#hr

Is there a way to see what the bonus payout will be for a former employee? I'm not seeing it on the HR Access site, but could just be missing it.

Based on the other thread seems like it’s possible, although not sure if only HR can view that or if managers get that report as well. Any managers here can confirm or refute this?

Did any one notice the recent changes for HR? Is this the sign for the next reorg for the company as whole? (I know most parts of the company is currently or just finished their reorg)

I would encourage all Edward Jones employees to familiarize themselves with this term.

My notice period is up, but I have not received my Separation Agreement paperwork. I reached out my the HR representative and was told it would take a few more weeks. This process seems extremely unorganized. Has anyone else had this problem? If so how did you handle or escalate this issue?

I had to go to the Charlotte office last week, and met with the Public Cloud Team. I am talking 100% are Indians, and I am sure most are on H1-B visas. Nepotism hiring is clearly going on here, and we are going to be in trouble if rumors about what the current administration is going to implement later this year with Companies and their H1-B visa allotment.

Not to mention legally we are at risk if a non-Indian on the IT side files a legal complaint against us. I am not joking when I say 100%, how was this even allowed to happen. Certainly our HR department has to know this is going on, right????

I've heard of folks being let go for not staying the full day at the office and leaving early... supposedly HR is checking as of the past 6 months. Any truth to this? Has any managers heard of this?

A couple of hours just got word that folks are getting laid off in HR...Who else is affected?

How do people get picked to get let go? I can understand performance and location. But what warrants others? Are people reviewed and discussed prior? Or is it some high up person tells each manager they need to cut x number of people?

Any insight to how JE/severance will be communicated? I got the call this morning, but nothing in writing…

Does HR or someone higher up communicate that news to you?

Having worked here for a number of years we've all heard of the "restructuring" BS that has people in a constant wave of panic. Even though I am upset at how I was laid off, ultimately I'm glad and think this can help me in the future. Useless MD/D & SVPS that run the boat into the storm and never seem to face any repercussions for their actions. After a fairly tough year getting bad ratings seems to be the reason I loss my job but who can even tell. They claim my role has been eliminated, so here I am at home waiting to hear a call from HR. On another note I cannot reach out to HR it seems like this was a planned move on their part; giving managers a script to read to workers and absolutely no answers I feel like a sitting duck. And to any of the managers reading this that knew their workers were going to get cut but decided to tell them the day of the actual cuts. I hope you enjoy he**.

I have lost track of the number of times I have witnessed misconduct from hr/people solutions. Their sole purpose is to protect management/c-suite at all costs. Don't waste your time with them. Ignore the bad behavior until you can't take it anymore and decide to take your talents elsewhere.

I've learned the old pattern of doing layoff's on Thursdays is being modified this year. They'll be doing them on Tuesdays, Wednesdays and Thursdays for the foreseeable future. There were folks let go yesterday and there was one today in Optum Health and HR, tomorrow is OT's day of reckoning.

Are we returning monitors and docking stations?

I asked HR answers and they only itemized laptop and concession device. I specifically asked about desk equipment and they did not reply to that part.
Also in the severance agreement it mentions laptops/other computers and devices. Nothing about Monitors/docking station.

What do we all suggest? Anyone from the previous rounds have any input?

I can’t find any specific Boeing rules stating that. I’m asking because I have not logged on my computer during my shift for months now except for about five minutes before my shift ends to input my work hours. Our manager has been out for months on LOA for family reasons. If HR contacts me, I’m really not sure how they can due to my not reading or responding to any emails sent to me. If HR gets lucky getting a hold of me, I’m going to tell them there is no specific employee rules stating that I must be logged in my computer during my work hours. The Code of Conduct we are required to sign does not specifically state employees with company provided computers must be logged in throughout their working shift. So I believe I’m safe and not going to worry about it.

Under the “Personal” section of my profile (when I click my picture in Workday) I used to have a number of docs show up from whe O started. Now, I just see the text “none entered.”

Is this a bad sign?

Can anyone direct me on where to confirm in WorkDay / HR Central if I have a non-compete in place? I recall year over year attesting to one under Express Scripts; however since moving under Evernorth a few years ago, I don’t recall signing / attesting to one and cannot find anything in Workday.

i know plant closures and layoffs are coming.
Any advice to ask hr or just make the transition better?

If there’s a manager, or HR… or whoever that knows this please, who is making the decision of who is eliminated from their team? Does this come randomly by HR or does manager have a say on who leaves?

about a Tuesday morning Teams meeting they want to do with me and that I do not need to be in the office for this meeting. I have been thinking if they caught me or not. In any given week I may see my Ford manager once if at all when we pass each other in the hallway. Manager is away from our group a lot saying they have a lot of meetings to attend to in other buildings.
I'm not sure yet if I will do Tuesday's morning meeting with HR at my home or go into the office an do it there.

