Cloudflare employee posts layoff call with HR and goes viral [video]

Post by krainboltgreene » Fri, Jan 12, 2024, 7:56 AM UTC

sanderjd wrote: post #180

dylan604 wrote: post #169

Earlier quoted context omitted.

Why not? It is precisely what these HR people are doing to every person they call.

Because they're people who are also just trying to do a job. I'm sure there are some sadists out there who take pleasure in this kind of meeting, but I'm just as sure that for every one of those, there are a hundred (or a thousand) people for whom this is the worst part of their job, who go home and hug their kids with watery eyes at the end of a day that was horrible for them. You aren't mad at them, you're mad at t…

Post by krainboltgreene » Fri, Jan 12, 2024, 7:58 AM UTC

Aurornis wrote: post #31

danpalmer wrote: post #24

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…

The person in this TikTok admits to having closed zero sales. They're also one of the most junior people on the team (4.5 months). They would be among the first to go under union rules, too. Unions are often worse at prioritizing things like tenure over performance, if anything. But even under those rules she was one of the most junior people. There is basically no situation where a union would have prioritized this…

Post by krainboltgreene » Fri, Jan 12, 2024, 8:02 AM UTC

romanovcode wrote: post #221

block_dagger wrote: post #10

A similar situation happened to me after 7.5 years at a company where I had been given consistently good feedback and promotions. I was fed the lie that my position was being eliminated when there were active public postings for the same position (Staff Engineer). My access to corporate systems was cut off at 8am with no warning or explanatio. I got a similar cold call from an HR person I had met once by chance. No i…

You worked at a company for 7.5 years and were actually performing. Person in the video worked for a company for 5 months as a sales-person and closed 0 sales. You are not the same.

Post by cjbprime » Fri, Jan 12, 2024, 8:08 AM UTC

IvyMike wrote: post #160

ChatGTP wrote: post #133

Earlier quoted context omitted.

What a load of nonsense. People sacrifice a lot of personal time to ramp up in a job. This is why she is emotional. Then she was told she was doing well..by her manager. Now her investment is bogus and it sounds like she will not be compensated at all for it? I mean you're advocating she asks for compensation, when they tell her no? Then what? Not sure who you are but you're delusional if you think this is ok. "Go ge…

Not sure who I am either, but in no way did I say "this is ok". I'm saying there's nothing to be gained to prolonging the talk with two drones from HR. Maybe I'm missing something. What's your best case scenario for how the call goes? What is the biggest potential upside?

Post by cjbprime » Fri, Jan 12, 2024, 8:17 AM UTC

judge2020 wrote: post #187

YeahThisIsMe wrote: post #179

Earlier quoted context omitted.

Why does the company have a say in whether or not a former employee can collect unemployment?

Typically [in the US] you can't collect unemployment if you're terminated with cause - something like not showing up to work or not doing your job. Given they terminated for poor performance, this is typically not a scenario where the employee could collect unemployment. In Georgia, for example, she should be given DOL-800 which indicates the reason and explains what her unemployment options look like. If she has evi…