#hr

So much pageantry. So much suspense. All for a game of thrones style underwhelming finale.

Four or five months heads up that "we'll be making adjustments throughout fy27 and we don't know who will be impacted" isn't compassion or clarity. Its chemotherapy for terminal cancer.

Just take me out back on a friday and give me the ol' yeller treatment. Or to HR and give me a box to put my stuff in. We dont need to do this elaborate charade.

How much Oracle HR leak your information to outside world. Both for internal and laid off candidates?
For example a background check from another company which is interviewing me. Is it your position title , responsibilities , salary, shared ? under what limit ?

My coworker has given the same standup update for four weeks: "No updates" Either he's on the layoff list or he's about to be promoted to Principal.
HR is flipping a coin.

They are coming for your jobs!

Called Morgan Stanley HR to protest. But those calls are offshored!!! 😔

They will open lot of fake jobs in Dallas area. Watchout and report to the immigration departments.

Cool

Started as a CM and absolutely hate it. How soon does HR let you apply for other positions internally?

Disney's recent workforce reductions have impacted human resources and technology departments. Notably, some employees who previously managed layoffs for others are now themselves being let go. This development aligns with the company's increased investment in AI and automation. The affected HR staff are now navigating the same processes they once administered. These cuts are part of a broader restructuring strategy by the company.

Burbank, California

https://www.indiatimes.com/trending/they-explained-severance-packages-disneys-latest-layoffs-hit-hr-workers-who-once-managed-earlier-job-cuts/amp_articleshow/134607518.html

There have been a few comments about HR looking at AI usage as part of employee performance. One person also claims HR looked at their sick leave history and treated it as a risk factor. The interesting part is the AI angle. If AI adoption is becoming part of performance management, what exactly is being measured? Logins? Copilot usage? Frequency? Actual output? Is this happening across SAP or only in certain teams? Anyone seeing AI usage show up in performance discussions, manager conversations or HR reviews?

I am at a lost when it comes to my club, has anyone experienced racism and no manager or HR is doing anything? Or “they didn’t hire someone” due to their race? Please who do I go to?

Please note effective September 11, 2026, CSC Investments II LLC has been renamed Optimum CSC LLC.

This is an administrative update only. No action is required on your part.

Beginning with the October 30, 2026 pay date, you'll see Optimum CSC LLC on your pay statements and bank deposits. You will receive a single year-end W-2 tax form for all compensation paid by CSC Investments II LLC and Optimum CSC LLC, reflecting the new name.

If you have any additional questions, please reach out to the HR Service Center.

Thank you,
Optimum Payroll Team

Did anyone else get a cryptic message from HR to “targeted employees” about updating your banking information by October 6th? It was sent under the guise of improving payroll processes but the “targeted employees” at the top is concerning. Could they be lining these employees up for October 6th layoffs? Has this happened before? Is this just in EMEA or did employees elsewhere get this too?

🚨 URGENT: Mandatory Work Profile Update 🚨

“Hey team! To ensure seamless communication during upcoming organizational alignments, please double-check that your personal email address and cell phone number are fully up to date in your Workday profile. Nothing to worry about, just routine hygiene! 😊👍”

So... who else is ready for the Great October Bloodbath? 🩸📉

Nothing screams "we value our people right before we lock your SSO accounts at 4:59 PM on a Friday" quite like asking everyone to voluntarily hand over their personal contact info so HR can email your termination paperwork directly to your iPad.

Can't wait to find out if my next manager is going to be an AI spreadsheet or just a cardboard box in the lobby. Who's bringing the champagne for the exit interviews? 🥂✨

I have not received anything in the mail or via email about my COBRA benefits. I need a copy of it so that my spouse can see if they can add me on their insurance due to lose of coverage before I do COBRA. Can someome please help me? Should I use another form or call HR to request a letter? I also would like to know how much my COBRA would be if this doesnt work out. I logged into the Optum Financial website and I see nothing!

