#hr

Is it possible to quit and collect unemployment benefits in NYS?

Not layoff related but question if someone who works at USAA currently
Has been arrested and then released is that grounds for termination ? Should it be reported to USAA (

U.S. Bank discriminates against their older employees making the persons life miserable forcing them to retire or quit. They zero in on them and harass them relentlessly until they break that person. The bank has no loyalty or respect for their employees with 25 years or more of service in reality they would rather bring in a herd of contractors to replace all their long term employees especially the aged employees.

A statistical overrepresentation of one hired or promoted group IS enough grounds to file a title VII case for discrimination and force HR groups into revealing internal communications and policies regarding hiring and promoting practices.

We all know this occurs industry wide, and across most industries… Might be worth filing these cases when we have a DOJ that is anti DEI?

If you are store level asset protection or Human Resources expect cuts early 2026. Rumors circulating that both those positions will be eliminated from bronze doors and under. Golden doors will more than likely still have those positions. More than likely asset protection will be the first to go, followed by H.R. leads.

Will they be using their tracking of which Cigna people gave low scores to determine layoff candidates? I assumed so that is why I lied on mine. Who else lied on their survey?

Could anyone tell me if country-to-country movements or applications for positions in other countries are currently blocked?

Has anyone visiting this page been impacted by the pooling process discussed a few weeks ago?

We all know leadership’s goal is to cut us down to bare bones. Why waste time and energy on PIPs, ffs? Just to save a couple of bucks in a sea of layoffs?

I'm in minneapolis and the pay range recently changed. An example for a P3 in risk is the minimum used to be $84K, but now has increased to $96K. If a person is below the minimum, will HR increase the their wage to match, or will WF sc--w that person over?

Ok so I'm in severance after thankfully being offered the vrp. I just received a notice from fidelity that the took an overpayment from my hsa in the amount of 37.11. Call if you did not authorize this. Some to both fidelity and pay and benefits. Nobody can give me a straight answer. 2 tickets have been opened. That can't confirm an overpayment, don't know how much it is but feel they won't take any more money. Also stated it was an error that effected 24k employees. Ok, all of my hsa is pre tax $. My pre tax dollars. I have consistently had the same amount which I specified for 2025. First this is a violation of nys labor law. Gotta go call the department of labor now and file a formal complaint.

In my professional opinion, AI is the best cust. Svc tool since sliced bread. The point of access to it wasn't well thought out. It's on a tool that can bring a rep a zero call for touching it during a call when it's needed. Maybe that's the intention to bait good workers into a zero call. Then QA can tag it as Egregious and that good worker gets written up by HR. There's even a man that took the attrition highway and quit due to getting an Egregious score for looking at their timesheet waiting for customer information to load. They quit because they thought the alternative of being written up by HR for looking at a work document while waiting for a slow loading system is totally absurd. Seems like the company wants attrition, and wants people to be fired when written up by HR. That saves the company from having to pay severance. As the man said who quit, the writing is on the wall. Keep your pizza and just treat people right until you displace them. There's your employee survey. Anonymous.

Working at Truist often feels less like being part of a team and more like being dropped straight into the Hunger Games. Colleagues are positioned as competitors rather than collaborators, and every day becomes a test of endurance where management and peers alike seem focused on outmaneuvering, undercutting, or suffocating your progress. The company’s glossy slogans about “Purpose” and “Care” ring hollow—just polished propaganda masking a reality where employees quickly learn those words are for external image, not internal practice.

Human Resources, rather than acting as a neutral protector of fairness, feels more like another arm of the Capitol—perfectly aligned with leadership, but not with the people actually fighting in the arena. Meanwhile, Truist quietly disengages from its most loyal workers, even as Bill Rogers and the executives enrich themselves exorbitantly. With each new round of lavish bonuses and raises at the top, it becomes clearer: the sacrifices of employees are little more than the currency funding Bill Rogers and the executives. In this version of the Games, survival means accepting that the system isn’t broken—it was designed this way.

So from Cameron Bready's exhausting epilogue, the word counter on "change" was absurd. "Change" aka in HR word speak is re-orgs and layoffs.

Hey all, I was among the 21 last week. I am so sad. HR told us we were going to be supported during our 60 day job hunt but they were no where to be found. I'm certain none of us had a chance to find a new role at Target. My team is talented, respected, and qualified for a lot of the open roles yet none of us could land anything. We HUSTLED in the 60 days. I personally applied to 16 different internal roles my skills would have made sense for and I got one interview which was amazing but I got rejected. Same story with 4 others on my team. I am convinced we never had a chance and it pi---s me off they led us on. Stupid i know but I didn't apply externally at all because I wanted to stay so badly. Lesson learned. 18 years with the company and no thank yous or I'm sorry from leadership. It stings but now I know how it is. I was so naive having grown up there.

