#employeerelations

I know of at least 2 people in our office, but there are probably more.

Go into your online profiles if you work there and update your preferred names, policy is policy.

Looking through posts on here and by mine and my coworkers’ numbers, it seems the new dashboards are wildly inaccurate. I’ve seen my days count where I’ve had multiple half days in office due to appointments, my coworker who works in office 4x a week well beyond 6 hours everyday and they’re below 60% compliance, coworkers saying the dashboard has said they used PTO/ sick days when they hadn’t. The data is obviously not accurate across all employees for many reasons.

“Over 60% of time in office” is not clear and can be interpreted multiple ways. Is it 24 out of 40 hours? In that case then could you just choose to go in everyday for an avg of 4.8 hours to get the 24 or does it have to be 3 days for 8 hours? Like others mentioned too, what about if someone is working more than 40 hours. How would that factor into the final calc? Right now they claim they’re not using time to track in the FAQ but I bet they’re gonna pull some bs I’m a few months saying “in office days only count if you spent X amount of continuous hours connected to company IP”.

Is it the amount of days that gets over 60%, so for April there are 22 working days if no PTO/ sick then 22 x .6 is 13.2 so you need to come in 14 days to meet “over 60”? It also mentions “rolling average of three months” so if there are, hypothetically, 60 working days through April - June then you have to go 36 days in that window but then can you front load and just go 36 days in a row and then WFH the rest 24 days?

This is ridiculous for employees to have to meet a moving target that the company clearly can and will just change at any moment. The backtracking claiming “it was well known that it’s 3+ days a week” is d-mb. Everybody knew 11 days got you your 100% and the old dashboard reflected that. Most people are going to go the 11 and not a day more. Even for my coworker who goes 4 days a week is showing as non compliant when their metrics should be above 60% for every month.

Sentinel Transportation LLC is a national fuel truck logistics company. It also provides transportation services. The company has warned state employment officials. It will eliminate 126 employees in California. These are permanent layoffs across 25 work locations.

https://www.bizjournals.com/sacramento/news/2026/04/08/sentinel-cuts-california-jobs.html

My coworker was called into a meeting. They were informed of a low pega score. Despite meeting productivity and being a good employee, they felt accused of not working. They quit the next day. How does pega show someone not working when they are meeting production goals?

How was your raise? Did you get a full share of the bonus? College kids coming in and making more than tenured workers who have earned their stripes. A useless Tell Dell coming Monday. Franklin is the leading revenue generating plant in the company and they are using you up and spitting you out. Make some real noise and unionize.

Anyone notice that the new standard is “over” 60% of days in office vs hybrid 3 days a week = 60% exactly?
You will get 60.1% from me and nothing more. Also, thanks for the raise that doesn’t even cover commuting expense Gunjan!

Does anyone know if your current manager will be notified if you apply to an internal position or if that only happens if you make it to the final round?

This would be a great thing if we don’t know that 200+ people have to lose their jobs so the bank can afford it.
Really ads insult to injury. Tell an entire department being outsourced overseas then weeks later brag about this partnership.

Few JPM employees said that managers are asking employees if they want an exit package. Wondering if this is selective or company wide?

I wish they would land on a criteria and stick to for more than a year or two. Must be trying to get rid of some NRE folks. More headcount reductions to come...

I just got my total rewards statement plastered with the swollen face of our “HR Chief” bragging about our “total rewards program”. PLEASE!! Pathetic base pay (not tested against market norms since 2019?), finance using merit increases to fund their expense gaps, PATHETIC medical coverage and a “wellness” program that contacted of a few off the shelf apps that do nothing.

Oh - and surprise, we haven’t had a head of total rewards for 2 years, probably because nobody in their right mind would go to work with SM.

Even amidst all the dysfunction among the ELT, I truly can’t believe that SM is still in her role given the complete lack of delivery on basics like this.

