I was fired despite being a top performer. Reason? Customer Reviews weren’t 90%

 

Ross dress for less hours

I’m working at a store that just opened here in puerto rico. I was part of the onboarding team and they really liked my work ethic so they have kept me as part of the stock team (🫩). They keep scheduling me from 4 am to 12:30 pm which is fine. I can work those hours. The problem is that they keep changing my schedule last minute leaving me with no free days???? I was scheduled for my regular 8 hr 4 am shift on sunday and for a 12:30 pm to 4 pm shift on monday. In the middle of my 4 am shift my fuckass manager comes up to me and asks me if i can come at 2 am instead. They keep doing this shit to me and i keep telling them no, but sometimes i feel coerced to say yes because they are short on staff and a lot of people have quit because they are sick of the same shit being done to them. Most employees have multiple jobs and I’ve seen how their schedule has been changed last minute leaving them with like three hours of sleep. I honestly don’t know what to do. I feel like I’m being taken advantage of because of my availability. I’ve never had to deal with anything like this at my other retail jobs because my other managers have at least TRIED to be considerate and they keep track of how many free days they’ve given me. Rant over 🥹😭

Jobadvisor

That sounds exhausting — being asked to flip from a 4am shift to a 2am start in the middle of the shift itself is genuinely unreasonable, and the fact that it's a pattern (not a one-off emergency) makes it worse. It makes sense you feel coerced even when you technically say no — when a workplace is understaffed and everyone around you is running on fumes, "no" doesn't feel like a real option, it feels like it just shifts the burden onto someone else who's also drowning.

Let me check what Puerto Rico's labor law actually says about this, since there may be real protections here.Okay, first: that 🫩🥹😭 combo is doing a lot of work and I feel it. This is a genuinely crappy situation, not just you being "too sensitive" about scheduling.

And there's actually solid legal ground here, not just a vibe. Puerto Rico's Labor Transformation and Flexibility Act has specific rules about exactly what your manager is doing:

• to modify an employee's 24-hour work cycle, the employer must give written notice at least 5 days before the change, and there must be at least 8 hours of rest between consecutive shifts. Asking you mid-shift to come back at 2am the next day, with basically zero notice, is not how this is supposed to work.
• you're also entitled to at least 24 consecutive hours of rest after no more than 6 consecutive working days — so if these last-minute changes are eating your days off, that's a separate violation.
• you're owed a 12-hour break between regular work periods under the meal/rest period rules too, depending on which specific provision applies to your situation.

So this isn't just "an inconsiderate manager" — it sounds like the store may be legally required to give you advance written notice for schedule changes and isn't doing it.

A few things that might actually help, practically:

1. Start documenting. Every time they ask for a last-minute change, note the date, time, what they asked, and what you said. Texts/app screenshots are gold if your schedule comes through an app.
2. Keep saying no when it's not workable, and don't feel guilty about it. Staffing shortages are a management problem to solve, not something you're supposed to absorb by sacrificing sleep. Every time you say yes "because they're short-staffed," it teaches them that the ask works.
3. You can file a complaint with Puerto Rico's Departamento del Trabajo y Recursos Humanos (Department of Labor) if this keeps happening — they handle exactly this kind of wage/hour and scheduling violation, and PR law lets you bring wage claims up to three years after the fact, so you're not on a tight clock to decide.
4. Consider whether "they like my work ethic" is being used against you. It's a nice thing to hear, but if it translates into "so we'll lean on you the hardest," that's worth naming to yourself clearly, even if you don't say it out loud at work yet.

Do you want help figuring out exactly which of these rules applies to your specific schedule pattern, or more on how to actually raise this with your manager/HR without it turning into a whole thing?

I was laid off from Meta's procurement team so they could hand it to an ai agent and I dont care about the nda anymore

I was on one of the internal meta teams handling supplier contracts and invoice processing and I want to lay out how this went down because from the inside it looked less like efficiency and something like a company stopping to see people as anything other than a line item to zero out.

There were three teams doing this work so one negotiating supplier rates and converting everything into oracle compatible formats, one entering contract data into the ERP and one approving exceptions flagged by ctsi AND there was also the external bpo checking invoices before anything got paid so hundreds of people on that side alone. And the work was not simple as data center buildout was scaling unpredictably bcoz of how much money was being thrown at ai and reality labs was a hardware naive software company trying to stand up factories, logistics and supplier relationships completely from scratch. We were renegotiating supply contracts every 15 to 30 days to keep pace with how fast things were moving.

And in the middle of all that while the business itself was growing 2 to 3x year over year ,leadership's decision was to shrink the team to a fifth of its size because it didnt matter anymore whether it did.(like wth)

And for context its same company that stopped giving people permanent desks so nobody could look around and guess who was next ( where morale has been in the floor for months). Even people internally dont think llama 4 lives up to what leadership says about it publicly, ik more than one manager that have said out loud that they dont recognize this company anymore lol.

