#hr

From Reddit:
I'm not talking about the dough facilities. I'm talking about corporate staff.
There has been no notifications, no conversation, no announcements. I think this is standard operating procedure for a company that is currently being sued for failure to notify about layoffs.

Every day a different department has had people let go and by my count there are about 30 or so who have been let go. Some are offered early retirement, some are just called into a meeting with someone who is not their boss and that is that. Almost of them have been at Panera for more than 10 years. This is not who we are supposed to be but when someone shows you who they are, you should listen and so should we.

More than a few people have said that layoffs will continue until next week but no one actually knows because no one is actually saying anything. I think the only reason they are doing it this way is because they laid off a bunch of HR people last month. I'm sorry, they did not get laid off, they were told their jobs were moving to Boston and they could apply but they would get no bump in pay.

Here is what you need to do:

• Stay calm. The decision has been made and nothing you can do will change it.
• Give recommendations and get references. Have one last conversation with that friend or manager.
• Download or offload anything you want to keep. Performance reviews and letters that say you did a good job, those are yours, those belong to you. Anything you produced like reports or summaries of your work, save it, change some numbers and keep it because you want to remember what you did.
• Start looking for work now. This company is sinking and so are our opportunities.
• If you work in the office, bring a bag in tomorrow and be ready to walk out.

If you survive the cuts keep looking for work. This company is on its way down and it will not help your career to ride it out looking for a nice severance. Our sales have not been this low since the pandemic. The people in charge have zero understanding of what this company is.

This new rating system of forcing 20% below meet is this new?.
I am thinking it started with this era of new HR leader Bei.

I hope this is not some communist mentality of always causing anxiety among their workers.

So 15k is the number. Which is still short of the 20%. So most likely round 2 will be after January. Those lists were already made as most people suspected. If anyone has actual details on how the layoff procedure works from prior experience, please inform us is there an HR call is there a WebEx? And what are the details of the actual severance if there is any?

one out of every 10 will not be here after the following week. That will be one out of every five after January. Sad state of affairs.

Can you imagine any other workplace where an exec indulges in verbal thuggery?
Here the CTO uses abusive language at the drop of the hat.

What does the HR do?
Pretend like nothing ever happened.

Do we really need such utterly spineless HR guys?

P.S: I hope the HR folks get to read this.

It’s honestly a sign of how many entitled people we have here who are overly obsessed with wellness week. Working 9 to 5, in person, at your desk… with PTOs… is that really that difficult?

And for HR, if the goal is to let these naïve people out, raise the lifetime discount bar from 5 yrs to 10. You’d be surprised how many people would end up leaving, since that perk, along with wellness week is what so many seem to value the most.

https://www.seattleconsultinggrp.com/blog/when-hr-fails-the-hidden-enabler-of-toxic-leadership

I’ve retired, still not Medicare eligible and my insurance carrier is changing during COBRA. I don’t know why. I’ve called HR/Benefits 3 times, each time I speak with someone, they tell me that I will have answer within a few days. I had the one person create a ticket number, of course, no one informs me of anything. Today, when I called for the 3rd time, rep tells me the answer they put in the ticket was “insurance carrier changed”. No sh$$ sherlock, yes I know that, that’s what I’m asking is why did it change.
Would anyone know why it would change. Yes, my address changed to a different state, so I’m assuming that’s the reason why.

I was laid off Monday — in a 30-second phone call.

What doesn’t make sense is watching people with multiple ethics violations in a year keep their jobs. I guess being close with HR has its perks.

It’s frustrating when the people meant to protect confidentiality don’t, and when accountability seems optional. Those of us who try to do the right thing end up paying the price.

It’s disappointing, but my integrity is something no one can take from me. I’ll be okay — and I’ll always choose honesty over politics.

Way and his band of merry VPs and directors are leaving us all in peril, one more time.

