#employeerights

As above. I just happened to notice it’s open (?) and ends mid Nov, as per uge.

I didn’t get an email nor I don’t think a snail mail.

They couldn’t possibly try to keep me from getting free bennies months into next year… or would they??

they increased the premium by 9.5% for FY2026, is this the real inflation?

https://www.pocketgamer.biz/over-400-blizzard-employees-have-voted-to-unionise-under-the-communications-workers-of-america/

https://www.portugalpulse.com/microsoft-portugal-proceeds-with-collective-dismissal-of-68-workers/

Did you guys recently have layoffs in SF? If yes, how many people were let go and what kind of severance payment was provided to the employees??

I’m struggling to understand why we’re laying off People Team staff just because they’re remote, yet we’ve recently made remote hires in leadership roles who won’t be subjected to the same treatment. It feels inconsistent and unfair.
Anyone else smell the makings of a lawsuit?!!

BNYM has been saying they ‘need’ to layoff employees to cut costs for several Years now. How is this still a valid/acceptable statement???
I’d LOVE to see the financial records supporting BNYMs stance to continuously layoff employees, yet have thousand of open Career Opportunities available. It is costly to hire new employees, and layoffs create a fear based environment. Why isn’t BNYM committed to Develop and Retain employees???

I worked at Gartner for several years. These layoffs come to no surprise to me, especially as free AI websites become better and more robust. Gartner hires new sales people in waiting for others to quit, get fired, or leave for other roles(inside or outside the company). They literally hire you to sit on the "bench". I worked within the startup sales division, 1-50 Employees, Gartner can help them grow, that is no doubt, however, when I was there, startup funding was in the sh----r. I achieved quota my first year but after that, my territory got taken and the new territory I was given, 2/3 of it was in the Artic Circle... Working with startups, they have incredibly small budgets, we had to sell at the same price that our medium to large sales teams sold at, tell me how that makes sense... That being said, we were not allowed to sell 1 year contracts, unless management liked you. I provided 9 verbal and written commitments to my manager for 1 year contracts with significantly higher than base price asking and was denied. Base was 57,300, I was selling them in the 70s... guess their money isn't green enough(BTW avg deal size was 61k). Gartner really only sold on their name, they are just a consulting firm, nothing else. I knew that the small business division was dying. The first manager I had, was essentially worthless, their onboarding and training is also worthless, and many, many people will agree.
Even with the 9 written commitments, they tried to PIP me twice and I clearly beat it, until the 3rd time, they found out my wife was to have a baby in the middle of the 60 window, that they guarantee you have, and they fired me, obviously I was going to take my full paternity leave. I couldn't be better off at my company now.
The company is garbage, the consultants, while extremely educated aren't as hands on as they claim to be. Gartner says you have unlimited access to them... no you don't. They let you read research notes, thats pretty much it. Management is so out of touch with reality and what sales people are going through, they should be RIFFED.

This is a bit of a rant, but I feel it's important to share my observations from my time at Signavio. Over the past year, I've noticed that many managers are situated far from their teams, with some teams in Berlin and their managers located in India or Walldorf. This arrangement leads to significant travel expenses for managers who frequently visit their teams, while they enjoy the flexibility of working from home, expecting their teams to be in the office. Recently, Signavio invested heavily in a hackathon for their global teams, all while the rest of SAP was grappling with layoffs and budget cuts. Meanwhile, employees at Signavio seem to switch roles one to two times a year, often receiving substantial salary increases and stock options, with many positions not even listed on the SAP job portal due to special hiring permissions. Additionally, stock options for 2024-2025 have primarily been allocated to long-term SAP employees, creating a divide where seasoned veterans tend to share these benefits among themselves. Furthermore, a significant majority of managers in Signavio come from an SAP background, leaving former Signavio employees limited to expert roles, with the notable exception of DEI coaches who have transitioned into development manager positions, often earning more than technical staff despite lacking technical expertise.