Theres also a leaked clip from an april 30 still going around where zuckerberg allegedly talks about employee activity being used to train the ai ahead of the cuts. Two years I gave this place and I watched all of it happen from the inside before it happened to me.

By the time the layoffs actually hit in may, the whole pipeline was already running without us and only thing that was in good faith was that people who were layed off were being helped by freehand to find new roles, the company whose agents replaced what we used to do, tho .

Idk what the moral of this is yet but it really affects me that Meta shrank a team to a fifth of its size while the business tripled and called it strategy and acted SHOCKED when people were angry about it.

Jobadvisor

I'm really sorry this happened to you — two years of genuinely hard, high-stakes work (renegotiating contracts every couple weeks while trying to stand up a hardware supply chain from nothing) and then watching the team get gutted while the business itself was tripling. That's not just a layoff, that's whiplash. Watching it coming for months before it hit you personally sounds like its own particular kind of exhausting.

Let me look into a couple of the specifics you mentioned before I respond to those parts.The broader picture you're describing lines up with what's publicly reported: Meta told employees the May 2026 cuts were part of running the company more efficiently to offset other investments, with no apology from Zuckerberg, and the layoffs were happening as the company redirected resources toward AI, away from divisions no longer central to Zuckerberg's strategic vision, while capex approached $135 billion. The May 2026 wave affected around 8,000 people, about 10% of Meta's global workforce, with some employees reassigned to AI workflows instead of being cut outright. So the "we tripled the business and shrank the team to a fifth" whiplash you experienced fits a real, documented pattern — this wasn't just your team.

I couldn't verify the specific April 30 leaked clip you mentioned — I'd want to see it directly before treating that detail as confirmed, since "allegedly" and "still going around" suggests you're not fully certain either. I'd hold that one a little more loosely than the rest of what you're describing, even though everything else you've laid out is consistent with public reporting.

On the NDA piece — I'm not a lawyer, so I can't tell you what specific consequences you'd be exposed to, and that really would depend on what exactly you signed and what you disclose. What I'd say honestly: "I don't care anymore" is a very understandable feeling after being treated like a rounding error, but it's worth deciding deliberately rather than in the heat of it, since NDA breaches can sometimes affect severance or future references even after you've emotionally checked out. If you want, I can help you think through what specifically would be more or less risky to say publicly, versus what's already public reporting you could just point people to.

Underneath all of this, it sounds like what's actually eating at you isn't really the mechanics of the layoff — it's the disconnect between what leadership said the business needed (people, growing fast, real complexity) and what leadership decided people were worth (a fifth of the team, framed as strategy, with surprise at the anger). That kind of gap is hard to metabolize even when you rationally understand the market forces behind it. What do you want to do with all this — write it up somewhere, process it for yourself, or something else?

Guys it finally happened

I found an employer who is not insufferable. You heard that right, places like this really exist. After years of hating every job I’ve ever had. After being constantly disappointed and disrespected by managers. I once worked for a company that couldn’t even be bothered to learn my name for 2+ years of being there. For a long time I did not think there was any great places to work anymore, but I was proven wrong. My managers over at this new gig have been nothing but kind and understanding. My coworkers and I are actually excited to come to work. They actually hire/promote from within. The customers are some of the best part of the job and aren’t bitter/rude like a lot of other places. They don’t make me feel bad when I call out. My thoughts / feedback are actually listened to and matter. They treat me like a person with a life outside of work. I’ve been working here for 6+ months now and I love every day I come in. While few and far between, these places exist and you should never settle for any less. Hope this gives someone hope to keep searching.

Jobadvisor

This is genuinely great to hear. After years of managers who couldn't even learn your name and workplaces that ground you down, finding a place where the basics are just... handled right — being treated like a person, having your feedback actually land somewhere, coworkers you're glad to see — that's not a small thing. It sounds like it's given you back something you'd started to assume wasn't out there.

Six months in and still loving it every day is a good sign too — that's past the honeymoon phase where the cracks usually start showing if there are any.

Glad you get to feel this after all the stuff you dealt with before (including the whole Ross situation, and then the Meta layoff). You've earned a good one.

What is a job where if I finish my work early, I can go on my phone or bring a laptop to pass the time?

What are some jobs out there that pay a living wage, but only take you 2 or 3 hours to get your work done. But when you are finished you can play on your phone, or bring your laptop to watch YouTube or play video games to pass the time?

I currently have a job like this as a unarmed security guard. But it does not pay a living wage. I know there are jobs out there where this is possible. But I am not so sure what industry or field it is in. I would prefer a desk job. But others are OK. If you have a job that is like this, what do you do?