Curious to know if anyone ever got an "exit interview" with Intel HR before they left, either voluntary or involuntary?

In both cases, I never had an "exit interview" but I know others did get an exit interview. Is it a particular case an exit interview happens? Or Managers try to CYA when an employee leaves?

Since I'm leaving, figured I'd share what I wish I'd known. Don't trust promises from above. Keep receipts because people will throw you under the bus. Management won't protect you. HR protects the company. Have a good life.

Looking for insight or feedback from anyone that has had an experience with reporting retaliatory behavior from a manager to HR.

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

Is there any news on Layoffs in Ohio feel like no one listen not HR or Managers here all are just useless I rather wish an have layoffs here!!

How were people notified when laid off? I just received a meeting invite from the dept manager and director. No mention of HR in the invite though....

Has there been any way off to the Employee Relations team this week?

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?

HR's only functions now are processing layoffs and firings, and rewarding the few "leadership" cr--s who scurried out of the sl--e to the lip of the barrel. They are shameless ghouls.

The macro labor market is weak with lots of retailers going out of business (experienced managers looking for jobs would take half of what I make).

Who else is ready for severance vs just coasting and taking the 25 pto +6 holiday=31 paid days off per year, profit sharing match, and bonus?

Imagine getting the top paid MGRs off the books now before the next fiscal year starts.

Create a new position that changes the store manager title and pay...Forcing this change.

The HR data shows store manager vacancy and turnover is already horrendous, so clearly the current system isn't working.

WOW, private equity would make so much profit!

The call wait time for HR to get you into Workday after you leave for tax documents is at minimum 2 hours each time I call. Are YOU PEOPLE INSANE?

Because Why Follow the Spirit of the Law When You Can Obey the Letter and Still Do Whatever You Want?

Below are additional methods — the ones HR whispers about, Legal pretends not to know about, and executives call “innovative workforce agility.”

1. The “Job Swap to Nowhere” Maneuver
A classic.
Step 1: Rewrite your job description.
Step 2: Add 14 new responsibilities requiring 6 certifications you don’t have.
Step 3: Tell you you’re “no longer aligned with the role.”
Step 4: Offer you a “transition plan” that ends in unemployment — but not a layoff.
Result:
You “failed to meet new job requirements,” so it’s not a layoff.
No WARN.
No SUI spike.
No severance.
Just vibes.

2. The “We’re Eliminating Your Role, But Not Your Job” Trick
Your role is gone.
Your job is gone.
Your desk is gone.
Your access badge is gone.
But technically, you weren’t laid off — because the company still has a job title that resembles yours somewhere in the org chart.
Result:
No WARN trigger.
No unemployment claim.
No SUI increase.
Just existential confusion.

3. The “Contractor Conversion” Shuffle
Companies love this one.
• Fire employees
• Hire contractors
• Claim “no reduction in workforce” because contractors don’t count
• Move all the work offshore anyway
Result:
Headcount drops.
WARN thresholds stay untouched.
SUI exposure evaporates.
Shareholders applaud.

4. The “Layoff by Spreadsheet Error” Strategy
A modern classic.
Step 1: Send an email saying you’re laid off.
Step 2: Send another email saying it was a mistake.
Step 3: Send a third email saying it wasn’t a mistake.
Step 4: Blame Workday.
Result:
Confusion = delay.
Delay = fewer claims.
Fewer claims = lower SUI tax rate.
Also, no WARN notice because “we’re still evaluating.”

5. The “We’re Not Closing the Site, We’re Just Not Using It” Move
The building is empty.
The lights are off.
The parking lot is a wildlife sanctuary.
But officially?
The site is “operational,” just “temporarily underutilized.”
Result:
No WARN notice for site closure.
No severance obligations.
No unemployment claims.
Just raccoons.

6. The “Mandatory Relocation to an Impossible Location” Gambit
“We’re excited to announce your role is moving to:
• A city with no housing
• A country requiring a visa you can’t get
• A location that doesn’t exist on Google Maps”
If you decline, it’s a voluntary resignation.
Result:
No WARN.
No SUI.
No problem (for them).

7. The “We’re Not Eliminating Jobs — We’re Eliminating Shifts” Technique
Cut hours by 49%.
Cut shifts.
Cut schedules.
Cut sanity.
But don’t cross the 50% threshold that triggers WARN.
Result:
Employees quit.
Company celebrates “natural attrition.”
SUI tax rate stays low.
WARN stays untriggered.

8. The “Reorg Matryoshka Doll” Strategy
Every time you ask what’s happening, you’re told:
“We’re in the middle of a reorg.”
Inside that reorg is another reorg.
Inside that reorg is another reorg.
Inside that reorg is your job disappearing.
Result:
Because no single reorg eliminates enough people at once, WARN never applies.