I believe that even though Signavio is a relatively new addition to SAP, its employees deserve the same treatment as their SAP counterparts. It's crucial to focus on retaining the talent that has been with Signavio for years, rather than allowing the leadership to be dominated by long-time SAP veterans who seem more interested in securing their own financial futures. As someone who transitioned from SAP to Signavio, I find the current situation unfair and hope for changes to prevent it from devolving into another problematic scenario like Qualtrics.

When a state of emergency is declared and you’re a non-essential employee who could have worked remotely, but your employer still required you to travel in dangerous conditions, a court could view that as Negligence or Reckless disregard for safety — especially if:

•   🌪️ Officials explicitly urged people to stay off the roads.
•   🧑‍💻 You asked to work remotely and were denied without a valid reason.
•   🚗 The accident happened while following their instruction to report to work.

The Age Discrimination in Employment Act (ADEA) is a U.S. federal law that protects individuals who are 40 years of age or older from age-based discrimination in the workplace, covering aspects like hiring, firing, pay, promotions, and other terms of employment. Enforced by the Equal Employment Opportunity Commission (EEOC), the ADEA applies to employers with 20 or more employees, labor organizations, and employment agencies.

there are a bunch of us looking to form a union over better pay, working conditions, and treatment. there are planned mtgs in nyc, boca, and phoenix area. Who on this board would be interested to attend. we'll serve food. thanks.

New EEOC priorities
Is AT&T running afoul of new EEOC priorities?
https://www.shrm.org/topics-tools/news/talent-acquisition/eeoc-anti-american-discrimination-immigrant-workers

Quote from the article linked above: “The EEOC is putting employers and other covered entities on notice: If you are part of the pipeline contributing to our immigration crisis or abusing our legal immigration system via illegal preferences against American workers, you must stop,” said EEOC Acting Chair Andrea Lucas. “The EEOC is here to protect all workers from unlawful national origin discrimination, including American workers.”

So I heard TD Mike and AMEX Sathish are at it again discussing layoffs. Imagine enjoying your holidays with family and then walking into work on January 6th, 2026 and being told "the bank didn't meet our goals so we have to let you go." That's literally what's going to happen to most of you. No notice. No warning. They're going to read right off a script to you with HR present and act like they care. What you need to do (right now) is find another role between now and December, grab a late January / Early February 2026 start date, and have it lined up for when they do these layoffs on Tuesday January 6th, 2026.
They'll say you can't get paid by them and work somewhere else but there's nothing they can do about that when you do. Take their money and make money in your new role. Double dip on this losing bank. Make them lose harder than they did last year when Russ tanked their stock price and made headlines. Make them lose harder than the board running JB off to bring in an absolute failure that didn't make it a year at Discover. Get the cards rolling now - nothing happens during the holidays (hiring wise) - people like Sathish are too busy taking selfies at Southpark Footlocker next to the Size 5 SB Dunks. Use Jobscan to beat the AI screening systems these companies use. Get your resume looked at. Prevail.

So I was approved for a full-time ongoing telecommuting (remote) accommodation back in 2023. Recently, they decided to force me to "recertify" my accommodation just so they could rip it from me. I've heard anything from it "no longer being the pandemic" as the reasoning to being a "business need". Oh really? Interesting how the pandemic wasn't mentioned at all when my accommodation was approved on a full-time and ongoing basis. Also very interesting how you can't supply documentation about the "business need" to be in office. Equally as interesting... 83% of those with my same job title, therefore, similar job description, and they're all listed as remote.

So who else is disabled and/or chronically ill and has had their remote accommodation denied in 2025?

High time that emp revolt by inundating people team with reports of unfair and discriminatory practices all around if infact that is what is occuring. Inundate both human resources and local senators and Dol...appears careers and lives are being destroyed through emp exploitation based on feedback here. when business is good there is no good reason for such low ethical and frankly unlawful means.

https://youtube.com/shorts/ROHUBawQAPo?si=-37CT0-QZAOs7TOU

People are drowning in work! We can’t get to half of the things we need to be doing because so many have already been laid off that it’s physically impossible for the rest of us to get it all done, and yet I keep hearing about more layoffs all the time. When will it be enough?