Even with her complete disconnection from the reality of her employees, one has to think Penny MUST be cringing whenever SM opens her mouth. I know everyone else is…

While ballistic missiles rained down on our homes, the Intel Israel team woke up and went to the fabs. We coded from bo-b shelters with our kids crying near our homework station. We kept the PTL roadmap alive because we know it is the lifeline of this company right now. We delivered.

And LBT? Total radio silence.

When Nvidia CEO Jensen Huang is asked about Israel, he speaks with humanity. He acknowledges his people on the ground. He acts like a leader.

https://www.i24news.tv/en/news/israel/technology-science/artc-100-with-israel-nvidia-s-ceo-expands-tech-investment-amid-war

It is easy to demand flawless execution and celebrate roadmap milestones on earnings calls. It is another thing entirely to stand by the engineers and fab workers who are actually securing your future under the threat of war.

Not one word during the entire month. Zero. Now that the Iran war is over, i can honestly say this is an absolute disgrace.

Do the people who come here to a-s kiss Optum even get compensated for all of the puckering or do they just do it for free?

The worst corporate manipulation tactic I’ve seen is this…

Mgmt pushes u to your breaking point,
then shame you for breaking…

High performers are the easiest targets.

You absorb more,you try harder, you start blaming yourself.

When someone disrespects u, provokes u,or keeps pushing your limits, pay attention.

You adjust.You work harder.You overthink.

Until one day, you snap, and suddenly you’re “emotional” or “overreacting.”

But the breaking point isn’t the problem.
The situation was never sustainable.

So don’t internalize it.

It didn’t start with you.

Run! Yall need to find another job quickly. No one is safe. When your support services like facilities are being cut, you know there is a problem. RUN!!!!

I've been working two separate roles at Nike, simultaneously. They let go one whole department last month for one of my positions. And they just offered me half the pay I was getting for my other position. I plan to make next week my last week.

Some teams, not everyone is being limited to only 25 days of PTO and SICK combined which is not very nice. Other teams still retain the unlimited PTO policy. The Employee handbook does not talk about this at all and it says it's a "Flexible" policy with no time accrued.

It is very unfair that some Directors are forcing their managers to tell direct contributors that they cannot take more than 25 days off a year.

I have been moved around between a few teams in the last 2 years and in all of them we were capped. My current team is also capped at 25 days.

Anyone else?

Are they trying to get back to pre pandemic numbers in personnel?

I worked doing UM review going on 5 years, but no contract no job. I decided to stay with company on a different team, WORSE mistake EVER! They allow managers to speak to their subordinates any way they want, I asked for additional training and was cussed out on teams, so not as if it was my personal phone, not once, but a total of four different times, spoke with HR at the company level, NOTHING was done, in fact I was made to feel like I was wrong for attempting to advocate for myself fell on deaf ears do I left and I’m happily employed by a different MCO with a pay raise, supportive environment, and just better in every way! Upsets me that I had five years seniority and to start over, but I’m much happier just disgusted that a reputable company like Anthem wants to preach an environment of inclusion and support for all, but when it came time to back up that philosophy they fell very, very short.

I know layoffs happen, but Oracle has created a culture of fear and uncertainty that can't be ignored. Why put in extra effort when raises are like unicorns? Why work hard when promo's are nonexistent and dry most of the time? Why give 110% when there is a layoff target on your back no matter what your value to the company?

It's nauseating to live this way

I am a 20+ year vet and years ago I would happily recommend Oracle as a place to work...not so much now. I tell anyone who will listen to go somewhere else unless you are desperate. And if you do join, stay no longer than 3 years. There just isn't an upside.

Oracle is late to almost every technical advance and plays catch-up which is how we get where we are.

It's toxic and depressing to know you are coming into the cross hairs every 3-6 months.

What the he-l is the purpose of a golf ambassador? How much did this sponsorship cost and how many employees didn’t get raises or had their VC cut short because of this?

