#termination

There are so many questions about RTO and many wrong assertions. This is what I KNOW based on direct involvement with the process.

• Badge Swipes IN are tracked and reported. The reports are provided to GL 32 leaders every Monday morning. The report contains the employee, the day and the time of the swipe. It also shows through a conditional format those that are non-compliant
• In-office duration is NOT tracked. The only way to track duration would be to have exit swipes. Exit swipes will NEVER be required because they violate fire codes in the US. You can't have the doors lock people in.
• Seats ARE randomly audited but only by "uptight" managers, not as a required practice. I was called out once for not being in my assigned desk. I was actually in the office but opted to use a "huddle room" for work because I was on the phone constantly and the area they had me in was loud with dev teams that had zero to do with my job.
• People have had "swipe teams". That's groups that get together and each week someone brings everyone's badges into the office and swipes for folks. They trade off week over week. It's common in non-guarded buildings and will 100% get you terminated "with cause". It became evident in my city because the swipe report occasionally show entire groups coming in at the same time everyday for a week. The "swipers" were in other words sloppy. I've seen it.

it was just announced this morning that Georgia Innovation Center will be closed at the end of year. Most people will either be terminated or given opportunities to move to other locations.

I was laid off in Greenwood Village, CO. We did not get the heads up notice, they walked us out like we stole something... no chance was given to look for other internal roles... almost veryone laid off was over 50 so pay attention to this. i heard rumors that other groups affected followed the same pattern. the mgmt told us that they were not looking at age when they were selecting people but i do not buy this statement. anyhow, if you are over 50 be careful and plan for the worse and hope for the best.

Recently got my employment terminated at Nike. I was working as a contractor ETW at Nike. My vendor called me and told me that my contract got terminated due to HR policy violations. This is because as I am a remote employee I went to Nike office occasionally. But I don’t have an active badge. My badge was expired long back. Also, I got a call from local police saying that not to enter Nike property. Anyone saw this kind of stuff happening?

Here is my story and predicament. If anyone has gone through what I am going through please post. I don't need the sarcastic remarks about how exxon wants me out because I know that. I am 54 and on DPC plan with 13 years service. I was told that if they don't see enough improvement I could be piped or terminated. I am doing what they want but the manager keeps nit picking my efforts and focusing on extraneous goals. I was told they would write up my progress and the manager would decide. One of my old friends went through this a few years ago and was told the same things. In the end he was passed and made it to 57 and retired. I don't know if they are bluffing or really going to try to get rid of me before I can retire. I asked all of my old exxon retirees if any employee was terminated during NRE years and they all said no. Exxon could fire me and I can still retire with several million in the bank now so I am not that worried. i still want to get my lump sum and medical though. Any helpful advice from those being squeezed.

Be aware that if your manager at L3Harris puts you on a PIP (Personal Improvement Plan) that they are planning to lay you off without a severance package.
You will make it through the designated time period, but there will be one caveat - they will be able to let you go at any time without any reason or justification.

Ford is all talk and no action. Those engineers that have been working from home in Michigan are still working from home. I don't see them at the office or the plants that I am working everyday. Ford should track their badge, when they swipe in and when they swipe out. Ford needs to terminate those that are no in compliance with the company policy. Follow the good example from Elon Musk, it works. Everyone are back to the office 5 days per week at Tesla.

For those who were let go as a result of forced ranking and made up poor performance, did you have any issues with getting state unemployment? I believe state would ask for reason for the job loss? What would BNY say? I understand misconduct could make one not eligible. How about this performance situation?

Let’s see how many people are gone for made up issues that are buried in one of the million policies! Saves money not paying and losing your pension

Corporate risk here. Got email from mangers , saying DF has directed managers must document their directs not meeting 8 hour requirement or 3 days (soon to be 4 days) in workday and have the employee sign it.

