#hr

Did anyone else receive update from hr regarding their h1b lottery results?

On-site meeting to align with the new re-org. Maybe an April list.

Have you seen any enforcement measures around RTO? (I.e. HR contacting you to engage with employees who aren't meeting the 4 days in office requirement?) Or any of those employees impacted with the recent layoffs?

The Education Management Team is manipulating instructor time clock punches in order to turn a buck! Who do we speak with about this? They are manipulating overtime hours and making them disappear. I know HR is in it for the company and can’t be trusted.
Needing advice!! Help!! This place is toxic!

Why is she still here? She failed in her most precious task and i see her on LinkedIn accepting paid for bogus awards "best HR person" at some HR boondoggle in Orlando or Phoenix with a bunch of HR Eco chamber id--ts. Sheri did you pay for those trips or did the company?
Brian, she has no credibly or trust with the workforce.

Fiserv has a few H1B holders that are spying or other companies or countries. Not sure if they are part of the same group. Cyberteam in the United States please be aware of this if not already aware. I am just trying to make it to my Fiserv layof or exit plan. I personally now carry language translator and keep it on at all times because of all the foreign languages spoken on the work floor and on conference calls all the time, which is an HR violation.

ExxonMobil will be a case study for how not to do strategic workforce planning. All of the HR Talent management programs are being put together to deliver the lowest cost organization for the long term which is very different to an organization that can continue to deliver. Give it 5years and the organization will be unable to deliver. The HR Leadership team don’t realize the impact of losing our friends in Canada, Australia, UK, Malaysia, Europe and there’s more to come. India is the future but not going to deliver what the organization needs or wants. BIg bet is a gamble for the future. Get our now

For those who left Ford voluntarily, how was the vacation days processed when you leave? If you have earned vacation days that were not used, did you get paid for those days in your last paycheck? If I use up all my vacation days will those days be deducted from my last paycheck? Did you have a meeting with HR such as exit interview right before you leave?

I guess this would be a question for management ,MBA that are out there if you are top seller in a department, but you don’t get as many credits as they want. Can they threaten to write up that person saying that productivity is not met? can’t ask HR as they will see the case. after three conversations, they are writing up whoever doesn’t get a credit. Is this allowed?

Is there an official process to submit a 2 week notice? F this place y'all ✌️

I have been trying all day to grab a copy of my payslip.
The link to last year’s payslip works but the main link just spins.
Has anyone else tried to get payslip copies recently?

I got laid off in Jan and still have not received my severnace and vacation. I reached out to Hr but not received a response. Anyone I can reach out to? How hard is it to pay someone after 60 day notice, its not like my end date was a suprise to anyone.

Anyone notice that the compensation bands have been removed from the internal site? When asked, HR stated that the information has been removed for undisclosed reasons. Thoughts? Theories?

Has anyone received a response after submitting a question to Cognizant?

Or, has anyone had a one-on-one with them? How did it go?

Heard people have been getting the dreaded calls with HR this week. Surprised as I thought they would only start next week after the FY close. Anyone else heard the same?

Friday will be my last day at Optum. I am very lucky in that this was my decision.
I'm also lucky in that I live in a state where accumulated PTO must be paid out.

If, for some reason, there are discrepancies in my final paycheck, how does an ex employee contact HR/Payroll?

Laid off by verbal notice in January, not given ANYTHING in writing until almost 2 full weeks later. Manager didn't bother to make the 40 min train ride to lay me off in person.

Then was stonewalled by manager and HR- not an acknowledgement that I had e-mailed to ask when I would be receiving information so that I could plan.

Sh---y, inhumane way to do it, and it all comes straight from the Charlie Scharf. The company started that downslide when he walked in the door.

Relieved to be away from the toxicity.

Wow! This year’s employee appreciation week is an absolute joke. An article that links to a viva engage post with no engagement. A cr-ppy ecard from the CEO. Way to phone it in and check the box. That’s an HR fail.

