Thread regarding Nike Inc. layoffs

@aoqr Are you freaking kidding ??

You can actually go to any leader or HR Partner anywhere in the company. However, if you are reporting a policy violation, all leaders and HR are required to report those to ER - even if you don't want them to - so that's where you will end up. It is ER's job to investigate policy violations.

Actually the best thing is to contact a newspaper and go public. That is the only way to protect yourself and put Nike under pressure to act.

That’s an offensive comparison, @4ysv.

@4itj,
Yes, I have a complete documentation.
What would BOLI actually do to Nike and me?
I would really appreciate if any one shares own filing experience with BOLI!

I don't want to get suffered again for nothing. What Nike did to me was felt like what Nazi did to innocent Jews to some degree: so shocking and horrifying experience. I haven't been fully recovered from it yet.

If you've got the documentation I highly recommend filing a BOLI complaint. There's really nothing more important to have if you want accountability. Internal process with HR\ER is worthless.

@1adu, I agree with your suggestions.
I wish I knew the 3rd option below at the time. But, I wouldn't last long even if I took that route as you said.

3) Depending on the threshold, you can also file an external complaint (Dept of labor, civil rights)

I was fired in retaliation against my "speak-up" on management's mistreatment and violation of a major labor law. I am within the 1 year window to file my complaint to the OR Labor department. I kept all the records. What would be the outcome if I file a complaint to the Labor dept?
Would it be another painful process like the Nike's HR/ER process I went through with absolute no gain but terrible termination?

@3agb

I can completely empathize with you. I went through the same thing, but not at Nike. It's hard to describe how unreal it all feels and how much it can make you doubt everything about yourself.

Ironically, this was the job I had before joining Nike. When I started at Nike I was lucky enough to land on a great team where my experience was the exact opposite, and I was able to regain most of the faith and confidence in myself that I had lost.

Narrator: It didn't last.

I've seen many many ER investigations over my years at Nike. The only ones that bore any fruit were ones where there was actual evidence - emails, recordings, etc. Everything else is brushed off - including harassment, discrimination, retaliation, everything. People may get moved to a different division or if it's really bad moved to another geo, but unless it's clearly documented and clearly illegal with irrefutable evidence, they just get shuffled somewhere else unless leadership wants to get rid of them for their own reasons.

All of the other comments ring true for me. I worked at Nike for over a decade and had nothing but good and great reviews. One day, my manager called me in out of the blue and berated me for things I’d supposedly done and told me I’d be out on an action plan. I was stunned. After pulling myself together I went to ER with my CFE/mid year comments and emails all highlighting my good performance, with no mention of any problems. In response, ER went back to my manager who then came up with “anonymous complaints” about me not being a “team player”. Needless to say they were going to make my life miserable no matter what I did. I’m much happier since I left, but it still bothers me that I don’t know how this happened to me. However, as others have mentioned, it does help to know that I was far from the only one.

Just realize you are messing with people's money and they'll act accordingly. That whole saying about not pointing a gun at someone unless you plan on k–ling them applies here.

ER and HR are divisions set up to protect the corporation from legal action and you should never think otherwise. BE VERY CAREFUL HOW YOU APPROACH THEM.

As others have said. record, document (on non-nike property) and get outside legal counsel, otherwise you're screwed if you want to stay at the company. You can try and get to a group outside of the harassment, but honestly, you're probably far from anyone who can help, especially the higher up you go. It's an old boys club and will be until the people who long for the "the good old days when Nike was fun" are gone.

Be smart, and be strong.

Investigations is not your friend. They work closely with ER and HR. Incredibly politically motivated. If it helps them they may help you but if not watch out. They will look into all of your access, emails, phone etc.
Honestly, talking to a therapist will be the most helpful thing you can do.
After seeing this website it finally made me feel better about my situation. Like the other poster, I thought it was me. Didn't occur to me that it was my group and management. I read these posts and get closure.

@1vwn+: Laid off. I pointed out that Nike was going through a reorganization effort and my job was one that was impacted.

from 1 gf to another

use the voice memo app or similar on your phone/watch and record everything.. 1:1s, HR meetings, calls

oregon isnt 2-party consent so record away

mute sounds/notifications when you do. use your own device (not nikes)

leverage it and all your documentation so when it’s time to go, you walk out with your head held high not to mention your recommendation letter (on letterhead), severance, PTO, & bonus

get your stacks and always keep something in your back pocket

@1dv did you get let go as in laid off or as in fired? If so, how did you talk about it on interviews? asking for a friend

Legal thresholds are very specific and HR/ER know them well so consult with a lawyer.

1) Either the manager you’re going to complain about has beaten you to the punch and already poisoned the well so you won’t be believed and seen as problematic.

2) if you do beat your manager to HR/Er, they’ll go to your manager and ask them what’s up. Said manager has likely done it many times and know how to avoid getting in trouble. Your clock is now running and will soon be out.

3) Depending on the threshold, you can also file an external complaint (Dept of labor, civil rights) so they can’t fire you otherwise it’s retaliation - but your time is also up it will give you more time to find a new gig and leave more on your own terms.

Thank you everyone for the feedback. I wish it made me feel better about things but honestly it’s sad we have such a terrible ER HR organization.

I don’t want to report these issue anonymously. I have documented a lot and I’d really rather talk to someone. A friend recommended I reach out the the investigations department. She worked with them on an issue and she said they actually did the right things and she was never put in a bad place or retaliated against. I’m just hopefully to someone who cares.

