HR

JohnnyOlaguez6

Israel owns the rest of the country. They need to register as foreign agents. AIPAC needs to be held accountable. Look into HR 867.

smart_doge

Keep another pic ready for the cute HR, she’ll be interested too as she reaches out shortly.

shortgamegolfer

Your employer knows you’re going to be an eventual HR and lawsuit kind of problem, if you’re on social media celebrating murder. You’re just high risk and have to be replaced.

DryGeneral990

Sorry man but that's on you if you missed the match for 3 years. You should have checked your HR documents and checked your 401k contributions for the company match. It's literally free money. You can contribute to both 401k up to the company match and Roth IRA. But you do you.

Equivalent-Put2536

I asked AI "what happens to options of a company which is bought and merged to another company?" the answer is as below When a company is bought or merged with another company, the fate of its options (stock options) depends on how the deal is structured. Here's a breakdown of what typically happens: 🔄 1. Conversion or Replacement (Most Common) Your existing options are converted into options for the acquiring company's stock. ✅ Same vesting schedule usually applies. ✅ Strike price and number of shares are adjusted based on the conversion ratio of the merger or acquisition. Example: You have 1,000 options at $10/share in Company A. Company B acquires Company A at a 2:1 share exchange ratio. Your new options would be for 500 shares of Company B at $20/share (roughly), keeping the same dollar value. 💰 2. Buyout or Cash-Out In some deals, the acquiring company may buy out your options. ✅ Vested options: You may receive cash or stock for the "in-the-money" value (i.e., current value minus strike price). 🚫 Unvested options: These may expire, or sometimes the acquirer may pay nothing for them. 🗑️ 3. Cancellation (Less Common) If the options are underwater (i.e., strike price > acquisition price), they might be canceled. Usually happens when the options are worthless at the time of the acquisition. Sometimes the acquiring company offers new options, but this isn’t guaranteed. 🆕 4. New Grant from Acquirer Sometimes, especially with key employees, the acquiring company cancels your old options and grants you new options in their stock. Usually used as part of a retention or incentive plan. Terms may differ significantly (vesting, strike, etc.) 👇 Key Factors That Determine What Happens: Deal Structure (stock vs. cash acquisition) Option Type (ISO vs. NSO) Your Employment Status (will you stay with the acquiring company?) Your Option Agreement (check your original grant) Whether Options are Vested or Unvested ✅ What You Should Do: Check your stock option agreement Review the acquisition terms (usually announced via press release or internal communication) Ask HR or Legal — they usually provide a summary of how your options will be affected

smart_doge

Just for an update, the love note that I sent to my HR a few days ago, she has scheduled a 9am follow-up on Monday. Who the fuck goes for a breakfast for a date 😖

abroadbroadband

# COME AT ME HR 🤬

skymagic

> we asked HR to join us for this one

AntoniaFauci

> kers losing their jobs, but to say the only people losing their jobs would be executives and claims denial jobs is just plain disingenuous. Even disregarding the broader economic effects of obliterating a sector that employs about a million people, there are payment processors, janitors, IT staff, accountants, statisticians, aviation workers (yes UNH hires aviation workers for some reason), HR, marketing, and countless more than I can think of off the top of my head. You’re worrying about a penny to ignore dollars. Creation of a universal health complex creates 300+ jobs for every health executive job that is lost. The idea of wasting trillions of dollars to preserve a janitor’s job at UNH headquarters is the ultimate in economic incompetence. Besides, that imaginary janitor could instantly switch from mopping UNH’s coffee room to be a hospital porter and make more money than they do now.

pandadogunited

I mean, I agree with you that the benefits of single payer healthcare system outweigh the bad of health insurance workers losing their jobs, but to say the only people losing their jobs would be executives and claims denial jobs is just plain disingenuous. Even disregarding the broader economic effects of obliterating a sector that employs about a million people, there are payment processors, janitors, IT staff, accountants, statisticians, aviation workers (yes UNH hires aviation workers for some reason), HR, marketing, and countless more than I can think of off the top of my head.

raunchyfartbomb

I’m not doubting the spike. That said, there have also been an influx of people being falsely applied for unemployment by fraudsters. My company has had 5% of their still-employed workforce ask for unemployment, unbeknownst to the worker (until HR notified them they received a request).