I applied for a software program for my disability. The HR site said my team or boss would not be notified - it's confidential. Fast forward a year and boss takes an accounting of all software charged to team account. "Hey, what's this? It's assigned to you?"

With the new mandate raising the salary threshold, many companies are quietly rebranding jobs to dodge overtime rules. Titles like “analyst,” “specialist,” or “associate manager” are being handed out without changing the actual work. It’s a loophole: the company narrative makes it look like you’re exempt, while your day-to-day duties tell a different story.

The law is clear, titles don’t matter. What matters is what you actually do. If your role is routine, closely supervised, or production-based, you’re likely non-exempt no matter what’s printed on your badge. But the timing of sudden title changes around this mandate is a red flag: it may be an attempt to fit workers into exemption boxes that don’t really apply.

For employees, this isn’t just semantics. Misclassification means unpaid overtime, longer weeks for flat pay, and missed income you’ve already earned. If your “promotion” didn’t come with real authority, like hiring, firing, or decision-making power you may have just been reclassified on paper.

Keep an eye on how your job was described before the rule change, what your duties actually are, and whether the company is leaning on titles as a shield. Misclassification isn’t an accident; it’s a tactic. And it’s one that costs workers the most.

Class action anyone ?? Long overdue!

Once upon a time, ExxonMobil told me I was part of a family. Turns out, it was a family reunion where someone always gets voted off the island. Every year, the corporate ritual begins: managers huddle in air-conditioned rooms, armed with bell curves and buzzwords, ready to determine who deserves to be a “star” and who must be sacrificed at the altar of “forced distribution.”

It’s not personal, they tell us. It’s the system. And that’s exactly the problem: the system is personal. It’s designed to pit friend against friend, teammate against teammate, until collaboration becomes a liability. Help too much, and you’ve given away your edge. Share credit, and you’ve signed your own exit papers. At ExxonMobil, teamwork is celebrated in the posters, but quietly punished in the rankings.

I survived this game for years — until I didn’t. One morning, my badge beeped for the last time. Not because I failed. But because someone had to fail. Someone always has to. That’s the brilliance of the system: it doesn’t matter how many projects you delivered, how many nights you stayed late, how many crises you saved — the curve must be fed. And this year, it was hungry for me.

Meanwhile, senior management writes love letters to Wall Street, filled with words like efficiency and right-sizing. They call it strategy. I call it theatre. A tragicomedy in which real people become line items, and livelihoods are “optimized” into quarterly metrics. Funny how bonuses at the top never seem to follow the same bell curve. The VPs ascend while the rest of us are sorted into neat statistical buckets: star, survivor, sacrifice.

We joked about oil wells, about decline curves, about depletion. Turns out, the cruelest decline curve was our own. We became non-producing assets, flared off like unwanted gas. Quick burn. No emissions report. Just silence.

And here’s the saddest comedy of it all: ExxonMobil doesn’t need to fire you. It only needs to erase you. Your email blinks out, your calendar evaporates, your name is deleted from the org chart as if you were never here. The system is efficient — cruelly so. It doesn’t spill blood; it sterilizes it.

I’m left with a twisted gratitude. Gratitude for colleagues who became friends even while the system forced us to compete. Gratitude for the absurdity of it all — because if you don’t laugh, you’ll drown. And gratitude, perversely, for the clarity: now I know the truth. This was never about “our greatest asset.” It was about protecting theirs.

So to the survivors still inside: play carefully. Smile at your peers while secretly outscoring them. Innovate, but not too much. Collaborate, but only if the credit sticks to you. The machine loves you — until it doesn’t.

ExxonMobil: Energy lives here.
Translation: Human energy is expendable. Executive energy is renewable.

I think we got the votes. There's next to no downside. We can even get some Democrat leaders to back us. The management here has gotten beyond abusive and i wouldn't have thought of every doing this in a million years, but at some point you have to fight back. Auto workers gets some insane wages, we can do much better for ourselves and our families.

