#employeerelations

Such a step backwards to no longer offer automatic email copies of our paychecks. Why in the world would this functionality be removed?

People have stopped holding the handrails. Walking while starting at cellphones. Driving across parking spaces in the parking garage to get to the exit quicker. What is going on?
Leading indicator of lost safety focus?

What have you seen in company plan that is insightful? What insight can be shared on plans for employees?

Standard Chartered plans to cut more than 15% of its corporate function workforce by 2030 as it expands the use of AI and automation across the bank. The restructuring could eliminate more than 7K jobs globally, affecting back-office and support functions. Standard Chartered currently employs around 80K people worldwide and operates extensively across Asia, Africa, and the Middle East.

CEO Bill Winters said the reductions will be driven by automation and wider adoption of artificial intelligence. The bank expects some employees to be reskilled, but the overall direction is clear: fewer human workers will be needed as AI takes over routine operational tasks. The announcement comes as Standard Chartered raises its long-term profitability targets, aiming for returns above 15% by 2028 and 18% by 2030. Investors appear to support the strategy, with shares moving higher following the announcement.

This is another example of a growing trend across large corporations. AI is no longer being positioned solely as a productivity tool. It is increasingly being used to reduce headcount and streamline operations.

For employees in banking, finance, operations, compliance, risk support, HR, and other corporate functions, the question is becoming harder to ignore:

If a global bank can eliminate 7,000 jobs through automation, how many similar roles across the industry could disappear over the next decade?

Thoughts from current or former Standard Chartered employees?

Standard Chartered CEO Bill Winters is facing backlash after telling reporters the bank plans to replace "lower value human capital" with AI.

The phrase immediately sparked criticism, with many interpreting it as a reference to employees whose jobs may be automated. While Winters later apologized and said he was referring to workplace transformation rather than the value of workers, the comment has continued to circulate widely on social media.

The controversy highlights a growing tension across industries as companies accelerate AI adoption. Workers are increasingly concerned that executives view AI primarily as a cost-cutting tool, while leaders argue that automation will improve efficiency and reshape job responsibilities.

Regardless of intent, the phrase "lower value human capital" struck a nerve. For many employees already worried about AI-driven job displacement, hearing senior leadership discuss workforce changes in those terms reinforces concerns about how companies view their people.

As banks and other large employers continue investing heavily in AI, expect greater scrutiny of both workforce reduction plans and the language executives use when discussing them.

Was this simply a poor choice of words, or an honest glimpse into how some executives view employees in the AI era?

In a particular work group this morning, a detailed email was sent out instructing team members on how to handle complicated work inquiries. There were bullet points and seven different email points to use. This was done, allegedly to improve efficiency. That afternoon, with no notice at all, the name of the Teams Channel used for the entire group to communicate was changed without notice. Staff searched emails to find the notice. There was none. Finally, a team member posted the obvious question. Why? What happened? Had a notice been missed? A senior leader posted back, "No, there was no notice." Nowadays, it's easy to incite a mild panic. WTF? About an hour later, the senior leader posted again, the name change was to bring it into alliance with other name changes. And yet, no one showed the team the respect that a brief email would have provided. Employees remain an afterthought.

Reorganization announcements have started. We were notified today, and while I cannot share the specific area, our team was not laid off. Instead, the team is being split up and moved under different managers.

We were told that the reorganization will continue next week in waves, with additional teams being notified over time. We were also informed that some areas across the company may experience layoffs.

I was also able to confirm that a coworker in a completely different department was recently asked to provide a manager breakdown and reporting list. Based on that, it seems the timing of notifications may depend on the department, and some employees may not hear anything for another couple of weeks.

Effective 1/1/2026, the management Concession Telephone Service will be frozen and only retirees currently participating will be allowed to receive concessions. In addition, HealthSmart Benefit Solutions will no longer administer the Concession Telephone Service (CTS) benefit for Verizon.
Your telephone concession payment will be administered through the Verizon Benefits Center (VBC) and any eligible reimbursement will be issued by The Principal Financial Group (Principal). To verify your eligibility, contact the VBC at 1-855-489-2367.

Commercial Real Estate ..

This board should be viewed for what it is… a discussion board for current employees concerned about their careers (with some crazy types) and feedback for those considering wearing “the purple.”

First, you need to ask yourself why so many senior executives have left the bank.

Second, compare the value of both banks at the merger to the value today. I have gotten better returns on my bucket of old pennies with the increase in copper. Pay increases too.

