#workday

do half days (4 hours) of PTO cause that day to account as a whole day off for the purposes of the in office tracking? I.e. if I work 2 half days it cost me 8 hours of PTO but will the tracking make it look like I should've been in the office those 2 days anyway or will it cause them to not count towards supposed required in office days that week?

Why citi is asking for personal email address to update workday?

It says workday. But I don’t see anything in workday. I already passed notice period and on severance period.

I have a question. I recalled an event that occurred back when I was in Fidelity, a couple of months before I got laid off. I feel like I was being PIPed, but wasn’t sure if I was PIPed. I wanted to ask what a PIP is really like at Fidelity, whether I was really PIPed or just thrown into a weird situation, or a mix of both.

I had a stretch where I wasn’t doing too hot at the firm at the time this happened. My personal life was terrible, and bled into my work life. I wasn’t meeting standards at the time. Frankly, the role I was in was asking for a tech lead, and I was nowhere near close to that. There wasn’t even really any onboarding process to the team. I don’t know how I was placed in that role to this day. My previous manager and I would have conversations where they said “we’re going to move you to a new team, and get you out of a really bad situation.” But now, I just had my second reorg in 3 months, so now I had yet another manager unfamiliar with me, who was taking over me and other engineers to start Q1 of the year. Still, I took accountability for my own performance.

This stretch with my home life began a few days before I met this new manager. We met regularly, talked about work I’m doing, etc. I was honest that I was struggling, but never told them what’s happening in my home life. During quarterly meeting, I saw them in a closed Fidelity office. They looked almost emotionless. Suddenly, I was getting ripped about my performance. I knew it was coming, I didn’t speak during a lot of the scolding because I knew I wasn’t doing good, and held myself accountable. I wasn’t afraid of holding myself to a better standard and wanting to be better. I just lacked the bandwidth at the time.

Then, this manager asked me to sign something. I wasn’t sure what they were asking me to sign, all they said was “you need to sign this on Workday, right in front of me on camera”. I felt weird. I knew something was going on. I asked the manager to tell me what I would be signing. The manager said “just sign it”. Our conversation became me asking them “what happens when I sign the form”, and them just telling me “sign it” for about 10 minutes. Sometimes, I became a little bit hysterical in the conversation, I think they knew I knew something was going on. The manager would sometimes get silent in the call, I saw anxiety in their face. All I knew was that this manager was straight up honest with me for the entirely quarterly meeting, never afraid to speak their mind, up until this point in the conversation. I hate to say it but I gave in and signed the form. They said thank you, geared up to leave for personal leave for about a month and a half, and said we’d talk once they were back.

It’s not like this new manager I had was poor. In fact, they helped out by giving me resources. I took advantage of those resources they gave me, and the performance was like a difference between night and day. I went from performing like IP to EP in under a month. Didn’t matter, though, I got laid off anyway.

The layoff itself was messy. I began delivering work that was high above my grade level. My team lead and I spoke about how well I was doing, and that they and the whole team were proud of this work I was doing. A week later, the VP of tech called me in for a personal conversation to inform me I was laid off. The VP told me I could talk to my manager about any questions, but my manager was OOO until late into my last week at the firm.

I think that new manager I had is a very kind person, who knows how to hold people accountably, but when an uncomfortable conversation happened, they didn't operate best. They were also working with incomplete information about me. I was just in a situation where my BU reorged me multiple times, I was the only one in my product area located in my office, so they didn’t know me like everyone else under them. I was flustered with home life, and this manager did not know me well. This was the first manager that I did not share my home life situation with. A manager can try to help out as much as they can, but it’s on an employee to do what they need to do with that help. Although they’re people like us, they say you can’t trust a Fidelity manager.

When I informed my new manager about how my old manager planned to place me on a new team, you could tell they were confused or was not informed of the ideal change because their eyebrow raised. That made me think somebody in management dropped the ball in communication with this new manager about what plans were for me. Didn’t matter at that point, I was already almost out the door. I had an idea of why I got laid off, I just wasn’t sure if I was formally PIPed. I asked my manager if I accomplished everything they asked me to sign in our conversation, they said I “went above and beyond”.

In my case, I wasn’t sure if I could say this was the first time I was PIPed. Goals were laid out for me to accomplish. It wasn’t like they were unattainable - I was already on a team that was kicking my butt since they needed someone who was a tech lead. But then I started performing really well. I used the resources my manager gave me, I thought everything was gonna be better. Plus, if you’re on a PIP, wouldn’t you just be offered an ultimatum to leave, anyway?

