Thread regarding U.S. Bank layoffs

@bc You STILL don't understand what EEOC does and doesn't do. Wow. Please try to learn. An employer doing a sh---y thing to an employee is not automatically a type of case EEOC will have anything to do with. The bank should not do sh---y things. Period. But if they do, the EEOC will only address it if it is an offense that falls into one of the protected categories. Got it? I doubt it. But we can hope you are educating yourself on the topic if you want to post about it. Happy Holidays @bc.

Oh please. You had months to prepare for RTO. Perhaps there was delay to card key but what about the last 4 months? PEOPLE ALWAYS TRY
TO BLAME OTHERS FOR THEIR FAILURES.

@ba and fyi it’s called critical thinking.

You are never too old to go back to school.

“Basic thinking skills” ……….. laugh out loud

Sorry.

@ba her manager gave her a needs improvement due to her record of being in the office, which was wrong. The manager knew of the discrepancy but still decided to move forward and base the review on this.

… It’s hard to comprehend the above if you are cut from the same cloth. Unethical, unprofessional, dishonest. Of course your eyes and superior reading comprehension easily glances past this.

Was it done for a discriminatory reason? I don’t know. You don’t know. I said it was up to the person to decide this. You on the other hand, is letting your divorced middle age unwanted middle management self side showing by trying to automatically dismiss a clear violation of someone.

Do better? Shame on you. I have faith in a higher power and I really hope you do. I hope we all do. If you are someone who does wrong WILLINGLY and is completely okay with it, then you should spend more time on yourself than to worry about what is posted on here.

@ab It seems YOU are the one lacking reading comprehension and basic thinking skills. Did you visit the EEOC site? Do you know what they even do? Apparently not. The example OP gave has NOTHING to do with EEOC. They will reject a case filed with the particulars outlined by OP. Please do some research and think before spouting off.

@a9 No dear, that is YOU who lacks comprehension. Do better.

@aa let’s not shift this to politics and only keep the focus solely on us bank.

@a4 I want to make sure you know this comment is directed to you and not get it confused.

Great job on going to the eeoc website. Not so much of a good job when it comes to thinking.

I am sorry if you the lack the ability of reading comprehension and critical thinking.

What really makes me laugh are all the people crying foul, and then they will vote for Trump, and Republicans who by definition are anti-regulation. The only realistic tools, if we elect legislature to do something is, unions, anti-trust, and regulation. I wouldn't be surprised if people in EU countries are treated better BECAUSE THEY ARE REQUIRED TO. Lord knows investors and c-suites don't care about any of you, and never will.

But carry on blaming all the boogeymen you are brainwashed to blame.

@a8 sorry if you the lack the ability of reading comprehension and critical thinking.

@a5 Clown responses? I literally went to the EEOC website to see what it entails to open a case, and pasted the list of items EEOC can help with. The issue described by OP is a really sh---y thing for USB to do and the bank's senior leadership team should be ashamed of themselves, but it's not something EEOC can help with. OP's example had to do with RTO compliance which EEOC will not get involved with.

NO I am not a senior manager, or HR. I am pointing out reality, which SU-KS but going to EEOC will be a waste of time.

a4

Remember your comments and interactions are in no way in any shape form or fashion of what it will officially read on paper.

It is up to the person to decided what is what.

These things DO NOT happen on accident.

You have to look past there incredibly fake two faced personalities and recognize it for what it is.

…it’s understandable how people are fooled….. that this persons manager knew of the discrepancy but still decided to go forward instead of correcting it.

Shame on this persons manager and everyone else who participates in this way of sabotage.

The manager puts on an act in front of the employee. Acting d-mb while at the same time trying to “side” with you… even making it appear that it’s not your fault… you are both victims of this (huge LOL) etc…. But you still get the same result that is out of your control very important to recognize the this.

I am sorry to the op. I will pray for you.

Now for the reason behind it? Fill it in.

If you can’t, then you are not the sharpest tool in the shed….

The two clown responses sound like they are from management/hr trolls….

There are many on here pretending to be someone and typing up a narrative favoring us bank and discrediting the posts on here that actually have merit.

One word for you….. karma. Just remember.

What protected basis are you suggesting for this example? These are the categories EEOC covers only these items:

Age (40 years of age or older)

Color

Disability or related accommodation

Genetic information (including family medical history or participation in genetic services like counseling, education, or testing)

National origin or ethnicity

Race

Religion or related accommodation

S-x (including s-xual orientation; or transgender status)

Pregnancy (including childbirth or related medical condition) or related accommodation

Retaliation - Complained to the EEOC about job discrimination, harassment, or retaliation

Retaliation - Complained to another government agency about job discrimination, harassment, or retaliation

Retaliation - Complained to an employer, staffing agency, or union about job discrimination, harassment, or retaliation

Retaliation - Helped with or was a witness in someone else's complaint about job discrimination, harassment, or retaliation

Something else (if you select this category EEOC response is that your issue cannot be handled by EEOC).