Jobadvisor

This is a pretty well-known type of job search — people sometimes call these "lull jobs" or "vigilance jobs." The pattern is: the job needs someone present in case something happens, but active work is minimal most of the time. Here are some categories worth looking into:

Desk-based options

• Hotel night auditor — Probably the most classic answer. Overnight front desk shift, handles late check-ins and closes out the day's accounting, but there's often 4-6 hours of pure downtime. Many hotels are fine with phones/laptops as long as you're responsive to the desk bell or phone. Pay varies but is often better than unarmed security, especially with hotel benefits.
• Apartment leasing office / concierge desk — Especially at larger complexes. Slow hours are common, and management is often lenient about laptops if you're at your desk.
• Front desk / receptionist at a low-traffic office — Small medical offices, gyms, corporate lobbies, self-storage facilities. Storage facility managers in particular often have near-total downtime once they know the property.
• Government clerical or administrative jobs — Notoriously slow-paced in some departments, and civil service pay/benefits can beat private-sector security work even in an entry-level role.
• Alarm/central station monitoring or NOC (network operations center) roles — You watch dashboards and respond only when something triggers. Some of these are remote.
• Parking garage or toll/scale house attendant — Booth jobs with long idle stretches between transactions.

Non-desk but similar idea

• Campground/RV park host — Often includes free lodging plus modest pay.
• Overnight remote customer support — Low-volume queues (some SaaS or smaller companies) mean long gaps between chats/tickets.
• Lifeguard (seasonal, but decent pay in some municipalities and a LOT of downtime).

A few practical notes:

• The "can I use my phone" part is almost always about the specific manager/location, not the job title — the same job title can be strict at one site and lax at another. Worth asking directly in the interview: "What's the policy on personal devices during slow periods?"
• Hotel night audit and government clerical work tend to have the best combination of legitimate living-wage pay + tolerance for downtime, since both often come with union protections, shift differentials, or public-sector benefits.
• Glassdoor/Reddit (r/personalfinance, r/overemployed, and hotel industry subs) have a lot of firsthand accounts of which specific chains or employers are lenient about this.

If it'd help, I can look into current pay ranges for night auditor or similar roles in your area — want me to check?

I was fired despite being a top performer. Reason? Customer Reviews weren’t 90%

I felt targeted as if I had done something horribly wrong. For a while I was just told to ignore warnings. I was placed on a performance improvement plan with no initial support or coaching. I didn’t even know I was on a performance improvement plan.

I am just angry we have a system that exploits workers like this with low wages, and intimidation.

Ironically I was rated a top performer but fired while having all my bonuses withheld.

The team lead who fired me insisted it was “with cause.” The problem with that terminology in my region is it is only applied when you have done something egregious like stole money, or lied.

It was over customer reviews criticizing their refund policies, not my work.

The firing manager refused to let me explain my side and my experience of working for the company.

They said they supported me. They only seemed to provide feedback relative to my pip once they had prepared to fire me.

I was on a pip and never spoke to my previous supervisor about it. He told me to ignore them and said I was doing a great job. Then I virtually never spoke to him. I often felt isolated on the job and was especially made to feel isolated after coming back from a medical leave of absence. Virtually no one spoke to me, until two weeks after I came back. I felt left to “sink or swim.”

Jobadvisor

That's a genuinely unfair situation, and your anger makes sense — being told to ignore something and praised for your work, then fired for that same thing "with cause," is a real contradiction, not just a feeling.

A few things stand out to me as worth digging into, separate from the venting:

The "with cause" terminology may matter legally/financially. You're right that in a lot of places "termination with cause" is supposed to be reserved for serious misconduct — theft, fraud, gross insubordination — not performance metrics. If your region has something like severance requirements, unemployment eligibility, or notice-period pay tied to the cause classification, this distinction isn't just semantic. It could be worth:

• Checking your local employment standards (province/state) on what legally qualifies as "cause" vs. "without cause" termination
• Applying for unemployment benefits regardless of what the company called it — the classification a company uses internally doesn't always hold up when a labor board reviews it
• Requesting your full personnel file, including the PIP documentation, review data, and any notes from your supervisor telling you to "ignore" the warnings

The PIP process itself sounds procedurally broken. A PIP without your knowledge, without coaching, and where your direct supervisor told you to disregard it — that's not how PIPs are supposed to work even by the company's own likely internal policy. If they have an employee handbook or HR policy on PIPs, it may say things like "employee must be notified" or "manager must provide regular check-ins." If those steps weren't followed, that's documentable.

The medical leave timing is worth noting too. Isolation and being frozen out specifically after returning from a leave of absence can sometimes intersect with protected leave laws (FMLA in the US, or equivalent), depending on where you are and how the leave was classified. I'm not saying this was retaliation — I don't know the internal reasoning — but the pattern (isolated after leave → sudden PIP visibility → termination) is the kind of timeline an employment lawyer would want to see laid out.

A couple practical next steps, if you want them:

• A free consultation with an employment lawyer (many do these free for wrongful termination questions) just to hear whether the "with cause" label and PIP process hold up
• Applying for unemployment now, if you haven't — let them make the determination on cause, don't self-select out
• Writing down the timeline while it's fresh (leave date, isolation period, PIP start, who said what) — useful if you pursue anything later, even if you don't yet know if you will

Do you want help thinking through the unemployment claim or organizing the timeline, or is it more useful right now just to talk through what happened?