#hr

The past 2 years, I’ve been allowed to stay fully remote due to requesting reasonable accommodations via HR and my doctor completing the necessary paperwork on an annual basis for my disabilities. They were approved quickly and without issue.

My previous accommodation expired at the beginning of September. I was not notified it had expired until my manager let me know and then I opened a case with HR for renewal and a flexible work arrangement went in for me to continue working from home despite not needing one prior - the email from HR you receive before the review process had previously always stated we may continue working from home until a decision is made; which is no longer present in that email apparently.

My doctor (same one I’ve had every single year for this process) completed the forms as usual and faxed them in. My HR rep was impossible to get ahold of but finally confirmed receipt weeks later and said they’ve begun the review process. We are now nearing the end of October and I haven’t heard a word. I reached out to my HR rep 4 times and emailed them and eventually got a response saying they are still in the review process, there’s no updates at this time.

Key things of note:

• I saved all my previous accommodation approvals from HR and provided them
• I documented every exchange I’ve had with HR
• My job description has not changed
• my team is not and has not ever been colocated
• we were remote before 2020
• my disabilities have not changed
• my manager keeps having to put in flexible work arrangements every month due to the radio silence from HR

Reasonably, what should I do here? What recourse do I have? Why can’t I get an approval or denial yet?

When this will happen this year? Did HR forgot about?

An APAC HR person supposedly resigned half a year ago, only to magically reappear right as the cuts hit recently. Did they even really leave, or was this planned all along?

At this point, you have to question if they were ever actually off the payroll.

HR does not seem to care about glint scores so wondering if they bother with exit interviews?

Hundreds laid off between yesterday and this morning, mostly managers and directors

If you were hired externally, your vacation service date may not match your interpretation of your offer. It isn't visible in Workday, so you won't notice a discrepancy unless you ask.

To check, submit an HR ticket and ask them to look up your vacation service date and how it was calculated. Then compare it to what your offer letter or recruiter said about crediting prior experience.

The vacation policy was updated on April 1 this year to better align the offer language with the years credited, so if you were hired before that date, it's worth confirming which version of the policy was applied to you.

Hearing that there were multiple Directors let go on the CB HR team - anyone hearing more from that group on if it has moved past HR yet?

Anyone know if HR is outsourced? Seems many are now.

Hearing Meg isn't happy with how much was being spent on pet projects, funneled from profitable GOA to the underperforming UK or the lacking of an allocation model and determining if any of these business units care actually afford their space. Without the HR cover we'll see if that leadership makes it through this upcoming RIF.

Are managers typically informed ahead of time if someone on their team is being let go, or do they find out when the employee does?

Who here has worked at both companies? Has anyone been told if they will get tenure for both combined?

She is getting rid of their low performers by bringing them over to WFC. Every time she brings a new exec over from BNY their HR depth breathes a sigh of relief. Your problem now Wells!

Strategy Framework: How You Should Handle This

If your goal is to exit the company with financial support rather than transitioning to a temporary agency, use this step-by-step plan:

Phase 1: Review Existing Agreements

• Check your original employment contract or company handbook for a formal Severance Policy.
• Look for a "Change in Control" or "Substantial Reduction in Compensation" clause, which sometimes triggers severance if your pay or benefits drop significantly under the new agency.

Phase 2: Request the Transition Details in Writing

• Ask for the exact terms of the contract with Cognizant or Infinite.
• Compare the new hourly rate, health insurance costs, and paid time off (PTO) to your current package.

Phase 3: Leverage Discrepancies to Negotiate Severance

• If the agency position pays less or lacks comparable benefits, use that as leverage.
• Approach HR and say: "I want to stay, but this agency transition represents a material reduction in my compensation and benefits. Since my original position is being eliminated, I request that the company offer me the standard severance package instead."

Much of the cisco IT is just ruled by world fuel service folks. A leader comes and brings their folks with him and lays off Cisco folks. And HR doesn’t do anything. What is the credibility . Just PR. They come with their agenda and deciding what’s best for everyone. What’s the track record for that. You didn’t even give interview to get a position. All you have is good father. Nonsense.

