#employeerelations

Layoffs incoming !!!! Time for managers to count their favorites and retain the ego strokers.

Is it true?

Org is hemorrhaging top performers who are choosing to leave rather than swim in this toxic cesspool or stay but continue to do the bare minimum. No one wants to work anymore and most don’t even try to hide their distain annd indifference toward management and every day is an exercise in misery. Legg once again injected ominous innuendo and gloom in his latest townhall with a message of AI up or leave or be ready to board a surplus boat and join the breadlines. Rather than profile the type of AI integration needed at an individual contributor level, he sees his work as done after giving us Ask AT&T and GH and a forward kick in the pants to go figure it out before our peers and better than our peers and don’t forget to crush our peers in using it along the way. Too bad it was his knee and not his mindset that got a recent upgrade. I guess we all have to hobble around and suffer as his campaign to crush and demoralize us continues. Retirement can’t come soon enough and I will do the absolute minimum in office for the handful of years I need and only what keeps me under radar on big brother reporting. Tomorrows surplus notification will affect mainly Product and roll them off on 5/5.

Stankey’s bank account isn’t gonna grow itself. Be sure to work hard today so him and the rest of the C suite can line their pockets.

You’re probably working for some menial reason, like paying for your families healthcare, or being able to afford living.

Never forget, the only reason you exist is to make the rich richer. Once your job no longer makes them richer, you no longer have a purpose

Mad Cave Studios recently laid off several employees. This included senior editors and marketing staff members. The company's president, Mark Irwin, cited the need for long-term health. He stated the changes allow for resilience and strategic investment. These layoffs follow similar staff reductions at Marvel Comics.

https://bleedingcool.com/comics/mad-cave-lays-off-editors-marketers-its-president-tells-us-why/

This worrying trend of "side hustles" has me concerned for the support I (won't) get from colleagues when needed.

I have emailed senior management regarding engineers circumventing their Teams statuses, mainly via scripts, in order for DXC to start looking into ways of identifying those responsible.

I doubt anything will happen but hopefully we can rid the company off these non-team players. I recommend doing the same. A few colleagues are following suit this morning and sending their own concerns.

Mass layoffs are increasingly common, often involving thousands of roles at once. How senior leaders handle these decisions profoundly impacts organizational trust, talent, and performance. Research indicates that while layoffs offer short-term financial relief, they can damage long-term engagement and institutional knowledge. Effective leadership during layoffs requires clear rationale, human conversation, and dignified treatment of employees. Companies must prioritize support and transparency to maintain a strong culture.

https://ca.finance.yahoo.com/news/layoffs-leadership-test-executives-193830410.html

Anyone factually know of the enhanced severance details? I know someone who was laid off a year or so ago and after 12 years they got one months pay and silently finished there two weeks.

I hope it’s better than 1 week a year and some bogus outplacement service.

Can we stop with the PAC emails? Unless they are advocating changing laws for fewer layoffs.

HR is questioning my 10 day bereavement that I took last month. Is this normal or should I be worried that they are looking to include me in the next round?

Was told today by Market Manager (my old store manager ) Flooring Specialist going away .

Now that the Tariff refund portal is open for the as-deemed unconstitutional, "Liberation Day / Reciprocal Tariffs" from a year ago, Canon USA will be fully eligible for likely hundreds of millions in refunds for all the imports from Japan. We know those refunds won't go to the end users (because only Costco is apparently doing that). But the question is, will the employees see any of that? Or will it all just go into Canon coffers as backdated profits to make the shareholders happy?

Sadly, I think we know the answer...

John Deere is recalling employees across three U.S. facilities. Nearly 50 workers will return in April, adding to over 300 recalled in 2026. This follows increased demand in construction, forestry, and drivetrain production. The company previously laid off over 2,000 jobs in 2024 and continued cuts into 2025. Tariffs and legal challenges, including a right-to-repair settlement, still impact the outlook.

https://megaproject.com/news/machinery/john-deere-rehires-workers-but-tariffs-lawsuits-and-past-layoffs-still-loom

Are you expected to work the two weeks notice or not? I start a new job in a week, but I don't want to not give notice if I can avoid it. Not that I'd want to return to Staples, but you never know what might happen, so I'd like not to burn any bridges if possible.

A coworker did about two years ago. Packed his entire family and all, just to be laid off within six months. Trusting this place will have your back because you uprooted your life for them is id--tic.

How do you settle down in this environment? How do you buy a house, have kids, make any kind of long term plan when your job could disappear next month? Endless layoffs mean endless uncertainty. And endless uncertainty means you can't build a life. Working at Dell offered a certain security for many of us that the new generations don't have.

Please share info on severance. I'd just like to know if there have been any changes (reductions) compared to previous rounds.

