#hr

did anyone meet with HR for the talent redeployment to discuss career goals and apply for internal opportunities? What was your experience?

I used to think HR was there to help employees and actually went to them with a complaint. Big mistake. Their only goal is to protect the company from us. They don't care about what happened, just how they can sweep it under the rug. Don't make the same mistake I did of trusting them.

I notice like 70% of the state side people on my team are having to spend multi day writing what they do and what they accomplished after getting a yr end IM rating. The odd thing is often the mgr doesnt even tell you the requirements for the month till week 3. The quality of the mgmt here now is horrible. They dont even pay people who've been around well, its like 1% or less cola and inflation is like 8-10%. The mgmt is straight up rude and completely ungrateful and unhelpful on just about every front.

A former Bank of New York Mellon associate alleges the bank fired him while his disability accommodation request was still pending in its system.

Gibbs Kanyongo Jr. sued BNY on May 12, 2026, in the U.S. District Court for the Western District of Pennsylvania. The complaint brings claims under the Americans with Disabilities Act and the Pennsylvania Human Relations Act for failure to accommodate, disability discrimination, and retaliation.

The story, as the filing tells it, begins on Aug. 4, 2025. Kanyongo - a Client Processing Associate in BNY's Loan Administration department in Pittsburgh - says he broke a bone in his foot and suffered ligament damage in his ankle playing basketball. Two days later, according to the complaint, a UPMC podiatrist diagnosed a severe ankle sprain and signed documentation stating Kanyongo was limited in his ability to walk and needed to work from home for six to eight weeks. He says he called BNY's HR department on Aug. 7 and asked how to submit it. The complaint says HR pointed him to the online portal and to BNY's "Medical Certification: Reasonable Accommodation" form.

What followed, the complaint alleges, was more than two months of back and forth.

Kanyongo says he submitted the certification on Aug. 26. According to the filing, BNY responded on Sept. 5 to say the doctor had filled out parts of the form incorrectly. Kanyongo says he got it redone. On Sept. 24, 2025, he says he emailed the corrected certification - signed by his treating provider - to peopleadvisorsamericas@bny.com, an inbox the complaint says HR had told him to use during a mandatory two-week security leave.

Twenty-three days later, on Oct. 17, 2025, the complaint says his manager called and told him he was being terminated for failing BNY's "Working Together" in-office requirement on two occasions. The filing alleges his accommodation request remained pending in BNY's process when that call was made.

The complaint raises three issues that sit squarely in HR territory.

The first concerns the interactive process. The filing alleges that during the 23 days between Kanyongo's Sept. 24 submission and his Oct. 17 termination, BNY did not contact him to say his documentation had not been received or processed, or that he remained at risk of termination. His AT&T telephone records, according to the filing, show a 37-minute call to BNY's People Team line on Oct. 14, three days before he was terminated.

The second concerns BNY's automated attendance system. Under the "Working Together" policy as described in the complaint, employees must work a minimum of three days per week in the office, and two violations within a 12-month period can trigger termination. The complaint says Kanyongo received a first violation notice in May 2025 for the period from March 23, 2025 to April 19, 2025 - before his injury. The filing alleges that on Oct. 17, 2025, he discovered an automated notification flagging him for a further violation covering Sept. 6 through Oct. 4, 2025, and that the automated system had also not credited his accommodation for an earlier flagged period ending Aug. 8, 2025 - the period the complaint says an HR representative had told him his completed accommodation would retroactively excuse.

The third concerns what the complaint frames as an inconsistency between BNY's position statement to the EEOC and BNY's own internal records. The complaint says BNY's position statement asserted that Kanyongo's manager, Sally Baker, "never told [Mr. Kanyongo] he was not allowed to enter in-office exceptions" and in fact "encouraged him to do so." The filing then cites BNY's own People Solutions portal entries from Sept. 19, 2025, which Kanyongo says recorded his report that his manager had advised him "he cannot keep using in-office exceptions & he can only use three in-office exceptions for the time being," and that "his manager is not approving of in-office exceptions."

According to the complaint, an HR representative had told Kanyongo earlier in the process that once his completed forms were received and approved, the accommodation would retroactively cover and excuse the flagged days. The filing alleges that step never took place.

Kanyongo also says he wrote a message in BNY's portal on Sept. 5, 2025, describing himself as "unable to walk or travel," having "been trying to get this request submitted and approved for over a month," and having "called every week talking to someone asking for an update." According to the complaint, he arranged to be picked up and transported on his broken foot to get the forms completed, and asked BNY's People Advisor Team to call his physician directly. The filing says BNY declined, citing HIPAA.

