#hr

I was just offered an unexpected contract position and have to take a dr-g test. I’m freaking out because I ate some THC gummies over the weekend. Does anyone know if THC is included in the test and how HR handles the results???

I hope that everyone is prepared for what's about to happen at Dow. The sla-ghter will begin post LPGA tour. Dow cannot afford to mu---r it's workforce right before all their customers and vendors come into Midland. So the bloodshed will happen right after. If you're in leveraged logistics, purchasing, or customer service... You best be looking for a new job.

Remember, Dow isn't a family. Your boss isn't your friend. Everyone is just glad it's happening to you and not them.

Remember, you don't have to sign a severance agreement on the spot. No matter how much they push, you get time to review. Request your personnel file under the right to know act, and never participate in your exit interview.

The last is the biggest.. They don't care about your opinion or your experience at Dow. If they did, they would have asked you before firing you. They are gauging the likelihood of you suing them. Anything you say can be used against you if you decide to pursue legal action. My suggestion is when you get called into that HR meeting, record the whole thing on your phone. Michigan is a 1 party consent state. The meeting will be hard to digest and a recording of it will help. Just don't publicize that you're doing it. Also be really annoying and take notes. The best thing we can do is publish a bunch of termination meetings from Dow to show everyone what it's really like.

HR and your boss already know and have planned your termination. They spring it on you out of the blue hoping to catch you off guard and unprotected. They have a game plan on how to handle you. Nothing you say will change their mind, you're gone no matter what you say.

Looks like I survived another month. Should I be more proactive and schedule a meeting with my supervisor and HR, and ask for my severance?

THe timing of the Pulse survey is straight out of the deeply flawed HR playbook cooked up by MaryYoYo Chardonnay.

https://www.theregister.com/on-prem/2026/05/28/kyndryl-takes-employees-pulse-while-cutting-off-circulation-for-some/5247246

Is your manager notified if you apply to an internal job posting? Anyone knows?

At Bolt, Breslow said, the HR team “was creating problems that didn’t exist,” as part of “a culture of not getting things done and complaining a lot.” “The problems disappeared when I let them go.”

https://nypost.com/2026/05/26/opinion/bye-bye-hr-lets-hope-bolt-financial-ceo-ryan-breslow-starts-a-trend/

Ineffective. Politics. Curious what your experience is with a 300+ team of HR ‘professionals’?
What is it they do, let employees know to complete a survey and attend pro day?

Is there any advantage to informing HR about retirement plans ahead of time? With the possibility of layoffs and severance packages at Bank, I’m unsure whether I should let HR know that I’m planning to retire in July. I would also be eligible for a half-year bonus since I have 10+ years. Could notifying HR about my retirement plans affect my chances of being included in a layoff or receiving severance?

Rumor has it that leadership and HR are pushing for people to have the Career Story section filled out in MyGPS.
Given very recent RIFs and restructured, this feels very unsettling. Anyone here experiencing this and/or have an insight to why this is?

Recently moved and now I’m apparently 30.1 miles from the nearest hub which is about a 45 min - 1.5 hour drive depending on traffic.

HR says that I’m “within” the 30 mile range.

I’ve pulled maps on my own, it goes from 30.1 to 31 to as high as 50 miles.

Should I even try to fight this? How far are you from your hub within that 30 miles?

Anyone else read the corporate jargon email from Mr. Tractor today? The ELT wants us to build on three enterprise skills….which will lead to us being rewarded with what exactly? No one can be promoted anymore because of our terrible new HR model. What is the incentive to improve exactly? Don’t say VCIP either, that is turning into a total joke and has become essentially whatever the leaders want to pay. If we can’t be rewarded, what is the point of continuous improvement? That only works with companies that actually reward performance. This company is doomed until we have a real leader in HR and someone willing to stand up to the CEO and CFO.

Just found out that they drill up to location and grade level on survey results and HR sees even further. Do not take the survey as you just put the target on your back. Anonymous my a-s.

Layoffs can create significant safety risks for organizations. HR professionals are uniquely positioned to identify early warning signs in distressed employees. These signs often mirror predictors of su----e, linking workplace safety and employee wellness. Effective collaboration between HR and security is crucial to prevent escalation. Careful planning and empathy during termination meetings can mitigate potential dangers.

https://hrexecutive.com/when-layoffs-become-a-safety-risk-hr-is-the-first-line-of-defense/

UK payroll messed up. I knew things were bad but not this bad. We might get paid the day after tomorrow or whenever. Will heads roll in HR for such a massive error? In any sane company yes.

