#benefits

The People Office Support Centre is a perfect example of technology replacing service without improving the employee experience.

Tickets get passed between multiple people, questions go unanswered, and then the ticket is closed. I recently waited 30 days for a response to a benefits and retirement query and still did not get an answer.

We used to have local contacts you could call or meet with to resolve issues. Now we’re expected to search AI articles, raise a ticket, and wait in silence. It’s “computer says no” dressed up as transformation.

If this is part of Bob’s AI strategy, it isn’t working. AI should support people, not replace them. Bring back accessible human HR support that takes ownership and actually helps employees.

Will the Cobra coverage only apply for medical? Will vision and dental be covered?

It is rather interesting, almost funny, that when we're surplussed, union workers actually get more than managers. The termination pay for union workers is more than severance pay for managers and the ongoing medical, dental and vision benefits are much better for union workers than for managers. We're all going to eventually be laid off - that's inevitable - however when that day comes for each of us, union workers are for sure better off than managers.

Seriously? First they take the pension away now the biweekly deposits to make up for the pension is going away? Is the goal to make your employees as unhappy as possible?

Looking at how much it’s costing to pay out severance, I wonder how long they’ll keep it up before making significant changes to it.

As of October 1st, all telecommuters who have company paid home internet, or company reimbursed home internet, will be losing that benefit... because why not, right?

"We recognize this change may have an impact on some employees. To help you prepare, we are providing more than 90 days' notice before the policy takes effect."

https://www.inc.com/georgia-fearn/63-percent-of-workers-from-this-group-do-not-file-for-unemployment-benefits-heres-why/91361014

Can someone tell me if they received insurance during the displacement was it Cobra? how long did you have it? and did Wells pay their part of the insurance?

If I don’t elect the Cobra coverage, will I receive the money that I would have paid toward my regular medical coverage in my lump sum?

Sorry if it’s in here, I did take a brief look. Anyone know what determines when VZ uses the 2 weeks per year vs. 3 weeks per year for severance? And what the max is under the 3 weeks per plan? I know the 2 week option is 35 weeks, but unsure about the rest historically.

I keep seeing posts about PE as a savior.

Question, have any of you worked in PE? It ain't fun.

Reminds me of the line in good fellas ..

Business bad? Fu-k you, pay me. Oh, you had a fire? Fu-k you, pay me. Place got hit by lightning, huh? Fu-k you, pay me.

Say good bye to good benefits, PSP, stock options (oh yeah, yours will be worth nothing), probably a reset on PTO...

And if it does turn around, you won't see a penny

According to my SVP, the workforce reduction actions implemented in this round did not achieve the level of cost savings Stephanie had targeted. This action was largely driven by a forecasted revenue gap over the next six months, combined with the rebadging initiative in March not generating the anticipated financial and operational benefits.

Hi,
I left Juniper last year before the transaction was closed and moved to different city. I provided HR with my new address but never received any information post mail or email regarding 401k liquidification. I logged into my fidelity account to find $0 balance. Fidelity wasn’t able to provide any information regarding this and gave me phone number to contact which bins to inspira financial. It’s been 2 weeks I have been contacting them but they also don’t have any of my account information.
Can someone help with who I can reach out in HPE to find out the status of my 401k. Thanks!

If you're new to the company and get laid off, do you still receive a severance package? Or do you have to be here for a certain amount of time?

or has severance really change drastically for the worse over the years?

Everyone with actual leadership ability has already left FIDO. The people running things now are only looking out for themselves. They don't care about the company or us. I'd leave today if not for the severance. With my salary and age, I'm almost positive I'll be cut within the next year.

I didn't receive the offer, but I'm still curious, what kind of medical coverage comes with it? Do you get a full year, 60 days, or something else? Considering current costs of health insurance, that's be the one thing that'd make me decide for or against taking the offer.

Anyone been able to confirm with the state of New York if they would approve of the UI Claim after being laid off due via the VSP? Sounds like each state is different. Based on my initial readings, sounding like this'd be an eligible scenario for UI benefits in NY.

With the VSP deadlines approaching, it’s obvious headcount is getting slashed. I'm also thinking about how this margin recovery squeeze is going to butcher our 2027 benefits. Any visibility on the 2027 plan designs? Specifically, is the mandatory ICHRA rollout expanding to more states for 2027? They already forced Indiana staff off traditional group plans and onto individual marketplace stipends. Shifting more states to ICHRA seems like the ultimate corporate cost cutting move to completely offload insurance risk onto us. What state is next? More importantly, when will employees be told?
Our employee premiums jump every year while coverage gets gutted. It's the classic Centene irony—working for a healthcare giant with health benefits that are noticeably worse than our peers.
In the past, they took away bonuses and gave us tiny raises that were immediately eaten up by healthcare premium increases. Anyone have eyes on what the out-of-pocket maximums or wellness program changes look like for next year? If they change the plan designs any further, staying through this restructuring might not even be financially worth it.

