#hr

Come on, it’ll be funny:

General Steps to Form a Union in the U.S.

1. Build Internal Support

Identify Allies: Find coworkers who share concerns about wages, benefits, or working conditions.
Form an Organizing Committee: Create a small group of trusted employees to lead the effort.
Maintain Confidentiality: Be aware that while discussing unionization is generally protected, companies may have strict policies about solicitation during work hours or in work areas.

1. Contact a National Union

Reach out to an established national union (e.g., United Steelworkers, Oil, Chemical and Atomic Workers International Union) that has experience organizing in the energy sector. They provide resources, legal guidance, and campaign strategies.

1. Sign Authorization Cards

Employees sign cards indicating they want the union to represent them.
To petition for an election, typically 30% of the bargaining unit must sign, but unions usually aim for 60-70% to ensure a win.

1. File for an Election (NLRB)

The union files a petition (RC petition) with the National Labor Relations Board (NLRB).
The NLRB determines the appropriate "bargaining unit" (which employees are eligible to vote).
A hearing may be held if the employer disputes the scope of the unit.

1. Campaign Period

Once the election date is set (usually 3-6 weeks later), both the union and the employer campaign.
Employers are legally allowed to express their views against the union, provided they do not threaten, coerce, or promise benefits to influence votes.
Unions campaign on the benefits of collective bargaining.

1. The Election

Secret ballot election is held, often supervised by the NLRB.
If 50% + 1 of the voting employees vote "Yes," the union is certified.

1. Collective Bargaining

Once certified, the employer is legally required to bargain in good faith with the union representatives to reach a contract.
Important Context for Texas and Energy Sector
"Right-to-Work" Laws: Texas is a right-to-work state. This means employees cannot be forced to join a union or pay union dues as a condition of employment, even if the union wins the election. This can impact union funding and membership density but does not prevent the formation of a union.
At-Will Employment: Texas is an at-will employment state. While the NLRA protects employees from being fired specifically for organizing, proving that a termination was due to union activity (rather than performance or restructuring) can be legally complex and requires strong evidence.
Legal Counsel: Because of the complexities involved in the energy sector and potential legal challenges, consulting with labor attorneys is a standard recommendation for anyone considering this path.

I’ve heard that managers don't have input in layoff decisions. Does anyone know who actually decides who gets cut? Is it a Director, VP or is it HR, Finance, or someone else? If manager input isn’t used, what specific criteria do they rely on? Please share if you have firsthand experience.

If someone gets terminated based on performance and marked by manger as ineligible for rehire, even after opening dispute with HR if decision is not changed, can they come back as contracting resource? Any advice on how to prove the rating was just part of larger cr-p to avoid paying severance. Any help please?

Human resources (HR) and management may use several tactics to encourage an employee to leave voluntarily, a practice often referred to as "quiet firing" or "managing out." These tactics aim to avoid the legal risks and costs associated with direct termination, such as paying severance or facing wrongful termination lawsuits.
Performance-Based Tactics

Performance Improvement Plans (PIPs): While officially for development, PIPs can be used to set unattainable goals and document "failure" to justify a future firing or pressure a resignation.
Hypercriticism: Managers may meet with an employee constantly to discuss minor shortcomings or micromanage every detail of their work to induce stress.
Unrealistic Workloads: Assigning impossible targets or overloading an individual with work beyond their capacity to set them up for failure. 

Social and Professional Isolation

Exclusion: Removing an employee from important projects, skipping them for meetings, or withholding information essential to their job.
Marginalization: Relocating an employee’s workspace to an undesirable area away from colleagues or assigning "dirty work" that does not match their seniority.
Removing Authority: Taking away a manager's direct reports or requiring multiple levels of approval for petty tasks to make the role feel redundant. 

Environmental and Financial Pressure

Schedule Changes: Adjusting shifts to hours they know will be difficult (e.g., graveyard shifts or clashing with childcare) or mandating a return to the office when flexible work was previously allowed.
Pay and Perks Reductions: Lowering pay (if legal), reducing bonuses, or docking PTO for minor medical appointments.
Ignoring Bullying: Intentionally failing to intervene in office bullying or toxic behavior directed at the ta

I suggest we all submit reports to the Ethics Line on the Head of HR for clearly unethical and immoral rollout of the new RTO dashboard. I say it's unethical as they are now claiming it to be retroactive when not even 24 hours earlier, it was showing myself and many others as 100% compliant.

