#employeerelations

This company is going down, the job market isn’t nearly as bad as what people are saying. You are so smart! There are companies that value your time and won’t fight you to make progress. It’s time to send out applications. It’s not worth staying here and fighting, they sold us all out, but the future for you is bright.

Final date is 04/27/2026. Not all details have been published yet.

Great job to the FIS executive team, looking straight at you, VP Ian McCoy! Be sure to give notes to the Sales Team to sell this success to future clients! Let them know all of the steps that FIS took to achieve this result.

There are still legacy FT employees not hired back. All of that tenured talent wasted right down the drain.

It may be a hear say but - Managers got initiated in the recent manager meet in San Antonio that no more renewal for existing employees. Any scoop here ?

It's updated but still wrong, unless I wasn't on network long enough to be tracked. Workday still has the message that things are in progress though. Does anyone know what's going on?

May layoffs? Round two?

Does anyone smell may layoffs prior to desk movement in June?

Are there new onshore/offshore people joining your team?

8 hours for today -- 40 hours for the week. The market says my time is more valuable spent elsewhere. You guys have a great weekend.

The higher ups are such unethical liars. Look at a calendar, if you worked in office Monday-Wednesday, that would give you 9 working days in February. New requirements are 12. You would need to work 4 days for 3 weeks of the month to be compliant.

Even 11 days didn't fit February, but at least it averaged out in other months. But now it's 12 and But other months are 13/14 days required it's even worse.

Hybrid is all but an illusion now. Unethical liars.

Cause I'm pretty much idle most of my workday. Not sure if anyone else feels that way. After layoffs projects stalled and everyone seem to just pretend to do something. With Claude I'm pretty much done after 2, maybe 3 hours of work. Not really interested in trainings also, and I won't be-doverbackwards for this company anymore.

INTERNAL COMMUNICATION — CONFIDENTIAL
From: Bill, Chief Executive Officer
To: Our Valued Truist Teammates

Team,

Hope those jet engines are humming! The sound of productivity is truly music to my dividend-loving ears. Every hour you grind away keeps Truist soaring and my bank accounts smiling. You hardworking, salt-of-the-earth folks continue to inspire me, especially those of you in America's deep south, the backbone of our “economic patriotism.”

Let’s face it, your dedication is unmatched. Sure, you might not see those benefits trickle down, but your loyalty and, well, endearing gullibility keep the system running. Honestly, it’s impressive how many of our best-performing teammates still think the reason they’re struggling is immigrants, black and brown people, trans athletes or Democrats rather than, you know, me. But who’s counting?

Remember, keep flying that flag high, keep voting for the guy in the red hat. He’s fighting for you (wink) while I’m reaping the rewards. Together, we’ll Make Truist Great Again! One paycheck, one belief, and one miserable white re----k illusion at a time.

In care,
Bill
Chief Beneficiary Officer

I had the opportunity to leave last year and I took it. Not part of a downsizing, no severance. Just a realization that SF was not a mentally heathy company to work for and I began looking for other jobs. So many secrets, so much job insecurity, so much toxic leadership. After a year, I can look back and be thankful I had the courage to leave. My new job pays more, I feel more appreciated, and my leadership is honest and caring. One thing I've learned - trust NO ONE at SF. It's not just a cliche, it's survival advice. And, honestly, if you have the opportunity to leave, do it. I promise that your mental health will thank you.

Today is supposed to be the last day of my waiting period. Did anyone get their final shot separation papers yet? Maybe it’ll be end of day. Oracle will be giving my retirement a good start with 6 months salary and I will also qualify for unemployment, because maybe I still want to work, maybe…LOL. This is a much better retirement gift than any going away lunch or retirement watch. I’m very thankful for this blessing, I just need that final check to sail off into the next chapter.

I am ex employee who was affected by last month's RiF. To date, my health insurance was terminated 4 days early and they have "ghosted" me when I am asking for updates on when I will receive my severance payments. Not surprising for this company of course. Anyone else have similar issues?

