#legal

Does anyone know if there are specific employment attorneys working with Edward Jones associates? I am being set up to be let go, probably so they won’t have to pay out the large amount of severance I would be due.

A trade secret is legally defined as confidential business information that gains economic value from not being generally known and is protected through reasonable efforts to keep it secret. In U.S. law, this definition is most clearly articulated in 18 U.S.C. § 1839, part of the Defend Trade Secrets Act (DTSA).

📘 Core Legal Elements of a Trade Secret
Under federal law, information qualifies as a trade secret if it meets all three of these requirements:

Secrecy — The information is not generally known or readily ascertainable through proper means by others who could benefit from it.

Economic value — The information has actual or potential economic value because it is secret. Competitors would gain an advantage if they obtained it.

Reasonable measures — The owner takes reasonable steps to maintain its secrecy (e.g., NDAs, access controls, secure storage).

If any one of these elements' stops being true, the information loses trade secret protection.

🧩 What Counts as a Trade Secret?
Trade secrets can include virtually any type of business, technical, or scientific information, such as:

Formulas (e.g., beverage recipes)

Processes or manufacturing methods

Algorithms

Customer lists

Designs or prototypes

Negative know‑how (failed experiments that reveal what doesn’t work)

The law covers both tangible and intangible information, regardless of how it is stored.

🏛️ Authoritative Legal Definition (DTSA)
Under 18 U.S.C. § 1839(3), a trade secret includes “all forms and types of financial, business, scientific, technical, economic, or engineering information… if (A) the owner has taken reasonable measures to keep such information secret; and (B) the information derives independent economic value… from not being generally known.”

@bc There is a docu-sign package with multiple pdfs where associate who is impacted have to sign. This is an agreement terms and conditions to get the severance pay and benefits. Like I will keep things confidential, I won't go to media, court etc etc.

Unless associate electronically sign the agreement they wont get severance benefits ( like 6 months of pay, 401k vesting, prorated bonus etc. )

This docu-sign pdfs has one file which they have to give list of people ( not names or a#, but title, role, level etc. ) who were part of RIF and their ages. It is a legal document to comply with the law that firm did not do layoff of people due to their age, this is becase of equal opportunity employer law. That list is the only real place you can find number of associates impacted.

Just found out someone I work closely with in legal was let go. Anyone hear anything else or hear about other layoffs?

First question on the latest employee survey: Are you happy at Ally? (Y/N). This is a loaded question that will be used against you. If your manager in any way suggested/encouraged that you complete the survey and you answered this question, you pretty much own Ally. That question is asking about your psychological health. Ally has absolutely no business asking you to disclose anything about your mental health. In fact, the practice is illegal under federal and state employment laws.

If you are fired, please do the below analysis on this doc you get: Older Workers Benefit Protection Act (OWBPA)

If you are older than 40 (or 50?) years old, you should get a OWBPA document (it shows ages and job titles of the fired people). MAKE SURE to save it locally immediately!!! If you view it and then leave the page, the document will show as read and you may not be able to access it again (at least that happened to me). You may be able to get GEMINI to help you do the analysis (turn AI against big dirty red!).

My guess it would be eye opening (to a judge:)) to see the breakout/comparison of job title and age for higher paying jobs (engineering and technology) versus job titles and age for lower paying jobs (help desk, admin assistants, etc..). Would not be surprising to see this output - just as an example of what might be uncovered: 50 people that are 55+ years old fired and all in high paying jobs.... and then another 50 people that are 20 to 35 years old and all in lower paying jobs (and MUCH easier to backfill or put a contractor in later). If you just looked at ages, you would say it looks ok. But, if you included wages, AND job titles, you would see a definite bias in the example.

Seems that employees over 50 were the largest group impacted today. Experience means nothing, loyalty means nothing, dedication means nothing. With age comes experience and sadly with longevity comes a higher expense.

What is needed is a class action suit against the company for age discrimination.

What Current CEO Mike Lyons Actually Said
This is the most damning confirmed piece. When Fiserv's Q3 2025 earnings collapsed and the stock fell 40% in a single day, the new CEO didn't soften the blow — he pointed directly at his predecessor. Lyons said that Bisignano's earnings targets "would have been objectively difficult to achieve, even with the right investment and strong execution." But instead, Fiserv had in recent years deferred needed investments and cut costs in pursuit of shoring up short-term profit margins. Congressman John Larson
That's an extraordinary statement from a sitting CEO about a predecessor — essentially a public acknowledgment that the financial targets set under Bisignano were, at minimum, reckless and perhaps deliberately unachievable.

