#hr

I read a post about new hires getting pushed back, and it sprouted a question from when I was interviewed by Fidelity. I was laid off x amount of years ago, and had an interview with a job at Fidelity that got cancelled shortly after I interviewed. I was just wondering what that could be.

A few months after I was laid off from Fidelity, I was given another interview with the firm. It was in the product area I got laid off from. When I interviewed, I was able to articulate my work at Fidelity prior to my layoff very well. I got a vast majority of the interview questions correct, and showed a very agreeable attitude and ability to jive with the team. I think they appreciated my curiosity for the work the team does, as well as me asking some questions about how our team provides that value. It felt like we really liked each other: the interviewers and manager were smiling and joking with me in the call, too. All while keeping everything professional. The feedback even said I did really well, but was constructive in 1 or 2 places I agreed with.

It looked like a potentially perfect fit. After the interview, I felt as if I KNEW I got the role. However, apparently, there ended up being a new manager who “repurposed the requisition” (I believe the new manager wanted someone more senior level). The recruiter provided reasonable constructive feedback to me, and said “yo let’s call again this week to look at other roles”. I never heard from that recruiter again.

The impact of a layoff seems to depend on the person. For most of us (including me), it’s he-l. It already su-ks when a company pulls a job you just interviewed for. I can’t calculate what exponent the su-kiness factor is multiplied by when the company that laid you off in the first place is the one pulling it after an interview. I asked Fidelity HR about it once. From what Fidelity HR told me, I’m in good standing with the company. Although I realized that maybe Fidelity had something about me or my performance that they aren’t showing to me since I’m out of the company, my layoff status still had nothing performance related. So… idk why I never got a response back.

Have I moved on from it? Well, I’m here talking about it on a public forum, asking what possibly made this happen, so you tell me if I got closure. At least I’m in a place much better for me now, and it’s all love from me with (most of) the people who work there. I have no regrets working at Fidelity and I think being laid off made me a better person, and led me to where I am today. Again, a layoff’s impact on someone is purely individual.

Bringing up the title of this post, without giving too much of my identity, what is the reason behind something like this? I was viewed as an easy pickup who knew the product area already, had natural chemistry with team members, and could have been an immediate positive impact on not only my own work, but helping other people right from day 1. And it gets pulled out of nowhere. Made no sense to me. On top of that, why’d the recruiter ghost me? HR said straight up there’s nothing bad on my record, so I was fumbling around trying to figure out if I offended anybody.

If anyone could give me a comprehensive list of possibilities as to why I was ghosted or why this happened, I would really appreciate it. Thank you, happy holidays!

Curious if anyone knows how they verify employment to a prospective employer and what they share? I would imagine it goes through HR and possibly even some sort of automated process? Do they only provide dates of employment and title? Will they answer additional questions, if asked?
To be clear, I’m not talking about anything involving a reference check- just the standard employment verification to make sure I did actually work there.

Top HR seat just emptied. The rest of HR is next in line—because duplicate roles are the first to get axed.

Human Capital had a meeting yesterday and to say that it showed the firm is going nowhere. Over 10 years and none of the HC leadership has ever been any good but if we are trying to "Project 2030" what is this? SM has no direction, just all over the place and the new structure makes no sense to anyone. On the Zoom the usual suspects who kiss up everywhere they go were doing the fake cheering but behind the scenes everyone is like "what is this?"
We have a GP over wellbeing, when is the last time you saw something come from wellbeing?? There are like 4 GP's in talent, two "shared?" for the HR Managers, a GP for inclusion when I thought we got rid of DEI. Just, stupid. How is SM helping PP make decisions about plagues like DC when she can't make her own decisions? This place is going down fast, can't wait for the next VSP I am out of here before the whole place burns down.

In the first time in years, HR actually cared about asking our opinion about new employee benefits. Imagine that ! After all the cutting, they finally listened and said: what can we do to help our employees and provide them a more competitive benefit package ? The options which I chose were:

1. Mental Health
2. Legal Assistance (so I can find a lawyer that will help me sue)
3. Pet Insurance from Nationwide
4. Free Massages during Lunch Hour

What say you ?

What to Expect for Employees Transitioning to MasTec:
• Week of Dec 8: MasTec will reach out to welcome employees, share additional information, points of contact and guidance to assist with the transition.
• Week of Dec 15:
• Offer Window Opens: Employees will receive an email to their personal email with steps to generate their MasTec job offer, aligning to their current role and pay
• Roadshows Begin: Roadshows will take place throughout the month of December and into the beginning of January. MasTec will reach out with specific dates, times and locations for all employees
• January 9: Final day to accept MasTec offer
• February 2026: Employees transition to MasTec
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Thank you,
Tonya

• This message was sent to alf employees in B2C Ficia Operat/ons.

