#employeerelations

RSUs is vested and showed up in accounts already
submit 2 week notice soon :)

So how do they decide who is laid off vs who stays? I was laid off a couple of years ago (and then came back to a different role, lower pay grade) and there were 2 of us laid off from our team of 5 - I was 48, she was in her 50's; I'd been with the company 17 years, she'd been there 9 years (1 team member that stayed was older than her, the other 2 were in their 40's but younger than me but all had been there at least 7, with 2 of them 20).

With yesterday's layoffs, there were 25 HDP pharmacists let go. I've only gotten 5 names, but of those 5 all of them are in their 50's and closer to retirement than not. 1 of them has been with the company 10 years, the others all at over 18 years.

So are they trying to get rid of older people and/or those with tenure?? And if so, isn't that ageism?

What are things you want everyone to know about this crazy company?

We need a union & this wouldn’t be happening. 7 from my team (including myself) were laid off yesterday. Lame Teams meeting, call muted, read from a script, no emotion, on/off in 7 minutes total. 14 years of dedicated service to our customers gone!! They don’t care. We are just a # and they want more $ to pad their own retirement plans and bank accounts. Sickening!! It’s time to expose what we know…

Is GBD still being targeted or we "in the clear" for now? My anxiety is screaming to jump ship at this point.

Firing people then promoting incompetent ones. Make it make sense.

Majority of UHC/Optum job postings are bogus/faux. They are posted to suffice investors & shareholders that business is booming. Employees know differently. Stock has taken a hit & the scramble continues. Mass layoffs are desperate attempt to save the sinking ship.

For those let go, don’t plan to get re-hired. It’s smoke & mirrors on our job boards. HireVue, interviews with recruiters & hiring managers - it’s all faux. This is reported to investors & gives illusion all is good. Facts don’t lie.

For those who have left or have received termination letter, what are the severance amounts vs estimate? Please state YEE and % difference between estimate and actual.

It looks line people that were let go were either US born or naturalized citizens.

Charter Communications is ending operations at a Spectrum facility. The facility's final day of operation is May 21. This action impacts 313 employees. The company submitted a worker displacement report. Work from Appleton will transfer to other U.S. centers.

https://www.wpr.org/news/spectrum-call-center-in-appleton-will-close-leaving-over-300-people-without-jobs

The Wisconsin Department of Workforce Development held an informational session for affected workers. This session is part of their "rapid response" program. Employee layoffs are scheduled to begin next month.

Chippewa Falls, Wisconsin

https://www.weau.com/2026/03/19/family-fare-employees-facing-layoffs-learn-their-options-wisconsin-workforce-development-session/

Dial Books for Young Readers, an imprint of Penguin Young Readers, has closed. Penguin Young Readers confirmed the closure. This action resulted in layoffs and staff reassignments. Three Dial editors moved to G.P. Putnam’s Sons Books for Young Readers. Other employees were also laid off from Viking and Kokila.

https://www.publishersweekly.com/pw/by-topic/childrens/childrens-industry-news/article/99957-layoffs-moves-at-penguin-young-readers-as-dial-imprint-shuttered.html

https://www.linkedin.com/posts/mike-sicilia1_yesterday-we-reported-a-strong-quarter-with-activity-7437601407475548160-tmwy?utm_source=share&utm_medium=member_desktop&rcm=ACoAAAeLGGkBW58pG8Xam5zgPWFlMFdprjBtEZg

If yes, how long did it take for you to recover?

I have been recently put on PIP. And in my experience this is based on racism/ s-xism. I have worked for various managers in the company and never received a complaint or a negative feedback. How do I handle this? This job is very important for me.

Will Optum Advisory be impacted by the 04/30 layoff cycle? Seems like we have dodged many cycles with minimal impact as we are most of the time pure profit, except people who are on the bench, so they are typically the ones cut if OA does have impact. Any insight for 04/30 cycle?