I'm in Product in the Americas, and I alredy know I will have to leave FactSet in April for family reasons. It's not really optional for me so I've been thinking about this with all the recent cuts. If another round hits Product, can I privately tell my manager or HR that I'm willing to be included instead of someone who actually wants and needs to stay? I'm not trying to get fired or game performance. Since I know I'm leaving in April anyway, I'd rather take the layoff myself if it could save someone else's job. Has anyone at FactSet actually done this or asked for voluntary redundancy? Did they allow it, and are there any risks?

We all knew HR was incompetent but a quick google search of Diego shows he is one of the Cornell 7 being prosecuted. Yet people are getting fired over the littlest thing. This company is a joke.

Hello friends,

If anyone was in the same position as me and was involuntarily laid off around 9/4, completed paper work around 9/12 and returned equipment and did not receive their severance on 9/25, I called HR and received the following answer:
It will take 1-2 pay periods before severance is received. So we will most likely receive our severance on the 10/9 pay date, which I am looking forward to. I will update you guys if anything changes! Best of luck to everyone!

We are not comparing with any country. But the culture of India org is so worst. We have few worst managers and we don't have a proper HR too, he should be replaced at the earliest.

Our manager is forcing to office but HR doesn't send email. Are the managers being sandwiched in between

Why do managers allow WPE for certain people over and over again. These people get to work odd hours and do as they please. They have friendships with leadership so same rules don’t apply. It isn’t fair and HR must see it in reporting

is mental health data from insurance reaching HR (albeit in a way to "hide" names)??

Source: J. Bateh, PhD

That improvement plan isn't a rescue. The decision's already made. Formal write-ups are up nearly 30 percent since 2020. Most people on one don't make it out the other side.

Seven signs the PIP was never about improvement:

1/ The goals arrived without warning
→ No prior conversation about the gap
→ No coaching before the paperwork
→ Straight from fine to formal, overnight

2/ The timeline is too short to be real
→ Thirty days to reverse months of feedback
→ Not enough runway to actually improve
→ Just enough to build a paper trail

3/ Support gets promised, not delivered
→ Training mentioned, never scheduled
→ Check-ins that quietly stop happening
→ Words on a document, nothing behind them

4/ HR is looped in before you are
→ The plan already has a shape
→ Legal language appears immediately
→ You're the last to know it's happening

5/ The goals shift once you meet them
→ Hit one target, another appears
→ The bar moves faster than you can climb it
→ Success was never actually the point

6/ Your manager avoids specifics
→ Vague feedback dressed up as formal process
→ Nothing concrete enough to actually fix
→ Hard to improve at something undefined

7/ You're quietly encouraged to resign
→ Framed as preserving your dignity
→ It also preserves their severance budget
→ Read that offer carefully before taking it

A real improvement plan wants you to stay. A paper trail just wants a clean exit.

There are a lot of questions here regarding the VSP but none of those seem to fit ISP necessarily, and I have a couple of questions ...COBRA - I accepted the terms 10 days ago but have not received any subsidy information - my 10/1 payment is still listed as $1188.74 - how long does that take? Calling HR is a minimum 1 hour wait on hold.
Severance payout - for a 9/4 departure date appears to be 2-3 paycycles (30 - 45 days) is that correct? Thanks

Can you get let go by HR for posting something on this site?

Huge problem with project assigned employees who are not part of the GP family. GP used them to fill the bottom of the rank group. HR has seen data and does nothing to stop it. Avoid project assignments at all costs if you value your ranking.

I still have yet to receive any communication from IT for equipment return despite adding in my personal email before leaving as instructed. I called HR 2x asking and they just direct me to IT (who is outsourced and had no idea of the lay-off when I asked them about not receiving an email about equipment return). Also, no one has responded to the envelope they are supposed to send for any hard copy materials to be returned. Anyone else experiencing this?

HR is a mess

the end

Are h1b employees required to work during garden leave? Management forcing me to work despite being on garden leave. Is it even legal? When I asked HR- they said oh it’s a grey area, but due to your status you must work. Is that a lie?