The Clover Manipulation Allegations
Multiple class-action lawsuits lay out a specific and detailed mechanism of alleged fraud:
The company began phasing out Payeezy in 2023 and "forcibly migrated" as many as 200,000 merchants that had been using the older system to Clover beginning in late 2023 and continuing through the first half of 2024. Yahoo Finance
The company reported $2.7 billion revenue from Clover on gross payment volume of $310 billion for 2024, "accounting for half of Fiserv's year-over-year revenue growth." Little did investors know that the numbers were being boosted by forced migrations, the lawsuit alleges. Greensheet
The specific deception alleged is that Bisignano told investors the opposite was true. Bisignano stressed that 90% of Clover's growth stemmed from new merchants, with only 10% from "back book" conversions — existing clients voluntarily switching. The lawsuits allege that was materially false. Zlk
Shortly after these conversions, a significant portion of former Payeezy merchants switched away, which is why Clover's growth metrics collapsed so sharply once the migration pool dried up. Rosen Legal
The truth came to light on April 24, 2025, when Fiserv reported Clover's payment volume grew just 8% in Q1, a material step-down from 2024 growth rates of 14–17%. After the news, Fiserv stock dropped 18.5%. It dropped another 16.2% the following month after Fiserv said Clover's slow growth would persist through 2025. TipRanks
The class action was filed by the City of Hollywood Police Officers' Retirement System and names Bisignano, Lyons, CFO Robert Hau, and Chief Accounting Officer Kenneth Best as defendants. Fiserv has said it disagrees with the claims and will vigorously defend itself. BizTimes

The Stock Sale and Tax Benefit — The Numbers
Upon his confirmation to serve atop the Social Security Administration in May, Bisignano divested from his investments in Fiserv, as required by law. Those sales netted an estimated $530 million. GovExec
Bisignano sold Fiserv stock between May 16 and July 1. The same shares today are worth just $229 million — meaning that selling earlier in the year avoided losses of approximately $300 million. FA Magazine
And crucially, the government ethics rules created a significant tax benefit on top of that. In May, he was granted a certificate of divestiture, deferring capital gains tax on the Fiserv sales provided he invested the proceeds in approved assets such as Treasury bills or broadly-based mutual funds. This provision allows him to indefinitely postpone capital gains taxes by reinvesting the proceeds in other assets. The deferral also included an extra 150,000 shares worth $25 million held by his wife and in family trusts. FA MagazineYahoo Finance
This tax break, part of a loophole installed in the 1990s, has previously been granted to other high-level appointees like billionaire banker Howard Lutnick and former Treasury Secretary Henry Paulson. So the mechanism itself is legal and established — but the timing and circumstances here are what drew scrutiny. Yahoo Finance

The Congressional Referral to the SEC
This escalated beyond advocacy groups. Congressmen Larson and Himes formally referred the matter to the SEC, requesting an investigation into the circumstances surrounding the financial reporting of Fiserv during Bisignano's tenure and the timing of his required stock divestiture. They wrote that "the timing of Fiserv's updated guidance and resulting collapse in Fiserv's stock price raises significant questions about the timing of Mr. Bisignano's nomination and confirmation." Congressman John Larson
Senators Wyden and Warren separately wrote to current CEO Mike Lyons demanding information, noting that "Mr. Bisignano appears to have failed to manage Fiserv effectively, and may have misled investors and the public about the company's financial status." PSCA

What Is Confirmed vs. What Is Alleged
To be clear about the legal landscape:
Confirmed facts: Bisignano sold roughly $530 million in stock between May–July 2025. The stock subsequently collapsed 40%+ in October. His successor publicly said targets were unachievable and investments were deferred. A certificate of divestiture was granted, providing substantial tax advantages. Multiple class-action lawsuits have been filed.
Alleged but unproven: That Bisignano knew the true state of the business when he sold. That the Clover migration was specifically orchestrated to inflate metrics and mislead investors. That the timing of his government nomination was connected to knowledge of impending stock collapse. Fiserv has denied all allegations and is contesting the lawsuits.
Under investigation: The SEC referral means there is at least congressional pressure for a formal investigation, though no SEC action has been publicly confirmed.

The Broader Pattern
What makes this situation particularly notable is the convergence of several things happening in tight sequence: an improbable government appointment, legally required divestiture at near-peak prices, a tax-advantaged structure that deferred hundreds of millions in capital gains, guidance that the new CEO immediately described as unreachable, and a stock collapse that followed within months. Whether that sequence reflects wrongdoing, extraordinary luck, or some combination remains to be determined by courts and regulators — but it is, at minimum, a fact pattern that warrants the scrutiny it's receiving.