No calls till 9am
No calls with India unless a manager is present and taking notes and giving action items based on time frames the union agrees to
No weekend or evening work, unless agreed upon, and high over time wages
No in office unless we have assigned seats, the cubes are X height to block out sound and the equipment is top notch, no more testing 10 cubes because of broken equipment
15 min coffee breaks, 1.5 hour lunch breaks, gyms on site
No in office unless there at least 6 fellow co workers at that location
No interacting with offshore unless their english meets a threshold, we're not English teachers.
salaries must meet guidelines, like keeping up with inflation
no medical plan increases above inflation, and the company needs to cover a higher percentage
10% 401K matching
stock options for all employees

They will use you and dispose of you with a layoff notice approximately five days after a contract you were hired to support ends or funding inexpertly gets cut. You are given less time now to find another internal job at Booz Allen before you are issued a layoff notice. There are hundreds of employees in this position at any given time, and their desperation shows, and mostly likely their mental health is affected too. After receiving a layoff notice, you can forget about Networking, to help you find a new position inside the company while the days count down before you are laid off. The reason for this is that IT shuts down your computer so you can no longer network using emails to reach out to managers you do not know or access the internal networks at Booz Allen to help you find another internal job at Booz Allen before your last day.

Buyer beware when accepting a job offer at Booz Allen.

I’m sure everyone has seen the flow chart, no by the end of Oct and you get severance. Yes…if you don’t make the get, you get severed and get the same severance. Get offered a position and decline, you get severed and get the same severance. So it appears there is no down side to saying yes to the relocation and the rejecting the position offer if you really don’t want to relocate. It doesn’t make sense….so here’s my thesis.

Summary - to prevent lawsuits, individual and class action, for forced work place move.

If you say yes to relocation, they will have data that you were fine with relocation (in a class action they’d have all the names because the survey isn’t anonymous). Then when you’re offered a position and you turn it down, you’re doing so for the position not the relocation reasoning, that’s how it would be documented in the official files. But we know the real reason people are going to say yes is to buy time…
This is all about changing the terms of your employment contract. Yes your contract has some verbiage about the company operated across Canada and can relocated you for business purposes. This is too vague and what the company is doing is constructive dismissal which has legal severance limit of 24 months of pay.
It’s easy to get a full description of this and how it works as well as cases with ruling in AB and Canada. Get Google Gemini, put it in deep research mode, prompt it to provide the employee rights when it comes to forced office relocation, and about 15 minutes later there is a very extensive report with cited examples that states it all.

This was the most interesting part in the report out I received.

VI. Corporate Risk Mitigation and Strategic Recommendations
6.1. Best Practices in Drafting and Implementation of Relocation Policies
To minimize exposure to constructive dismissal claims, employers must ensure employment documentation clearly addresses the geographic parameters of the role.
Clarity in Mobility Clauses: All employment contracts, particularly for new hires, must include an unambiguous, expressly written mobility clause. This clause must detail the specific geographic scope within which the employer retains the right to transfer the employee (e.g., "within the current city limits," "within a 30 km radius of the headquarters," or "any company site in North America"). Vague references to "transfers" are insufficient.
Retention of Recall Rights (Post-Pandemic Arrangements): For any existing remote or hybrid arrangement formalized during or after the pandemic, the employer must issue explicit, written addenda clarifying that the arrangement is temporary, revocable, and that the company explicitly retains the unilateral right to mandate a return to the physical office. This documentation is necessary to prevent the remote work arrangement from becoming an "integral term" of the contract through custom and practice, as occurred in the Nickles and Byrd decisions.
6.2. Strategic Use of Notice Periods for Contractual Change
When a necessary relocation is not explicitly permitted by contract, imposing the change unilaterally creates immediate liability. To execute a required change while mitigating CD risk, the employer must offer the employee the change with a period of advance notice equivalent to the common law reasonable notice (severance) the employee would receive upon termination.
If the employee accepts the relocation after the notice period expires, the new terms are formalized. If the employee rejects the relocation change at the end of the notice period, they are deemed terminated, but the employer has fulfilled its notice obligations by providing the time period required by common law. This strategy converts a high-risk unilateral breach into a controlled, noticed termination event.