Kanyongo is seeking back pay, front pay, compensatory damages, punitive damages, and attorneys' fees. He has demanded a jury trial. The complaint says he was unemployed for approximately six months after the termination, and that his new job pays roughly $5.00 per hour less than his BNY salary.

The allegations have not been tested in court. BNY has not yet filed a response to the complaint, and no court has ruled on the merits of any of Kanyongo's claims.

Since it is alredy later after, I guess anyone impacted in India already get notified? Thanks!

We have decided to bring HR, Legal, Compliance and Corporate Affairs together under Keeley Aleman in an expanded role as Waters General Counsel and Head of Global Human Resources.

We are grateful for Cheryl Kennedy’s leadership and contributions over the past year, as she helped support our people and advance our HR strategy during an important period for the company. Cheryl has left Waters and we wish her the very best.

Who in their right mind would “bring HR, Legal, Compliance and Corporate Affairs together?”

Many groups throughout the company being impacted this week. Potentially linked to the HR leveling project. Anybody have more news? Good luck all!

My LL3 accidentally mentioned this site when they were complaining about people complaining on social media. The executives all read these posts and I think it is them and HR that make all the inane posts to bury things they would rather you aren’t reading.

Was it: • HR? • A task force? • Darren Woods?
• A committee of frustrated supervisors who suddenly realized their 52–55-year-olds had stopped trembling in fear? I’m only asking because when the karmic boomerang eventually returns to sender, I’d like to make sure proper credit is assigned to the correct individual or department. Thanks in advance for helping identify the architect of this masterpiece.

Accountability matters.

Went in office for only a couple hours connecting with the IP address and HR counts as a compliance on Workday.

It is an open secret that many employees across major hubs—including Hopkins—are navigating the RTO mandate by doing the bare minimum, coming in person for few hours/two days a week, leaving laptops on Monday locked with Kensington T-Bar laptop Lock ($15) at or under a desks overnight to simulate presence, and take them off on Thursday or Friday. They all got 100% RTO compliance for last 4-5 months given RTO enforcement uses IP address tracking which is also our OFFICIAL "Talent" and "Performance" Metric for year 2026 (no other company or bank has this metric).

It’s an open secret that most employees hit 60-100% compliance while they were actually working from home, just by using U.S.bank Teams (attend meetings from home) and Outlook (compose reply emails) all from mobile phones at home or elsewhere (Hawaii vacation). I myself tried last month at Knoxville and yes it worked, but made sure to just get 60% RTO compliance so I do not get caught, but surprised to see many doing it without any fear.

Question: Why did Gunjan approved this ineffective 60% RTO compliance by our D-MB SEVP-HR with IP tracking as performance metric? What were she thinking? Is Gunja equally D-MB - like the CXO suite mocks her?

If anyone from management or HR is reading this, please don’t change our current WPE policy. BAC does not give compensation increases to majority of the workforce. Flexibility is the one thing keeping us going. If you want people to quit, it will be the wrong people. Seriously an employer who wants to continue to have a flexible 3 days in office schedule.

Get ready for another scalping. HRBPs and L&T are going down by 50% in November.

Go to sparq and go under career and learning on the right hand side.
Select “request feedback from colleagues.”
You can see who is on leave of absence paid and unpaid and everything. Wow. Good going that HR in India sharing all the personal details of people smh.

Can anyone explain why employees are still being required to complete their PDS even though they’re already being laid off in 2026? HR is saying it’s mandatory if an employee doesn’t yet have an official termination date. Honestly, what’s the point of going through this process when performance results won’t matter anymore—unless IOL just wants to rank these employees at the bottom to boost the ratings of those who are staying.

I don’t get the logic, everyone I know that was impacted is a top star employee.

Why the actual eff did HR get rid of everyone they did but not touch the hairdressers that came over during the pandemic, without a high school degree?!

Why did they let managers stay that have openly criticized their teams for so many people having college degrees, when they don’t?! HR believes people that are insecure about not having an education are a better fit for management?! No! The ones that have that bad of imposter syndrome should have been right sized.

I hate this layoff so much because the logic is zero.

Is there a difference if the meeting is scheduled with HR alone versus HR + a MGR (like if it means laid off versus moving to different org)?

I'm salary and normally my check clears in my bank by today but now it's magically not there after ODW went live for HR tools. Where the fu-k is my money?

Anyone heard any planned changes to HR or Communications with new CHRO?

I’m going to be watching the managers like crazy today. It will be really obvious if they have an HR coaching on how to fire people.

Anyone know how long the HR meeting is?My manager doesn’t really have meetings today

What’s the latest on the HR internal investigation?

The company took an incredible turn in 2015 when they hired the most inept HR people period...

B as a lead on investigations was a sham an tons of hairbrained outcomes.

Cost of living is skyrocketing, why can’t HR see this?

