#hr

Dear HR please stop commenting each post here . Found something more meaningful to do .

Wells Fargo newest tactic of getting rid of bodies is to demote people. HR demoted a significant amount of people with the rationale that the work is not important (anymore). The teams were very involved with the regulatory oversight and consent orders but apparently that's not important anymore. So beware guys. It is a bit wild considering their just taking peoples titles and officer titles away, demoting some people from salary to hourly. Even directors weren't safe from the wrath.

If you're considering a job at Schwab, run far away. The hustle culture is back, my toxic manager is even more toxic. He's retaliating against me for moving teams, spreading rumors about my work ethic. He's been reported to HR repeatedly and he's still at Schwab. Senior leaders don't care because he's one of them. Run far away.

After 12 years of blood, sweat, and tears with the QTM team in CR, tomorrow is my final day—and it's ending in absolute disaster. I just found out multiple teams are being laid off tomorrow, and IT is shutting down completely in a month or two. Sending strength to all my CR colleagues heading into HR meetings tomorrow. With most of the US team already gone, it's baffling to think who is expected to keep the lights on and handle the remaining work

Can anyone clear up how the decision was made regarding who on the team got earlier release dates such as 9/4 and others got later dates? Most of my team that applied got the early date and our PL shared they still are unaware of who applied. It seems odd corporate or a vendor would decide this.

I never received my email yesterday so called the VSP hotline number today. They kept me on hold for 30 minutes only to tell me they don't see any information on whether my VSP request is approved or denied. They said they will open a case and someone will reach out to me within 5 business days. Has this happened to anyone else?

How does one go about filing a fair-treatment complaint at state farm? Hr doesn't seem to care and the blatant racism from a certain manager is unbearable.

Has anybody ever reported their PL to ethics or HR? They are giving easier assignments to their friends and I am not meeting metrics. Now have a weekly meeting with them and am sure they are looking to try to fire me to not have to pay severance. Trying to see if anybody has had any experience with escalation.

I thought the new process was supposed to result in quicker feedback. Has anyone actually received their formal ranking feedback yet this year? I can’t tell if some of the prior posts are parody….

Lots of discussion on here about the EVP of
HR. Perhaps Mark made another bad hire?! Talk about a poor selector of talent.

Some koreans like hajdini are taking over, and HR are falling in line with these director's and managing directors.

Each asset will have to have the bottom 15% (5% of them will be PIP). HR doesn’t know how or what the process looks like. Gotta love Human Energy and The Chevron way right? Those messages are dead. It’s a dog eat dog world. Get the most out of your job and take care of your family. The Chevron of even 10 years ago is a but a distant memory. If you think high oil prices and great quarterly reports are gonna make a difference, you’re wrong

Long story short, employee sent complaint about their manager (ED) to HR. MD doesn't gaf. End of story.

You heard it here first. Belk is in early stages of discussing implementation of universal scheduling. What is universal scheduling? Well, everyone, and this means EVERYONE that works at the store level will be required to work a mix of morning, mid, and closing shifts. Store managers, support, housekeeping, HR
included. Soon, only day shifts (8–4) (7-3), (9-5) will be strictly prohibited. What if you can’t or are unable to work closing shifts? then it’s aidios!

I have pretty much walked all floors in both buildings in my location and know the parking situation (straight to the 4th floor if you arrive after 7:30) and they are 80% occupied. So, HR communicating about other regions full time RTO schedule coming later in the year is pure BS. Don't shoot the messenger, I am just reporting what I see on the ground.

I don't think there are so many phones per region (60% of total strength) that they'll be able to fit all of us. I don't see any construction or acquisition possible where we are located. So, just a lot of puffery tbh. Anyway, latest all hands for one of the BU's said the schedule is coming next week. So, I might be proven wrong in 2 days.

Enjoy your weekend.

