#retaliation

Was just recently alerted to a former coworker who posted to LinkedIn about being let go.
This wasn't the normal LinkedIn post just letting people know about the employment change.

This coworker was fired for asking an "Unprofessional" question about why "employee comp hasn't been keeping up with inflation while our CEO's comp has increased 300% during the same time"

I missed this but give this guy props. I've wanted to do the same on so many calls over the years.

Can't even ask comp unless it's private now. Nothing can be talked about in the open with coworkers.

Crazy to know that leadership doesn't include themselves when tightening CDW's belt to weather the storm....they'd rather just throw people beneath them off the ship to stay afloat.

This coworker sounds like they got walked off the plank for mutiny.

Got termed despite 3+ years of good performance, two promotions over the years.  In an effort to "be transparent" I openly shared my concerns with the strategic direction of the company and decision making by senior leadership.  Yes I also shared that i was looking for new employment as many of you are I am sure with Blackbaud's tanking stock price. My termination was how they responded.

If any lesson is learned from this it's "DON'T be transparent" because this is where it gets you. And also, BB has eyes and are actively searching for people expressing any sort of dissatisfaction with Blackbaud. I will hopefully have a new job lined up soon but wanted to share this information as they offered a pitiful "two weeks" severance in lieu of my silence.  
But don't worry AI will fix everything. Company is a sinking ship and would advise folks to get out while they can.

Anyone else tired of it all? Anyone else devote 10+ years to this company, only to be used like toilet paper and door mat? Anyone else tired of the targeting, retaliation, extra work load, cut in pay, loss of benefits? Maybe we should join up and take our fair share back..

Seems suspicious/retaliatory to me since there don’t seem to be any other roles being recalled this week?

As many know bp rolled pips out again last year as a more underhanded way to get rid of employees vs doing restructuring every year. 😂

Unfortunately as many employees feared, there is now mounting multi-employee evidence building that PIPS are being used purely to retaliate for protected whistleblower and medical leave activity.

We have become aware of multiple employees facing the exact same treatment after reporting compliance concerns or taking protected leave.

This is not only highly unethical this is illegal.

A class action lawsuit is forming and we are looking for additional current or prior employees who may want their case to be included.

I was actively looking for a new job, both within and outside of Verizon. My direct manager knew I was searching and even gave me permission to use him as a reference. After a few months of applying and hearing nothing back, I assumed it was just the job market.

Then, after about four months, I finally landed a position where I could actually use my degree, which had me genuinely excited. When I told my manager at Verizon, he seemed noticeably unhappy. At the time, I figured he was just coming to terms with me leaving.

About a month into the new role, my new manager told me I was nothing like the way my former manager at Verizon had described me.

“This n***a work hard but he ya typical white boy from the south”.

I’m from Brooklyn, the furthest south I’ve gone is Jersey, not counting Disney World, and I’m Puerto Rican. My old manager was sabotaging me the whole time.

Working at Verizon was an overall great experience, and it’s something I genuinely miss. That said, the company really needs to take a harder look at the people they place in management positions. The work environment itself was strong, but poor leadership can completely undermine that if the wrong people are put in charge.

Rules for thee, not for me….. seems to be the mindset around this place. But I guess when trying to get the union to decert, everything is fair game on the company side. Had a tech get fired for not telling the truth, because it violated the company’s core values. But yet local managers that were the driving force behind the decert effort, have gotten away with bashing peoples religious beliefs, calling out employees family values because they supported the union, and even threatened physical violence towards employees. And yet HR complaints have disappeared, HR gets involved and then looks the other way or just don’t care. Get one tech not tell the 100% truth and Hr on top of it within a day or two and fired within a week. Manager does all this, and months of crickets from HR. BC is such an outstanding example of rules for thee, not for me. But then again, that’s what JS preaches to his managers. And they wonder why people hate this place

You don't have to share personal details that would compromise your identity but after being placed on one myself, and deciding to quit soon after; I always felt it was unwarranted, unexpected, and retaliatory (but not enough to form a fuss over it and pursue any type of action after I left). After dedicating so much time (including lots of overtime and weekends; and going above and beyond with above average annual reviews), I always felt it was never about performance but something else but hard to prove. Hence why PIPs are always the tool for companies to use to get rid of someone.

Anyone else care to share if you feel comfy?