Has any else heard those skip-managers saying that they pretended that they aren't aware of names before the RIF event. How can someone in HR completely segmented from the department in a large company make decisions about the individuals in their reporting structure without consulting that skip-manager for a list. They already have been made the list individuals that they can let go and still function in the months before these RIF events. In today's world, no decision is made on the roll of a dice or in a vacuum.

Why cannot managers or directors own up the their decisions and state you're too expensive to move forward and we have to let you go instead of making up this silly story about "they didn't make this list"???? Letting experienced employees go that have attempted to build a career with the company for loyalty ( or good team ) reasons instead of job hoping to build your salary requirements is a sad culture to be in for sure!

They still have a well paying job, getting a raise and RSUs moving forward for trimming the fat so own it.

Am I the only one that thinks this way?

1.) Hire exec. team of highly compensated "friends" to virtue signal
2.) Create us vs 'them' environment
3.) Have numerous employee indoctrination meetings (receive medals)
4.) Spin-off non core businesses
5.) Quarterly lay-offs of 'them'
6.) Complain that Bryan isn't Chairmen of the Board

Rinse and repeat.

The Sonoma Valley Unified School District Board will discuss potential staff layoffs. This update is a key item at their April 9 meeting. Trustees previously voted to eliminate 51 full-time equivalent positions by July 1. Affected employees received notification by March 15. Final decisions are required by May 15.

Sonoma, California

https://www.sonomanews.com/2026/04/06/staff-layoffs-update-to-be-provided-at-sonoma-valley-unified-schooboard-meeting/

Will they put you on the list if you don't complete your self evaluation? I don't understand the point of doing one if they plan to cut 10k jobs.

So another Indian hired Ravi Karanam.
Tarun Bhatnagar was paid huge joining bonus.
How much this dude get?
The game is clear - Get rid of long time workers and make your friends rich.
Shame on FIS Management.

I'm aware that People leaders and above have access to badge-in data. One of the STS leaders has been strongly recommending that employees be in the office from 8 A.M. to 5 P.M. Is this a standard expectation across firm?

The Douglas County School District will review major financial decisions. These include school consolidations, potential layoffs, and a financial emergency declaration. Layoffs of classified employees are considered due to lack of work or money. Declaring a Severe Financial Emergency requires state notification and a corrective plan. These measures aim to protect essential operations and address financial challenges.

Douglas County, Nevada

https://www.kolotv.com/2026/01/07/douglas-county-school-district-consider-consolidations-layoffs-financial-emergency-declaration/

Nebraska Wesleyan announced the elimination of 14 positions. These job cuts are part of necessary budget reductions. The university faces difficulties from declining enrollment and rising operational costs. Affected employees were offered severance packages and continued health insurance. A faculty advisory work group has been formed to review academic programs and positions.

Lincoln, Nebraska

https://www.1011now.com/2025/10/10/nebraska-wesleyan-announces-layoffs-due-budgetary-issues/

This will be my last post about temple terrace but it is 100% closing so just get ready. The ASI 3 auction is few days ago and they have Desktop, monitors and security cameras listed. The monitors listed have a unique 10 digit V asset ID so you know they’re Verizon assets. The fact they haven’t announced anything yet is kind of ridiculous and just shows you how little they actually care for their employees. I work in sales, I know a lot of you who report to that building don’t work in sales. Not sure what they’re going to have you do. I heard they’re working on rebadging most you guys though.

They’re also moving superheadend to Macdill Air Force base. This is known as Macdill relo project VZW.119.20. If you aren’t familiar with that Superheadend is, it’s basically the Brains of Verizon FIOS.

Do whatever you want with this information I don’t care. You can even deny it and tell me I’m wrong, but the amount of evidence I have is indisputable.

Today I was informed that a restructuring occurred
Your position was impacted or so I heard

To say I was surprised would be a lie
For I saw this coming in my mind's own eye

To be fired now would seem a sin
But I saw it coming. I'll take this on the chin

On day one I was told this will never last
Prepare for the worst, work hard and work fast.