Will not specify what departments but Sr. Managers have the picks and HR has been notified. Also for next year we have operational changes and more business consolidation, a plan to cut 5% of the workforce for cost savings is in discussion. I hate this part of my job and this is how I vent. Im sorry

When it comes to forced ratings of performance reviews people say document everything. Is this a personal document I print? In my case I am being targeted.
Going to HR will do nothing except make the situation worse. No retaliation is a blanket statement that does not hold any real value. Unless you are reporting something fraudulent.

Another question… my manager uses the “F” word in meetings. Yes I am one of the few that finds this offensive. How to handle this? I do not feel comfortable sharing that with him.

This was the message given by them repeatedly during session calls with mgmt and they are “frustrated” mgmt keeps saying this. Excuse me but you’re either nieve, lying or freaking clueless cause it’s absolutely freakin true

I was in a 2 months non-working notice, and my last day was October 28. I read previous posts and some indicated they had received their prorated bonus on final paycheck. My last paycheck did not have any bonus. Any suggestions on how to escalate this with the HR? My former manager is non responsive. Thanks!

Those jokers just loved to deliver the matter of factly snarky message of “this is what’s best for Citi, we have to let you go” with such a smug look on their face. It’s time to replace those guys with AI. If there’s any test bed low hanging fruit group of people to run off, it’d be them. Trim the limbs off of that tree.

What use are they anyway. They don’t do anything but pass out busted links and direct you to a FAQ page that does not answer your questions. Let those guys go.

A manager told me they’re FORCED to assign lower ratings because there’s a quota for how many people must fall on the bottom end. The problem is, on teams like ours with only two or three people carrying all the workload, that means one of us gets marked down no matter what. I’m fine with ratings reflecting actual performance, but forcing a bell curve at the manager level feels continuation of Franks playbook . It should balance itself naturally, not force it. Makes me wonder what kind of game they’re running here and whether this came from HR or from Mike.

Any of the managers here able to confirm if that’s actually true?

Just got the cord cut on me last week but only my boss was on the call without HR present. Is this legal?

For the corporate people, has anyone else not received any communication from their manager/hr after the day they were laid off? I feel like HR should have hosted a Q&A or something. I am still doing tasks but it’s mostly crickets from upper management. I am still charging time to the project as I have not been told otherwise. I have also not been told to handover to others what I have been working on.

Asking for a friend. What would be their response?

So ridiculous, toxic environment, years of dei hires with no experience, culture is like working at a buss terminal. HR & Labor Relations work together to sc--w you and make this job uncomfortable. Im still here for now but good luck to those laid off. Besides the paycheck what did you really accomplish.

Did anyone in the HO receive and email from HR about updating your work history, education and skills? Just curious as I’ve been with EDJ for a long time and never received this kind of email before.

Manager had some off boarding stuff he needed me to acknowledge and one of them stated my status was terminated. Anybody else get this? Should I contact HR to find out if I’m rehirable?

Yes, I too have been hit by the recent RIF after 30+ years. Several of my upper management also got hit. Unfortunately, I believe the severance calculation sheet is incorrect. Don't sign until you know for sure. It is much less than what I was told and the numbers actually don't match salary and the cap of 35 weeks. I've scheduled an appointment with HR, but so far, they haven't accepted. Anyone else seeing this?

Everyone here might want to check their hours submitted by HR for your holiday pay.

If you did not receive a full 8 hours, it is because they changed how it is calculated, they now calculate your average hours worked over the last 8 weeks and divide it by your number of shifts.

No one is answering any HR cases wondering if they have joined the Networks Strike or ignoring any queries. This will leave them open court cases if something isn't done soon, wonder why Jen Ragone got an award for poor delivery.

B4 tech mgr here, during a recent internal audit, HR department discovered widespread misuse of vacation time across multiple departments, including associates taking unapproved extended leaves, extra days not reporting to workday, overlapping PTO with sick days without documentation, or logging vacation while working remotely on company tasks.

Leadership has officially warned all managers to tighten oversight, and HR is now actively reviewing records with potential disciplinary action (up to termination) for violators. Going forward, every vacation request will be scrutinized, and any past discrepancies could trigger immediate corrective discussions , double-check your own records now and reach out to your manager if anything looks off before they come knocking. Better safe than sorry.

when MD retaliates? There is clear documentation of that available, there are credible witnesses willing to speak up. Someone once advised to go to Ethics and not HR as HR will just bury the matter. Ethics may also try to do that, but Ethics reports up the Legal chain not HR. Will Ethics act in case they think there's enough evidence to stand in court if the person decides to sue?
Has there been a single case where an MD has been taken to task properly by Ethics - say being written up or anything else? How does Ethics investigate and/or close a case - they produce a report?

