#hr

The constant sprinkling of RTO letters and little groups of layoffs paired with zero information is exhausting.

They should just do it and get it over with. All this game playing just motivates workers to stay out of fear of the job market or out of spite to get all the money they’re owed.

What is the waiting period before one can move?

Heard there are very limited promotions this year and that HR is making the decisions based on data. No input from supervisors.

I’m leaving, I just want to know do I inform HR or my manager? My department is toxic, stressful and chaotic.

The person on either side of me on the same team were called into HR.
They both came out crying they didn't even have the decency to lay them off individually they did it as a dam group!

Who saw that one coming? Ki-ling the golden goose is never good for longterm stability.

I am in HR. I haven’t heard anything about 4 days or 8 hours? Anyone else in HR hear about this? Does it apply to the HR LOB?

Did anyone else get the Warn notice and then HR trying to claw back the email.

HR accidentally sent me a layoff notice and try to retracting it they already went to my cell phone. It happens the end of this week and I'm calling in sick with all my sick time and using FMLA.

MG is coming for your pension. Total comp is also going to be based more on “performance.” Aka, your mgr will have even more impact on your comp.

Got another frustrating non-answer from the transition email (similar to my HR conversation), and my leadership has gone dark. Has anyone gotten any sign of a deadline here for getting your things back? I assume they're having the team admins facilitate, but have gotten no info whatsoever other than it's being "mailed" back. I have some things in my office that will be tough to ship...I suppose that's their problem, but I do want my things and to fully close out this bogus transaction!

JPL employees warned of October layoffs during reorganization

https://nasawatch.com/personnel-news/jplers-get-layoff-update-letter/

Companies and locations: NASA Jet Propulsion Laboratory - Pasadena CA, JPL Human Resources

JPL staff received an HR email referencing a Phase Two reorganization and potential layoffs in October, with warnings that a large portion of the workforce could be impacted by mid October 2025. The note also referenced return to office requirements for remaining teleworkers.

Employees were advised to update personal contact information and to move personal items off JPL devices, highlighting the seriousness of the restructuring timeline.

Managers are aware of who will be impacted in Oct/Nov. HR has the lists already. Does anyone know if the names are set in stone?

What do we think about HR selections?

Does any one know what it means to be Enrolled lin my work stands for. This is located under your work location in the directory name

Is being done using Ai
We are fu---d.

Layoffs Palmdale next two weeks

HR team

Already started hitting HR and other areas. Likely won’t see WARN notices for another 30-90 days due to paid leaves given.

I was trying to get clarifications on detail breakup of Severance Pay Formula from HR. Pointed to Non VPN Access: [External Ask HR Portal]- https://hrhelp.custhelp.com/

Once I get the detail breakup of unused vacation, formula used for final payout, I will fight for a few days

Please bookmark & that will save you 3 days for a normal reply from HR Via E-Mail

I have a meeting with HR tomorrow and I don't know why. All my stats are good, meets+ for sure.

Any advice?

HR has rooms blocked off for Thursday. Lots of rumors running rampant it is going to happen tomorrow. Prepare and good luck to all.

One time I was given an 'anonymous' survey about job satisfaction at work, and wrote in one comment 'I don't think its fair to tell employees their responses are anonymous when they're not' and I was called into a meeting with HR where they assured me my results were 100% anonymous. They even showed me a printed out version with my name and comment on it.

Wondering if anyone has any insight into the process of international layoffs? Would each HR dept be given a budget/number of people to let go? Or would decisions already be made from up top in the US on departments to lay off etc?

HR Reorg.. what a joke! Rotating favorites is the new strategy. What will their resumes say.. I laid off people when we had the category offense, I laid off people in the consumer offense, I laid off the laid off people… ha ha ha.
The CHRO is a joke, her minions are a joke.

My management structure has not allowed me to move forward. I've had top performance awards.....but it doesn't matter. My current manager has put in bogus evaluations on my mid-year that I didn't even work on in 2025!
I filed with HR and they basically found that my claims were "unsubstantiated misconduct". Oh boy, do I have a ton of info on that one!!! To be sure, HR, is not your friend and they'll say "I'm sorry but due to confidentiality reasons, we can't say" to ever question you might have.
My advise? HR will not help you. As the victim, I've not even heard what they did, who they talked to, and what came of it. And yet, here I am.

All bah who feel they are being discriminated against for any reason whether it be wfh status, recognition, merit, promotion etc all because of that forced status need to turn this place in to your states EEOC equal opportunity employment commission

With all the go slow, make offers, hold off on offers, requisition review etc. etc. just wondering where it’s all going for the staff on the front lines who hire when the company continues to lay off…it just seems so odd. Never experienced such a conflicting corporate message. Thoughts on what will be for us in HR/TA?

i guess that's why they aren't looking for a CAO anymore...Thoughts?

They just hired Darcie Henry to run HR. The same Darcie who spent decades at Amazon while they became infamous for break-neck quotas, high injury rates, and treating workers like garbage. Then she went to Snapchat where she was part of cutting 20% of the company in one sweep. After that, she jumped to Flexport and tossed out during leadership mess when the CEO bailed. That's her track record, layoffs, chaos, and employees left holding the bag. If you think she was brought here to make life at AT&T better for employees, you're kidding yourself. She's here to do what JS says to do, protect the company, and squeeze people harder. She's an RTO cheerleader so, you can forget any kind of hybrid work. Morale won't go up under her leadership, it will tank further and further down.

