#hrpolicy

A new person that was hired about 19 years old, I don't expect her to know better. Said she was sick and came in because the, the new bright-minded ASM. Gave her a guilt trip about. Calling out in the future of her career at lowes. And then started asking her. Detailed questions about her medical condition. And giving advice. I was just totally. Like, I couldn't believe what I heard. I believe her a hundred percent. She's too d-mb to lie.

Just a heads up, a bunch of people in my department who are tenured and have been here a while are required to dr-g test again. Notification emails come in and you are required to test within 3 business days. Seems as another way to find cause to terminate people

HR said they were going to simplify tiles but are only making things more confusing by adding in data science as a new title and in the same breath removing senior or demoting principal to senior. Our team now has multiple different roles for what was two analyst roles before. Are they doing this to allow for our pay to be capped or frozen? Or just wanting to make things more confusing for the sake of it?

Can employees who accepted the VSP but are still around (separation date hasn’t happened yet) get it reversed and get a new job at Centene, with “executive approval?” The agreement I saw and signed said nothing of this kind of loophole

Is it impossible now to work remotely for Fidelity? I’ve heard them deny in office exemptions for people with extreme medical conditions but approve others for doctor notes claiming “anxiety”.

Does every request hinge on a random HR person and how they woke up that day to decide your RTO fate?

Two employees outright fired today for non-compliance with the RTO policy. Company was well prepared with legal and HR. They had been warned twice, and apparently on their calls HR had a lot of data around badge swiping, interviews w office snitches, log in detail. Zero severance. Looks like then you get two warnings.

Be aware.

If not, is it smart to reach out to HR about it?

Ever since the 4 days in work/ 1 day remote announcement, so many people in my division have applied for medical accommodations to work from home. I am curious how many will be approved. If you have a genuine need, that is okay. The people I know do not have a genuine need. They are just revolting against the 4 days. I hate the 4 days too so I understand the emotions. But that doesn't mean you should fake a medical need.

Does anyone know how to get a copy of our most recent severance policy? I have an idea of what it was back in 2024 but dont know if it has changed recently.

Employee repeatedly took leave on Mondays and Fridays, coming to office only 3 days a week. Issue was reported to HR instead of manager. HR involvement was good.

Manager told us no 1/2 day pto (looks bad) and if we cancel a PTO day (even if we haven’t taken it yet) we need to let them know why. Oh yeah PTO days, wants to know what we are doing and why we are taking it. Do I call HR or this allowed?

Definitely an excellent move my HR, thank you.

At this point if you are a manager in Dell at any level they have totally castrated you. Managers are HR policy holders, responsible for budgets and slide jockeys. Most of our management team is no longer technical and the people that are left kiss a$$ and say “yes” to pretty much anything.

Some love it, most hate it and want to get out. The scrum at scale debacle was finally scrapped but my favorite is that absolutely nobody was held accountable. This was a big driver of these changes.

Next AI as an excuse to just lay off more people and our managers will have to do it.

Dell stock is soaring for now but layoffs are on the way. Which will include a significant number of managers. This company has gone to he-l and the people in charge are destroying it but are too greedy and selfish to care.

I am no longer with Wells Fargo. However, I am in the running for a job outside of Wells. I need a professional reference and was thinking of an old manager from Wells.

Does anyone know if managers are able to provide references? For some reason, I remember it being said that managers cannot provide a reference and if they are called for a reference they forward the request to HR. Is that the case?

Anyone know if you can notify your manager you will be retiring, notify HR 30 days prior and then take your sabbatical, come back one day and retire?

For at least a decade now US Bank has been in need of actual pro-disciplinary policies. Current HR policies are enabling their retention of bad employees. Evidence and documentation no longer hold any value when attempting to discipline and or terminate bad employees. If the managing committee or higher-ups in human resources are reading this, people leaders in this corporation need better support from human resources when it comes to dealing with employees who are clearly taken advantage of company and federal policies. I understand this company wants to be lean. Let us use the tools that we have get rid of the dead weight.

Today HR announces that CVS will no longer support H1b or any other visa type to hire foreigners.

American jobs for Americans!!!! YES!!!!!!

Has anyone heard of this new policy?

Isn't interesting that HR just sent out a note today on this in advance of the Townhall tomorrow? Have not seen nor heard much from the CEO or any of the elites in many months. Can't wait to hear how great Gainwell is doing and that they are hiring lots of new people, just like the lies from last year.