I am getting ready to give my notice because of the new WPE changes. But now I’m hearing they are not going to happen. Does anyone have reliable information?

Salary treatment will continue to be targeting low to no raises. Ask your supervisor where you are within your band. Most people will receive nothing to very little as salary bands are dropping and there is downward pressure on the CL promotions and CL level assigned to roles.

Am I reading right? I guy who makes more than 10 million a year USD offers 6.5k USD as a means to homeownership in the US?

Dear BNY employees who are eligible: how do you feel on that initiative?

EMEA commissions statements are typically ready on 6th-8th of the payment month. January looked like an outlier, being the 9th. However, as of 10th April, there is no statement for February.

So, what happened:

1. The comms team got RIF'd - unlikely
2. It's just a bit late - possibly
3. Something more sinister is going on in EMEA linked to the RIF - probably

Lack of respect for employees by Oracle - the gift that just keeps on giving.

Intermountain Packing experienced layoffs. The Idaho Department of Labor issued a statement. This statement urged affected workers to seek help. The workers were impacted by the company's job cuts. The department's message followed the recent job losses.

Idaho

https://localnews8.com/news/2026/04/09/idaho-department-of-labor-urges-intermountain-packing-workers-to-seek-help-following-layoffs/

DirecTV seeks to overturn an arbitration award. This award relates to layoffs of its union-represented technicians. The International Brotherhood of Electrical Workers opposes this action. The union urged a Colorado federal court to uphold the award. DirecTV is attempting to relitigate the prior arbitration loss.

Colorado

https://www.law360.com/employment-authority/labor/articles/2463499/union-says-directv-can-t-undo-arbitration-award-over-layoff

The Carson City School District Board of Trustees will meet Tuesday evening. They will review the tentative budget for the 2026-2027 fiscal year. The board will also consider authorizing potential staff layoffs. Financial constraints are driving these potential reductions in force. Various positions, including teachers and social workers, could be affected.

Carson City, Nevada

https://www.carsonnow.org/04/09/2026/carson-city-school-district-to-discuss-potential-layoffs-across-multiple-staff-categories-tuesday

Central Alabama Water laid off 135 employees on March 13th. These former workers claim they have not received their promised severance pay. Their representative, Eric Hall, states the lack of pay affects survival and medical care. Some former employees are battling serious illnesses like cancer. Central Alabama Water is coordinating with the Alabama Department of Revenue regarding tax exemption for eligible severance.

Birmingham, Alabama

https://www.wvtm13.com/article/central-alabama-water-workers-missing-severance/70978843

After over 20 years of being loyal to this — barely recognizable firm — the writing is on the wall for me. My leader couldn’t make it any more obvious he is trying to make me quit. I’ve given this firm so much of myself. There were times when I was a salaried pay grade 6 and was “as part of my leadership development”, leading over 10 CW members, while also having a bunch of other cr-p the leaders didn’t want to do (disguised as development), while also essentially handcuffed to my phone taking back-to-back calls for 8 hours a day. Oh, and did I mention also studying for my 7 and 66 off the clock? I was so burnt out; but I pushed through those long (often close to 60 hrs a week) because I never imagined this firm would be in this state of complete and utter disrepair. I wanted to be a lifer, wanted to retire here. I gave this firm my sanity for more years than I’d like to admit. Taken time away from my wife and kids to keep chasing the dream for what should never have even been allowed pay. I hustled. Have had horrible leaders who couldn’t care less about my development. My family. My well-being. But still, I stayed. And mostly as the years went on, I stayed because I had finally made it to the goal pay grade. Was full-time HBA and with 4 kids, that flexibility had been invaluable.