I checked my managers calendar and it’s wide open tomorrow. Does that mean my whole team is safe? How long is the HR meeting so we can see if we’re possibly impacted?

Received an invite along with 4 other people to attend a meeting set up by HR in regards to VOE. Could this be a lay off?

I was discussing with a few colleagues the potential impact of moving to 100% offshore HR support, similar to the model offered by a Capstone-type company.

This would mean completely eliminating the in-house HR department, with every employee instead getting a mobile app on their phone to connect directly with dedicated HR support agents

A number of HR companies are turning toward AI that applies sentiment analysis to employee surveys.

https://www.theatlantic.com/culture/2026/05/worker-surveillance-emotion-ai/687029/?gift=xFHwB96eiHLjRHiwv84DJGI4m7kA5QUxMmyoB3T8OlU

Will any one from top leadership look at the earlier comments about managers and directors. If things are not taken care it will damage more internally, things are not improving. We don't have a HR where we can complaint and help ourselves.

There are lot things which are being spoiled in the background. Some one has to come either from India leadership or US and resolve the cause

Cognizant sued by Department of Justice.
https://x.com/InsiderWire/status/2051020690896093244

You can tell HR that you don't want to be transferred to cognizant.

How many folks around you leave early? We are doing some surveillance and any response would help. Thank you in advance!

So we are about one month in and the new and definitely worst D&S model has not been successful. Just meeting after meeting where nobody understand what the he-l is happening. HR will never admit this su-ks but go on about how this is Industry Standard; no no it’s not. It’s absolutely su-ks

As a whole, HR Advisory Services for Elavon / MPS is a wolf in sheep’s clothing. They are literally salivating to fire individuals. Spreadsheet management hacks at best. Placing any trust in this team of veiled “consultants” would be a bad move. Stay far away, the clock is ticking and they’re out for blood.

Okta is at its dirty tricks again. They’re manufacturing reasons to fire employees who aren’t near an office so they can replace them with hybrid, cheaper employees. Chicken sh*t managers and Betsy Wetsy and the rest of HR are complicit. What dumpster fire of a company!

I went through the ADA accommodation process for 100% remote work, submitted medical documentation, and received written approval. After that approval, I was verbally told by business leadership that I still need to report onsite 3 days per week.

I’m now seeking written clarification from HR/Employee Relations because I’m continuing to follow the written accommodation approval unless formally told otherwise.

Just posting so others know to document everything, keep copies of approvals, and ask for any changes in writing.

Game is gutted once more. 15 minute meeting with your leader and a script read by HR could have been done in bulk. But no. We want to drag this out.

Do you get notified a day before or does an HR meeting pop up on your calendar in the morning?

Regarding upcoming layoffs, please do not cut Service Fund workers but instead start with their “leaders.”

That is, start with laying off the Directors, Associate Directors, and Managers within Service Fund.

Not all, but the majority of them lost their effectiveness after the first six to seven years in those roles. Now, they are just faking it by fancy updates in form of verbal presentations, emails, and powerpoint slides. But beyond that, they are not really producing (i.e., adding or saving) the company any money. Not nearly to the same level as their employees.

Find out which Service Fund Directors, Associate Directors, and Managers are real genuine producers, keep them and get rid the non-producing leaders. Then consolidate so that more employees fall under a single leader, instead of the waste going on in Service Fund right now where only five or six employees report to one leader. It should instead be more like ten to fifteen employees.

Think of the savings to the company right there.

Human Resources: Do a little digging and research on just Service Fund and I don’t think it will be difficult to find out the abundant waste taking place in middle management in that department alone. Then, I would imagine when you move on to other departments, you will begin to see a trend.

What is the last date HR provide? Last working day or last day of employment (post garden leave). If someone couldn't convey that their layoff news while interview process (because of the lengthy process,also sometimes it started long ago before layoff, also was not asked initially) will the new hire get to know about the layoff (assumingit would have negative impact and would be seen as hiding)?

BD Mebane has a very bad track record of hiring friends of HR and upper management along with management that can’t make decisions and push the blame on lower employees

Got my meeting invite this morning around 7:30 for 11am. Meeting is 20 min and has a Sr Dir in my org. HR is not cc'd so assuming BCC'd

Good luck to everyone this week and hope you all get the outcomes you want - I know some are hoping to get severance.

The next employee survey (EXI) opens up on Wednesday... just before the axe swings on Thursday, apparently. Don't let the fact get in the way that leadership doesn't really care and hasn't responded to consecutive surveys pointing to the real causes of plummeting morale... Expect more of the same sh-t... "happy talk" about employee wellness. Happy "action teams" that don't really do anything... less funding, fewer resources, more process, less agency and higher expectations...

Trying to figure out if the HR chick who timed this survey is just trolling or what.