What happens if I decline severance?

Maybe I want to keep legal rights. severance may require waiving claims.

Maybe terms are too restrictive. noncompete or gag rules feel unfair.

Maybe i hope to negotiate. first offer seems too low....

Maybe i want clean unemployment. severance could affect benefits??????????????????????

Fu--ing, maybe I feel rushed. i do not want to sign under pressure.

I cant download and forward paystubs ? How do we get them to our selves, i did the personal in the text box thing

I turned paperwork in for severance and my ticket got closed last month. I keep checking ADP site and still no indication of if I’ll receive a payment. Only thing I see is I can sign up for payments on a card. Will severance be paid out direct deposit or am I expected to sign up for a card? HR system is a mess with not being able to speak to a live person. Anyone else struggling to get through to HR for severance info?

How will those of us that have been displaced (October) be remembered for incentive allocations that are happening now (finalized in January)? Will leaders just need to remember us that have been displaced or is there an organized process perhaps led by HR to advise managers so they don't forget us?? I was a top performer.

Big disconnect between Cisco's public statements to the financial community—that the company is "rightsizing efficiently" to optimize performance and the observed outcomes of the LR process. HR is non-existent - they don't care about preservation of talent and institutional knowledge. I feel an increasingly toxic culture and diminished trust in leadership.

I have only been with the bank for 5yrs and I don’t know anyone who has successfully moved from WIM to the CIB side. I was wondering if there was “wall” not to hire anyone from the WIM side. I tried several times and only got one interview. Most of the times it rejected by HR in a few days. The roles I applied for were the same roles I’m currently performing in WIM

Anyone still waiting on severance package email? I haven't received any email yet from HR.

I was hired in December 2 years ago and in the RIF call I asked my manager if I will get severance based on the last day of work or notice day which will make a difference to get a 1 or 2 years based severance package.
He didn't know and said HR will contact you but no one did so I wonder what to expect as I didn't get any further communication yet after my manager's call

What a horrible day, I am safe… but my friends were cut and it just feels like a death. NO ONE deserves to be without a job right before Christmas.

Sharing what I know, future looking -

Consumer re-org will be announced tomorrow.

Not sure on HR,Network,finance etc but consumer will be switched up completely.

What about HR? Did they escape again? How about IT? Anyone left to RIF there or all already outsourced?

I’m in California and I thought we were supposed to get a 60 day notice vs a 30 day notice. Is this something I should reach out to HR?

VP's, director's and managers do not lead, they spread their toxic behavior and all they care about is employees that follow their lead and cut costs. While knowing HR and lawyers will cover it up. This ends up costing more in the end. Hold these people accountable for their actions, inactions, tactics and improve the moral of the entire team. Start investigating HR and move on through the VP's, directors and managers. Time for the trustees to make moves to remove these toxic leaders and show employees they are respected and cared for. Talent, experience and leaders are being lost. The system failed all employees.

Got an IP after a great performance year because I worked from home some Fridays last year. Manager never thought it was an issue and never said anything to me until I got a warning in late summer, then the IP rating overrode the EP she entered for me at year end. She was totally blindsided by the warning and the rating. Aside from RTO being a complete joke of a policy to begin with, nevermind that they kept managers in the dark about enforcement, what does this IP rating mean for my income?

I assume no bonus, no raise, no new shares? Will my current vested shares still pay out next March?

Talked to HR and Emp Relations and they just protect Abby's billions, neither could answer my simple questions, so need to ask here.

Need to set the alarm, don't want to miss the call and pi-s my boss or HR off, they may fire me.

Been with SAP 15 years. I am a women and experienced harassment my whole life, but the icing on the cake was when I experienced psychological harassment from a newly appointment manager who had no experience in management at SAP.

It was obvious to our team, he was problematic. I told my team we should report him, nobody wanted to report him.

I took matters in my own hands, confided with attorneys and played my strategy and reported him to his manager, and HR. 4 months later he was fired.

That said, I was appalled nobody would do anything including his manager until there were more complaints about him.

I had to escape like an abused woman from my incompetent manager at SAP.
I expected better from SAP.

All this to say, I hope SAP cleans up at ALL levels, because the ship is starting to crack.

Money is great Integrity is better.

For managers out there! Do better.

So layoffs are all over the news and now HR’s scrambling, telling us to WFH like that’s gonna fix anything. Pretty sure the media’s already waiting for clips. If I straight‑up say I’m recording the meeting, is that still illegal ? And if I did record it, what kind of questions or reactions would make it blow up online?
Trying to figure out how to make this hit hard the same way it hit me.