Thread regarding USAA layoffs

This was part of an answer I wrote on another page but applies here.

We could hope another government agency comes in for something genuinely egregious that HR didn’t cover up…. But don’t count on it. That’s why they paid the consultants so much money to develop the plan. You won’t find anything about saving money by getting rid of the higher-paid tenured employees (ageism) or people with JARs (ADA) who are more expensive, or just people who have a WFH exception that WP doesn’t want to keep.

USAA spent millions with top consulting firms to make sure they lay off all of these people and not get in trouble. So unless there’s someone at a very high-level who can prove something was done illegally we’re probably sunk.

To: "Agree, USAA HR are all about covering EMG’s whims". It's like you're in my brain. This is EXACTLY what I have been dealing with since 2019. My Director doesn't like me so I'm basically and outsider now-a-days. But it's OK. Right now, I'm PRAYING that's gonna work in my favor to get me a severance soon. I need it, I want it, I'm ready for it. I wish I could volunteer for it! Especially if it would save other's jobs! Common sense is apparently not part of the corporate world so I'm really ready to make my own rules as an entrepreneur. Why not? If it doesn't work out - there will always be another corporate job to go back to. I'd rather say I tried!

Wow that was a tangent. Anyways. There is life after USAA and I'm looking forward to it when it makes sense. Everything happens for a reason. It will be OK - no matter the outcome. But don't EVER rely on plan A alone. Be creative and always innovating - especially when it comes to YOU and YOUR development as a human, a person, a spouse, a partner, a parent, a friend, a colleague, etc. Just be the best you can be every day.

Agree, USAA HR are all about covering EMG’s whims. If your ED/AVP/VP thinks you aren’t sucking up enough, or if you won’t let them take credit for your ideas, or if you show one little bit of healthy challenge, they will go to HR who will help them make up reasons to get rid of you. You will suddenly be terrible at things that are subjective, and hard to measure, and usually that aren’t even required to do your job. Like all of a sudden you’re accountable for the way your face looks when the team suck up asks the boss what they’re reading, or the name of their favorite movie, or some other stupid thing. Whatever your face did in that split second will become a failure on your part to be “a team player.”

ER is only there to make sure USAA doesn't get sued. Don't fool yourself into believing anyone in HR cares about employees.

Do not trust USAA HR. Once Wayne allowed Wendy Salmon to state “we over invested in our employees” all hope for HR employee assistance was gone. Tamla has made things worse by running HR with a my way or the highway mentality.

Agree, don’t trust HR. Under Pat they were inept. Under Tamla they’re downright mean.

Don’t go to HR. It will work against you. They will gas light you and take it personally and make sure you get fired instead of laid off

True, only a lawyer can answer. But those of us unfairly treated coming together, discussing this honestly and openly, can put "wind beneath our wings".

I was in a group meeting, and the manager warned about criticism of USAA and leadership on social media. Why? Because then an individual can really see that "I am not alone" and realize "so that is what is really going on".

Do you realize that historically, tyrannical societies did not want the enslaved / indentured peoples to have language and printed material? Without knowledge, it is one person against what seems to be a huge, insurmountable group.

By gauging how big this thing is, we can come together to stand up for our rights. We may not win, but at least those outside he gates are aware. And this can, eventually, bring about change for the good of most (if not all) employees.

Only a lawyer can answer this question. 8

If you are in the AML space they are coming after you. Checking your actimize logs and if you arent in the system long enough they claim you arent actually doing the review. Not sure what kind of re--rded science that is since those logs are highly inaccurate but if they are using those metrics as their grounds to fire someone I beleive someone could get anice fta pay day with a decent attorney.

Interesting that you should mention retaliation. I noticed an extreme negative attitude change on the part of the team lead.

Also, the PIP came as a complete surprise. When I read about PIPs, this is a red flag that indicates it has nothing to do with performance. The advice I read was to find another job ASAP.

I can first hand confirm that I was disciplined over not meeting metrics when there was literally not enough work to meet metrics for me. I also was placed on a PIP the day after filling out the pulse survey honestly despite being the top performer on my team. I’ve been dealing with retaliation for months and went to HR several times and nothing has been done about it. Now I’m reading PIPs can affect severance. Great.

Why wouldn't the TX be interested in getting a clear picture of USAA's tactics? This is definitely harming the State of TX.