Dear Team,

Today we are announcing changes that will impact approximately 1,000 team members at Snap, including 16% of our full time employees, in addition to closing more than 300 open roles. This is an incredibly difficult decision, and I am deeply sorry to the colleagues who will be leaving us. You have made important contributions to Snap, and we are committed to supporting you through this transition.

Last fall, I described Snap as facing a crucible moment, requiring a new way of working that is faster and more efficient, while pivoting towards profitable growth. Over the past several months, we have carefully reviewed the work required to best serve our community and partners, and made tough choices to prioritize the investments we believe are most likely to create long-term value. As a result of these changes, we expect to reduce our annualized cost base by more than $500 million by the second half of 2026, helping to establish a clearer path to net-income profitability.

While these changes are necessary to realize Snap’s long-term potential, we believe that rapid advancements in artificial intelligence enable our teams to reduce repetitive work, increase velocity, and better support our community, partners, and advertisers. We have already witnessed small squads leveraging AI tools to drive meaningful progress across several important initiatives, including Snapchat+, enhanced ad platform performance, and efficiency improvements in our Snap Lite infrastructure.

If you are part of our North America team, please work from home today. In the US, impacted team members will receive an email notification within the next hour, including information about next steps. For non-US locations, you will receive additional details about next steps from leadership and HR.

To our departing colleagues: thank you. Your hard work has helped shape Snap, and we are deeply grateful for your contributions. For U.S.-based team members who are leaving, we will provide four months of severance, healthcare coverage, and equity vesting, along with career transition support. Outside the U.S., we will follow local processes and seek to provide comparable support aligned with local norms.

To everyone continuing on this journey: change of this magnitude and at this speed is never easy and it will not be seamless. Thank you for your resilience, compassion, and commitment to one another, and to the community and partners we serve. Our responsibility is to move forward with clarity, empathy, and determination as we build a faster, stronger, and more durable Snap for the long term.

Evan

My group has been on the do more with less treadmill for two quarters. And it's not slowing down, it's speeding up. I've done a huge amount of work, delivered results, kept things running. But leadership doesn't support us. They never have. You can't treat people like rows in a spreadsheet and expect them to stay. We lose one more person, and I and a few others are also gone. This company deserves the bad leadership it has.

It would have saved quite a few jobs, I believe, for those who wanted to stay. I know for a fact I'm far from the only one who'd be happy to take severance and run. It's a win/win, so I really can't understand why it's never an option. I know plenty of other companies that offer VOB.

They finalized my layoff on my birthday. Some gift. That tells you exactly how much they value people.

Hey,

If you worked at Verizon for 15 years in PA, moved to FL, then all the sudden VZ sells off to frontier, but then you quit after a few years on a Friday, start Verizon on a Monday, do you think Verizon will finally bridge the Verizon time again? Was told that since Frontier bought VZ, all VZ seniority ends, should you ever get rehired at VZ. Haven’t been able to bridge the time and have been denied, since in the language of the buyout, you can’t carry your time over, if he rehired. Been back at Verizon for about 7 years now in the same position as service tech, feeling robbed of time.

Do they really help?

So last July I was in SIU and got forced, with a two day notice, to move to Fire Claims. It took me 15 years to get to SIU, enjoyed my job and got good level 3 & 4 ratings. I do not have any fire claims experience. I absolutely loathe Fire claims and miserable every day. This place is a total sh-t hole! So our SM was in our huddle this week and basically said we are overstaffed in certain areas in Fire claims and we should expect some changes coming soon. Going to need less people...also there will be no new hiring in 2026! I've only been out of training now for 8 months and basically what they are trying to do is fire anyone and everyone due to overstaffing. This really is a complete and total evil clueless company! Stay away and go find something else to do!

I'd say they depends on how they were hired. If they were hired during covid as 100% remote, the salary they negotiated took into account the lack of a commute. Dell has changed that deal now. You don't think those folks have a right to feel a little pi---d? I negotiate/expect 20% higher salary to be in the office.

If they were hired onsite, and went remote during covid, they have nothing really to complain about, but Dell hired a ton of people full time remote during covid and has spent the last 2 years trying to sc--w them into quitting. That's a problem, and even the "get back in the office" types should be able to recognize that.

This, @av+1kpdrarz1.

Remember, at the end of the day everyone is replaceable. Never think you aren't. Don't ever work harder than you think you should. Just get your work done, go home be with family , take care of your health before any damn job. Sometimes less is more.

Source tells me voluntary layoffs are coming.

Please god

Their layoff date is 04/27/2026, next Monday. Beyond that, no information has been provided to employees including managers about what will happen next Monday. The last calls will be transferred back to FT, the employees have been told that they will work on finalizing any outstanding work items.

Details of severance? Not yet. Any word about COBRA? Not yet. Will Monday be a full day? Probably not, but why give employees being laid off anything that might allow them to plan, such as when last checks will be issued, when will severance checks be issued. They still have a whole week to figure it out. Financial obligations of employees still need to be met, regardless.

