#grievance

Hi everyone, I want to post this as a grievance of my experience after layoff.

It's been over 12 months and I can't find a job or make it past more than 2 rounds in an interview.

I gave usaa over 9 years of my life and thought that the usaa brand would have enough weight to keep me competitive in the market.

At USAA, I did everything from product to marketing to experience owner and even program management.

I felt like the skills i learned and even all the training like the safe agile training would help me in the job market.

After a whole year of searching, interviewing, getting my hopes up, and realizing in those interviews that my skills were dated, I cried.

I don't have anywhere or anyone to help teach me these new skills especially as ai has taken over. All of the stuff USAA did for adopting AI is so far behind. It's so overwhelming to see that the market has moved so far past what we were doing.

How am i supposed to learn how to use AI if I can't even afford a subscription at this point? I have a family to feed and if I spend money on a subscription, it takes away from that because I don't have a job anymore.

I have tried applying to USAA multiple times over the past year but have not gotten a call back.

And the saddest part is that my colleagues that I worked with for almost a decade have become too busy to help me get a foot back in the door. I've helped so many of these people get promotions and advocated for them. It really hurts to have such a big part of my professional identity tied to USAA and I can't even get anyone I thought was a friend on the phone.

I used to think I was good at every role I had at usaa, and that was more than likely true. I was promoted and had great reviews. But after months of rejection, I find myself just questioning if I will ever make it out.

Its lonely out here.
I wish I was back in with the people I used to work with every day.
I wish nothing changed because it was good.

But most of all, I wish that if I got laid off, I would have gotten laid off sooner because then at least I would have an easier time adapting to the market. If you were laid off in the past 16 months, you would know what im talking about.

The job market is different. Companies only want the best now. I even had an interview with a former USAA exec and she told me that she doesn't really hire from usaa because the organization was too slow to market, so most of the skills were built only for usaa.

Ughh. Im just ranting now.

Im sorry guys.

for one person, repetitively posting different threads on the same topic - H1B and green cards leading to H1B and jobs tied to this transition? We get it dude...but please don't flood the board with the same topic again and again in different flavors (tampa vs irving vs XYZ) of the same sh1t

Portland's teachers' union has initiated a class action grievance against the school district. This action follows the issuance of layoff notices to at least 82 teachers. The union asserts that many of these notices violate established layoff procedures. The district disputes this characterization, citing complex review processes for seniority and qualifications. A significant budget shortfall is driving these planned reductions.

Portland, OR

https://www.kptv.com/2026/06/09/portland-teachers-union-files-class-action-grievance-over-district-wide-layoffs/

Portland Public Schools issued layoff notices to approximately 80 teachers. Dozens more educators remain unassigned to specific positions. The district announced cuts of about 300 jobs to address a $50 million budget gap. The Portland Association of Teachers filed a grievance over the layoff process. The union cited a lack of transparency and adherence to their contract.

Portland, Oregon

https://www.oregonlive.com/education/2026/06/after-portland-public-schools-teachers-get-layoff-notices-their-union-files-a-grievance.html

The Portland teachers' union filed a class action grievance. This action targets Portland Public Schools regarding planned layoffs. The union reports 82 teachers received layoff notices. They claim 77 notices violate collectively bargained procedures. Portland Public Schools faces a $50 million budget deficit.

Portland, Oregon

https://www.kptv.com/2026/06/09/portland-teachers-union-files-class-action-grievance-over-district-wide-layoffs/

The Okanagan College Faculty Association won a labor dispute. The grievance concerned layoffs of three arts faculty members in 2025. Okanagan College cited reduced international student enrollment for the staffing adjustments. An arbitrator ruled the college breached its collective agreement. The college will reinstate the affected faculty positions by May 1.

Kelowna, British Columbia

https://www.castanet.net/news/Kelowna/607504/Okanagan-College-Faculty-Association-wins-grievance-over-layoffs

United Parcel Service withdrew its $150,000 driver buyout program. The offer was withdrawn in 13 states. The Teamsters union strongly opposed the voluntary separation. Local unions filed grievances over alleged contract violations. UPS downsizes its network due to reduced parcel volume.

Atlanta, Georgia

https://www.freightwaves.com/news/ups-retracts-driver-buyout-option-in-13-states-under-union-pressure

The National Correctional Employees Union filed a complaint against Knox County. The union alleges the county failed to negotiate over jail layoffs. The county reduced the jail workforce from 22 to eight full-time workers. It also outsourced inmate housing and replaced kitchen staff with a private company. The union seeks an order for the county to bargain in good faith and stop anti-union acts.

Rockland, Maine

https://www.bangordailynews.com/2026/03/21/midcoast/midcoast-police-courts/union-files-grievance-knox-county-jail-layoffs/

I had a performance improvement plan forced on me in February. It ended at the start of last week and I passed it. Last Friday my Boeing manager stopped me as I was getting off work, saying he had to talk to me. Manager told me the performance improvement plan he slapped on me in February was too easily defined because I was able to pass it. Manager told me he's going to slap a second performance improvement plan on me next week as soon as he's finished defining it. I believe this is abuse and want to know if my manager needs HR's approval to force multiple performance improvement plans on me?
Is there anyone I can contact at Boeing to complain about my managers treatment of me?

I am questioning the legal and ethical implications of this 'relative grading' framework within a publicly traded organization like WF. I would like to know where employees can formally inquiry about the compliance of this policy or file a grievance regarding its implementation. Beyond the legalities, this system reflects a culture shift that prioritizes internal competition over sustainable performance. It raises a critical question for all of us: is this an environment that truly values its talent, and is it a place where long-term career growth is still viable?

WF has formally adopted a 'Stack Ranking' (or relative grading) framework. This methodology is a documented corporate policy, with comprehensive manager training sessions to standardize its implementation.

For example,when a manager uses a 200% (just example here) performer as the baseline, several things happen:
Burnout: When "doing the job" is no longer the standard, and instead "beating the best" is the goal, employees eventually hit a wall.

Toxic Competition: Colleagues stop helping each other because your success might lower my rating.

The "Moving Goalpost" Problem: If everyone improves, the 200% bar just moves higher, and someone is still stuck at the bottom regardless of their actual output.

I am fighting off the bitterness because part of me keeps replaying all the signs I ignored. I should have trusted my own instincts when the job stopped feeling right, and I regret not taking that seriously and not leaving on my own terms. It hits hard when you put in the effort, stay loyal, and still end up pushed out the door.

If you are a sales team / MTM/manager and the store manager is asking you to work on your day off but THEY STILL get two days off and are leaving by 4 or 5, file an internal grievance with corporate HR and document everything in detail and in writing with dates. this type of conduct has to stop, belk needs to be aware of these good for nothing store managers.

Has anyone who has quit, been terminated, or had a serious type of grievance with belk ever been asked to sign a non disclosure agreement?

I'll start by relating a bad boss story told by my WF coworker.
During conference calls one boss would regularly berate a worker including actually swearing at him. The worker went to HR who did nothing about the bad boss.
I left WF only to come back a few years later and worked near my old WF coworker. He told me after years and years of that same guy being a bad boss he was finally let go in a RIF.
How about you?