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.
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@24p Feel free to reach out to Sabrina at the email address provided. You can ask her yourself how your conversation and any information you provide will be communicated and how your identity will remain anonymous and protected.
@1we what is going to do with the feedback and how can we guarantee it’s anonymous? I would give two sh--s if i wasnt employed here still but we know how they would react if they found out existing employees were talking
Some of us have connected with Financial Times/Ignites reporter Sabrina Kharrazi (Sabrina.Kharrazi@ft.com). She would love to hear from you and anyone else who has information or documentation about BNY Mellon Performance Appraisal Management process or other ethical or legal concerns. Your interaction is completely confidential and anonymous. Sabrina is mentioned in the comments of the following posting on this site: 'https://www.thelayoff.com/t/1kbk9pt5n' as well
BNY keeps the 401K match.
It's in the firms best interest to terminate employees for they vest.
What happens to 401k if not completed 3 years and terminated before that. Am I going to get company contribution in 401k or not? Or it is just mine contribution and rest all forefits?
@eb I would definitely contact a lawyer if I was in your shoes. The only reason I’m not is that I’m under 40 and have only been there a few years.
@ee I just got confirmation from the separations contact:
- We will continue to be paid regular pay during the 45 days; as normal .
- If you do not sign the agreement by March 16th, you lose the last paycheck in march
- If you do sign you will receive the last pay check in March
- Either way, you will continue to have your benefits until March 31st.
So, sounds like to me, the only gain by signing is one more pay check.
@jj You do realize you lose access to the online portal when you get laid off right?
@jj Says the keyboard warrior who can’t even type a coherent sentence.
@e6 I wasn’t go figure, also don’t have my managers personal number since he pretty hands off
@e7 you ever hear of this magic technology known as “direct deposit”? God damn dork
@e8 lmao who gets paper checks still
@eb @eb this is why BNY is not a real firm. A number of employees (former employees) were and continue to be placed on PIPs with a varying degree of notice. Even if an employee does know they are on a Performance Improvement Plan by their leadership, the plan is never discussed. Meaning, what matrix or merits will be reviewed to mark improvement(s)? No follow-up meetings take place. No mention of the PIP until you are shown the door.
Slag term: PIP-and-go
Because BNY the firm and localized leadership have / had no desire to retain these employees or to put up a legit display for what what they are executing.
I am a former BNY employee that was PIP'ed. When I filled my ethics complaint, my main point was: How could I improve my job performance when I did not know what to improve nor had any follow-up meetings with leadership to see how I was doing? I was PIP'ed and worked under this suspicious cloud for 5-months. Then I was terminated for poor job performance.
Has anybody called HR yet for clarification of this package? Do we need to certify each week we are unemployed in order for them to pay us? Letter states we have 45 days to sign, so if we don’t sign till let’s say day 40, then we don’t get paid in February/march?
@af If you sign, you have continued pay and benefits until 3/31 and you can file for unemployment after 3/31 (assuming of course you didnt get another job by then). If you dont sign, your effective termination date is 1/30/31 - company-provided health benefits expire on 1/31, no pay for Feb and March, and unemployment can be filed effective 2/1.
@e5 In my case, when I met with my manager the final time and was informed of my release, she told me that my position was terminated, she never told me that it was performance based. I never got to see my final review from management. When I got my release paperwork yesterday, I was surprised to learn that it was, as you put, under the guise of poor performance. I had been ‘meeting’ all year long, and I believe the year prior, I was ‘exceeds’. They lied to me and cheated me out of my deserved severance package. (19 years) My team was absolutely a ‘best friends club’ where if you were buddies with the boss and hung out outside of work, you were kept safe. Even if you were based at home, they’d get an exception for you. Worst company ever.
@bw You get paid while working at BNY - weren't you ?
The employee number is right there - in every paystub .. Thank God they kicked you out
@e6
How can one "not know" their employee number - We all receive a paycheck every 2 weeks and it is right there staring at you -
May be a DEI recruit. One who cannot even scan their paystub ? Thank God RV got rid of this person - No wonder he trusts digital assistants over such "employees"
You should have been told you need your employee ID at your separation meeting. Contact your former manager to confirm the number. Lots of people don't know if off the top of their head as it isn't used very often. The manager has that info in the notice packet.
As for new employment, it depends on your package. If you are in the US, they do lump sum payouts and if you get a new job quickly its like winning the lottery. In other places, they may do continuity pay (the old system in the US, dropped in 2025) in which case you have to notify each week if you are still unemployed or not.
Keep in mind. Some folks have lost their jobs with a "normal" layoff. Department restructuring, movement of business, elimination of department / location.
Other former employees were "terminated" under the guise of "poor job performance." Technically these were not "layoffs," but they were layoffs since department leaders were told they had to eliminate XX% of their staff. They best way to have mass layoffs, without having to announce mass layoffs in the media and in view of government(s) is...
Stretch the process over 2-3 years, over each quarter and fudge the performance evaluations of employees to limit cost to the firm. Then market these moves as AI growth and tech investment... even though those that work at this firm know tech investment and AI are hogwash, but if it keeps the smoke-and-mirror show going for Wall Street... so be it. This is what most people here experienced at BNY.
BNY is a smoke-and-mirror show. It's not a real firm.
@bw
Don't get annoyed with me that you don't know your employee ID. You not knowing it tells me so .uch about you and your work ethic.
You deserve Zero.
@ad oh pi-s off I only ever used my commit id for anything and have no trace of an employee id in my onboarding emails, maybe there should be some sort of way of getting it if they’re going to require it??
By the sounds of it, they sc--wed alot of employees over falsifying ratings to be below expectations or met some. How can they get away with this
@a6 you would have been given it during enrollment or onboarding. The fact you dont know it after how long here speaks volumes
@a7 you wont because you were terminated based of the performance rating. This is just an offer for 60 day agreement to remain as an employee
Got mine today. Read through it. Am I missing something but, we're given to 3/16 to sign in order to receive pay and benefits up until 3/31. Up until then, pay and benefits will continue. So if I don't sign, I will only be forfeiting one pay check???? Benefits continue through the end of the separation month (March) regardless if I sign. Also, if I don't sign, I wouldn't have to inform them if I got another job before 3/16. Just trying to determine the benefits, other than an extra check, if I sign (outside of the obvious right to take legal action)
@ab
They have an outside firm to track if you have earnings. Saying that can't be traced is d-mb on your part.
@a6
If you don't know ur 9 digit employee ID they should give you no severance
@a8 uhg was hoping it was a lump sum..Ofcourse they have to complicate it.
@a8 I asked the same question to the person I spoke to at the beginning of the month. He said we don’t need to tell them anything. There’s no way to track it and they’re not concerned about that. So take it for what it’s worth, if anything.
As far as I’m concerned: after I sign this document, I don’t need to tell them anything. They want nothing to do with me so I want nothing to do with them.
Laid off 12/15 no information from HR yet
I see a clause on finding other employment. - so if you get another job then you have to notify them and payment stops? How do they know if you don’t tell them?
Last day was Dec 11, just got my email also. What is everyone getting? Mine is until 3/31 if I sign it. Did not get 2wks for every year of service.
lol also just got it, now gotta go through hoops getting my 9 digit employee ID that I was never given lol makes sense. Good luck, everyone.
Just received an email from Separation Pay Inbox
I was told at the beginning of January that we would all be receiving the “email” today. But haven’t heard anything yet as of this post. They’re still paying us though, which has been a blessing all though we all share the same feelings about the bank. Definitely has made the last 2 months a little easier around home.
I am in the same boat. No email yet.
@OP still waiting on my package as well.