So who all is being moved to infinite?
51 replies (most recent on top)
@9mc That's brutal I wonder how that is even legal.
Positives vs. Negatives of this move:
Positives:
Still have a job.
Negatives:
More expensive Health Insurance onhigh deductible plans only.
No more safety net of severance, (with my tenure I would have qualified for the max)
Less company paid life insurance
No more optional life insurance without health assessments.
No 401K matching(Fiserv's is now 4%), much better than zero
We have to complete time on 3(three) different systems to get paid vs 1.
Realization you are just a number.
Company limits any opportunity of growth, for at least 3 years!.
The company unilaterally (because they can) moved our jobs to contractors and mandated that if we did not accept, we would not qualify for severance pay.
As the above was not enough....Fiserv has policy for anyone THEY decided to move to Infinite, that those associates are prohibited from applying to job opportunities at Fiserv for 3 years!!!!!!! I'm still trying to wrap my head around this one given the specific circumstances here but that's probably the most humiliating part of this whole thing for me.
not me
@s3 at least it's only a month into the new year. The last round was midway through the year. Some of us met our deductibles on our health insurance already. The vacation time had to all be scheduled ahead of the move.
I was told some of the offers received from infinite were higher in pay compared to fiserv.. has this happened for anyone?
@18z in the midst of it now but I was told to treat it the same as you would a new company/job offer. No response as of yet.
Has anyone tried to negotiate the “offer” from Infinite and had success? Before I accept the offer to move to Infinite I would like to see if there is any wiggle room with the salary or if what they send out is a final accept or not.
@dy so how can we prove this to keep our current employment?
@s3 1/26/26 if you accept
When is this move to Infinite effective? The timing couldn't be worse.
@e8 Only if you work out of certain locations. Most of my team is in Lincoln. We are all Implementations. They were not touched. Only the 3 of us in the Alpharetta office are going to Infinite.
@dz - it is work from office employees too. I felt vulnerable after working with Fiserv for 11 years. Now, that my benefits will go away.
Call the department of labor and talk to them, if this is illegal they'll tell you and might take you up on the case.
I was moved to Infinite in July, my experience has been overall positive except for the feeling of betrayal by Fiserv. They lied to us for years as they clearly knew this was in the works. They strung along for years with the promise of a severance payout when they finally cut us loose - they had no intention of paying severance. Infinite fell far short in their handling of employees with limited PTO - those folks lost ALL banked PTO and sick time. Health insurance cost is comparable but has a $10,000 family deductible. My advice to this new group is to get your vacation time scheduled out on Workday and insist Infinite honor that time off without deducting your Infinite PTO for that time off. They did that a lot with our group so don’t let them tell you they can’t.
@e2 essentially all of Implementations - RC's group
Can someone let us know which products or teams were just moved to infinite?
@e0 I'm in GA, even though this all falls under Federal Law, your specific state may offer additional protection. Best to utilize AI to see what applies to your state specifically. Also, it can provide a list of labor attorneys that will be able to help explain your rights. They keep telling you to use AI to assist with your job, you might as well use it to protect your job.
@dy Can you provide a source URL for this information? I think it would be really helpful for anyone considering challenging the reclassification.
@dv I'm in Alpharetta, I can confirm it isn't just remote workers.
@dx Adding a contracting company DOES NOT make misclassification legal
The law looks at the reality of the working relationship, not:
what company signs your paycheck
what your badge says
whether a third-party vendor hires you
what HR calls the arrangement
If you are doing the same job, for the same company, under the same supervision, with no ability to operate as a real independent contractor, then under IRS, DOL, and NC law:
You are still an employee.
The company is trying to avoid taxes and benefits.
And using a vendor (Infinite) is a known tactic companies use to try to get around misclassification rules — but legally, it does not protect them.
This creates a situation called:
🔹 “Joint Employment”
Meaning BOTH companies (Fiserv + Infinite) may be treated as your employer under the law.
⚠️ The “voluntary resignation” claim is NOT legally accurate
They are telling you:
“If you decline the offer from Infinite, it is a voluntary resignation.”
Legally, this is NOT true if:
They eliminate your job
Replace it with a contractor role
Offer you a position with a different employer
And claim refusing it is “voluntary resignation”
This is what labor attorneys call:
❌ Constructive termination
OR
❌ Forced resignation
under federal law, if they are removing your job as an employee and replacing it with a contractor position, you are not resigning — you are being terminated and re-offered different employment.
This matters a lot for:
Severance
Unemployment eligibility
Legal claims
Retaliation protections
unemployment law especially looks at the job you were employed in, not a third-party offer.
🔥 This is the key legal point they aren’t telling you
👉 Declining a contractor job from a vendor
≠
Voluntarily resigning your W-2 employment
Legally, those are two distinct employment relationships.