Layoffs are not a strategy. They are a symptom of failed leadership. Layoffs impact millions of people annually, with approximately 19.2 million U.S. workers being laid off per year. Too often, are wrapped in fancy words like “realignment,” “rightsizing,” or “transformation.” But behind these words are real people, employees whose lives are tragically upended. Layoffs don’t just disrupt careers. They fracture trust, morale, and culture. People lose stability, relationships, and sometimes even hope. The real costs? Depression, anxiety, addiction, broken marriages, financial ruin, etc.
Leadership Accountability is missing. Rarely are leaders held accountable for the decisions that led to these outcomes. What about “Layoff Reform” to include mandatory post-layoff principles that prioritize dignity, transparency, and accountability?
1) Treat impacted employees with respect/dignity. Layoffs are personal…if you are laid off
2) Emotional/Psychological severance, like counseling for anxiety, depression, and trauma.
3) Rebuild morale with remaining employees who are survivors, scared, concerned and watching.
4) Public layoff disclosure: number of employees, age, tenure, gender, race, salary, and ethnicity.
5) No promotions during the layoff year. Employee advancement while others are discarded sends the wrong message.
6) Suspend bonuses, salary increases, incentive pay, and stock awards for senior and executive leadership during the layoff year. Leaders should not be rewarded and profit from failure.
7) Companies that conduct layoffs are disqualified/excluded from any “Best Employer” lists for that year. You can’t be the “greatest” while laying off employees.

So RJ has known that United Healthcare was in negotiation with Corewell hospitals (Michigan). Corewell wants 30% increase in payments over the next 3 years.

RJ didn't bother to tell Southfield participants this till NOW. Not even during open enrollment!!!

All Corewell Hospitals are/will no longer be in network. Maybe negotiations will come to an agreement, maybe not.

RJ HR dropped the ball because Southfield so much smaller?
Errrrr

Retired old man here. Question= 5 years ( or so) after the integration of esurance into Allstate, can we all agree that their talent pool was like the “kiddie pool” at a local swim club? No depth, no substance and all “look at me” show, with zero value added. Is gramps off base?

Stock has tanked, 10's of thousands of employees on the street, 10's of thousands working off-short for pennies, agile rolled out with aggressive, mandated goals and no asset cap. What's really going on?

There is one KY manager that is incredibly toxic. They bully their employees by grill them about their decisions, one ups them, and makes them second guess themselves. If I wanted the college studying and "exam" 1:1 life, I'd go back to college. This person is just plain mean and seems to get their jollies off of making employees flustered during 1:1s. I want to report them but am afraid that I would be found out and fired instead. So as of now, we are all just waiting for the hub strategy to mitigate "the problem". I'm tempted by "fight or flight" response to either "lay into them about their bad behavior on their last day" or conveniently "call in sick". That person is a human piece of trash and the second choice may be my best choice.

In addition, I'm very sorry that you all got laid off. You didn't deserve it and I hope you all get better jobs than your previous ones.

A new CEOWORLD magazine study surveyed 125,000 full-time U.S. employees. Most employees believe return-to-office mandates are "stealth layoffs." 72% suspect these policies aim to cut headcount without severance. Many workers engage in "coffee badging" or seek new jobs from the office. Strict monitoring correlates with lower trust, especially among Gen Z.

https://ceoworld.biz/2026/03/18/report-stealth-layoffs-and-coffee-badging-what-125000-u-s-employees-reveal-about-rto-mandates/

Does anyone know if bosses can essentially block an associate from transferring to another internal job? No known freezes or limits within the department on transfers.

Was told by a designer tech 4 that all DT4’s were told they would no longer get double time for working Sundays, can anyone confirm?

I was laid off in October. I have interviewed with a dozen or so companies over the past 4 months, including a contract position in WF technology for about 15% less than I was making before. Much less when you factor in the loss of benefits.

Last month I ended up with 4 seperate offers (including the WF tech one) in the span of about 2 weeks. Three were with financial institutions and one was with an aerospace company.

Let me tell you how GOOD it felt to call and decline the WF position.

The position I accepted pays 30% more than what I was previously making at WF AND it's full time remote. I've been in the job for almost a month and the culture difference is night and day. This company is excited to have me and I feel valued.

