This place needs to be investigated, with HR heads to roll followed by batman and robin.
17 replies (most recent on top)
They're getting away with it because they have an army of lawyers who protect them.
Did the law firm suggestions on here get deleted?
& Report them to the department of labor
https://www.dol.gov/agencies/whd/contact/complaints
Post ID: @ee+1jrtjwpcn
Exactly. I’m building a case and all I will say to folks on here…start putting comments in the quarterly survey to the effect that BNY excludes people with remote accommodations from participation in many activities by allowing in person only signups even though the material could encompass remote participation.
Another comment should be that BNY benefits are only geared towards younger employees (tuition reimbursement, etc) instead of offering benefits geared towards the older workforce. Keep screenshots.
If enough of us build a case, we will eventually create a more fair environment.
Nothing accrues with tenure at BNYM.
@OP+1jrtjwpcn re: HR - Lawsuits have been filed against BNY by ex BNY HR folks as well
@b3+1jrtjwpcn Agree, I don’t think the bogus performance reviews are illegal.
In looking at recent cases, it appears that people are successfully fighting BNY by using a protected class. Some of these people are tenured BNY employees with a strong performance record who are over 40. In their lawsuits they reference comments made regarding their age or gender, bank initiatives around diversity, colleagues w similar tenure and age who were always rated positively before being termed, situations where someone spoke up about something that BNY didn’t agree with which may have led to the bank retaliating against them, BNY’s lack of notifying someone about any performance issues before the performance review, etc
Discrimination can happen to anyone. An ex BNY employee w 30+ yrs at the firm who is a white male just reached a settlement last month w BNY for a discrimination and retaliation complaint.
This is why it's in your best interest, at this horrid company, and at any other company to keep copies of all of your performance documentation. Even if you are an exemplary employee right now, the winds of fortune could change in a moment. I implore you to just systematically print and or save on your own devices all of your information. Pay stubs, performance documents, your comments, manager comments, colleague comments. If and when a job title change occurred, the expectations of your positions, keep track of when changes are made and other responsibilities are rolled in. Note where those changes came from, the dates and the parties impacted. Evidence is everything. They make sure to lock you out lickety split so you have got to be doing this from the getgo. When you have odd conversations that dont quite seem right in email or teams, document. Get screenshots.
Companies can be meticulous and methodical. So can you. Protect yourselves. You are worth so much more than a company that doesn’t value you.
I had a colleague who was let go - she worked for the company for 35 years and was given a bad rating for the first time in her career
The new term: low performers.
As I understand, the bogus performance reviews are not technically illegal but would look bad in court or arbitration. If anyone else knows differently please chime in. They are doing this to avoid paying severance to long tenured employees. Extremely shady. If you want to fight them legally the better approach vs performance is a protected class like age, retaliation, etc. I did this and won. Settled quickly out of court. See some of the other recent posts for details regarding attorneys and the process in general. They are hoping you simply go away and take their nonsense. Don’t fall for it. Fight them!
The proof you have is your prior rankings… And if your imbecile boss who forced rank, you doesn’t have any proof, I was giving a partial rating, fought it, and one and HR had to reverse it.
Document everything
Funny! That's what's happening at Wells Fargo since Bridget E. started leading our Technology group.
How many of you long tenured employees are white males? Maybe we have an opportunity to sue for discrimination based on DEI!
Because rankings are subjective. There is no documentation supporting your ranking throughout a year. Therefore, at year end, I can rate you however I want. To contest these rankings, you need proof. And what hard proof are you going to have?
Report them to Department of Labor.
I did