I thought we were on a hiring freeze or did I get the wrong email. Tell me why every day you look on linkedin and there are 30 people posting about new roles they were just awarded? Not to mention, teams are doing interviews and telling folks they can not extend offers until Q1. Why even waste your time when there is a reorg on the horizen and HR is going to fill the position. Oh wait, your doing the interviews behind HR"s back thinking your going to have the upper hand. This is just another prime example of how broken the system is. Does the left talk to the right...or does no one respect the voice of Ram?

So, here I am doing 3 jobs because we are on a hiring freeze and no one cares...my location is falling apart at the seems. I am supposed to care about CDA's, Summit and yet I am a ASM having to run a selling route because we cant get approval for roles to be posted.

My manager was canned this week. Told that the position has been relabeled as Waterloo. They weren't given the option of relocating, this was the first they heard about this on the HR call. She tried to ask questions and kept getting the same response that the company wants this position to be located out of Waterloo.

This tells me that there's an effort underway to identify where positions need to be located and we're going to see WFRs around location requirements on top of other WFRs.

I wanted to wait until the majority of outcomes for the project teams were realized There were three scopes, utilities, Poly X 2 and the Craker unit. Each scope had about 15 ish project people from engineering and ops. We, yes I am one of them, were encouraged to apply for the run and maintain jobs, very few of us were accepted, mainly because we were needed in the roles we had (so they said). The project group dr-g the EPC's (Engineering, procurement and construction) and their JV's (joint ventures) across the line to the bitter end. And it's still not 100%, won't be for a while. We lived in various parts of the world for 2 years or more, unaccompanied, yes there were one offs but it was not the norm. The majority of those eligible for retirement were told to pack their bags, which feels illegal on the age front. That went for CPChem people and most of the Chevron people embedded on the engineering side. A couple were given straight up pink slips, and the rest of ops and engineers were given jobs far from their home with no relocation package or a minimal one. Even when their job field had a role closer to home that was actively listed in the job portal. Some were given jobs they had 10-15 years ago, a demotion. And some were given jobs at GTPP, as lateral moves. Great outcome for people who sacrificed several years for the company. Right!? I worked more weekends and holidays than I ever did in a running plant.
My advice, if you are close to service years, never do a project, they will drop you afterwards, if you think you will get promoted or elevated in some way on a project, you won't. It is not a path to career success, as the corporate group sells projects to be. Another part that is ugly is that the ones told to retire aren't eligible for medical coverage because they aren't of age yet, but they had 20-30 years with the company, imagine that, if you were in their shoes. Or imagine being an 84 for last 10 years and come out the end of a 5-year project still an 84 and doing a job you did 15 years ago, working for a person you trained!
I will be moving on, 2 week notice is coming, kind of hoping HR wants to do an exit interview, that will be un, it won't matter, but it will be fun.
Long story short, never trust this company to take care of you, never do a project, which I hope they can never afford again, and always be looking for the next step, you don't have to stay in the cog machine.

How many
When
What departments, groups or orgs.
I assume GT will be the hardest hit.
Can anyone share any info?
Come on HR folks.. Have you started to make those lists yet? Is there a plan.. By grade, group, org... .
Is it going to start in January?

I got IP last year for bad RTO adherence, my manager tried to change it, but HR was firm. If I apply to a new role today will a hiring manager be able to see that? How far back can they see my rating?

I don’t think the leaders of this organization understand how extremely stressful it is in this job market to be strung along for a year with “HR Elevate”. Heard through the gossip mill that layoffs are finally coming for HR/TA and will be delivered by Thanksgiving. Only 6 more weeks to know if your kids will have health insurance this Christmas!

Do we have a peoples representative in India. We thought HR would help, but he is so isolated that we don't if he atleast the right person.

We see zero motivation from him, no office improvements, facilities are literally freezed. Cherry on top is we don't even have proper stationery available

Have they forgot the yearly enrollment?
HR needs to be HR-ing!