Has anyone experienced a work benefit or have seen that their department/division has benefited from the platform operating model?

Heard from reliable sources, management discussing to end 401K match in July this year.
Otherwise will be done starting 2027

This is my first year, is this a lot lower than prior years? Even when MIP will pay out at 103% as mentioned in town hall?

From the benefits guide for new employees:
“Over the last decade, our company match averaged 4.5% for employees who contribute at least 6%”
This year would be way below that, like 3.37%

I’m considering a move to Truist. By the looks of it, Truist has high managed account fees, unattractive compensation grids, leadership turnover, etc. What are the benefits for being a financial advisor at this organization?

I started filling this survey out even though it’s requesting your ID. Funny they’re basically asking, do you want higher deductibles that will allow for higher merit or keep it the same. Like either way they’re going to take from one thing to give it to another. It’s insulting. The way it’s set up is to show allllllll the benefits they give us. In reality most Fortune 500 companies offer the same. Travelers offers pension , stock incentives and 20% higher salaries. They know this …

Did anyone else receive an email about a class action lawsuit regarding medical solutions and the 401k?

July 13-17 wellness week
“Extra” paid day off

Please help enlighten.

The one-time retirement program, announced in a memo on Thursday, will be available to U.S. workers at the senior director level and below whose years of employment and age add up to 70 or higher.

Business Insider obtained a full copy of the document, an internal explanation of the so-called Voluntary Retirement Program (VRP). According to the document, eligible employees who take the buyout will receive:

A lump-sum cash payment equal to a minimum of eight weeks and a maximum of 39 weeks of base pay, based on seniority and tenure. Employees levels 64 and below will receive one week of base pay per six months of service, and employees levels 65 to 67 will receive two weeks of base pay per six months of service.
Up to five years of insurance coverage, including medical, dental, and vision for the employee and their dependents. Microsoft pays for the first year.
Continued regular stock vesting for six or 12 months, based on years of service.
Continued retirement stock vesting for employees who meet certain requirements.
Last day of employment July 1.

The Oracle Doormat Principle is a term coined by former employees to describe a psychological state where individuals remain loyal to Oracle Corporation despite experiencing mistreatment, toxic work environments, or career stagnation.

Definition: It is likened to Stockholm Syndrome, where employees become emotionally attached to an organization that has abused them, often internalizing the company culture as a "family."
Causes: The principle suggests that prolonged exposure leads to low self-esteem, fear of change, and a paralysis to act in one's best interest, causing workers to accept pay cuts, benefit reductions, and abusive management without protest.
Criticism: Critics argue this behavior stems from low self-worth and prevents personal career growth, with some advising that if a work environment is bad, it rarely improves and employees should leave as soon as possible.
Context: The term gained traction on layoff discussion forums, often appearing alongside complaints about dry promotions (more workload for no financial upgrade) and perceived corporate cultures of fear.

It is funny after being laid off since last may ,I got a recruiter call for a RF/SP position with Vz on W2 salary of 38/hr non negotiable (no benefit) lol.. I am so saddened.

And they asking for all scripting experience on top of all RF/SP experience . its brutal everyone. stick to your Vz job like your life depends on it.

BP sacked a CEO for lieing to board twice+. For abuse of power, non disclosure, then takes $32Mn off him in future benefits. BL then sues whilst MA takes on the role. a few months later the law suit is quiet, unresolved? BL gets announced as a director in a newly found ME backed equity firm called XRG. XRG then bowls on into a JV with bp for gas assets in Egypt. BL gets his $32mn back.

Question for the people who were laid off in May, did you get your match true-up contribution last Friday ?

Hi did anybody opt for the lump sum payout? If yes did it really take up to 60 days to process?

Was curious and looked up VZ Stock today and was floored to see it back at $44 after the incessant layoffs and cost cutting. All the sell off in corporate real Estate and discontinued leases, all the head chopping, cutting benefits and stock sharing, ripping out Legacy equipment because of power consumption, shutting off the Lights and the empty promises of AI “efficiencies”— and the Stock is barely holding at 44 Bucks. What the actual F#%K is going on Dan, maybe our CEO should be replaced by AI for some actual efficiency and cost savings.

The company will keep making more money, raising expectations and goals, while my paycheck pretty much stays the same, and benefits get worse.

then allow the health insurance premium to remain as it is. people are hanging around for health care.

Is there any benefit in having 15 years with the company if you aren’t 55? I’m contemplating leaving, but I don’t want to lose out on any benefits by leaving before I hit 55.

Anyone else tired of it all? Anyone else devote 10+ years to this company, only to be used like toilet paper and door mat? Anyone else tired of the targeting, retaliation, extra work load, cut in pay, loss of benefits? Maybe we should join up and take our fair share back..