#hrpolicy

I am no longer with Wells Fargo. However, I am in the running for a job outside of Wells. I need a professional reference and was thinking of an old manager from Wells.

Does anyone know if managers are able to provide references? For some reason, I remember it being said that managers cannot provide a reference and if they are called for a reference they forward the request to HR. Is that the case?

Anyone know if you can notify your manager you will be retiring, notify HR 30 days prior and then take your sabbatical, come back one day and retire?

For at least a decade now US Bank has been in need of actual pro-disciplinary policies. Current HR policies are enabling their retention of bad employees. Evidence and documentation no longer hold any value when attempting to discipline and or terminate bad employees. If the managing committee or higher-ups in human resources are reading this, people leaders in this corporation need better support from human resources when it comes to dealing with employees who are clearly taken advantage of company and federal policies. I understand this company wants to be lean. Let us use the tools that we have get rid of the dead weight.

Today HR announces that CVS will no longer support H1b or any other visa type to hire foreigners.

American jobs for Americans!!!! YES!!!!!!

Has anyone heard of this new policy?

Isn't interesting that HR just sent out a note today on this in advance of the Townhall tomorrow? Have not seen nor heard much from the CEO or any of the elites in many months. Can't wait to hear how great Gainwell is doing and that they are hiring lots of new people, just like the lies from last year.

There’s this thing called “At Will Employment”. It’s an HR policy that is downplayed or not even mentioned. It’s standard across companies, especially for non-executives, like everyone on this site.

I recommend all Nike FTEs to get familiar with that policy. Just search the HR site. The sooner you accept that policy the better off your career will be.

I know 3 coworkers fired today for coffee badging... all of them would come in at 7 and leave by 12... terminated for violating policy. I know several people who coffee badge for for far less hours, management is cracking down on this quietly... you have been warned

Does WF make special accommodation for this? Just curious! Not a Muslim.

Did anyone else receive an email to recertify their I-9?

In my entire time at the company I’ve never been asked this and yes I am a US Citizen.

Has everyone received the recent email from Team Communications outlining the updated process for returning team member equipment? I want to confirm whether it was distributed to all employees.

1. If you haven't submitted claims against all the flex dollars, deducted from your paycheck, by your termination date, are the unused deducted dollars refunded to you? (Conversely, if you were reimbursed for more than was yet deducted from your paycheck, do you have to pay it back?)

2. When you're reimbursed for unused accrued vacation days in your final paycheck, does that include unused carryover days? If you were RIF'd in 1Q, it's quite possible you didn't use all carryover days yet. If you were RIF'd in NY in 1Q, your termination date is in 2Q. Workday drops carryover days after March 31. Your Workday balance as of the 2Q termination date does not reflect unused carryover days. If HR uses Workday to determine unused accrued vacation days as of termination date (or, if you meet rule of 60, as of December 31), then HR won't see the carryover balance.

What happens if you get 2 ROD at once? Info hubs are unclear.

Apparently, guidance is coming down that we’ll be participating in a company-wide IQ-style assessment. I’ve heard it consists of puzzle-based short games designed to identify talent and is conducted via screen recording and webcam. Each organization will have its own scheduled window through the end of next month. Historically, hasn’t talent here been evaluated primarily through academic performance? It’s curious what we might discover by measuring people in ways that have almost nothing to do with what they actually do.

Had some wfh days due to flu/illness, and had too many PTO days that created a pattern.

Thanksgiving, Christmas, New years all fell on a Thursday this year, which led to a lot of my off days being similar and created a pattern.

Feels like I got in trouble for very PTO usage and not coming in when I was sick. Now bonus and pay raise is being threatened.

HR is absurdly strict last two years. Seems like they are overhired and just trying to drive people away or find an excuse to pay people less.

