#employeerights

Do not disclose personal or medical issues to coworkers or managers—those conversations rarely lead to meaningful support and create unnecessary vulnerability.
I have been in managerial roles; I’ve seen more retaliation and mishandled situations than most people realize. This workplace has had more issues than any company I’ve previously worked for.HR is the most heartless part of this robot city. Do not go to them. If you’re dealing with medical leave, accommodations, or any health‑related matter, remember that HIPAA and privacy laws apply. If your information has been shared without your consent—whether by colleagues, HR, or health center—that can be a serious violation. Consult with an employment attorney. With proper documentation, many people discover they have a stronger case than they expected, and HR departments strongly prefer to avoid legal exposure.

Well guys, should we consider unionizing now or wait until they either outsource all of our jobs to India or replace us with AI

After I was told that I was let go, my OT accounts got disabled in around two to two and half hrs. Since I had not locked my device or logged out, I could continue to access my local personal files and upload them to cloud storage. If you have any personal files in Core Share (due to Win 11 migration), upload those immediately as once the OT account is disabled, you can't access those files.

As soon as I locked my session, I could no longer access the laptop because my user profile was disabled, and only the OT Admin can access it now. So, DO NOT LET YOUR DEVICE GET LOCKED till you have all your personal files uploaded.

Anyone have any experience with how long it’s taking to receive severance payment? I submitted mine electronically March 9th.

So they're trying to push out the "older" sales reps. How is this allowed?

There’s this thing called “At Will Employment”. It’s an HR policy that is downplayed or not even mentioned. It’s standard across companies, especially for non-executives, like everyone on this site.

I recommend all Nike FTEs to get familiar with that policy. Just search the HR site. The sooner you accept that policy the better off your career will be.

Can anyone shed light on why would one decline the LTI/RSU offer?

Has anyone navigated approval of temporary disability or paid leave for toxic workplace issues such as harassment?

In one region, they have laid off or fired BOAs 3x (that I know of ....there could be others) within the last year.

Pattern: All women over 50. All single wage earners, worked at EJ for several years and one was getting ready to retire in September. Told the news out of the blue on Zoom calls with Associate Relations.

Simply got rid of them to bring in younger inexperienced people.

If anyone else experiences this situation, call an attorney and the EEOC.

Isn’t it cool how the bank is training us in AI and encouraging us to try to automate some of our processes? No free lunches here. Every process you automate is one more step towards your own layoff. Even the things that aren’t successful highlight to the LLM what is important on the front line and what should get automated. Think you’re gonna get a nice bonus for alll that AI work you do? I have a Tuesday meeting set up for you. Don’t train your robot job destroyer .

If anyone is comfortable sharing details.

So, if a BOA meets the Rule of 70, but has just been terminated (to make way for a younger person), can they still keep their LLP?

That’s probably not a good sign for those who would prefer to remain employed.

Laid off 3/5/26. Electronically submitted severence paperwork the next day. People say it takes 2-3 pay periods until it’s paid out. Is there any way to expedite?

Asking as I might take another internal position (I’m in the hiring process). You forfeit severance if you are hired back on BEFORE your severence pays out.

Would like to get severence AND get back on since the job market is terrible where I live.

Any suggestions from this group?

Any tips? Do you just send an email to HR asking for more?

How long are you given to sign the severance agreement ? One day? One week ? Other ?

I wanted to know if I lost my EARNED PTO (currently in bank) if I either resign or am laid off? I am plannning FMLA leave due to care for my spouse after surgery then I will be resigning and should have some PTO banked. Will I lose it or will it be paid out in final paycheck?

Public service announcement - if you were laid off in 2025, you should still receive the company 401k match. It was contributed to accounts on March 13, 2026. Check your 401k accounts to confirm. Also, if you were contributing to the Citi company stock fund through the 401k, you should still be able to vote for shareholder resolutions related to the annual stockholder meeting held during the 2nd quarter, so keep an eye out for that proxy communication.

What was the packages/ offers you guys got? Just asking to see if its worth trying to negotiate/ how to negotiate

Any one sued Oracle for H1B retaining and Laying off US worker ? What are the steps to be followed and documents required ?

HR will protect the company not you

HR is there to protect the company. You will experience retaliation.

US employee who was lays off. Challenging severance offer in courts. Anyone been successful?

Some of the news feeds reporting 18 months and other generous offerings?

with the 15th being a holiday will they sell on 3/16 or 3/13

Any experienced ?
Given notice period of 2 months , Can you retain your grants if layoff happens 2 months ahead of your vesting date ?
or you get forfeited ?

