#employeerights

Cyber security executives have recently been firing people because they have been putting their own spin on executive orders and thus individuals have been terminated for not meeting company expected standards. Starting in quarter one management is further informed to start cutting manpower based on personal perception and end of year reviews. It's not about your job it's about popularity contest and thus as long as you make your manager and managers above them happy then you're in a good place but if you try to protect the bank or do something that is against the CISO new secure design plan they are going to terminate you without a chance to redeem yourself. Management is further encouraged to get rid of people who do not get above meets.

In short the new management chain wants nothing more than mindless monkeys to push buttons and follow scripts where pictures match the words this is why cybersecurity management is incapable of protecting its employees and throwing them underneath the bus.

Majority of the roles that cybersecurity fulfills will be replaced by AI and managers will be displaced or move to another team to fulfill another role depending on if that executive likes them or not. For managers who are not near a hub location and were promised a year and a half to two year extension to keep their job that's expected to end in quarter one and those managers are expected to be laid off or terminated.

To those individuals in the cyber security line of business good luck now that you are forced to compete like a model competes in a beauty pageant there is no reason for you to even willingly stay here now that you are degraded even more.

And for those who are not aware of cyber security is making this adjustment in quarter one because they're taking advantage of the PTO burn for the holiday season.

If you are not liked by your manager or your manager has given you biased end of year reviews in the last 2 years then your ticket is punched you are going to be gone quarter one

Distribution centers, sortation center and Woodbury distribution were told that starting Jan 1st we are required to take the new law of an unpaid 30 minutes AND they cannot work longer or make up the time. Everyone is going to lose pay that puts food on their tables for their families. This law was not meant for companies to use it to their own advantage benefit. Target does not care. Most people are losing $1500 to $5000 a year in lost wages. And yet no comment on the news.

I have been here just under a year what is the redundancy package? I know....

I was employed with Bank of New York Mellon (BNY) for approximately 26 years. Throughout my tenure, I remained in good standing with the company and maintained a consistent performance history..

During the first nine months of this year, I reported to a different manager than my current one. I completed both a beginning-of-year performance review and a mid-year performance review under this manager. In both reviews, my performance met expectations, and I was never advised of any performance concerns, deficiencies, or behavioral issues. I did not receive any verbal or written warnings, disciplinary notices, or improvement plans during that time.

My manager specifically told me that I met expectations and that he had spoken with colleagues with whom I worked directly. He stated that no negative feedback had been reported regarding my work or workplace behavior. At no time was I made aware of any issues that might jeopardize my employment. There was no documentation provided to me demonstrating poor performance or any other cause for termination.

Without prior notice, I was informed that my employment was being terminated. I was immediately instructed that I did not need to return to work for the remainder of December, and that all of my system and workplace access was removed at that same time. I was not provided with any explanation or supporting documentation demonstrating cause for termination or identifying any violations or performance concerns.

I was then told that I would receive a separation agreement by email and that I would need to sign this document in order to receive additional severance pay. Specifically, I was informed that if I signed the agreement — which includes a waiver of rights — I would receive an additional sixty (60) days of pay covering the months of January and February. I was told that if I did not sign the agreement and waive my rights, I would not receive this additional compensation.

At the time of termination, I had no pending disciplinary matters, no documented poor performance, and no warning of potential job loss. I was terminated abruptly after more than two decades of continuous service, without explanation, documentation, or an opportunity to address any alleged issues. I was effectively presented with a condition where I must waive my legal rights in order to receive severance compensation following an unexpected termination.

I am currently seeking legal representation from an employment attorney or firm that has experience representing former BNY Mellon employees or handling similar wrongful-termination and severance-rights cases involving large financial institutions. I am specifically looking for counsel who has previously dealt with situations involving long-tenured employees terminated without cause and asked to sign separation agreements to obtain severance pay.

Been on std for 2 months got called on my personal phone and laid off. How is this possible?

are folks that get severance supposed to talk about what they got if it's a more generous payout than what the policy allows (2 weeks for every year)? do fired employees get severance? Has anyone heard of such a thing?

What happens when an employee is laid off after a divestiture? Like when a severance is paid how many years of service is taken into account: is it the number of years at OT or at the new company? or do employees get a severance during divestiture? what happens to their PTO days etc.

Anyone know when vacation will get calculated for severance.

I was told that I can be on PIP next q. If I am on PIP, does it stay on my history incase of looking for another job or for anything in future? Also, can I use my PTO while in PIP?

We know you are in here watching these threads, much like you sit and watch your minimally staffed teams struggle and break under workloads. If you have a shred of humanity in you, we are PEOPLE, not machines. While labor laws are pretty sh-t in this country, they do exist. Also, your job will not last forever either and we hope the people you burn while you sit and watch people struggle helps to keep you warm when you attempt to get your next job.

