#hr

Now I have a feeling like I've put a target on my own back. Don't make the same mistake and trust HR.

HR is obviously there to protect the company, not me, so I am trying to figure out if I should go straight to senior leadership or if I have to go through my manager first and risk getting shut down before I even get heard. I'm avoiding saying what the subject is for anonymity purposes.

Got a note to update my personal email address.. why would they need it ?

To long didn’t read warning for those with minimal or no attention spans.

…. “Do we even have a HR department anymore” this line in on the post on here… really stands out.

It’s a sad question. Coated and baked Irony.

The sadness is…. Anyone with a disability has a sh*t ton of stress dealing with everything while dealing with medical conditions.

Then they have to deal with hr accommodation “specialist advisors” who would absolutely fail on their knowledge of what it means to uphold the rights of a protected class and provide adequate assistance… not to mention the clear lack of understanding, support, and decency being demonstrated by these advisors falling stunningly short of someone who should be a expert, professional, and well versed in disability accommodations.

It’s unbelievable U.S. Bank has gotten to a point where the department that oversees disability request is filled with such jarring incompetence in all levels of the management. From top to bottom to a point where this question is exploding.

The irony is….

Someone who holds the title “HR Accommdation Specialist”

Conducts themselves as who doesn’t know left from right when it comes to the protected rights of disability accommodations and will belligerently participate in the interactive process in bad faith with zero worries of legal blow back.

Like seriously….

It is sooo ironic to see that title attached to anyone who performs so poorly when it comes to performing that role so poorly when matching it to being a “specialist” in disability accommodations.

Seriously, the structure and current people put in place is beyond broken.

Incompetence was never addressed for so long……. the question…… “do we even have a hr department” is exploding.

No more operating under the pretext of mistakes happens and the possibility of things falling through cracks because such is life.

Nope. The incompetence is at a point of no return since it’s been allowed to continue and fester for so long……. Rarely acknowledged or addressed… with what seem like no will to correct and do right.

You as a faithful U.S. bank Employee should naturally be able to trust the process and believe your employer would take care of you.

U.S. Bank should and needs to make sure we have competent advisors that truly meet and uphold the title attached next to their names… especially in a department where liability should be taken seriously….

Especially at a time you need it most… and even more so….. when you are asking for help for yourself…. Which also includes help for “you” that ultimately benefits U.S. Bank from your spent time…. Your given and continued given efforts and work ….for the gain of the company as a whole, those above you, and the share holders.

You are not just a number. Used up and tossed to the side because you got disabled or have a disability.

Years of time you have given is something to not take lightly.

Sure you got your “pay”

But I am sure a lot of us are realizing how uneven this trade off is in this economy.. and how uneven the scale gets when weighed with incompetence and disability discrimination.

We are all human being giving our most priceless possessions away to this company in the form of our energy and time… regardless of disabilities or not.

But you know what…. A bigger middle finger for those who discriminate and wrong anyone with disabilities.

Disgusting behavior. And it should be called out. If you are silent… then… well… it’s a dirty weight to carry.

A disability should be taken serious when it comes to your legal rights by law.

HR and management have to participate in the interactive process in good faith.

This means they cannot delay (unreasonably such as the silence like we are reading here or unnecessarily dragging out the process either by lack of response or insubstantial actions/responses during the interactive process.

Make sure to keep a clean and documented record of the interactive process to support your accommodation request as being reasonable and is able to prove if bad faith is being conducted by hr or management during the interactive process.

If you are in this sad and unfortunate situation, then register and create an account online with eeoc. It is very easy and straightforward process to start and defend your protected rights.

At this point, it seems like this is the only way to preserve your rights and the only language that is understood to get your rightfully deserved accommodations for disabilities.

The bare minimum and absolute MUST…… employers have to do………. is participate in the interactive process in GOOD FAITH and 100% without a doubt approve an accommodation request if it can be proven as being…….. REASONABLE.

NO one is doing any favors for you outside of that.

It’s the LAW.

The employee is doing their job as required by us bank and the LAW to fulfill their title of being a hr advisor disability specialist.

Hr and managers cannot deny your disability accommodations based on their own preferences, attitude, prejudice, or what kind of mood they are that day.

And you better believe they will CONFIDENTLY provide bogus denial reasons and switch things up when it comes to your job duties as a form of discrimination or retaliation to deny you… trying to slyly get around the law sc--wing you with a smile…

Read. There is a lot of nuance when it comes to approving and denying accommodations.

Make sure you know…. Your disability accommodation has to be approved under the law. As long as it is lawfully Reasonable and does create a burden for the company as defined by law.

And chances are… such a big company like us bank will have a incredible hard time proving your accommodation is a burden or is unreasonable.

The bare minimum and absolute must is fixed. It’s not up for debate or misconceptions that will ultimately result to misconduct because the LAW needs to be followed.

No confusion. Nothing to do or talk about other than what is required under the law and interactive process.