In 2024, no H1b were impacted but the rest. What is company policy? Is it legal protection for H1b?

Cognizant sued by Department of Justice.
https://x.com/InsiderWire/status/2051020690896093244

You can tell HR that you don't want to be transferred to cognizant.

What is settlement agreement? Does it have any drawback if I sign it? Do I need any lawyer to process it. Any help will be appreciated.

Basically this is a way for a company to downsize older workers (and their higher salaries ) without breaking the law. Its not so much about making it less brutal.

The rest of the workforce is told it's less brutal because those who take severence are about to retire anyway. It simply accelerates that choice.

Legal Requirements

Employers typically offer severance in exchange for the employee signing a General Release of Claims, which prevents them from suing the company for wrongful termination or discrimination.

Review Periods: Under the Older Workers Benefit Protection Act (OWBPA), employees aged 40+ must be given 21 days to review an individual agreement (45 days for group layoffs) and 7 days to revoke their signature.
The federal WARN Act requires employers with 100+ workers to provide 60 days' notice for mass layoffs. Failure to provide notice often results in the employer paying 60 days of salary as a penalty, which effectively acts as a mandated severance

Wonder what is the valid reason they going to give...

Wondering if there is a case for breaches of fiduciary duties, duty of loyalty, and duty of care in the selecting of the short lived CEO. Any legal experts out there want to chime in?

heard no rumours yet. still, all the public announcements made on the investor day last month seem pointing to layoffs for HQ thanks to f@#king AI. Need to lawyer up now?

Anyone receive a settlement check due to a lawsuit? Do u cash it? Do u Send it back. No one will say will there be consequences if it is cashed.

If you are fired or reprimanded because of Pega Workforce Intelligence it is defiantly cause for class action.
In summary, Pega Workforce Intelligence is generally considered a legal tool for workplace surveillance when used on company property, but it raises significant ethical and privacy concerns when not implemented transparently.

I read the rules around blackout period but I am asking for advice on how they are enforced. Obviously the SAP share price will keep dropping because there is no SAP strategy besides failing at AI and laying off employees and share buybacks. And we did not even get decent salary appraisals this year. I am low on money and thinking of selling SAP shares just to be able to pay my mortgage and not have to worry about basic necessities. I am not sure how things are in the US but here in Europe, everything is getting more and more expensive. And other companies are not hiring or they are simply laying off. What are the real implications of selling shares during the blackout period? I do not have a high role at SAP and I do not know enough to be considered as someone doing insider trading. I just want to be able to pay my bills. Is there legal action that SAP can take if I sell them before the earnings call? I am also afraid that the share price will go even lower because shareholders are understanding that SAP's executive board has failed. And giving shareholders a higher dividend by laying off employees is not seen by them as longterm success of a company. So I want to get them out before the price goes below €100. Please advice what I should do.

Google ATT RTO lawsuit.

Is it legal to suddenly change this RTO performance policy metrics and make people noncompliant? Previously, under 11 day RTO attendance, I was at 100% compliance. However, now that they changed their metrics calculation method, I am noncompliant. By them retroactively changing my compliant reports to noncompliant reports from Nov 2025 to March 2026, wouldn’t that be considered data manipulation by the company, which is illegal? They also failed to disclose IP usage to monitor which is also illegal.

I need some advice. I was recently terminated while I was on FMLA leave and also approved for short-term disability. I have all the documentation, including doctor’s notes and medical records supporting my leave.

Is a company legally allowed to fire someone in this situation? Has anyone experienced something similar or know what my rights are?

Any guidance would really help. Thank you.

Do you know a good law firm/lawyer that has successfully challenged? Let's all help each other!!

Meta unveiled new AI-powered ad products at its NewFronts presentation. This presentation occurred amidst significant legal challenges for the company. A Los Angeles jury found Meta liable in a social media addiction case. Separately, a New Mexico jury ordered Meta to pay $375 million for child exploitation. Meta also confirmed laying off several hundred employees across various divisions.

https://www.adweek.com/media/meta-newfront-2026-legal-layoffs-ai/

There is an Older Workers Benefits Protection Act (OWBPA) where employees over age 40 are entitled to a 21-day review period and seven-day revocation period for severance agreements.

Would that begin once you get your formalized walking papers? How can there be a deadline to accept the buy-out and its "approximate" info if this is a federal law?

Heard Privacy moving to Compliance. Anyone else hear anything?

https://www.monkhouselaw.com/oracle-layoffs/

I wonder how panelists would feel if they knew that the Field Reps going into their homes, and driving through their neighborhoods are not dr-g tested? Huge liability for Nielsen as many of their field employees are under the influence at work, especially in states with legal ca--abis.

