#employeerelations

MDT is basically run out of India these days. It's only a matter of time before everything except sales ends up there.

Anyone considered transferring and working for pennies?

So sorry for everyone. I hope you find better jobs at better companies soon.

First Genpact, then draining the people transferred there, then knowledge transfer to India, only to at the end not to pay any severance and drag people through a nervous breakdown. Any ex-Genpacter here to contest?
OP: @ar+1ktrvkg7w

Ask for those who plan to quit on their own. Did anyone quit and not serve out their 30/60 day sentence? If yes, how did you swing that and what are the possible repercussions?

I know this is for layoffs but just curious if anyone else is buying the stock? I got a few hundred shares this morning because it seems to have reached an all time low. I think we have good products and I can’t figure out why it’s dropped so much. I’m wondering what other people are thinking? Maybe I’m completely wrong and this stock just keeps dropping but I thought Enrique was hired to raise the share price. We lost enough value under Mr. Shock the World.

Mike Lyons gets 70 million in year one while cutting staff, forgoing bonuses or salary increases for many if not all, stating market and company talking points around why they cannot spend money. All while taking 70 million 😂

Incredible leadership. Just who everyone wants to follow!

Regardless of whether you are currently in the latest round of layoffs or simply anticipating your turn on the chopping block, consider this thread a sanctuary for our shared grievances. Channel your hatred, humiliation, and the injustices inflicted by your dim-witted yet treacherous and repulsive (desi) colleagues, and manifest them as curses here. Together, our concentrated malice will surely invoke cosmic intervention to cleanse.

The most alarming number in the Wall Street Journal’s “Best Companies for the Future” ranking isn’t AT&T’s overall rank of 375.

It’s the Talent rank of 390.

The WSJ’s methodology specifically looked at hiring, retention, and employee satisfaction as part of future readiness. In other words, human capital.

For years employees have been saying the same thing, excessive RTO mandates, constant uncertainty, forced relocations, and a lack of flexibility are driving good people out the door.

Leadership ignored it.

Now a respected third-party ranking is essentially saying the same thing. AT&T isn’t being viewed as a future-ready talent organization. It’s being viewed as a company struggling to attract, retain, and develop the workforce it needs for the future.

Even Kevin O’Leary (hardly a champion of employee entitlement) recently warned that companies risk losing their best talent when they become overly rigid about RTO and where work gets done. His point was simple - if you make flexibility a non-starter with RTO, your talent pool shrinks and you will only attract the undesirable bottom quartile of talent nobody else wants.

And that’s exactly what many of us have watched happen… I’ve never seen this many experienced employees leave. At the same time, a strict 5-day RTO policy isn’t a selling point to younger workers who increasingly value flexibility and work-life balance, it’s a detractor and immediate non-starter. Nobody with other options will ever sign up for this prison-like micromanagement.

Talent rank 390 isn’t the cause of the problem. It’s a symptom of this bad policy.

You can mandate badge swipes. You can mandate presence. You can mandate commutes, but what you can’t mandate is that talented people choose to work here, or stay here.

At some point leadership has to ask whether a five-day RTO policy is helping build the future, or helping explain why we’re ranked near the bottom when talent is measured.

Company and management expects excellence but the company can't even pay you correctly or resolve a pay issue within a 6 month time span. And then they tell you you're the problem for trying to solve your own problem since no one will actually help you resolve issues.

The most difficult part about working for this company is dealing with the company itself.

They have been pushing team members in the most recent all hands meetings to take their PTO and time off. I have never heard such a push for this from leaders. I have been with the company over 7 years now, and there’s never been mention of taking your PTO like this.

So, take your PTO NOW before you lose it to this transition.

Bumping this for important info, the OP is @a2+1ksqvmzt4.

Been hearing 6/10 for about a month, how’s it looking out there?

I report to someone, but after they flattened the hierarchy and got rid of all the middle managers I ended up reporting directly to the director in my org.

He's not interested in or capable of leading a team. I never see him except during our monthly 1:1 (which is basically just a monthly recap so he can tell his boss what I do).

There's no leadership here at 3M anymore. Just a bunch of disinterested, self-important jagoffs having meetings because they didn't know what else to do. And nobody can get promoted, so it's never to change.

