#hr

i know plant closures and layoffs are coming.
Any advice to ask hr or just make the transition better?

If there’s a manager, or HR… or whoever that knows this please, who is making the decision of who is eliminated from their team? Does this come randomly by HR or does manager have a say on who leaves?

about a Tuesday morning Teams meeting they want to do with me and that I do not need to be in the office for this meeting. I have been thinking if they caught me or not. In any given week I may see my Ford manager once if at all when we pass each other in the hallway. Manager is away from our group a lot saying they have a lot of meetings to attend to in other buildings.
I'm not sure yet if I will do Tuesday's morning meeting with HR at my home or go into the office an do it there.

Curious to know if anyone ever got an "exit interview" with Intel HR before they left, either voluntary or involuntary?

In both cases, I never had an "exit interview" but I know others did get an exit interview. Is it a particular case an exit interview happens? Or Managers try to CYA when an employee leaves?

Since I'm leaving, figured I'd share what I wish I'd known. Don't trust promises from above. Keep receipts because people will throw you under the bus. Management won't protect you. HR protects the company. Have a good life.

Looking for insight or feedback from anyone that has had an experience with reporting retaliatory behavior from a manager to HR.

Has anyone gotten been able to get an ada accommodation with MetLife? How easy was the process?

Is there any news on Layoffs in Ohio feel like no one listen not HR or Managers here all are just useless I rather wish an have layoffs here!!

How were people notified when laid off? I just received a meeting invite from the dept manager and director. No mention of HR in the invite though....

Has there been any way off to the Employee Relations team this week?

I quit the company in April 2025 and need my W2 to file taxes. I tried to call myHR Phone (844-DFS-myHR or 844-337-6947) but I keep getting sent in circles by the Discover/Capital One automated voice messaging system.

Can anyone help with this?

HR's only functions now are processing layoffs and firings, and rewarding the few "leadership" cr--s who scurried out of the sl--e to the lip of the barrel. They are shameless ghouls.

The macro labor market is weak with lots of retailers going out of business (experienced managers looking for jobs would take half of what I make).

Who else is ready for severance vs just coasting and taking the 25 pto +6 holiday=31 paid days off per year, profit sharing match, and bonus?

Imagine getting the top paid MGRs off the books now before the next fiscal year starts.

Create a new position that changes the store manager title and pay...Forcing this change.

The HR data shows store manager vacancy and turnover is already horrendous, so clearly the current system isn't working.

WOW, private equity would make so much profit!

The call wait time for HR to get you into Workday after you leave for tax documents is at minimum 2 hours each time I call. Are YOU PEOPLE INSANE?

Because Why Follow the Spirit of the Law When You Can Obey the Letter and Still Do Whatever You Want?

Below are additional methods — the ones HR whispers about, Legal pretends not to know about, and executives call “innovative workforce agility.”

1. The “Job Swap to Nowhere” Maneuver
A classic.
Step 1: Rewrite your job description.
Step 2: Add 14 new responsibilities requiring 6 certifications you don’t have.
Step 3: Tell you you’re “no longer aligned with the role.”
Step 4: Offer you a “transition plan” that ends in unemployment — but not a layoff.
Result:
You “failed to meet new job requirements,” so it’s not a layoff.
No WARN.
No SUI spike.
No severance.
Just vibes.

2. The “We’re Eliminating Your Role, But Not Your Job” Trick
Your role is gone.
Your job is gone.
Your desk is gone.
Your access badge is gone.
But technically, you weren’t laid off — because the company still has a job title that resembles yours somewhere in the org chart.
Result:
No WARN trigger.
No unemployment claim.
No SUI increase.
Just existential confusion.

3. The “Contractor Conversion” Shuffle
Companies love this one.
• Fire employees
• Hire contractors
• Claim “no reduction in workforce” because contractors don’t count
• Move all the work offshore anyway
Result:
Headcount drops.
WARN thresholds stay untouched.
SUI exposure evaporates.
Shareholders applaud.

4. The “Layoff by Spreadsheet Error” Strategy
A modern classic.
Step 1: Send an email saying you’re laid off.
Step 2: Send another email saying it was a mistake.
Step 3: Send a third email saying it wasn’t a mistake.
Step 4: Blame Workday.
Result:
Confusion = delay.
Delay = fewer claims.
Fewer claims = lower SUI tax rate.
Also, no WARN notice because “we’re still evaluating.”

5. The “We’re Not Closing the Site, We’re Just Not Using It” Move
The building is empty.
The lights are off.
The parking lot is a wildlife sanctuary.
But officially?
The site is “operational,” just “temporarily underutilized.”
Result:
No WARN notice for site closure.
No severance obligations.
No unemployment claims.
Just raccoons.

6. The “Mandatory Relocation to an Impossible Location” Gambit
“We’re excited to announce your role is moving to:
• A city with no housing
• A country requiring a visa you can’t get
• A location that doesn’t exist on Google Maps”
If you decline, it’s a voluntary resignation.
Result:
No WARN.
No SUI.
No problem (for them).