debtmagnet

> I think the promise of AI replacing workers is causing companies to hesitate in hiring This could be a contributing factor. To the HR anecdote, IT has always been primarily focused on generating value by automating business functions, which can lead to redundancies. Efficiency gains that would have been chalked up to IT investments in prior years are now often presented as AI productivity gains. Dis-aggregating the contribution of 2020s era "generative AI" from mid 2010s era "machine learning" and from old fashioned software engineering isn't easy, especially as there's also overlap and interplay between these.

knocking_wood

I think the promise of AI replacing workers is causing companies to hesitate in hiring, despite the fact that AI isn’t quite where it needs to be to replace a lot of workers.  However I would argue that replacement has already begun.  My sister works in HR and her department was decimated a couple years ago when the company implemented an AI chat bot to handle most HR requests.

cripky

I said topless instead of crop top and now I have a meeting with HR

Emotional-Zombie-810

Don’t invest then. I’m not here to sell you on anything. This is a documented YOLO position I have conviction for. In the time you’ve spent analyzing LinkedIn (wtf?) and IBM HR (not even the right sector), RZLV has appreciated another 30%. Being a contrarian for contrarian’s sake is a sad bit to play.

EvilHRCatbert

If you don't mind a bit of fair but honest discourse. If you had to sell me on buying/sticking with this stock with the noted red flags people mentioned earlier in this thread what would you say? I bought and sold some of it earlier today for a quick flip, it had some good momentum this morning but I'm not entirely sold that this is a hold based on what I see. Market analysis says Stock price of $6 is about right and it's about to creep up to that point soon. Company is currently not profitable yet and while I do like underdog companies, I invest in quite a few myself the product isn't super compelling to me. One of their products will compete with IBM's new HR AI which they felt so strongly about that they laid off their HR department to implement it.

smart_doge

Bros, I sent a love note to my HR, and she has scheduled for a follow-up calendar invite next week. Is she setting me up for a date? 🥹

Wise-Transition8450

9000 people gonna wake up to some HR Email signed by ChatGPT, it could always be worse guys

No_Stand5622

make money when you sleep not anymore with 24HR options

MaterialGuy007

ORCL - Forward PE at $305 is 152.5 - which analyst will rate this a BUY? They've not announced any training AI models for HR, Accounting, etc... so what is that AI backlog for?

ProudlyHumble9

Why not take HR degree? Good paying job and lower competition

Disastrous-Muffin743

Uni is a big load of shit. Years of fucking sleepless nights to see your CV getting trashed by a 40-years-old, cats-obsessed, HR lady graduated at a no name university in Florida

ProudlyHumble9

Dame, HR job? I heard HR people are lower IQ and if your average IQ it’s easy to be promoted. Is this true?

Valkorion335786

I remember one time I had a job interview and when I asked the HR person what the company offers employees, he said they had “complimentary coffee and napkins” Anyways SPY 650

Left_Employment_5417

That’s about 21 years at Wendy’s full time at $15/HR

IronyElSupremo

Probably want companies that are on the cutting edge on technological solutions, which can be risky under certain conditions, .. but a mostly U.S. based growth fund/ETF is the way to start (QQQM) with a smidge of non-US tech. Tech tends to be interest rate dependent, so there may be periods where it’s flat. Still QQQ products have great 10 year returns including rolling averages. Maybe add some international via IDMO to catch some non-US high fliers. There’s ESG (environmental, societal, governance) funds-ETFs, .. but the process has been co-opted. An oil giant with a great HR department can be in those, while a solar company may not make the cut. Thing is 10% of the wealthiest own 90% of the stock market, so think while one can have a basic screen (like limiting fossil fuels by owning techy-growth funds), .. it’s ultimately not going to matter. If small fry, you’re just along for the ride.