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.

I know 3 coworkers fired today for coffee badging... all of them would come in at 7 and leave by 12... terminated for violating policy. I know several people who coffee badge for for far less hours, management is cracking down on this quietly... you have been warned

Does WF make special accommodation for this? Just curious! Not a Muslim.

Did anyone else receive an email to recertify their I-9?

In my entire time at the company I’ve never been asked this and yes I am a US Citizen.

Has everyone received the recent email from Team Communications outlining the updated process for returning team member equipment? I want to confirm whether it was distributed to all employees.

1. If you haven't submitted claims against all the flex dollars, deducted from your paycheck, by your termination date, are the unused deducted dollars refunded to you? (Conversely, if you were reimbursed for more than was yet deducted from your paycheck, do you have to pay it back?)

2. When you're reimbursed for unused accrued vacation days in your final paycheck, does that include unused carryover days? If you were RIF'd in 1Q, it's quite possible you didn't use all carryover days yet. If you were RIF'd in NY in 1Q, your termination date is in 2Q. Workday drops carryover days after March 31. Your Workday balance as of the 2Q termination date does not reflect unused carryover days. If HR uses Workday to determine unused accrued vacation days as of termination date (or, if you meet rule of 60, as of December 31), then HR won't see the carryover balance.

What happens if you get 2 ROD at once? Info hubs are unclear.

Apparently, guidance is coming down that we’ll be participating in a company-wide IQ-style assessment. I’ve heard it consists of puzzle-based short games designed to identify talent and is conducted via screen recording and webcam. Each organization will have its own scheduled window through the end of next month. Historically, hasn’t talent here been evaluated primarily through academic performance? It’s curious what we might discover by measuring people in ways that have almost nothing to do with what they actually do.

Had some wfh days due to flu/illness, and had too many PTO days that created a pattern.

Thanksgiving, Christmas, New years all fell on a Thursday this year, which led to a lot of my off days being similar and created a pattern.

Feels like I got in trouble for very PTO usage and not coming in when I was sick. Now bonus and pay raise is being threatened.

HR is absurdly strict last two years. Seems like they are overhired and just trying to drive people away or find an excuse to pay people less.

I unfortunately am one of the people who received a completely unexpected (and imo undeserved) NI on my recent performance review. I was shocked to say the least as my manager had never brought up concerns in my weekly one on ones, I’d received many positive feedback from peers (even two silver shield awards this year), and had met all work goals. When I expressed my frustration with my manager, she claimed she had brought it up. All that leads up to today when I try to have a meeting with my manager and turn co-pilot on so we can start actually documenting our conversations. She immediately signed off and said we can’t have any meetings with co-pilot or recording enabled. Are you hearing that from your managers too ?

Anyone ever contested a year end performance rating and succeeded or it’s impossible? Eg u get IP and u think it should be an sp or sp when it should be ep

Let's say that HR determines you violated company policies, with a totally clean prior record.

Is it then always up to the manager to decide to either keep or to terminate you?

In a conversation with a colleague in September she was talking about performance reviews for January 2026. This person is not a manager. We were talking about the forced distribution of poor performance reviews. She relayed to me that mine would be Inconsistently Meets. My review is due in January 2026

Seems odd that that year I turned 65 my performance rating went down from my past 21 years of employment. My work ethic has not changed. I have added to my skill set. I’ve taken on more responsibility.

If you give notice but your last day runs through date bonus would be receive would you still receive your bonus...Or do you have to wait to give notice until after bonus is received as giving notice would disqualify you?

Why are we doing this? To make the managers job easier because they just got that position because the previous manager found greener pastures at another bank? Do they not know that we all use Copilot or ChatGBT to complete these things just to get them over with?

What is it? This is all anonymous so this isn't anything to expose you. I have seen people with very serious and legitimate ones get denied. I'm confused about what actually gets approved and how??

Really glad to see DM is back with her side hustle in the Nike classifieds slack channel! Must be exhausting posting all that junk on the clock.

Why do we think they are making us all sign this new employee agreement. I noticed it states that they can change our compensation at any time with notice.

Does anyone have direct experience going from a long term disability leave of absence while their site or coworkers were laid off, and were returned to work after the layoff? I am currently on LTD and am wondering what the process will be when my doctor returns me to work. Will I get a 60 day non working notice or go directly to being laid off? The employee handbook doesn't cover this and I will be asking my manager, just wondering if anyone has already gone through this with HR.