Along with demoralizing remotes and all the other well-known, obvious or sneaky ways to wear people down until they leave on their own, or give leadership an excuse to kick them to the curb. If even a fraction of the time and energy spent on these cheap, convenient push-out tactics were redirected toward actually building the business and caring about employees, this could be a great company.
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@da The majority of employment law cases are settled either pre-litigation or pre-trial. A corporation will offer more money specifically in exchange for a strict confidentiality clause to stay off the public record and protect their reputation. That's why you don't hear of the successful cases.
Class action lawsuits on the other hand are very much public record. I second the recommendation to document everything and keep comparing notes with each other.
CEO expects it, so sociopathic people like PP (spanish name) who reports to VD in Tech, who demanded 7 to 10 percent no matter what, then you get directors who pick people who don't deserve it. They are too stupid to realize a lot of the low performers were already exited via layoffs. Or they do know and just force it and sleep well knowing they don't care about the livelihoods of people under them.
This will repeat year over year, guarantee. H1Bs will go up, offshoring, discrimination against any race except Indian will go up.
@bz 100% agree. Documentation creates evidence and evidence is what wins cases. I got my PIP retracted because as I observed what senior leadership was doing to my manager I started documenting everything. Once they successfully drove him out of here, they came at me next. I already had 8+ months of documentation at that point so when they tried putting me on a PIP for the most ridiculous manufactured scenarios of not meeting expectations, I disputed it with receipts and also immediately filed an ethics complaint.
Long story short, it went away but not without a fight and months worth of documented evidence. Make no mistake, I'll still be terminated. Assuredly I'm #1 on the next layoff list, but I'll be leaving with a severance package not a performance issue. F you very much USB.
USB law division is a joke. Their egos are so inflated they'll double down on misconduct before admitting they're wrong. By the time they hire outside counsel, they've botched something up good leaving the door open for potential litigation.
At-will employment laws provide no immunity for terminations based on protected classes or unlawful retaliation.
@da Your middle management is showing. Try taking the gaslighting and fear tactics down a notch.
Good luck with the attorney and lawsuit! You’d have to prove it was a discriminatory move. The fact that it’s happening across all business lines and certain roles (not people), makes a lawsuit nearly impossible. I will remind everyone AGAIN, USB is an AT WILL company!
Every corporate move they make has already been approved 4 times over by a legal council.
If your leader, or a small subset of people sc--ws up - that’s where MOST lawsuits win.
Have fun with this time, effort, stress and money if that’s where your heart takes you!
Document everything and call an employment law attorney for a free consultation.
Dec. 5, 2025 - Jury orders Liberty Mutual to pay $103 million, finding the company guilty of age discrimination, harassment, retaliation, and wrongful termination
https://www.insurancebusinessmag.com/us/news/legal-insights/jury-orders-liberty-mutual-to-pay-103-million-in-age-bias-case-559624.aspx