9. The “AI Made the Decision, Not Us” Defense
“We didn’t lay you off.
The algorithm did.”
AI doesn’t trigger WARN.
AI doesn’t file unemployment.
AI doesn’t increase SUI tax rates.
AI doesn’t need severance.
Result:
The perfect scapegoat.

10. The “We’re Offering You a New Role… in Theory” Maneuver
You’re “offered” a new role that:
• Doesn’t exist
• Has no manager
• Has no responsibilities
• Has no pay band
• Has no start date
When you ask questions, they say you’re “not demonstrating flexibility.”
Result:
You resign.
They celebrate.
WARN stays silent.

11. The “We’re Not Firing You, We’re Just Not Scheduling You” Method
Used heavily in retail and banking operations.
Cut someone’s hours to zero.
Tell them they’re still employed.
Wait for them to quit.
Result:
Voluntary resignation = no WARN, no SUI.

12. The “We’re Eliminating the Team, Not the People” Illusion
Disband the team.
Scatter employees into random roles.
Let chaos do the rest.
Result:
People leave on their own.
Company avoids WARN.
SUI stays low.
HR calls it “organizational agility.”

13. The “We’re Not Laying Off Americans — We’re Globalizing Talent” Euphemism
Move work offshore.
Don’t replace U.S. employees.
Let attrition do the heavy lifting.
Result:
No WARN.
No SUI.
No headlines.
Just a lot of confused Americans.

14. The “We’re Not Cutting Jobs — We’re Cutting Budgets” Loophole
Freeze hiring.
Freeze promotions.
Freeze raises.
Freeze morale.
Eventually, people leave.
Result:
Attrition = free layoffs.
WARN = untriggered.
SUI = stable.
Leadership = thrilled.

15. The “We’re Not Downsizing — We’re Transforming” Jedi Mind Trick
If you rename layoffs as:
• Transformation
• Optimization
• Realignment
• Rebalancing
• Recalibration
• Reinvention
• Re‑synergization
…then technically, you’re not laying anyone off.
Result:
Legal compliance through vocabulary.

The Final Truth

Here’s the real truth:
Corporations don’t avoid WARN and SUI by accident.
They avoid them with the precision of a surgeon and the empathy of a parking meter.
WARN isn’t a law to them — it’s a speed limit, and they’ve figured out exactly how fast they can go without getting a ticket.
SUI isn’t a tax — it’s a penalty for being too honest about layoffs, so they simply stop being honest.
They slice layoffs into tiny pieces like a corporate charcuterie board.
They downgrade performance ratings like they’re clearing out old inventory.
They “encourage resignations” with the enthusiasm of a timeshare salesman.
They relocate jobs to places employees can’t physically reach.
They automate roles using systems trained by the very people being replaced.
And then they smile and say:
“We’re transforming our workforce.”
Which is technically true —
in the same way a woodchipper transforms a tree.
That’s the savage truth:
The laws meant to protect workers have become the blueprint for how to eliminate them quietly, cheaply, and with enough plausible deniability to make even the legal department proud.

I was part of the RIF in January. Trying to get some state insurance and they are requiring me to send a form to be filled out by HR. Does anyone know of an email or contact for Optum? Thanks.

For the laid-off employees in 2025, how did L3Harris provide you with your W-2? At my exit intreview HR said I will receive one via regular mail. I asked them to give me an ADP link that doesn't work for non-employees. HR blames payroll,l payroll blames HR, and I am about to call the IRS so I can get my W2.

Anyone impacted by Dec 2025 layoffs still waiting to hear from HR? This is getting ridiculous at this point. No official notice if layoff (just the verbal convo with manager) - no severance notice, no box for laptop.

Does it appear that HR is setting itself up for a class action suite with demonstrated age based bias? Will 2026 be the year that HR is accountable.

Is Belk is sc--wing people out of their hard earned pto. I’ve had so many associates tell me something is wrong with their paid time off balance.?

With year after of failure to grow they should be pipped. Unfortunately HR and the Renumeration Committee are all in the deal to look after each other. Raul is doing 3 other jobs and the other Execs are Flying around globe with no intention of any growth. How is this possible?

Does it seem like many of the recent Manager & Lead promotions went to people that have no clue what they are doing?!? People are getting “promoted”- more like PLACED- to positions they should not be in. Some of these same people could barely do their job prior or have no clue about the job of those now reporting to them. Yet on the flip side, qualified people aren’t even looked at or cannot even make it half way through any interview process because most of HR is a sh-t show. Guess that’s always been the #nikeway. Be in the nepotism club or get left behind.