#hr

I work in HR and I'm going on the record to anonymously confirm with everyone that 6am emails will be sent starting in the US. I work with a team in California overseeing the layoff process. Approximately 17,000 employees will be impacted globally. Please be aware that a follow up email will be sent to your personal email address on file. And if you haven't updated this email correctly and do not respond to the email sent, you will receive a letter in the mail with 2 weeks after being locked out. Also be aware you are still on the hook for Oracle equipment that must be returned to Oracle.

Look at yourselves in the mirror. If you are actually real human beings, how do you look at your family after a day of destroying people's lives?
You are paid to run fake interviews, lie to honest applicants, and play with people's futures just to check a compliance box. Where is your guilt?

Where is your basic human morale? If you have even a shred of decency left inside you, stop being a coward. Stand up, refuse to do this dirty work, and expose this fraud. Change before you completely lose your humanity

Or do they just run on feelings, vibes, and whatever feels convenient in the moment?

Our HR leader’s 30+ strategy deck makes no sense. Gibberish. No wonder employees are not valued or recognized. There is no strategy.

If not, is it smart to reach out to HR about it?

Sorry if this has been answered already, but does anyone know how I can get the details of my final paycheck?

The new chain of command has to happen first. We have Angelakis’ reports, the new HR and the new Finance announcements. Now we need Croney’s. Who are his new directs? If we follow the pattern, this should be the next announcement. Everything else is premature. No doubt this will be the most significant restructuring in Comcast history, but we need Croney’s structure to understand how everything will newly align.

Just making up new titles again!

So now they hired a "Culture Activation" Leader to join HR after destroying the very culture that got CDW to where it was before current C-level took over and ruined 30 years of growth.

They're trying to "activate" culture lol
Goodluck with the buyin as everyone's pay is cut but workloads increased all due to self-inflicted wounds.

We'd be better off if we used Ai to replace our CEO and the rest of C level. Ai can't do worse than the incompetence we're seeing.

Lay offs are happening in HR as well, don't stress, it's part of reorg. HR is getting hit by this harder in all different teams across locations without prior notice. It's part of restructuring so it's not performance based. This company has been through so many changes in leadership, not a stable company to work for.

Almost every jtech ob is going to either an offshore person or an immigrant here. Especially in Charlotte and Dallas area. Shame of the hiring managers and the bank HR.

1 month sev for year of service?

For the rest its still bad, no increment. Falling stock. What else?

So I'm posting it here. Employees are judged by appearance and flattery, not performance. During layoffs, favorites stay and hard workers go. People are bullied for personal matters. HR isolates anyone who speaks up.

Overheard a leader recommend opening a ticket for HR to review the seating chart since the assigned seating was unreasonable.

That was the most political way I’ve ever heard anyone say to report someone to HR for a flop in assigned seating

If you honestly think Citi is running a rigged scam by prioritizing H1B/H4/L1/OPT etc. visa holders over US citizens, then cancel all your Citibank accounts and credit cards right now! Sell the stock and cash out all your money.

There is absolutely zero reason to do business with corporate garbage that actively dumps its own citizens.

They may fire hundreds of people in the next few weeks. Citi HR is a scam. Please expose every manager, recruiter who fraudulently hire people and fire hard working Americans.

With so many HR VPs enjoying high level salary and benefits how is it possible to have so many fake resume based employees on H1B. VPs must get to office and do their job.. Many VPs work from home many days..

Like a dr-g test, Please run the resume through Lexis-Nexis based in Alpharetta right down the street from Fiserv. They are a national risk solutions provider.

You will find a ton of surprises.. Resume is a mutually trusted document.. if anyone lies on it, fire immediately and report to USCIS.

Employment History: Confirming your previous job titles, exact dates of employment, and reasons for leaving by cross-referencing company payroll databases or directly contacting HR departments.
( check with IRS for payroll tax history, you will be shocked to know what kind of employment 'history' these folks have )

Education & Qualifications: Verifying degrees, graduation years, certifications, and diplomas directly with universities and credentialing bodies.
( a ton of folks have fake degrees from Karnataka or printed in a random press )

Professional Licenses: Ensuring that any claimed legal, medical, or technical licenses are active, valid, and free of disciplinary sanctions. ( I am not even getting into this topic )

Now I have a feeling like I've put a target on my own back. Don't make the same mistake and trust HR.

HR is obviously there to protect the company, not me, so I am trying to figure out if I should go straight to senior leadership or if I have to go through my manager first and risk getting shut down before I even get heard. I'm avoiding saying what the subject is for anonymity purposes.

Got a note to update my personal email address.. why would they need it ?

To long didn’t read warning for those with minimal or no attention spans.

…. “Do we even have a HR department anymore” this line in on the post on here… really stands out.

It’s a sad question. Coated and baked Irony.

The sadness is…. Anyone with a disability has a sh*t ton of stress dealing with everything while dealing with medical conditions.

