#hr

Anyone else catching wind of HR cracking down on the required hours in office? I heard a rumor of a VP having a discussion with some salary ACs and told them 8 hours in the requirement. 1. Why are they literally bringing down the hammer? 2. I’ve never once stayed longer than 6 hours in the 6 years I’ve worked there. 3. Why are salary workers being mandated to stay for a certain amount of time? You’re paying them to do a job; not to do something for a set amount of time. I’m so sick of this bs. How can HR be okay with something for YEARS and then decide it’s no longer OK to leave early. Loosen up the handcuffs a little, jfc.

What are the next planned round of layoffs? No speculation please but someone in the know please do tell.

Humana, PLEASE give us raises that keep uo with inflation.

Every employee, every year, should be receiving an annual raise that percentage wise to their current salary exceeds the current rate of inflation.

The math shouldn’t be that hard for you. I am confident you HR and Financial Consultants, and Actuaries can figure it out.

An HR expert believes many employees are hired into roles that don't suit them because employers refuse to pay competitive salaries. They then remain in those jobs for years, receiving little meaningful feedback, before eventually being dismissed or made redundant.

Kate Underwood, founder of Southampton-based Kate Underwood HR and Training, said the result was that workers lost "valuable" years of their careers "without ever being told the truth". Kate said employers often complained that they "can't find good staff", when in reality they're offering salaries that fail to attract the right candidates.

She added: "'Nobody wants to work anymore' is the most comforting sentence in British business, because it puts the fault out there somewhere. It is almost never true. There's no shortage of people who want to work. There's a shortage of people willing to do that job, for that money, in that building."

According to Kate, businesses frequently compromised during recruitment, hiring the best candidate from a weak pool of applicants before convincing themselves things will improve.
The bigger problem, she said, was what happened next. Rather than addressing performance issues early or admitting the role needs to be paid more competitively, employers often keep someone in post for years because replacing them would cost more.

Kate added: "Owners tell me they're keeping someone on out of kindness. I have never once found that to be the actual reason.

"You're not keeping him out of loyalty. You're keeping him because letting him go means admitting what the job actually costs.

"That is not kindness. That is a cost-saving measure with a human being in it."

Kate believes this can be devastating for the employee, who may have no idea their employer has already lost confidence in them.

She said: "Gary is 34. He's spent three years being quietly tolerated.

"Nobody has told him the truth... He thinks he's fine. He's walking around with a completely false picture of his own working life and everyone in that building except him knows it."

She said that by avoiding honest conversations, employers denied workers the opportunity to improve or find a role where they are better suited.

Kate added: "He'll find out eventually. When the business cracks, or gets sold, or when a new manager arrives with no history and does in a fortnight what should have been done in month three.

"You didn't spare him anything. You took years off his career because you couldn't face 20 minutes and a payroll decision."

Instead, Kate believes employers should recruit realistically, pay market rates and tackle performance concerns quickly rather than allowing problems to drag on.

She said: "When it isn't working, say so early, out loud, kindly, in month two rather than year three. Give the person a real chance with real support and a real deadline. If it still isn't working, let them go while they've got the confidence and the CV to land somewhere better."

The bigger problem, she said, was what happened next. Rather than addressing performance issues early or admitting the role needs to be paid more competitively, employers often keep someone in post for years because replacing them would cost more.

Kate added: "Owners tell me they're keeping someone on out of kindness. I have never once found that to be the actual reason.

"You're not keeping him out of loyalty. You're keeping him because letting him go means admitting what the job actually costs.

"That is not kindness. That is a cost-saving measure with a human being in it."

Kate believes this can be devastating for the employee, who may have no idea their employer has already lost confidence in them.

She said: "Gary is 34. He's spent three years being quietly tolerated.

"Nobody has told him the truth... He thinks he's fine. He's walking around with a completely false picture of his own working life and everyone in that building except him knows it."

She said that by avoiding honest conversations, employers denied workers the opportunity to improve or find a role where they are better suited.

Kate added: "He'll find out eventually. When the business cracks, or gets sold, or when a new manager arrives with no history and does in a fortnight what should have been done in month three.

"You didn't spare him anything. You took years off his career because you couldn't face 20 minutes and a payroll decision."

Instead, Kate believes employers should recruit realistically, pay market rates and tackle performance concerns quickly rather than allowing problems to drag on.

She said: "When it isn't working, say so early, out loud, kindly, in month two rather than year three. Give the person a real chance with real support and a real deadline. If it still isn't working, let them go while they've got the confidence and the CV to land somewhere better."

What is our true Enbridge culture?

I was asked to become a Culture Ambassador a while back and, admittedly, was skeptical, I’ve never fully trusted HR initiatives that claim to gather grassroots input. A recent meeting has me genuinely reflecting on what our actual culture is at Enbridge, as opposed to the aspirational one we often describe. I’d be interested to hear others’ perspectives.

Why is our HR department so entangled? The uncle of KC and her sister was the previous CHRO. KC and LJ were friends before their rapid promotions. BW worked with KC at another place and gets promoted even though he keeps failing. AH is related to KC's uncle. The new SD WB was brought from North Carolina and put into a role out of nowhere. The list feels like it goes on and on.

Women in Energy! Between the brain fog, fatigue and confidence taking a hit, did anyone feel HR or management quietly decided you were “past your prime”? Did you tell HR, or did you keep it to yourself? Curious if anyone’s been through this.

