#hr

Please get a real head of HR. The real HR professionals are about to revolt.

I hear that there will be a lot of temporary assignments. HRLT is expecting 10-15 Psg 22-24 selected people to leave Chevron within the next year.

Welp I made the mistake of buying into the safe and respectful workplace training and reported an issue from the training to HR.

Fast forward - I’m on corrective action, how long until I’m out the door?

Let’s hypothetically say I was texting my friend saying that Fidelity is a bad place to work for, or other things negative about Fidelity. Things like “Fidelity su-ks”, “this is a trash a-s company”, or other reasons why Fidelity su-ks. And then someone shows Fidelity HR my comments about me complaining about Fidelity.

In this hypothetical situation, could I get fired for that? Thanks in advance.

Curious if Chevron HR filed WARN notice this past Friday

For Hess, Chevron HR filed notice on Friday a week before the cut date - and held the “town halls” at Hess the following Tuesday - hours prior to the notice getting published by the state.

When questioned about what numbers were filed on the WARN notice, the town hall’s HR rep dodged the question and said “we aren’t disclosing those numbers at this time.”

Less than 24 hours later they were published by the state (Wednesday) and the employees ended up learning of the 575 / 830 cut through media outlets.

Is this standard operating procedure at CVX - to be too cowardly to talk straight with employees?

It certainly rubbed a lot of Hess employees the wrong way - the lack of professionalism/courteously, and the apparent cowardice displayed by HR in the town halls.

Does CVX have a pre-firing town hall scheduled for Tuesday this week?

Hopefully we are all set now.

I heard of a guy who got his severance mail before he had his meeting from HR. Pretty su-ky

I have been told that a bunch of people have been notified by management that they have been selected. Is this true?

How is the ethically allowed to have two leadership positions on same team occupied by a husband and wife team? Is this even allowed who would permit this?

My boss is all in on using H1Bs, even with citizens and green card holders on the team who have the same skills. He’s literally taking work from U.S. employees and putting an H1B's name on it. The H1Bs aren't even doing the real work; they're just shadowing and secretly managing us.

This was never an issue for me before, but with layoffs happening everywhere and U.S. workers being the target, I'm worried. I already know HR is a dead end. I tried complaining to my second-line manager, and it just backfired. Now they just see me as a complainer and not assigning much work at all.

Any advice on what I can do at Oracle? Is there any way to report this H1B fraud to USCIS? or Silently move-on is the best solution ?
The main cause of this H1b fraud is an asian manager sitting at top and showing bias.

We all know cuts are due in October so why plot elaborate fascade ?

HR, scrum masters, they're all playing dirty games, preventing promotion, opportunities not given to people anymore.

Been asked to do tasks which are mundane, not required in the bigger scheme of things

Do not commit time fraud. Don’t give any reason to be fired. Good luck

Did anybody hear anything about them removing HR from Clifton? The only HR options will be by remote?

This one was woefully incorrect. Thankfully, there were only 4 days to report on because of the Labor Day holiday. I lost more than 4 hours over the 4 days due to the incorrect report.

What does INP stand for against someone's name in Workday?

Has anyone else received a request to complete a background check? What did it include, and what specifically are they checking for?….. seems off

Conveyed employees are all over the country, waiting to find out if they have a future at HCSC, while HR is completely silent. No updates on whether remote employees will ever be eligible for promotions or internal transfer opportunities. No effort being made to engage conveyed remote team members. Not even an inkling that the people in the wrong roles or compensation grades are being looked at or corrected.

Is it always like this at hcsc? Does hr keep everything close to the chest until policies are rolled out? It seems that even leadership is in the dark.

Are you still required to coach employees on the presence report by HR? Or things have slowly fallen off the radar?

If we’re not opting in do we opt out or just leave it and not sign anything?

The security Veep told a colleague of mine that communications does "monitor" these posts and even shares them with executives and other leaders. It is nice to know that he is talking as much as he does. So if a security danger-thing happens at our workplace and something had not been reported earlier to stop it from happening, we now know that an attorney can demand the emails and prove that they knew there was a problem that would endanger many of us. Thousands of associates on another post liked a post begging for someone to do something. Thousands of us! That was a massive show of support and a cry for help. They did it on layoffs.com because they can't trust to report it internally. He also told a colleague that he and his team now have to report to HR and he doesn't like that because they ask for too much to be done right away while they sit on their a-s. He said they were the ones that "had a part in fu--ing up some of his team's onboarding" which I wasn't sure what that meant. But the main point is we now know they do read these and can be held accountable when it happens.

Sep09 6am UTC - Sep10 5:30am UTC totals: 78 layoffs, 33 additions.
September totals (except Sep01): 4348 layoffs, and 279 additions.
Methodology and day-by-day breakdown is in comments.

I have a suspicion some locations (in Pacific region) do not cut Slack access immediately in the same way it was done for the NA prior. May be HR figured out that cutting immediately makes it too easy to track and they don't want this kind of panic and bad press.

I have a question: how much should one be concerned in a case where a poor 360 review is given? What's the overall impact of the review and does the management take this in any big considerations? Thank you.

It can only hurt you!

So a coworker was laid off with some effective date in the future. I'm not going to give away the date because I want to remain anonymous. I don't trust HR detectives.

He's one of the lucky few ones that found a new job right away. They will not give him the severance if he leaves early before the final day. What a joke.

We put people first. Uh huh. Su-k it hr

Chevron was once a great company that valued loyalty, years of service and experience. Your 20+ years of service was looked at as an asset that would be rewarded by a career in which you could choose when to retire with dignity. No longer the case. Under the 'profit right now' short-sighted leadership of Mike Wirth and a phony worthless HR dept, as soon as times got tough they shamelessly let go of their most tenured and loyal employees. Ageism 101. What's left is a batch of fearful, low-morale employees that fully realize how dispensible they are at any given moment. To prospective Chevron employees I say the current state of the company is not worth your time and effort. Look elsewhere where you'll be valued as an asset and not a disposable object at the company's whim.