Does anyone know of the SNAP and EBT benefits situation since the Trump Administration has ruined so many things? Some of us and our coworkers may need assistance going forward.

I've heard of managers rushing projects and expecting VSP resources to work extra hours, including weekends. And possibly give up use-or-lose PTO. What rights do workers have in this situation? Is there any point in reaching out to HR? Or a lawyer?

Just FYI- pregnancy is a valid reason for an in-office exemption. It's called an "accommodation request" and extremely easy to submit the form. I submitted the form at 3pm and I was called the next day at 7:30am and it was approved by 9am and took effect immediately.

Has anyone who was forced out due to RTO found an attorney willing to pursue severance claims against BNY? If so, could you share their name?

I was laid off on October 28 and I was wondering when they pay out the unused PTO. Thank you in advance for your response.

I received my final paycheck but my remaining PTO wasn't included. Anyone know if that comes separately?

curious if TF gives severance and for how many months

The bogus performance reviews about to happen prompted me to post this. I am not venting here rather giving practical advice. Personally I had a great career at BNY before I became subject to the current state. Don’t blame your direct manager- no control. I know what they are doing and is beyond unethical. At will employment yes but you still have rights. I pushed back on them and they wrote me a check for a year salary without going to court. I see so many posts on here regarding you can’t beat the man, they are more powerful than you blah blah. This is so not true. Does anyone really think they have competent in house counsel? They do not as they were all axed too. Their representation on my case was some young attorney from Reed Smith. They settled quick in under 2 months. Don’t fold. Fight back! It’s actually not difficult. Engage an attorney and go after them. All so unfortunate. To everyone still working there, I sincerely wish you the best outcome possible. I really mean that.

last day 2/20.... i have like 15k vesting 3/1... complete stab in the back.

✊ Key Reasons for Tech Unionization
Tech workers are increasingly turning to collective action to address several core issues:
• Job Security and Layoffs: Despite being highly profitable, the tech industry is prone to volatile labor markets, resulting in large-scale and often sudden layoffs. Unions are sought after as a safeguard for fairness, transparency, and long-term stability in a capricious industry.
• Burnout and Work-Life Balance: The "move fast" ethos of many tech companies often leads to extended work hours and burnout. Workers are unionizing to advocate for better work-life balance and reasonable working hours, challenging exploitative work conditions.
• Wages, Benefits, and Transparency: While some tech salaries are high, the industry features significant pay disparities and occupational segregation (e.g., between core employees and contractors). Unions work to improve compensation, ensure equal pay for equal work, and establish open and fair processes for promotions and pay decisions.
• Ethical and Social Issues: Unlike traditional labor movements focused solely on working conditions, 21st-century tech unionization is often driven by a desire for a voice in company decisions regarding ethics and the societal impact of their technology, such as the use of AI in surveillance, military projects, or other contracts.
*
• Workplace Democracy and Accountability: Unions provide a mechanism for workers to democratize the workplace, giving them a meaningful say in decisions that affect their daily work, and holding management accountable for issues like discrimination, harassment, and lack of diversity.
• Impact of AI and Automation: As companies deploy increasingly sophisticated AI-enhanced technologies for monitoring, evaluating, and potentially displacing workers, unions are seen as a powerful tool to ensure workers are included in the design and implementation of AI to protect their job quality and rights.
📈 Changing Perceptions
The old narrative of the "pampered tech worker" is eroding, leading many, including mid-career engineers, to reevaluate unions not as a hindrance to innovation, but as a necessary tool to establish fairness, transparency, and a sustainable work environment. Tech workers are realizing that their collective power is necessary to secure their rights and ensure their expertise is used for equitable and beneficial purposes.

I have sent in my paperwork. There is no phone number to call. Email to alumni@xerox.com goes unanswered.
Can anyone assist.

Asking for a friend. What would be their response?

Anyone receive theirs yet? Just curious how long they will make us wait for it, being the holiday season and all.

For those that are aware, from January DXC's "employer's" pension contributions will no longer be paid forusing our compensation packages. Instead DXC will pay them directly. Previously these contributions have been paid for out of our Flex funds which I have always thought as wrong. Its "Employers contributions" after all. "Employee's" contributions will remain to be charged to our Flex fund.

I'm glad that this appears to be rectified but its got me thinking that we've been unfairly charged by DXC for these contributions and this could add up to quite a significant amount.

Does anyone have any thoughts on this? It's a little bizaare for DXC to suddenly change their contributions. I would like to know what has driven this change.

1. Were you given the opportunity to retire, and collect your SERMA if you had one.
2. If you did the retirement route, did you also collect whatever weeks of severance that were being offered at the time.

I'm ready to retire after 30 years. I'd hate to wait for whatever package may be offered only to find out I'd be sc--wed out of my SERMA. I'd rather not pose this question to HR.
Thanks.

I am trying to figure out how much severance I can get after 20 years of service. I have been hearing conflicting numbers. Someone mentioned max 6months. Is it true.?