Also, what does it mean if a manager asks you to sign something on Workday? I still speak with Fidelity managers and HR regularly, even though I left a while ago. If I needed a job, I’m not sure if they’d see something on my record that’d prevent me from working there again.

Thanks to whoever read this!

Just check your workday.

Are weekly Workday check-ins replacng formal PIPs? I've heard several folks say that weekly checkins documented in Workday can become part of a term process without a formal PIP... OK... employees need to know whether a check-in is routine coaching... or a corrective action step. not sure if someone knows more.

Shouldn't this be available to displaced people now? I don't see it on my Workday.

Workday has a giant list of jobs that posted.
Rumors are no longer rumors once the reqs go up. Confirms all the LinkedIn posts many of us have been seeing in these departments last two days.

Having trouble finding it in ComcastNow, workday, or anywhere else.

Every group is bloated, and it’s ridiculously easy to coast by working just 20 hours a week. Data engineering has to be the biggest cheat code of them all. You basically just work with existing tools while pulling in close to top-level pay.

Like Mike H said, work for free (after hours and weekend) and you will be rewarded with 1 extra month of summer Fridays!

Pump up those numbers people and applaud free labor!

I'm honestly confused. For me it's quite literally just a new Workday but worse. Otherwise that's it...

G2's post on LinkedIn today: "I am incredibly proud to share that Cisco has been awarded the Best Work Place in Technology 2026, published by Fortune and Great Place To Work. We have been ranked the #1 workplace since 2021"

Anyone else getting Lean initiatives pushed down their throat with their assets? Safety culture has COMPLETELY disappeared at ours, only to be replaced by Japanese Philosophy! Terms like Ho-Ren-So and Yokoten. This company could not be more disconnected from what workers need. Not a single safety bulletin or brief in sight...its been years. 

Half of our workers are new and areant being taught the dangers of this workplace. We used to review various subjects in the morning, from historical accidents, to how to climb ladders safely, and dangers of nitrogen. Simple stuff that was brief and stuck with you when you were new. Instead we eat brainwashed Japanese Philosophy and review how much money we made in the last 24 hrs. This companies Priorities for Operating have completely turned upside down.

🚨 URGENT: Mandatory Work Profile Update 🚨

“Hey team! To ensure seamless communication during upcoming organizational alignments, please double-check that your personal email address and cell phone number are fully up to date in your Workday profile. Nothing to worry about, just routine hygiene! 😊👍”

So... who else is ready for the Great October Bloodbath? 🩸📉

Nothing screams "we value our people right before we lock your SSO accounts at 4:59 PM on a Friday" quite like asking everyone to voluntarily hand over their personal contact info so HR can email your termination paperwork directly to your iPad.

Can't wait to find out if my next manager is going to be an AI spreadsheet or just a cardboard box in the lobby. Who's bringing the champagne for the exit interviews? 🥂✨

Workday is implementing another round of layoffs, impacting approximately 500 employees. This action represents about 2.5% of the company's total workforce. The cuts are primarily within the product and technology divisions. The company also revised its fiscal third-quarter earnings forecast downward due to restructuring costs. Workday plans to continue hiring in key strategic areas and locations.

Pleasanton, California

https://www.businessinsider.com/workday-conducting-layoffs-software-product-tech-team-2026-9

We are required to work onsite 8 hours a day, 3 days a week - if I complete 24 hours in two days onsite (12 hours a day) will we still get flagged for non compliance? TIA

My previous supervisor was very adamant on making sure we turn our computers on when our shift starts. I have saved emails verifying with them that they can in fact see when our computers are turned on to ensure we are not marked late. That supervisor has left and of course I am left with a new one. This new one says we should turn our computers on 5-7 minutes early, but we are not clocking that time in workday so we are not paid for that amount of time which does add up through the years. Is this even allowed? Would we not be considered on the clock the minute we begin using our computer to gain access to all the needed systems?

What's the real headcount?

In workday, the headcount for Fiserv Solutions is now at 37100.

In Teams under Takis, the headcount is 57,489.

Enjoy your 1% raise that Amazon so graciously gave us peasants
Find it under workday compensation changes if you want to look at it

Technical and non-technical. For me is the fear of consequences.

For exemption, is it 8 to 4 or 8 to 5 with 1 hours lunch?