Now? Well, now I think I cost too much money to keep on payroll. I should mention I’m absolutely kicking myself for finding another role here when I was “reimagined” in Aug. I panicked. The job market is trash. After over 2 decades here, I was devastated, honestly . I’m the bread winner. I knew almost immediately after starting this new role I had made a grave mistake in not following my gut feeling of what an absolute nightmare this new micromanager of a TL would be. And she’s worse than I could have ever imagined. I don’t work on a team. I’m an individual contributor and my “performance” is based on her opinion alone. I’ve already been put on a PIP and now a written warning. I’ve been told she, along with AR, have been “investigating” my computer activity and any periods of more than 5 mins “idle time”. I’ve been an HBA FOR OVER 15 YEARS AND HAVE NEVER ONCE had my integrity questioned. Felt like the associate from AR was interrogating me, as I was completely blindsided by the whole thing. Essentially I was told that my activity on the system should at minimum be 8 hours/day. I called several things into question and was denied access to these activity reports in order to try to prove their allegations wrong. I’m now being required to essentially log every hour of work a day for 8 hours. I’m absolutely certain they’re going to terminate me. I’ve never met two more cold-hearted people at this firm and have no intention of staying here any longer than I have to.

I’m sick with anxiety every day. I’ve lost over 15 lbs since in 5 weeks since I was out on a PIP. Worst decision of my life was not taking that BS severance package when it as offered and telling this place to F right the F off and never look back.

Now to my questions:

1) Due to my blind stupid loyalty to this firm, and being HBA, I have banked almost 300 hours on sick time. I know regardless of how employment is ended her that the sick time is never paid off. You just lose it. I have over 30 something days of pay I could’ve used as time off and didn’t. Should I just start burning those days?? I’ve earned them. Could they potentially penalize me for using too many?

2) With almost 20 years here, WHEN they finally terminate me (which will be completely made up or highly exaggerated “performance” issues), will they offer me severance? I’ve been told by several friends that don’t work here that it’s likely they would due to my tenure, the inside knowledge I’ve acquired over all the years and to prevent any chance of a lawsuit (make me sign an NDA or something)

Thanks! This page has been my only source of sanity to see I’m not the only one being completely sc--wed. After the latest round of GPs took off for India last week, I know it’s just a matter of time for so many of us. ELT has burned this once beloved company to the ground while padding their pockets and ruining the lives of associates and their families.

Word to work sentence from our vice president in a call this morning with many managers. According to him, employees are a cost and we need to find ways to reduce costs. If we are not laying off, we can probably put more work on them so they're more efficient and have a higher value to cost ratio. And when creating our semester plans or budgets, we are asked to mention resources and not employees.

That is an interesting mindset shift, really.

It makes me so angry as a manager that our management is like this. And it's not just in our area. Every growth area is like this now.

You are all missing the point on NRE. It was never about conferring a benefit on older workers. Precisely the opposite. The purpose of NRE was to put pressure on older workers that the company no longer wants and convince them to voluntarily leave at 55 with gratitude to their management who kindly kept them on for a few years as the bogus performance reviews piled up.

The so-called elimination of NRE is likely the combination of two things: 1) no more protection for those who are clearly abusing the system, and 2) dialing up the pressure on the targeted older workers to leave voluntarily with even more gratitude toward the managers who could have let you go but worked the system to squeak you over finish line .

Stop wasting your energy on this lawyering-up cr-p. Not much has changed except that older workers will now find themselves compelled to plant a big wet one on their boss’s backside as they voluntarily exit. Anyone who has made it this far in their career can surely find the strength to pucker up one last time.

Meow Wolf announced layoffs affecting security staff across its locations. These cuts impact installations in New Mexico, Nevada, Colorado, and Texas. The Meow Wolf Workers Collective union made the announcement. In-exhibit security will now be limited to guest entry points. The union claims this decision is unsafe for both staff and guests.

Santa Fe, NM

https://sfreporter.com/news/more-layoffs-hit-meow-wolf/

Ever since the Pandemic, this place has been horrible. I am finding it financially impossible to do my job. 100% travel here and they moved my home office to a city 20 miles away. Thats 40 miles per day I’m not getting paid. With gas prices $5 per gallon, it’s becoming impossible to do. I get an 2% raise per year if I’m lucky where in the past 3.8% was the norm. All they talk about is “cutting costs” yet BM lives in NY and commutes to Charlotte. I’ve been through 6 management changes in the past 4 years alone. It’s been micro-aggression after micro-aggression. HR is essentially outsourced in most decisions and they work in call centers in India to give you incorrect information. They are leaning full-in on AI and there is no room for advancement except to be a Merrill salesperson that is 100% commission. There are no jobs. I’m so sad at what has become of this place.