"The hack job they did during the merger have led to a wave of dissatisfaction among investors, who are now seeking their rightful compensation. It remains to be seen who will ultimately bear the cost of these developments". This is clearly a straightforward decision, and HR is well-equipped to handle the situation effectively.

Happy bean soup Thanksgiving and merry humble pie for Christmas, y'all!

We are here to help and make you successful.
We'll help you on this forum too, we'll send positive vibes and will post positive comments and replies.
All will be fine VTeamers, respect for the individual and personal growth.
Rainbows.
Unicorns.
Happiness.
ONE TEAM!

Company: Condé Nast
Source: Human Resource Executive

When layoffs go viral: What HR can learn from Condé Nast’s Teen Vogue fallout
Summary: After folding Teen Vogue into Vogue.com, Condé Nast laid off six unionized Teen Vogue staffers, sparking protests and subsequent firings and suspensions. The piece outlines communication lessons for HR leaders to avoid similar blowups during workforce reductions.
City: New York
State: New York
https://hrexecutive.com/when-layoffs-go-viral-what-hr-can-learn-from-conde-nasts-teen-vogue-fallout/

The work laptops have tracking software running on them.

It logs things like:

• keystrokes
• emails sent
• time online

This information is being sent to HR for productivity reporting.

Just wondering if anyone has received the severance packet yet? HR told me that they’ll mail out after 11/3 but I haven’t got anything in my mailbox yet

This is something I’ve observed and was curious if others have seen the same. I’ve seen females rise faster within EJ home office than male colleagues. Obviously there are many males still being promoted and serving in leadership positions but is HR pushing gender as a reason to promote when all else is equal? Are others seeing this? Maybe just a small sample size.

I’m sure this will get downvoted and I’ll get ripped for even asking, but I’m genuinely curious.

We usually start doing our year end this time of the year in Workday. Somehow the performance review form is not available online. My manager asked everybody to write up performance review in a document this morning and send it to him. Very strange

HR at this company stopped being about people a long time ago, they love to talk about supporting employees, WLB, open communication. but try bringing them a real issue and see how fast they shut down. The second you speak up youre labeled as negative or not a team player. Totally useless. All effort is made to protect the higher ups and the co, nothing for the worker. Disgusting.

Use employee look-up like normally would, doesn't matter who

When results open select Detailed search. For Country use USA, then IND, then I think it was PHL

Will give you count for each country code.

I am trying to find my numbers from 2019.

HR and leadership teams remain intact despite large cuts to technical and customer service staff... They exist to serve themselves.

This place checks all the boxes for toxic workplace.

Negative communication: Excessive gossip, rumors, and backstabbing are common.

Poor leadership: This can include micromanagement, favoritism, lack of transparency, and fear-based leadership. (Actually seen a an executive belittle and humiliate someone on a zoom call. Totally lacking in empathy. I thought… couldn’t you do it in private? Why try to make an example in front of others so they are afraid to speak up?)

Unhealthy work habits: Lack of work-life balance, excessive workload, and unrealistic expectations. (Overheard EMS jokingly say that people here have heart attacks on the job here and refused go get medical treatment because of the competitive environment.)

Psychological unsafety: Employees may feel punished, humiliated, or rejected for speaking up, leading to a culture of fear. (I spoke up once during a meeting. An executive didn’t like me disclosing fact and accused me of hiding information. Instead of taking it up with me, the person went to my boss and a level up to complain.)

Conflict and disrespect: Bullying, harassment, and a general lack of trust are prevalent. (I lost the number of times I was bullied. HR does nothing about it. They exist to protect the company, not you.)

High turnover: A high rate of employees leaving the company. It’s necessary because they need the turnover to feed the pipeline of new victims.

I noticed new items have been added in the expectations. Consider this an official warning that HR can use against you.

• In-office days are expected to be eight hours in the office (i.e., don't come in at all if you can't stay 8 hours, even if you're coming in an extra day more than required).
• Employees who need to leave early for medical appointments or childcare should come in extra hours in-office on other days or "talk with their managers." (like the 3 day requirement, your managers should be able to override it on a case-by-case basis if they document it beforehand).
• Half day PTO of all forms of time away count as in-office days still, even with the 8 hour requirement going forward.

