#employeerelations

Way to keep us at peak anxiety all the time.

During open enrollment last year, HR announced that the company would discontinue our previous mental health plan (Chevron Mental Health and Substance Use Disorder, MHSUD). This change meant that employees and their dependents who were receiving behavioral health benefits via MHSUD would be forced to obtain mental health coverage via one of the medical providers that we selected (Kaiser, Anthem, Cigna).

The HR email alerting us about this change very casually claimed that “the kinds of behavioral health services covered will generally remain the same” and that “costs may change.” Well, that was quite THE understatement!

I find it truly unconscionable that our ELT, who obviously had to have been presented detailed cost impact scenarios showing the devastating impact to employees, willingly chose to implement this significant reduction to our mental health benefits. And they did so knowing full well that people would be struggling even more as a result of the layoffs and reorg.

Since not everyone might have a need for these benefits (consider yourself fortunate), allow me to paint you a picture of the shocking financial impact that our family is facing.

We have the Anthem PPO. I originally called them to find out the per-session fee for this year. They initially stated $0 copay or coinsurance. That did not seem possible, as we used to pay $13 per session last year through the MHSUD plan. I called back, and Anthem stated that our cost would be 40% of the billed rate.

Assuming a weekly session, below is a cost comparison of old vs. new coverage:
— MHSUD cost = $13 x 52 = $676 per year
— Anthem cost =
— $1,000 deductible (we had not spent anything towards the deductible); this covers 100% of our out-of-network therapist’s fee for ~7 sessions at roughly $152 per session
— for the remaining 45 sessions this year, we expect to pay 40% of the therapist’s $152 fee; therefore a total of about $2,750
— that makes our total out of pocket expense for mental health benefits this year ~$3,750
— that is an increase of ~$3,074 (over 455%!!!) vs. the $676 under the old MHSUD plan

My question to MW and whoever else was involved in this decision is how can you possibly justify so callously reducing your employees’ mental health benefits and so drastically increasing their financial burden? Have you NO shame or compassion or, at a minimum, any interest in keeping your workforce mentally healthy?

We’re not talking about frilly perks here. This is MEDICALLY NECESSARY care. Mental health benefits are CRUCIAL in some cases to keep people from inflicting self-harm and possible su----e.

I am beyond disappointed in this company and its senior-most leaders. Somewhere along the way, greed took hold, and for the sake of shaving a few million off CVX expenses, you abdicated your responsibility towards the human beings you employ and their families.

To think that anything will change because of this post is utterly pointless, I know. I feel better at least having documented this egregious display of callousness from MW and the entire ELT. It might be good for all of us to remember that mental disease does not discriminate. Someday it might be you or one of your family members to suffer a mental health crisis. Ask yourself: are you proud of MW’s behavior? Do you feel his and the ELT’s decision about our mental health benefits is justified?

Gas at $5.50/Gallon + Doubled Car Insurance Rate + Kids, Family and the 2+ hours traffic, but a bare minimum salary..this is majority of us 60,000 employees vs. Gunjan and CXO suite making Millions a year,Luxury travel to and fro paid and expesned to the company. They are the to set the RTO policy but do not have to worry or comply it, its the 90% of us who have to bear the brunt.

OUR (60,000 employees) Necessity is the mother of this invention (leave powered locked laptops at work in secret places), given no other company demands or measures Talent and Performance by the Timestamps and not actual delivery or management of aspects. STUPID and DuB GOONjan and CXO suite

This is a post regarding a specific je-k I have to see every damn day I go into the office.

I see this scrum master who literally says he took the role just to do nothing all day. He laughs at me since I’m a software engineer, saying stuff like “haha I make more money than you to do less work”. Has a snarky attitude. Just walks in like he owns the place. This is someone who made a reputation for himself for being a lazy person. People on his own team call him a slacker often. He’d literally put his feet up on the desk he’d sit at.

I can’t say too much because he belittles me in front of other people, so I can’t say too much without giving away who this is. But I doubt anyone knows this. Every day when he’s at cafeteria, he order a T bone steak, and walks back to his desk with a styrofoam tray that has the said T bone steak. I used to be able to walk away from my laptop when my workload wasn’t too much. Once every 2 or 3 months for that time period that my work was easier, I’d come back to my desk, and guess what I’d see on my desk? An eaten out of styrofoam tray, with a gnawed on bone of a T bone steak inside of it.