Who already got a HR meeting invite today? Post it here.

We had the annual employee culture survey last week on working conditions. I looked through it but did not hit send. I have to say there were very few questions if any about how employees felt HR, the HR officer, recruiting, compensation, or leaders in field operations were doing. Lots of questions rating our direct managers. Company will try to tie low responses and blame managers so senior managers are insulated. Many feel the workloads in many field offices and in various areas like operationally like loans, new plans, payroll integration are still bonecrushing and management has no gameplan.Anywho, let hope the results lead to real change and the canning of a few incompetent execs. Our hope the survey results will be released two weeks before XMas so that 50 people can get blindsided a week before the Lord’s birthday

Big cuts coming for HR and benefits folks. Will be a sad next few weeks for them.

Hello- Anybody faced a IBM low performance indicator from being on medical/parental leave now or in the past and all previous ratings were positive and no written or or-l performance issue was highlighted. just received surprise notification this week out of nowhere and i am still on medical leave how to defend against this type of stuff if hit with PIP when you eventually go back to work after leave ? will they fire me while im on leave ? is getting a lawyer the only option . Im not sure about complaint with HR/upline as they will usually defer back to manager.

VP-level executives and above were assessed confidentially by the HR department in preparation for the next round of workforce reductions. According to a credible source, the evaluation considered factors such as salary ranges, employee engagement results, documented HR complaints about leadership behavior, and potential organizational liability. Multiple lawsuits tied to leadership actions have already been filed, creating significant financial and reputational risk for the company.

Let’s hope this is good news and human oriented changes will begin soon.

Hello,

I joined the bank in July. On the HR website, it says that “new hires are eligible for a base salary adjustment if hired before September 30.”

At the same time, it seems like I will automatically receive a “Too New to Rate” rating.

Will I still be eligible for a base salary adjustment?

ask hr chat bot, what a masterpiece. truly the pinnacle of modern hr. no phone number, no email, just a shiny little bot that loops canned answers like a broken record. wow, groundbreaking.

and the it department? absolute geniuses. no phone support anymore. perfect plan. something breaks? can’t log in? need tools? don’t worry, you can just… magically fix it yourself. thanks, team.

ibm really nailed it. employees aren’t people, they’re just a line item on a cost sheet. who needs assets when you can have a quarterly earnings slide, right? visionary leadership at its finest.

but hey, i’m sure this is exactly how you build a thriving company with a bright future. total masterclass.

I took the PIL on 8/21 by submitting the docusign and the share point survey. I have not received any communication or contact from either HR or the outplacement company since I left. Should I have heard something back by now? Has anyone else on PIL gotten any response?

one thing i realy miss from my time in the corporate world… is watching that one employe that no longer care ask a real qusetion at an all hands / townhall…

They’re gonna open up talking about how well the company is doing, using a lot of the nonsense corporate jargon. shout out to soulless chatter. But then at the end they’re gonna turn it over to q&A. that’s what the whole thing is supposed to be about you / get to interact with the higher-ups, cause they don’t let middle to low level peeps talk at this. they don’t trust them to get it done.

and what was so disgusting to watch about these is all the questions were clearly planted. It was always hey, I’ve been here 7 years I love the new products blah blah new services, like what other new exciting things do you have, and what challenges do you see. you know, it’s just always just really disgusting talk.

But one in a while like once every three years there’d be someone crazy dude or girl who knew they didn’t care to work there anymore, and they’d be like hey, so like why have quotas has been so high and why doesn’t this or that thing work, in this system we’ve been telling you it doesn’t work for eons. and then I would get really excited and start to love the townhall…

the first thing I would do is look at their immediate mgr cause they’re sweating that they can’t believe this is happening.

and the reason I say someone had to no longer care to talk like this is once you spoke like this you were probably gonna get fired, two to three months after you said something like this. shout out to HR, never having anyone’s back. i know, HR reps will get mad at me. i got friends in hr and we say things like this, but at the end of the day, anytime you send an email to a higher-up or spoke out like this you were gonna get fired for some mysterious reason, or something everyone else was doing…

and when you hear an hr person defend what they do, it sounds just like Congress. Just like Congress is like, I’m here to represent the American people, I wanna get the American people back to work. if you listen to HR it’s the same thing. they’re like we’re here to provide resources and you know blah blah blah for the you know, average person at the company. at the end of the day they just don’t.

and the reason I think Congress is a good comparison is i think a lot of people who go into HR, they go in with pure intentions, a good heart like I wanna help people and then they get in and they’re like okay, you actually, our job is to make sure the share price go up and the regulations don’t get passed against the co.

I just had my second check in with my great champion supervisor. Well it is not going so good. I am dependent on training with another employee for one of the tasks. This person has been out on vacation for three weeks and not trained me at all. This employee also shows no enthusiasm to help me at all. I have asked the supervisor for help but not gotten any. I talked to hr and was told the supervisor was in charge of the pip plan. It really feels like they are setting me up to fail the pip. I cannot complete one of the task without guidance from this employee. I am keeping all documentation and meeting notes. In am thinking of getting a lawyer to look at them and or intervene. I am in my late 40's and have 10 years plus in. I was never encouraged to try the pip and was pushed to take the pil and leave.My supervisor seems bothered by the whole thing and shows no care or encouragement for me passing. The hr rep is even worse.I was told I could give up and convert to pil and leave if I feel as if I am not going to be successful.