#employeerelations

I've heard of folks being let go for not staying the full day at the office and leaving early... supposedly HR is checking as of the past 6 months. Any truth to this? Has any managers heard of this?

65% of layoffs over the last 2 years have been Band 4 employees.

You have been warned.

has anyone actually been appropriately placed within their "position in range" per descriptions sent out last may? expected it to happen during the rewards cycle...

just wait until you leave and are a client! No wonder people hate TIAA. Trying to get anything done is is darn near impossible, your money is locked up in under performing produts, withdrawl options are nil, client services is horrendous and een simple changes take forever. I'm embarassed to have worked there fo ras long as I did. Thank God I left. Knowing what I know now, I'd never tell anyone to put money at TIAA. It's a joke.

So after the C suite took cash earned from ERP from 168 to 112 to fund future projects, removed raises, tanked the share price of the company impacting pay of anyone with any equity, doing constant layoffs....

The next thing we are being told is we are about to get a lesson on the Stoics? Yes, this is true. We need to compare ourselves to philosophers from 300 BC and ignore all this nonsense and see it all in a positive light. That is coming from the top.

As I see hiring I also see forced retirement and cuts for similar roles. Worst thing is they fire you and ban you from rejoining for life! one of the worst way to treat your own ex employees who you called family!!!

I left my assignment a year ago and moved to another business that seems to actually pay a decent packet for what Im doing, encourage anyone else to7 do the same

When I left, the only thing DXC bothered claiming was the laptop. My screen, 2 customer devices, an old workstation zbook and a few other things went with me
The way I see it, compensation for unpaid hours and poor treatment. Doesnt come close to thousands theyve had off me and others for free, but there

it really is shocking, isnt it?

Lucid Motors is reducing its US employee count by 12 percent. Marc Winterhoff, interim CEO, informed employees. The company aims for greater efficiency and profitability. Lucid seeks to become profitable amid a difficult EV market. The cuts do not impact hourly production staff.

https://www.businessinsider.com/lucid-layoffs-read-memo-us-workforce-tesla-rival-2026-2

I wont say much apart from this one thing “do you not know mike that your mc’s force people down to needs improvement when they really are not bad performers”

Because of my rating I am feeling sui-idal. My manager even said that they were forced to and that nothing is wrong. So Mike do you not know that this messes with peoples lives. Do you not fu--ing know.

The content I read here continues to assure me I made the right choice by taking ERP. So many comments reflect how I felt for years after donating my time playing the NRG/Buzz-Yammer/Bold Goal/Community Day/volunteer game, thinking it would get me somewhere.

Loyalty and long-term efforts used to mean something. No more, which is why the decision I made last summer was an easy and immediate one. Especially with the current batch of self-esteem as-----ns.

Hey, its me. The person with almost a decade of experience at your company that you laid off Thursday. Its okay, though. I knew. I knew before you knew because I know this company better than you. I've been on the ground floor while you've been on the golf course.

The company has changed. Have you even been around long enough to witness it? Im not talking about the missing "snack budget" or lack of team outings. I thought it was bad when talented people were leaving years ago. In the last year its gotten much worse than that.

Pay closer attention! Are you listening? Do you hear the tension in the meetings? The crackling of constant fires consuming your teams? Endless "Priority" and "No budget for that" rings in your ear like tinnitis.

There is a collective amnesia worsening as the brain drain sets in. Teams start to make the same mistakes that have been made before because there is nobody around who was there the last time it was tried or failed. So they have the same conversations, but this time nobody is left who is brave enough to speak the "quiet part" out loud for fear of "being next". The wrong choice is made this time.

But you're managing how many teams now? Did you even notice? Did you see how the work is rubber stamped before being sent to production? The person who actually took the time to thanklessly review it is gone. They won't be patiently fixing or correcting the HIH hire's issues either.

But thats okay because of AI, right? That'll make up for the skill shortage? And the severe understaffing? A trillion dollars has been invested in it! All the world's digital data fed into it! Its "the future" and "inevitable" or so they say. Uh oh, you ignored that silly SME (subject matter expert) who could actually tell the AI was hallucinating? Don't worry, that SME is gone now! You no longer have to hear about how they had to scrap the AI's work because it was "worse than a junior intern" or "if a human had broken the project this bad they would be fired". You can't even fire the AI because YOUR manager would fire you!

