#hr

The messages on this site are making their way to HR. Apparently the RTO discussion is making some headway and was brought up on their early Monday morning call.

To HR: push back on this mandate, no one likes it and it has no benefit over 4 days.

Has anyone else heard that HR will be conducting their own layoffs Nov 3rd?

There were engineering, IT, MES, operations,and HR lay offs on Wednesday and Friday. In which horrible same people force work inventory . While it was happening management were eating steaks

… during this time? Weird looks from HR, snarky comment from your boss, IT folks wandering around counting docking stations and monitors?

There seems to be a big RIF coming. Not sure exactly who’s impacted but seems like there’s going to be a lot. Today was the last day HR submitted it in their “RIF Tracker”. Goodluck yall.

i see a sudden meeting with hr, is it scary?

There is a significant HR policy violation in the retail banking unit. District and branch managers are conducting "backdoor background checks" by calling applicants' current employers to solicit references. This practice is entirely unprofessional for U.S. Bank Management and creates an unacceptable risk by potentially exposing applicants' job search and placing their current employment in danger.

Just a word if warning:

Do not divulge too much personal information to your managers or H.R.

ITS NONE OF THEIR BUSINESS AND CAN BE USED AGAINST YOU. IF THEY PRETEND TO CARE, THEY DONT!!

Info about your marriage, doctor visits/health problems, children, family members. Be very careful who you talk to and document or secretly record any strange questions you may be asked, especially from Human Resources or the store manager.

And remember if something or some interaction with managers or Human Resources seems weird or a bit “off”, It’s because it is.

Who creates the list who goes? Lvl 7. So is it my boss, or director, or sr Dr?

Did anyone else get laid off while on maternity leave? Do you know how it’s impacted?

HR was no help in getting clarity before I lost access to my email, etc. on Tuesday. I’ve only been on leave for 3 weeks, so not sure if there are legal obligations for Target to fulfill my full approved leave or if it can just end.

Curious if others in a similar situation have heard more on it.

I don’t think that this is the end of the layoffs and I don’t want to stick around and be exploited by taking on the workload of the people who were laid off while having to fake being grateful about it. I want to know if it’s feasible to ask HR if they’ll let me volunteer to be laid off since they need to cut costs and I want a severance package exit.

I am not talking about AI here.

1. Stop with all the daily emails and invites to countless town halls from VP to SVP levels and above. We don’t need Up 2 Speed Videos. Give me the daily Newsletter with more details about the whole company.
2. Stop letting HR change their platforms and Learning / UpSkilling strategy. A company should invest in their employees, but have a single strategy of what is available, clear pathways and keep it perm long enough for Employees to partake. The “Leadership” program was the biggest waste of my time, taking me away from projects to listen to Hosts / Instructors who never achieved anything of significance at Vz.
3. Have one IT Dept. we have had such a brain drain that most applications and enhancements now live in a black box no one knows how to fix when it breaks. Hire perm Project Managers, real PMO professionals who can guide our big projects over the line, and do so in a single platform instead of every PM deciding how they want to Run / Communicate or Document projects.

Really glad to see DM is back with her side hustle in the Nike classifieds slack channel! Must be exhausting posting all that junk on the clock.

If you are a PBE freelancer on 24 Seven PLEASE reach out to them if you were laid off or are anticipating being let go. They told me to send them my personal email just in case I get locked out and my resume since they are a staffing agency.

You should also ask their HR about unemployment so you have it in writing you are eligible!! You technically do NOT work for Paramount or MTV you are a w2 employee for 24seven.

if you also are on their health insurance and get laid off you will lose benefits the end of that week but are able to continue with their premium plan plus a 2% agency fee.

I spoke over the phone with them directly because I found out we don't actually have deal memos stating our day rates/contracts which is very alarming and probably illegal and raised red flags about unemployment benefits. So every time your "contract" was up it was just to extend your email access and was made to seem like that was your real contract but it was not.

get everything in writing through email and take screenshots so you can protect yourselves!

HR@24seveninc.com
benefits@24seveninc.com

Can the laid off employee “convert”/ buy the same coverage directly from insurance company that Target was using? Has anyone done this in previous layoffs? The advantage would be no medical test or other hassles and a plan that should be reasonable

I got email.

So I just sign right?

Newer people to the corporate world might not know this, but often times a company will ask you to sign a document to get any sort of severance that releases the company from any liability, blah blah blah. Has anyone laid off been asked to do this?

If so, it likely makes sense to at least run it through an LLM first, and post it here. Knowledge is power, and sharing it with others can only help everyone.

These things often force employees to agree to non-disparagement, maybe even a non-compete, or other legal waivers of things like suing the company for (for example) age discrimination.

So bad that you get written up for an isolated incident that makes you question your ethics look to AI for answers. Result your manager is a bully! And, HR comment “subjective” they can write whatever they want.

What you’re describing isn’t just frustrating; it’s an example of poor management practice that can really erode morale and trust.

You’re doing something brave and professional by standing up for yourself without being disrespectful. That balance takes strength.

Doomed if you’re strong!

Good morning,

Thank you for joining today's webinar, and I sincerely apologize for the technical difficulties. This email will summarize the takeaway that's specific to you.

As I shared in the webinar, we have been doing work across the company to remove complexity and enable our organization to move with greater speed and agility. Through that effort, we've made the difficult decision to eliminate about 1,800 HQ and global roles.

