#employeerelations

https://www.minichart.com.sg/2026/03/14/optimum-communications-inc-files-8-k-report-detailing-director-changes-and-compensatory-arrangements-march-2026/

Starting to hear of the March round taking shape. Know of 1 in HR. What’s everyone else seeing?

At the last town hall they said layoffs were done and we had the right people in the right places. But more people were rif'd last week. Not sure what to believe.

:(

Working in tech is such a reliable way to plan to raise a family, with long-term employment stability.

https://www.reuters.com/business/world-at-work/meta-planning-sweeping-layoffs-ai-costs-mount-2026-03-14/

NEW YORK/SAN FRANCISCO, March 13 (Reuters) - Meta (META.O), opens new tab is planning sweeping layoffs that could affect 20% or more of the company, three sources familiar with the matter told Reuters, as ‌Meta seeks to offset costly artificial intelligence infrastructure bets and prepare for greater efficiency brought about by AI-assisted workers.

How is Intel more efficient when I spent all 8 hours today approving entitlements for people in this AGS system. Is this efficiency?

what are u hearing.

Post any high level details of what you are seeing this morning (or if you were impacted).

Whether it’s true or not that the company must slash 50% of the workforce to survive, the number of employees has always boggled my mind. Where are all these people working, what groups, regions? Now we are 2x after the Lex acquisition, and it is even more of a mystery. Who has insight?

Is it true that the bank won't allow for a manager to write a recommendation for a former employee?
In my particular situation, I used the LinkedIn recommendation tool and requested one and that was the response I received.

I tried this because a former coworker of mine mentioned they asked for one and they had no problem in getting one. So I thought, well why not? Even my manager said to me when we said goodbye, that if I needed anything at all please reach out.
What else could they do to help besides give a recommendation etc.?

I almost feel they could if they wanted too they would, but for some reason, albeit a personal reason (though they would never admit) is causing them not too.

It hurts so bad to be told and thrown out of a job from someone you really went out of your way to assist on many occasions and gave praise and encouragement and built a meaningful relationship with business wise.

The fact because you're not able to travel the 3 days a week because you can't afford to get there was the only reason you didn't stay.

Its alarming when they stop speaking to you and delete you off all social media for no reason. Wont respond to you no matter what when attempting contact to see how they are doing.
You feel it's because of that (leaving on good terms, told to stay in contact, so what else could it be)?

I can speak for many I believe that a fully remote no questions asked option when we all came back from covid should have been a reality. This whole location strategy and layoff fiasco could all have been avoided had this happened:

For example **

option A: Full-time remote. There will always be enough people to fill the offices so I don't know why there is/was such heavy handed approach towards that.

Or option B Full office: Everything as usual for whoever wanted to go in.

Those are the only options that should have been presented after coming back. The choice should have been simple and permanent, everyone would have been happy and life could have continued on as intended. I'd still be working there, if they weren't so strict on wfh.

Has anyone else noticed promotion outcomes in their organization that just don’t line up with performance or tenure?
I’ve held my current role for several years with consistently excellent reviews: top-tier, not one bad year. When the latest promotions came through, not a single male in my position was advanced. Every promotion went to female colleagues, some with less seniority and thinner track records. And this wasn’t isolated to my role, the same pattern played out across other positions in my department.
I’m not someone who jumps to conclusions. I get that promotion decisions involve factors we don’t always see. But when the pattern is this consistent, you have to ask: is this merit, or is something else driving these decisions?
Anyone else experiencing this?

We got a new ME about 18 months ago. Since then, I've spoken to him like once. Meetings are cancelled or he just never shows up. There are no 1 on 1's. My year end scores might as well be a lottery as my ME has no idea what I am up to. We're being deluged with work from all sides (especially from CEME teams who are a fu--ing disaster and think they run the company) and having to manage it ourselves. We're being given no protection. I don't think he's in charge of any other teams, so I'm struggling to see what he actually does on a day to day basis.

Anyone else seeing a complete lack of leadership at the lower levels?

I heard that we have evacuated most, if not all of our employees including the secondees or we leaving the secondees in as it will impact the relationship. Do we really care for our folks there

Reading my emails after a few days off and see we're supposed to support each other while our colleagues get laid off then an hour later a message asking us to donate to the Elevance PAC.

What phenomenal leadership.

Approvals take weeks, crashes are daily, and we're all just clicking through junk pretending everything's fine. It’s embarrassing and exhausting.