Reading the Severance Policy from the employee handbook is not the same as confirmation from FIS for each employee. Let's keep the tension wound up until the last possible second!

Nike stock up 40 cents today. Adidas stock up over 3 dollars today.
Every leader should be embarrassed as they take months to fumble another layoff execution.
Fing ridiculous…..
Tech is a joke.
3soles not cutting it….

Do you remember when we were sent a book by ibram x kendi and ask to read it. And we had DEI meetings discussing pronouns and such? What a bunch of garbage that was.

Over the past few years, I’ve noticed a consistent pattern: when full-time employees in my role leave, they’re almost always replaced with contractors rather than new permanent hires. That shift feels telling. It suggests that Truist may no longer see this position as a long-term investment, instead opting for the lower cost and reduced obligations that come with contract workers. No benefits, no paid time off, and a built-in exit after a fixed term.

This wasn’t always the case. Historically, Truist staffed this role with full-time employees, which reflected a different level of commitment. What makes the change even more striking is that a closely related job family within the same organization continues to be filled exclusively with permanent hires. The contrast highlights a clear shift in priorities: one job family appears to be viewed as strategically important for the long term, while the other, despite having the same pay grades, is treated as more temporary or expendable.

Could Elcio have been more of a condescending a-s? I am just so done with him, he doesn’t listen. He is completely tone deaf. Anyone else?

Our Q1 earnings call opened with its usual corporate shine: revenue up, efficiency up, and the stock price climbing like it had somewhere far better to be. But when the discussion turned to employee merit increases, the mood darkened faster than a server outage on payroll day.

Executives praised their “disciplined approach to compensation,” which employees on TheLayoff.com immediately translated as: “Your raise will be so small it can be expressed in decimal places.”

Associates reported merit bumps between 0.00% and 1.00%, the kind of increase that doesn’t meaningfully change anyone’s paycheck—or mood.

Meanwhile, the Executive Committee’s compensation disclosures told a very different story—one written in double digit percentages. As one commenter put it: “Our single digit raises must be the secret engine powering the double-digit growth in the stock price… and the even bigger growth in the CEO’s bonus.”

Consider RV’s 2025 total annual compensation of $83.5 million USD is roughly equivalent to the annual earnings of about 17,000 average workers in Pune, India. Interestingly, according to company sources, BNY India operations currently employ 7,000+ people across Pune and Chennai.

The CFO’s package drew similar reactions: “My raise couldn’t cover a tank of gas. His could fund all the lost tolls for ships transiting the Strait of Hormuz.”

Employees joked that BNY had perfected a new economic model: Shrink employee raises + Inflate margins = Celebrate the ‘efficiency gains’ with ginormous executive compensation packages.

By the end of the call, the stock was soaring, the executives were glowing, and associates were refreshing TheLayoff.com to see who got “realigned” next in the daily crusade for cost-efficient chaos.

A flawless quarter. KPI’s say one thing while non-digital human associates say something very differently.

I thought we had great working relationships with some brilliant ex-colleagues, but I’ve been cut off after they left the company. It hurts more than I’d like to admit, and it’s happening more often. I genuinely value those people and would really like to work with them again. Why does it happen? I want to keep the relationship but they don’t.

Never seen an entire organization all check out at the same time in my career like this. Nobody has confidence in leadership and I would estimate over 80% of people are looking for new jobs. Even new hires are skeptical, turn over the leadership team before it’s too late.

From Preauth... what are you all hearing? We are being ignored and we have no clue whats coming. Give us a heads up please. 13 years..

Too many people think complaining online means they have done something to fix a problem. It don’t. It will make you feel better for a little while, but not make change. Remember, rich people and shareholders don’t care about you. You’re a tool to be used until you are worn out and then thrown away. If you die, they don’t care. In fact, dying quickly is the wanted ending. So, how to protect yourself and other workers? Start forming a union. Google the communication worker unions. Google how to start a union. Google success and failure stories. Make contact with union reps. No rich person will pay you your value or respect you and the only way to get those things is to act as a large group. Remember, 5 day workweek, vacation, 8 hours a day are unions. And stop electing people who get paid by rich people to sc--w you.

Start discussing salary with other workers. Management hates it, but can’t stop it. You’ll find out how sc--wed you really are. Don’t get mad at people making more, get mad at management.

Do something. I am.

After seeing so may posts on here about for people getting fired for coffee badging now I’m confused. I understand people who would only swipe their badge and turnaround immediately, but si don’t get why people who stay here for 6 hours would be considered coffee badging. I try to stay at least 6 hours at the office when I go in, but sometimes I like to spend only the mornings there and come back during lunch. If I do this wouldn’t get fired?