I could go on, but let's be honest: they dont pay you to read, think, or care. Your job is to get the CEO rich by helping pump that stock by any reckless means possible. Too bad its failing. Even with stock buybacks, outsourcing, layoffs, etc. Im sure you're safe, Mr. "Top Dog". What's that? An org restructuring is happening? ...HR would like you to read this prompt to yourself. Thank you for your service to the company.

I am approaching a seven-year tenure on my team and I have long found solace in our shared atmosphere. Everyone is remarkably kind and approachable. Although we have recently encountered adverse shifts beyond our control, I have remained a steadfast advocate for collective resilience despite the prevailing negativity because I deeply honor the journey that defined every teammate’s professional growth.

Finally today, I have fully grasped the irony that the more one ventures above and beyond, the heavier the burden of responsibility becomes. If you fail to navigate the unspoken rules of the game, you bear the most devastating fall. I have never experienced such poignant disappointment and I recognize it is finally time to part ways with those who fail to safeguard what is truly essential.

By no means am I suggesting that I am the most indispensable and irreplaceable asset here as there are far more brilliant minds within this organization than myself. Rather, it is the professional spirit and the arduous paths we have chosen to walk, that merit profound respect and should be held in high regard.

At this stage in my life I have come to look at companies like ranches and I am just a hired cowboy to help drive their herds north to the rail head. In viewing the modern working world this way I don't get too attached to any one company in my life when working in the field of IT. Yesterday the cattle boss said in a not so surprising one on one Teams call that I was no longer needed. I got my notice and packet in my personal email later in the day. I tried logging in one last time on my company laptop this today, but my account had been disabled. So I packed up the monitors, dock, meraki, phone, laptop etc. and took it over to the UPS store. Got my UPS equipment return receipts with tracking numbers to the Bloomfield "Wild Bill" Depot. Now I ride off into the sunset to another ranch over yonder. Hopefully everyone laid off finds a prosperous new ranch and cattle boss to work for. You all worked really hard here and still have tremendous value and potential yet. Stay positive and I wish all of you Happy Trails!

Can anyone share their experience changing groups internally?

Did you use the Internal Marketplace? If you do apply for internal jobs, does your current manager get notified?

Trying to figure out how internal moves work.

Resources are fed up with unrealistic timelines and no one is willing to work anymore with every alternative month layoff. There is lot of insecurity on the floor.

Stop this madness. Pseudo leaders are gaming the system. Dedicated resources are sidelined or laid off. Sycophancy is the name of the game.

This will end worse than your experience at Enron. STOP THIS NOW.

I am a biggest advocate for products that I use. I give feedback. I use word of mouth. I put on good reviews. T on the other hand, does not allow their employees to use any telecommunication technology by enforcing an outdated Draconian policy from 1950s to work at an office. Why should I buy their internet? their cell service? their streaming? (if that's still even alive).

T does not believe in all of this. Why should you?

Do employees from companies that Optum has acquired receive RRP if salary grade is above a 26?

We're 90% through, and the last 10% could happen anytime between now and forever, just to keep us on edge? Sigh.

But it doesn’t feel like a win. I really feel for the people who lost their jobs, especially given the current circumstances, and it angers me that so many of them were exemplary employees. I’m not a big fan of my job either. I reached my limit long ago, maxed out on exhaustion, disappointment, and ethical conflict. I’m not glad I survived, I’m just relieved I’ll still have money to pay the bills.

Perhaps it’s because l’m young and still early in my career, but watching a mentor I admired get canned yesterday was one of the most heartbreaking things I ever experienced. We’re not talking about the average Joe, but an advocate who went up and beyond for everyone, and was so crucial to the systems and applications that we supported.

I can’t say it comes as a surprise. People have always warned me, but yesterday cemented that we really are just a number at the end of the day. Performance doesn’t matter.

I don’t know how my team’s gonna move forward after losing someone critical. This is not the same company I was excited about joining a few years ago.

Sending good vibes to those affected this week. Some of you had long careers at Juniper and did exceptional work in areas of consolidation. Others of you were also great contributors who just happened to be aligned with people no longer in power now that it's HPE.

As project Crane continues to sla-ghter headcount and increase exec compensation the job market becomes even more unfavorable leaving employees unable to pay their WF mortgages, car payments, personal loans and more. Severance pay is only for people with tenure. So many people we new to wells fargo just a couple of years ago which means at best they might see 2 weeks or so of severance. Pay your bills on that, good luck because its not possible. Unemployment in many states is around $200 a week. What can someone really do with that, NOTHING!!!!