I’m an employee who’s been through a few rounds now, and the strange part is how routine it’s started to feel. Once one layoff ends, people don’t really relax, they just start wondering when the next announcement’s coming. Most of us just keep working, keep quiet, and try not to draw attention. Sad.

Expeditors International, the Seattle-area logistics company known for never laying off employees, cut about 230 technology-related jobs in Washington state on Monday, ending a tradition that had been a point of pride for much of the company’s history.

https://www.geekwire.com/2026/expeditors-cuts-230-tech-jobs-in-seattle-region-ending-decades-long-policy-against-layoffs/

if you were/are impacted by the layoff, please reply and keep this post on the top so we can have some ideas how many people they are cutting secretly. Just post your date and your state.

How do managers sleep at night when they have to downgrade someone who clearly earned a better performance rating?

Has anyone got an extension to stay beyond the reporting date at the new location?

Massive insiders selling stock and nothing given to the employees ever. Leaving bag holders. Get far away from dell

Los Angeles city officials expect to avoid layoffs for 70 employees. These positions were slated for elimination in last year's budget. The City Administrative Officer recommended halting the layoff process. This occurs despite a projected $96.8 million budget shortfall for the next fiscal year. The City Council must still formally approve this recommendation.

Los Angeles

https://www.westsidecurrent.com/la_city_council/city-hall-moves-to-halt-layoff-process-after-year-of-budget-uncertainty/article_0503c75f-179f-4544-b126-fd2a65a25a8e.html

Mount Vernon School District staff expressed dissatisfaction with recent personnel actions. The district cut 13 educator roles and transferred 41 teachers. Employees learned of these changes through email, causing distress. The district faces a $5.5 million budget deficit for the upcoming school year. Superintendent Victor Vergara apologized for the handling of these layoffs.

Mount Vernon, Washington

https://www.cascadiadaily.com/2026/jun/09/mount-vernon-school-districts-staff-bristle-at-layoffs-teacher-transfers/

Mankato Clinic announced employee layoffs on Tuesday. Just under 100 employees were affected across all clinic locations. This represents about 10% of their total workforce. The layoffs were effective immediately. CEO Aaron Johnson cited significant financial and operational challenges.

Mankato, Minnesota

https://www.keyc.com/2026/06/09/mankato-clinic-announces-layoff-employees/

Since Andrew left, and he only led for approximately 4.5 years or so, the treatment of employees has gone down to the gutter. The only period in which employees were treated fairly was during his tenure. Look up the history of UHG leadership and you will see what I’m saying. I was recently laid off after working here for 15 years. They not only offered me 5 weeks of pay, they put very “questionable language” in my layoff package.
Accepting their layoff package is accepting more abuse on the way out.
• If they get sued you should be on their side.
• If you were mistreated and (I’m watering this part down) or if you saw someone being mistreated, by accepting their severance you are saying it never happened.
• If you catch wind of them potentially being sued, you should warn them
• Also they added that you should not expect any payment for any of this! hahahahaha!!!!!!
• And if they call you for help with work after you’ve left, you have 48 hours to get back to them and help. This is teetering on… “fill in the blanks”…. and not even enforceable!
Who do their lawyers think they are? Very thuggish! I asked others that were laid off with me and they had similar language. And one that worked for 3 years only got 2 weeks worth of a paycheck.
This is all provable and true! To those of you still there, this is how they treat you after years of service, that’s if they don’t put you on a CAP or PIP to manage you out like someone said in a post on the UHG link here. They did this recently to my friend who worked in UHC for 25 years!

Since Andrew left, and he only led for approximately 4.5 years or so, the treatment of employees has gone down to the gutter. The only period in which employees were treated fairly was during his tenure. Look up the history of UHG leadership and you will see what I’m saying. I was recently laid off after working here for 15 years. They not only offered me 5 weeks of pay, they put very “questionable language” in my layoff package.
Accepting their layoff package is accepting more abuse on the way out.
• If they get sued you should be on their side.
• If you were mistreated and (I’m watering this part down) or if you saw someone being mistreated, by accepting their severance you are saying it never happened.
• If you catch wind of them potentially being sued, you should warn them
• Also they added that you should not expect any payment for any of this! hahahahaha!!!!!!
• And if they call you for help with work after you’ve left, you have 48 hours to get back to them and help. This is teetering on… “fill in the blanks”…. and not even enforceable!
Who do their lawyers think they are? Very thuggish! I asked others that were laid off with me and they had similar language. And one that worked for 3 years only got 2 weeks worth of a paycheck.
This is all provable and true! To those of you still there, this is how they treat you after years of service, that’s if they don’t put you on a CAP or PIP to manage you out like someone said in a post on the UHG link here. They did this recently to my friend who worked in UHC for 25 years!