I moved into a new job several years ago and one of the Sr. Directors that I worked with tried pursing a hook-up, which I was not interested in. So the next step was to make my life unbearable and he did. Stole my ideas, shamed me in meetings, publicly ignored me when I spoke. I talked to a "friend" in HR, off the books, because I'd heard so many stories about retribution. He suggested documenting, talk to another respected leader for advice etc. I started recapping all of our 1:1's via email, kept copies of everything, wrote situations down that happened outside of email, talking to him about the issue... But in the end, he was one of the "guys" and I wasn't. I was a well respected employee and had a couple of job opportunities pop-up in other orgs just before the 2017 layoff but was let go before I could take one.

The day before I was laid off, one of the hiring managers told me HR would be sending me an offer letter the next day. Didn't get it because I was laid off in the morning. It was very frustrating for me. Six months later the jerk was fired.

The stress was unbearable and I welcomed being laid off. I actually found a great job with another company, making more money/better benefits and the culture was very respectful.

I am SO sorry to hear you are going through something so awful. Keep you chin-up, try to look for another job (sad that we're the ones who have to do that) internally or externally. Best wishes.

This chain makes me sick and so, so angry. As someone who was let go after reporting my peer and leadership to ER, there HAS to be another place where we can combine efforts and ensure this story is told. I agree with absolutely everything on this chain and feel really strong support for @op. If layoffs are occurring and there is this strong of a feeling that ER - standing for EMPLOYEE relations - not only does nothing, but causes more hard emotionally to employees, that function needs to be reworked immediately. I know easier said than done, and most likely never done, but these are the public stories that need to be told about Nike. Just my two cents.

Do not go to ER. It’s just a facade . I put in a complaint re my manager and the sr director. They both saw my complaint from their sources in ER and I faced such retaliation. I put in a complaint against the retaliation and ER determined it was not retaliation. I just put in my papers because I have my self respect ✊. I want to go public with it but I do not know how.
So friends do not waste your time with ER or HR. Literally they are best buds.

There's a tag for employees who use ER or the Speak Up portal: #FormerEmployees.

Document everything, and do it loudly.

Example: Your manager excludes you from a leadership offsite. Don't have a pity party in your private journal. Send an email to manager, cc offsite attendees: "As you know, I won't be attending the offsite next month. One of my projects is on the agenda, so I wanted you all to have my input in advance of your meeting." blah blah blah.

Or after a 1:1 meeting where you're criticized for an unfinished project, write "In our 1:1 this morning, you asked about Project X. I reminded you that when I returned from leave after my spouse passed away last spring, the Project X PM was on sabbatical. The PM moved to a different org when they returned. I meant to keep you informed in real time, but we have not met 1:1 since my spouse passed. Let's get those 1:1 meetings back on the calendar so you can be better informed."

Trust no one except yourself.

Remember HR and ER are employees of Nike so they do not work for you. Always report it because that will be the first thing asked of you. Did you give Nike a chance to fix the issue? Report it. Go to a doctor or a professional and get FMLA if needed. Seek a lawyer just in case. Be prepared to leave your job if things are not taken care of. Have everything written down including anyone who may have been there with dates and times. It’s a battle so be prepared.

I know someone in product who had a physical nervous breakdown in relation to his team and the way he was treated. He went to ER and they gaslighted him to leadership. He’s now on a performance plan. They are NOT on your side, they are on the side of making sure the company doesn’t carry liabilities and looks good. Even lawyers can be tough in Portland/surrounding areas - most have heavy Nike ties and will only invest in the case if its great publicity or money for them. Leave the company if you’re going to work every day in a place that even makes you a bit unhappy. You will be SO much happier. To those who thumbs down or respond that there are so many that would take your place - they are a) drinking the koolaid and probably should be working and not on this site and b) right. Let those many take the role. Maybe they’ll be a part of the next generation that turns the culture around. I truly with best feelings hope so.

Sadly not much you can do except to go public with it and bring as much public pressure on the company as possible, that's the only way Nike listens. As one example, in the past the s-xual harassment at work was tolerated and going to HR or ER was Nike career s–c-de, they are all tied to those above you and will punish you for reporting your concerns, it's really sad. No one cared not even those who you'd think had integrity, no one wanted to put their necks on the line for you. Finally things went public in the news and then Nike acknowledged the problem, but what they do to fix it is another matter entirely. Unless you get the masses behind you, Nike can take you to court if you go far enough and no one has the finances to sustain a legal battle with them. Strength in numbers, if you go it alone be prepared to find employment elsewhere

So sorry you are going through this. Do not go to HR/ER at Nike. Your friends have advised you correctly. Try to find a new job and move on if the situation is that bad. Even if it means you have to leave the area.

best bet is to know another director or higher that you trust and talk with them. If you can get them in your court you have better odds of HR having to deal with it because then they have two leaders and they can't support both. Not sure what you want for the outcome but sad news is if is that bad of issue....no matter if you win or loose you probably need to find a new job.

Don't complain about a process if you're not even going to try using it. There's 0% chance of anything changing if you do nothing. However, there's at least a greater than 0% chance of improving if you do something about it. I don't see why you'd want to choose 0% over greater than 0%.

Get a good lawyer. They (ER, HR and your group) will gaslight you. Take FMLA if necessary. I hate to say it but no one is your friend or your ally. Especially right now.

I don’t have trust in the “speak up” process. Unless you have something to substantiate your claim, It’s your word against theirs. There are still so many awful leaders at the company who seem to be protected. HR seems to be just as bad, if not worse. If you have real witnesses or other documents maybe you will see action taken.

Go to Zero and on the very top of the page there's Speak Up Portal where you can report things anonymously.

ER should, “should” be who you are able to turn to.

@Op - sorry you have to experience that and be in such a hard position.

Do you know any other leaders in the company you feel more comfortable with? You could get their opinion, and wouldn’t necessarily need to mention this individuals name

All the best to you

Good luck to you. NIKE s—s. When I left nike. I was told by my supervisor that i was a dead man. Still have nightmares to this day.