Mr. Angelakis, here are a few places to start.

There is a tremendous amount on this board about leadership—specifically, about serious leadership behaviors that were allowed to continue for years. Employees have described HR complaints being swept under the rug, a culture in which leaders surround themselves with people they trust and then continue promoting those people to maintain loyalty, and questions about HR's role in allowing these patterns to persist.

As someone else pointed out, the fact that the 53rd floor has to come here to learn about what is wrong with the culture tells you exactly what you need to know. They need a mirror.

For you, Mr. Angelakis, I will spell out a few examples. Perhaps others can add to them.

Example #1:

Nester has a well-known reputation for berating employees, including in front of other colleagues. Multiple employees have experienced what they describe as extreme anger and verbal abuse. It is particularly troubling when someone who can appear composed and professional can suddenly become so angry that other professionals are reduced to tears. Yes, tears.

That is not a psychologically safe workplace.

It is especially troubling because psychological safety and respectful leadership are principles we routinely promote through our integrity and leadership training. Yet, according to employees who have raised concerns, HR has been aware of this behavior for years. The response, as described by multiple people, has essentially been: "Yes, he has an anger streak. We're working with him. He has been told to get it together."

But if the behavior continued, what exactly changed?

Despite years of complaints and concerns, Nester continued to be promoted, ultimately reaching the CFO role. That raises a fundamental question: What behavior does Comcast actually tolerate when the individual involved is considered valuable to the business?

It becomes even more troubling when you consider the impact on other employees.

Nester had the opportunity to fill the Controller role and selected a highly tenured, strong, well-regarded and well-liked woman for the position. After experiencing what employees describe as his repeated outbursts, she ultimately decided that she had had enough.

The timing is somewhat unclear to me, but she was in the role for only a relatively short period of time before an email went out to her colleagues saying she had decided to spend more time with her family and would be leaving—in just two weeks.

Employees knew there was more to the story. According to those familiar with the situation, she had approached Mr. Croney, who had the ability to intervene, but no meaningful action was taken. Nester remained in his position.

Let that sit for a minute.

A highly respected, 30-year veteran reaches a senior position in the company, experiences behavior she apparently finds unacceptable, and ultimately decides that leaving is preferable to remaining in that environment.

That is a remarkable statement about culture.

We talk about being a "family." We celebrate being a great place to work. We talk about integrity, respect and psychological safety. Yet if the accounts described by employees are accurate, what employees actually learned is that when someone is considered sufficiently valuable to leadership, others may be expected to tolerate his behavior—or leave.

And now, Nester has been removed from his CFO role as part of the broader business changes, not because he was held accountable for the behavior employees had been reporting for years. Even more strikingly, Comcast has apparently determined that he remains sufficiently valuable to retain and involve him in SpinCo.

So the questions become:

Where was Mr. Strahan throughout this?

Where were the SVPs of HR who knew about these concerns over the years?

If the solution was to give someone a coach and hope the behavior changed, what happened when it didn't?

At some point, coaching stops being accountability.

Example #2:

Another example is the Comcast Listens program.

Many people on this board have described their complaints as disappearing into a black hole. There is an additional issue worth examining: the program sat under the former head labor attorney, against whom employees had reportedly raised concerns.

The concerns described by employees included inappropriate s-xual comments or innuendos, flirting with junior employees, and an alleged relationship with someone on his team. If those reports are accurate, there is an obvious question:

How can an employee trust an integrity or complaint process when the person overseeing that process is himself the subject of serious employee concerns?

And again: where was HR leadership? Did Mr. Strahan ever review Comcast Listen complaints or get feedback from his SVPs of HR?

Where were the senior leaders responsible for ensuring that the person running an integrity program was held to the same standards the program demanded of everyone else?

The issue isn't simply whether one individual behaved badly. The larger issue is whether leadership consistently applies the same standards to people at the top that it expects from everyone else. Speaking of leadership "walking the talk..."