Does anyone know if past service years that had a break of more than 5 years count in the ISP severance pay?

is there any negotiating with HR with a better severance with company standard. This would be probably related to older workers since finding another position will be difficult if not impossible

How do you all feel? With the move to epic it seems like you all are in a state of limbo and waiting for some direction.

Sr. Manager here. I read this board every so often but, please don't get complacent and feel like you are safe right now. Unfortunately, it's not quite done. Last week was the majority but there is another round this coming Monday. I have 5 meetings with HR and my directs that I don't want to be in next week. Good luck .

Another 7 or 8 people from marketing let go this week.

Leadership here is a mess. They talk like they know the work but they really don’t. Cliques run everything and block anyone who’s not in the circle. Some leaders lie straight to your face and HR backs them while they push people out. Employees are treated like tools, not people, and anyone who doesn’t fit in gets picked at until they give up. No wonder so many are quitting.

Cisco needs someone who can better manage layoff crisis other than Francine always trying to be a barbie doll all the time

The use AI to determine if you are valuable….BS!! Management wants no blood on their hands. Cop has been a layoff company for a long time, bad reputation has followed them. But hey, it’s the oil business, that’s the risk you take. History shows that it’s an up and down business. You can either su-k it up and take the risks or you can go make teddy bears for living. If you decide to stay and not take the EOI and you get lucky and they don’t pull your lottery ball and can you, just know this won’t be the last layoff you see. It’s the nature of the business and SOP for CoP! Good luck to all. Signed, retired CoP!

If anyone missed they are reducing the 401k / cash balance plan by 2 percent. SLT values young employees over tenured ones saying over 10 year employees receive too much vacation. KC you are the mini me of DR.

FYI that leaders now have access to see everyone under them who was eligible for ERP and the status of each eligible person (enrolled, waived, no response). Obviously, this sets up associates age 50 and over for potential bias and age discrimination in the future. There is no good reason to share the names of associates who didn't take the ERP. Terrible HR practices.

Washington State has adopted a "mini-WARN Act," joining other states with laws that require advance notice for certain layoffs. The piece falls under Employment Law & Compliance and is aimed at HR professionals needing to stay informed about evolving state-level labor regulations. It highlights the growing trend of state-level protections for workers, similar to the federal WARN Act, and indicates that employers in Washington will now have to meet specific notice requirements before conducting large-scale layoffs.

I heard several HR peeps got laid off just last week.
Then I see that Jackie Richardson, HR Executive is hiring several Talent Advisors.
My question is to Jackie and/or her team please.
Are the job postings just for show, because protocol require you to post ? In other words, are these job postings reserved for the peeps who just got laid off and having to re-apply for their old jobs back as a different job title?
Is posting for these jobs a waste of everyone's time?

I was subjected to an aggressive outburst from a senior manager who yelled repeated threats about my job security and dismissed my work entirely despite having completed all assigned tasks on time. Her words were not feedback. They were intimidating:
“You seriously think about what I said to you tonight and tomorrow let me know what you want to do. You will not survive in this job, or I will not keep you until May 2026.”
This kind of behavior is not leadership. It’s psychological abuse. And it’s unacceptable.
Note: I have an audio recording of her yelling with filthy disrespectful words.

I’m raising this not just to advocate for myself, but to open a broader conversation:
• How do we hold senior leaders accountable for emotional harm in the workplace?
• How can we protect psychological safety while maintaining high standards?

I am seeking your expert advice on this situation.
• Should I report this to my director?
• Should I report this to HR/ Colleague Relations?
• Will I get into trouble if I make a formal complaint to HR/Colleague Relations?

If you’ve experienced or witnessed similar treatment, I invite you to share your thoughts. Let’s stand together for workplaces that value both performance and humanity.

#WorkplaceEthics #Leadership #PsychologicalSafety #RespectAtWork #HR #Accountability

Going into next week it’s clear that the majority of layoffs will be happening 7th to 11th of July except for EMEA because of labour laws. My big question is how HR is going to manage this logistically? We are talking, at least, a few hundred people but most likely up to the thousands. How do they inform those impacted? If in calls, is it even possible to execute within one week? I’m equally afraid as I am intrigued with the coming week upon us

HR is a crazy concept. take all the theatre kids and make them the extrajudicial na-i / hall monitor priestly class of every organization. how did they gain so much power?

#hr

Psychology Today has translated our "catch phrases" into plain English.