Period. Unbelievable the amount of incompetence in a department where this should be an unchangeable screen saver for each manager and hr employee.

Use it. Just like how any employer would do it against you without hesitation.

But they never ask the questions that actually matter. Imagine if they asked the real questions on the next one, the ones that could make a difference. I'm not holding my breath, though.

HR to managers - don’t bully reps into thinking they have to be here 100% of the connect weeks. The requirement is they have to be here 50% of the connect weeks.

Managers to people - per HR you need to be in the office 100% of the time or HR won’t give you a bonus.

HR to managers - no that’s literally what we told you NOT to do. Also don’t blame us.

HR to managers - let’s try this again, we’re going back to the office full time. No assigned seating.

Managers to reps - the higher powers of being decided they want all the sociology majors to quit so they don’t look bad by firing them. We’re working on a seating chart.

Months later

Managers to reps - ok we have your assigned seating come find where you will sit. Also remember there is officially “no assigned seating”. Just remember this is your desk and you cannot sit anywhere else.

And nothing makes me laugh harder than knowing HR won an award for introducing Wellness Week…only for EH to take it away.

The irony writes itself.

It appears as though HR and recruiting is mostly doing their best to protect their function. Make it make sense.

Sometimes I can’t tell if this company is a giant parody or not. Whoever is leading TA/HR is missing brain cells

Just saw layoff codes via IT back in mid August and then multiple the last couple days. So the 30 to 45 day time frame was set into motion again like the last couple big layoffs going back to November 2025 is in play. I know Senior Leadership is meeting in-person this week. So timing for everything makes sense, Sr. Leaders are mapping out lists and numbers based on HR cuts this week. This gives them an overview of the current and future state, also allows for possible substitutions if they want to keep someone. Another red flag was an email saying don't talk outside VZ, this makes it obvious something is coming soon.

I’ve been on pip - does anyone know how it works? Is it basically 30 days, then you meet with HR and if your manager doesn’t take you off pip, you do another 30 days with a HR person and then after that you’re fired?

1. No severance if you’re fired after pip?
2. If you don’t beat pip after 30 days, what are the chances you beat it in day 31-60?
3. Is the goal to get off PIP just try to deliver as many deliverables as possible?

Any thoughts would help here

A podcast episode titled "Coffee 'N' Law" featured employment lawyer Ashley Brown. The discussion focused on considerations for employers planning layoffs and terminations. Brown shared insights with host Amy Davies of First30. The episode is part of HR Law Canada's content. It requires a free membership to access full details.

Canada

https://hrlawcanada.com/2026/08/coffee-n-law-layoffs-and-terminations-with-ashley-brown/

The H in HR is Human... but exactly that is what they lack..

When a long term employee is being terminated for whatever business reason.. how the he-l your opinion matters.. you should treat them with professionalism and dignity during the few minutes of zoom call.. but you treat them like they have committed some kind of crime..

Why can't you behave dignified and respectful.. and provide all HR related answers to those being terminated.. instead of treating them like cockroaches..

They served Fiserv clients for a long time.. ofcourse you have no clue of it.. but you got a chance to berate someone.. and you just do it.. ??

How many have experienced racist managers in Tech? Seems like it seems to be very prevalent. HR aware of this?

Was shocked to learn in some areas, the person running the layoff call was not from hr, but a Director forced to hold the call. Didn't even know who or how many laid off.

Also, HR: you're fired!

Were they impacted too or is it too early to tell given that this is most likely an all week affair.

It’s honestly wild, good for them buddying up with M.L. from the start and getting in his ear on who to cut, that’s worked out well so far! (For them) ….But hey smart move by HR, they all get promoted and never laid off. I’m not saying they don’t provide value overall, but I find it odd/maybe the reason that they are the kingpins of this failing company…

I’m in the US and new at PayPal. What is the process followed by HR? Does the person affected being laid off get the meeting invite? How does the rest of the team or manager find out who has been let go from their team?

Do you think HR (or whoever) that makes the layoff decisions gets a bounty (bonus) for every life they ruin?

Just askin'.

Heard from someone it will be all week which is so brutal. What a nightmare of a company. I’m sure I. Cruz over HR is sleeping just fine though.

If you don't relocate, are you still eligible for retiree medical? They are coding it as Voluntary Resignation. Does it matter what HR codes it in Workday? I'm on my wife's plan currently, but we would like to use Chevron's medical when she retires.
Talked to HR but not sure if they have it right. They told me it doesn't matter what HR codes it in Workday- I would still be eligible for retiree medical when there is a life event. Is that right?

A few months ago I was talking to a recruiter about coming back to Fidelity after I got laid off. When I spoke to them, they said something like "it's a huge relief I don't have to explain that whole connect week thing to you compared to other people I call". They also said "yeah... it's gonna be an experiment".