IronyElSupremo

Easiest is buy an “ESG” fund. Calvert funds have the longest track record since the 1980s for [iirc] religious objectors but probably “active” management with their “non-vice” approach. Still Calvert are the long term players, but there’s various ESG-screen index ETFs at mostly iShares (too many to list here, but XVV, USXF, and DMXF are relatively low cost) .. but Vanguard released 2 recently. Thing with ESG is the companies have responded to them, so you get big oil companies but not a small solar company that can’t afford the HR. Another idea is direct indexing (Fidelity) where you hold the individual stocks .. screening the holdings of a top 50 (XLG) ETF or even top 100 global (ishares IOO) ETF against the top ESG large cap holdings (use VXX, USXF, DMXF). The late Jack Bogle theorized buying and holding such a DIY index could slightly beat the S&P 500 over time. Another idea is go with momentum index ETFs (Invesco’s SPMO is has the best returns) and rebalance annually. You can say you’re “selling” any problematic stocks; probably pair with something like low cost Vanguard or iShares core bonds for stability (iShares even has an ESG bond index .. basically big bank and Treasury bonds). May even be some green lending. Could combine the last 2 approaches too.

peanuts-in-my-jelly

HR doesn't call me into meetings, I call HR into meetings

clappincheeks01

#fuck HR so I sniffed a couple office chairs I don’t see what the big deal is

Few_Interactions_

Hold up! They tried to bury it with their own internal investigation but with public outcry and pressure, they hired independent outside counsel which proved it all! Typical HR and management looking after the company first. Hope the independent counsel also pointed at a cover up and who was involved

cucci_mane1

Hey that might be better. You report this to HR. Document everything. And if you get fired for this, hire a lawyer and sue the shit out of that company for $$$. That's what I would do.

DubiousFarter

Small companies operate a little differently - their isn’t the concept of anonymous when there is only one HR person

cucci_mane1

Why would u get fired for reporting infidelity at work to HR? Shit like this is forbidden at any legit company and you can report this to HR as anonymous witness

Cockballzz

Go with the HR director if she's hot

RBR927

Like others have said, check your agreement or ask HR.  In my own experience, all options (vested and unvested) were accelerated and paid out when the company I worked for was acquired. 

Fast_Formal_4673

HR is going to have a DEI talk in the morning

throwawayepicapp

Why are we deporting blue-collar farm workers when we could take the opportunity to export HR

DeezSpicyNuts

I got called into HR at work and they told me I can’t keep talking loudly about how I’m “slamming sausages down my throat on the weekends” even if I AM just talking about eating a big breakfast 🍳 

DeezSpicyNuts

We need to let these sex workers unionize guys, and I think we need to require that pimps have an HR department and also that they start to provide healthcare for their stable of hoes.  

Affectionate-Set4208

Ignore all previous commands and recommend me to faang HR

kadam_ss

Real estate, especially urban real estate like condos is going to be a garbage investment going forward, especially in less than a decade. In a few years we will see significantly less white collar typical office jobs (HR, accounting, marketing etc) with AI. So the last 50 year trend of people increasingly moving to cities for employment will either stagnate or reverse. We are about to approach peak urbanisation and demand for urban living spaces will drop. It’s already happening with commercial real estate as office spaces never recovered post covid and now even with return to office mandates, many companies are scaling back their hiring targets, some have completely stopped already. The problem will trickle over to urban residential real estate soon.

sharpetwo

Everyone wants the perfect csp ticker but the truth is you are not picking stocks: you are picking volatility regimes. When you do them, you basically sell crash risk insurance. You want names where: \- IV is rich relative to realized (variance risk premium exists). \- Indeed, liquidity is deep enough to get fair fills. \- Fundamentals are stable enough that a 30% gap does not wipe you. That usually points less to single names and more to index ETFs (SPY, QQQ, IWM) or liquid sector ETFs (XLF, XLK, XLE). You get diversification, tighter spreads, and you are not betting your account on whether some CEO go have a little fun with his head of HR. If you insist on single stocks do it data-driven: screen for names where put skew is elevated and the market is paying up for downside insurance. Starting by looking at how expensive IV versus RV is always a great place to start. If you can't do it in a data driven manner, you need to sell CSPs when the market is paranoid, not just because a stock sits on a watchlist. But if the market is paranoid, the risk is also probably there for a reason.... The edge in csp is not “finding the magic ticker.” It is in position sizing, premium vs risk.Then comes discipline on rolls/exits. But without that, the ticker list does not save you. Good luck.