I unfortunately am one of the people who received a completely unexpected (and imo undeserved) NI on my recent performance review. I was shocked to say the least as my manager had never brought up concerns in my weekly one on ones, I’d received many positive feedback from peers (even two silver shield awards this year), and had met all work goals. When I expressed my frustration with my manager, she claimed she had brought it up. All that leads up to today when I try to have a meeting with my manager and turn co-pilot on so we can start actually documenting our conversations. She immediately signed off and said we can’t have any meetings with co-pilot or recording enabled. Are you hearing that from your managers too ?

Anyone ever contested a year end performance rating and succeeded or it’s impossible? Eg u get IP and u think it should be an sp or sp when it should be ep

Let's say that HR determines you violated company policies, with a totally clean prior record.

Is it then always up to the manager to decide to either keep or to terminate you?

In a conversation with a colleague in September she was talking about performance reviews for January 2026. This person is not a manager. We were talking about the forced distribution of poor performance reviews. She relayed to me that mine would be Inconsistently Meets. My review is due in January 2026

Seems odd that that year I turned 65 my performance rating went down from my past 21 years of employment. My work ethic has not changed. I have added to my skill set. I’ve taken on more responsibility.

If you give notice but your last day runs through date bonus would be receive would you still receive your bonus...Or do you have to wait to give notice until after bonus is received as giving notice would disqualify you?

Why are we doing this? To make the managers job easier because they just got that position because the previous manager found greener pastures at another bank? Do they not know that we all use Copilot or ChatGBT to complete these things just to get them over with?

What is it? This is all anonymous so this isn't anything to expose you. I have seen people with very serious and legitimate ones get denied. I'm confused about what actually gets approved and how??

Really glad to see DM is back with her side hustle in the Nike classifieds slack channel! Must be exhausting posting all that junk on the clock.

Why do we think they are making us all sign this new employee agreement. I noticed it states that they can change our compensation at any time with notice.

Does anyone have direct experience going from a long term disability leave of absence while their site or coworkers were laid off, and were returned to work after the layoff? I am currently on LTD and am wondering what the process will be when my doctor returns me to work. Will I get a 60 day non working notice or go directly to being laid off? The employee handbook doesn't cover this and I will be asking my manager, just wondering if anyone has already gone through this with HR.

Heard from a colleague,

What is that all about? Is it a positive or negative for UK employees?

They just fixed the "bug"—everyone now reports up to DE - through him DP P, JE, and JS alll who work in Human Resources.

How is it that whether the 35 mile rule applies depends on which leader you talk to? Some executives are telling teams that anyone living more than 35 miles from a corporate hub will be considered remote, while others insist there are no mileage exemptions at all. I'm seeing teammates receive different rules based on their department or their manager.

If leadership intends to allow mileage based exceptions, those criteria should be published so everyone knows who qualifies and why, instead of decisions being made behind closed doors. Teammates, myself included, have reorganized their lives around previously communicated expectations about remote work deserve clear answers. Is there or isn’t there a 35 mile policy?

𝐑𝐞𝐪𝐮𝐢𝐫𝐞𝐝 𝐐𝐮𝐚𝐥𝐢𝐟𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬 𝐅𝐨𝐫 𝐂𝐨𝐧𝐬𝐢𝐝𝐞𝐫𝐚𝐭𝐢𝐨𝐧
2+ years in human resources and/or employee relations experience.
An in-depth human resources background with experience that touches on analytics, employee relations & engagement, compensation, talent management, HRIS, and employee relations.
Proficient experience building and maintaining positive collaborations, successful at working within a team environment.
Advanced organizational and interpersonal skills.
Ability to work Monday-Friday 6 am – 3 pm or 11 am – 7 pm

I clock in at around 8:30 AM, then around 2 PM, I left the office… I came back around 4:30, and I left at 5 PM. Do I get credit for 8.5 hours?

5-6 hours is enough if you go back home and finish up there
8 hours is perfection

I see so many exceptions, I just want to read the whole thing. Where to look for this RTO document? I am not asking for sharing it publicly, just tell me where to look and I will find it.