7. The “We’re Not Eliminating Jobs — We’re Eliminating Shifts” Technique
Cut hours by 49%.
Cut shifts.
Cut schedules.
Cut sanity.
But don’t cross the 50% threshold that triggers WARN.
Result:
Employees quit.
Company celebrates “natural attrition.”
SUI tax rate stays low.
WARN stays untriggered.

8. The “Reorg Matryoshka Doll” Strategy
Every time you ask what’s happening, you’re told:
“We’re in the middle of a reorg.”
Inside that reorg is another reorg.
Inside that reorg is another reorg.
Inside that reorg is your job disappearing.
Result:
Because no single reorg eliminates enough people at once, WARN never applies.

9. The “AI Made the Decision, Not Us” Defense
“We didn’t lay you off.
The algorithm did.”
AI doesn’t trigger WARN.
AI doesn’t file unemployment.
AI doesn’t increase SUI tax rates.
AI doesn’t need severance.
Result:
The perfect scapegoat.

10. The “We’re Offering You a New Role… in Theory” Maneuver
You’re “offered” a new role that:
• Doesn’t exist
• Has no manager
• Has no responsibilities
• Has no pay band
• Has no start date
When you ask questions, they say you’re “not demonstrating flexibility.”
Result:
You resign.
They celebrate.
WARN stays silent.

11. The “We’re Not Firing You, We’re Just Not Scheduling You” Method
Used heavily in retail and banking operations.
Cut someone’s hours to zero.
Tell them they’re still employed.
Wait for them to quit.
Result:
Voluntary resignation = no WARN, no SUI.

12. The “We’re Eliminating the Team, Not the People” Illusion
Disband the team.
Scatter employees into random roles.
Let chaos do the rest.
Result:
People leave on their own.
Company avoids WARN.
SUI stays low.
HR calls it “organizational agility.”

13. The “We’re Not Laying Off Americans — We’re Globalizing Talent” Euphemism
Move work offshore.
Don’t replace U.S. employees.
Let attrition do the heavy lifting.
Result:
No WARN.
No SUI.
No headlines.
Just a lot of confused Americans.

14. The “We’re Not Cutting Jobs — We’re Cutting Budgets” Loophole
Freeze hiring.
Freeze promotions.
Freeze raises.
Freeze morale.
Eventually, people leave.
Result:
Attrition = free layoffs.
WARN = untriggered.
SUI = stable.
Leadership = thrilled.

15. The “We’re Not Downsizing — We’re Transforming” Jedi Mind Trick
If you rename layoffs as:
• Transformation
• Optimization
• Realignment
• Rebalancing
• Recalibration
• Reinvention
• Re‑synergization
…then technically, you’re not laying anyone off.
Result:
Legal compliance through vocabulary.

The Final Truth

Here’s the real truth:
Corporations don’t avoid WARN and SUI by accident.
They avoid them with the precision of a surgeon and the empathy of a parking meter.
WARN isn’t a law to them — it’s a speed limit, and they’ve figured out exactly how fast they can go without getting a ticket.
SUI isn’t a tax — it’s a penalty for being too honest about layoffs, so they simply stop being honest.
They slice layoffs into tiny pieces like a corporate charcuterie board.
They downgrade performance ratings like they’re clearing out old inventory.
They “encourage resignations” with the enthusiasm of a timeshare salesman.
They relocate jobs to places employees can’t physically reach.
They automate roles using systems trained by the very people being replaced.
And then they smile and say:
“We’re transforming our workforce.”
Which is technically true —
in the same way a woodchipper transforms a tree.
That’s the savage truth:
The laws meant to protect workers have become the blueprint for how to eliminate them quietly, cheaply, and with enough plausible deniability to make even the legal department proud.

I was part of the RIF in January. Trying to get some state insurance and they are requiring me to send a form to be filled out by HR. Does anyone know of an email or contact for Optum? Thanks.

For the laid-off employees in 2025, how did L3Harris provide you with your W-2? At my exit intreview HR said I will receive one via regular mail. I asked them to give me an ADP link that doesn't work for non-employees. HR blames payroll,l payroll blames HR, and I am about to call the IRS so I can get my W2.

Anyone impacted by Dec 2025 layoffs still waiting to hear from HR? This is getting ridiculous at this point. No official notice if layoff (just the verbal convo with manager) - no severance notice, no box for laptop.

Does it appear that HR is setting itself up for a class action suite with demonstrated age based bias? Will 2026 be the year that HR is accountable.

Is Belk is sc--wing people out of their hard earned pto. I’ve had so many associates tell me something is wrong with their paid time off balance.?

With year after of failure to grow they should be pipped. Unfortunately HR and the Renumeration Committee are all in the deal to look after each other. Raul is doing 3 other jobs and the other Execs are Flying around globe with no intention of any growth. How is this possible?