I'm sharing today that your position is one that is being eliminated.

I recognize this is incredibly difficult news. We are very committed to supporting you through this transition.

While today will be your last day of work, you will remain on Target's payroll and be paid through January 3, 2026.

You will soon receive details about your individual transition package, including severance, benefits, and career support services. In addition, resources like Spring Health are available to support you and your family.

Later this morning, you will have the opportunity to join a session to ask questions and learn more. Our HR partners will also be available to support you directly. Please watch your email for next steps.

Thank you for the impact you've had during your time at Target. These decisions are never easy and I genuinely appreciate the commitment and contributions you have made to the company.

With respect and gratitude.
Melissa

Been out with our hr guy who normally is very quiet, yet he said about planned layoffs in our region, he said something 30-50 ppl, mostly from tech part. Can't confirm, but he said that he himself was not hired for such a role, but... you know.
So seams that even Dubai and Riyadh - our cash cow region centres are not immune.

I’m sure nothing will happen from the post. And not sure how much information I can give in this post like names and what not . But I work in a club in Louisiana. My club manager is horrible.
She is racist. Treats all the white people like sh-t and had fired bunch’s of long term associates. Many many have called ethics on her and nothing has happened. She walks around the club says this is her club and she will do what she wants

They brought in this woman who had no experience in HR to lead the function. Imagine managing a horrible team of old fogies who have been in their positions with absolutely no contribution. Hear she is moving to another function... only God save this company......

HR did this the first year of Bora Bora and did it again. I'm not sure if this is for all departments but its definitely for mine. My manager showed the direct email from HR because of fear of the teams reactions and blaming him. all year ends were already submitted and HR required each person to be Brought down by one score level so not a single person got a 1 score. Assumingly like last time the yearly raise will be almost nothing.

just curious .. the HR post says Wednesday but my boss seems to think it's Tuesday We are WFH all week .. encouraged to WFH
anyone else ...
also email or manager zoom ?

In the past we have 1x salary coverage for Basic Life Insurance covered by company. I do not see that for 2026. Am I overlooking it or did they take that benefit away?

PIP worst process, horrible HR mgmt.. Target needs to adapt to fast and simply this process.

TII - leadership and PEs in TII
Horrible, immature, cocky with zero substance, no INTEGRITY, no MORALS ,ZERO engineering and ZERO FOCUS in meetings /mails.. horrible characters.. must be fired in the spot.

With cuts of staff, hiring freezes (yes, I used the f word which were never allowed to say out loud) and conflicting messaging from the top, how can HR an TA maintain it’s current staffing models? Furthermore, It’s absurd to market an organization to potential employees when we know our company is so unstable. How can you promote a company who has lost its direction, disoriented its culture and corrupted its sense of purpose? You can’t and you shouldn’t. And this hasn’t just happened…it’s been years in the making. We want to hire better but WE as a company need to BE better. No excuses or platitudes. 2026 should not be a continuation of 2023, 24 and 25.

I understand there are no guarantees in job security and there have never been any with any private job. However, given the way RTO was implemented, how long can we assume the non-hubs can exist and folks keep working there. Is there a realistic CRE document or HR guide somewhere to see which locations are going away what year in terms of leases not renewing etc. I see Austin is a COE. Chicago and St.Louis used to be in there, but now they aren't. There are people working now in Charlotte. So, not getting any clarity on this.

Hopefully this is for the best as I have seen first hand that they are laying off people with years of service to keep their family members hired. Human resources really needs to be investigated for hiding the truth with NDA's and not letting people speak.
#NYPCORRUPT #NEPOTISM #DEI #RETALIATION #FAVORITISM #HARRASSMENT

https://www.beckershospitalreview.com/hospital-executive-moves/newyork-presbyterian-ceo-to-step-down-after-14-year-tenure/

Be prepared because we all know this is happening even though they deny it. As a mgr i can confirm they are absolutely reducing teams 25% and behind your reporting mgrs back. Most of my team was entered to meet by me and all of them show below after i went in and looked. Im not delivering any reviews when i did not do this and cannot tell people why it was done. Beyond pathetic and unethical. Open up a case with HR and ethics. Im telling you anyone below will be fired without severance but with an active case they will offer you something to avoid a lawsuit

Does anyone have direct experience going from a long term disability leave of absence while their site or coworkers were laid off, and were returned to work after the layoff? I am currently on LTD and am wondering what the process will be when my doctor returns me to work. Will I get a 60 day non working notice or go directly to being laid off? The employee handbook doesn't cover this and I will be asking my manager, just wondering if anyone has already gone through this with HR.

The sh-t people left at intel is staggering, senior manager screaming at others in a meeting today while his direct reports present. This place is a horror show, InfoSec in for an awakening with the HR complaints.

According to HR sources, we expect another wave coming week in Europe. I don't have details on countries.

Just want to see what the guideliness are rules are. I am not asking for this to be leaked but if you can point me where to look at internally I'll find it myself. I dont want to ask HR or my mgr.

If you value any anonymity, you should not be browsing or posting here from your work computer.

HR and security teams are monitoring Slack, scanning channels and messages for content related to layoffs, and forcing people to delete messages that they deem unacceptable, citing vague security reasons (there is already one thread where messages were forced to be edited/removed). The same is being done for emails.

It is almost certain a new wave of layoffs coming. Put all you got here on this thread. HR, EVPs, SVPs, VPs busy…