291–300 of 454 posts
It's illegal to record others without their consent! Thats the law. Definitely sucks being laid off but doing such and then posting it online showing your face not very smart!
This why I do startup. Nobody could ever fire you, it’s always your fault and you have opportunity to react. I have been in a position like her and I have been a founder since then.
I guess you don't value non-working hours much.
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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?
The upside is an emotional one: not feeling saddened from letting someone easily walk all over you.
In the case of this woman's termination, they have lied to her face about her performance, and would presumably also lie to anyone that asked about the cause of her termination (they would say she was fired, when it was a lay off). They probably expected her to just silently take it. By calling them out on their lies, it makes it clear that she knows where she stands, and it makes them look and feel incompetent as they have no concrete evidence to back up their lies, so they must resort to pathetic equivocation. And, since such people often feel that they are in the right if they are met with zero resistance, this also helps them see that they are actually wrong.
If that doesn't make sense, consider: what would you do if someone walking by shoulder checked you? Would you do absolutely nothing and keep walking?
I would stop them and first ask if that was intentional -- it's possible that was an accident, and we can laugh about it. If it was intentional, I would tell them that I am sorry for their condition: that they feel that the only way to be seen is to bug people in indirect ways (as they are clearly too chickenshit to resort to outright violence) because they are too worthless a person to pay any mind to otherwise. I would wish them luck with that and then go on my way.
The only reason I would be silent is if I felt weaker than the other person, so the downside of just taking their abuse is that some core, subconscious part of me would lose respect for myself. I generally find nonviolent confrontation -- when warranted -- to not only be satisfying, but also crucial for how I perceive myself, though I suppose maybe not everyone is wired that way.
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…
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.
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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…
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It's really good that some are ready to do what is right instead of just bending over.
Well, if I have to hire one important account executive for my team, would I consider her? No. Not only did she post it on social media, but it revealed that she made no sales (her fault or not). But I guess this is Gen Z for you.
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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?
Yes and no. Layoffs are “supposed to be” non-performance based. “Our widget didn’t sell so we’re laying off the widget makers”. That’s the generally accepted idea. In the US you totally can sue if they fire you for a protected reason (“we noticed you were missing meetings on maternity leave, men would never do that”). Some people would sue over anything I’m sure. If you’re a salesperson and you didn’t sell anything f…
These types of firings, where the employee was given no negative feedback, there is no paper trail, evidence, etc. creates the type of gray areas that can easily lead to findings in favor of the employee if she were to file something for say sex discrimination. Cloudflare may have to go and find other instances where they fired non-protected class employees in a similar fashion. At the very least, it's going to be a PITA for their HR/legal team and may cost them some fines as well.