I toiled and worked long hours for sure
Implementing specs, features and more

The days flew by as they do
We all go through this, we all knew

Do not feel sad for this is a new beginning
This is not the ninth, it's only the sixth inning

To the new college grads I have one request
Work hard and stay strong and be at your best

To all I have known throughout these good years.
I say to you now, be happy and of good cheer.

Ciao

And about half of the people was for it and the other half against it.

Now, it seems like 90 percent for letting go EH and about 10 percent against it.

I don't know what 10 percent against letting EH go is thinking about!! Unless they are management dwelling around this site to make sure that anything against EH and Nike gets muffled!!

Anything in particular that they do or what we should watch for to let us know they are going to either lay us off or force us to quit?

Today is the last day for many who were impacted back on January 28th. How USAA treated those in office that dark day, just remember, karma is real and not tomorrow or next month or even next year, but everything eventually gets a return.

I got paid on March 13 (my last regular pay day), and again on march 20 (the beginning of severance). It’s been 2 weeks and I didn’t get paid again, I did not take their lump sum.

Anyone having trouble with this or have any answers on this or on who to call?

Waiting…🤮🤮🤮
This is getting ridiculous!!!

We propose the following revised chargeback structure:

FWA devices: No chargeback period

CPE devices: 0–2 month chargeback period

Purchased phones: 3–6 month chargeback period

No product or service should carry a chargeback period exceeding six months. Establishing reasonable and clearly defined timelines would create a more equitable system and reduce unnecessary financial strain on employees.

1. Insurance Costs

Healthcare costs continue to rise while compensation does not keep pace. Employees are increasingly burdened with financial decisions that should not be necessary given the company’s performance.

1. Pay Raises

Merit increases are often minimal or nonexistent, even for high-performing employees. Current compensation growth does not align with industry standards or inflation.

1. Stock Together Program

There has been little to no communication regarding the future of this program, creating uncertainty and concern among employees about its continuation.

1. Employee Appreciation

Current recognition efforts are perceived as insufficient and disconnected from employee needs. Meaningful appreciation should reflect the real contributions of frontline employees.

1. Retail Store Conditions

Retail locations are experiencing declining traffic and morale. Employees are frequently understaffed, overworked, and experiencing burnout, which negatively impacts both customer experience and retention.

1. Work-from-Home Opportunities

Remote work has proven successful but is being gradually reduced. This limits access to talent and reduces opportunities for employees who do not live near designated locations.

1. AI Implementation

The use of AI in customer routing within VCG and VBG raises concerns regarding fairness and transparency. A first-come, first-served system would provide a more equitable distribution of opportunities.

1. Retirement Benefits

Non-union employees do not receive the same retirement benefits as union employees. This disparity should be addressed to ensure fairness and long-term security for all employees.

1. Paid Time Off (PTO)

The current PTO structure requires extended tenure to earn additional time off. A more reasonable progression—such as increasing PTO every three years—would better support employee well-being. Additionally, limits on accrued PTO should be reevaluated.

1. Contractor Reduction and Domestic Hiring

A commitment was previously made by leadership, including CEO Dan Schulman, to reduce reliance on contractors. However, there has been no visible reduction in overseas sales representatives.

Employees are seeking clarity on when this commitment will be fulfilled and how it will be implemented. Specifically, we request transparency regarding plans to reduce overseas contractor roles and increase hiring of domestic internet sales representatives.

Reinvesting in a U.S.-based workforce would align with prior commitments while improving communication, consistency, and overall customer experience.

Closing

We are proud to work for Verizon and want to see the company succeed. However, that success must include fair treatment, competitive compensation, and genuine respect for employees.

So, layoffs are over and most of the VRP folks have left. David and Kari are headed toward the door. HIH hasn't gotten any worse. Spring is in the air.

With all that in the mix, how is the overall morale you are seeing among your team and co-workers in general?

Not like you were not warned.