Wells Fargo: Thanks for providing some of leverage needed to negotiate with the better company. You can take the position you so desperately need to fill and shove it. Maybe you shouldnt have laid off the people you clearly still need. There are other companies out there who value my professional experience more than you ever did.

For those of you still drowning in that toxic cesspool: just know there are better places to work. Don't let Wells Fargo devalue your true worth, because it is probably way more than you realize.

Advertised as having great culture, decent pay, work-life balance. Then you get on board and it's everything but. To make it all worse, frequent layoffs keep you on your toes constantly. I fell for the cr-p hook, line and sinker three years ago. I've been trying to wiggle out for a year now, except opportunities are fewer every day. Now I wish I'd gone with any other company.

Good luck to everyone. I'm kinda numb at this point, but I know I'll freak out if I'm laid off.

Has anyone been affected by this while making an external or internal move. I spoke with a coworker of mine who was supposed to leave to another department but they are still here months after they were scheduled to leave. They said thier offer is frozen with no end date insight...is that normal?

Looks like leaders are being walked out today...

Checked Workday this morning for this Friday’s paycheck, March 20th. No Discretionary Bonus on my Check. Marvin’s email says we would receive it March 20, 2026! Anyone else get the Bonus?

In previous companies I've worked at, the direct mgr does the layoff but from what I see in OT it's the VP who does the lay off ?

Are direct managers in the loop at all ?

When will invites go out , Friday ?

Are they still actively looking for those who worked less than 6 hours at the office? Or did they catch everyone? Asking for a friend…

Does molina ever move some employees to a different plan when layoffs are occurring?

I hope I just get laid off in these next rounds. A layoff is a band-aid ripped off with severance. PIP is torture. You still try, because some stupid part of your brain thinks you can beat it. So you exhaust yourself 'improving,' only to get fired anyway, just without the severance. What other tricks do they have planned?

An Ohio Ford employee is dead after being trapped and crushed by a malfunctioning industrial machine at a company plant this week. The incident unfolded around 9:45 a.m. on Monday, when authorities were called to Ford’s Sharonville plant on E. Sharon Road regarding reports of an industrial accident, according to FOX 19. Upon arriving at the plant, authorities reportedly encountered a press machine that was undergoing routine maintenance when it malfunctioned, causing it to turn on and pin the worker.

https://www.foxnews.com/us/employee-crushed-death-horror-industrial-accident-after-press-machine-unexpectedly-turns

I’m not being paid on accounts I work because I’m being told I wasn’t coded to the account. I asked if they could skate invoices and was told no.

layoffs taking place today 3/17/26. Myself along with 2 others I know were laid off effective today!! GBD business

17 being made redundant across the UK and more expected in the next 90 days. Great reward for constantly hitting our targets.

I never thought I would be writing something like this.

I’m 45 years old, and I’ve spent the last 18 years at Ansys, working remotely and affiliated to the Pune office in India. Like many others, I joined when the company was known for its stability, long-term vision, and the way it treated its employees. For nearly two decades, it felt like a place where you could build a career with trust and security.

Yesterday, that changed.

In a short meeting with HR, I was informed that I’ve been laid off. Our team, based out of India, USA and Spain is being cut by nearly 80%. Just like that.

I have a housing loan (EMI), daily expenses to manage, and a 2-year-old daughter depending on me. My wife is working, and she can support us for now, but I don’t want to put the entire burden on her shoulders. Living on a single income, especially in today’s world, isn’t sustainable for long.

What makes this harder is not just the job loss itself, but the feeling that something fundamentally changed. For years, Ansys was seen as a stable and dependable company. Many of us built our lives around that belief. The recent acquisition has shaken that trust. It feels like decades of stability and goodwill have been undone in a very short time.

It’s difficult not to feel that employees have become secondary to financial goals. Decisions like these make it seem like people are just numbers on a spreadsheet.

Right now, I’m trying to process everything and figure out the next steps for my family. I just had to vent since I never really expected I’d see this happen. I was naive. Anyway, good luck to you folks around the world, I hope things go well.