#termination

This is going to be amazing to watch unfold. What you all need to keep in mind is that if your state is at will, trash like bny can terminate without reason. However what they legally cannot do is mark you below or terminate for performance if you were on track at mid year and had no issues leading up to that. I know several with lawyers on standby the minute they say terminated due to poor performance . They can also be sued for other reasons you need proof of like discriminatory actions so you have to document everything for proof

Anyone know why RDE got let go?

The retention bonus should be paid back if the termination was voluntary by the employee. But I was fired. So, do I need to repay it?

Anyone has retention bonus agreement from 2024?

Hi, all. I was wondering if BNY discloses reasons for termination to a new employer (also a bank) during the background check. I was told that legally previous employer can only share / verify dates of employment and title. But is there a possibility of this information being shared whether it's by phone or some type of system? Thank you.

first time IM. will be happy if have a severence package...

Being laid off on the spot with an email or in a meeting with management and HR is bad enough already.

But was anyone here "managed out" which either led to you resigning or a termination of your contract? I believe the official term for this is constructive dismissal/discharge.

1) If you say NO. Will submit before March 4.

They will hold you until 6mos just like what they did to the CSO folks. Basically, they do nothing getting paid. Wait until you get released so you can get the severance and can file unemployment to the state as you are marked being surplussed.

If you accepted a new job in between 6mos. That is consider a resignation.

2) if you say YES and no plan to drive on the new location - you will get terminated. State unemployment will not be an option.

While on medical LOA that exceeded FMLA protection I was informed that my portion was no longer available for me to return to, and that once I was cleared by my doctor to return to work I would have 30 days of unpaid leave to find another position before being terminated with no severance.
Of course it's pretty much impossible to go through the hiring process at corporate in 30 days, so i ended up being terminated.
After filing for unemployment I received a letter from the Arkansas Division of Workforce Services accusing me of fraud due to my indicating that I'd been laid off, but that Walmart had reported me as having voluntarily quit.
Fortunately I had documentation proving Walmart wrong, but I'm curious if anyone else has had this happen to them and if there might be a pattern of intentionality here on the part of Walmart to try and avoid reporting too many "quiet firings".

Let go from Hagerstown after 11+ years, no reason given.

Anyone else having problems accessing the new prescription benefit, Rightway? Account has been deactivated. I called Rightway and was told their not sure why it's either an error, employee not eligible, or termination. This benefit just started 1/1/26

essentially the company gives you 2 weeks notice that you’re being laid off. They tell you about it on the notification date, and you have to leave that day, but your last day of employment is 2 weeks later. Your severance doesn’t begin until after the term date, so effectively your severance is 2 weeks longer than what they tell you it is
OP: @a6+1ke9wcgvt

In a meeting conducted yesterday, the following Optum 2026 Downsizing Notification Calendar was shared:

Notification Dates:
1/22/26
2/19/26
3/19/26
4/30/26

Term Dates:
2/5/26
3/5/26
4/2/26
5/14/16

It was not specified what areas of Optum would be impacted.

Did anyone else receive a termination notice from Kaiser Permanente (as of 1/4/2026)? I should have benes through Oct 2026!

Does health insurance end on the date of your termination?

Belk is no longer terminating associates anymore for time and attendance issues (late clock in, call outs ect), we were told that because of staffing shortages that associates can only be terminated for egregious wrongdoing (theft ect..). If we terminated every Associate with time and attendance warnings we would literally have no associates left.

A recently displaced HR manager at HY told me in a 1:1 that CS no longer wants to continue paying severance. Instead, he has instructed his directs to relay to all managers to rely heavily on performance reviews to justify terminations. He also mentioned that there is a plan to cut 30,000 employees in 2026.

In a comment on a post of November 20th "Layoffs started in Toronto office...", somebody wrote that they were informed on November 18th about the termination on January 23rd, and that the package was "not like old times". Any information on the new terms of the package?