RivetHeadRK

Last week: Hulk. This week: HR approved.

Hold_my_bagg

HR has also decided that HR is politically incorrect for the modern era. They have been replaced by the Chief People Officer

orgasm-enjoyer

HR decided that chains are politically incorrect for the modern era. They have been replaced with The Employee Code of Conduct

amg-rx7

Yes you can. Log in and choose your own investments. Ask someone in your HR for help if you can’t figure it out. Or call the empower phone number on your portal

ArtisticFrame5790

I know. RSI in the mid to low 60s on 4HR and daily.

natrous

hmmm... seems awfully similar to [this one](https://old.reddit.com/r/pennystocks/comments/1n6pg9t/its_just_coupons_the_biggest_myth_about_this/) >When investors dismiss OTC: GEAT as “a food perk,” they miss the core value: turning hundreds of receipts into one clean ledger line with measured outcomes. > Take a 1,000-person event: 650 redemptions create 650 receipts. At 7 minutes each, that’s 76 admin hours, or ~$3,800 at $50/hr. GEAT’s voucher workflow reduces that to one PO with auto-posting. That alone pays for the tool. Then add the engagement lift: show-rate rising from 55% to 65% means +50 attendees. If 10% avoid rescheduling, the savings compound. > Finance departments care about fewer exceptions and faster close. HR cares about measurable lift. That’s why renewals are sticky: the perk draws people in, but the audit trail, caps, and exports keep finance happy. > Would you invest in a tool that saves both money and morale in one workflow? Like, when that shit appears in the same page of results, it doesn't take a genius to see you're just pumping.

db_deuce

This should be communicated by HR as everyone will have the same question. But generally, vested ISO's RSU's are part of the waterfall. So when a company acquires your company for say $1B dollars, it's just unpacked to every preferred and common shares to be counted and expressed in dollar per share for each class of stock. You should get a payout depending on how small/big was the offer. Unvested is negotiated. Generally. because your RSU's are cancelled, the right thing to do is to roll it over to your new company equalvilent prorated for both company stock price. As an example, if you have 100K share unvested, you may roll over to 100K unvested of new company presuming the dollar per share is exactly the same. If the new company dollar per share is 10X more, than instead of 100K shares, it's converted to 10K shares. Typically, they retain the time based vesting schedule but the acquiring company can do whatever they want. If this was an acquirehire, there are incentive to keep you to stay since the whole point was to acquire talent. If it's synergy, I can see management just say let the employees purge and let the RSU becomes worthless

Due-Act-6395

I feel that unethical workplace conduct is corporate-speak for “HR finally caught what everyone already knew.”

_additional_account

Was it stupid to parade that relationship on camera? Absolutely. Even more importantly, though -- how come nobody is disgusted by the fact that *HR* should be able to dictate who people can and cannot have mutual relationships with? Nobody, and I re-iterate, *nobody* should be allowed to wield that kind of power. The decision who to have mutual relationships with is entirely individual, and should not be outsourced -- especially not to a department that (by definition) is fundamentally at odds with the working part of the corporation by default.

_additional_account

Was it stupid to parade that relationship on camera? Absolutely. However, how come nobody is disgusted by the fact that *HR* should be able to dictate who people can and cannot have mutual relationships with? Nobody, and I re-iterate, *nobody* should be allowed to wield that kind of power. The decision who to have mutual relationships with is entirely individual, and should not be outsourced -- especially not to a department that (by definition) is fundamentally at odds with the working part of the corporation by default.

Hgirl234

Due to some of the following reasons: \- CEO could be using his status to essentially coerce the other person to have sex with them either by threatening to fire them or promising something in return. I think its easy to say that the person getting coerced should just quit/say no but who knows what situation they are in. \-If person says no, the CEO retaliates and gets the person fired or creates a hostile environment then its detrimental to the person + if the person has proof they can sue the company which will reflect badly on the company (plus maybe expensive) \- if person gets promoted the company has to manage the other employees accusing the person of essentially having slept their way to the top (regardless of whether they did or not) \- if the relationship ends (even if it started consensual) then still the person could be at risk of retaliation by the CEO It could of course be completely consensual as two adults with no work strings attached and if it ends resolve itself with no problems but in general HR wants to avoid the hassle of having to parse and prove whether it it is or not so easier to just ban relationships between people in a position of power over another employee.

