111–120 of 454 posts
Um, is it appropriate to request a link to this video that isn't hosted on Tiktok? (I must be becoming crotchety old man or something because even typing that name fills me with disgust. I still find it amazing that it has any more legitimacy than a random scam or phishing site)
I get why Brittany's mad: Cloudflare appears to be handling this about as bad as possible. But those two HR randos aren't gonna have anything worthwhile to say, either. I don't want to be judgmental of Brittany because it's a sucky call to have to take. But my recommendation in this situation is to say "I disagree with that assessment of my performance, but I understand you are terminating my employment. What details…
Is this a US thing where the company doesn't want to give any reasons for firing someone because that can be used in a lawsuit against them?
Earlier quoted context omitted.
This is amazing video for making a legal case against Cloudflare. Cloudflare took a stupid, unnecessary risk here by trying to put this on performance when they haven't documented it.
What case? At will employment is a thing. You can terminate people with absolutely no reason if you want, most of the time.
I get why Brittany's mad: Cloudflare appears to be handling this about as bad as possible. But those two HR randos aren't gonna have anything worthwhile to say, either. I don't want to be judgmental of Brittany because it's a sucky call to have to take. But my recommendation in this situation is to say "I disagree with that assessment of my performance, but I understand you are terminating my employment. What details…
Presumably these Cloudflare HR employees do have the data for why this person was laid off, and they might even have it in front of them, but yeah legally they can't give them any more specifics. As far as I'm aware, evidence of good performance could be used to strengthen their case to collect unemployment (if Cloudflare tries to fight Brittany's unemployment claim); it could also be used as evidence in a discrimina…
Why is that?
What a strange fucking world we're building. Also if her manager has been giving her good feedback, then this is just wrong. How would you supposed to know you're not meeting expectation if you're not getting appropriate feedback. If this is all true, and I there is no reason to believe it isn't, then these companies are just scum. The US needs better workplace protection laws. Take them to court.
I get why Brittany's mad: Cloudflare appears to be handling this about as bad as possible. But those two HR randos aren't gonna have anything worthwhile to say, either. I don't want to be judgmental of Brittany because it's a sucky call to have to take. But my recommendation in this situation is to say "I disagree with that assessment of my performance, but I understand you are terminating my employment. What details…
Presumably these Cloudflare HR employees do have the data for why this person was laid off, and they might even have it in front of them, but yeah legally they can't give them any more specifics. As far as I'm aware, evidence of good performance could be used to strengthen their case to collect unemployment (if Cloudflare tries to fight Brittany's unemployment claim); it could also be used as evidence in a discrimina…
Certainly not without more details.
Good sales is far more complicated than closing deals. It's like in poker: you'd much rather fold a good hand (unclose a good deal) than shove all in and then lose to an even better hand (close the deal and then discover the customer was a bad fit, which has negative second- and third-order consequences.)
Earlier quoted context omitted.
... Yes you do? You won't if you get fired for _misconduct_, but you definitely do get unemployment for perf, etc. in a vast majority of states. You won't get severance if you're fired in most cases. You won't get unemployment if you voluntarily resign.
> Yes you do? No, you don't. Oregon Unemployment, Claimant Handbook, Section 6. Source: I helped a friend through unemployment. He was fired from work, and his employer provided a false reason for the firing, triggering denial of benefits. We looked at his options, and it would've been cost-prohibitive to retain a lawyer to fight it, which would've been required.
This is why we need unions. Layoffs are unfortunately, sometimes, necessary. But when they happen, it's important that the right people are chosen, for the right reasons (whether that's performance based, voluntary, protecting certain groups, ensuring fairness, etc). That requires collective bargaining by representatives who are able to assess and change the criteria, and who are able to negotiate for better outcomes…
Ok.
> it's important that the right people are chosen [for layoffs], for the right reasons
Um . . . unions?
> requires collective bargaining by representatives who are able to assess and change the criteria [for which people are being fired!]
Unions?
> are able to negotiate for better outcomes for those impacted
Unions only do that?
I would hope that unions are more than just ways to protect management when they make firing choices.
Unions are not supposed to be a management condom for when management f's the employees. Do people pay dues just so they "do it with a rubber?"
Earlier quoted context omitted.
Presumably these Cloudflare HR employees do have the data for why this person was laid off, and they might even have it in front of them, but yeah legally they can't give them any more specifics. As far as I'm aware, evidence of good performance could be used to strengthen their case to collect unemployment (if Cloudflare tries to fight Brittany's unemployment claim); it could also be used as evidence in a discrimina…
> … legally they can't give them any more specifics. Could you please provide a source for that? That can be an important distinction for an employee. For example, when answering the question "Why did you leave your previous job?" It's important for the now ex-employee to have accurat information.