#employeerights

Has anyone had any luck filing with the EEOC? Please share your story.

Has anyone had their ADA recommendation from their Physician overruled and made to return to the office? Were you provided in-office accommodations?

To know you‘re close to the end is a kind of freedom

You don’t know how strong you are until strength is your only option

It is difficult to get people to demand change when their salary depends on them not understanding it

We are replaceable, but our unique value can make us irreplaceable if we fight together

Who will step up and create a voice for us to demand change? I‘ll be waiting patiently.

WTF!
Is T-Mobile not considering people that were laid off at all?! OR DO I have a not rehirable status to my name 😭

"Discretionary Time Off Guidance" by SM confirms the 200 hour cap on "time off" aka combined sick and vacation time. Unfortunately, this cap is in direct violation of the unlimited vacation and sick time policies of L3H and the US federal employment laws regarding compensation for time off. Any attorneys reading this who are interested in a class action lawsuit against L3H for current and former employees?

Let's celebrate the lawsuit in the spirit of EWeek - Transform Your Future

https://hbr.org/2018/11/when-no-one-retires

“Yet the flawed perceptions persist, a byproduct of stubborn and pervasive ageism. Positive attributes of older workers are crowded out by negative stereotypes that infect work settings and devalue older adults in a youth-oriented culture. Older adults regularly find themselves on the losing end of hiring decisions, promotions, and even volunteer opportunities.

Research from AARP found that approxi­mately two-thirds of workers ages 45 to 74 said they have seen or experienced age discrimina­tion in the workplace. Of those, a remarkable 92% said age discrimination is very, or somewhat, common. Research for the Federal Reserve Bank of San Francisco backs this up. A study involving 40,000 made-up résumés found compelling evidence that older applicants, especially women, suffer consistent age discrimination. A case in point is IBM, which is currently facing allegations of using improper practices to marginalize and terminate older workers.”

Voluntary Termination Pay for Leg T craft is soon coming! That's up to 104 weeks pay for workers with 31 years and over. The company has decided it's cheaper to get rid of old timers via VTP than to continue keeping them on their payroll. Workers know that they'll eventually get it so very few are leaving. Most maintain the understandably simple view: "I ain't leaving till they pay me to leave!" They also know and see how the company is trying to make it so difficult with hopes they just quit and retire. But most are not leaving, and they know the company cannot easily fire them. In fact most do the minimal amount of work they can get away with without getting fired and they take advantage of all the many ways to take paid days off work knowing that their life outside of work is so very much more important as the company grows more and more meaningless.

According to the severance agreement I was supposed to get my final paycheck today but it has yet to hit my bank. Is anyone else missing their final paycheck to?

Mar 1st is when the funding of the US pension will be announced. What are the chances in underfunding, forcing everyone to take the annuity vs the 50% lump sum? Did they really back date the last notice when the took the 100% lump sum down to 50% option away?

So many have been generous in sharing what is happening for them and on their teams in real time. It's gut wrenching to watch. Please take good care of yourselves. If still in the office, get contact info or create text chains for your workgroup to stay in touch. If laid off, don't sign anything until you have a chance to review it. Check your local laws regarding length of time to do so. If appropriate, have an attorney review it. Resist any pressure to sign without those options. If you are impacted, as mentioned elsewhere, it's not your fault, you did not fail. Everyone was failed, right from the top.

We need to unionize before its too late!

They exceeded the 50 employee layoff in NJ and failed to file the appropriate paperwork with the state.

As a result, they’ve advised employees who were scheduled to be laid off in 2 weeks, that they will be on payroll for another 3 months.

The best part is, the additional 3 months still does not satisfy the law. So why don’t they file with the state?

The company must now pay 1 week for every year of service in addition to 4 additional weeks pay.

“No, simply keeping employees on payroll for an additional 3 months (or any period) does not satisfy or cure a failure to file/provide the required NJ WARN notice.
Under New Jersey’s amended Worker Adjustment and Retraining Notification (NJ WARN) Act (effective since April 10, 2023, with key changes from 2020 legislation), employers must provide 90 days’ advance written notice of a covered mass layoff, termination of operations, or transfer of operations. This notice must go to affected employees, their collective bargaining representatives (if any), the chief elected official of the municipality, and the Commissioner of the New Jersey Department of Labor and Workforce Development (via specific forms and methods).
The law does not allow “pay in lieu of notice” as a substitute for providing the actual advance notice. Unlike some interpretations of federal WARN (which imposes back pay liability for the violation period but doesn’t explicitly prohibit pay-in-lieu alternatives in practice), NJ WARN is stricter in structure:
• The primary requirement is advance written notice (90 days) to allow employees time to prepare, seek new work, or access retraining.
• If an employer fails to provide the full 90 days’ notice (or any required notice), the penalty is not avoided by paying extra wages or keeping people on payroll longer. Instead, each affected employee is entitled to:
◦ Mandatory severance (one week of pay per full year of service, calculated at the higher of their average rate over the last three years or final regular rate) — this applies regardless of whether notice was given.
◦ An additional four weeks of severance pay as a specific penalty for the notice failure (this extra four weeks is not prorated for partial notice; it’s all-or-nothing if the full 90 days isn’t provided).
Keeping employees on payroll longer might reduce some practical harm (e.g., they continue earning wages and benefits), but it does not fulfill the statutory notice obligation or eliminate the employer’s liability for the additional four-week severance penalty. The law emphasizes actual advance notification, not just compensation.
Federal WARN (which NJ WARN builds on but exceeds) similarly requires 60 days’ notice with no explicit provision for pay-in-lieu as a complete substitute, and violations trigger back pay liability up to 60 days.
If a company is in this situation, the best course is usually to:
• Provide as much notice as possible immediately (even if short).
• Pay the mandatory severance plus the four-week penalty if notice was deficient.
• Consult employment counsel, as employees cannot waive these rights without state or court approval, and claims can be pursued individually or collectively.
For the official statute text and filing details, see the NJ Department of Labor site (nj.gov/labor) or the 2023 amendments PDF. This is not legal advice—specific cases depend on facts like employer size (100+ employees nationwide), number affected (50+ in NJ), and exact triggers.”