Now, wait for the shocker: any manager who fails to document it will be given “not meet” in performance rating.
Note : manager will be given “not meet”

Also, employee who has signed the first warning and continue to be non-compliant will be terminated.

I was one of those given the initial verbal warning few weeks ago.

Any for non compliance?

Let's see how the rest of the year unfolds

If people would just follow through with their theats of quitting then we would have less layoffs. Every post seems to be “I’m the best employee ever and blah blah blah happened to me”. Nobody cares. If it’s illegal or wrongful termination get a lawyer and handle it like a normal person. Otherwise it’s just noise.

As we continue to see high-performing Canadians increasingly targeted by their American managers for political reasons, a concerning disparity is also emerging in termination practices, with a disproportionate number of minorities being affected.

Here’s something most people don’t realize: banks settle 98–99% of wrongful termination lawsuits before they ever reach trial. That’s right, only 1–2% make it to court. Why? Because they know what’s at stake, it's cheaper for them to settle than actually go to trial.

So if you’ve been let go and you belong to a class protected by EEO laws; you owe it to yourself to talk to an employment attorney. Many offer free consultations, and that one meeting could completely change your outcome.

If Truist offers you severance, do not sign anything yet. Severance agreements are written to protect the company not you. Once you sign, you forfeit your right to sue.

Instead, speak with an attorney first. You can file a discrimination charge with the EEOC, get a “Right to Sue” letter, and bring your case to federal court. You and your attorney will file a lawsuit with the federal court in the federal district you reside in.

Here’s the part they don’t want you to know: settlement amounts are significantly higher than whatever severance you’re being offered, in the tens or even hundreds of thousands of dollars.

You only get one shot at this. Make it count. Stand up for your rights, and don’t walk away without what you’re truly owed!

If i stop showing up in the office, how long will it take to get a package? My situation is i have enough money to retire. I can't stand sitting in the office with the freak show there. If i stop going can they fire me, or will then default to writing me up and then PIP and then give me a package. My package is worth like 6 months, so i want it. I fu--ing hate working at this place so bad. Its painful working here.

Anyone hear anything about remote workers? Have managers been given a chance to prove their position is critical or will all remote employees be let go Oct 28?

has anyone else gotten a “slap on the wrist” for reaching out to a director to talk about an issue? i was recently warned by my manager that reaching out to a director and skipping the order of management could lead to termination. isn’t this a bit much?!

Have a q: have some people been let go for not being in the office frequently enough (getting enough badge swipes per week)...

Curious if people have been termed for not being in the office frequently enough/ getting 3 badge swipes per week.

ADP doesn’t seem to enforce policies like attendance, punctuality, sick time day before or after holiday so is the # of days in office enforced?

Wow. After seeing all the layoffs over the years, you’d think I’d have been prepped for this. But no. Over a decade of working 80 hour weeks at times, late nights, weekends during Q-end. Missing weddings, events, time with family. To having my literal career here be laid off in a 5 minute phone call—and a rushed and cold one at that—is mind blowing. Less than a few mins after the call, my laptop was shut down, everything disconnected. The conversation was clearly scripted and completely impersonal. To tell someone they’re losing a job they’ve held for so long, they’re losing their pay and benefits in 14 days and show no compassion or empathy is just wild. What’s worse? Even my own direct manager had no idea. Talk about lack of transparency. Zero appreciation. Everyone is a number here at this company.

I worked for the company for years and have had medical issues less than a month after i requested accommodations via ada as a disabled vet I was terminated, before i could even get my accommodation equipment to work. it makes me think with all their finiancial woes that they are terminating people and i almost worked for them for a decade and had outstanding performance reviews until i got sick.

I can also tell you there watson IVR system is plagued with thousands upon thousands of Bot calls retrieving PHI which is a massive HIPPA violation. After auditing them and telling them of this and applying to ADA they axed me.

But all the non-stop meetings about resume building and things hinting at org changes and such have been going on and i know alot of people are on the early retirement track.