All, don’t be so quick to sign a separation package. You waive all of your rights. Is it worth 2 months base pay and 2 months cobra? Consider the PIP, you will get one month of both and use this time to look for another job. In my sales area, they are placing solid sellers with a solid performance on a PEP or PIP choice. Why? They may offer a PEP at the end of the PIP, but be cautious, you sign away all of your rights. Believe nothing verbal, if you need something from them for you to sign and leave, get it in writing. And don’t be so quick to work through your manager, wait for HR. Do not trust any Manager or HR for that matter, they are there to protect Benioff.

Check out this case.

https://news.bloomberglaw.com/litigation/salesforce-worker-allegedly-laid-off-for-taking-care-of-father

I understand everyone is different but there appears to be a lot of getting rid of people for bs reasons.

I noticed lately they are hiring a lot of young females in AI/ML/Data science/Data engineering type roles. I noticed that they don't anything. They use AI and one junk analysis a day. They are gone by 4 pm because..kids, School pickup or whatever reason. They don't acknowledge any messages and find a way to deflect any responsibilities. I reported one to my director and he terminated one contractor that was not not doing much. But we are stuck with a couple of FTEs we can't simply RIF, he's citing legal/HR . There seems to be a pattern emerging with these hires. They are using proxies to pass interviews. One girl refused to come in camera and after i insisted she did the next day and she looks different than the one in remember in the interview. Interestingly the video was blurry both times, lighting was off, and hair party covering sides of face. Since I don't have 100% proof I can't report to HR. What are my options? Director says just to build up a case n put them on PIP in a few months n layoff next year to avoid legal is issues. Is he being overly cautious? Now I don't have funding to hire 2 more and stuck with 2 useless duds, scam artists

Does anyone know the meeting title that is used for a layoff meeting? Also, who typically sends these out? Is it from HR or your people leader?

Cap size useless HR activities with Agentic AI workflows

How did you find out that you were being laid off? Mine was scheduled during my normal one on one time, but with a surprise variant, a meeting room was booked in the office. When I got there, you know who wasn't there? My manager. He was remote.....but booked a meeting room in the office. Ok. You know who was there? Some long faced lady from HR that looked like Droopy. You know what we never had, my actual one on one. Imagine spending time gathering feedback, requesting it, people writing it, all for you never to see it and get laid off. I'd heard they do funny things around twenty years, sure enough, right before twenty they do some bullsh-t.

Fixed Cutter B-M left to Singapore
HR quits..
Service Center B-M quits..
Now Supply Chain Manager Quits..

“Center Manager” Chase is a JOKE!!

Assigned to go to Bothell through RTO email. Requested Atlanta and management and HR approved it. However HR isn't willing to send an email future location will be Atlanta. Did anyone face this?

Was told by HR/VSP line that no one has been sent an approved VSP package yet. How did some of you know you were approved when HR is saying no approved emails have been sent out?

has anyone seen any info on whether our company will support pre-tax contributions to the new Trump Account, like up to $2,500 pre-tax, similar to a 401k? I haven’t seen any official communication from HR yet, so just wondering if anyone’s heard anything.

Fortunately I was surplused on 7/1 after 28 years at Att. I’ve seen this company go from, a great place to work to a Stanky hole.

Anyways, when should I expect my last paycheck or severance payment. I haven’t seen anything so far. Knowing the inefficiencies at AT&T, I’m worried that this may take multiple calls to HR one stop. Only to find out that nothing has been done.

So there is a new tactic that everyone should know about. Since performance management was released, managers have been in touch with HR to understand how they can give more money to their reports that are their friends or family. And the only solution from HR is this -> employees that are seen as critical to business needs and have a legal offer letter from another company will get a salary hike above the normal SAP limitations to match their offer.

So basically, if you have a friend who has a company, ask them to create an AI-related job for you and make you and offer - it has to be a written offer and cannot be just an email or verbal confirmation. And then your managers starts the process by creating an HR ticket and getting an exception for you and increasing your salary.

But the caveat is this - HR has been asked to reject as many of these as possible.