Do not disclose personal or medical issues to coworkers or managers—those conversations rarely lead to meaningful support and create unnecessary vulnerability.
I have been in managerial roles; I’ve seen more retaliation and mishandled situations than most people realize. This workplace has had more issues than any company I’ve previously worked for.HR is the most heartless part of this robot city. Do not go to them. If you’re dealing with medical leave, accommodations, or any health‑related matter, remember that HIPAA and privacy laws apply. If your information has been shared without your consent—whether by colleagues, HR, or health center—that can be a serious violation. Consult with an employment attorney. With proper documentation, many people discover they have a stronger case than they expected, and HR departments strongly prefer to avoid legal exposure.

My wife and I both work(ed) at the NY, NY hub and our request to relocate to CIC (Charlotte, NC) hub was granted. I went first a few weeks ago to Charlotte and emailed my wife but apparently the wrong email auto populated (I didn't notice). Instead of emailing my wife, I emailed an employee who's husband just passed away. I said "hello honey! There's plenty to do here and it's really hot. Can't wait to see you tomorrow!" Today, I was contacted by HR about harrassment. Even though it was a honest mistake, do you think I will be fired or be put of the next layoff list?

RIF'd in February and received my separation package this morning. The dates are right and the weeks lump sum is correct but there is no mention how the PTO will be paid out. Falling under the rule of 60, in a conversation with HR a few weeks ago, they confirmed I would get the entire year's pto. How is that paid out and why isn't it in the separation agreement?

I left 3 years ago but I’m just wondering what it’s like to be a manager/ hr person for merchandiser pay lol

Since someone asked and this alone is one of the best KPI to unlock the hidden potential of the entire vteam I thought we should raise it to a topic of its own. Here is the answer:

Number of times you like, comment and repost the post-it note. JOMO Everyone!

Enjoy the week of notifications ya’ll

Any way to get HR to stop me from being put on Focus? Don't want to share too much detail, but I was lied to by my SR and his main reasoning for wanting to do this is because of department metrics. My own Manager does not think I should be in Focus

There’s this thing called “At Will Employment”. It’s an HR policy that is downplayed or not even mentioned. It’s standard across companies, especially for non-executives, like everyone on this site.

I recommend all Nike FTEs to get familiar with that policy. Just search the HR site. The sooner you accept that policy the better off your career will be.

In many discussions with the Betriebsrat, the executive board noted that they won’t push for layoffs in 2026 as long as the share price is above €150. With the global economy crashing and SAP reducing innovation and its core business to curry favor with American CEOs, the share price will go below €150 in March or April.

I wonder if this means that CK and DA and Gina and others can enact their evil plan of mass layoffs. Because the gains from AI are so dismal, they’ll probably outsource most jobs to other countries such as India.

When do you think these layoffs are coming and in which LOBs and for which roles? My guess is that HR wants to get rid of support engineers and product managers first across most LOBs. And that they will focus on anyone who hasn’t been with SAP for at least ten years as anyone over ten years are seen as loyal. So bye bye acquisition employees.

You must agree that it is understandable everyone is angry - in the last few months we have seen dedicated and caring people who really wanted to help Humana and its customers succeed. Those who remain are nervous since people were let go just because of a sweeping decision - nothing they could control or would they underperforming employees. HR is not helping - there are open positions and they are not helping hiring managers bring some of these folks into these open positions.

I'm still here and I am here because I was interested in helping seniors - but it is hard when I'm watching us deny them care and making them fight for benefits. It has been extremely difficult watching the people I saw give so much to the organization leave and some slackers who took credit but did nothing are still here!

I know this happens all the time but knowing that does not make it any easier! It is just hard to work in an underperforming organization - at any company going through this, it is toxic until it settles down. It just hasn't been good for years and years!

Please don't tell me to "just quit" - I care about my customers / patients! I care about my coworkers! And, the reality is that it is not just as simple as "just quit" - we all have to have an income to survive. We are allowed to be sad, mad, stressed, concerned, fearful, and hopeful - or any emotion we are feeling - we are allowed to be human!

