#hr

I left 3 years ago but I’m just wondering what it’s like to be a manager/ hr person for merchandiser pay lol

Since someone asked and this alone is one of the best KPI to unlock the hidden potential of the entire vteam I thought we should raise it to a topic of its own. Here is the answer:

Number of times you like, comment and repost the post-it note. JOMO Everyone!

Enjoy the week of notifications ya’ll

Any way to get HR to stop me from being put on Focus? Don't want to share too much detail, but I was lied to by my SR and his main reasoning for wanting to do this is because of department metrics. My own Manager does not think I should be in Focus

There’s this thing called “At Will Employment”. It’s an HR policy that is downplayed or not even mentioned. It’s standard across companies, especially for non-executives, like everyone on this site.

I recommend all Nike FTEs to get familiar with that policy. Just search the HR site. The sooner you accept that policy the better off your career will be.

In many discussions with the Betriebsrat, the executive board noted that they won’t push for layoffs in 2026 as long as the share price is above €150. With the global economy crashing and SAP reducing innovation and its core business to curry favor with American CEOs, the share price will go below €150 in March or April.

I wonder if this means that CK and DA and Gina and others can enact their evil plan of mass layoffs. Because the gains from AI are so dismal, they’ll probably outsource most jobs to other countries such as India.

When do you think these layoffs are coming and in which LOBs and for which roles? My guess is that HR wants to get rid of support engineers and product managers first across most LOBs. And that they will focus on anyone who hasn’t been with SAP for at least ten years as anyone over ten years are seen as loyal. So bye bye acquisition employees.

You must agree that it is understandable everyone is angry - in the last few months we have seen dedicated and caring people who really wanted to help Humana and its customers succeed. Those who remain are nervous since people were let go just because of a sweeping decision - nothing they could control or would they underperforming employees. HR is not helping - there are open positions and they are not helping hiring managers bring some of these folks into these open positions.

I'm still here and I am here because I was interested in helping seniors - but it is hard when I'm watching us deny them care and making them fight for benefits. It has been extremely difficult watching the people I saw give so much to the organization leave and some slackers who took credit but did nothing are still here!

I know this happens all the time but knowing that does not make it any easier! It is just hard to work in an underperforming organization - at any company going through this, it is toxic until it settles down. It just hasn't been good for years and years!

Please don't tell me to "just quit" - I care about my customers / patients! I care about my coworkers! And, the reality is that it is not just as simple as "just quit" - we all have to have an income to survive. We are allowed to be sad, mad, stressed, concerned, fearful, and hopeful - or any emotion we are feeling - we are allowed to be human!

Has anyone noticed or heard of your time card being blocked if you’re going to be laid off? I went to go try to cancel a PTO request for later in the summer, but after April 4, my time card is totally black. I cannot make any changes. Other team members see the same thing. We do expect RIF in our department. Any HR or payroll people have any thoughts on this?

Not sure what groups are impacted. But do know that a coworker on the Retail team under Lau send an email to HR requesting a package when the next round hits and he was told Tuesday 3/24 will be the day.

Rumblings about product being impacted but it’s only rumor.

The toxic culture in Corporates comes from the Top Down, and am still shocked this behavior is allowed.

I know 3 people personally that have lodged complaints in the last 3 months.

Just curious if anyone has recently seen any normal or increased activity of people being FIRED, ie, let go without a package to, you know, tap into all those best place to work vibes? Seems something we'd all like to do pulse check on every so often. Can't be too specific like seen 1Z-2Z in 3 months, 5-6 in 6 months.... now I've have seen at least one and it is done under the cover of darkness like a present over Christmas from Congress which no one voted on.

My manager informed me that I will be under Steer program where HR will try to connect with me in detail. Anyone has any idea?

Any tips? Do you just send an email to HR asking for more?

Does a HR goon inform you, in-person or through email or zoom? If I get a layoff notice. I'm going to stop logging on to my laptop and waste my time reading or responding to emails.

It's that time of the year. Honeywell former employees must email HRHelp to get our w2 / payslip documents for tax purposes according to Alumni hub. Just in case former employees (like myself) are needing this information quickly (like me) for meeting with an accountant or filing taxes you can't just download this like any other business in modern times. Go figure.

At UC Riverside, failing upwards has evolved into standard operating procedure. The institution essentially functions as a sanctuary for bad management, sustained by an administration so terrified of litigation that firing underperformers is virtually off the table. Instead of addressing staggering incompetence, the preferred strategy is to play musical chairs with the dead weight, shuffling the worst offenders into newly invented roles under the guise of "reorganization."

This creates a fascinating dynamic where staff and leadership fundamentally do not know how to execute basic, day-to-day operations. Everything is handled purely in theory. Committees will spend weeks philosophizing over conceptual frameworks and best practices, while the most fundamental, ground-level workplace tasks completely collapse in reality.

Naturally, the fallout from this environment is directed to Human Resources. The prevalent, yet misguided, belief among staff is that HR exists to salvage morale or fix broken departments. In reality, HR functions strictly as the university's legal meat shield. Their primary objective is not to protect employees from toxic leadership, but to calculate exactly how much institutional dysfunction can be legally harbored without triggering a lawsuit or a compliance violation.

