They are firing people in droves and hiding behind "right to work". I don't think I have heard of more people getting fired here than I have this year. Its very clear what they are doing. Only a matter of time before a class action happens.
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If you work in auto claims and get fired, file for unemployment. They tried to deny mine and I gave unemployment an earful of everything happening at USAA. No one is just doing the job they were hired to do, so how can the they say you are doing unsatisfactory work, when you are helping every level in claims who are behind, plus your own job!!! Tell unemployment to read the article in SA Express News, where USAA is fined $140 million dollars for the bank not handling money laundering properly. They were told they needed 178 employees to properly staff the money laundering dept. They feds came back a year later and that dept still had 62 positions not filled. I said if $140 million in fines doesn’t scare USAA to have proper staffing, I said claims is worse! I got 100% unemployment. I was bullied by a manager for 2 years, I was not going down without a fight. Don’t think USAA is so big you will lose. Give unemployment facts and you will prevail!
Often, the main reason an employer may want to contest a claim is to avoid a hike in unemployment insurance tax rates. The amount of taxes owed is based in part on the number of claims made against the company by former employees. Thus, employers are motivated to scrutinize every new claim.
https://www.dol.gov/agencies/eta/unemployment-insurance-payment-accuracy/UIFraudReporting
Individual cases will, most likely, not stand a chance in court. It could be viewed as "sour grapes". However, establishing the pattern is definitely the way to go!
The next time your lead or manager is yelling at you (even a colleague), especially in front of an audience, smile to yourself. That person is the "weak link". Record who is at the meeting, what is being yelled (difficult, I know, but remember -- this is a very sick individual who needs help), if you are being held back in any way from doing your job (as we all know, the way "bullies" operate is by shocking the other person and instilling fear; if fear is now your way of life at USAA, record that)...all of this is vitally important.
We need facts, dates, places, events, and people. This is what lawyers work with. And by providing a sufficient number of people attesting to the same thing, that is how we can establish proof.
I also think by now, most of us can see what the "master plan" is. Even a percentage of those not directly impacted (by layoff, false firing, PIPs, RTO, manager intimidation) likely do not like where the company is headed.
We also can clearly see those participating in the "master plan".
It's not just those of us who were harassed, but also those who have witnessed harassing behavior, to stand up and file complaints. Minimally, be ready to tell the truth when class action lawsuits are filed.
The only way to reclaim a decent culture is to stand together for our rights as employees. I would watch closely the ones who are yelling at others, filing false complaints against colleagues, etc. They are the "weak links" who can be reported on, and provide evidence by their behaviors in court.
So record my zoom settings and "private phone calls" when the manager yells at me during our "one on one"?
@myl+1ozVkOiM
Texas will hesitate to set precedents to tie a company’s hands in hiring/firing decisions on a large scale unless there is clear evidence of law breaking. Individual cases? Much more likely. But while I like the positive attitude that Texans care about families, just encouraging people to be strategic in how they stay or exit USAA. Don’t count on a class action to rescue you, and do your best to balance mental health with the fact that we all have to be strategic to ensure we keep the income we need flowing to support ourselves and our families. Don’t underestimate USAA’s power to disrupt that or overestimate how much the government and courts can save you unless you have extremely strong cause and evidence.
Parts of the company have very high expense ratios. They need to either lay people off, divest from certain lines of business (which wouldn't happen without big layoffs), or find a magic wand that can instantly grow revenues massively without increased expenses.
But just because layoffs might be necessary doesn't mean that any CEO doing layoffs is doing the right thing. Under Wayne, we don't have leadership or a strategy that will build something resembling the prestigious high-quality-of-service USAA of yore while restoring competitiveness. What we have is leadership intent on turning USAA into another generic financial company run by the same generic empty suit executive class who think the Mission is little more than a marketing novelty.
I don't discount winning a class action in TX. Texans don't like to be messed with, especially when it is hurting families.
Go, Texas!
Some people are refusing to work sufficiently because they’re angry at how fall USAA has fallen. Unfortunately, that strategy doesn’t work. Ignore the trolls who say it’s emotional drivel, but a successful class action like this in Texas is unrealistic.
To be fair, HR is so incompetent they could fail to gather and retain enough evidence, but I wouldn’t count on it.
@fqs+1ozVkOiM Sounds like you are the one that is emotional, sorry you take pride in working for a failing company.
You have no clue what your saying. People are not performing, refusing to come in, getting PIP'ed. Emotional drivel.
Let me know how to sign up!!