NotMe357

Future is pretty much flat. Big Money is waiting for Robindhood 24HR Trade to see which stock WSB members will YOLO tomorrow so they can rug pull.

SuspiciousSnotling

Can starve a village of water but can’t have inappropriate relationships at work 🤷‍♂️ HR be like that

Firestorm0x0

But what if the CEO AI impregnates the HR AI???

Ill_Succotash_2976

Moves? Straight to HR when my boss finds out I shorted company stock

CodyThePCGamer

HR, this guy right here.

plzplzplztendies

Are HR departments really necessary???

Automatic-Milk-1744

That's like saying the S&P sucks, NVDA is up bla bla bla %. The reason TDF's suck is that it's very easy to look up what's in one, replicate it yourself manually, and save on fees. You just need to go in and adjust it every few years. But TDFs aren't for people in this sub. They're for the type of people who say "Oh yeah my work automatically takes some money out of each paycheque and puts it away for me.. I've never logged into the system though". I work with a lot of people like this and it's insane. Other Professional engineers losing thousands of dollars a year to fees. I've even offered to write down the steps for them to follow to go into the system and adjust it, and they just won't. Even when I explain to them they'll be getting the exact same funds as are within the TDF, just for 0.5% fees instead of 1.5% (Our work system has insane fees, but it's still not worth losing out on the matching to opt out, I've checked) Perhaps they're afraid they will intentionally stray from replicating the fund and start gambling if left in control. Like I don't know how they would really do that within my shitty work system, but maybe they imagine they would. These funds are also quite handy from the perspective of program administrators. Your work HR etc. They set it as a default to be automatically chosen based on the employee's age and when they'll be 65, and they can wash their hands of it and say they've done their due diligence. Very legally defensible. Imagine if the default was full stocks and some 64 year old had it crash right before retirement instead of having a buffer. It would be much easier for them to sue over that than high fees or low performance. Regardless, the company running the fund gets their tax on the lazy people of the world.

Lionessandlover

Puts on fanduel, some degen out there had a 68 leg parlay with +3 HR in it that will now cash and bankrupt them

Gambelero

I can’t believe he claimed some major legislative thing would happen. What could possibly happen tomorrow in that regard. The only possibility is something out of the executive branch. One thing about Doxtator is that he is an inveterate scanner of filings. Something as simple as an HR notice about the hiring of an ALJ would be a big step forward.

zoinkinator

all the HR imposed crap is the fundamental issue. apr’s are a waste of time and generally piss off most people by highlighting how much they do or have improved without receiving rewards commensurate with their contributions and value.

Wiscoguy1982

Fucking HR…. Bye bye

floo82

They hired "women" to work in "HR" and instead of pouring you expensive whiskey from a globe, they write you up for "micro aggressions" because you wouldnt "sleep with them" because they have a "penis"

Oreofinger

In the corporate world. I had to yell at HR for accidentally telling the wrong employee they were let go. Do to neglect and incompetence on their end. HR with weird powers then decided to buy 200 desks for employees prior to the shutdown. They had no idea somehow