I see a lot of people working 8 to 4, 1 hour lunch, exempt.

My last day was 9/4. On 9/5 I got an email to change my workday info. I did. Last week I could log in just fine. now I’m completely locked out and I need a copy of my last pay. I’ve been on hold for an HR rep for 57 minutes now.
Is there an easier way to access our information???
Please save the smart a-s replies.
Thank you 😌

I logged in today only to find out I was locked out by my administrator. Has this happened to anyone else?

Can someone check workday and findout how many full time employess F5 has now

Workday is messed up org is all over the place

Cant reach the page

This is not your usual displacement
🙀

We were instructed to update our workday profiles today. Also told HR would be pulling reports to make sure we did them.Anyone think this may be cryptic before a layoff or have any additional insight? It seems odd.

Has anyone looked at the distribution of RIF employees? For those who were part of the RIF it should be in workday. It’s a 47 page document. Just curious what your thoughts are. I reviewed the data by extracting the PDF into and excel. I wanted to analyze it because I wanted to see what the age distribution was. I can safely say that 40+ vs 40 under age range did not have a statistical significance.associated with selection of older employees at least for the line I reviewed. The selection rate was also evenly spaced out among age bands between 8-11% on any age group. There was a disproportionate impact on Sales teams at 30%+ percent accounting for the majority of the RIF. I don’t believe these numbers include the VSP numbers.

FYI- I received an email around 5pm with the following info:

Due to an error in Workday, your severance documents were not pushed to you as intended. Therefore, we have moved to process your severance benefits manually. Please note that you will not be able to sign your agreement in Workday due to this error. We will need you to either print, sign and scan the document to be emailed back to us, or use any electronic signature application to sign it instead.

Had a call today to show temp org structure, and it was mentioned role changes will be discussed with individuals on one-on-one basis, with changes in Workday on 10/11/26. Anyone else seeing this in their org

It seems like the pay range has been adjusted lower on workday. Does everyone see that?

My last working day was 9/4. I see everyone talking about their release. I never received one in Workday. I checked all day until I lost access and nothing. Are they sending them in waves?

Did anyone who took the VSP and separated 9/4, get to log in to Workday and it says Terminated?!? Is this normal? Should I be worried about receiving my VSP?

I’m incredibly glad I trusted my gut and took screenshots of my personnel file and relevant emails while working from home—before I received my 60-day displacement notice. Working at a non-core site, I knew this day was coming.

After having time to process my layoff, my lawyer believes I preserved potentially crucial evidence that disappears from Workday immediately after you receive the 60-day notice, even though you can still technically access Workday.

You also lose access to Outlook within about an hour of receiving the layoff notification.

Yes, you can print your personnel file in the office, but there is a record of what you print (and will probably raise suspicion). And the company firewall prevents you from emailing files—even your own personnel file—to your personal email address.

I’m NOT suggesting anyone violate policy, access something they shouldn’t, or take confidential company information.

I’m saying this: if you’re still employed and you have legitimate access to your own employment records, understand what you’re allowed to preserve before your access changes.

Because once that window closes, you may not get the same opportunity again.

I’m very glad I listened to my gut.

Just for fun, go out to Workday and checkout the Corporate Strategy org chart. Seriously, Directors and Managers with ZERO direct reports. What is happening? We’re being told 1-16 is the new normal, but apparently this area is special. What are they even doing?

Received a notification that something in workday changed to my personal email. When i attempted to login in the work laptop, access was denied. Looks like they have removed all my access. Is anyone else experiencing this? My last day is 09/04.

Has anyone noticed a shift in the way internal job postings are being handled lately.

I’ve been at Citi over a decade, and historically, the internal application process was relatively predictable. If you met the minimum qualifications, you would typically see your status move from "Application Received" to "Recruiter Review."

Recently, I’ve applied for several roles where I meet the qualifications, yet the applications sit in the "Application Received" phase for weeks and then are rejected. I haven't received one interview, and I have been making it a point to apply within the first 48 hours of the posting. I know these are real roles because I can see in Workday that some have been filled.

Has the HR screening process changed? I’ve never experienced this and I’m wondering if I am the only one that is.

Please use this thread for anything we should consider:

1. write down login details for VSP site
2. update security questions in myPay
3. confirm personal email and address in Workday
4. write down your 6 digit employee ID (I’m an old employee that uses first initial last name so I never memorized this number)

Anything else I’ve missed??