Has anyone noticed or heard of your time card being blocked if you’re going to be laid off? I went to go try to cancel a PTO request for later in the summer, but after April 4, my time card is totally black. I cannot make any changes. Other team members see the same thing. We do expect RIF in our department. Any HR or payroll people have any thoughts on this?

Not sure what groups are impacted. But do know that a coworker on the Retail team under Lau send an email to HR requesting a package when the next round hits and he was told Tuesday 3/24 will be the day.

Rumblings about product being impacted but it’s only rumor.

The toxic culture in Corporates comes from the Top Down, and am still shocked this behavior is allowed.

I know 3 people personally that have lodged complaints in the last 3 months.

Just curious if anyone has recently seen any normal or increased activity of people being FIRED, ie, let go without a package to, you know, tap into all those best place to work vibes? Seems something we'd all like to do pulse check on every so often. Can't be too specific like seen 1Z-2Z in 3 months, 5-6 in 6 months.... now I've have seen at least one and it is done under the cover of darkness like a present over Christmas from Congress which no one voted on.

My manager informed me that I will be under Steer program where HR will try to connect with me in detail. Anyone has any idea?

Any tips? Do you just send an email to HR asking for more?

Does a HR goon inform you, in-person or through email or zoom? If I get a layoff notice. I'm going to stop logging on to my laptop and waste my time reading or responding to emails.

It's that time of the year. Honeywell former employees must email HRHelp to get our w2 / payslip documents for tax purposes according to Alumni hub. Just in case former employees (like myself) are needing this information quickly (like me) for meeting with an accountant or filing taxes you can't just download this like any other business in modern times. Go figure.

At UC Riverside, failing upwards has evolved into standard operating procedure. The institution essentially functions as a sanctuary for bad management, sustained by an administration so terrified of litigation that firing underperformers is virtually off the table. Instead of addressing staggering incompetence, the preferred strategy is to play musical chairs with the dead weight, shuffling the worst offenders into newly invented roles under the guise of "reorganization."

This creates a fascinating dynamic where staff and leadership fundamentally do not know how to execute basic, day-to-day operations. Everything is handled purely in theory. Committees will spend weeks philosophizing over conceptual frameworks and best practices, while the most fundamental, ground-level workplace tasks completely collapse in reality.

Naturally, the fallout from this environment is directed to Human Resources. The prevalent, yet misguided, belief among staff is that HR exists to salvage morale or fix broken departments. In reality, HR functions strictly as the university's legal meat shield. Their primary objective is not to protect employees from toxic leadership, but to calculate exactly how much institutional dysfunction can be legally harbored without triggering a lawsuit or a compliance violation.

The annual "anonymous" climate surveys remain a staple, of course - providing the perfect illusion of progress while changing absolutely nothing.

HR will protect the company not you

HR is there to protect the company. You will experience retaliation.

1. Do you agree that the information contained in the database associates your name with your survey responses? If so, then by definition it is NOT anonymous.

2. Do you agree that the unique link helps ensure that people don't take the survey twice? But in so doing, do you also agree that the unique link is also stored in the database, which associates your name with your survey responses? If so, then by definition it is NOT anonymous.

3. Do you agree that Dell could retrieve your information if they ever needed to for things like legal discovery, etc? For example, if someone said something really stupid like made a threat or something, which has happened before. If so, then by definition it is NOT anonymous.

4. Do you trust Dell HR and/or Dell leadership?

True anonymity severs any PII between the user, user ID, employee number, etc., from existence. It never creates it in the first place - i.e., no logs, no db entry, no links, no memory, nada. That's not the case here by virtue of the way it is created, distributed, and stored.

As to whether the 3rd party who manages the survey would give up that information, that's an entirely different discussion altogether.

But it is NOT anonymous by definition, End of Story.