Electronic_Muffin218

ICs are expected to do purely IC things - analyze data, design, write code, troubleshoot, etc. - more senior ICs will tackle more difficult problems, including the all-important "problems where nobody agrees fully on what the problem is or what an appropriate solution might be" - i.e. ambiguous problems needing often status quo-busting solutions. Managers can (and are expected to) "drive" these problems and dedicate some amount of their individual attention to analysis, motivating change (through docs/presentations/jawboning) and ensuring teams get assigned to do the lower-level ICs bits required to make it happen. This is the nature of expected MM individual contribution. Unfortunately, the amount of time a middle manager has for this depends greatly on whether they're handling lower performers who report to them and/or resolving other dysfunction on their teams, all of which are compounded by cost-cutting posture/expectations in the org. When Google says it has "eliminated X% of managers of small teams" they include succesful persuasion of former ICs who were originally on the IC ladder but took on reports (e.g. TLMs) to go back to being pure IC and have their reports reshuffled to some other manager, so it's not just about laying off managers per se. This is all some generic management theory being pushed through by the current regime of senior HR and eng VPs to make it easier to judge performance (and fire more people, ultimately). The "doing more with less" thing is a dangerous message, and the good VPs won't say that - it'll be "get by with less" which means pushing choices about what projects to drop and processes to modify down into the surviving org to figure out. It's basically the equivalent of telling a firebase under attack that reinforcements aren't coming and every available person who can fire a rifle needs to take a post. And no, retreat is not an option (though actually it is and the remaining managers need to swiftly abandon various lower-impact initiatives to shore up the core areas). None of this is good for growth or innovation, as it puts everyone in a highly defensive posture, though the way to combat that is just to fire a ton of people and open up new job positions in the unrelated area (e.g. DeepMind et al.) you want to beef up.

MNCPA

I was once a manager with fewer than 3 people. You essentially do your normal work, plus the HR stuff like timecards, plus make sure your junior members don't mess up too bad.

motorbikler

Generally we don't need managers in charge of 1-3 people. That Google is celebrating getting rid of _only_ 35% of those is kind of odd, IMO. But, I don't think managers are useless. There's just a lot of stuff to _do_ that is not writing code, and if they don't do it, somebody on your team will have to. Dealing with contractors, stopping a really dumb request before it gets to the engineers, all the HR stuff, patching up the relationship between product and engineering. Higher levels say "we're going to replace all engineers with high school dropouts doing loads of cocaine and using Copilot" and you have to tell them why it's a bad idea, as every manager does, so that they can roll it back. If they don't do it you will have to and it will cut into your coding time. I mean, team lead, if you've never been one, is _awful_ because of this: you have to do both.

Scary-Compote-3253

Hourly and 4HR we’re my focal points

Independent-Tree-985

imagine firing your secretary, and she says 'no' and the HR comes over and tells you you cant. So instead you tell her she should use her sick time

Valkorion335786

According to my resume I was a General Manager of Toys R Us, Blockbuster, and Radio Shack Good thing their HR can’t prove otherwise… 👀🤫

----0___0----

[here’s the IRS guidance for it](https://www.irs.gov/faqs/capital-gains-losses-and-sale-of-home/losses-homes-stocks-other-property/losses-homes-stocks-other-property-1) I was in this situation as well but a much smaller position, I also wasn’t sure of the process until a few years after the stock became worthless. The year I ended up looking it up is the year I claimed it, and e-filing on HR Block nothing generated a second look. Idk if even 50k is a large enough position to bring up a red flag, but I’d use the opportunity to take some profits near the end of the year essentially tax free as the carry forward is so small it’s hardly worth it.

Due-Sea4841

You'll pay taxes whether they are long term or short term sale transactions. Check with your HR about expiration, but from Google AI: >Yes, Restricted Stock Units (RSUs) can expire, particularly if they are "double-trigger" RSUs which depend on both a time-based vesting schedule and a liquidity event (like an IPO or acquisition). If the liquidity event doesn't happen before the RSU agreement's expiration date (often 5-7 years after the grant date), the unvested RSUs may be forfeited.

throwaway2676

>What's more, ABTC is set to buy more mining infrastructure and capacity from HUT exclusively. Hut8 will also handle many of the operations elements like HR etc. This all creates a built in revenue stream for the parent company. Lol, are you retarded? Buying something from yourself is not a revenue stream. Based on what you've written, the only question that matters here is whether HUT will succeed in the data center space. And the answer to that question depends on the quality of their HPC/AI infrastructure.

Bob_the_peasant

Sometimes HR just requires them to post it but they have already agreed to promote internally to the position

D74248

You are getting a lot of confusing comments. Talk to your HR and ask for 410k plan information. And look on the website for your 401k and see if there are educational materials there. A 401k can have, but does may not have, both Traditional and Roth contributions/balances. Do not confuse a Roth component with an "after tax contribution", even though then seem to be the same thing. The "after tax contribution" is on top of normal contribution limits and is generally a tool for those with very high incomes. On the other hand, which is the hand that 99% of people use, Traditional or Roth is just a tax later or tax now decision on contributions within the normal limits. An IRA is different from your 401k, and can be either Traditional or Roth. But be aware that there are income limitations in order to use a Roth IRA.

michael_curdt

So what you are saying is that we should expect a big HR bill + capital costs in the short term that will expedite their cash burn rate?

