#hrpolicy

We were told today that if they don't get enough volunteers for strike relief that management will do a mandatory selection. How is it that they can tell non-union employees that they have to travel and work outside of their home state and cross union lines. Is management within their right to fire employees if they don't volunteer. There is even talk of volunteers being shielded from an upcoming RIF. This all just sounds a little too nuts to be true, doesn't it?

Mgmt used to be flexible about WFH and let us do it as needed... Now, out of nowhere, it’s a problem, reportedly because another manager complained. As a single mom and sometime WFH offers me flexibility - but it doesn’t sound like they’re willing to accommodate at all. Anyone had a similar problem?

I got a notification to do the code of conduct training. From memory one of the things included in this training is about treating people with respect. Am wondering if Jane directs and MDs have to take this training.

In an extraordinary show of competence Jennifer Ragone the new Head of HR wows employees with just how great she is at coming up with HR policy on the fly.
In a show of how dynamic she is at pulling ideas out of thin air she has given her first message to the devoted DXC faithful.
Now given the commitment last year to a pay cycle that would be completed by 1 Oct you might surprised to hear it wasn't that
Jennifer wanted to demonstrate her dynamic ideas led thought leadership by announcing to all employees that as of the 1st of Oct they will need to find 6 days of annual leave in order to cover a company wide shutdown over Christmas.

That's the way Jen likes to roll.

Great having you Jen at the head of HUMAN Resources

Ps any news on the promised pay cycle

God forbid anyone tells the truth about the threats and abuse from management.

There needs to be an area on chemisphere, to make recommendations for cost savings. Some examples are HR, AI is here and knows the answer and policy to quote instantly. I have had several HR questions go unanswered bc they don't know, pretty frustrating. The new HR person at GTP says everything that we ask is another department, so what's your job? The second is fire specialist, why are they needed when you have a trained and certified fire team on site 24 7? I can see a chief and an asst but not a whole group of specialist. There are about 5 or 6 superintendents in the EHS group and 3 or 4 managers, same for technical group. None have more than 3 or 4 people reporting to them. Half of them refer to their previous jobs for reference and not cpchem policy when asked a question. Shift superintendents, another waste, a glorified night and weekend maintenance ticket inputs and tracker. Some will say they are incident scene commanders when something bad happens, well I say you have 3 Shift supervisors that are 24 7 that fill the same role, it's not hard and they are only in charge until management gets there which will be very quick once they make the call. There are multiple "specialist" in operations and maintenance that seem to just hang out and give opinions when asked, not necessarily good or smart opinons most of time. There are about 100 plus true project people on site su-king up space and money, why? We are damn near finished and most of stuff is handed off already. To many redundant people, everywhere not just GTP. Go to Cedar and it's the same thing. I was there for years and I would see people and ask myself, what does that person do? I ever only seen them drinking coffee, lunch or walking around aimlessly. But let's layoff people that actually work and have purpose and let's outsource jobs to foreign countries.

I was terminated just via email .
What would be the reason ,does anyone know ?