California employees any word on our payout HR says within 30days if u cut us pay us asap

Could have sworn it was suppose to arrive the same day as the meeting

I feel like this is something bigger than just RTO FT.
There are no jobs listed and I’m still waiting on hearing on an internal job I interviewed for weeks ago.
HR is missing in action.
This is really weird it’s like something has happened behind the scenes or they know something cataclysmic is about to drop.
But I’m getting a very bad feeling on this entire shift.
Maybe in six months or even three we’ll see the big picture but right now it’s blurrier than a Monet.

We owe Larry, Clay, and the rest of Oracle management a lot. It is easy to forget how good they are to us, we must practice gratitude. For the same reason I tip my landlord I am going to refuse my severance if I get offered and instead write the HR team and my manager a reference letter. #gratitude

Confirmed at a Verizon Connect all hands by HR. Level up is coming in November.

So hopefully this means a slow down on the layoff front at least for a time.

It's started here, sad to share, we've received an email today, whole my team. I thought my role in sales is secure, but it been told by HR that this time is most of pre-sales and 30-40% sales will be ripped.
15 years and always overachievement means nothing. even president club award 6 years ago.

Im not one that was vsp eligible, however with all the changes going on i checked my schedule in NICE IEX and i cant see anything past September 4th! Ive never had a reason to check my schedule until now. And no it has not always been that way where it shows up last minute. Im seeing lots of people being let go around that time. I havent gotten an email or teams meeting its just business as usual for my team. Im in the claims call center. My question is…..

Should i reach out to HR and ask why i cant see my schedule? My supervisor wont tell me anything

Received email to update contact info and emergency contact info. Maybe a sign of upcoming layoff if it was only sent to certain employees

Their last day is 9/4. Got a random meeting today on their calendar with higher ups and HR. For their safety and making sure that they are not retaliated against, I will reveal nothing about them. I am sad to see them go. They didn't deserve it.
Random meetings are being sent out. It is happening right now as we speak.

HR’s KPI seems simple: fire smoothly as many people as possible. No fairness, no compassion, no consideration just cut people ruthlessly to protect their own positions. Apparently, job security in HR means making sure everyone else loses theirs first.

People being laid off will be informed between 8/10 and 8/12 next week. Leadership had to inform HR this past week who would be the one doing the notifying of the individual that is being laid off, those people went through a layoff training and now we just wait for the meetings to pop up on our calendar.

Had an great internal transfer lined up and then this "non-financial non-budgeting" induced hiring freeze. If they couldn't figure out the RTO space needs and lift the hiring freeze sooner, will seriously consider external opportunities, as where I currently am is a sick place.

So, HRs in the know, when will the hiring freeze end?

In Microsoft Teams , go to Copilot tab.
Type.. Open a case with TPO.

This will provide you link to open HR case.

Between the brain fog, fatigue and confidence taking a hit, did anyone feel HR or management quietly decided you were “past your prime”? Did you tell HR, or did you keep it to yourself? Curious if anyone’s been through this.

Demoralizing. We’re just dogs to JD, BOD and all MDs.

Another form of slavery.

Also Hi HR. 👋

Has anyone else had issues filing for unemployment, specifically in Texas? I have filed two claims now (garden leave ended July 6) and just got a call from the TWC telling me that TMO has not responded to their requests for information, including "reason for separation." What kind of BS is that?

I was able to sort it out by providing information and documentation that I have, but that's not how it's supposed to work.

This company is falling apart at the seams. They laid off thousands and don't have the staff to support the unemployment funds that are legally mine?

Has anyone who was laid off on July 29 been contacted by HR with their numbers, agreement, and all that? Or are they just so understaffed that it still takes this long? I don’t have any contact info.

I raised a HR case to get RIF'ed.
In one hour my manager sent me meeting invite. We discussed the terms and on amicable terms my position was made redundant. I was given full severance package as per terms in FIS Handbook.
My Location is Alpharetta, GA.
Just open a case with HR, they will consider it with open mind. In fact, I encourage everyone not happy with current events.

What is HR’s current RTO status? Has there been anything official communicated?

How long after a meeting where HR coaches the PL on layoff handling will layoffs occur?

Lot of HR employees placed on active displaced list.

Very organic timing, I'm sure. Hmm, weird, almost like someone in Centene HR is here seeing reporters asking for info... Just an observation.

I've heard everything from 3 weeks per year down to 2 weeks total. Where's the actual official info available?

Anyone else experience this?

https://www.hcamag.com/us/specialization/employment-law/employee-sues-us-bank-for-firing-her-months-after-hr-complaint/567107

I have a job offer from Enbridge and it has a Termination clause for severance. I don’t have that in my previous offer and none of my friends have it. I asked HR and they said it is standard in offers.

Do I need to accept these conditions? Has anyone negotiated better?

Who is OP really and how does this person have so much time to make all these post? OP are you HR? Just trying to understand if you are connected or just pulling straw from the air and hope that it catches! Do you really have insight on upcoming layoffs?

HR isn't here for us. They're here to protect the company from us.

I heard the original announcement - 3 non consecutive days for cubes, 4 days in office for offices, attest to all day - is being made next week with start date of Sept 14. HR previewed the announcement for HR employees this week.

Dear HR please stop commenting each post here . Found something more meaningful to do .

Wells Fargo newest tactic of getting rid of bodies is to demote people. HR demoted a significant amount of people with the rationale that the work is not important (anymore). The teams were very involved with the regulatory oversight and consent orders but apparently that's not important anymore. So beware guys. It is a bit wild considering their just taking peoples titles and officer titles away, demoting some people from salary to hourly. Even directors weren't safe from the wrath.