Rules for thee, not for me….. seems to be the mindset around this place. But I guess when trying to get the union to decert, everything is fair game on the company side. Had a tech get fired for not telling the truth, because it violated the company’s core values. But yet local managers that were the driving force behind the decert effort, have gotten away with bashing peoples religious beliefs, calling out employees family values because they supported the union, and even threatened physical violence towards employees. And yet HR complaints have disappeared, HR gets involved and then looks the other way or just don’t care. Get one tech not tell the 100% truth and Hr on top of it within a day or two and fired within a week. Manager does all this, and months of crickets from HR. BC is such an outstanding example of rules for thee, not for me. But then again, that’s what JS preaches to his managers. And they wonder why people hate this place

https://fortune.com/2026/05/19/bolt-ceo-ryan-breslow-cut-hr-department-causing-problems-fintech-startup-turn-around/

Just a P.S.A. that bears repeating: Even though it feels like it would be better to quit since EJ has become such a toxic work place / environment, do not quit. If you do quit on your own volition, you are giving up many legal protections. Make them fire you. Learn the code words for ageism in disguise: "over-qualified," "passing the torch," "new perspective or cultural fit," "fresh energy," "doesn't want to learn the new technology" to name a couple. There are more and the company will dress it up as a compliment.

HR is NOT your friend.

Can someone please put so.e light when will receive the severance money for someone let go in March? I don't understand can't they just have a process or automated update? There is no response even if you write to HR..

Heard a rumor that there will be layoffs this Friday, and we’ll be asked to WFH that day. I didn’t put a whole ton of stock into it, but I was sent a photo of all of the CX and MX leadership going into a 2.5hr meeting today and it was set up by the HR generalist. Safe to say I’m officially anxious and not feeling good. My source is as an associate and a leader in the a space at BTD.

Anyone else heard anything concrete?

Going to be tough doing reorganisation due to tons of long services staff. The company compensation would be sky high if they do it.

HR sleeping in their job let it grow out of proportiate w high numbers of long service. Most of them have no drive at work

How does a risk and compliance manager who has no background in risk or compliance get hired in the 1st place?

Secondly, that very manager had to move from the BL she was hired to support due to complaints and has zero respect from anyone she interacts with because she lacks the very respect necessary to build relationships.

SHE HAS DRIVEN OUT 6 EMPLOYEES IN 2 YEARS!!!! YOU KEEP GIVING HER VICTIMS! How does she continue to be approved to harm another employee!?! When is enough enough? She is a liability to the company you are here to protect!

On that other site when you get banned because you got reported by company shills, you get a two day ban! I didn't remove the post, someone reported it. I really hope it's HR otherwise let's all consider our loyalty.

Turns out when HR shills report your post, you are also banned for two days-- this does explain why so many OPs go quiet when their posts are removed. Anyway, that's why I've gone quiet.

I did not delete the post "Making a list of what we know." It was reported. Not unfairly, I might add!

Sincerely, OP

I just want to see if they made any changes since the last round.

Prediction: An executive posts from the World Cup. “The energy here is unreal — this is why in-person matters.” Forty-eight hours later, a calendar invite lands on a teammate’s screen. HR. No agenda. The post has 347 likes and counting.

HR started sending out the RIF meetings in Czech Republic. GL everybody

I overheard a conversation in a coffee corner where one colleague said that HR is tracking our surfing behavior, and that people who go to this site regularly are marked for the next round of layoffs.

Is this true? And if so, would that be legal, or could we challenge such a move?

Have you opened ER case before regarding your manager or team lead or performance rating？
What was your experience like?

did anyone meet with HR for the talent redeployment to discuss career goals and apply for internal opportunities? What was your experience?

I used to think HR was there to help employees and actually went to them with a complaint. Big mistake. Their only goal is to protect the company from us. They don't care about what happened, just how they can sweep it under the rug. Don't make the same mistake I did of trusting them.

I notice like 70% of the state side people on my team are having to spend multi day writing what they do and what they accomplished after getting a yr end IM rating. The odd thing is often the mgr doesnt even tell you the requirements for the month till week 3. The quality of the mgmt here now is horrible. They dont even pay people who've been around well, its like 1% or less cola and inflation is like 8-10%. The mgmt is straight up rude and completely ungrateful and unhelpful on just about every front.

A former Bank of New York Mellon associate alleges the bank fired him while his disability accommodation request was still pending in its system.

Gibbs Kanyongo Jr. sued BNY on May 12, 2026, in the U.S. District Court for the Western District of Pennsylvania. The complaint brings claims under the Americans with Disabilities Act and the Pennsylvania Human Relations Act for failure to accommodate, disability discrimination, and retaliation.

The story, as the filing tells it, begins on Aug. 4, 2025. Kanyongo - a Client Processing Associate in BNY's Loan Administration department in Pittsburgh - says he broke a bone in his foot and suffered ligament damage in his ankle playing basketball. Two days later, according to the complaint, a UPMC podiatrist diagnosed a severe ankle sprain and signed documentation stating Kanyongo was limited in his ability to walk and needed to work from home for six to eight weeks. He says he called BNY's HR department on Aug. 7 and asked how to submit it. The complaint says HR pointed him to the online portal and to BNY's "Medical Certification: Reasonable Accommodation" form.