75 Corporate Buzzwords and Phrases That Drive Us Crazy

A "buzzwords warning" for bosses who value sincerity and trust.
Posted March 23, 2016 | Reviewed by Ekua Hagan

Not all employees will have this take on corporate babblespeak, but user beware! Those who’ve been overworked or unappreciated can develop an untrusting ear. Here are some of their interpretations.

Babble speak Buzz Phrases with Double Meaning

1. At the end of the day… – I don’t care about the rest of this discussion other than what’s coming after this sentence.

2. Emily will take the lead on this – Emily’s in charge, not you … but nice try.

3. Make it disruptive – It better be BIG, and make us money, fast.

4. Chuck will be having a 360 review – Chuck will be having a bad day. Everyone who’s ever spoken with Chuck will now happily vent.

5. We need a Best Practices program – Your work is “under par.” Immediately start copying what bigger players do and produce reams of “Best Practices” manuals. Tic tock!

6. As we speak – Your boss knows something that’s going on real-time, but no one told you about it and you really wish they had.

7. Ecosystem – A fancy word that means “works together” – but if you use it, it’ll seem like you’re part of the technorati or work for a Unicorn (oh, no, another!). Also, it is highly irritating.

8. Start building consensus – Someone around you is not happy that you didn’t include them in your idea, which, unfortunately, is going nowhere. But this is a gentle way of saying, “Hey, ask around – and good luck with that!”

9. We’re working in silos here – You're working in a silo here; play nicely with others, because they’re not happy that your silo is ki-ling it (oh, did it again!)

10. They’re early adopters – Someone beat your department or company to the punch. Do NOT speak highly of the early adopter around a Terrible Office Tyrant (TOT) boss, unless you already have a job offer.

11. We're sticking to our core competency – We poked around and have proven ourselves incompetent in other areas.

12. Give you a heads up – Your colleague is going to give you a warning of something big and nasty.

13. You’ll be able to focus on a critical area for us – You’ve being demoted, but in the most flattering manner possible!

14. Take that off-line – Please shut up; you’ve embarrassed me, in public, and will pay later, in private.

15. There’s low-hanging fruit – Someone is getting lax and not paying attention to obvious opportunities … Ahem!

16. We must move the needle – Keep your ears peeled for bad revenues and expect to be needled.

17. They were first-to-market – Which your company wasn’t; and your boss can’t change. By the way, get to work!

18. Customer-centric – A popular term because it makes people sound smart and caring. Plus, there’s alliteration in there.

19. Our lines were crossed – You didn’t listen and I’m right.

Babble speak Terms with Double Meaning

1. The enterprise – Coined long ago by geeks, this term makes your colleagues feel “tech-savvy,” and a little like Captain Kirk.

2. Sweet spot – A special target market of the company, for which you’re now expected to live for.

3. Multi-tasking – Produce more work and faster!

4. Matrix structure – You work for multiple bosses, but will act as if each one is your only boss – and please everyone at the same time. “Easily” doable.

5. One-off – A rare, one-time event, like a “Good job!” scribble from your manager.

6. Revisit – A politically correct way of saying. “Wonderful … let’s put this off … like forever! Next subject?”

7. Next generation – A way to sound hip about the future of your industry and appear that you're on the cutting edge, even though you could fall off.

8. Mission critical – Focus on this now, because everything else that was said moments ago is now completely meaningless.

9. Results-driven – Senior management wants you to work harder.

10. Thought leader – What you should consider calling your boss if you’re preparing to ask for a raise.

11. Push-back – The instant gratification that former employees got by saying “no” to a boss.

12. Take-away – What you learned from your unforgettable mistake, so you will never mess up again.

13. We - You

14. Ping – A way your colleague can feel cool, instead of the nearly extinct term, “contact.”

15. Insourcing – You have a better than 50 percent chance for a promotion.

16. Co-sourcing – You have a 50/50 chance for a future promotion.

17. Outsourcing – Start looking for a job.

18. Negative growth – Oxymoron meaning “losing money,” but which sounds so much better in annual reports and presentations, because it does have the word “growth” in it.

19. Bandwidth – What your boss thinks you have enough of to complete a new project and they don’t.

20. Leverage synergies – Downsizing on its way after a planned merger. Update your resume.

21. Risk averse – A term that means you’re too chicken, occasionally used by managers who are the only ones allowed to be chicken.

22. Strategic fit – Your firm was failing at something, and the hope is that the new corporate partner will save the company from collapse.