Then they have to deal with hr accommodation “specialist advisors” who would absolutely fail on their knowledge of what it means to uphold the rights of a protected class and provide adequate assistance… not to mention the clear lack of understanding, support, and decency being demonstrated by these advisors falling stunningly short of someone who should be a expert, professional, and well versed in disability accommodations.

It’s unbelievable U.S. Bank has gotten to a point where the department that oversees disability request is filled with such jarring incompetence in all levels of the management. From top to bottom to a point where this question is exploding.

The irony is….

Someone who holds the title “HR Accommdation Specialist”

Conducts themselves as who doesn’t know left from right when it comes to the protected rights of disability accommodations and will belligerently participate in the interactive process in bad faith with zero worries of legal blow back.

Like seriously….

It is sooo ironic to see that title attached to anyone who performs so poorly when it comes to performing that role so poorly when matching it to being a “specialist” in disability accommodations.

Seriously, the structure and current people put in place is beyond broken.

Incompetence was never addressed for so long……. the question…… “do we even have a hr department” is exploding.

No more operating under the pretext of mistakes happens and the possibility of things falling through cracks because such is life.

Nope. The incompetence is at a point of no return since it’s been allowed to continue and fester for so long……. Rarely acknowledged or addressed… with what seem like no will to correct and do right.

You as a faithful U.S. bank Employee should naturally be able to trust the process and believe your employer would take care of you.

U.S. Bank should and needs to make sure we have competent advisors that truly meet and uphold the title attached next to their names… especially in a department where liability should be taken seriously….

Especially at a time you need it most… and even more so….. when you are asking for help for yourself…. Which also includes help for “you” that ultimately benefits U.S. Bank from your spent time…. Your given and continued given efforts and work ….for the gain of the company as a whole, those above you, and the share holders.

You are not just a number. Used up and tossed to the side because you got disabled or have a disability.

Years of time you have given is something to not take lightly.

Sure you got your “pay”

But I am sure a lot of us are realizing how uneven this trade off is in this economy.. and how uneven the scale gets when weighed with incompetence and disability discrimination.

We are all human being giving our most priceless possessions away to this company in the form of our energy and time… regardless of disabilities or not.

But you know what…. A bigger middle finger for those who discriminate and wrong anyone with disabilities.

Disgusting behavior. And it should be called out. If you are silent… then… well… it’s a dirty weight to carry.

A disability should be taken serious when it comes to your legal rights by law.

HR and management have to participate in the interactive process in good faith.

This means they cannot delay (unreasonably such as the silence like we are reading here or unnecessarily dragging out the process either by lack of response or insubstantial actions/responses during the interactive process.

Make sure to keep a clean and documented record of the interactive process to support your accommodation request as being reasonable and is able to prove if bad faith is being conducted by hr or management during the interactive process.

If you are in this sad and unfortunate situation, then register and create an account online with eeoc. It is very easy and straightforward process to start and defend your protected rights.

At this point, it seems like this is the only way to preserve your rights and the only language that is understood to get your rightfully deserved accommodations for disabilities.

The bare minimum and absolute MUST…… employers have to do………. is participate in the interactive process in GOOD FAITH and 100% without a doubt approve an accommodation request if it can be proven as being…….. REASONABLE.

NO one is doing any favors for you outside of that.

It’s the LAW.

The employee is doing their job as required by us bank and the LAW to fulfill their title of being a hr advisor disability specialist.

Hr and managers cannot deny your disability accommodations based on their own preferences, attitude, prejudice, or what kind of mood they are that day.

And you better believe they will CONFIDENTLY provide bogus denial reasons and switch things up when it comes to your job duties as a form of discrimination or retaliation to deny you… trying to slyly get around the law sc--wing you with a smile…

Read. There is a lot of nuance when it comes to approving and denying accommodations.

Make sure you know…. Your disability accommodation has to be approved under the law. As long as it is lawfully Reasonable and does create a burden for the company as defined by law.

And chances are… such a big company like us bank will have a incredible hard time proving your accommodation is a burden or is unreasonable.

The bare minimum and absolute must is fixed. It’s not up for debate or misconceptions that will ultimately result to misconduct because the LAW needs to be followed.

No confusion. Nothing to do or talk about other than what is required under the law and interactive process.

Period. Unbelievable the amount of incompetence in a department where this should be an unchangeable screen saver for each manager and hr employee.

Use it. Just like how any employer would do it against you without hesitation.

But they never ask the questions that actually matter. Imagine if they asked the real questions on the next one, the ones that could make a difference. I'm not holding my breath, though.

HR to managers - don’t bully reps into thinking they have to be here 100% of the connect weeks. The requirement is they have to be here 50% of the connect weeks.

Managers to people - per HR you need to be in the office 100% of the time or HR won’t give you a bonus.

HR to managers - no that’s literally what we told you NOT to do. Also don’t blame us.

HR to managers - let’s try this again, we’re going back to the office full time. No assigned seating.

