#hr

So there’s a business analyst role that was opened on my team, and no one on the team was never told about this opportunity. Leadership decided to hire a random person for this role, without giving anyone else a chance to apply. Is this an HR issue

I opted into the VBO and other than the automated email to check my system info/equipment return, I have not heard a word on next steps and timeline for separation agreement. Anyone else?

Finally left this he-l hole. Does anyone know if there’s an exit interview process? I’d love for HR to hear my experience.

Do managers know when the next layoff will be and who will be impacted ?

Like meta , google and msft ? Google is giving 2.5 months for every year worked . Sap can give atleast 1 month for every worked .
Sap HR pls read this thread .

Humana is playing a nasty game. The are laying people off and before you can get your severance you have to sign an agreement that gives up so many of your rights. It is as if they are forcing people to be silent about being treated unfairly, retaliated against and humiliated by leadership. They offer severance which is 2 weeks for every year worked and an AIP payout the following year. This job market is terrible but allowing Humana to continue to get away with this is not good. Humana leadership is horrible and HR IS NOT for the employee. They support and protect horrible managers

A couple of posts appeared here on Monday stating there were HR meetings with managers that afternoon.

It's two days later. Does anybody have any knowledge on these meetings? Did they indeed happen? Any inside knowledge on what exactly was discussed?

Hundreds being hired around the globe, HR suffering burnout due to all the hiring paperwork

Car parks rammed, not enough desks, coffee machines running out due to demand

Everyone wants to work for this growth company, we are heading to the moon - hold on tight !!!

Those of you who have been let go this year, how did it happen?

A) A call out of the blue from HR People Center?
B) A suddenly scheduled meeting with members of your management chain?
C) A mystery chat request on Teams?
D) A tap on the shoulder while in the office?

Does anyone know why there are different end dates? Some are already gone, most seem to be 12/31 and a few are 1/29. Has anyone been offered a retirement package? I am still waiting for my call from
hr.

no hiring back for those MS laid off before?

Has anybody who was forced out of Boeing and marked not eligible for rehire getting calls by Boeing HR asking if they were interested in working for Boeing again?

I received a call last week about this. The Boeing HR asked if I was interested in coming back to work for Boeing? I asked her why she was bothering to call me and told her when I was forced out of Boeing, I was told I was ineligible for rehire. Boeing HR person said that rule is no longer in effect for former Boeing employees who were forced out for reasons other than breaking employee rules.

I still don't believe what Boeing HR stated.

Has anybody forced out of Boeing receiving calls from HR asking if you want to work for Boeing again?

I worked in a very toxic group at Boeing. Full of back stabbers and people playing the blame game to save their own hide. Plus, manager was a bully who didn't hide his implied threats he made to you. But he always did it during one-on-one meetings with no witnesses.

I can verify VP, Director, Manager, Supervisors, Finance, HR, Headend, Construction, Ulearn, Sales, Comcast Business Development, Fleet/Facilities, Customer Care, TSC, FTC, XOC, Tech Ops (Only Sups/Managers Limited markets) have been effected. Largest layoff we will never know the quantity with the numbers being padded by the employees hired in Chennai India Comcast Center.

Companies are increasingly using voluntary buyout programs as an alternative to traditional layoffs. While these programs can offer a more compassionate approach to reducing headcount, experts warn of a significant risk. The primary concern is that top-performing employees, with their strong skills and networks, are more likely to accept buyouts. This could lead to the departure of valuable talent, leaving the company with a less experienced workforce. HR professionals must consider this potential loss when implementing such strategies.

Redmond, Washington

https://www.hr-brew.com/stories/hr-risks-losing-top-performers-with-voluntary-buyout-programs

So.... y'all told us about 8 weeks ago that the Compliance org cuts needed further review and we were told back then that in 6 weeks we would be hearing about the layoff decisions for our org. So.... dead silence, no updates, no communication. Anyone over here heard any updates from leadership yet? Any new timeline? We all know it's coming.... pretty cruel to keep us waiting to find out if we have a job or not. Especially practically right before the holidays now. And some of us noticed how the HR doc used to say if you made it to Oct 1 and then were laid off, you were entitled to your annual bonus. But the links on Workday that were sent with the assessment reminders clearly said if you are no longer employed on the date the bonus is distributed, you are ineligible to get it.... Would be nice to know what is happening to us in this org....