A student protest occurred at UC Berkeley's Haviland Hall. They demanded reversal of layoffs, fair pay, and reduced fieldwork. This action followed a tuition strike over practicum consultant cuts. This semester, six students were dismissed due to support issues. UC Berkeley Social Welfare stated it is improving education quality.

Berkeley, CA

https://www.dailycal.org/news/campus/master-of-social-welfare-students-protest-student-faculty-layoffs/article_fcb39d69-ee6c-48c4-9f2e-d07005efd01d.html

I have been here close to 5 years but I feel like my team is on the chopping block and being automated. Some People are getting moved to other teams and red badges let go.
I think eventually blue badges will be let go a couple at a time. Does anyone know if severance is provided for small cuts like one or two people or is severance only for the big LR's that get anounced for a large percent??

Morale at USB is the lowest it’s ever been. Don’t believe the way they will try and spin the engagement survey. The only reason there is not a massive flight of talent is the economy. There is no support for the CEO or her managing committee. They are the worst in the industry and have shown that they despise the employees. They take millions for themselves and give no raises to thousands of employees.

Corporate real estate and the awful head of HR have ruined RTO. They forced people who were never hired as in office into the cheapest office spaces that are loud and dirty with people who sit on Teams meetings all day. The locations they chose to keep do not work for most but they said people having a 90 minute commute each way is acceptable for RTO. Read other posts for how awful it is here for people. They do not care about employees or their well being.

The best we can all do is demand new leadership in any forum we can, do not bank with USB, do not take the survey. Refuse to do more than the bare minimum. The only positive you will hear about leadership will come from GK’s damage control minions and the boomer boot lickers.

Why do people act like working at Truist is their life’s purpose? It’s not. It’s a job. Check the box. Collect the paycheck. That’s the endgame. Your “team” is just a bunch of strangers you’d never know or interact with if survival didn’t force it.

Meanwhile, in places like France, people actually get it: grinding at work is not something to brag about. Hard work is overrated. So stop worshipping Truist like it's holy!

I received an automated email recently that said, in part:

"License Management
Because M365 licenses are limited and high demand,the company expects all licensed employees are expected to demonstrate consistent usage by engaging with licensed M365 Copilot on an average of at least 3 days a week.

Usage is monitored, and unused licenses may be reassigned. Learn more: M365 Copilot usage expectations and license reallocation. Thank you for helping ensure M365 licenses are used effectively and deliver value across the organization."

I suspect this automated email was triggered because I am below the 3-day usage threshhold. Does anyone know how much attention managers are paying to this metric and if it really matters/if I should be trying to get this number up.

I'm not reflexively anti-AI, I've just found it personally not very useful for doing the things I'm tasked with. I get zero value from asking copilot to reword emails (which is how mycoworkers mainly seem to use it). At most I use it here and there to get a reminder on how to structure an excel formula, or to summarize a document. Which is not a 3-days a week thing.

I personally dont care if they yank my m365 copilot subscription but I also dont want to unnecessarily end up on management's radar as not an Ai adopter. I can fake it and start using copilot for bullsh-t but wondering how much it actually matters

I would just like to give the middle finger to where it’s deserved. Fu-k you GK + her following a-s kissers. I will not be joining any town halls or taking the survey.

I hope all the talent leaves them. I hope all these large companies lose their customer base. I hope employee-led start ups or smaller private companies take over where shareholders and the stock market are not the only things that matter.

After getting HR approval to post a req for a backfill I have, was recently told NO hiring can happen until at least May if not FY27. So, I had to close the req and stop interviews. Also, awards budget was the smallest Ive seen in my many years managing. Something substantial is on the way folks, so hang on.