What followed, the complaint alleges, was more than two months of back and forth.

Kanyongo says he submitted the certification on Aug. 26. According to the filing, BNY responded on Sept. 5 to say the doctor had filled out parts of the form incorrectly. Kanyongo says he got it redone. On Sept. 24, 2025, he says he emailed the corrected certification - signed by his treating provider - to peopleadvisorsamericas@bny.com, an inbox the complaint says HR had told him to use during a mandatory two-week security leave.

Twenty-three days later, on Oct. 17, 2025, the complaint says his manager called and told him he was being terminated for failing BNY's "Working Together" in-office requirement on two occasions. The filing alleges his accommodation request remained pending in BNY's process when that call was made.

The complaint raises three issues that sit squarely in HR territory.

The first concerns the interactive process. The filing alleges that during the 23 days between Kanyongo's Sept. 24 submission and his Oct. 17 termination, BNY did not contact him to say his documentation had not been received or processed, or that he remained at risk of termination. His AT&T telephone records, according to the filing, show a 37-minute call to BNY's People Team line on Oct. 14, three days before he was terminated.

The second concerns BNY's automated attendance system. Under the "Working Together" policy as described in the complaint, employees must work a minimum of three days per week in the office, and two violations within a 12-month period can trigger termination. The complaint says Kanyongo received a first violation notice in May 2025 for the period from March 23, 2025 to April 19, 2025 - before his injury. The filing alleges that on Oct. 17, 2025, he discovered an automated notification flagging him for a further violation covering Sept. 6 through Oct. 4, 2025, and that the automated system had also not credited his accommodation for an earlier flagged period ending Aug. 8, 2025 - the period the complaint says an HR representative had told him his completed accommodation would retroactively excuse.

The third concerns what the complaint frames as an inconsistency between BNY's position statement to the EEOC and BNY's own internal records. The complaint says BNY's position statement asserted that Kanyongo's manager, Sally Baker, "never told [Mr. Kanyongo] he was not allowed to enter in-office exceptions" and in fact "encouraged him to do so." The filing then cites BNY's own People Solutions portal entries from Sept. 19, 2025, which Kanyongo says recorded his report that his manager had advised him "he cannot keep using in-office exceptions & he can only use three in-office exceptions for the time being," and that "his manager is not approving of in-office exceptions."

According to the complaint, an HR representative had told Kanyongo earlier in the process that once his completed forms were received and approved, the accommodation would retroactively cover and excuse the flagged days. The filing alleges that step never took place.

Kanyongo also says he wrote a message in BNY's portal on Sept. 5, 2025, describing himself as "unable to walk or travel," having "been trying to get this request submitted and approved for over a month," and having "called every week talking to someone asking for an update." According to the complaint, he arranged to be picked up and transported on his broken foot to get the forms completed, and asked BNY's People Advisor Team to call his physician directly. The filing says BNY declined, citing HIPAA.

Kanyongo is seeking back pay, front pay, compensatory damages, punitive damages, and attorneys' fees. He has demanded a jury trial. The complaint says he was unemployed for approximately six months after the termination, and that his new job pays roughly $5.00 per hour less than his BNY salary.

The allegations have not been tested in court. BNY has not yet filed a response to the complaint, and no court has ruled on the merits of any of Kanyongo's claims.

Since it is alredy later after, I guess anyone impacted in India already get notified? Thanks!

We have decided to bring HR, Legal, Compliance and Corporate Affairs together under Keeley Aleman in an expanded role as Waters General Counsel and Head of Global Human Resources.

We are grateful for Cheryl Kennedy’s leadership and contributions over the past year, as she helped support our people and advance our HR strategy during an important period for the company. Cheryl has left Waters and we wish her the very best.

Who in their right mind would “bring HR, Legal, Compliance and Corporate Affairs together?”

Many groups throughout the company being impacted this week. Potentially linked to the HR leveling project. Anybody have more news? Good luck all!

My LL3 accidentally mentioned this site when they were complaining about people complaining on social media. The executives all read these posts and I think it is them and HR that make all the inane posts to bury things they would rather you aren’t reading.

Was it: • HR? • A task force? • Darren Woods?
• A committee of frustrated supervisors who suddenly realized their 52–55-year-olds had stopped trembling in fear? I’m only asking because when the karmic boomerang eventually returns to sender, I’d like to make sure proper credit is assigned to the correct individual or department. Thanks in advance for helping identify the architect of this masterpiece.

Accountability matters.

Went in office for only a couple hours connecting with the IP address and HR counts as a compliance on Workday.