After today’s HR email eliminating NRE status (which I just achieved this year), and being a CL 29, where each PA continues to be the Hunger Games, I feel I need to have the name of a good lawyer in my back pocket… just in case….

1) Who can recommend a strong employment law firm?
2) Does anyone know of successful employment law cases against EM (specifics beyond hearsay)?

I come into an empty office 10-12 days a month. Why are my days missing? How is this goal bring tracked? Are we going to start tracking all of the “extra hours” I put in at home after being on calls all day.

The wait time for HR is 70 minutes. I am not giving up on this. Someone should have validated this data before publishing.

Crocs is laying off MORE people in April of 2026, seemingly across the HR, Digital, Retail, Finance, IT, and Digital organizations, ahead of an outsourcing to Infosys.

I wish they would land on a criteria and stick to for more than a year or two. Must be trying to get rid of some NRE folks. More headcount reductions to come...

I was laid off last month, in my project it's alone me but I know few people on the floor who were laid off before/after me..few things are very common among us, we got 4 last year,all of us raised a case with HR and as we did not hear from HR ,we raised it with Ethics too..anyone else? I know no point but would like to know if that was the pattern ..as I know 2 more people who got 4 and still no laid off

Are these normally delivered with a formal letter from hr with a stated action by date, or just a written action plan from your manger?

Is there even such a thing? I might be leaving soon, and I had a whole list of things I wanted to say, but then I through why bother if nobody who can do something about it will care.

Looking for advice or perspective from others at Intel.

There’s a manager in my organization who consistently treats engineers in a way that feels demeaning and, at times, abusive. The pattern includes setting unrealistic expectations, giving inconsistent or misleading feedback, and in some cases making claims about performance that don’t align with actual work or documented results.

What’s more concerning is that this doesn’t seem to be an isolated experience—multiple engineers over time have had similar issues, and some feel their careers have been negatively impacted as a result. There’s also a perception that feedback about this manager isn’t effectively reflected in any meaningful performance review or accountability process.

I’m trying to understand:

How common is it for situations like this to go unaddressed at Intel?
Are internal systems (HR, ethics hotlines, etc.) actually effective in handling this kind of concern?
What’s the safest and most constructive way to raise something like this without risking retaliation?

I’m not looking to attack anyone personally—just trying to figure out how situations like this are best handled and whether others have seen similar patterns or successfully navigated them.

Appreciate any insights.

Ever since Darcie Henry, AT&T's HR leader, joined HR there has not been one male announced in a senior role. This makes me wonder, does she hate men?

very taxing on managers and will eventually be a large lawsuit. my guess there are people high up in HR that are pi---d off and speaking up.

When will ESG take care of the redundant managers?

There are still many redundant managers in ESG.
Below is the HR guide to weed out them:

1. Managers reporting into other managers at the same level.
2. Managers with less than half their direct reports in the same location.
3. Managers with fewer than 8 direct reports.
4. Managers who are remote employees themselves.

The GM of ESG should really take a hard look at the managers under the directors, since directors will always try to protect the ones they’re tight with. And keep an eye on recent org changes, because reporting lines can get shuffled around just to help certain managers dodge these criteria.

just WOW! I hope she will fire current HR VPs as most are useless veterans with zero impact

I have over 15 years of experience, and I’m given the title of “Associate,” meanwhile someone with less than 2 years of experience is given the title of “Advanced.” I took the new D&S training. But frankly, this is BS. Heard that HR made all of the decisions and can’t even explain to management how the assigning works.

Harassment from coworkers, complained to HR 2 months ago, no investigation, fired me last month along with 45 other IT people. Is it a retaliation? Probably not.

Did anyone else receive update from hr regarding their h1b lottery results?

On-site meeting to align with the new re-org. Maybe an April list.

Have you seen any enforcement measures around RTO? (I.e. HR contacting you to engage with employees who aren't meeting the 4 days in office requirement?) Or any of those employees impacted with the recent layoffs?

The Education Management Team is manipulating instructor time clock punches in order to turn a buck! Who do we speak with about this? They are manipulating overtime hours and making them disappear. I know HR is in it for the company and can’t be trusted.
Needing advice!! Help!! This place is toxic!