The annual "anonymous" climate surveys remain a staple, of course - providing the perfect illusion of progress while changing absolutely nothing.

HR will protect the company not you

HR is there to protect the company. You will experience retaliation.

1. Do you agree that the information contained in the database associates your name with your survey responses? If so, then by definition it is NOT anonymous.

2. Do you agree that the unique link helps ensure that people don't take the survey twice? But in so doing, do you also agree that the unique link is also stored in the database, which associates your name with your survey responses? If so, then by definition it is NOT anonymous.

3. Do you agree that Dell could retrieve your information if they ever needed to for things like legal discovery, etc? For example, if someone said something really stupid like made a threat or something, which has happened before. If so, then by definition it is NOT anonymous.

4. Do you trust Dell HR and/or Dell leadership?

True anonymity severs any PII between the user, user ID, employee number, etc., from existence. It never creates it in the first place - i.e., no logs, no db entry, no links, no memory, nada. That's not the case here by virtue of the way it is created, distributed, and stored.

As to whether the 3rd party who manages the survey would give up that information, that's an entirely different discussion altogether.

But it is NOT anonymous by definition, End of Story.

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On behalf of the great T, she welcomes your accolades. At present, Dolce and Cabana’s “Who cares about my workers’ collection is debuting. The great T purchased another form fitting belt for $18k, to honor Women’s month. HR is currently explaining 3 days a week is actually not 4 days a quarter. Where is our CEO??

to my desk and identified herself as Oracle HR. She handed me a 4-page document. HR women told me it was a layoff notice she was handing me and said it is also referred to as a warn, whatever that means.

So now we have to sign a confidentiality and non compete document as a condition of employment annually. Funny. Never saw this before today and absolutely zero information on it.
Thanks Monique

The company has engaged a specialized executive search firm to identify an interim HR leader with proven expertise in workforce restructuring and deep knowledge of Texas employment law.

There was a REAL shop steward who carried more weight on his shoulders than anyone realized. Some say he was about to become the chief shop steward He was a really good steward and a good person who endured unimaginable loss. He turned the K&L bay around on all three shifts, and back then everyone knew it—people were disappointed and very very angry before he stepped in, and he fought every day to close the wage gap, improve health insurance, and push for better retirement. Fair and equal pay used to be the core of what the/a union stood for. Cell leaders back then would tell him GE will close the doors have to remain competitive and he would tell them no one would care look at the place plus who else makes the product we make.
But every contract, more was taken away. The D-rates were treated like gold while the T-rates were treated like third-class citizens for the first 4-5 years. With everything he was dealing with personally, it’s no surprise he acted the way he did. He said you only live once try to make it better like GE use to be. He masked the trauma very well members would ask him how he keeps going? But he still showed up and fought the fight 100% with those scars.
No one really knew what he was going through deep down. But everyone knew what happened in his life at that time even The not so HUMAN resources, personnel aka Nicole and Jason.
He didn’t take a sever-ties package. He just needed a break. He resigned with a full month’s notice. After seeing 200 people or so loose their jobs. Co workers the union brotherhood he fought everyday to make waves on split pay scale and T Rates getting treated like rubbish. Versus D rates getting treated like gold.
Fast forward-
When hiring picked back up again I told him to reapply. He got an interview a few years ago, but it sank immediately. He interviewed with Nicole from HR and he said she clearly wasn’t happy she stopped in her tracks when she asked him his name she was shocked he was even in the room—she just went through the interview motions. He knew right then he wasn’t getting back in.
I also spoke to HR—Nicole and Jason—before that interview. They told me directly that they would never let him back in. He was blackballed.
There is nothing “human” about a Human Resources department that treats people this way. They’ve always been against the union, and this is just one more example! So think twice! Don’t fight the fight! Be a puppet let the union leadership make back door deals.

He used to be a shop steward who was steady, calm, and genuinely committed to the job. Then his life was hit with two devastating tragedies: first his mother was ki-led, and not long after, his 15-year-old daughter was ki-led. Even through that grief, he continued to show up and fight for the members.

During the 2017–2018 layoffs, he finally resigned. He was dealing with overwhelming loss and felt stuck in a cycle he couldn’t break. His therapist suggested that stepping away for a while might help him move forward after the two tragedies that happened just a year and a half apart.

When hiring picked back up, he reapplied again late last year He interviewed with the bar shop cell leader, who was highly impressed with him and specifically needed someone with his experience and leadership in the bar shop. Despite that strong recommendation to HUMAN resources department Jason and his proven track record as a go‑getter who always went 100% for the union, HR (Jason) still blackballed him.

No second chance, no acknowledgment of what he had been through—just a closed door. No chance to show how he overcame tragedy and was resilient to overcome adversity. Only a strong person who brought the good fight for the cause to make things better.

He’s a very good man with a very good heart who endured unimaginable loss but yet still tried making things better for the split pay scale, no pension issue and better healthcare. And now he’s permanently shut out by Jason in HR. A real example of how even the strongest union supporters can be written off for reasons that have nothing to do with their work quality.