I heard that HR tracks swipe ins for entry/exit times. Is this true?

When is it a problem?

Did anyone else receive Benefit Program Disclosure Documents from Comcast via their personal email?

If you’re going to get fired or quit soon, what steps should you take before you’re limited internal HR access is turned off?

I finally went to HR about my bully of a manager, and wow, what a waste of time. It went exactly how you'd guess. I laid out everything, and they just nodded along like they'd heard it all before. Turns out my manager had already gotten to them first with his side of the story. I got the whole "we'll look into it" speech, and then nothing. A week later, my schedule suddenly got worse and a project I'd been promised went to someone else. Nobody said it was related, but come on.

Lesson learned: stay away from HR.

This round will be Thursday 10/15. Go to HR Central, search Job Elimination, and click the Manager Guide for Job Eliminations (this may be limited for those without managerial roles). Within that article, it'll have a slide deck that outlines all of the events for this week including the 10/15 notification date. Good luck all!

Only two people in my department were laid off back in May, but both were age 65 or older and had just been promoted to Principal with HR mandating management give them sufficient raises commiserate with their experience. One had received the Michael Dell Award and another was due to reach her 30th year with Dell.

So apparently if you didn't average 3 days in the office over the last three quarters, you may not qualify for an Outstanding rating or a promotion.

Is this actually confirmed? And how are they calculating it? PTO, holidays, business travel, manager-approved WFH?

The part I don't understand is how you can apply this retroactively. Someone could have delivered everything their manager asked for and still get penalized based on badge swipes.

Does anyone actually know what HR is using to calculate these averages? Can employees even see their own numbers?

Another year of doing beyond what was asked, exceeding targets, cost savings, etc, and HR still won’t give enough “strong” or “exceptional” rating options to teams. Seems like HR and LT are hand selecting which teams are allowed to have strong or exceptional. Doesn’t seem fair but it’s BD.

Seriously? What are they afraid of?

Decisions are still being finalized, but as of now, communications regarding this matter will begin sometime next week.
The goal is to flatten organizational structures to avoid having a position report to another position at the same hierarchical level.
There will no longer be reporting lines between vice presidents, between directors, and so on.
Further adjustments will be made next year, before February 25.

• your friend in HR
  this text has been anonymized with AI

When companies claim AI is the reason for job cuts, HR must rigorously examine these assertions. The article highlights that AI is often cited alongside other reasons like cost-cutting and restructuring. HR should require clear evidence that specific tasks have been eliminated by technology before approving headcount reductions. This includes demonstrating how AI performs the work, what human oversight remains, and the expected business improvements. Furthermore, HR needs to ensure managers are equipped to lead redesigned workflows and that redeployment options are thoroughly explored before any positions are eliminated.

https://www.smartbrief.com/original/ai-layoffs-need-a-stronger-hr-evidence-standard

Is it worth complaining ?

If true, who is the deep throat? I encourage everyone who hears a rumor to contact the speak up line and report who said what, when and where.

Only HR and VP+ are likely under the tent. If roles were reversed there would be no mercy cast on you.

Many of us are aware of forced low performance ratings which are recorded in your employee file.
When you voluntarily leave WF and a prospective employer calls for a reference, will HR share that rating? Is a
prospective employer routed to the employee’s last manager? What can be legally shared? If an ex-employee finds negative information is being shared, anyone have advice?

A simple first step would be to eliminate all executive roles in the HR function. That would result in around $25 million to $30 million in instant cost savings on an annualized basis.

Then follow this up with halving executive roles in the Corporate Headquarters. That would be another $25 to $30 million

In total, the company can save at least $50 million in cost with zero negative impact to its profits performance.

Exactly what @r4+1m35c1d6a said.

Like h1bs hiring friends and family

So, they want employees to provide their performance self review? Seems like a HR trick to use the self review against the employee by twisting it to justify why pay increase wasn't what it could be and where there is room to improve. Seems that on a scale of 1-5, why would anyone put less than 5 if this rating has any weight on their paycheck?