Does it seem like many of the recent Manager & Lead promotions went to people that have no clue what they are doing?!? People are getting “promoted”- more like PLACED- to positions they should not be in. Some of these same people could barely do their job prior or have no clue about the job of those now reporting to them. Yet on the flip side, qualified people aren’t even looked at or cannot even make it half way through any interview process because most of HR is a sh-t show. Guess that’s always been the #nikeway. Be in the nepotism club or get left behind.

In workday there is a section for notice period. Depending on your title you may have to provide notice of you quit or retire. Mine says no notice. Does anyone know for sure of that means I can retire and walk out the door the same day? Not a question I really want to ask HR.

They are waiting for employer verification info. Haven't been issued a single payment and don't see any VZ contact info in the package regarding a contact for this specific issue. I've emailed VZ HR several times without response. Anybody else running into this or have a different contact? Monday I'll start making calls. Not desperate here but it would be nice to be getting the $$$ back from the system I've paid into for decades.

I hope some one from HR or Dan’y boy can read this, what does exactly AVP role is. Its a useless and pointless position. A Sr.Dir/Dir can report directly to a VP and and AD can go back to Sr.Manager.
Sr. Manager ——- Director——-VP
Simple and leaner, all those extra layers cause delays, friction and stress!!!!

Please be aware that Wells Fargo is reviewing employment records in the background to ensure that no employees or contractors are working multiple jobs in violation of company policy.

The HR department has already initiated the background‑check process and is expected to take action soon

Did anyone that was displaced last year get info on their bonus? I was eligible but my manager did not get any bonus information and referred me to a generic HR email that referred me back to my manager.

Have there be layoffs in the HR department?

When applying for a job, the recruiter doesn't respond to emails - even after they specifically said to let them know if we didn't hear from the job interviewer after one week?

HR posting fluff on layoff.con

They're just as useless as HR. Give them valuable documentation, solid, credible witnesses that you know will back you up and after taking weeks and months they will come back with a weak 'we didn't find evidence ....'. Total sh1tshow. Won't even look you in the eye while vomitting the block of tu-d out because they know exactly what they saw as evidence. Granted that they too have a job to do and mouths to feed at home and that Legal will never allow admitting to wrongdoing because what's to stop someone from taking that admittance to court to sue?
Still....why have it in the first place? Regulatory purposes? Does no regulator go through a sample of ethics cases logged and the response/action taken to at least take a customary glance through whether the ethics department is just for show?

Rats...the lot of them. Suddenly, I am beginning to believe some of those things against Andy Sieg...the bank will do anything to protect MD's. Not that Citi is the only one doing this but Citi has to be amongst the worst offenders

Any clue where the “severance policy” went? There used to be a laid out plan of what that looks like and now it seems like there are updates to the HR policies, but none that layout the specifics.

I am incredulous that 50% of Glassdoor respondents would recommend US Bank to a friend and 30% approve of GK. These figures seem way too high. Do you think HR tracks these and comments to raise the numbers?

Belk’s corporate h.r has given 100% inaccurate information about adding my husband to insurance based on a life changing event. If you rely on medical insurance from Belk you may have to consult an attorney for accurate information. Belk’s corporate Human Resources is astonishingly uniformed, uneducated and incompetent.

For those let go, are this layoffs being done during the 1.1 meetings?

Hi, I have been feeling super nervous about some of the things I have been hearing around re-orgs within the company and am fairly certain my position will be eliminated.

For those of you who have recently been laid off by CVS for that matter, hoping you can share some wisdom..

How did the process go?
Did you get your bonus from the previous year (if you are eliminated before it is paid out)?
Were you given adequate resources to find another role internally?
Anything specific I should ask the HR person if I do get notified?

Any intel would help. I can see the writing on the wall and trying to get myself as prepared as possible. Thanks in advance!

From those JE how they notify? Via phone? Who calls? What about if you are at PTO?

Does the head of HR still do that thing where she dodges hard questions about layoffs?

Nothing has changed. Every year, at the same time, the horrid feeling of what’s to come. Here’s my 2 cents:
It’s only getting worse in tech.
Corporate doesn’t care about you.
HR doesn’t care about you.
Yes, HR is ‘secretly’ invited to the meetings - they want to make sure you show up and you may not if you know it’s a goodbye call.
Again,
Corporate doesn’t care about you.
HR doesn’t care about you.
Get out if you can and stop the stress.
I left before they had their way with me, and it was the best thing I ever did. I thought about waiting for severance, but then they would’ve really won wouldn’t they have?
Find a better way. It’s not worth it.
You are better than them. They might not care about you, but you have others who do.

V

I received notice Wednesday morning that my position was eliminated, it is now Friday night and I have not heard from HR regarding what next steps are. Anyone else in this situation?????

It’s Friday. Last business day of the month. Seems like a good day to reduce headcount. Anybody get called into a last minute Teams meeting with your very complicit PL and an HR stooge yet?