To my dear, hardworking US Associates,

I am reaching out today with a heart full of "purpose" and a strategy full of "synergy." As your Managing Partner, I’ve been reflecting on our commitment to being a "human-centered" firm. And what is more human than wanting to keep more money for ourselves?

That is why David Chubak and I are absolutely thrilled to announce the opening of our newest Home Office location in India!

The "Proficiency-ish" Pivot
Now, I know what you’re thinking: "Penny, how can someone across the ocean do my job?" Well, the data is in! We’ve determined that our new international colleagues can perform your daily tasks with a solid 70% proficiency.

Sure, that leaves a 30% gap of "technical errors" and "client confusion," but when you look at the much reduced cost of labor, that 30% is just a rounding error in our quest for efficiency. We aren't just cutting corners; we’re "reimagining the circle."

Out With the Old, In With the Bold
To facilitate this exciting transition, we will be implementing a slow, methodical replacement of US headcount with Indian headcount. Think of it as a baton pass—except instead of passing a baton, we’re passing your desks and responsibilities to a time zone that’s thirteen hours ahead.

Why We’re Doing This (The Honest Part)
At Edward Jones, we often talk about the "Rule of 70." Usually, it’s about retirement, but today, it’s about the 70% increase David and I are eyeing for our own Executive Compensation.

By offloading your roles to a lower-cost market, we are finally able to unlock levels of personal wealth previously unseen in the history of the firm. It takes real leadership to look thousands of dedicated employees in the eye and say, "Your sacrifice is the fuel for my next vacation home."

Looking Ahead
As you badge in for your next Return to Office shift, please do so with a smile, knowing that every spreadsheet you finish helps David and me get one step closer to our "Golden Parachutes."

We are so grateful for everything you’ve done to build this firm. Now, if you could just spend the next few months documenting your processes in extreme detail for your replacements, that would be just "super."

With deep (financial) gratitude,

Penny Pennington
Managing Partner & Chief Compensation Optimizer

Can I nominate someone else? A few names popped into my head when I read about this.

Looks like report cards for the role play are rolling out... would be interesting to see what the aftermath would look like.

Meanwhile, management keeps sinking deeper... repeating the same rhetoric, the same threats towards employees and further ignoring customers and their feedback.

The newly hired "managers" keep managing using the same script, only to continue failing at the end because we all know, when you practice the same method the outcome remains the same. They ignore and gaslight employee concerns with an iron fist and keep repeating the same slogan which on the surface may sound the same but has the same meaning "such it up"

For those of us who have been here long, we pause and remember the folks who were the back bone of this organization, the ones who helped us become who we are, the real talent that are now gone... moved on or let go.

Do you all remember Brian Madden's post on LinkedIn a few years back when VMware sold to Broadcom? That moment when you get a glimpse of what is to come? and you realize its not good. How many of your team mates are confident in the team's direction or the overall performance and outcome of the company? It appears that everyone is just floating, hanging to see what comes next. This is what happens when there is no direction. This is what happens when you take confidence out of someone's believe in their career. You take their sense of purpose out of their routine, this is by nature and design, reinforced by society and programming.

Things wont change for the better any time soon and in my opinion any time at all... even after Omnissa is sold off. From here, there is only sinking further into the abyss. The question is, what will you do about it. Sure, many of us have been here long and we have invested plenty and now are being short changed because management is incompetent but the reality is, how much stress can you endure?

Almost every team I have interacted with has mentioned they have an exception to RTO. Are there any teams who have been given the deadline to accept RTO? What does that entail, timing, severance, etc?

Why does this fool continue to push his lies? Lets flood miss Mornings with Maria who interviewed him and let her know what crumpet man is really doing with firing forced bah employees and falsifying performance ratings to terminate or not pay merit to bah again

In office just waiting for the hammer to come down. Not great vibes today. I know alot of people missed the mark from door badges to just not coming in. Morale is extra low today.