That’s the rumor swirling. Allegedly Wednesday. Does anyone know who exactly will be affected? I remember an article from February saying that 15% of the staff will be cut in the spring so I’m guessing that’s now.

how is mas treating you guys?

HR will protect the company not you

HR is there to protect the company. You will experience retaliation.

She is the best Intel could pull in this day and age I guess? I am confident with her coding background and her ability to be so fluent in AI Intel will be back in no time.

She could use a Dale Carnegie course though.

#accountantwithnoITskills

Hey…US Management…hopefully some of you will read this and realize that you’ve so misunderstood and mismanaged the international business that 80% of the workforce couldn’t care less anymore and are begging to be laid off…I’m sure you can get AI to cover it all off

Is it just me or is everyone in or that they promote to leadership roles resemble the dudes in college who would do keg stands? A totally weird chest thumping group of dudes. Many who seem to be clinging to the good all days when they were athletes and now dress like guys that are competent, but really just brown nosed all the right people at all the right times. Bird brains with serious bravado. Not one that can actually solve any problems, they are just real good at deep throating. They certainly never disagree with the big wigs. So many bad decisions made by the EC and no one with a backbone to disagree with them. Not entirely their fault I suppose. The big X let go of anyone who openly disagreed with them long ago. Obedience is the standard, not brains!

Band 4 manager here. I’ve lost a lot of talent over the past year due to RIF. As ops has moved over to HIH there’s a whole team over there doing stuff we deal with. Their manager pulled me into a meeting to say his employees were complaining about mine. Mainly that we are slow to respond, and that my team isn’t “nice.”

I asked for specifics and if anyone was unprofessional or outright rude. Turned out the HIH team doesn’t like that my team is direct, asks them to repeat when they don’t understand due to language or the ask is unclear, takes initiative, and basically does stuff fast without explanation because we don’t have time and have too much to do.

More discussion led to him asking me to have my team slow down and be more “pleasant” and to engage in back and forth rather than just getting to the point. I told him my team complains that they get pinged with just “hi” and won’t respond unless there is something actionable too. He asked for us to spend more time helping his team with their work so the can learn and get better and that my team has told his they don’t have time. I agreed. And I said as long as they are being professional, I can’t expect more from them because they are watching their friends and coworkers lose jobs that are being given to HIH.

HIH manager was very surprised and didn’t realize that what was going on. I said as long as we meet SLA then that’s that and I don’t expect my team to respond same day for anything that isn’t a managed incident.

Anyone at HIH on this forum, be glad we are interacting with you professionally. I’ve had team members express downright hatred for HIH. Nothing against you personally, but Cigna is firing us to give you jobs, so don’t expect friendliness.

None of this is sustainable. I’ve told my Director to put me on the layoff list. When I have to bite my tongue to avoid yelling at HIH, and I get no answers from above other than more RIF is coming but my team is okay because we are 20:80, I can’t do it anymore.

The majority of people whining about this contract extension are the ones retiring in the next 4 years. They’ve taken everything away from you. Your pensions, your retiree healthcare, and your job security,

Now they want to take away what little you get with this extension for their own benefit. Your raises, your increased payment towards your medical in retirement, even more job security, your extra work that secures your place in the company, etc, etc. All of that because they have pay a little bit extra into their healthcare.

NO MORE!!

These old farts have ruined the union and are looking to make sure it stays ruined for their benefit. The majority of them have barely showed up for work since they started. They are parasites, abusers, and a cancer and their retirement will be our savior.

VOTE YES!!

There was a REAL shop steward who carried more weight on his shoulders than anyone realized. Some say he was about to become the chief shop steward He was a really good steward and a good person who endured unimaginable loss. He turned the K&L bay around on all three shifts, and back then everyone knew it—people were disappointed and very very angry before he stepped in, and he fought every day to close the wage gap, improve health insurance, and push for better retirement. Fair and equal pay used to be the core of what the/a union stood for. Cell leaders back then would tell him GE will close the doors have to remain competitive and he would tell them no one would care look at the place plus who else makes the product we make.
But every contract, more was taken away. The D-rates were treated like gold while the T-rates were treated like third-class citizens for the first 4-5 years. With everything he was dealing with personally, it’s no surprise he acted the way he did. He said you only live once try to make it better like GE use to be. He masked the trauma very well members would ask him how he keeps going? But he still showed up and fought the fight 100% with those scars.
No one really knew what he was going through deep down. But everyone knew what happened in his life at that time even The not so HUMAN resources, personnel aka Nicole and Jason.
He didn’t take a sever-ties package. He just needed a break. He resigned with a full month’s notice. After seeing 200 people or so loose their jobs. Co workers the union brotherhood he fought everyday to make waves on split pay scale and T Rates getting treated like rubbish. Versus D rates getting treated like gold.
Fast forward-
When hiring picked back up again I told him to reapply. He got an interview a few years ago, but it sank immediately. He interviewed with Nicole from HR and he said she clearly wasn’t happy she stopped in her tracks when she asked him his name she was shocked he was even in the room—she just went through the interview motions. He knew right then he wasn’t getting back in.
I also spoke to HR—Nicole and Jason—before that interview. They told me directly that they would never let him back in. He was blackballed.
There is nothing “human” about a Human Resources department that treats people this way. They’ve always been against the union, and this is just one more example! So think twice! Don’t fight the fight! Be a puppet let the union leadership make back door deals.