Legal hold tech and ADM are going go next. SMBC will be last as it needs a major player to buy it

T will term you for something and hide it under “performance” when they have no other reason to fire you. Also, people are being fired due to inaccurate office presence reports. Get yourself a lawyer. You may have a case.

I was asked to leave last year piped out before retirement eligibility. So I got my retirement payout information from alight. You are eligible to get retirement after 50 years of age. I was told I had to wait 90 days to get my lump sum payout. I was given the deadline of Feb 26th to submit my notarized paperwork. I sent it off on Feb 3rd and waited for a check. The check was supposed to come in March. I waited for two weeks into march and nothing. I called alight and they said it was late by one day and expired. They said they would send another packet to me. When I got the packet the lump sum was not available. I called alight again and they said I canceled the retirement in December of 2025 on the website. Alight said they sent an email to my exxonmobil.com email. I told them I never received the email because I did not have access to my work email. I am now fighting them to get my lump sum payout because I want to be done with this horrible company. I did not cancel my retirement and don't know if they are just sc--wing me around so they can save money by paying me over 20 years. If they don't allow my lump sum I will sue them as the amount is several hundred thousand dollars.

By being secretive and not spooking the shareholders on the depth of the layoffs -- 18%--is Oracle management being too cute by half?

By not filing WARN (over 50 employees at one location) or information under OWBPA (Older Workers Benefit Protection Act, which applies when employees over 40 years old are laid off) they are laying themselves wide open for a barrage of lawsuits.

If asked HR & exec would be compelled to admit that they defined the specific criteria for advancement to senior roles at OVV. One of the criteria was female or visible minority. Can't undo that slide.

Illegal in the USA for what it's worth. Definitely ammo in the right case...

JPMorgan must face Wells Fargo lawsuit over troubled $481 million real estate loan | Reuters https://www.reuters.com/legal/government/jpmorgan-must-face-wells-fargo-lawsuit-over-troubled-481-million-real-estate-2026-03-30/

If you are a U.S. citizen or green card holder and feel you’ve been unjustly treated—whether through biased performance evaluations, wrongful termination, or being passed over for promotions—especially when H-1B workers are in your team, know that there are legal channels ready to support and protect you. Your rights deserve to be defended, and you don't have to stand alone. You have a voice, and there are avenues to fight for the fair treatment and justice you are entitled to:

1. U.S. Equal Employment Opportunity Commission (EEOC)


The EEOC stands as a safeguard against workplace discrimination. If you’ve been unfairly dismissed or treated differently because of the presence of H-1B workers in your team, you have every right to file a charge with them. No worker should be sidelined or mistreated.

1. U.S. Department of Labor (DOL)


The DOL ensures that U.S. workers are protected against any unfair treatment. Employers are legally obligated to prioritize American workers for hiring and retention. If you’ve been bypassed for an H-1B worker or unfairly dismissed, the DOL will investigate violations and hold employers accountable.

1. State Fair Employment Practices Agencies (FEPAs)


Many states have their own agencies to fight workplace discrimination and unfair dismissal. These agencies are there to ensure that U.S. workers’ rights are respected. Check your state’s official website to find out how you can take action.

1. National Labor Relations Board (NLRB)


The NLRB steps in when unfair treatment involves collective bargaining or labor issues. If you believe that U.S. workers are being dismissed in favor of H-1B employees, the NLRB can investigate and take action to ensure fair labor practices.

1. Contact Your Elected Officials


You have the power to demand accountability from your elected representatives. Write to your Congressman or Senator to raise your concerns. They can fight for your rights, bring attention to the unfair treatment of American workers, and push for legislative changes to prevent such abuses.

1. U.S. Citizenship and Immigration Services (USCIS)


It is illegal for employers to displace U.S. workers in favor of H-1B workers or to keep H-1B workers on staff while laying off U.S. employees. If you have evidence of this, you can report these violations to USCIS for thorough investigation and enforcement.

1. U.S. Immigration and Customs Enforcement (ICE)


The presence of H-1B workers from countries that are adversarial to U.S. national security can expose companies and industries to significant risks—from intellectual property theft to potential espionage. If you suspect that there’s foreign influence or other national security threats in your workplace, it’s important to report this to ICE’s Homeland Security Investigations (HSI).

1. Federal Bureau of Investigation (FBI)


If you suspect that H-1B workers or employers are engaging in illegal practices, such as manipulating hiring processes, violating labor laws, or committing immigration fraud, you must report it to the FBI. These coordinated efforts can harm the integrity of our workforce, and the FBI is equipped to investigate and bring justice to any parties involved in criminal activity.