Effective immediately, you will be chained to your desks upon arrival to work. Please plan your wardrobe appropriately to accommodate this change. Upon completion of your work day, please ensure your manager approves your work as being complete for the day so you may be unchained from your desk. You will be given exactly 5 minutes to walk from your desk to your transportation. If you need additional time, you will need a doctor’s note explaining why. Failure to comply will result in you being referred to HR and written up. Please note all bathroom breaks, lunch breaks, or desk-side chats not pertaining to work-related activities will be deducted from your total work time for the day, so plan accordingly.

Further, in addition to the surveillance software already installed on your computing devices that track and read your every typed word and mouse click, we are now introducing new surveillance hardware and software to our environment. There will now be surveillance cameras installed in all cubicles, offices, and conference rooms. There will also be new, state of the art thought monitoring hardware and software installed.

If you are found to have spoken about or thought about layoffs, talking to the media about layoffs, how poorly you are treated at work, updating your resume, interviewing for jobs outside of the firm, or any other matters outside of your work for Stifel, you will be referred to HR and written up.

Last, anyone at the director level or above will be issued a whip. Should your work performance become unsatisfactory, you will be summarily whipped and beaten until you come into compliance with workplace standards. Should you require this beating to be handled privately, a psychiatrist’s note will be required. A woodshed is being built to accommodate this requirement.

Thank you for your prompt attention to this matter, and please remember what a privilege it is to work for such a great employer.

PS. If you've read this far, this post is sarcasm and is in response to the "ATTN STIFEL EMPLOYEES" post that was from yesterday. Enjoy, and have a nice day.

It’s better to be clear and consistent

Hello, I am a current hcsc employee and I have been on FMLA the past 2 years. Here lately I have been hearing and seeing some concerning things surrounding my fellow coworkers with FMLA as well. I have purposed lawsuits at this time. Most of them have exhausted all other avenues. The concerning things are such as, having an RN come in and speak to a coworker on her fmla and tell her to grow up, another losing their wfh exception for care of her dying spouse, another having their claims pulled to see her daughters claims and medical information , not allowing FMLA people the same things non FMLA people get, like I have been "talked to" about my unscheduled FMLA is being counted against me for my unscheduled time of because I was sick, and they encouraged me to falsify my FMLA reporting. I have watched managers call FMLA and try to discuss details of coworkers FMLA and hr has done nothing to these managers after reporting it. At this point fighting for months going through all the proper channels has gotten none of us anywhere. I have proposed to gather everyone who has FMLA and has been through similar things to speak up and trying to get enough people and evidence to get a class action going. I dont care about the money, I care that they are going after FMLA people, disregarding federal law and making up their own rules and they aren't listening. The only way to make them listen is to hit them where it hurts and that is in their pocket. So if anyone else is going through similar things let me know. See about maybe connecting somehow outside of this and go from there. I have a few people so far but the more the merrier and im sick of watching good people getting burned by a company who thinks they are above the law.

Recently got my employment terminated at Nike. I was working as a contractor ETW at Nike. My vendor called me and told me that my contract got terminated due to HR policy violations. This is because as I am a remote employee I went to Nike office occasionally. But I don’t have an active badge. My badge was expired long back. Also, I got a call from local police saying that not to enter Nike property. Anyone saw this kind of stuff happening?

https://________youtube____.com/shorts/J8HUO4WWuXM?si=48KPE9CuB84_L8Xg
When HR got rid of proper performance reviews, when they got rid of individual merit. When they began to believe that the manager was more important than the individual contributor in delivering what was required....

Has anyone heard for sure if exempt (professional and managers) are part of the 8 hour RTO requirement? It’s odd that exempts are not paid for working a specific number of hours, yet they’re requiring it by proxy through this RTO policy. I see that becoming a labor issue.

We were told today that if they don't get enough volunteers for strike relief that management will do a mandatory selection. How is it that they can tell non-union employees that they have to travel and work outside of their home state and cross union lines. Is management within their right to fire employees if they don't volunteer. There is even talk of volunteers being shielded from an upcoming RIF. This all just sounds a little too nuts to be true, doesn't it?