Those of us who were put on PIPs for no reason didn’t even get that.

Looks like Imperial Oil staff are trying to fight back they’ll probably get nothing. But this reminds us of our basic democratic rights: we still live in a democracy, and that means we can speak up, spread the word, and hold companion and leaders accountable

https://www.thelayoff.com/t/1k6etqdhp

The way Citi is handling layoffs is beyond disrespectful. Getting a random unexpected call saying your position is eliminated, with no clarity on severance, is barbaric. The uncertainty is hanging over those still working, waiting for their turn. It's clear to everyone, yet management acts oblivious.
I've been through layoffs before, and there's a right way to do it—team meetings, advance notice, incentives to stay and help with the transition. Citi has the resources but chooses greed instead.
They don't seem to realize this will backfire.
If they don't start treating people like human beings, they'll regret it. I'm ready to speak up and go to the media if needed. I've got nothing to lose by standing up for what's right.

https://www.detroitnews.com/story/business/autos/ford/2025/09/25/worker-at-ford-battery-plant-sues-for-unpaid-time-putting-on-footwear/86350728007/?gnt-cfr=1&gca-cat=p&gca-uir=true&gca-epti=z115734p116050c116050e008200v115734b0055xxd005565&gca-ft=37&gca-ds=sophi

https://www.removepaywall.com/

So end of June my disabled son is fired from Allegheny Health Network and denied unemployment. 3 weeks short of 3 years so no PTO pay out. Nice. Thank you for caring for him like family. You claim you didn’t know he was disabled but you are a healthcare provider and it’s documented huh? So when I visit your hospital this means the service will be flawless so I look forward to my next visit.

Companies will always follow where the money is. Doesn't care if they lose talent and reliable people.

I was let go yesterday and am pregnant, I know of two other people that are also expecting. Are there more people that were let go who are expecting babies?

The Halting International Relocation of Employment (HIRE) Act was introduced in the Senate on September 5, 2025, by Senator Bernie Moreno (R-Ohio). The bill seeks to tackle the offshoring of U.S. jobs by creating significant financial disincentives for companies that hire foreign workers for services ultimately benefiting U.S. consumers.

I’m seriously considering filing an EEOC complaint.

Has anyone filed an EEOC complaint and won? What was your experience like?

remember this: https://www.metlife.com/about-us/newsroom/2025/april/metlife-announces-new-3billion-share-repurchase-authorization/

A company-dominated union, also called a "yellow union," is a worker organization that is controlled or heavily influenced by the employer rather than by the employees it is meant to represent. These unions are often established and directed by management to prevent genuine, independent employee representation and are illegal under U.S. labor law, specifically Section 8(a)(2) of the National Labor Relations Act (NLRA).

Ever thought thru an issue, come up with a tangible improvement and presented to your supervisor only to have them dismiss it or say it won’t work?
Then, surprise! Months later the same suggestion comes full circle, now for implementation, from that same boss as THEIR idea. They take the credit and collect the accolades (and financial bump).
I had this happen with 2 Brit bosses in London. Really, almost verbatim of my plans.
How do you guard against this? Talk about demoralizing when you’re trying to be proactive and your ideas are usurped by your superiors.
Sound familiar? How do you derail this behavior?

As WF employees, we should all receive substantial discounts on home and auto loans.

Amazes me daily contractors loving there positions at XOM. Must be nice to make twice my salary as an hourly contractor. Oh but you get benefits!….Seriously, so do they! And we pay for that. Oh but you will get a pension….. if I’m lucky! If you’re smart only go to ExxonMobil as a contractor. They get treated better than employees. Kudos to the PIP’d ones I’ve seen come back as contractors!….WTF?!?! Not good enough to be an employee, but let us pay you more to be a contractor!…. While we hardly give our employees raises.