For a handful of roles where a manager is well connected within SAP, they will get HR to approve this and give 10% or more salary hikes. For almost all other roles, they will decline and then HR will flag that you are not committed to working at SAP and find ways to get rid of your role.

So if your area executive or T5 manager of managers or your T4/T5 manager is asking you to find a good role and get an offer and use it to increase your salary, DO NOT DO THAT. A lot of area executives are peddling this as an idea to work around performance management limitations. It is a farce.

This only works if that manager has already made a deal with HR. Otherwise you will not get an increased salary but be asked to join that other job. HR is doing this to easily identify people who can be laid off without a severance. They are also using sick leave and AI usage data to decide who should be put on a performance improvement plan and laid off subsequently.

Be careful of the sneaky HR and area executives and managers.

Those who work remote have the same title and job duties, but the rejection said “after reviewing your job responsibilities, we’ve decided we cannot accommodate remote work at this time.” I submitted with a doctor’s note explaining the condition and reasoning for the (temporary! Not even permanent, it said temporary) accommodation request, and it was denied. HR never even called me to talk about it, they just read the forms and denied it, which makes me think they’re just denying all of them. Anyone else have this experience?

Very new to Schwab. Seems to be a standard phrase that executives use a lot. Sounds pretty phony when they all say exactly the same thing. Is this a mandate from HR, or what? Never heard anyone thank anyone with their own words.

ANI here and just noticed roughly three months' pension contributions paid in at once. I've been here for years so my notice period would be three months.

No meeting with HR yet, but I won't be surprised if it pops up in the next few days.

Not looking good, is it?

What is the company’s policy on mari--ana? Do they still test HQ employees?

My friend in India just said that HR has paused the vehicle leasing option anticipating layoff in July. Eligible emp has to raise some ticket to get confirmation - if you r in list or not... Raise and find out
This is not applicable in US region

As a manager, I could target an individual employee and make it very difficult for them to remain at the company. However, I couldn’t do that repeatedly without consequences because organizations monitor manager turnover rates, and a consistent pattern of employees leaving under one manager eventually raises concerns.

In practice, the process often favors whoever documents their concerns first. If I report that an employee is underperforming before they raise complaints about me, my version of events is already part of the official record.

When the employee later goes to HR claiming they’re being treated unfairly or that I simply dislike them, it can be difficult for their complaint to stand out because HR hears similar explanations from many employees whose performance issues are legitimate. As a result, even when someone’s concerns are genuine, they may sound similar to many previous cases, making it harder for them to be believed. That dynamic can create a system where the manager’s position initially carries more weight.

Q. Why did the Japanese car companies beat the American car companies ?

The answer may surprise you but this is why T is dying as a whole due to layoffs.

The Japanese car companies had eight people rowing the boat and one person steering .
The American car companies had eight people steering, and one person rowing.

When the American car company lost the race, they fire the person rowing the boat.

That is the thinking behind how management and HR and how people are picked .

I didn’t get laid off this last round. I’m in VCG but not in retail. I was really hoping for a package. Has any one ever attempted to contact HR to see if that was an option? I would rather get some severance instead of just leaving with only a PTO payout.

In Citi Tampa only h1bs get promoted to SVPs or Directors. Even HR doesn’t care…

Each cycle has a target percentage that must land in MLRP (NI + NSI). That percentage isn’t identical across all organizations, but the weighted average across the whole function has to match whatever HR planned for that year. Is it possible for some teams in some orgs to have zero NI or NSI in a cycle?

Did Synopsys give a voluntary layoff option? I rather take this instead of being here and rob someone else of being here. If I send email to HR will this back fire?

I heard a rumor in November that management had no decision in the personnel that were fired and that it was all determined by AI. Can anyone with HR intel verify if that is true and how are layoffs being determined for the next round?

We know how you love the so called anonymous survey. I'm sure KT in HR would support a survey, but MH knows that it will make him look bad, so No surveys anytime soon. KT keep up the pressure maybe he will resign, so you don't have to continue babysitting him for Apollo.