I raised some concerns about my work environment and a toxic leader who isn't even my direct manager. Now I'm noticing that my tasks are being scrutinized more closely, and I'm worried that they might be building a case to put me on a performance improvement plan. How can I tell if that's what's happening?

Is there a website where i can do anonymous ethics violations complaint? Or we can only do it through a phone? I don't want to disclose my identity as that might have repercussions.

Contact a Union: Reach out to an established union or organizers like the Emergency Workplace
Organizing Committee (EWOC) for assistance and legal guidance.
• Sign Authorization Cards: Gather signatures on authorization cards from at least 30% of the employees to show support, though 50% or more is recommended
• Seek Recognition: Ask your employer to voluntarily recognize the union, or file for an election with the NLRB if they refuse.
• National Labor Rel... +4
Legal Protections & Rights
• Federal & State Law: Workers in the private sector are protected by the National Labor Relations Act (NLRA).
• Illinois Workers' Rights Amendment: This state amendment guarantees the right to organize and bargain collectively, protecting workers from certain types of employer retaliation.
• Protected Activities: You have the right to discuss unionization with coworkers during non-work

Or-l arguments were finally heard in district 4 (Charlotte) regarding Wells Fargo's appeal of the Billesdon case. Here is the audio file - https://www.ca4.uscourts.gov/OAarchive/mp3/25-1495-20260505.mp3

Its about 1 hour long and well worth listening to.

The 3 judge panel seemed perplexed why they would let go someone who brought into the bank over 60M in revenue, and the timing of his addition to layoff list was very suspect.

If you are unfamiliar with the case, here is the $22,000,000 jury decision handed down in Charlotte NC against Wells Fargo in 2025: https://law.justia.com/cases/federal/district-courts/north-carolina/ncwdce/3:2023cv00160/111371/78/
and
https://www.pacermonitor.com/public/case/57946975/Christopher_Billesdon_v_Wells_Fargo_Securities,_LLC

Its the same pattern -a disabled Wells Fargo employee, needed wfh accommodation, bank said no, then fired him for asking.

If you fit the same pattern, know that you have a very limited timeline to file a charge against the company - seek legal counsel asap

Interesting way of accusing someone and acting like they got the correct dates and stating I tampered with a clients account? They don’t even have any evidence but yet the whistle blowing manager and operations managers have been in HR investigation for harassment complaint. So, I am assuming it’s retaliation? Which would fall under unlawful termination with their accusations. Thats extra 150k or more in my pockets when it’s taken to court.

With all the Risk folks getting downsized, I was wondering if anyone has experience on retaliation claims. The conduct risk person said they review claims but only a small amount are deemed true retaliation. Funny how the training we take outlines examples of retaliation but those are not retaliation when Conduct Risk investigates.

Dodging responsibility yet again like that case in the Charlotte observer.

Charlie and Bei should be ashamed of themselves. WF is Not a top 5 company for employees…

Anyone know the real numbers? I fear these numbers are artificially LOW…

Nike is an eloborate blend of MLM & ponzi scheme.

They do know that they still have the brand name and a lot of clueless young people being exposed to the woke coolaid.

They indoctrinate you into the cult during hiring, serve you the coolaid.

First you feel amazing, you feel you belong and that you live in disneyland.

Slowly in your 2nd/3rd year you start to realize the defects, meaningless promotions, no career advancement, complete lack of accountability and a culture of retaliation.

Than you start to see the RNC mind dressed up in the "woke" clothing.

You start seeing that leaders dont give a cr-p, they dont care about serving the shareholders or the consumer. They are only interested in keeping the ponzi from collapsing while they enrich themselves and their close circle.

It is a small club and you aint a part of it and never will be.

Every quarter they drill on you, blame you, subjugate you to BS performance reviews.

after 5-10 years, you start getting disillusioned, the same problems that you spotted while you first joined is still there. Critical functions still lack headcount while billions are channeled for resume fillers for certain leaders.

At that point you need to be managed out and recycled with a fresh doe eyed new grad that thinks Nike is a serious business.

and the cycle keeps going on until the ML & ponzi hybrid collapses.

this is a warning for the new employees.

We were in your shoes once,

We once bleeded orange,
Now we are only bleeding.