I fortunately documented all the HIPPA violations my notification of them to them and notified it officially to the government today.

This has been going on for years, I hope they enjoy the Hipaa audit let alone the FTC violations.

This is how I will get through staring at their empty desks.

Optum Sh-t Show

anyone know what happens if you continue to not adhere to the 4 day mandate even after the final warning?

What's the package offered if one fails documented coaching before being put on PIP officially? Is it possible to negotiate/extend the last day of employment on paper?

If we resign during coaching period, is it considered as termination?

The largest single corporate layoff in U.S. history was IBM's reduction of its workforce by 60,000 employees in 1993.

However, the ongoing mass federal layoffs under the second Trump administration, potentially exceeding 200,000 workers and possibly reaching 300,000, could surpass this corporate record if completed. More to come in 4th Quarter 2025

Other major layoffs include Citigroup's 50,000 job cuts in 2008 and Sears' 50,000 job cuts in 1993.

What happens to the current ESPP balance? Do we get stocks or do we get the money back? My notice date was Sept 2 and last date is Sept 22.
As per the FAQ, if termination date is after the 15th, you get stocks but I am trying to understand will it look at the 2nd or 22nd?

Folks, if you are so worried about being terminated, then you already know the answer - you are a goner. Those that are confident in the real value they bring to COP will survive.

There is no point working in sales here at the moment . Unnecessary trainings meetings and demodifer make it close to impossible to hit your number. Not to mention 30% increase in your number when the company is not doing well. They just want to find way to get rid of people ..dells out of money for packages so now it's performance based termination...bring it on my laters ready with all details on how you have sc--wed many people . About time a class action lawsuit is done to get back to leaders who keep filling their pockets.

Anyone notice in news articles a date for the layoff was given???

Just wondering, if anyone has been affected by not complying to full RTO. Heard management has been more strict now, probably since we are heading towards year end. I know it will eventually result in termination. But do they give a warning and then PIP? or just lay you off randomly. I just think its ridiculous for this 3 day office requirement..

I just got terminated for a supposedly hippa related violation and was totally blindsided by this with a ruse calling the one to one meeting my mid year review and then when logging into the meeting was greeted by my manager (so called)…

and a rep from HR!!…

just in time for me not to be able to log onto the early retirement account and accept the package from my email account that was sent to my work email only during last week when I was unable to access my work related to a personal disaster of a fire that displaced me from my home for the past 2 weeks as well as having my house destroyed at over 80% damage and will be months before the ball gets rolling with my insurance/demolition/construction to rebuild my house !!!!…

Humana doesn’t give a cr-p about their employees like they say they do…it’s all a ruse to use you until they don’t need you anymore!!!…

I was a faithful nurse and employee for almost 6 years as of my upcoming 08/12/2025 anniversary date with them!!!…Shame on them and shame on you the supervisor/so called manager of my team who has had it out for me since February of this year when I was voluntold to move to their team not by choice!!!…Run while you still can and accept the retirement package before they sn---h it out from under you like they have done me !!!!

What has this company become. I’ve given 19 years of my life to it and how do the big wigs repay me? A choice between termination or demotion. There aren’t words big enough to express how disappointed I am. So much pain and sadness.

Large string of terminations to replace core support teams with outsourced.

Tomorrow is Termination Tuesday! Anyone have any deets on the targeted areas ?

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

Just got laid off this morning with no warning, completely shut out of all systems. I was at an oncologist appointment when the termination meeting started. Myself and my team also training a new team outside of the US on how to do our job the last 2 weeks. Been at the company for many years and now I'm gone.

Hi I understand from reading bp share policy, upon termination of bp employment, bp has discretion to allow its ex-employee to keep the restricted shares (if they are a good leaver etc). Does anyone know who's decision it is to allow the employee to keep the shares? Any other insights as to what process / considerations for the decision. I am getting no information from my line manager.