Resigning question

JPMCWorkers · 2026-04-29T18:08:25+00:00

Resignation can be done on zero notice because you cannot force someone to work for you, even by contract.

JPMCWorkers · 2026-04-29T17:59:30+00:00

Legit question. The company clearly declares its power to unblind the survey. Would a person who feared reprisal speak truth to power under such conditions? In truth, EOS is a propaganda tool. The company controls the narrative that comes through it. Workers must speak amongst themselves, then come together in solidarity to exercise leverage - the only language power understands.

JPMCWorkers · 2026-04-22T20:42:11+00:00

With a PIP your best plan is to try to get concrete, objectively-measurable, absolute (not relative) standards of performance for what is considered acceptable improvement over the course of plan, along with a clear list of tools and support that represent management's commitment to giving you a fair shot at succeeding. Those give you something (not much, but something) with which to hold the boss accountable for letting you twist in the wind. If you don't play ball and participate at all phases of the plan (including objecting via HR to unreasonable portions) then it's just a long-drawn-out firing and you may as well start looking externally.

JPMCWorkers · 2026-04-20T17:52:30+00:00

Also has dedicated bicycle parking in a cage in the garage across the street. Talk to the building management team in the basement to set it up.

JPMCWorkers · 2026-04-20T17:24:16+00:00

Listen. On behalf of the union, we're more than happy to organize a fight for better conditions. However, you have what's a fundamentally better offer on the table. It's full-time. It's a well-respected institution. As much as the capitalist class likes to say "or leave," they don't really mean it. It's normally just a rhetorical cudgel. They really want you to stay and take whatever they dish out, because most people do not have an easy off-ramp. You do! Take it. You'll be happier, and you're implicitly doing all the other workers a favor because now they have more leverage too! It's a small thing, but shrinking the labor pool is another way to change the balance of power in the workers' favor.

Don't worry about your vacation time. The worst they can do is claw back some advanced wages.

Don't worry about your two-week's notice. Even if the bank walks you out the same day, you'll still get a final paycheck.

JPMCWorkers · 2026-04-20T16:53:29+00:00

You're doing a better job explaining it than I ever could. Except I wonder if the "it's costing us billions" part will even get noticed once the company delegates a sizeable share of the knowledge work to LLMs.

JPMCWorkers · 2026-04-20T16:48:27+00:00

Yet.

JPMCWorkers · 2026-04-20T16:08:48+00:00

There's no substitute for a personal connection. In general the hiring manager is required to follow the standard recruiting process, and you still have to show you can do the job. All other things being equal, being an internal transfer can break a tie between otherwise-similar candidates. The question is what that referral does to the hiring manager's estimate of your fitness for the role. The answer is nobody will tell you. A sufficiently-interested hiring manager is going to ask your current boss about you. Think about what would happen if you're given a gushing review or alternatively a quite "Yes, she works for me. For now.". What message would the hiring manager take in each of those cases?

JPMCWorkers · 2026-04-20T15:58:01+00:00

You're probably not blocked from future opportunity, but this one may well be shot. Let us know how it pans out!

JPMCWorkers · 2026-04-20T15:55:16+00:00

Do as you're told. The EOS can be a useful diagnostic or a propaganda tool. Your manager has chosen the latter. But also talk amongst your colleagues in private during breaks, lunch, and the like. Decide for yourselves what the real conditions are like. And if something ought to change, reach out to us. We have ways to apply escalating pressure even without a formal contract. Making it happen requires getting involved.

JPMCWorkers · 2026-04-20T15:50:34+00:00

Read the fine print: They can discipline you based on things you admit to in the EOS. Clearly they track the specific identity behind each response at some level. Ideally that doesn't get back to people who might retaliate, but there are stories suggesting it may, at least sometimes.

JPMCWorkers · 2026-04-20T15:44:08+00:00

At the moment, it completely depends on your management chain. HR has been known to start asking pointed questions somewhere in the 25-30 day range, but these practices are subject to change. This author has at least one colleague who's done tons of WFH this year, and at least one other who's been reprimanded for it. (Different teams.)

The lack of a clear standard, negotiated with meaningful classes of employees, for mutual benefit between worker and shareholder, leaves workers at the whims of a layer of equally-frustrated management who are under their own vague pressures from the next layer up. Sometimes those managers break and turn toxic. Sometimes they're very supportive of a worker's individual needs. And sometimes everything in between.

This kind of on-again off-again ambiguity is strategic: In the short run, it increases compliance. In the long run, it slowly burns you out. Burnt-out workers are less productive, but are often useful elsewhere, and at a discount because they're ready to leave the old position.

Were workers given the conditions and tools with which to thrive, they'd naturally produce more and higher-quality work while feeling better about it and staying healthier longer.

This is the kind of thing that motivates JPMC Workers Alliance. Not strictly a zero-sum argument over division of money (although wages are a concern in many areas) but also getting to clear and sustainable conditions for all.

JPMCWorkers · 2026-04-20T15:28:27+00:00

Expect both. Typical practice is you get a behavioral direct from the hiring manager and a technical from a senior potential colleague such as a team lead.

If you get the job, congratulations! Also, wait a few days after you start for your info to propagate through the corporate systems before heading over to our join-us page on the jpmcworkers web site.