He doesn’t do it anymore so I don’t think I can report it to anyone. I thought about reporting every time he did that or taking pictures for evidence. But I was always afraid of “snitching” or being seen as a problem for reporting the bullying. So, I just dealt with it. I don’t leave my desk at Fidelity (due to workload). I don’t want him to speak with me but he acts like everything is ok and he’s the best thing to ever grace this company. I’m one of the only people that are fine with myself coming into an office for RTO, but he made it so insufferable.

He’s a scrumbag. Why can’t he just get laid off? I thought he was surely gonna be gone but he’s still here. He’s a damn cockroach. Better yet, why can’t I get laid off so I can be free and find another job while getting severance pay? Why can’t we just see him lose the job where he does literally nothing all day, or get demoted to a role where he makes even less money, and realizes he’s sc--wed himself.

I know we have many people who are lazy at Fidelity, prior to the sheer burnout from RTO. But how many people here are THAT level of crude? Smh.

I’ve never seen a CEO so completely disconnected and miss the message employees were trying to send.

Thousands of employees were saying the same thing- morale is declining, flexibility matters, talent is leaving, and five-day RTO is making a bad situation worse.

His response? Employees were told they’re wrong, he’s not, and there “might be a disconnect between you and your current professional choice.”

What really stood out was the characterization of the feedback as “more outliers than we’d like.” … Outliers?

When it’s most employees saying the same thing, it isn’t outliers at all. It’s the majority. The same concerns were being raised across all organizations, teams, and locations. That’s not an “outlier” problem. That’s a leadership problem.

The email read like someone who was genuinely shocked by the feedback…. But maybe that’s the real issue. When you’re surrounded by direct reports blowing smoke up your a$$ telling you everything is working, everyone is aligned, and the policy is a grand success, eventually you start believing it.

Then one day reality shows up in a survey and your mind is blown.

What made the email so damaging wasn’t just the double down on policy. It was the authoritarian mindset behind it.

Instead of asking why most employees felt the same way, he seemed determined to explain why employees were wrong instead of him. Instead of adapting, he doubled down. Instead of listening, he lectured. Instead of taking responsibility, he shifted the blame back onto employees.

That’s not leadership.

Leadership is about recognizing when a decision isn’t producing the intended results and having the humility to change course. What we’ve seen instead is a stubborn refusal to acknowledge reality and accept responsibility, no matter how much evidence piles up.

Since Stankey became CEO, the stock has delivered a negative (-25%) price return. Morale has deteriorated to all time lows. Talent continues to leave. Outside rankings of culture, morale, talent, future readiness place AT&T at the bottom of its peer group and near the broader field bottom as well.

Yet somehow employees are still treated as the problem.

At some point, the board has to ask a simple question- if the strategy is working, where are the results?

Employees are paying the price for decisions they didn’t make- longer commutes, less flexibility, less take home pay, lower morale, increased uncertainty, and the departure of talented peers.

The company doesn’t need more presence reports, more mandates, or another angry manifesto explaining why employees are wrong and to blame for the company’s failures. It needs a leader who listens, adapts, and can admit when something isn’t working.

The most dangerous thing a CEO can do is become so convinced of his own correctness that he stops hearing what everyone else is telling him, and that’s where we are. That’s the disconnect employees have been talking about all along.

People keep saying to report problems, but report them where? To who? All I've seen so far is that speaking up gets twisted back on the employee. Every single time. So why bother?

It is very depressing as there are some very good people going because they asked to. Why can’t the organization organize themselves to get rid of dead wood instaesd of not creating an environment where talent and good people feel comfortable.

I'm trying to stay informed but I haven't seen anything solid.

Before, if you worked hard here, asked the right questions, and applied when a better role opened up, you had a real shot. Lately, that hasn't been the case. It's like all the internal postings are advertised just for the sake of appearances, while the roles are already reserved for pre-selected candidates. Tell me I'm wrong.

The experienced FA losses are really accelerating. Big promises that weren’t delivered by Penny and her ELT, unforced errors like ent reimagined and return to office impacting operations and aggressiveness of competitive recruiting are all contributing.

Only momentum helping EJ AUM right now is market exuberance…

Does anyone have insight into the process or timeline of laying off an entire department of individual contributors and moving the positions offshore?

Does Optum ever hire temporary US contractors to replace us first and then eventually move to offshoring?

People are leaving for competitors every single week. And the company isn't offering them better pay or any incentive to stay. Not even a conversation. With others being kicked out through layoffs, where does leadership think that will leave us in a few years?