This is a serious question. I would like to leave but with severance. Is there any way to get myself on the next list?

DO NOT LET AVAYA SCARE YOU AFTER THEY LAID YOU OFF YEARS AGO!

DO NOT RESPOND

DO NOT SIGN ANYTHING ❌ ❌ ❌ ❌ ❌ ❌ ❌

Post ID: @OP+1kk39t5b1
Post ID: @OP+1kkch8ff4

AVAYA LETTER IS A concerning and serious situation. Here's what you should know and how to report it:

What makes this potentially problematic
Non-disclosure agreements can be illegal or unenforceablewhen they attempt to prevent employees from reporting workplace violations, discrimination, or illegal activity to government agencies. The timing (2 years later) and the conditioning of payment on signing are red flags worth scrutinizing carefully.
Steps to take
-- First, do not sign anything until you've had a lawyer review it. Many employment attorneys offer free consultations, and this is exactly the kind of situation where a 30-minute review could protect you significantly.
Where to report
The right agency depends on what the NDA is trying to cover up or restrict:
NLRB (National Labor Relations Board) at nlrb.gov— if the NDA restricts your right to discuss wages, working conditions, or union activity with coworkers. This is one of the most common NDA violations.
EEOC (Equal Employment Opportunity Commission) at eeoc.gov — if you believe the NDA is designed to suppress discrimination or harassment claims.
SEC Whistleblower Program at sec.gov/whistleblower — if it involves financial misconduct, which is relevant given Avaya's bankruptcy history.
Your state labor board — many states have stronger worker protections than federal law, especially California, New York, and Illinoi.
State Attorney General — most AGs have a consumer/worker protection division that investigates predatory employer practices.

+++Practical advice for the thread+++
The fact that multiple ex-employees are receiving this email is actually significant — collective complaints carry more weight with regulators than individual ones!! If others in that thread are experiencing the same thing, filing jointly or coordinating complaints to the NLRB would strengthen the case considerably.
You are legally protected from retaliation for filing complaints with any of these agencies, and you cannot be denied money you're legally owed simply for refusing to sign an NDA.

Here’s a piece of advice for those still at Verizon: don’t hesitate to consult with an employment lawyer promptly when your management does something illegal. It’s been my experience that they get away with things because employees tend to let things slide. For example, you only have 180 days to file an age discrimination complaint. There have been many instances of management choosing an inexperienced “leadership development” candidate over a much more capable and experienced employee. Document as much as you can discreetly then consult with a lawyer. At the same time start applying elsewhere.

Making them face the consequences for their illegal behavior is the only way to put an end to it.

Hi everyone. I'm currently experiencing soft pressure from leadership to not take my full 16 weeks of parental leave. My wife will begin cancer treatment shortly after birth and I already have a special needs boy to go along with this newborn.

I've been told "well, how will we promote you at the mid-year if you're on leave?"

I could definitely use the pay increase, but everything from leadership has made me distrust them. I know the right answer is to take my full leave and probably look for a new job while on leave (not at a core site).

I guess I'm just looking for some pep talks around not feeling guilty about leaving my already short-staffed team even more short staffed.

Does IBM severance agreement have a revocation period after signing if you are over 40 years old

Does IBM RA mean you cannot apply to IBM or its subsidaries for any role in the future ?
Does your profile get marked as non-hire once you are let go on RA ?

I'm not seeing this in a post. If you already have the $2000.00 in stock and are laid off will you still have it or do you need to bank actively employed for tge 2 year waiting period. I'm on medical leave and don't have access to Worday. They cut my access as usual. I feel once I'm actively employed I'm going to be laid off. TIA

Company will be made to publish list of employees in your teams who are not US citizens and are H1Bs \L1bs \OPTs \Green Card candidates. This will be the biggest litigation ever.

He will sweep UHC American Technical jobs all to India, with Steve saving money for the shareholders and collecting his big Bonus for cutting cost at the expense of American Workers. Walkout March 27 -- Stop work. Hit them on the bottom line.

I suspect it's just notice with no severance payout, but does anyone have experience of this?

Has anyone from the mid January layoff communication received either Severance payment or Special Payment?

Guessing all of this, as well as PTO payout will all come after term date, but just checking because of the language in the agreement:

" ....will be made as soon as administratively practical following the
execution of this agreement by you, but not later than March 15 of the calendar year
following the execution of this Agreement"