#hr

If you needed reminding that HR / Allegations department / Ethicsline / Loudspeaker isn’t for employees this is it. They are closing out all cases about RTO with either no response besides “we have closed this case” or this canned response:

“We have reviewed your concern and wanted to provide additional information.
Our success depends on Wells Fargo being collaborative and innovative. We all benefit from seeing our colleagues on a regular basis. When we're together, it's easier to build relationships, get in-the-moment coaching identity career opportunities, and brainstorm ideas.
With this in mind, our approach emphasizes spending the majority of our time together in the office and also provides flexible work options based on what makes sense for different roles. The expectation to work full workdays is not new, and reinforcement of full workday expectations does not change our continued commitment to providing flexibility as situations arise. Employees should discuss with their manager when additional flexibility may be needed.
The case will be closed at this time. If you have additional concerns, please discuss with your manager.”

The next position to go will be people leads.

Not asking for a rumor, or a guess, or a speculation. Can anyone in HR or anyone in a related part of the company that manages things like slack, or anyone who 'recently had dinner' with either of those people can confirm whether this is a bug or not?

We all know that layoffs are coming basically a week from now. Can anyone confirm or deny what's happening? So far the only 'official' word has been in the #slack-tips channel where they called it a bug that they're working on, but I am inclined to call bullsh-t. Murray and Success factor have been unaffected, though.

Decades ago HR liaisons were very accessible. These days, HR always directs us back to our business lines. I’ve discovered that our business lines can be secretive and coy when inquiring about company policies. Never in my lifetime, here at this company, did I ever think I would be having to deal with lawyers and the EEOC just to determine my status with the company, policies, and procedures.
I highly suggest everyone on this message board simply go and send your inquiries to the EEOC and talk to lawyers about how to navigate these uncertainties in the company.
There are people who specialize in assisting employees of this company navigate their employment rights.
I’ve always wanted to be an exceptional employee. I just don’t have the time or the patience to navigate company policies and do my job at the same time.
I wish you all the best. I’m trying to determine the best route to take. Hoping I can sign my severance paperwork, soon. Though, somewhere in the back of my mind, I think I’ll be terminated with cause. No way in h*ll am I going to resign and have to give 60 days notice.
I’ll just keep collecting paychecks until they literally show me the door.
Good luck, all.

With the number of layoffs since 2022, does anyone know how or who selects the people or areas that get hit?

Is it HR?

Earlier this year when a girl on my team was notified, our ED said she didn’t know until that morning and my director said he found out just 30 minutes prior to telling us.

I heard today from a HR source but wanted to ask here if true that management is now rethinking the 8 hr period. Can anybody confirm on this chatter? No trolls pl

VCG Operations, CX
Value Operations, CX, Marketing, anything and everything that can be outsourced
Training
HR

Please be nice to the person you are working with! We want to help you! We have been given a directive that we are expected to follow. We are doing our best but volumes are high due to the new 8 hour requirement. Thank you.

Has anyone been able to get unemployment benefits when voluntarily quitting? Is this an option. Asked ChatGPT but it answers differently every time I ask it.

Do they only confirm dates of employment and titles/salaries or has anyone known of an instance where they shared more (like reason for termination)? Thanks!

Anyone with experience relating to this? Who makes the final call? Who puts the names on the list?

WILL BE DONE BY AUTOMATED EMAIL
Not Tuesday 28!
MOST line managers don't know the details yet!
Info from HR friend.
Clearly a change from the previous company process.

does anyone have any details about the so called "co-sourcing" venture HPE is planning with Deloitte in Romania? All I'm thinking it's a masked lay-off. HR announced Global Finance and Accounting Organization will move to Deloitte as part of a co-sourcing venture between the two companies. Considering if you get an offer to move you'd have to resign from HPE and then start on a probationary period with Deloitte, why does this seem like the perfect scheme to avoid paying compensations for layoffs?

Who's expecting Mike to announce the new CEO's name today at the Fire Side chat?

In August this year, I declined the substantial position change to relocate to a core location. It’s now the middle of October and I have yet to receive the severance package paperwork to sign. Any idea why such a long delay? Thanks.

Soon PXT will get their permanent RTO! AI automated HR.

HR stated going forward there will no new US hires.
Manilla or India are the only choices.

I keep hearing that terms I reno became permanent. Also heard throughout california. How can I become permanent? How does that work? My local said unlikely but I can confirm Rwno nevada did it a few months ago. What's the workaround? If they allowed it it should be the norm now.

I was laid off on March 5th of this year. At the skip-level meeting, my Director and HR said I could apply for any position within six months. Once I hit the six-month mark, I applied for three jobs and was rejected for all of them. Is it possible that HR lied, even though the layoff document clearly states I can reapply to any position after six months? I am afraid that my manager blocked me from getting rehired. How can I find out? Because if she did, I want to sue. I can not trust that woman, she smiles in your face and stabs you in the back.

There’s lots of Exec HR managers leaving EM. Guess they were part of this cluster project to destroy morale and chop people and now they are running elsewhere before it implodes. Can’t wait to see how bad this turns out in about 3years time when the s hits the fan. What’s the bets DWW retires before it comes back to bite us

I'm incredibly frustrated. I got the news last Wed, but my "official" last day is the 15th and they said that's when I'll receive the termination letter...Very annoyed because my paycheck this week was half of what it should have been, since I was immediately locked out of the system and couldn't submit a timecard last week. Really frustrating when you have daycare, bills, and life to pay for! Has anyone gone through HR and gotten their time in so pay isn't disrupted? I should be on the books paid for up until 10/15. I'm just loathing having to jump through all the hoops to actually speak to someone in HR...getting a hold of an actual person is such a PITA

My boss set up a casual coffee chat to catch up in one of the corner meeting rooms. Halfway through the conversation HR and security walks in and I’m told I’m being let go.