American workers deserve fairness, respect, and opportunity. If you feel you’ve been unfairly treated because of the presence of H-1B workers, you have the right to stand up for yourself and fight for your rightful place in the workforce. Don’t stay silent—take action today, and help restore the integrity of our job market.

https://www.theregister.com/2026/03/02/sap_teradata_settlement/

This is one of the most loud and clear signals about SAP's lack of ethics and integrity. The court is finding SAP guilty!

In June 2018, Teradata sued SAP, alleging the database giant undertook a "decade-long campaign of trade secret misappropriation, copyright infringement and antitrust violations."

Teradata alleged that SAP used its strength in the ERP market to "lure" it into a joint venture in 2008 and then "quickly grab market share" in data warehousing. In September the same year, SAP tried to get the lawsuit thrown out for good, arguing it was "factually groundless."

Proverbs 26:27
“Whoever digs a pit will fall into it; if someone rolls a stone, it will roll back on them.”

UNITED STATES DISTRICT COURT
MIDDLE DISTRICT OF FLORIDA
JACKSONVILLE DIVISION
Case No. 3:23-cv-252-TJC-PDB
IN RE FIDELITY NATIONAL
INFORMATION SERVICES, INC.
SECURITIES LITIGATION
Honorable Timothy J. Corrigan
Honorable Patricia D. Barksdale
STIPULATION AND AGREEMENT OF SETTLEMENT

Page 10 - Individual Defendants” means Stephanie Ferris (including after
her voluntary dismissal), Gary Norcross, James Woodall, and Thomas Warren.

Can you guys stop complaining? It’s making the directors, VP, and the CEOs friends uncomfortable!

Anyone who applied for a position, but then didn’t get it-yet there is evidence of a friend, family remember, or just “someone I know” who got the job-you can file with the EOC. Chronyism is illegal in this circumstance. Easy to prove-just look up their profile on linked-in, true people, or do an internet search. Screen shot the evidence. This applies to internal and external applicants.

Just su-k it up already! You can’t get paid your incentive checks on time so that the money can go to the top dawgs.

If you make them a ton of revenue, they will fly to your location and cook you a piece of chicken. Congrats! Smile! Get back in your food line! They might even splurge and buy you a $20 trophy or print a piece of paper that says you did good.

Definition:
Cronyism—favoring friends or associates for jobs or contracts regardless of merit—is often not inherently illegal in the private sector, but it is prohibited in government and high-stakes sectors to prevent corruption, conflict of interest, and discrimination. It is deemed illegal when it violates fair hiring laws, creates hostile work environments, or involves unlawful government quid pro quo.
The Law Dictionary
The Law Dictionary
+4
Here is why cronyism is illegal or heavily restricted:
Public Trust and Corruption: In government, appointing cronies violates public trust, breaks transparency, and often leads to illegal corruption where contracts are awarded to unqualified allies.
Discrimination Laws: While hiring a friend isn't illegal, it becomes unlawful if that favoritism is based on protected characteristics like race, religion, gender, or age, creating a discriminatory hiring process.
Contract and Liability Risks: In business, cronyism can lead to illegal "hostile work environment" claims or breach of contract if established hiring procedures were bypassed to hire a friend.
Economic Inefficiency: It restricts economic growth by prioritizing political connections over innovation and skill, often violating anti-trust or fair competition laws (crony capitalism).
Instagram
Instagram
+7
In short, while "playing favorites" is generally legal, it becomes illegal when it crosses into discrimination, public corruption, or violates employment law.

I don’t want to get my hopes up, but I hope this is legitimate

https://www.nlrb.gov/case/18-CA-382050

If it is true that people who decline the offer to move to the partner will not have an opportunity to collect severance package, how is this legal?? Has anyone reached put to an attorney? The handbook is very clear…you are not eligible for severance package if you decline a position WITHIN the company. The positions being offered are NOT within the company!

Do not disclose personal or medical issues to coworkers or managers—those conversations rarely lead to meaningful support and create unnecessary vulnerability.
I have been in managerial roles; I’ve seen more retaliation and mishandled situations than most people realize. This workplace has had more issues than any company I’ve previously worked for.HR is the most heartless part of this robot city. Do not go to them. If you’re dealing with medical leave, accommodations, or any health‑related matter, remember that HIPAA and privacy laws apply. If your information has been shared without your consent—whether by colleagues, HR, or health center—that can be a serious violation. Consult with an employment attorney. With proper documentation, many people discover they have a stronger case than they expected, and HR departments strongly prefer to avoid legal exposure.