From the outside looking in, you can tell a lot of these people in HR have opinions on what's going on that they don't want to be outward about. Anti bootlicking opinions. Or at least that's what I see. They hate the new laws of the land, they're just the ones that have to enforce them.

So, if you're in HR, if you feel comfortable sharing, what do you think about all this?

Has anyone noticed a shift in the way internal job postings are being handled lately.

I’ve been at Citi over a decade, and historically, the internal application process was relatively predictable. If you met the minimum qualifications, you would typically see your status move from "Application Received" to "Recruiter Review."

Recently, I’ve applied for several roles where I meet the qualifications, yet the applications sit in the "Application Received" phase for weeks and then are rejected. I haven't received one interview, and I have been making it a point to apply within the first 48 hours of the posting. I know these are real roles because I can see in Workday that some have been filled.

Has the HR screening process changed? I’ve never experienced this and I’m wondering if I am the only one that is.

What was that.. 12 mins of content circleje*k with no updates or results and 40 mins of questions that don’t tell us sh1t.

Basically confirmed future reductions and refused to even acknowledge the question about what quartile cost we’re in now..

Intel is such a trash company. The management is allowed to make decisions that ruin the company for it's employees. Management does not care about anyone below them and will sc--w you over at any cost. Intel HR likes to drive around the parking lot recording people with their dash cams in an attempt to fire them for time clock fraud. Intel isn't what is once was. Horrible decisions made my management has ruined what could be a good thing.

Our HR at 294 when she closed with us Sunday clocked everyone out on her own. We were waiting on her. Then we had bag checks. Isn’t this illegal ?

Is it happening on 25th or are these again baseless rumours like 18th.
Although got to know from HR that it will happen in phases and the first batch of layoff will definitely be in August.

I thought about an exit interview, but why bother? HR won't listen. So it'll be a short email and a clean break. No notice. I'm just done.

Are they a thing?

Is it normal to be terminated with just supervisor and manager/boss on the call? No HR.?

Before we proceed with anything, I’d like to inform you that managers will receive an invitation from HR to attend a training session. This session will provide information on when employees will be notified and what managers need to do next.

Have any managers received this invitation yet?

This will be Judas Moriarty’s 3rd failure in a row.
1 Morningstar Retirement Calculator

• never implemented Cost 180k per year x 3 years
  2 FIS Fiasco - Loss of $4B in client assets
  (should have been canned then)
  3 - New Offshoring Partnership
  Big trouble ahead everyone knows this.

Think about it - Who is going to want to business with MOA - with Judas profile on it ?

This is a flawed individual with deep narcissistic character issues - a true technical mo--n.

Leadership has learned no lessons from the past - Rough future for MOA

Look the other way leadership - this is on you - How long before HR starts sending out excuses !

I just Effin love how they delete questions.

Whoever that HR woman is, you give absolutely no warm and fuzzy feelings to everyone who feels unsafe or unsure in this environment.

What is the deal with dress codes at the office? Remember 2019? You'd get that email saying "reminder: business casual, no tennis shoes" like it's a bouncer at a nightclub for accountants. Somebody's checking your shoes before you send your first teams message.

Now? Now it's like the dress code just....left. Didn't even give two weeks' notice. Guys are coming in wearing hoodies, shorts, Birkenstocks. Birkenstocks! You know, the shoe that says "I'm not choosing between comfort and sandals, I'm doing BOTH, and I dare you to say something in the 10am meeting."

And nobody says anything! Where's the email now? Where's HR? I think HR saw the Birkenstocks and just gave up. They're on another floor somewhere, in sweatpants, eating a sandwich, going "you know what, let 'em wear the sandals."

Someone posted awhile back that they did successfully get their end date changed. Yesterday it seems almost everyone I know that was attempting this, received the same statement from HR stating that their end date would not be changed "due to business needs" with no further explanation. Just curious if the person that posted they did get their end date changed actually did, and how they did this, what avenue they took. When I've asked about the business need (our team is slow and having to scramble daily to find work, so I'm not seeing this business need on our team when we are over staffed) but get a generic answer-and not really an answer at all. I love how the company continues to promote the culture of "transparency", "Mission Simplify", etc....

Who else filed? Discrimination, Retaliation and a hostile work environment. This place wreaks of it! Are they piling up while HR does nothing? When the EEOC sees Nike as the employer it’s a front row seat to a charge.

Did anyone else get HRR email?
This is the first time getting this

I was let go in April due to a RIF A colleague of mine was let go in March. Same organization and same state we are out of (Georgia). Re both non-management exempt employees…were anyways. How about I found out his manager got his PTO paid out! Whereas I didn’t get any PTO because I didn’t know it was an option for my manager to possibly work it out with HR to have it paid out (or added to the severance). I am livid as I would have fought for this if I’d known it was an option!! Just be aware if you are in one of the states that doesn’t have to pay out PTO…fight for it anyways! I have reached out to HR complaining about this But of course I’m sure absolutely nothing will come of it Smdh!!!