23. Paradigm shift – Your firm may be closing a division.

24. Core competency – Your firm may be closing several divisions.

25. We need to be lean and mean – Do NOT ask for vacation time!

26. Downsizing – Firing people.

27. Rightsizing – Firing people with a strategic ring to it.

28. Plate’s full – Someone else’s work is coming your way. Deep breathing.

These are double-meaning Babble Speak phrases without any coolness to them

1. First, let me say, you do a great job … – Your boss is about to chastise you. Brace yourself!

2. Jack thinks you need to … – I think you need to ...

3. My nephew’s looking for a job, can you help him? – Please hire him because if I do, it will look really bad.

4. If you really think it’s a good idea… – Red alert! Do not fall for this classic preemptive blame strategy.

5. You did such a good job at xyz, that I … – You'll soon be working double hours.

6. Here are some resumes, just for your files – Just a friendly reminder that you’re not indispensable. This generally occurs around bonus time.

7. You’re real good with people, so … – This is the last exchange on the planet your manager wants to have with the colleague from he-l. You’re on.

8. Business is really slow this year – You’re not getting a raise.

9. Who’s budget is this coming out of? – Your proposal is dead on arrival.

10. Be patient – A way for colleagues to put you off until you believe you are an impatient person.

11. We’ll discuss it after the New Year – Your TOT didn’t read it, won’t read it, and has trouble reading in general. He’s hoping that by January 1, you’ll forget about your report. “After the New Year” means “when the world caves in,” but sounds way more upbeat and definitive. Plus, after the New Year, we all know we're onto new things.

12. I think my idea solves the problem – You’re not losing it; it was your idea, but from now on, it’s your boss’s idea.

13. Keep up the good work – Nice job, but I’ll be watching to see if you become a slacker again.

14. I saw your e-mail to John – So now you’re omitting me from distribution? I am on to you…

15. I thought you were handling this – The boss messed up, and you completely forgot about your e-mail trail. Consider online CYA certification.

16. Employee of the Year – Someone who knows how to flatter your senior managers and offend the least amount of them.

17. Your subordinate doesn’t like you – Your manager has displaced anger and wants you to stop feeling so darn good about yourself. Also, avoid saying, “I guess me and Sam have more in common that I thought!”

18. Hope you’re well-rested from your vacation! – You will regret all the fun and frolicking you had while I slaved here without you. Be prepared for a “To Do” email that temporarily crashes the corporate server.

19. Just be happy you have a job here – Visit your job bookmarks at once. Click tock!

20. We’re taking you off this project for more important projects – Do stay open to more projects ... like job searching.

21. How can I make this job more interesting for you? – Low unemployment performance review comment, with one- to two-year shelf life.

22. Your performance is slipping – High unemployment performance review comment, with less than one-year shelf life.

23. Will you be in all week? - Bo-m economy question to make conversation.

24. What are you doing Saturday morning? – Bad economy question, never meant to make conversation.

25. My door is always open – What your new boss says the day you’re “onboarded” (oops!).

26. Send me an email on that – What your new boss says starting 30 days after onboarding (translation: my door is actually closed).

27. Open spaces will encourage interactivity – Now we’ll be saving a boatload of money, and the executive suite can be completely remodeled.

28. I’ll run it up the flagpole – I will brown-nose appropriately, see where it goes and if I get approval, I’ll let you know “my idea” was accepted.

So next time you catch yourself using one of these cringe-worthy phrases or terms, just say “No!” Be original and watch how sincerity and originality breeds trust. If you’re the recipient of Babble speak, ask for clarification; that will force others to be specific.

As Oscar Wilde once said, “Be yourself; everybody else is taken.”

Reposted from @2may+1tnRc7QY.

I guess we just didn’t read between the lines in this January 2023 article about all the jobs headed down to Heredia CR. HR, Product, Analytics, Neustar, etc. I think Experian and Equifax are also in Heredia. Sounds like quite a CRA bash down there after these bureaus are done with us.

https://www.cinde.org/en/essential-news/transunion-establishes-costa-rica-global-capability-center-creating-100s-of-jobs-across-technology-disciplines

All Tier 2 HR employees with the exception of Benefits are being let go and the work is moving to Costa Rica...go figure just look at the exchange rate. Rumor has it Tier 3 will be next. What a joke. Marvin will ruin this company just like he did with JC Penny.

Not just our engineering team bro. It’s an Over staffed US finance and accounting department with many directors and VPs draining companies resources. Many inexperienced people with so called fake ‘director’ experience and title have no credibility but have managed to bluff their way through the interview process. There is no pyramid structure. Is anyone highlighting this to CFO and HR? Why not give opportunities to our internal finance talent from the India team that has shown loyalty to the company for many years? Why this obsessing over external talent even when they don’t bring any relevant experience? Why not keep the costly US overhead cost structure low?