That's it. That's the post.
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This is true, however you must also document and make an attempt to properly address your workplace concerns. If you get fired and try to sue, FIS will say “The employee signed the write ups and didn’t object”
Don’t volunteer information to HR or leadership up front. At the same time don’t let them express dissatisfaction with your work without explaining your end of the story. Do everything you can to document your actions and concerns in a way where you will still have evidence even after access to company systems is revoked.
Don’t think you’re smaller than the company either. You have options - Lawyer up, file an EEOC complaint, contact the state labor board, tank the surveys, complain where shareholders can see it, or last but not least-contact a union organizer
In the current environment, almost no one is your friend. Those above you are scratching and clawing to maintain their fiefdoms. Have watched a Director do it through some tough transitions. Evidently, if you have some horsepower and two matching braincells, it can be done. Everyone else will be left to make the best determination that they can. Positioning it this way, offering a VBO then layoffs, allows them to say that options were given to eligible employees. Does that mean more tenured staff will be laid off if they do not accept the offer? Still wondering why our area had four laid off a few months ago, when we are still not meeting our goals. Heard a rumor that our group will be hiring now. Make is make sense.
TPO is basically an extension of legal. They are in place to minimize the risk to FIS, not to take care of the employee. If you have any issues whatsoever at work and feel like you need to report something to TPO, lawyer up first. It will be the difference between success or failure, for whatever you are trying to work through.
@OP HR is to protect the company, HR staff will not like that as they believe they are there for the employees.