He used to be a shop steward who was steady, calm, and genuinely committed to the job. Then his life was hit with two devastating tragedies: first his mother was ki-led, and not long after, his 15-year-old daughter was ki-led. Even through that grief, he continued to show up and fight for the members.

During the 2017–2018 layoffs, he finally resigned. He was dealing with overwhelming loss and felt stuck in a cycle he couldn’t break. His therapist suggested that stepping away for a while might help him move forward after the two tragedies that happened just a year and a half apart.

When hiring picked back up, he reapplied again late last year He interviewed with the bar shop cell leader, who was highly impressed with him and specifically needed someone with his experience and leadership in the bar shop. Despite that strong recommendation to HUMAN resources department Jason and his proven track record as a go‑getter who always went 100% for the union, HR (Jason) still blackballed him.

No second chance, no acknowledgment of what he had been through—just a closed door. No chance to show how he overcame tragedy and was resilient to overcome adversity. Only a strong person who brought the good fight for the cause to make things better.

He’s a very good man with a very good heart who endured unimaginable loss but yet still tried making things better for the split pay scale, no pension issue and better healthcare. And now he’s permanently shut out by Jason in HR. A real example of how even the strongest union supporters can be written off for reasons that have nothing to do with their work quality.

All the so called friends he had that he represented only a couple reaches out to see how he is doing. Only a few even say hi in public.

He was a steward of around 25 members. Managment did not mess with his crew to much. I’ve seen managers and cell leaders shake when he was around them. Ops leaders and cell leaders hardly came down when the legend was around. Now look at the place only if he could see it now and laugh at the union weakness.

Long live the legend who raised he-l and didn’t back down for the membership for the cause. We need the legend back!

Nothing has changed except headcount.
A little lower, still much more headroom to cut. Applications causing slowness in employee work (see AGS). Many office employees provide little to no value. Same old RTO complaints now have evolved to badging in and going home shortly after with no HR ability to counter. No corporate AI strategy as of March 2026, No PQ strategy as of March 2026 how is that possible? People that are not capable of keeping up with any communication methods yet they remain employed here. This place is a zoo at this moment in time.

Do not come to T-mobile especially if you would be in the northeast region. Your job will be threatened every day. Your Salesforce will be monitored and if it doesn't match your outlook you'll be threatened again. But there will be a lot of job openings cuz everyone is leaving.

Just got word that anyone hired after April 1st 2026 will not be receiving a pension. They will only get a 401 for retirement. First they took the personal multiplier, now this. Wonder what’s next for the Last 75. Probably going to push the 25-30 year guys out..

So there is a lawsuit over BYOD+ which is probably going to be class action. Basically illegal bait and switching. So if you’re a rep doing this instead of upgrading their phone traditionally you are illegally bait and switching. 0 usage reports are being reviewed at 30/60/90 days. Already heard about terminations of both reps and their managers. So if you want to protect your job make sure you are presenting a quote for standard upgrade as well and explaining the price difference. There’s a reason they stripper it down to just the google pixel abruptly. So tread lightly with Samsung being back part of it

Anytime someone offers advice on an exit strategy, its followed by trolling of “Thank you Mr. recruiter” or “thank you LinkedIn headhunter” . I think that most people at Citi enjoy the warmth blanket of group misery. Its easier to swallow and cope with and easier to sell to yourself if you can convince yourself and others that “there’s no use to even try”.

Don’t dare succeed at leaving Citi, that means that it IS possible and I have no excuse for not trying.

Just tons of Citi-philes out there that just can’t stand to hear about someone leaving and being better off. The selling of the lie that you’ll never make more money elsewhere is so predominant on this site speaks volumes to the fear factor some live under.