From a Google search :

Wrongful Termination: Companies cannot lay off an employee in a specific position and immediately hire a new person to fill that exact same role domestically without risking a wrongful termination lawsuit. However, replacing the position with an offshore role is generally considered a valid business decision.

Would this qualify for anyone who holds a position that will remain and then gets "kicked out" by another person? Would this qualify as grounds for wrongful dismmisal as the company didn't actually downsize or move out that role?

Yes, I too have been hit by the recent RIF after 30+ years. Several of my upper management also got hit. Unfortunately, I believe the severance calculation sheet is incorrect. Don't sign until you know for sure. It is much less than what I was told and the numbers actually don't match salary and the cap of 35 weeks. I've scheduled an appointment with HR, but so far, they haven't accepted. Anyone else seeing this?

Everyone here might want to check their hours submitted by HR for your holiday pay.

If you did not receive a full 8 hours, it is because they changed how it is calculated, they now calculate your average hours worked over the last 8 weeks and divide it by your number of shifts.

Not sure if it’s just me, but my severance calculation and agreement show 2025 STI as $0. Does that mean I would not get STI in Q1? Or is it that 2025 STI isn’t part of the “severance” and is instead just paid out in the normal course of my compensation? I have received STI every year since I started at Verizon

If you are an hourly lead, key holder, or associate you should not be required to text, answer calls, receiving calls, respond to a stores accidental or legitimate alarms when the store is closed, answer calls from alarm company due to false or legitimate alarm, or having to make calls any members of management regarding work related issues when you are not on the clock, including the store manager without proper compensation, this is a flagrant wage and hour violation from Belk. Any of these type of instances must be documented and paid as it is a work related matter.
Belk is now requiring hourly associates to act as salaried managers under the “key holder” and/or “lead” title which is a basic hourly associate position. Please beware and document any cases of where you are not being properly compensated.

Anyone here ever dealt with the stunt where leadership tells people to “just text me on your personal phone” so nothing hits the company servers? A lawyer friend spelled it out: that move doesn’t protect the company, it protects them from you. Once it’s on your device, you’re the one holding the bag. They can step back, say “we never authorized that,” and suddenly it’s your problem.

If it’s such a huge legal risk to the employee, why don’t companies ever mention that part? Or is that the point?

Dear people who have left or are in the process of leaving adidas,
Which trading platform in Germany did you manage to transfer your adidas shares to from the Equate+ platform? Does it need to be a platform or bank with a registered address in Germany? Also, any experience on lead-times? It seems like the transfer process is a hassle... anyone with good, or fast experiences? Thank you in advance.

From Verizon:

Severance pay calculation - The program formula: If you become eligible for benefits under this severance program, your severance pay amount is calculated using this formula:
Your years of service TIMES
Your weekly compensation
TIMES 2

My severance document is split into “State Required Severance Pay” and “Final Severance Pay” - it looks like they’re using the NJ WARN Pay as part of the severance instead of in-addition-to. That doesn’t seem right?

Anyone else like he-l no.Im done not doing nothing .Its over I’m riffed pay me my severance it’s not supposed to be work weekly pay checks

After signing the Severance Package (or even now) ... can we still apply for Unemployment benefits? If so when?

Another question, my State's unemployment site and other sites say you have to apply where you reside. They assume your employer is in the same state. It is complicated to apply for Unemployment as a remote worker if Vz office is in a different state?

Layoffs are a distraction to allow the executive board to maximize their own bonuses. And their actions are vindictive towards employees.

The share price is plummeting and is likely to drop below $200 soon. SAP's AI initiative Joule is receiving poor feedback from customers and has less than 5% active adoption rate within SAP. Recent acquisitions like Signavio, Leanix and Walkme seem more focused on pushing their DEI agendas than an actual integration. Development managers are being replaced by hr personnel in HPOM. There is a disconnect in projected profiles due to high order volumes but extremely low adoption rates and upsell. Competitors are justifiably taking legal action over clear instances of copying and infringement. Meanwhile the budget for annual salary appraisals is slashed to an all-time low and there are rumors that bonuses will be capped at 50% next year. The new performance management is giving more power to bad managers and only employees who have a good relationship with their managers can now expect a decent bonus. Free cash flow is funneled into share buybacks, dividends and hefty bonuses for the executive board. Less cash means that employee benefits will lower even further in 2026.

In any other organization, such a situation would trigger a complete board overhaul and the establishment of a solid long-term strategy aimed at stabilizing stock prices and fostering growth over the next five years.

But not at SAP. The executive board seems more inclined to discuss further layoffs and say derogatory and controversial statements in every interaction. Despite all this, they will get the highest bonuses ever.

There are simply NO CONSEQUENCES for their actions. It's disheartening to witness a dysfunctional executive board that prioritizes its own interests over the company's well-being and employee trust.