivens.plaintip.com/index.php/t-rowe-price-group/?li_fat_id=c9089eae-4599-4ec0-9a7b-9e4f1ed5a216&*CA

The fat cat CEO's are earning millions and billions in compensation, while the normal Joe who's making a meager salary gets laid off or hours/pay cut. Time for a universal revolt to overthrow the corrupt capitalist systems embedded through and within government corruption.

Please remember this if you’re second-guessing yourself. You were not fired. You were removed because of lousy leadership that can only make itself look good by getting rid of as many people as possible to make the numbers look better. That’s all this is about.

Planning on submitting two weeks notice on the 19th, which would mark my last day sometime in March, after bonus gets paid out. Assuming I don’t get let go immediately and work until my last day in March, would I still be paid out my bonus or is it possible that it wouldn’t get paid out? I don’t think they would let me go immediately due to KT sessions, but wasn’t sure how it would work

U.S. employers face numerous state-specific HR regulation changes in 2026. ADP's SPARK blog details 48 targeted shifts, from AI bias curbs to paid leave. California updates include sick leave amendments and pay data separation. Colorado and Illinois address AI bias, while Delaware and Maine launch paid leave programs. Multistate firms must proactively audit policies and upgrade technology for compliance.

https://www.webpronews.com/2026s-state-hr-patchwork-48-compliance-shifts-employers-cant-ignore/