Acquired Black Knight - IT Senior Business Analyst Intercontinental Exchange Employee Review

After BK was acquired with the Guarantee of NO Layoffs, acquisition was finalized with BK emps rolling Jan 1st, 2025 to ICE payroll & emp benefits, the 2nd week of Jan 2025, layoffs began. ICE updated employee job titles without notification to employees on Jan 1st, 2025. WFH option was removed except for at that time, 1 day a week which now is none and *Leadership* subsequently created a Badge Dashboard in ServiceNow which displays to all Management employee badge in time to the building (even being Salaried) and to ensure the WFH day (when there was one) was not changed without Director level approval. BK had a very efficient IT team from requirement documentation to Prod implementation. All existing processes were removed as we had to follow the ICE *existing way* even though their backlog of breaks and New builds required an entire team of its own to even track and manage. Where there was always leadership support prior to acquisition, it was replaced with a force to push consolidation of acquired company system applications as quick as possible no matter if done correctly, effectively or thoroughly (this was never the BK way). Long Tenured Employee knowledge of legacy systems/applications went right out the door as they forced these Tenured Employees into Retirement or they had to *Resign*. Dont even get me started on the ICE UNLIMITED FLEX TIME if Salary and 80 hours Vacation/Sick (combined) if Hourly. For Unlimited Flex Time, let's just simply give a saying reminder to all *What looks or sounds too good to be true...MUST NOT BE TRUE! Even if Salaried, every * Flex Time Hour* has to be Approved and you better make sure there are absolutely no Project Priorities as that *Hour Requested* is denied. They also will sell you the STD/LTD being fully covered & paid using this *Flex Time*. What they dont tell you is that if you utilize the allotted amount of STD (example) leave weeks, your HR representative will suggest you apply for ADA Leave. When you do and your doctor goes through enormous amounts of paperwork for and let's say it is Approved, ICE will and is allowed to say NOPE come back to work or hit the road. When on Intermittent FMLA you will be informed that you are required to email your Manager in ADVANCE how many hours are needed for each day and what those hours will be used for. They will then compare what your Intermittent FMLA was approved for (Example: Orthopedic Surgeon follow ups) and if your email stated *I am going to Physical therapy for 2 hrs on Monday*, your Manager will go to HR Rep and you will have to submit another Intermittent FMLA for just PT. I hope this is making sense to you! It is MICROMANAGED to such an extreme it is literally pushing on the border of breaking even HIPAA and FMLA Laws to do so! I remained in the same position with the same title from date of hire to Jan 1st, 2025. I persistently asked for a Level IIII title promotion and was persistently shut down due to *Pending Acquisition/Hiring Freeze*, yet they hired more employees on opposite teams persistently. Titles were then changed to something that supported the Layoff Bucket as date of title change was.. Jan 1st, 2025. LAST I would like to mention and highlight that every employee has to write your annual goals for the next fiscal year to predefined company-wide Goals even if you are not in the Sales, NYSE, or Mortgage Servicing. It makes it so incredibly impossible that you will find yourself taking a snapshot of what you wrote the year prior and changing a few words here and there. Annual Reviews will be flashed to you as your *Opportunity to Shine* when in all reality, especially if your in Ops, you are costing the company more money even if you are a crucial team to ensuring the company survives another year! Please don't expect to have Goals predefined to how you actually have achieved another year of success especially if you are on an Ops team!