Third, in case you have not figured it out by now it all about the face time and showing off for your manager and their boss.

Now this brings me to the title above.

What a show ineptitude! Thanks Kathy, Joe Pella (Joey – shave that stubble) and Adam Oats who?

Largest markets, Florida, Georgia, Texas and North Carolina Commercial Real Estate, how many of those folks are still here, clients included? Hmm.. all voted with their feet. Even new hires have moved on with corresponding fill in the gap uplifting reorg calls.

Same thing for Grandbridge, everyone left? Why? Oh, and the bank still has a lawsuit against them too. How much is that costing? Interesting read if you have the time. Just wait until they put Kathy on the stand. Can’t wait.

So, what’s the point of this? If you are visiting this site, you need to prepare to set sail for a new adventure and not wait for the next purpose corner or employee survey. Yes, I’m out shortly. Might even get severance and a new job signing bonus if I am lucky.

You?

The more I read these threads, the more I see the same people saying the same things. It’s a bit sad really.

Former employees. Retirees. People who left years ago but still seem oddly invested in every headline and every rumour. I know a few of them personally - nice people but it’s a bit tragic how their identity is tied to a company. They read something in the papers and appear here as though they’re still sitting in the office. They would spend their kids wedding taking about what bp is doing wrong - true story. I find it quite sad, if I’m honest. At some point, you have to move on. Bp owes you nothing. You signed the contract. They followed it.

On bullying, there is truth in it. The post naming initials was accurate. Some of those behaviours were disgraceful and remain a stain on bp’s history. During the ‘good’ years, too many people got away with things because they delivered results. BL a casing point. There are others who could be added to that list. The difference now is that those behaviours are no longer ignored.

What I struggle with is the constant bitterness. A lot of the loudest criticism comes from people carrying old grudges, people who never got the promotion they wanted, or people who have convinced themselves that bp was the source of every setback in their career. That’s an easy story to tell yourself. It just isn’t always true. Let’s leave the future to the generation trying to turn this around.

One of the best things bp has done recently is show some backbone. Poor behaviour is being called out. People are being held accountable. BL and AM are examples. One person who should not be allowed to quietly disappear into the background is (*D) AC. A complete failure of leadership, judgement and self-awareness. Time to go.

The portfolio review is the right decision. Not everyone will agree with it. That’s fine. Leadership is not about making decisions that please everyone. When the details are announced, the reasoning will be clear enough.

And on Meg, I couldn’t disagree more with some of the comments made here. I’ve worked with a number of CEOs, inside and outside bp. She is one of the most impressive. The direction is right. The priorities are right. And she has dealt with a series of challenges that were not of her making with real composure and resilience.

I’ll leave it with this:

“It is not the critic who counts…”

It’s always easier to sit in the stands and tell everyone else what they should have done. Much harder to be the one making the decisions when the outcome actually matters. That’s the difference.

I am on a year long leave. I was just told my position was eliminated. Does this mean I am pretty much fired when my year off ends or does it mean I just go to a new department?

Just had a contractor on our team let go and had the vendor tell her that layoffs by EOW next week. Anyone hear of this?

Any rumors for next round and where it’ll be focused?

I received exceptional ratings but zero RSUs which is atypical to years past. A bit worried if this lack of long term comp incentive implies anything.