Jason spoke at the conference about compression, reducing layers and improving execution. Those of us in the business who are being asked to eliminate layers are paying very close attention to whether those principles are actually being applied consistently. Until roughly six+ months ago, there were three—yes, three—EVPs of HR reporting into one another: EVP to EVP to EVP. One has since left, but Mr. Strahan and Ms. Penna remain EVPs.

So, Mr. Angelakis, here is a very straightforward question:

Will the same standards being applied throughout the rest of the company also apply to senior HR leadership?

Will layers be eliminated based on organizational effectiveness, accountability and the needs of the business? Is splitting the head HR role over two EVPs not a severe duplication that actually reduces quick execution and increases cost complexity - the very things Jason said we're addressing?

Will we continue to see a culture in which relationships and loyalty protect certain people from the same scrutiny and accountability being applied to everyone else?

Because that is ultimately the issue being raised repeatedly on this board.

It isn't about one person.

It isn't about one incident.

It is about whether Comcast's stated values actually apply when the person involved is powerful, well-connected or considered valuable to the organization.

If leadership truly wants to understand the culture, don't just look at the people who stayed.

Look at the people who left.

Look at the complaints that were made repeatedly.

Look at who was promoted despite those complaints.

Look at who was protected.

And look at who ultimately decided that the only way to protect themselves was to walk away.

That is the mirror.

How can we contact Centene about our Cobra subsidy? Every time I try calling Centene, it forwards me to Optum. What a cluster. So glad to be out of this disgusting, disgraceful & dishonest company.

We're averaging an HRBP leaving almost every 2 months since the reorg in wave 2. Are we going to do away with this pool model? It's confusing and not working.

https://www.hcamag.com/us/specialization/employment-law/worker-claims-exxonmobil-broadcast-her-harassment-complaint-to-shift-teams/590541

Disney is reportedly implementing another round of layoffs this week, impacting HR, product, and tech departments. These cuts follow similar actions taken in April, July, and August, bringing the total number of workforce reductions to four within the current fiscal year. The company's fiscal year concludes at the end of September, a common time for such adjustments to be reflected in financial reporting. While Disney has not officially confirmed these layoffs, sources suggest the moves are part of a broader streamlining strategy. Notably, these reductions do not affect the company's parks and experiences division.

Burbank, California

https://www.disneyfanatic.com/three-disney-divisions-reportedly-named-in-new-round-of-layoffs-el1/

https://www.justice.gov/opa/pr/accenture-agrees-pay-25m-resolve-alleged-employment-discrimination-violations

I got the memo.
I showed up.

I noticed HQ here in NY is still a ghost town.
I’m thinking we must have laid off the entire HR department because they are nowhere to be found.

I might think the same thing about finance, but there were so few to begin with I know better, they were already “insourced” to Mexico and India, so whoever shows up, is just a survivor.

But at least the global marketing team showed up. Must be nice to spend all that money on F1 sponsorships and a trip to Cannes.

The vacant spaces in Sales is fine since they are out and in the field.

But there is always hope- At $129/share, we have tons of opportunity to see that how even lower.

My last day was 9/4. On 9/5 I got an email to change my workday info. I did. Last week I could log in just fine. now I’m completely locked out and I need a copy of my last pay. I’ve been on hold for an HR rep for 57 minutes now.
Is there an easier way to access our information???
Please save the smart a-s replies.
Thank you 😌

Is there any reliable statistic on how many employees choose PIL versus a PIP, how many eligible employees actually retire, what percentage of PIPs HR allows to pass, and how many employees leave the company even after "passing" a PIP?

What’s the point of having HR people that their only response is go to red? And that thing never has answers. So tired of getting zero support from people that have no idea what they are doing. They don’t do talent scouting, they don’t give support and they keep messing up the simplest activities of their position.

Three different articles posted that more layoffs are rumored to be coming by end of the month. Reportedly to include HR, Product/Tech and other operational

Can we stay on insurance for 6-12 months after the termination date? Is this negotiable with HR?