So the HR Leaders in Food reposted an HR Manager position they laid someone off out of earlier this year. They lay someone off, then repost in less than a year. How people first of them!

Is HR making us sit through this malarkey because of all the hostility on this website p?

I’d rather be forced to watch those corny Skillsoft videos on Canon Learn with the lame amateur actors. “Billy Bob, you looked at me the wrong way in the break room, I feel so uncomfortable!”. “Oh come on Sally Sue, I just like your new perfume, now let’s getting cracking on that project”. Multiple choice time. What should Sally Sue do? A. Do nothing, Billy Bob was just being a nice guy. B. Post about it on Tik Tok C. Slap Billy Bob upside the head D. Inform her manager or a HR representative.

Nothing against guest speakers, but dedicating 50 minutes of an hour-long HR town hall to one when there are so many business priorities that need attention feels misaligned

So on 9/16 we had an organizational meeting stating we would need to start working with redeployment teams. That never happened. We were never contacted by those teams. Many of us have called HR and they have told us we are not under redeployment or RIF currently. But today- there was an email that went out saying goodbye to a few people and acknowledged there contributions. But still no formal date. I would encourage everyone affected by this to file formal HR complaints and keep all of these emails. I am also contacting an employment lawyer. The email in question came from Sandra Rubio. There was also a top secret meeting on Monday 10/26 from her that stated more cuts this Friday.

RVP of finance and business Dev all let go across the country in the regions, along with their directors. HR also gone

1:1 scheduled with HR and VP today. 15 minute - important business update. In CB organization.

I noticed we have an unannounced surprise guest from HR (contractor) on a team call this week. I wonder what that’s for?

Not part of any team that has been announced here thus far. It’s been a trip!

A cautionary tale for anyone considering an anonymous HR complaint: An engineer reported a workplace concern through the company’s HR system, expecting confidentiality. Soon after, my incompetent manager (Yes we have more managers than engineers) began excluding them from meetings, piling on unrealistic deadlines, and criticizing their performance. The engineer kept a dated record of each incident and saved relevant messages, then reported the suspected retaliation through the appropriate channels.

If you speak up, document what happens afterward and keep copies of relevant communications. An anonymous report may not guarantee that your identity stays unknown, so consider the risks and seek independent advice if you face retaliation.

Firstly, I'm a manager in HR, so I'm not always completely in the loop. I wish I was!!!

That said, I still don't think mass layoffs are happening until well after Thanksgiving.

We still don't know the overall structure from the main man himself, JB. And even when that's announced, the people reporting to him will need time to build their own teams and decide who they want.

The earnings call is in about 10 days or so. I can't see them announcing mass layoffs then, although they'll probably say they've got a clearer idea of the direction they're heading in.

I also wonder whether GC is heading for the exit. Co-Chair of TV?!? CBS was supposedly such a priority not that long ago, and now GC is "Co-Chair of TV"?!? I'm not particularly worried about him, though. He and CM made an absolute fortune from their Co-CEO roles before the Skydance take over.

I also think this round of layoffs will be US-only. WBD has so many employees across different countries, and dealing with international redundancies would be a massive undertaking for HR at this stage and take too long to realize the savings.

And given that WBD people seem to be leading pretty much everything, those of us on the Paramount side are probably f**d!

You can all come for me, but I genuinely don't think we'll see any concrete announcements about mass layoffs until early December at the earliest.

Anyway, don't shoot the messenger! I'm just sharing my thoughts based on what I'm seeing. I could be completely wrong!

was taken by surprise last year when I didn't get any bonus due to hours in office with no prior warning.

now after that surprise tactic HR has me afraid at the end of this year they're gonna say "5 days for the year was too many worked off site days, no bonus for you! but people who took 4 or less get their full bonus"

Disclaimer - yes, I know it's toxic but when that severance pay dries up and unemployment ends you don't say no.