Why is she still here? She failed in her most precious task and i see her on LinkedIn accepting paid for bogus awards "best HR person" at some HR boondoggle in Orlando or Phoenix with a bunch of HR Eco chamber id--ts. Sheri did you pay for those trips or did the company?
Brian, she has no credibly or trust with the workforce.

Fiserv has a few H1B holders that are spying or other companies or countries. Not sure if they are part of the same group. Cyberteam in the United States please be aware of this if not already aware. I am just trying to make it to my Fiserv layof or exit plan. I personally now carry language translator and keep it on at all times because of all the foreign languages spoken on the work floor and on conference calls all the time, which is an HR violation.

ExxonMobil will be a case study for how not to do strategic workforce planning. All of the HR Talent management programs are being put together to deliver the lowest cost organization for the long term which is very different to an organization that can continue to deliver. Give it 5years and the organization will be unable to deliver. The HR Leadership team don’t realize the impact of losing our friends in Canada, Australia, UK, Malaysia, Europe and there’s more to come. India is the future but not going to deliver what the organization needs or wants. BIg bet is a gamble for the future. Get our now

For those who left Ford voluntarily, how was the vacation days processed when you leave? If you have earned vacation days that were not used, did you get paid for those days in your last paycheck? If I use up all my vacation days will those days be deducted from my last paycheck? Did you have a meeting with HR such as exit interview right before you leave?

I guess this would be a question for management ,MBA that are out there if you are top seller in a department, but you don’t get as many credits as they want. Can they threaten to write up that person saying that productivity is not met? can’t ask HR as they will see the case. after three conversations, they are writing up whoever doesn’t get a credit. Is this allowed?

Is there an official process to submit a 2 week notice? F this place y'all ✌️

I have been trying all day to grab a copy of my payslip.
The link to last year’s payslip works but the main link just spins.
Has anyone else tried to get payslip copies recently?

I got laid off in Jan and still have not received my severnace and vacation. I reached out to Hr but not received a response. Anyone I can reach out to? How hard is it to pay someone after 60 day notice, its not like my end date was a suprise to anyone.

Anyone notice that the compensation bands have been removed from the internal site? When asked, HR stated that the information has been removed for undisclosed reasons. Thoughts? Theories?

Has anyone received a response after submitting a question to Cognizant?

Or, has anyone had a one-on-one with them? How did it go?

Heard people have been getting the dreaded calls with HR this week. Surprised as I thought they would only start next week after the FY close. Anyone else heard the same?

Friday will be my last day at Optum. I am very lucky in that this was my decision.
I'm also lucky in that I live in a state where accumulated PTO must be paid out.

If, for some reason, there are discrepancies in my final paycheck, how does an ex employee contact HR/Payroll?

Laid off by verbal notice in January, not given ANYTHING in writing until almost 2 full weeks later. Manager didn't bother to make the 40 min train ride to lay me off in person.

Then was stonewalled by manager and HR- not an acknowledgement that I had e-mailed to ask when I would be receiving information so that I could plan.

Sh---y, inhumane way to do it, and it all comes straight from the Charlie Scharf. The company started that downslide when he walked in the door.

Relieved to be away from the toxicity.

Wow! This year’s employee appreciation week is an absolute joke. An article that links to a viva engage post with no engagement. A cr-ppy ecard from the CEO. Way to phone it in and check the box. That’s an HR fail.

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.

My wife and I both work(ed) at the NY, NY hub and our request to relocate to CIC (Charlotte, NC) hub was granted. I went first a few weeks ago to Charlotte and emailed my wife but apparently the wrong email auto populated (I didn't notice). Instead of emailing my wife, I emailed an employee who's husband just passed away. I said "hello honey! There's plenty to do here and it's really hot. Can't wait to see you tomorrow!" Today, I was contacted by HR about harrassment. Even though it was a honest mistake, do you think I will be fired or be put of the next layoff list?

RIF'd in February and received my separation package this morning. The dates are right and the weeks lump sum is correct but there is no mention how the PTO will be paid out. Falling under the rule of 60, in a conversation with HR a few weeks ago, they confirmed I would get the entire year's pto. How is that paid out and why isn't it in the separation agreement?