Does anyone know when is the next wave of layoff coming and if they would be giving us severance package? I am sick of upper management

all gift officers were given notice yesterday

I’ve been here long enough to see how decisions get made, and it doesn’t feel great at all. A small circle seems to have most of the influence, while everyone else just waits to see what changes next. I know no company is perfect, but I’d like to be somewhere that treats employees as more than expenses. At this point, I’m thinking it may be time to look around.

I’ve worked here a little over two years and have seen a few people leave, but none of them mentioned getting a better offer to stay. At past jobs, managers sometimes tried to match pay or move people into a different role. I’m not sure if that’s something this place does. Has anyone seen it happen, or is notice usually just accepted?

You can't slash decades of collective knowledge for a small budget win over and over again and then look confused when everything starts falling apart. That isn't bad luck, that is the direct result of your own choice.

I am consistently astonished to observe that during every layoff at Walmart, none of the leadership seems to be affected for an extended period; they often return to the same position or role at Walmart after being impacted.

Positions such as Directors, Senior Directors, Group Directors, VPs, and SVPs are rarely affected here at Walmart. Additionally, their employer benefits could potentially save hundreds of jobs for individual contributors who genuinely provide significant value to the organization.

Ultimately, it is the individual contributors who truly bear the brunt of these layoffs.

My site is pushing hard on metrics for client facing phone roles in brokerage. They are putting any below the national average on key metrics like CPH on an “unofficial” PIP. So, lots of people getting put on a PIP.

I’m hearing from other site leaders this is a strategy to push reps up or out, documenting everything and focusing more on tenured reps.

Anyone else affected by this or seen this play out before?

A couple of places says the 401k lawsuit will be this Friday, June 12. A couple of places say no set date has been established.

Anyone know anything more official-like?

Supercell has reduced staff within its North American division. This news emerged from social media posts by former employees. A co-founder of one US branch, Steve Desilets, was among those impacted. His studio's game project was canceled, leading to the team's disbandment. Supercell has not yet publicly commented on the situation.

https://wnhub.io/news/hr/item-51064

All Zones Boarding :)

No longer can get a masters degree? Are these clowns really continuing to go down this cost savings route? We already have zero job growth with no new positions anywhere in finance (and other depts). Whatever, the company su-ks now and I’ll just do the bare minimum until I find something better

So I heard that we’re not retaining any non tenured Rosemont employees except for one of the Veeps. How is this a merger? Sounds more like a real estate transaction.

I’m genuinely curious. Why are you clinging to a company that no longer wants you?

I was an IC that took initiative and did impactful work that improved the performance of my entire team many times but my manager’s actions showed that they didn’t appreciate me or value me so I volunteered to be laid off and I was.

Actions speak louder than words and I think many of them look down on their underlings. So why are you clinging to these arrogant a**holes?

Interfor decided to indefinitely close its Nairn Centre sawmill. This closure affected 129 mill workers. MPP France Gélinas raised the issue at Queen's Park. She recently met with the displaced employees. A government representative offered a general response.

Nairn Centre, Ontario

https://www.sudbury.com/local-news/gelinas-raises-interfor-sawmill-layoffs-at-queens-park-12389206

Whirlpool Corporation announced 288 job cuts. These layoffs affect its Amana, Iowa, manufacturing facility. The company states this is part of a multi-year modernization plan. Second-shift production will cease effective July 5. A law firm is investigating potential federal worker notification violations.

Amana, Iowa

https://www.moodyonthemarket.com/whirlpool-corp-announces-layoffs-at-amana-plant/

With all of the systems issues we shouldn’t be counted for today being in office. I went home after a few hours of spinning systems.