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Anyone let go in december get severence offer yet?

Was let go in early December, told I would get an offer the start of January but after calling HR I was told I was still an employee for Jan and would get the offer mid to late Jan but have still not received any email from them and doubt Ill be getting one tomorrow..Anyone in a similar boat get any new info? Thanks.

#Communication #EmployeeRelations #HR #Layoff #Severance

2 IMs in a row, manager putting me on PIP now

For my 2025 mid year review, I was given an IM. Second half of the year, my manager acknowledged things were a lot better but still gave me an IM for the EOY review because he "had to consider the year as a whole". Now he tells me because I have 2 IMs in a row I need to be on PIP according to HR. His review had the most bogus generic points just so he could embellish why he was giving me the poor rating.

I should probably be looking for another job now but does anyone have any advice? Is it pretty much over now that I'm on PIP? Should I not sign any of the PIP documents? Ive already opened a ticket with HR to have all of this documented going forward but my managers assessment just seems completely unreasonable.

#PIP #PerformanceReview #PerformanceImprovement #HR

GHR Help for those laid off

Hello today in fidelity you can call and eliminate any medical benefits and such at fidelity by calling 1-855-447-7007 option one. Ask for a representitive and that you should be listed as terminated in the system. You can then opt out fully of medical,dental,eye life insurance and legal. This is if you are choosing to do that. Any other questions or of help since HR does not do a great job simply ask. You are covered on all until jan 31 expires so make your dentist and dr appts if you can before feb1.

#EmployeeAssistance #HR #HealthInsurance #Layoff #Termination

Employers Face 48 State HR Rule Changes in 2026

U.S. employers face numerous state-specific HR regulation changes in 2026. ADP's SPARK blog details 48 targeted shifts, from AI bias curbs to paid leave. California updates include sick leave amendments and pay data separation. Colorado and Illinois address AI bias, while Delaware and Maine launch paid leave programs. Multistate firms must proactively audit policies and upgrade technology for compliance.

https://www.webpronews.com/2026s-state-hr-patchwork-48-compliance-shifts-employers-cant-ignore/

#Compliance #EmployeeRights #HR #Layoffs #WorkLifeBalance

What happened to Project Mongoose?

Project Mongoose was supposed to wipe out many jobs in 2025 and replace them with AI. And from 2026 onward, we were supposed to have at lease 1-2% in layoffs every year.

So far I have heard that there are no layoffs planned. I have also heard that lists to lay off employees are being created and they'll lay off as soon as they get a green light. I have also heard that Betriebsrat and HR and executives are taking legal action against each others regarding layoffs. I have also heard that they are empowering managers to give a bad performance rating to anyone they want gone and use this new performance management to lay off employees every year.

I also heard that many colleagues in the US were laid off but when I ask my manager, she says it is fake news and I should focus on my work.

What happened to Project Mongoose?

PS: I would prefer non-political answers. Also, please keep your racism to yourself.

#EmployeeRelations #HR #Layoffs #Legal #PerformanceManagement

You are not alone in this: REACH OUT!!

I’ve received four separate inquiries from different parts of the organization asking whether I have any open positions. One came from HR—they emailed me saying the individual was identified as a top performer and asked me to review their résumé for potential fit. If I decline an interview, I have to provide a reason, and HR has pushed back on my explanations in the past.
Another inquiry came from a department I’ve partnered with on projects, another from a direct report advocating for a former colleague, and the last came from a Director who was saying goodbye. In her farewell message, she asked us to keep her and her team in mind and included a brief summary of the three employees who were impacted.
I’m on the UnitedHealthcare side, and I want to say this to you: don’t feel embarrassed to reach out to colleagues and share your résumé. My boss and I always prioritize candidates who have been laid off—I’ve hired many people this way. Most of us understand what you’re going through, because today it’s you, but tomorrow it could be any of us.
Wishing you all strength and momentum as you move forward. You’re capable, you’re resilient, and better opportunities are ahead.

#Organization #HR #Advice #Encouragement

Stay quiet if you know what's good for you

Pointing out issues or problems is a surefire way to get marked as a troublemaker. The response of those above you - in my experience but others as well - is never to address the issue, but to punish the messenger. Needless to say, HR is not your friend in this process, so you end up being sc--wed over for trying to fix things. Just don't bother.

#Anonymous #BadLeadership #CultureRot #Fear #HR

Human Resources

Yes — that’s a strong, constructive addition. Here’s a refined version that incorporates true partnership while staying concise, professional, and safely anonymous:

⸻
The most effective HR professionals retain humility and humanity. They remain genuinely curious about people while responsibly balancing associate needs with business priorities.

They recognize that perceived respect often stems from the power of the role—not individual superiority—and they do not treat access to privileged information as status. They engage others as true partners, fostering collaboration rather than control, which makes the work more engaging and effective.

They exercise independent judgment, avoid unquestioning alignment with leadership, and actively check personal bias. This balance is what builds trust, credibility, and long-term organizational health.

#HR #Ethics #Trust

Is HR the reason corporations su-k?

Just got done with the annual review dog and pony show and rolling my eyes. Imagine the time and cost giving every person in this company a meaningless review. Just the documentation takes more time than it should. And for what? They mean nothing and because of stack ranking they aren’t even accurate. HR just created it to make work for themselves. Kind of like the annual training and career seminars that could be replaced with a half page email. The point of HR is to make more work for HR.

#AnnualReview #Documentation #HR #StackRanking #Training

Ten Years, One Call laid off

Today I was laid off after 10 years with this company.
Ten years of loyalty, long nights, weekends, holidays, and consistently strong evaluations. And just like that, it was over. No real explanation. No appreciation. Just a call and a decision that felt like I didn’t matter at all.