"You are now informed"

Remember, proles: no wrongspeak allowed. Wrongspeak leads to crimethink.

https://www.avclub.com/hollywood-blacklist-paramount-ankler-retaliation-ahead-of-warner-bros-merger

If anyone is negatively impacted by "not meeting the RTO goal" and is fired, you better run and file a case. Document that they admitted their data and reporting was inaccurate and inconsistent. They falsified reporting!!! Also, its a tad bit discriminatory if they are punishing people inconsistently and there is no Policy or equal treatment but "discretionary". This is too easy and seems targeted. Are you over 40? A woman? A POC? Regardless of whether people like it or not, there are laws that are still applicable and you cannot target, discriminate or retaliate. File complaints. Document! Document! Document! Our HR is a joke! They leave it vague depending on no one knowing their rights and think their too big of a company to fail. Learn your rights and how to fight. Too many running on fear and thats how they got you.

u need to pay attention to all of this... things that impact decisions... bookmark this somewhere and REMEMBER: personal disputes, retaliation, preserving dominance and status, rivalries, and internal power struggles, often arising from cycles of poor judgment, limited opportunity, trauma, +loyalty

Good read for those that feel like they have been retaliated against due to ADA and health issues.
https://www.charlotteobserver.com/news/business/article315352962.html

Let me tell you what really happens behind closed doors when you report your boss to their boss.

You walk out thinking justice will be served.

You finally speak up. You report the toxic behavior. You tell the truth.

But higher up, they are not always asking, “Who is right?”
They are often asking, “Who is easier to remove?”

If they remove the boss, that becomes their problem.
They have to step in.
They have to deal with HR.
They have to cover the work.
They have to find a replacement.
They have to explain why they let it go on for so long.

But if they make you the problem, that becomes your boss’s problem.

So they tell your boss to “work with you” and “figure it out.”
Now your boss knows you spoke up.
Now you are labeled the snitch.
And they wait for the situation to play itself out until you quit or get pushed out.

That is why toxic bosses stay.
And good employees are the ones who leave.

So if this happened to you, you are not imagining it.

You were just the easier person to remove.

Has anyone filed one?
Did you sign your name?
Or stay anonymous?
Was any action taken?
Did you fear retaliation?

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.

I worked at Q for 10.5 years. I have complained to HR about harassment from a colleague (not a manager). Seems like they did not investigate this. Last month they fired me along with other 45 IT people. Is it a retaliation?

A Manhattan federal jury on Monday awarded $8.4 million to a New York University professor and former Cognizant Technology Solutions employee who claimed he was fired in retaliation for alleging the information technology company engaged in systematic hiring bias.

. . .

Jean-Claude Franchitti said he was fired in 2016 from a $350,000-a-year job after a decade at New Jersey-based Cognizant. He claimed it was retaliation for asking questions about the company's alleged bias toward hiring workers from India as part of a "cheap labor" profit model.

The award for Franchitti consisted of $4.2 million in back pay, or lost wages, and $4.2 million in punitive damages. The jury declined to award compensation for front pay, or future earnings, or for an emotional distress claim.

The trial revealed a dearth of written communications from Franchitti complaining about Cognizant's alleged strategy to keep a cheap labor pipeline open. His lawyers said Franchitti kept concerns verbal because he knew he was walking a "fine line" and wanted to find fixes diplomatically.

Franchitti is pleased with the verdict, his lawyer, Daniel Kotchen, told Law360 via email.

"The jury sent a strong message that violating employees' rights will not be tolerated," he said.

I brought up a concern about pay differences and suddenly everything changed. Conversations got colder, expectations shifted, and the tone turned noticeably different. It didn't take me long to realize that speaking up isn’t actually welcomed. Even small interactions have become awkward after that. Needless to say, I've learned my lesson. Staying quiet is safer than risking a target on your back.

HR is there to protect the company. You will experience retaliation.

I hear this company is constantly settling lawsuits with the EEOC and DOL through their poor management and businesses practices. The Spielberger Law Group is handling so many cases they may just start a class action. If you’re being discriminated against for Age (if you’re over 40) or being retaliated against after FMLA leave don’t wait to go to HR and start documenting the process. Then go to EEOC and DOL websites and start the claims. Then contact an attorney who specializes in employment law.

My role was eliminated in the last RIF wave with a term date of 2/6. I was told it was due to cost pressures and not performance as I have always had high performance ratings but did unfortunately need a couple medical leaves last year. However, LESS than 20 calendar days later, my exact role was posted internally at one grade level lower. I still had my work laptop in my possession and hadn't received my severance check. The role is now posted externally. Is this even legal? I'm wondering if I have a case to call employee relations due to retaliation.