Does anyone know if when you apply to a role at WF if HR or the new hiring manager actually contacts your old manager? I have no negatives in my records but just curious if anyone knows if this is regular practice.

How does that work?

That's it. That's the post.

Company: We have Zero tolerance for Workplace bullying

Employees: My Manager is bullying me.

HR: We've received some feedback about your negative remarks at the company

I have multiple people on my team who do not show up for work during RTO week at least once or twice.

I want to report them and get them in trouble.

What's the best way? I want to be anonymous. Proof is in the pudding. When they investigate, they will know. They don't need to know who I am!!!

Been hearing whispers of an increased focus on dress code. Then a subtle link to the appearance policy in an email this morning. Curious how much more this sadistic hr department can tighten the sc--ws.

It looks like they have posted a ton of HR jobs. The strategy appears to layoff everyone then have them all reapply.

Just fyi...hearing rumors HR is monitoring time in office and taking action without notifying management for people spending less than 2h in office.

this has been going around and around, but passing along again

A friend on my team, a CM was written up (PIP) for “idle time during calls” aka listening and talking to our mbrs. I helped review screenshots and they weren’t idle, flipping through screens and taking notes. When they tried to contest it HR said the rules are “at the managers discretion”. They brought it to the attention of AD and higher but got nothing but bs about ‘having everyone’s best interests as their highest priority’. When we, as adult professionals for goodness sake, can’t get any support from anywhere and are at the mercy of a sh---y bullying manager what are we supposed to do??? Anyone?

I work in Operations leadership and can confirm this will happen. I hear that the week prior to Thanksgiving, HR has blocked their calendar off for a day of major layoffs.

AVP of Ops is moving to AVP of People. How bad is it in the Adnone world people leave to be in HR. New person will come in thinking they can make a difference only to be told they can't hire, do more work less, but get UTE to 99% and NPS over 50. Eventually turning into a shell of their previously hi- potential career

Maybe if they cut enough team members and expenses, they can keep spending those savings to poorly acquire companies that they inadequately onboard where zero synergies are realized (cough Pharmalex, Profarma, AH cough).

And then promote every member of HR and M&A annually while telling the rest of us there’s no more money for compensation adjustments or promotions. Cool cool.

I am hearing from folks that Talent/HR was Yesterday tomorrow and below is the future proposed breakdown: When people get their lay off notices.

Friday SVPs
Monday is VPs/ED's
Tuesday Is The Rest: (Directors, Managers, Specialist, Analysts etc)

The past 2 years, I’ve been allowed to stay fully remote due to requesting reasonable accommodations via HR and my doctor completing the necessary paperwork on an annual basis for my disabilities. They were approved quickly and without issue.

My previous accommodation expired at the beginning of September. I was not notified it had expired until my manager let me know and then I opened a case with HR for renewal and a flexible work arrangement went in for me to continue working from home despite not needing one prior - the email from HR you receive before the review process had previously always stated we may continue working from home until a decision is made; which is no longer present in that email apparently.

My doctor (same one I’ve had every single year for this process) completed the forms as usual and faxed them in. My HR rep was impossible to get ahold of but finally confirmed receipt weeks later and said they’ve begun the review process. We are now nearing the end of October and I haven’t heard a word. I reached out to my HR rep 4 times and emailed them and eventually got a response saying they are still in the review process, there’s no updates at this time.

Key things of note:

• I saved all my previous accommodation approvals from HR and provided them
• I documented every exchange I’ve had with HR
• My job description has not changed
• my team is not and has not ever been colocated
• we were remote before 2020
• my disabilities have not changed
• my manager keeps having to put in flexible work arrangements every month due to the radio silence from HR

Reasonably, what should I do here? What recourse do I have? Why can’t I get an approval or denial yet?