One thing is certain, Waters will continue laying off the people who are the heart and soul of this company AND replace with consulting chronies.

The AI used by companies is called an enterprise AI system. It capture everything typed on your company computer, and what programs are used by the employees to train itself. These systems record your interactions like the programs you write, the documents you create, and the queries you run.

The company tracks and then claim ownership of every keystroke you make within the digital realm, every idea you document and every tool you build. It identifies what approaches worked best, what email you sent and received and the language that got responses. All that knowledge can become part of the company’s AI, it eventually know, down to increasingly fine details, how you do your job.

The AI can pass that information along to anybody else who wants to do your job, or just do the job itself. Over time, you are easily replaceable

NO bonuses this year. 2026 will be worse than 2025. Layoffs are going from quarterly to now every other month. This part has not been confirmed, but rumor is that Optum is going away and only UHC will remain.

This goes without saying, but everyone’s job is on the chopping block. They are hellbent on getting this AI stuff implemented ASAP. The most infuriating aspect is that these head honchos have NO CLUE about the technology, and they expect everyone to assist in their own demise. They know they want it, but they have no understanding of how it works. Now, these crybabies are complaining about security risks which Google poses AFTER they promoted that as one of the top reasons they are converting, besides “collaboration”. The next time your boss asks you to do something, say to them, “Let AI do it”. Then, when it gets it wrong, you can laugh in their faces and tell them to reap what they sow.

Does anybody here know?

belk corporate wants to make pto as difficult to take as possible
that is their goal.
now managers have spoken up about it.

Removing people with seniority = removing OLDER employees. It's always the same. When they do a "reorg" with layoffs, they slice and dice the data to hide the age impact. Then they rinse and repeat every couple of years. They don't care about their "teammates." They routinely clean house of the older, more experienced and expensive workers to make the company's financials look better for "The Street" and try to improve the stock price. Most of those folks have 3 years worth of unvested restricted stock that they LOSE when they get laid off and then those shares revert to the company's coffers. They give people NO NOTICE, knowing 99% of them will sign their sh---y severance agreement waiving their right to sue because they need the money. It's horrible the way they treat people.

Good post, it should be in its own thread. The original poster is @7jc+1kd557pb0.

I resigned earlier this year. Since then, two full pay cycles have elapsed but I still haven't received my unused vacation payout. Is this normal? Emailed payroll twice already and got no response. Please share your experience if you have any. Thanks.

If you are in Cali, you must be given your final pay within 72 hours, even with no notice.

The cynical way to work this in your favor: quit summarily no notice via email to your on a Friday afternoon during business hours before manager’s week-long vacation. You will be owed pay until the final paycheck is cut starting after the following Monday. There will also be penalties doubling the amount owed for each delay day beyond Monday.

Buy yourself a pint on you.

Do this only if you have no respect for the company.

Anyone else feel like this is taking an illegal turn of directions? Constructive discharge and hostile work environments? Instead of just laying people off the normal way, we’ve turned into this…. I hope that everyone affected will utilize their benefits and protect their mental and physical health. Crazy what is going on after the last few years. I guess this is our reward for being loyal to the company.

If you live and worked in NY and you’re in the non working notice period, can you collect NYS Unemployment?

Has anyone gotten been able to get an ada accommodation with MetLife? How easy was the process?

People are really underestimating how much AI is driving job cuts. Salesforce reportedly used AI agents to lay off 5,000 employees across marketing, product management, data analytics, and even its own Agentforce AI division.

John Nolte’s first and last novel, Borrowed Time, is winning five-star raves from everyday readers.

If you want to know why the corporate media has lost all touch with common sense and reality, take a good look at the a--holes hired by the Washington Post.

A national newspaper actually hired (and then fired) people who literally believe they are entitled to work at the Washington Post. The Washington Post hired people who literally believe they have a right to work at the Washington Post. The Washington Post hires people who literally believe it is illegal to fire them.

“When they came to work this morning — to continue the jobs they were hired to do — they were blocked from entering the building,” writes the Washington Post employees’ union. “Our members are still employees. We are in Status Quo, which means that these layoffs are illegal.”

Doesn’t it all make sense now?

This is the mindset of the people the Washington Post hired to report the news to us, and they are all so twisted, immature, and spoiled that they are publicly proclaiming (without any embarrassment) that the Post has no legal right to let them go.

Why would a national newspaper allow this mindset into its newsroom?

“Last night after working hours, our members who are being targeted for layoffs by the Washington Post were locked out of their work devices, platforms, and the Post building,” complained the union.

Yes, that’s what happens after you lose your job. Some of us have discovered we’ve been let go by trying to sign in to work, only to discover our password has been revoked.

But my overall point is this…

These are the lunatics who hold the wheel in the corporate media. We’re not talking about differences over how high the minimum wage should be, tax rates, or abortion. We’re dealing with narcissistic sociopaths who believe they are entitled to a job at the Washington Post. Where do you begin to find common ground and a shared culture with people who honestly believe that kind of madness?

Even Communists don’t go this far. I spent years educating myself on the Soviet Union, and I can’t recall anyone ever saying they had a legal right to work for Pravda, or anywhere for that matter.

It’s scary enough to discover that our failed education system is pumping out people like this. But that a major newspaper would allow them over the wall and into the newsroom says everything about why the corporate media is broken and will never reform.

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?