Be free or be a sheeple.

Don’t panic, usual perf reviews are on, there is no layoff, people are just paranoid and want to create drama

For old timers forced ranking used to be done in November and then the paperwork/PR would follow in either December or January. Just curious when are the ratings finalized now? We got our ratings this week, but the question is when were they finalized behind the scenes / negotiated who get what rating ?

The Fresno Unified Board approved resolutions for staff position reductions. This decision initiates a process for potential layoffs or reassignments. Approximately 500 total positions are impacted by these changes. The reductions aim to address a projected $55 million budget deficit. Affected staff will receive final notifications by May 14.

https://fresnoland.org/2026/03/12/fresno-unified-layoffs-and-reductions/

I see there were cuts yesterday, can we consider that done?

Help me understand how 1 team lays off one employee and then pulls another employee from a different team to fill a position on the team they just laid someone off on? Couldn't they have transferred the employee they just laid off?

Layoffs are happening some senior employees walked out today

(This was a reply I posted in another thread, but it should probably be its own topic.)

Ever wonder why Cigna, UHG, Aetna, etc. are trying to branch out into different areas?
They’re hedging their bets.

AI efficiency is smallest piece in our layoff equation, but it is giving leadership hope that cuts will help bring profits.

Cigna, as well as every other publicly traded company, is outsourcing (offshoring) tech, admin, call centers, etc. in huge numbers. The remaining US employees are expected to absorb their newly-acquired extra job functions with the use of AI (Copilot in our case). AI is expected to increase productivity of remaining US employees by at least 2X.

As per usual, teams in India will make lots of noise and eat up company resources while providing very little new product and creating extra work for US-based workers.

Ultimately, Shareholders will still be pi---d because Cigna stock prices will continue to slide. The real reason for this slide isn’t is that employee costs are growing. Rather, it’s because health insurance premiums can no longer feasibly grow at the same rate as healthcare cost and utilization.

What we’re witnessing firsthand is an industry in turmoil. The once limitless dollars of the US commercial healthcare membership are drying up at an unbelievable rate. The Boomer demographic is coming home to roost and is destroying the market. GenX and Millennial employee dollars can’t stand the strain of Boomer retirees and job diehards.

You may ask “if Boomers retiring, how does this negatively impact commercial plans?”
The answer is that the US commercial healthcare member/client pays the lion’s share of the US (and the world) healthcare bill.
Providers have prices capped by CMS (Medicare/Medicaid) and many uninsured individuals just don’t pay. So that leaves the good ol’ American employee based plans to pick up the slack. But this golden egg-laying goose has hit menopause. It wasn’t expected so soon or so dramatically.

Employers are tapped out, so premiums can’t increase appreciably.
Individuals are forced to buy super high deductible plans while avoiding wellness visits and out of pocket costs.
Health insurer shareholders will continue to demand cuts until profits are acceptable.
This last thing is impossible.

This industry is no longer viable.
If you’re under 45 years old, be planning your transition. If you’re 55+, pray you can hang on and save.

For those of you who think single payer provided by Big Daddy Government is the answer. Well, just look around at the challenges those socialist utopias are facing and remember that SOMEONE IS PAYING THE BILL and someone else is trying to work a profit. It’s the same p-o in a different bag.

Guys, there are plans to layoff ‘x’ amount every single quarter. It may be all at the start of the Q or it may be spread out per month. Either way, each quarter is slated to let go a certain amount of people.

I’d love to tell you to breathe a sigh of relief but this will continue for the rest of the year.
Letting go 1000 in one day or spread out over a few months is still 1000 people let go. So don’t think just because its just a handful here and there that its all slowing down.

Layoffs will continue for the rest of this entire year.

I was w/AMN healthacare for 3 years as a certified remote video medical interpreter. I held consistent 5 star rating, so much so that every year my wages were raised, but today , about 200 of us received a bullsh-t internal email , an email that once read , dissapeared. I thought this was peculiar , but never thought it was a worse case scenario.The email was intenionally vague,it said that we were to place in "meeting " status ..I was working right till the time, then after finishing the call, i placed my self on " meeting" i waited along w others in the teams app, suddenly w/o warning , some collegues w sudden sadness starting writing they are letting all of us go...I couldnt believe it ! No , than you, nothing just a lame email afterwards, It was quite sad , we couldnt even say bye to our collegues.I will miss you guys ! AMN behaved like pu----s... I hope that company,