Employers often use this tactic to:
avoid layoffs
avoid severance
avoid WARN Act issues
avoid triggering unemployment claims
reduce liability
But the law does not support their claim that you “resigned voluntarily.”
@dw they're skirting around this by transferring us to Infinite (their contracting company). Since Infinitt is "extending" us an offer to "continue and retain" our service with/to Fiserv, declining the offer is to be considered voluntary resigning - so they say.
- You Have the Right NOT to Be Misclassified
In U.S., employers cannot legally:
Call you a “contractor”
Move you under a consultant company
Change your job title
…while keeping your job and duties the same as a full-time employee.
Your classification is determined by what you actually do, not what the company wants to call you.
If your role still looks like an employee → YOU ARE LEGALLY AN EMPLOYEE.
This is your right under:
IRS law
Federal Fair Labor Standards Act (FLSA)
Your states Wage and Hour Act
DOL Misclassification Rules (2024 update)
✅ 2. You Have the Right to Employee Protections
If the company tries to make you a contractor, but your work is still employee-like, you still have rights to:
Minimum wage
Overtime (if applicable)
Employer-paid taxes
Workers’ compensation
Unemployment benefits
Anti-discrimination protections
FMLA protections (if applicable)
Misclassification does NOT remove these rights — the employer simply becomes liable for violating them.
✅ 3. You Have the Right to Refuse an Illegal Reclassification
You cannot be forced into illegal contractor status.
If the company:
Threatens your job
Pressures you
Gives you no choice
…this may qualify as coercion or retaliation, which is unlawful.
You are allowed to say:
“I believe this reclassification may violate IRS and Department of Labor rules. I request clarification on how my new role meets the criteria for independent contractor status.”
They are legally required to respond in good faith.
✅ 4. You Have the Right to Report Misclassification Confidentially
You can safely report concerns to:
Federal Authorities
U.S. Department of Labor (Wage & Hour Division)
IRS (Form SS-8 request to determine worker status)
Your state Agencies
Your state Department of Labor
Your state Division of Employment Security
Your state Industrial Commission (for workers' comp issues)
All of these allow anonymous or confidential complaints.
Retaliation for reporting is illegal.
✅ 5. You Have the Right to Compensation if Misclassified
If the employer misclassifies you, you may be entitled to:
Back pay
Overtime you weren’t paid
Back benefits
Reimbursement for employer-side taxes
Penalties
Attorneys’ fees
These amounts can be very significant.
✅ 6. You Have the Right to Work for Others (If They Claim You’re a Contractor)
If they classify you as a contractor, legally:
You must be free to work for any other clients
You must control your own schedule
You must supply your own tools/equipment
You must be able to negotiate your rate
You must be able to decline work
If any of these are not true → you are NOT a contractor and the classification is illegal.
🔥 7. You Have the Right to Ask the Company for Their Classification Analysis
You are legally allowed to ask:
“Can you provide the company’s analysis showing how this new contractor role satisfies IRS and DOL independent contractor criteria?”
A compliant company will have a documented justification.
A company avoiding misclassification liability should give a clear answer.
If they cannot explain it — that is a red flag.
@a8 Not jus but the remote folks were a target.
In some states it’s illegal to take a full time employer and reclass them as contractors. Especially when your role is the same as a full time employee. Unless Fiserv has something up their sleeves……
Infinite Computer Service
400 people were off-loaded in July also. More will follow. Deal was made in 2022.
https://www.thelayoff.com/t/1jykxbyak
@bb he's just another suit
so you all are saying that we will never see severance from fiserv. Would we get it from infinite?
So much for thinking thing will be better under ML.
@b8 statement is true. Same thing happened in June/July. Sign or resign. No benefits.
@ae this is a big accusation if not true. I guess we’ll find out in the town hall tomorrow.
Thinking you can hang on, your days are numbered..
Clients dont listen to the bs that its going to be different under ML. Its going to get worse.
Friends here's your outsourced solution:
https://infiniteos.com/
Booted with no severance? Dont sign the papers hire an attorney ASAP. Correct Outsourced layoff.
Fk scamserv. This company will go under soon I bet
400+ people got impacted. Bullsh-t if you ask me
@aj the only benefit I care about is the PTO, which is being reduced 2/3rds - and we're required to be 5 days to still
Outsourced layoff
Alpharetta not center of excellence anymore?
@ad Infinite is one of Fiserv's approved vendors that supplies cr-ppy 'consultants' on H-1B visa. They have a location in Chennai India as well.
@ad Infinite is one of Fiserv's approved vendors that supplies cr-ppy 'consultants' on H-1B visa. They have a location in Chennai, India as well.