So is there a way for promotion if your manager has not nominated you? Considering your manager is only at VP level and is like your HR manager only. Can someone from the top or anyone else push your promotion if not direct manager?

Basically the title, just because I don't like my current job doesn't mean I don't want to ever work here again. Anyone in HR know what the criteria for rehire eligibility is?

Does anyone even bother with the Self Evaluation anymore? I’ve done it every year, but nothing from it ever makes it into my annual performance review. Management seems to decide ratings, bonuses, and merit increases without taking it into account.

Our management is saying we have to do it, but enterprise wide email says its optional across the company. Is there any actual consequence for skipping it? Honestly, it feels like the outcomes come annual review are predetermined anyway.....

I know folks in tech, HR, and management who were impacted.

Credit Admin was told to work from home due to ceiling repair. The following week layoffs came. Turns out there was no ceiling repairs. They needed all the admins at home to give them the boot via zoom.

Received my get out of jail card this week and I'm over the top delighted. Over the last 10 years, this place has become so toxic, it's sickening. Pay for performance is a joke. Senior managers, who don't know the staff or what they do, are forcing lower ratings to get their 25% (used to be 10). If you don't have enough, they force more. Bonus amounts, given by direct managers, are changed by higher ups. It's unethical but don't bother reporting it. HR works for them, not us.
Save as much money as you can. Print all your employment records. Use their training portal to take resume building classes (after your AI training to replace yourselfof course). Go into the office, stay all day, and keep your head down. I wish you all the best of luck.

What do you think? Are they all as shockingly bad as mine ended up? Email yesterday said 70-90% in line with current responsibilities, mine is literally 0%. It was clearly written for an entirely different industry.

It's frankly embarrassing how disconnected HR is from the reality of what we do.

Is no one going to bring this up? I thought it was only Tech and HR on here? What’s the word in HR after all the change? Promotions? Layoffs? New roles? Is this good or status quo given the larger restructuring

Anyone else unable to access the My Performance section of the HR portal to enter their year end comments?

Since HR is basically worthless, anybody know for sure if you can work during the separation period? There's conflicting info in the paperwork I received. I know you couldn't during the SUB pay days, but I thought that changed when it switched to the lump sum. Buried in the middle of an 80 page document there's a comment about paying back a pro-rated amount if re-employed during whatever amount of time you received severance for.

U.S. employee, been on COBRA for a time after getting laid off. Heard nothing about open enrollment to continue coverage. CSG HR and COBRA admin no nothing about it. When is the open enrollment period this year?

Got letter saying there are openings to apply for. Did they let too many of us go?

Let's say you're investigated for conduct, you got drunk and obnoxious many hours after a post-work event. Does that basically always end with MAP (Misconduct Accountability Program) status? That means it's impossible to get higher than a 3 rating, and you also get 0% raise and at most -20% on last year's bonus.

Is it paid in a lump sum?

Stop posting to this manipulated "anonymous" board. It's clear that Dell HR admins (trolls) are up voting/down voting at will and deleting comments they don't like or reflect negatively upon Dell.

2%?? TD Mike and AMEX SB Dunk Sathish must really be struggling. Imagine going back and telling HR "we need to cut 2%" instead of learning how to balance a budget. I told yall this months ago it was coming. Told you last month too. And someone wanted to comment on my last post to say "I was making this up"

I hope that person read the news today. Bet they won't comment on my post now...

More layoffs are coming too!!!

Like RTO policy & procedures? Somewhere where I can see rules. I see different people being treated differently, unfair at best, possibly illegal. I am not asking for this to be posted publicly just tell me where to look for internally as I've spent some time looking for it and I could not find it (and I dont want to go to HR or my mgr).

Seems they sold their souls a while back