WTF is this cowardice move, at least have the decency to lay people off in a respectful manner

Does anyone know what the different band levels mean? Can’t seem to find any info on it, HR directed me to my LOB. If you are band 6 and go to 5 is that a promotion, do your benefits change? I saw a band 7 posting making more than a band 6.

Is there a cool down period after layoff at Oracle. If I got terminated and collected my severance , how long before I get rehired ?

No new ideas so let's just keep flip-doing back and forth on things that don't matter.

I'm sure there are gonna be a bunch of 2s given out, though, to send the message that Bill Brown thinks you su-k but we're not ready to fire you just yet.

Is BCBS is actively working with a consulting company that assisted with the previous round of layoffs? If so who?

Is WFS even taking the time to read people's requests for accommodations? They are denying people with no explanation. How many cases are being sent straight to the trash can?

After being a Star Performer till mid year, I was handed a PIP for the latter half of the year and put in Groupo 5 and served PIP. Through out the PIP for 2 months, HR did not show up even once, and after 60 days, I was terminated with notice period.
Again, HR was not involved at all. Is this normal?

FYI for ex-BNY Massachusetts employees…

In Massachusetts, if an employer fails to pay your accrued vacation time when your employment ends, you are entitled to treble damages on the unpaid amount, not just the interest on the late payment. This penalty, known as a treble damages award, is a powerful remedy under the Massachusetts Wage Act. If the employer eventually pays the vacation time late, the employer may have to pay trebled interest on that late payment, but this is separate from the treble damages for the unpaid wages.
What is the Massachusetts Wage Act?
Under the Massachusetts Wage Act, MGL c. 149, § 148, earned and unused vacation time is considered wages.
When an employee is terminated, all final wages, including vacation pay, must be paid on the day of termination.
If an employee resigns, the payment is due by the next regular payday.

I do not believe our crack 1-800 HR people team are following this law for MA employees…

High time that emp revolt by inundating people team with reports of unfair and discriminatory practices all around if infact that is what is occuring. Inundate both human resources and local senators and Dol...appears careers and lives are being destroyed through emp exploitation based on feedback here. when business is good there is no good reason for such low ethical and frankly unlawful means.

Husband laid off over two weeks ago from Dell and still getting excuses about paperwork delays. We're in a limbo holding pattern. No idea of the insurance/cobra (they also cut off our insurance a week before he was laid off). Nearly 19 years of work...to treat him like this.

Read an HR post that they were due yesterday, is that confirmed?

One of our core values is 'Embrace Change '. And you will be penalized if you don't. Any concerns voiced about the negative impact of some changes get you referred to HR for a talking to about teamwork.

It does not seem like they are as concerned about being a great place to work for all as they are about putting on a show about it. A real shame as they used to be great.

Stop letting the supervisors and managers in here fear you into not doing the survey, or giving false good scores. The systems registers if you took it but the answers are anonymous. Unless you wrote out very specific details or a situation and drop names they will not know it’s you. They won’t give you a bigger bonus, they won’t give you a better yearly review. Be honest and if you fear retaliation reach out to HR and document, document, document. If you want a better work place SPEAK UP! You can’t cry and moan the environment is cr-ppy if you’re going to willing lay in it.

P24 seems like a golden age now that Project Mongoose is in effect. Instead of (for most countries) voluntary redundancy, your name and role are on a list. Works council stated this will be an annual thing. So much for the feeling of community at SAP. Also when did the T4 level become poison? Speaking informally with HR T4 positions are not really sought after. T1, T2 highly sought. It's brutal out here now.

Any news of any layoffs in HR?

I applied for a software program for my disability. The HR site said my team or boss would not be notified - it's confidential. Fast forward a year and boss takes an accounting of all software charged to team account. "Hey, what's this? It's assigned to you?"

Rumors are getting strong that there will be big layoffs in Q4 2025. HR is preparing the lists. Each VP got a target number for their department. It will be a sad Xmas season for a LOT of people.

Sounds like it is going to be a quarterly thing from now.

Glad they are finally addressing the problem with all the under performers.

We currently have a contingent contractor from "1nF0$y$" working in our department. His role appears limited to issuing written instructions to permanent staff, and he does not contribute to any other operational tasks. His primary engagement seems to be attending private meetings with the Senior Director.

The Senior Director originally from India and now a U.S. resident through an H-1B visa followed by marriage to a fellow Senior Manager in the same department is reportedly receiving commissions for onboarding contractors from "1nF0$y$". Multiple sources have raised concerns about this arrangement.

Contractors brought in under this setup often exhibit inappropriate behavior, acting with undue authority and attempting to influence permanent staff. When questioned or held accountable, they respond with hostility and escalate complaints to the Senior Director. In turn, the Senior Director convenes meetings targeting the permanent staff and delivers reprimands, creating a hostile and retaliatory work environment.

These practices raise serious concerns regarding compliance with U.S. labor laws and ethical standards. Immediate intervention is warranted from Human Resources, College Relations, Ethics, and Legal departments to investigate and address these potential violations.