I left and now I regret it. This place isn't perfect but it's still better than most.

Does anyone know when they're going to start letting people go? I've heard July but I'm not sure. Could be later.

Imagine getting 10-percented, losing your job with no severance package, after working hard for a multi-billion dollar company for decades, just so the executive team can save a little money and look good to their investor overlords. Smh

I am asked to relocate to this year. But I don't have my team there. So, I asked for Dallas and it was unofficially granted. My husband has been laid off due to org restructure just 2 weeks ago and his health has gone down drastically, requiring at least 2 months to recover. I have asked for an extension for next year in current place but did not get granted, while my peers did not receive letters. If I don't relocate, i will lose my job too. Not sure how to navigate this with kids.

we all know it’s coming in June per Corkey Anthony. are we getting a courtesy email or will it be google-esque with a simple lockout of your account. would prefer the latter so i won’t have to do cr-p for 2 weeks

Today I learned I am going to the bench in the US. Been a manager with IBM/Kyndryl for 18+ years and also forced to tell at least 6 of my employees so far they will also be moved to the bench. Bridge has to cut >$5m from the budget, overall CTO much more. Employees impacted in the US, India and Costa Rica as I know currently. All while they hire more VPs and pay huge stock dividends to the execs and tout the company has made the top 100 most loved workplaces that prioritize respect, care and appreciation for employees at the core of their operations..... I don't think so

How many of you wish they were laid off already?

Every time there's a layoff, they let go of the people who've been around the longest and know the most. The ones who can solve problems in five minutes that take new people five days. Then a few months later they realize the work isn't getting done anymore. So they hire two or three people to try to do what that one person used to do. How is that good for business?

My LinkedIn feed has been filled with pictures and comments about how great the Oracle kickoff was in Vegas this week. Followed by posts and repost of great economic news of a record year of sales.

Am I the only one who finds it offensive that in the face of tens of thousands of people laid off since August of 2025 that our former coworkers and executives celebrated what appears to have been an excellent year while those impacted by the layoff, got to watch both big spending in Vegas and outstanding numbers.

I understand they made a big deal out of the fact that partners footed the bill for the most part for SKO, but the optics are terrible and probably not 100% true.

My last comment would be that for rank-and-file employees that do not benefit the same way that say the new CFO , the C-Suite or other senior executives do reposting that material is hilarious. Don’t think you’re anything more than a name on a spreadsheet.

What it really is is just a stark reminder that these types of companies just keep moving. Meanwhile terrible severance packages versus Meta and longtime employees trying to figure out what happened and why they’re on the outside.

The fact that they went forward after all that restructuring with the week that they did says it all!!!

Guys when we are capable of doing great things then why should we stay here? I literally felt employees here are value less. A lot of changes, every email from Dan seems to be like " Thank you for the work you done till now " . Had already started my preparation. Lets start and let's move.

Anyone else spending most of their time training their new useless leader on what tech is, what their new area does, and wondering the value of the useless leaders salary while waiting to understand direction and deliverables.
Still tons of dead weight just collecting money with no value add work to be had.

EPISD began its planned staff reductions. Sixty-three employees were notified of job cuts on June 11. The cuts address a $52.8 million budget gap. An additional $42 million deficit looms for the district. Employees were advised against signing voluntary resignation forms.

El Paso, Texas

https://www.elpasotimes.com/story/news/education/2026/06/11/episd-layoffs-start-as-63-employees-notified/90506855007/

Verizon Business Group is riding its managers until their legs fall off. They’ve turned this department into the USSR. Every call is monitored down to the second, including time between calls.

At this point, Verizon Business should be viewed as a stepping stone to your next career move. Since taking the B2B SAM title, my LinkedIn inbox has gotten a lot more attention. Even R2B titles are being converted to B2B.

Get the experience, build the resume, sharpen your skills, and leverage it into your next opportunity outside of Verizon. Corporate America will use you if you let it. Make sure you’re getting something out of it too.

This company is literally thinking it can operate the daily works and tasks much easily without employees. Leadership doesn't care about employees. When there is no value to employees then what is the reason behind working here. Need mass resignation.

I left eight months ago. The top brass don't know what they're doing. If you're not near retirement, staying at T doesn't make any sense.

The immediate team and the manager were so toxic - I got axed but I feel much better. So, go figure. Relief

Because that always worked out for others, right? Id--ts. We're being "led" by id--ts.