Yes, you read that right. Twice now I’ve had to watch where I walk because someone decided to de-----e in public. I never experienced that while remote. Before I forget did anyone see the pervert exec on the home page this week. Gosh it’s going to be so uncomfortable when he speaks to us at the June town hall. Hopefully he doesn’t ask us about our boxers or briefs 🥴 >> https://www.thestandard.com.hk/finance/article/167954/BlackRocks-Mark-Wiedman-sorry-for-off-color-comments-to-women-such-as-boxers-or-briefs << When I’m not playing frogger to avoid stepping in sh-t I’m either (1) hoping for my bus to arrive less late than usual (2) watching my back as a woman amongst the crazy people in town (3) witnessing open air dr-g use/dr-g exchanges and public urination (4) avoiding confrontation of any panhandler because I’ve seen the tension escalate to punches being thrown and if it comes down to it I would like to defend myself but I can’t carry a pepper spray deterrent with me and into the building (5) calling the babysitter to let her know I might be 80 minutes or 120 minutes before I get home (6) chatting with my son to see how soccer practice went since I can’t be there as often (7) hoping that my vehicle didn’t get damaged sitting at the park and ride lot (8) wondering if I’ll have enough time tomorrow to complete what I couldn’t get done in office the previous two days. Plus much more. Don’t ask me how many home cooked meals I’ve been able to make and eat with my family like we usually did before May 4. On the financial side of things I am struggling with this worrying dilemma. Do I cancel my IRA contributions to cover the cost of daycare and a frequent babysitter? Do I cancel my HSA contribution to pay for gas? What can I cancel to pay for my time? Seriously I am drained. This is the 2nd payday under the RTO policy and I am in the negative yet again. Thankfully my enormous 1.25% raise allowed me to buy a few tanks of gas this month. Not sure what I’m going to do next month. Probably have to bring the older child into work to avoid babysitter costs. My team is loosing talent soon. I’m sure my workload will increase. I’m sure I’ll be asked to get things done in the same amount of time. I’m definitely sure I won’t get any additional compensation for covering an empty seat. As of May 4, working here has become financially unjustifiable, incredibly stressful and a waste of time. It would be different if this was a job that physically needed my presence. But it isn’t. Same goes for the rest of my team. We have this futuristic ability to do our work remotely like we were doing for years but now all of a sudden we are needed in office to justify their real estate investment. Here is the best part my team is all remote with respect to each other. We are at least 250 miles from each other. The policy literally makes no sense. It’s causing me to lose cents too, well actually dollars — lots of dollars. So yea my testimony is sh-t is literally hitting the fu--ing fan. So if more sh-t hits the fan we can expect to have to avoid more human sh-t piles. If this is brilliantly boring well I am having trouble finding anything brilliant about it. Maybe I’ve been too generous by meeting or exceeding all expectations every year for over a decade. To Bill: make the brilliant decision to reverse the RTO policy completely before you wreck the careers and lives of more of your loyal employees and customers. The customers who no longer want to bank with us because of this terrible decision.

Don’t forget Bill gets a 30% comp increase and executive security. We get pennies on the dollar and a mandatory RTO five days.

Per the legally binding agreement between Cummins, the unions and the government, people laid off end March would receive severance payments of 3 or 6 months depending on age and/or seniority. At this point, Cummins failed to pay and hr replies with very vague messages to people enquiring.
The unspoken plan to let the entity go bankrupt without honoring the social plan seems to become reality.
But remember.... 'they care about you'!

Lots of rumors for months .Anyone hear about anything for associates to leave .We heard so many different things form nothing to a triple Eisp offered to everyone that wants it .Anyone who has real info on the inside

Well folks the day has come as my last day here at fidelity. To this community I want to say thanks for the entertainment and the small pockets of actual true facts warning on layoffs. To those affected by the layoff I wish you the very best and hope for a speedy bounce back to a job less toxic and more pay. To those still at fidelity I hope you guys make it through the sh-t show that has ensued.

I'm considering applying for another internal job but not sure if I will get an interview. I want to ensure I get an interview before letting my boss know that I applied for a job.

Does anyone know if workday notifies your manager as soon as you apply for another job?

He-l, use up your vacation while you're at your new job!

Friday isn't usually a layoff day, so I'm thinking no, but if anybody knows for sure, please share.

Through the years I’ve amassed lots of AT&T stock. My frustration level with our so called leaders has never been higher. I’m ready to dump it all and invest in much better companies that will easily return more than the T dividend could ever deliver. Has anyone else decided the same? TY

Did I miss something about our deposits being different? None of my insurance was taken out, and my gross pay is less.

So many people out on paternity and extended maternity leaves. Why isn't their work reassigned? Can't get anything done because their piece is an input. Irritated that this is impacting my ability to deliver upon objectives.

stock soars to 400 in after hours market. None of us are getting raises, promotions, stock purchase plan or RSU's and are constantly being threatened by layoffs. JC and MD are getting rich and we're suffering, yet we do all the work. How long are we going to look like the fools that we are. We get a beating and then say thank you...may I have another. Apparently, people are no longer quiet quitting...or if they are....it is not working. The company itself seems to be getting stronger...like it feeds off of negativity.

Layoffs at Asante began this week. Employees reported cuts in IT, security, and nutrition departments. Asante CEO Tom Gessel previously warned of a projected $50 million deficit. He anticipated 300 or more job losses in fiscal year 2026. Asante officials declined to comment on the reported layoffs.

Medford, Oregon

https://rv-times.com/2026/05/27/asante-declines-comment-on-reported-first-wave-of-budget-cutting-layoffs/

The Fayette County Public Schools board approved a tentative budget and a $95 million loan. This decision followed the firing of 120 FCPS employees. Many community members attended the meeting to voice frustrations. The district needs the loan to meet payroll by July. Financial misstatements dating back to 2008 contributed to the current budget deficit.

