#hr

If people are eventually going to g to be laid off for any number of ridiculous reasons. Shouldn’t every exiting person get on record .. the question and answer as to why others like TK or BE still keep their jobs when they are a does not meet. I mean if there is an increase in the numbers of do’s called mediocre people then that means mediocre results. And who sits at the top of the mediocre organization? What do any of us have to lose.

When a layoff occurs does it come from your direct manager, senior manager, or Human Resources?Is it during a one on one meeting? How do they determine severance depending on band level, if offered at all? What happens to any unused accrued time off after a layoff notification has happened? Do they give a 30 day notice? Lots of questions, thanks.

How are you notified if you're on PTO?

Does anyone know if these are two separate entities? I had an issue HR completely ignored. We received an email regarding the Ethics line. Has anyone got anywhere with this?

Just got an afternoon call from HR, no explanation whatsoever. I had my best year ever, performance over the roof and yet they say they don't need me anymore. Built a lot of Ai stuff but seems that the Sanoke boys don't give a sh-t. FactSet is brain dead.

Could anyone clarify whether we are required to pay the initial premium amount sent by Optum, which reflects the total before the subsidy is applied? I was advised by CNC HR that we must pay the full amount upfront and that Optum will later deduct the subsidy once they receive the relevant details, warning that failure to do so could result in the termination of our insurance on 9/30/26 without the possibility of retroactivity. However, Optum has provided conflicting information. Does anyone have definitive guidance on the correct procedure, as I am hesitant to pay $3,000 upfront to prevent my insurance from being cancelled?

I called HR and was on hold literally for 45 minutes only for them to never answer and hang up. I wonder what the timeline after the 7 days revocation period is.

It's dawned on me that during the hiring process, with its flurry of emails and documents going back-and-forth, I didn't get a signed copy of my contract back from OT. (Obviously, OT isn't foolish enough to add a copy to employee profiles in TC.)

It draws me to wonder how many other people are in the same position--"somehow" the final copy of your contract never made it back to you.

Who’s excited for October?

From HR training I am pretty sure you cannot threaten someone their job because they ask you for help.to remove an impediment. Asking any HR person on here, current or ex Fiserv. This seems like a violation. This is how they are doing rifs when they say not performance based.

Just look at their track record with audit, it&v, external regulators and voice of team survey results. Operating commette should be working with hr and demanding exit plans for these incompetent senior managers.

I was laid off from FIS after 28 years. My severance pkg includes 52 weeks of severance paid bimonthly as if I were still employed. My first deposit was due yesterday. I did not receive it and still haven’t I have tried repeatedly to call The People Office number but their voicemail is full so I cannot leave a message. I have tried repeatedly reaching out via email. Again absolutely no response. I have reached out to upper management. Again no response. Do I need to fly to Jacksonville to get any response? This so wrong and so typical of their executive people. Stupidly I honestly trusted them to at least pay me on time.

I’d like to hear from employees who have raised concerns internally and felt the process didn’t work. If you’re comfortable sharing your experience, please do. No names or confidential information. I’m interested in understanding whether there are common patterns here.

Anybody else just feel like the interview questions are pointless and do not reflect the candidate properly? Why it is the HR questions are tick box exercises and not actually about the role. I got a question last week about diversity and inclusion... what the actual f**k?

Why not ask about the job and what experience i bring.. they wonder why all these companies lose good candidates to their stupid questions. I've literally had a 10 years old ask me more technical questions about my job than HR could ever...

I just tendered my resignation at BofA. Does anyone have any insight into the resignation process? Should I expect to hear from HR at any point, or is there anything else I should expect from the process besides tech return on the last day?

Has anyone happened to report HR to the EEOC and/or any other entity that handles disability claims/disability benefits for employees?

I've been thinking about how the layof pool actually gets selected...my guess is it goes something like this, roughly in this order. Would you agree? Am I off on the sequence or missing a category? Reply with what you've actually seen so we can get closer to understanding the process...

• HR offenders/issues AKA "problems"
• Low performers
• Duplicate/redundant positions
• Remote employees
• High-cost employees
• Teams/functions being consolidated
• Employees on canceled/deprioritized projects
• Overlapping management positions
• Low direct report count management
• Recent hires in areas that over-hired
• Random employees to meet the headcount quota

I left without another job lined up, and I don't regret it. Having no paycheck for a while feels less frightening than going back to that place, having to deal with an abusive manager who thinks screaming at the top of his lungs is a valid management style. Luckily, I have enough savings to be able to afford this, but I feel for my former teammates who are stuck with that monster. And before anybody mentions HR, they're completely useless.

We were instructed to update our workday profiles today. Also told HR would be pulling reports to make sure we did them.Anyone think this may be cryptic before a layoff or have any additional insight? It seems odd.

Be careful with what and with whom you share your personal details related to rto. There are snitches and try hards everywhere, complaining that it’s not fair people leave early, some people they never see come in, one guy left at lunch and didn’t log back in, blah blah. These same people are also submitting suggestions to HR to track ip login time, implement timesheet system, etc.

As a manager, I have had to tell these ICs to chill out, hr is not enforcing to that extent, nor are they privy to people with medical accommodations, personal circumstances, etc. These are usually the people that have been at citi for 10 years plus.

It’s like these folks have nothing better to do with their time other than to invent new ways to make other people miserable.

Takis says one thing about retaining SMEs and HR does the opposite.

This place is toxic. Signals sent from the MC should actually mean something. They don’t.

If you get an offer while on garden leave what happens?

Did you know that 250 HCSC employees retired last year? Did you know that the number is 300 and counting this year? HR er um the "People" division knows. But they're talking about it as a trend, not another indication that the culture is in the toilet. If these were just "front line" employees but executives are heading for the exits because they can't deal with the craziness anymore.

Did you also know that beginning in January, employees in Richardson and Chicago are going to have to swipe their badges to leave the building at the end of the day? This is not a rumor. This is going to happen. It's been in the works. They wanted to do this earlier this year but came to their senses when they realized that along with making 75% of the workforce remote that would be too much.

Today is the first day of the Pulse survey. You're kidding yourself if you think it's anonymous. Even HR stopped telling that lie. They're very sensitive to negative comments and identify who says what. But you probably knew that. If not, you do now. Comment at your own risk.

One more did you know. HR is getting ready for another one of their "operations" (layoffs) in 2027. This won't be because the company isn't making money. It's going to be positioned as "eliminating redundancies." This is not a rumor either. This is going to happen.

I have had the most difficult time helping me build an HR case against an SVP who retaliates and regularly attacks me publicly. Copilot has done an amazing job at gathering the facts and putting it together in a nice refined document with proof points. I strongly recommend that anybody else use Copilot to do the same if you were experiencing retaliation of bullying at work.

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 )