So I received a lovely needs improvement fir my year end review, I was shock, I guess I was the target of that 5-10% percentage that a manager needs to give for needs improvement… so what’s next, 1-3 or 3-6 min til Termination??? So don’t need to pay Severance?? Is that the plan? Hope is not backfire, cause no one left to work LOL.. cheers, Happy Holidays to all, until next year

https://www.foxbusiness.com/economy/irobot-co-founder-says-ftcs-opposition-amazon-deal-wrong-minded-following-bankruptcy-filing

The bankruptcy filing follows the termination of iRobot's proposed $1.4 billion acquisition by Amazon, which was abandoned in January 2024 amid a probe by the Federal Trade Commission (FTC) – led by Lina Khan – and European regulators. The FTC's antitrust investigation was focused on Amazon's ability to favor its own products over its rivals.

iRobot co-founder and former CEO Colin Angle told FOX Business in an interview that the FTC's decision to oppose the merger struck him as "wrong-minded" and harmful in retrospect.

"I bet if you asked almost anyone prior to the blocking of the deal with iRobot: Would you rather see iRobot innovating like crazy, coming out with new and better robots for your home, or would you like to see it file for Chapter 11 in the process of being sold to a Chinese manufacturer?" he said. "The wrong thing probably happened."

Division meeting today just ended. T.P says more ISPs coming. No number given, just the same ole same ole "transformation" jargon. Also, 700 HBAs impacted by the new RTO policy. They did this knowing a lot of those folks will rage quit or simply not be able to do RTO, leading to termination. Why is EDJ leadership actively at war with the very people who make the company home office work? It sure as Sh1t aint the GPs pulling this wagon.

Anyone knowledgeable of how to challenge being RIF. I believe that was terminated because of my age (56 years). Question #2 How could avoid big tax bill on my severance payout ? Can I roll it over to an IRA ? Thank you and Good luck to all.

any merit to this? Its a code of conduct violation if true which means immediate termination.

Forget the LAN/VPN tracking, forget the Presence Report, forget the badge swipes...we are now being tracked on how many Teams meetings we have and are also attending.

Have a Teams meeting with a large group and you and your boss/team all go into a teleconference room? Guess what...make sure to log in to the meeting so you don't get dinged for not participating. L3 and up will begin adding a lot more Teams meetings for things they used to just walk over and ask someone or ping them. This is a new metric for productivity.

What a hellscape being managed by HR re--rds and Re--rd-in-Chief Stankey

Heads up. If you're in a state that makes companies pay PTO after termination, look at your final check.

They paid roughly 1/10th my actual PTO and calculated the hours wrong.

Email them now before you sign any severance.

After four years of consistently exceeding expectations in my reviews, I was terminated “for cause” despite never having been on any kind of warning, performance plan, or investigation myself.

What triggered it was a situation where one of my direct reports had received a “needs improvement” rating. In full alignment with my manager and after consulting two levels of Employee Relations, I issued an informal performance warning. When no improvement occurred after eight weeks, I followed ER’s direction again and issued a formal warning.

Shortly after, that employee went back to ER claiming I was targeting her. Although I had documentation, approvals, and full ER guidance at each step, I was suddenly terminated “for cause.” My manager was blindsided and told me HR made the decision, not him.

Because the company is at-will, HR refused to document the reason in writing. I asked very specifically for the policy provision that I broke, and they said that it had to do with conduct, but they would not give me the exact provision . There had never been any counseling from my manager, no incidents around anything that would have caused this type of result. The “for cause” designation had devastating consequences — I lost all insurance benefits within three days, leaving both myself and my fully disabled child without coverage. It also meant forfeiting my restricted share rights and other earned benefits.

I’ve since learned from credible insiders that the company has increased “for cause” terminations to avoid severance payouts.

For any manager reading this: even when you follow the handbook, document everything, and align every decision with HR, you can still find yourself on the wrong side of a political or cost-driven decision. Protect yourself — document, back up every file externally, and understand the financial implications before trusting HR’s “guidance.”