Fayette County

https://www.wuky.org/wuky-news/2026-05-28/divisions-deepen-as-community-members-balk-at-fayette-school-layoffs-while-the-board-oks-loan-and-working-budget

Wix is reducing its employee count by 20 percent. CEO Avishai Abrahami confirmed this decision. He cited the rapid evolution of artificial intelligence. Fluctuating international currency values also added pressure. The company aims for faster decisions with fewer leadership layers.

https://www.cnbc.com/2026/05/28/wix-layoffs-ai-exchange-rates.html

I recently participated in a high-level meeting where it was communicated that Global intends to transition remaining employees to the vendor InfoSys through a “rebadging” process rather than conducting direct layoffs with severance packages.

During the discussion, concerns were raised regarding whether employee tenure, PTO accruals, bonuses, and severance eligibility would be honored under this transition. When specifically asked about severance obligations tied to rebadging, Matt Tracy reportedly stated: “It won’t be our problem anymore because they won’t be Global employees.”

While compensation may be presented as remaining “the same,” the loss of accrued PTO, annual bonuses, tenure recognition, and severance protections represents a substantial reduction in overall employee value and security. Many employees are concerned that this transition is structured to shift operational knowledge to InfoSys while reducing Global’s long-term financial obligations to existing staff.

Based on what was communicated, there appears to be a broader plan to transition significant portions of Operations to InfoSys over the next year.

For employees who have remained through repeated restructurings, increased workloads, uncertainty, and sustained organizational stress, this feels deeply unfair and dismissive of the loyalty and contributions that have kept these teams functioning.

Employees are not asking for special treatment. The expectation is simply fair treatment and reasonable protections during any transition process, including:

• Recognition of tenure
• PTO carryover or compensation
• Preservation of benefits where possible
• Fair severance protections
• Transparency regarding long-term employment expectations

Without the current teams, there is no operational continuity or transfer of institutional knowledge. Employees should not be expected to facilitate a transition that materially disadvantages them without meaningful protections in place.

This is not a call for insubordination. It is a request that employees be treated fairly, transparently, and with respect for the years of work and dedication they have given to the company.

For anyone who has had this happen, how hard is it to get to another department/team? How long did it take? Was reorged today and not thrilled with where they put me.

I am one of the so called lucky ones who did not get terminated but put in the redeployment pool and STILL have not heard as they have till June 30. Anyone else hear anything yet?

Every conversation comes with a little reminder that they can let you go whenever they feel like it. You are never secure or safe and they want you to know that. It's a control tactic and it is draining every bit of energy I have left.

According to estimates, the move is part of a broader global round of cuts, with the Israeli operation expected to be affected as well. PayPal’s Israeli site currently employs between 200 and 250 workers, most of them data scientists and software engineers. In addition to cybersecurity systems, the local teams also develop core components of the company’s user experience and mobile applications.

https://www.calcalistech.com/ctechnews/article/hypw4t4eme

Every week I hear about somebody new being let go. No announcement, no explanation, nothing. I've started getting near panic attacks because of it. I want to go back to the time when job security was an actual thing.

Im sorry i dont mean literally but i have to question whats happening there because not many people i work with have a damn clue how to do their job and have no freakin work ethic what so ever. And its getting worse with each new recruit brought on board. That location has always been known as an issue so very shocking when it was announced a growth location but something has got to give. There are way too many of you that are just a red flag so what gives seriously

I'm getting really tired of seeing no benefits from good results and shouldering all consequences of the opposite. When everything was great, there was no upside for employees. Yet as soon as things started to fail, the downside was layoffs. And it keeps happening.

I don't know about other markets but here in Charlotte we have far too many people that are assigned to work in the Uptown area but use the Ballantyne office more than they do their assigned building in Uptown.

It's definitely, a pain in the rear because there is only a handful of drop in spaces on first come first serve. People who drop in, in most cases have no respect of their surroundings and talk loud and have conference calls on the speaker. Not to mention they use the drop in rooms all day as if its their office when it should be used if you need to be in a confidential meeting.

Not mention they don't clean up after themselves. I can go on and on but I do hope something gets done about it because drop in people think just because someone that has a assigned seat and isn't in the office that day , that they are privy to use that space and/or remove some of their equipment to another workspace.

I actually hope the WPE applies to being at your assigned building for the minimum days.