The timing hurts the most. Right before evaluations and bonuses. After being pushed to work nonstop since January 1st—every week, every weekend, every holiday. I missed family moments, kids’ games, and time I’ll never get back because I believed hard work would protect me. I was wrong.

If I’m being honest, today broke something in me. I cried until I had nothing left, and then I felt something else—clarity. No job is worth losing your life over. No company is worth putting above your family, your marriage, your faith, or your peace.

I started here as a customer service rep and worked my way up to PG29. I fought for every promotion. I gave everything I had. And in the end, none of that mattered. It’s a painful reminder that loyalty in corporate America is often one-sided.

To anyone still working there: protect yourself. Use your PTO. Set boundaries. Stop answering calls at all hours. Stop sacrificing your life for people who won’t hesitate to replace you. When it ends, all you get is a severance letter and a “good luck.”

HR didn’t help. I was handed a name and a website that barely explained anything. That was it.

I’m scared, honestly. In this economy, losing a job is terrifying. But I also know I can’t stay stuck in this pain. I have to believe there’s something better ahead—for me and for everyone else who was laid off.

#HR #Severance #WorkLifeBalance

Winter is coming: A tale of Snow and PIPs

The first flakes drifted down over the city, soft and silent, promising a weekend of snowdrifts, frozen driveways, and the kind of cold that makes you grateful for firewood and LED candles. Neighbors huddled indoors, swapping soup recipes and checking weather apps like fortune tellers.

But inside the office buildings, another kind of storm brewed. HR invites fell like icy pellets: “We regret to inform you…” As those words echoed, the blizzard outside was matched by a blizzard of layoffs and PIPs inside. Cubicles emptied of cheer faster than sidewalks, and the chill wasn’t just in the air — it was in the morale.

Employees joked darkly: “Winter is coming.”Some meant the snowstorm barreling toward the city. Others meant the quarterly layoffs and PIPs barreling toward their careers. Both were inevitable, both demanded preparation.

So, just as families stocked up on groceries and salt for the driveway, workers stocked up on résumés and LinkedIn updates. The fireplace crackled at home, while leadership churned out performance metrics and “action plans.”

And in the end, everyone learned the same lesson: whether it’s snowflakes or layoffs and PIPs, winter always comes — and the only way through is to be prepared, keep warm, and remember that spring eventually follows.

#PIP #Satire #HR #Layoff #Morale

Falsified PhD

I suspect a co-worker to have a false PhD, and I have considered reaching out to the legitimate university to see if they have a record of this individual’s degree. I’m not going to confront this individual about it, but if I bring this to HR’s attention with or without solid evidence, could I be fired?

#Ethics #Compliance #Investigation #HR

Smart Layoffs!! What’s HR thinking heres the solution

Here is a suggestion for consideration as part of ongoing cost-reduction and efficiency efforts.

Within several teams, there are small groups—typically two to four individuals—who work outside of the primary states where the majority of their coworkers and leadership are located. Maintaining these limited out-of-state positions appears to add unnecessary expense and complexity without providing a clear operational advantage.

From a financial standpoint, consolidating roles within the main operational states would reduce costs related to remote support, fragmented oversight, and administrative inefficiencies. From an operational perspective, having teams centralized in the same geographic areas improves communication, accountability, collaboration, and leadership effectiveness.

Given the small number of employees involved in these out-of-state groups, eliminating or consolidating these positions would likely result in meaningful savings with minimal disruption to overall productivity. This approach would also create more consistency across teams and allow resources to be allocated where they are most impactful.

This feedback is posted respectfully and with the intent of supporting long-term financial responsibility and organizational efficiency.

#HR

They don’t have enough people to make the calls!

To notify all impacted employees they have been rifed on Friday. Some leaders are being asked to do it for employees who don’t even report to them. Truly bonkers situation that shows:
1) rif number going to be huge
2) hr is useless if they can’t help out in such a scenario
3) they might as well do one large teams meeting and notify everyone in there they have Been rif

#Layoffs #HR #RIF

@g8 employees are indeed entitled. They are entitled to work in an environment that is safe from leaders that are toxic. The problem is that HR and Legal are under the same blanket. Literally covering eachother up from head to toe. There are so many people in their own orgs that are afraid to speak up because they know they will have a target on their back. At what point does it stop? How much longer can we allow these toxic so called leaders to continue abuse their employees while HR hides all of it? It’s become a disgrace! I’m surrounded by people that are documenting their entire day and that says enough! #legal #hr #toxic #secrets

The Spin Master

I just read a post on LinkedIn from a female CEO praising Cisco HR “leader” for sharing how the shutdown is designed to let workers connect with their families by not having to work. What a crock. Anyone who knows anything about how things work at Cisco knows it’s cost savings. A few days of payroll savings is worth millions. And the reason for the timing is so they can control personnel who would likely be asking for the same days off anyway. Furthermore, if mental health is a concern, why have people work on Christmas Eve? And how do you explain the July shutdown in 2024. Honesty is a wonderful thing; even when it’s not convenient

#CostSavings #Honesty #CorporateDoublespeak #HR

It’s HR that needs to be let go.

If AI and automation can’t handle the HR load that Citi has, then forget about it being able to handle things of more complexity. Seriously, the HR paper shuffle is about as low hanging fruit as you can get when it comes to a comparison of job complexity. If you want a true low hanging fruit test bed as to the accuracy and integrity of your AI platform, make HR your first target. If AI can’t handle that with sustained measurable success, then it certainly can’t handle complex number crunching, transactions and\or tech.

#HR #Automation #AI #Layoffs