Managers to reps - the higher powers of being decided they want all the sociology majors to quit so they don’t look bad by firing them. We’re working on a seating chart.

Months later

Managers to reps - ok we have your assigned seating come find where you will sit. Also remember there is officially “no assigned seating”. Just remember this is your desk and you cannot sit anywhere else.

And nothing makes me laugh harder than knowing HR won an award for introducing Wellness Week…only for EH to take it away.

The irony writes itself.

It appears as though HR and recruiting is mostly doing their best to protect their function. Make it make sense.

Sometimes I can’t tell if this company is a giant parody or not. Whoever is leading TA/HR is missing brain cells

Just saw layoff codes via IT back in mid August and then multiple the last couple days. So the 30 to 45 day time frame was set into motion again like the last couple big layoffs going back to November 2025 is in play. I know Senior Leadership is meeting in-person this week. So timing for everything makes sense, Sr. Leaders are mapping out lists and numbers based on HR cuts this week. This gives them an overview of the current and future state, also allows for possible substitutions if they want to keep someone. Another red flag was an email saying don't talk outside VZ, this makes it obvious something is coming soon.

I’ve been on pip - does anyone know how it works? Is it basically 30 days, then you meet with HR and if your manager doesn’t take you off pip, you do another 30 days with a HR person and then after that you’re fired?

1. No severance if you’re fired after pip?
2. If you don’t beat pip after 30 days, what are the chances you beat it in day 31-60?
3. Is the goal to get off PIP just try to deliver as many deliverables as possible?

Any thoughts would help here

A podcast episode titled "Coffee 'N' Law" featured employment lawyer Ashley Brown. The discussion focused on considerations for employers planning layoffs and terminations. Brown shared insights with host Amy Davies of First30. The episode is part of HR Law Canada's content. It requires a free membership to access full details.

Canada

https://hrlawcanada.com/2026/08/coffee-n-law-layoffs-and-terminations-with-ashley-brown/

The H in HR is Human... but exactly that is what they lack..

When a long term employee is being terminated for whatever business reason.. how the he-l your opinion matters.. you should treat them with professionalism and dignity during the few minutes of zoom call.. but you treat them like they have committed some kind of crime..

Why can't you behave dignified and respectful.. and provide all HR related answers to those being terminated.. instead of treating them like cockroaches..

They served Fiserv clients for a long time.. ofcourse you have no clue of it.. but you got a chance to berate someone.. and you just do it.. ??

How many have experienced racist managers in Tech? Seems like it seems to be very prevalent. HR aware of this?

Was shocked to learn in some areas, the person running the layoff call was not from hr, but a Director forced to hold the call. Didn't even know who or how many laid off.

Also, HR: you're fired!

Were they impacted too or is it too early to tell given that this is most likely an all week affair.

It’s honestly wild, good for them buddying up with M.L. from the start and getting in his ear on who to cut, that’s worked out well so far! (For them) ….But hey smart move by HR, they all get promoted and never laid off. I’m not saying they don’t provide value overall, but I find it odd/maybe the reason that they are the kingpins of this failing company…

I’m in the US and new at PayPal. What is the process followed by HR? Does the person affected being laid off get the meeting invite? How does the rest of the team or manager find out who has been let go from their team?

Do you think HR (or whoever) that makes the layoff decisions gets a bounty (bonus) for every life they ruin?

Just askin'.

Heard from someone it will be all week which is so brutal. What a nightmare of a company. I’m sure I. Cruz over HR is sleeping just fine though.

If you don't relocate, are you still eligible for retiree medical? They are coding it as Voluntary Resignation. Does it matter what HR codes it in Workday? I'm on my wife's plan currently, but we would like to use Chevron's medical when she retires.
Talked to HR but not sure if they have it right. They told me it doesn't matter what HR codes it in Workday- I would still be eligible for retiree medical when there is a life event. Is that right?

A few months ago I was talking to a recruiter about coming back to Fidelity after I got laid off. When I spoke to them, they said something like "it's a huge relief I don't have to explain that whole connect week thing to you compared to other people I call". They also said "yeah... it's gonna be an experiment".

From the outside looking in, you can tell a lot of these people in HR have opinions on what's going on that they don't want to be outward about. Anti bootlicking opinions. Or at least that's what I see. They hate the new laws of the land, they're just the ones that have to enforce them.

So, if you're in HR, if you feel comfortable sharing, what do you think about all this?

Has anyone noticed a shift in the way internal job postings are being handled lately.

I’ve been at Citi over a decade, and historically, the internal application process was relatively predictable. If you met the minimum qualifications, you would typically see your status move from "Application Received" to "Recruiter Review."

Recently, I’ve applied for several roles where I meet the qualifications, yet the applications sit in the "Application Received" phase for weeks and then are rejected. I haven't received one interview, and I have been making it a point to apply within the first 48 hours of the posting. I know these are real roles because I can see in Workday that some have been filled.

Has the HR screening process changed? I’ve never experienced this and I’m wondering if I am the only one that is.