Please be kind in your responses, this is traumatic enough.

Looks like the unlawful termination lawsuits are starting! If you’re on this site and feel, and can prove, unjustly performance, layoff or suspect a target on your back - DOCUMENT everything right now. If more of these cases pop up you’ll have employment law attorneys just waiting for more evidence.
(This case was listed as racially motivated but to me it looks like actions that many can probably relate to)

https://www.hcamag.com/us/specialization/employment-law/employee-sues-us-bank-for-firing-her-months-after-hr-complaint/567107

• Former CorVel executive Ronda Cruz settled a Los Angeles Superior Court lawsuit alleging s-xual harassment, retaliation, and a “cutthroat” workplace culture; settlement terms were not disclosed.
• The lawsuit accused CorVel of whistleblower retaliation, wrongful termination, defamation, emotional distress, and failure to accommodate her medical needs.
• Cruz claimed the company prioritized profits over employee wellbeing and described a culture where women were disrespected and subjected to s-xist comments.
• She alleged retaliation after refusing to ignore conduct she believed was illegal or unethical, including advocating commissions for two female employees on maternity leave.
• Cruz, hired in 2012 and promoted to area vice president of Southern California by 2018, said she continued performing well despite serious health issues requiring surgery.
• She was terminated in August 2023 for “interactions with leadership,” and alleged company insinuations about misconduct made it difficult for her to find new employment.

https://mynewsla.com/orange-county/2026/03/05/woman-settles-suit-alleging-cutthroat-culture-at-irvine-firm/

Just FYI, heard a customer service rep there sent a mass email to upper management accusing two managers of abusing their power - from being disrespectful in meetings to falsely accusing and writing them up to protect themselves.
It seems the rep asked to be transferred out of fear of retaliation, but nothing happened, so they escalated it and said they’ll keep emailing until someone responds.

(no names, please, mods could nuke the whole thread)

A federal lawsuit accuses AT&T of failing to address explicit content in a workplace group chat — then retaliating when the employee spoke up.

https://www.hcamag.com/us/specialization/employment-law/att-employee-sues-over-explicit-images-in-workplace-group-chat/565210

I’m reaching a breaking point with my manager’s behavior. He continues to make inappropriate touching, comments and requests, despite knowing that I’m married(he is divorced). His conduct is unprofessional and unwanted, and it has created a very uncomfortable work environment. I’ve considered reporting it to HR, but I’m concerned about potential retaliation or my work situation becoming even more difficult. Has anyone at EM dealt with a similar situation, and how did you navigate it?

I’ve heard information suggesting that Chevron may have contacted my new company with requests that could limit my project scope and raised questions about my past achievements. I’m trying to verify the facts and understand my options. Has anyone else experienced something similar after leaving their Chevron? I left it in 2020 and still been followed.

Looking for insight or feedback from anyone that has had an experience with reporting retaliatory behavior from a manager to HR.

mgmt will decide who to lay off based on complex factors such as personal disputes, retaliation, preserving dominance and status, rivalries, and internal power struggles, often arising from cycles of poor judgment, limited opportunity, trauma, and loyalty, with layoffs frequently intensifying through social contagion and misidentification within social networks.

#rant #gold #layoffs #layoffselectioncriteria #oracle

Dow managers will decide who to lay off based on complex factors like personal disputes, retaliation, maintaining dominance and status, rivalries, and internal power struggles, often stemming from cycles of stupidity , lack of opportunity, trauma, and loyalty, with layoffs often escalating through social contagion and misidentification in social networks.

The Burke County Board of Education revoked "special media access" for The Paper, a local newspaper. This action followed a Dec. 6 article about a projected $4.5 million budget deficit and potential layoffs. Superintendent Mike Swan stated the article caused staff uproar and denied layoff discussions. The newspaper's reporter and editor, Jacob Christopher and Angela Copeland, stand by their reporting. Legal counsel for The Paper views the revocation as potential retaliation against free press rights.

https://carolinapublicpress.org/74286/burke-county-schools-announce-revocation-of-special-media-access-for-newspaper/

Once was a time I was proud to work at VZ. In the matter of two short years It turned into a sh-tshow I blame my director for hiring supervisors without a clue in the world how the world works or how to turn a wrench. GET THESE GUYS OUT! p.s. I would bring my concerns up to my supervisor but the retaliation at this company is real. RIP VERIZON ON TO THE NEXT