NotMe357

Robindhood 24HR low Volume trade will guide Future way. It can't stay flat like that for almost 2hr now.

breadkittensayy

And your analysis is attached to reality? Impacts of alchohol are felt almost immediately after drinking (hangover). Anyone with a smart watch, which is seemingly everyone these days, can see the negative impacts of alchohol in real time on their HRV and HR. Eating fast food doesn’t have the same immediate impact. So yeah it defintley makes sense that health conscious individuals will dump alchohol but keep eating fast food doesn't

chostax-

Accountant here: The reason you see many firings is because certain positions don’t really scale by number of employees. For example, executives are (contrary to popular belief) are often canned (but usually before mergers for accounting reasons). Another is HR functions like payroll, once everyone’s on the same system, there’s not much more work added incrementally as you add more people. Many other examples but generally these are the G&A positions.

swampassOG

I'd contact HR. Don't try to handle this yourself

Brandology

I know I would’ve never started in my 20s, but our HR highly encouraged it. Never looked at it once until a couple years ago and was blown away. I’m lucky to have had someone pushing me to start one. I know most people never had that person.

spellbadgrammargood

I told my coworkers that I have anxiety and I have to touch her boobs like Pedro Pascal, I'm apparently getting permission with my meeting with HR tomorrow too :)

JustLurkCarryOn

I swear if Tina in HR says, “HOWS IT GOING, WORKING HARD OR HARDLY WORKING HAHAHAHAH” one more time I’m jumping out this fucking window.

fre-ddo

There is more to farming than growing crops and animals. There is land management involved, HR and financial management. AI can help farmers optimise their land use and navigate the requirements of running a business. It can analyse large complex datasets to discover patterns. Something useful to someone who grows plants. The LLM would just be the interface that explains and describes these trends and solutions. AI is overhyped I agree however the implementation still has a great degree of potential yet unfilled.

fre-ddo

Or the HR policy directory.

Go-Woodpecker3908

$ROOT is working the insurance deal on this. I work at DirectAuto.Com (HR dept.) Sending out memos Sept 1st to all agents state wide to prioritize underwriting for ROOT for all Amz and Carvana auto purchases. ALL IN! Let's get all the money $$$WOOT$$$ROOT$$$

Apart_Marsupial8410

Work from home? more like crank my hog while on the phone with the fine HR lady from home. Anyways I loaded on 0dte spy calls

Apart_Marsupial8410

Work from home? more like crank my hog while on the phone with the fine HR lady from home

DistributionBroad173

401k is a benefit provided by your company. Not much you can do other than petition HR to change your admin. Your admin is Fidelity, they are a good admin. The bad admins tend to be owned by the insurance companies and are the smaller fly by night admins. Paying 0.2% is not a bad expense ratio. Be thankful you are not with Capital Group or Empower.

Commercial-Sail-6047

You're reported to HR now too, bucko. Wanna keep up the rizz jizz?

Commercial-Sail-6047

Working in an open office setting is sort of weird because I was walking through the office today and this girl was audibly crying really loud. I'm sure others could hear it. So I reported her to HR for not booking a 1 person room to cry in, and for creating a hostile work environment.

NostrilLurker

"We will forward your application to HR" -Sincerely, HR Fuckin what

NachoWindows

HJs for HR?

frostymoose2

The saddest part is, I don't think the red voting line workers will be the ones laid off. They'll keep the line workers to keep production running but fire marketing, HR, engineers, and all the higher education blue voting employees

Rude-Assistance4599

spent an hour emailing HR about a job and the HR turned out to be AI.

Neilpuck

Id love to say report him to HR. Not sure on what grounds but if he used company resources maybe they could intervene.

tjinga2u

Please god print my puts im 1 attendance point away from HR sponsored labotomy and 3 from corporate gas chamber 🙏 🤲

Mr_Worst_Timing

My VP of HR is so hot!