We have a fearless leader that is constantly threatening our jobs. Now he is going after our vacation time that we earned. SINK THE PULSE SURVEY! Make him wake up from his coffee slurping delusional mindset.

Layoffs that were expected in June now appear to be slipping into July. My guess is the company is adding more people to the RIF list, which is not exactly surprising given Global Payments track record of recurring workforce reductions and the pressure to deliver the $600 million synergy target tied to the Worldpay deal.

Meanwhile, GPN stock is trading at its lowest level since the TSYS acquisition in 2019 and is down roughly 30% since Cameron Bready became CEO in 2023. Oh and the guy that Cameron put in charge to run the SMB business ($6 BILLION!) who has never run a business in his career? Yes, layoffs are definitely coming.

Remember when Cameron got on stage when he became CEO three years ago and told everyone his goal was to build a "best-in-class" culture? Three years later, many teams are doing the work of two and three people, while bracing for yet another round of cuts and the lack of leadership at the C-suite level is truly shocking.

When is the board going to realize that Cameron isn't fit to run the company? Until then, employees should expect even more uncertainty, more restructuring, and more layoffs. So GPN employees listen up, things are only going to get worse so if you get offered a package next month, be grateful, and RUN as fast as you can.

In the meantime, #BringSloanBack!

not even subtle anymore just straight up cutting staff to post lower paying jobs (lvn vs rn), using vendors to take risk loss, cutting anything social work and replacing with an AI resource handout and most gross of all: eyes only on patients just out of the hospital. More to upcode, test, bill. Poor elderly...easy target. But lets have another townhall and discuss values. karma will eventually follow these strategy team vultures.

FanDuel implemented organizational changes, resulting in staff layoffs across various departments. The exact number of affected employees is unconfirmed but could be in the hundreds. Roles cut include middle-management positions within both sportsbook and casino operations. Flutter Entertainment's share price surged significantly after the layoff announcement. This action follows similar workforce reductions by other gaming companies that also saw stock bumps.

https://next.io/news/investment/flutter-share-price-surges-fanduel-layoffs/

The Hilton Houston NASA Clear Lake hotel plans employee layoffs. Remington Lodging and Hospitality LLC manages this hotel. All 65 employees will be dismissed on July 31. The hotel will temporarily close for renovations. It will reopen as a Margaritaville-branded lodge.

Nassau Bay, Texas

https://www.houstonchronicle.com/news/houston-texas/article/hilton-nasa-margaritaville-layoffs-22300194.php

Dozens of service workers at the Graduate Hotel in Palo Alto were suddenly laid off in April. Employees were initially informed that the hotel's ground-floor restaurant would be closing. However, the restaurant soon reopened, staffed by temporary contract workers. Former employees, including kitchen staff, housekeepers, and servers, expressed confusion and anger over their terminations. Workers are now escalating their concerns to the City Council, seeking intervention.

Palo Alto, California

https://www.paloaltoonline.com/business/2026/06/10/dozens-of-graduate-hotel-workers-devastated-by-sudden-layoffs/

Genentech underwent another round of layoffs this week. These cuts affected its early research and development group. The company closed its infectious disease research unit. Another research unit was also shuttered during this restructuring. Top scientist Vishva Dixit was among the employees laid off.

https://endpoints.news/exclusive-genentech-closes-infectious-disease-unit-in-wave-of-research-layoffs/

Perfect timing for an employee survey

https://www.crn.com.au/news/2026/partners/dxc-technology-worker-speaks-out-against-underpayment

Black Mountain faces a nearly $2 million budget shortfall. Rising operational costs and storm recovery expenses caused the deficit. Town Manager Richard Hicks cited rising personnel and health insurance costs. Officials propose freezing five to six positions and raising taxes. They also consider increasing garbage fees and water rates to balance the budget.

Black Mountain, N.C.

https://wlos.com/news/local/black-mountain-budget-shortfall-million-officials-town-manager-layoffs-tax-increases-interim-richard-hicks-community-governments-helene-recovery-meeting-

How do I convince leadership to let me go back to my old role/team instead of laying me off? I have been moved around to so many times in the last few years, I’d really like to go back to what I was doing prior to all the re-org’s. Also, does anyone know if HR will offer a lower position in another are vs. laying someone off? I really don’t want to get laid off (despite all the trolls on this site) and willing to take a lower job.