Thanks, Mr. Wirth for destroying what was once a top workplace filled with content employees. Under your leadership the company is now a shell of its former glory.

I keep seeing more companie rolling out unlimited PTO policies and I’m curious what people here think… Some say it’s a game changer, others argue it’s just a sick scam to avoid paying out unused vacation…..unlimited PTO sounds amazing. No accruals, no use it or lose it deadlines, and more flexibility for employees to recharge. It can also be a big draw for talent in competitive job markets, plus it cuts down HR headaches for employers…flip side. A lot of employees actually end up taking less time off because of workload pressure or guilt. Some people worry it’s just a way for companies to save money on vacation payouts. And without clear guidelines, it can feel like a trap rather than a benefit.

So, what do you think? Does it feel like a genuine benefit, or more like a scam?

Rumor is there were offsite meetings yesterday and today between ULT and HR! Is something huge coming?!!

Nothing like some good ol big brother trying to figure out who wrote what. Post about an HR exit keeps getting removed 2 times now.

Wexford is ignoring your instructions.

I feel like there's been a lot of rumors going on here and within the office about what is going on right now. Although this is a failure on HR, lets look at the facts:

Year 1: HR flagged people who were coming in less than one day a week (swipe only)
Year 2: HR flagged people who were coming in less than two days a week (swipe only)

We are on Year 3. This report seems to be coming out yearly. These people got warnings from their managers, nothing more nothing less and next strike would've been HR. So lets dive into the two main questions:

1) Is it possible to track where someone is working from? Yes, but HCSC is usually slow to implement and I doubt HR is too technically savvy (so they'd need consultants/IT). This is possible, but there is no confirmation this is happening yet. Wouldn't be surprised though if they are looking into this/have a plan to implement but again just speculation at this point.

2) Do you need to come in 3 days a week or else HR will flag you right away? This one I am more skeptical on. Don't get me wrong they could bump it up on next years report to 3 days to flag, but as mentioned on here, PTO, people getting sick, etc. You really think HR/Executives aren't working from home when they're sick or are making up days in office? Also they'd be calling in so many people if they were looking at this weekly. They'd call people in for long PTOS (I Just took 2 weeks so there's no way I could make it up in one month anyways). My best guess if anything they'd bump it to 2.5 days next report, but who knows maybe they actually do 3 and half the company gets a warning (which would be id--tic).

Don't get me wrong, they do seem to be getting stricter. but countless rumors do not help with people's anxiety about the situation. Also if anyone in HR is looking at this, please do better :) Why not have a townhall specifically on this topic and we can finally put this behind us. Let the people speak directly and ask questions, we can collaborate and make this work for all of us.

WIthout doxxing myself, the gist of the story is that after a reorg, the incoming management are power grabbing shitstains that blatantly grabbed the work that was done, virtually demoted a few people by bringing in their own people (the demotion was by way of reduced responsibilities and effective sidelining). Some emails with leader(s) exist that can clearly be construed as retaliation for speaking up in the face of wrong plus witnesses. Though not all them might speak up fearing for their career at Citi but one or two definitely will. Power grab was repeated without repurcussions

I know HR is useless and will either protect and/or try to brush it under the carpet. Don't want to pursue outside legal options. What other inside resources exist? Obviously, the shitstains don't care about any consequences as they have gotten away with this before.

I was laid off in 2023, and despite applying to several jobs I'm qualified at T-Mo, I'm not getting called back. I've written the HR rep (that I previously connected with while employed) and she is not responding.

Is there anyway to learn what your standing is with the company? I was there a long time, and I'm feeling shunned now...

Can anyone in HR confirm that SK will follow what has previously been done regarding severence with layoffs? 2 weeks per year?

Anyone else have this title meeting today with HR and their senior leader? What does this imply? Layoff or restructuring? Has anyone already had this call today.

Why is this training happening? Havent the staffing decisions already been made?

HR people now that jobs are posted how are you feeling? How do you see your future career in HR at Chevron progressing? I’ve been here just a few years but have witnessed the increasing lack of role mobility and chance for growth. The latest reduction of roles seems to have resulted in the complete down grade of PSGs or outright removal of lower PSGs so where does that leave people who had hope to grow with the company? I’m curious to hear from people who actually made advancements in their career prior to the recent restructuring. in my opinion the potential for career growth has just become even more painfully stagnant in HR and it seems that unless you’re maybe a PSG 23 and up, you might as well get out now and try to get more valuable experience and skills somewhere else.

I got a calendar invite for 30mins EOD at 5pm and it’s for 30mins. I haven’t experienced layoffs before.

Any advice to what I should expect going into this would be helpful. What does a typical layoff calendar invite title look like?

One of my teammates has a skip-level meeting for later today. I thought people were being notified by their direct managers, is this wrong? Could his meeting be something else?

When it comes to layoffs there is no finish line. Just Do It? Apparently that only applies to cutting headcount. Always chasing the shiny objects while the basics get benched. Somehow MD still has a job, and HR is running around like it’s a team-building offsite. Help us.

Why no reminders from hr?

Team, it has come to our attention that the layoff channel was accidentally set to public visibility. 🫠🫠🫠

Please note this was an unplanned transparency initiative designed to foster radical visibility and cross-functional awareness. 🧩👊🥰💃

Remember: layoffs aren’t layoffs, they’re “career path recalibrations”. 🌱

With empathy,
— Oracle HR