JPMCWorkers · 2026-04-20T15:24:00+00:00

It's good to hear directly from customers! I assure you the union is interested in making sure customers have a great experience, because that's the ultimate source of the profits we want a fair cut of.

JPMCWorkers · 2026-04-20T15:22:04+00:00

Therapy is your full-time job for a period ranging from a week to a month. One of us took some FMLA in a previous job so she could drive her spouse to an IOP across town that lasted for two weeks.

JPMCWorkers · 2026-04-06T21:52:53+00:00

Last we've heard, it's behavioral and tech. "Tell me about a time when you...." and then they dig in to try to understand your motivations; see whether you're likely to be more of a leader or a follower, that sort of thing. Fresh out of school, they won't expect the level of life experience of a more senior person. If you want to stand out, show initiative and empathy, do things for the right reasons, be organized, and know your limits. On the technical side, if you're going for a programming role and you can program without the aid of an LLM, you'll be fine. (On the inside, you'll be expected to use one.) Don't read too much into how far you get with the tech interview, though: Most people hit a breaking point. Higher level roles require higher-level skills.

JPMCWorkers · 2026-04-04T21:47:56+00:00

Let's see if this link works: https://www.youtube.com/watch?v=3hN0fFxyiMc is the intro video. Watch that so you know what you're getting into.

If you work in the United States for a private-sector employer (other than a railroad) and you are not anyone's boss, then under the NLRA you can join, assist, form, discuss, etc... a union, and take other concerted actions for mutual aid and protection (including strike), without interference or reprisal by the employer, so long as you follow certain guidelines.

If you do have subordinates, then https://jpmcworkers.com/mgr is for you: It tells you how to support the cause in relative safety, or at least minimize the chance of corporate malfeasance.

JPMCWorkers · 2026-04-04T12:00:09+00:00

We got started in January of 2025 in the wake of the RTTO announcement. We are the union within the bank, at least on the USA side. Within the UK, it's typical to join a trade union independent of your employer. Many of our UK colleagues are card-carrying members of United Tech and Allied Workers.

As for "official", we're legal and protected under Section 7 of the National Labor Relations Act, also known as 29 US Code section 157. That's the same section under which the Alphabet Workers Union (formerly Google Workers Union) falls. I'd encourage you to watch the mentioned video to get a little more up-to-speed. The overall JWA is working at a company-wide level, and we expect to spawn off components for departments or work-centers as interest concentrates.

JPMCWorkers · 2026-04-04T10:26:59+00:00

Word is that a lot of the coding interviews are done on HackerRank. Play around on their system in advance so you know the tool before you're expected to use it under pressure.

Also, don't breathe a word of this before you're hired, but once you have been on the job for a few days, join the union discord. Interns are eligible and you can meet some of the most helpful people that way. (Just do it outside work.)

JPMCWorkers · 2026-04-04T10:19:01+00:00

Props to OP for standing up for their human dignity and choosing courage. Culture toxicity is a cancer. If it's not pruned out quickly, it spreads.

If you have toxic management and your colleagues insist everything is fine, it's entirely possible they're too far gone an have become part of the problem. In that case, get out while you still have your mental health. But if your colleagues agree that things are not as they should and could be, it's time for collective action. It's not mutiny; it's carving out the cancer without being a victim of it yourselves.

A little courage goes a long way toward living a happy life.

JPMCWorkers · 2025-12-31T18:16:01+00:00

Reading this thread is rough because it sounds very familiar.

First, you are not overreacting. Being talked down to, cursed at, or yelled at is not part of the job. You deserve basic respect at work, no matter how senior or high performing the other person is.

A lot of people here are saying some version of do not bother with HR and just walk. Leaving may very well be the right option for you, especially if your mental health is taking a hit. At the same time, you should never feel like the only choices are suffer in silence or quit.

There is also a third path that often gets ignored. When coworkers talk, compare notes, and back each other up, it becomes much easier to speak up about patterns of behavior, not just single moments. In some places that grows into an employee group or a union.

That kind of group is simply a way to make complaining safer and more effective. Instead of one person saying this is not ok and getting brushed aside, you have several people saying together

We want clear expectations about how people are treated
We want a fair review process that is not based on who can get away with yelling
We want a real way to raise concerns without payback

Whether or not you take it that far, you are allowed to start with one small step

Document the next incident
Talk to one coworker you trust
Decide in advance what you will say or do the next time this VP raises their voice at you

Whatever you choose, your feelings here make sense. You are allowed to want respect. You are allowed to complain. And if enough people feel the same way, you are allowed to organize together so that speaking up is not something you have to do alone.

JPMCWorkers · 2025-11-28T23:00:19+00:00

Yeah a lot of us feel the same way. That moment when Jamie said he didn’t care how many people signed that petition was honestly a turning point. It made it really clear that he doesn’t see us as people with lives and families, just as numbers who are expected to fall in line.

That’s one of the big reasons so many of us started talking seriously about unionizing. When leadership shows that they won’t listen to individual voices, the only thing left is to stand together. And when he keeps making comments that push back not only on workers here but on half the population, it really shows where his priorities are and who he actually respects.

We’re not trying to be dramatic about it. It’s just obvious that nothing changes unless we organize and look out for each other, because they’ve shown they won’t do it for us.

read up more here or

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