Thread regarding Charles Schwab Corp. layoffs

@ha How to answer compliance when they are questioning you even if you did NOTHING wrong?

Omt. Ask yourself why this company manages out so many. Especially those older, outspoken, or with medical issues. Do we hire terribly and it just takes 15 years to figure out?

No. We have a bullying system protecting executives with the competence of wilted lettuce. And they want to save money and protect themselves.

Summarizing great guidance as TL lacks good search capabilities.

• Document everything. Includes audio recordings, photographs of emails and other documents, contemporaneous notes and anything else that can possibly be used. Store off site on devices you control. Policy and some state laws prohibit recording. Let an attorney deal with that later,
• Capture the coaching memo and craft an immediate response. This response is not given to your management. Submit to HR to add to your employee file. The response should explicitly and factually capture the issue raised and any record surrounding it. Your focus is two fold, to allow HR to challenge the manager quietly for a flawed coaching memo and to document that you made the company aware in real-time when in arbitration later.
• Document explicit things done in response to the memo. For example, say the complaint is that you don’t raise questions in meetings. Capture the meeting, attendees, topics, questions you asked and the like.

Your goal isn’t to argue with them now. It’s to make them aware they will have years of he-l afterwards, including discovery and depositions. It costs a lot, but Schwab settles and backs down regularly. You can make it quicker and cheaper to encourage your name being placed on a layoff list. You don’t want to stick around anyway.

Your goal should be the standard layoff package and not signing anything short of that.

Good luck.

Yes, there's no sincerity in the coaching memo, don't be fooled. It will lead straight to a PIP despite your best efforts, and then they will overload you with work and cram you with unnecessary urgent deadlines. You will also be micromanaged on tasks that they had praised you for before. And the end result is that you will be fired with no severance, or you might be able to hopefully beat them to it and land a new job. It is true psychological trauma.

Making suggestions, and/or becoming expensive for their budget are great ways for you to land on the coaching memo and PIP list.

I suggest anyone in this situation, just go full steam on your job search. Sorry that you have to go through this.

If it swims like a duck. You will never find a more wretch3d hive of 5cum and villa1ny.

Schwab absolutely “manages people out,” but rarely is it because anyone is uncovering real issues. It mostly happens because certain leaders we-ponize HR, PIPs, and their inner circle the same way they hand out promotions and stock grants to their favorites.

And when people started talking about these tactics on this site, there was talk about the site being subpoenaed, and then a new policy rolled out telling coworkers to report each other for texting about promotions. lol. If it wasn’t so toxic, it would be hilarious how desperate and insecure it all is.

It’s not blackmail, it’s the culture. The safest way through it is to stay small, stay agreeable, stroke egos when you have to, and never forget the only thing that actually matters to them is proving you’re no threat to the hierarchy.