All the so called friends he had that he represented only a couple reaches out to see how he is doing. Only a few even say hi in public.

He was a steward of around 25 members. Managment did not mess with his crew to much. I’ve seen managers and cell leaders shake when he was around them. Ops leaders and cell leaders hardly came down when the legend was around. Now look at the place only if he could see it now and laugh at the union weakness.

Long live the legend who raised he-l and didn’t back down for the membership for the cause. We need the legend back!

I worked for Anthem, Inc. (now Elevance Health) for about 10 years. In 2020 during the pandemic, I accepted another remote job with about a 30% pay increase and put in my two weeks.

While transitioning my work, I attempted to upload some personal files (tax docs and school work) from my company laptop to Dropbox after being told I could remove personal data from the device before leaving. The system flagged it as a potential PHI upload, even though no PHI was transferred.

I met with IT Security, explained everything, and signed a disclosure stating no PHI was uploaded and that it would be treated as a first-offense warning.

The next day I was unexpectedly called into HR and terminated on the spot and told I’d be placed on a “do not rehire” list. It felt like a complete bait-and-switch after being told it would only be a warning.

I started my new job shortly after and have now been there almost 6 years, gaining more experience and completing security and PHI compliance certifications.

Now that I’m applying again (including to companies like Cigna, Optum, and Molina Healthcare), I’m wondering:
• Are “do not rehire” lists internal, or can other companies somehow see them?
• Do background checks reveal that type of HR status?
• After ~7 years, would it be worth contacting Elevance Health to ask if my rehire eligibility could be reconsidered?

Would especially appreciate insight from anyone in HR or healthcare compliance who has seen how this works behind the scenes.

Mike and HR will meet his 10% staff reduction quota just through resignations

Sometimes you got to Like BB - 2 departure in one email…both were incompetent.

Give details. Optum is complex so we need more details than just "layoff 03/19"
Which departments? Which lines of business? Clinical or nonclincial? Operations, legal, HR, clinics?

Hello - When does the company payout the separation payment as per the agreement signed on last day . its been 4 weeks and i have got nothing. I raised a ticket to inquire about timeline and nobody response. I send an email to AskHR and nobody responds

Does anyone know how the raise and bonus are calculated every year? Who decide the amount? LL6? LL5 or HR?

HR employees, what are your thoughts around our most recent townhall??

Mine: could've been an email and Bye Anne!

On average, how many internal job applications must one apply to landing another job here? And does HR start counting it against you if you apply too much? I would imagine there is a blacklist.

That didnt take long huh. A rather pointless exercise, with HR and the big cheeses knowing full well it was coming 6 months ago. Shame - had hoped for better. Thats the HPE way we've been hearing about and now finding out its a reality!

I left Dell at the beginning of Jan and lost my W-2. How do I get another copy?

I got Riffed recently, few days ago completed the docuSign, surprisingly today got a reminder email from HR mentioning that they sent the DocuSign, and there's an expiry date hence I should complete and send it within due date. Did anyone experience the same (after completing the docusign getting a reminder email)..anything need to be done in this case?

If you are a manager and have been convicted of any crime while employed at Wells. You will be terminated.

I filed a complaint with HR against my horrible manager last December and never received a response. I followed and still heard nothing.
Last week, during my 1:1 with him, I told him I had tolerated enough and confronted him about favoritism, dishonesty, improper practices, and unethical behavior. A couple of days later, HR suddenly scheduled a private meeting on my calendar.
In that meeting, they told me not to discuss the matter with anyone and said the investigation was about my interaction with my manager that happened on Monday. When I asked why no one ever reviewed the complaint I submitted four months ago, they gave vague excuses. I then pointed out that the same HR representative interviewing me now was the one assigned for the case I opened months ago...Because I’m not in management, they ignored my complaint. HR is useless...

This company lays off folks all the time. No reason other than the company isn't meeting their targets. Management team has no loyalty at all to long time, good employees. Even half the HR team including the CPO was canned recently.

And don't get me started. There are no merit increases. And they give you a 401k match but it's funded only once a year. In September 2025 you get your 2024 match. Cool, huh?

The most dangerous thing about the current state of PepsiCo India I&O isn't just the bullying, the cheating on metrics, or the constant backbiting—it’s the fact that HR is completely missing in action. While leadership talks about "simplified structures" and "efficiency" for the 2026 fiscal year, the human element has been totally abandoned. HR has become a ghost department. When you report harassment or toxic behavior in the Infrastructure & Operations team, don't expect an investigation. Expect silence. Or worse, expect HR to suddenly reappear only to flip the script and make you the problem for speaking up.
They are no longer a resource; they are a shield for the bullies. By refusing to take action or even acknowledge the I&O culture, HR has essentially signaled that harassment is the "new norm" for survival during these layoffs.
To anyone still there: Don't look to HR for help. They’ve checked out. Document everything and protect yourself, because the "Performance with Purpose" slogan clearly doesn't apply to how they treat their own people in India.

where is the “button”? is there a “goto”? Is there an app?

does one send an email to the supervisor first before using the official avenue to HR?