Is it just me, or are PIPs specifically designed so employees can’t succeed, and the end result is always termination? I'm starting to feel like this is the case, but it could be just me.

Five peeps in 2 weeks terminated, not laid off. I’m not convinced all of them went through performance improvement process. We know job reductions are coming in 2025, is this the norm so they don’t have to pay severance?

I was employed with Bank of New York Mellon (BNY) for approximately 26 years. Throughout my tenure, I remained in good standing with the company and maintained a consistent performance history..

During the first nine months of this year, I reported to a different manager than my current one. I completed both a beginning-of-year performance review and a mid-year performance review under this manager. In both reviews, my performance met expectations, and I was never advised of any performance concerns, deficiencies, or behavioral issues. I did not receive any verbal or written warnings, disciplinary notices, or improvement plans during that time.

My manager specifically told me that I met expectations and that he had spoken with colleagues with whom I worked directly. He stated that no negative feedback had been reported regarding my work or workplace behavior. At no time was I made aware of any issues that might jeopardize my employment. There was no documentation provided to me demonstrating poor performance or any other cause for termination.

Without prior notice, I was informed that my employment was being terminated. I was immediately instructed that I did not need to return to work for the remainder of December, and that all of my system and workplace access was removed at that same time. I was not provided with any explanation or supporting documentation demonstrating cause for termination or identifying any violations or performance concerns.

I was then told that I would receive a separation agreement by email and that I would need to sign this document in order to receive additional severance pay. Specifically, I was informed that if I signed the agreement — which includes a waiver of rights — I would receive an additional sixty (60) days of pay covering the months of January and February. I was told that if I did not sign the agreement and waive my rights, I would not receive this additional compensation.

At the time of termination, I had no pending disciplinary matters, no documented poor performance, and no warning of potential job loss. I was terminated abruptly after more than two decades of continuous service, without explanation, documentation, or an opportunity to address any alleged issues. I was effectively presented with a condition where I must waive my legal rights in order to receive severance compensation following an unexpected termination.

I am currently seeking legal representation from an employment attorney or firm that has experience representing former BNY Mellon employees or handling similar wrongful-termination and severance-rights cases involving large financial institutions. I am specifically looking for counsel who has previously dealt with situations involving long-tenured employees terminated without cause and asked to sign separation agreements to obtain severance pay.

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?

I was in a 2 months non-working notice, and my last day was October 28. I read previous posts and some indicated they had received their prorated bonus on final paycheck. My last paycheck did not have any bonus. Any suggestions on how to escalate this with the HR? My former manager is non responsive. Thanks!

Just got the cord cut on me last week but only my boss was on the call without HR present. Is this legal?

Good luck to anyone who was force rated with below expectations. There is no PIP this time based on what im hearing . Its straight to termination

Anyone else’s computer already get completely reimaged and erased and locked down without any warning?? I thought we were supposed to be working until the 19th. Is this normal?

Anyone else’s computer already get completely reimaged and erased and locked down without any warning?? I thought we were supposed to be working until the 19th. Is this normal?

Have PIP terms always been discretionary or are they shortening them just to force people out faster?

Anyone know or have access to information on how the terms of a PIP are determined? I searched MyHR and couldn't find anything transparent.

I thought 90 days for improvement was standard. Someone commented on a post awhile ago that their PIP was 60 days. My coworker just got put on one and she only has 30 days to turn it around. I'm relatively new to the team but from what others have been saying and my experience working with her, it seem preposterous. She's very knowledgeable and helpful and everyone seems to like her. She shared that she's never had a single performance issue previously and consistently received exceeds expectations annual ratings.

Sounds like a classic forced out scenario and if they can do it to her, they can do it to me or anyone, so I'm trying to find any reference material available.

Anyone know if someone can be told they are let go while on Paternity leave or if it would have to be held until returning to work for legal reasons?

I see for some it's 12/19 and for others it's in February. I'm sure there are other dates in between as well.

The former is better for job search

If we get laid off?