Are there any departments/areas more stable?

From my experience, at one time CSO(Chief Security Office) had more(though not complete) stability but that is no longer true.

Any areas exist today that are more stable? departments, sometimes better VPs in some areas.

I’m a customer (ex-customer starting soon) and an employee. There is no going back after the stunt they just pulled with merit and at the same time they also let go of so many people. All in the same week. How do they look at themselves in the mirror? How? Are y’all possessed? I’m just ready to throw in the towel. The vibe is low, almost like we are in he-l.

ABB ELIP just got rid of 48 positions on 2/17/26. They said they needed to downsize because of poor sales numbers

Sony Group Corp. announced the closure of Bluepoint Games. The Austin-based studio was a PlayStation Studios subsidiary. Approximately 70 workers will lose their jobs next month. This decision followed a business review and new business strategies. Bluepoint Games was known for remaking classic video games.

https://www.technetbooks.com/2026/02/bluepoint-games-sony-closure-leads-to.html

Any teams impacted today?

New update. Some branches will start staying open until 2pm instead of noon beginning April 25th. They are sick of paying those “free” hours when you work a half day Saturday. Also going to help more branch employees to quit so they don’t have to pay severance

Three years ago today I was released from the bondage of a toxic, unhealthy labor environment…. Yes I choose to work there for 20 years with the mindset that it will get better. IF you’re not appreciated financially for what you do then LEAVE! They don’t deserve your talents.
Next step… to make sure the public knows that they were found guilty on three charges of Military Discrimination… yes you heard me!!! Maybe a Presidential Complaint (that is where you file a complaint against … fill in blank) is on the horizon.. :)

How you are feeling after the recent layoffs and complete change in leadership?

I got the layoff call last month, last day is in May. Others on my team who are buddy-buddy with leadership got promotions at the same time. Needless to say I’m done giving this company anything more. I’m withdrawing all internal transition applications and barely going to reply to emails. For the next 2.5 months, I will swipe my card and turn around go home to apply external roles. I can’t believe how many extra hours and long nights I spent working for this company. Congrats to all promoted and good bye to all!

I believe with that officially on some the locals we’re gonna have something released to us soon .Unsure if it’s good or bad but one things for sure I think the retirement medical people that are out there with the increases are in trouble that’s one subject I don’t think company is gonna move too much we will see but search around you will find some locals actually putting a few things out

What is the plan? Is NatGen integrating into Allstate programs? Are we going to be expected to learn theirs? What is their leadership like? It seems like a lot are being shoe horned into leadership levels at Allstate which is not great considering how NatGen does business in regard to their employees...What is going to happen between the two companies and more importantly what is the plan for adjusters and appraisers?

With the pending cuts and return to the office , I would like to know will the office be providing free coffee and lunch at least one day a week? Am i going to have equipment at the office and at home? I should not have to carry my computer, monitors, cables between home and the office.
I now will have lost time due to travel, have to spend money on travel to and from the office.
I have been told that it is expected we are in the office eight to five and they will be monitoring who is late or leaves early. This place gets worse by the minute

Seeing all the curated nonsense coming from the partner meeting on Amplify, I asked Gemini to share characteristics of a cult. Here’s what it gave me.

“Cults are typically defined by a charismatic, unaccountable leader, high-control, and exploitative behavior, often utilizing thought reform and isolation to create total dependency. Key markers include unquestioning commitment to the leader, intolerance of criticism, and a, "us-versus-them" mentality. Examples include isolation from family/friends and mandatory, constant financial or time commitments. 

Key Characteristics of a Cult

• Charismatic, Authoritarian Leader: The group revolves around a leader who is viewed as the ultimate authority, often a messianic figure, who is not accountable to any authorities.
• Isolation and Control: Members are isolated from the outside world, including friends and family, to foster dependency.
• Coercive Persuasion/Thought Reform:Techniques like chanting, meditation, or intense work routines are used to suppress doubt and force compliance.
• Exploitation: Leaders often financially, emotionally, or se-----y exploit members.
• "Us vs. Them" Mentality: The group creates conflict with wider society, viewing themselves as superior or enlightened.
• No Tolerance for Questions: Dissent, criticism, or doubt is discouraged or severely punished.
• Preoccupation with Money/Recruitment: The group constantly seeks new members and funds, demanding significant personal resources.
• Fear of Leaving: Members often fear reprisals or believe there is no life outside the group.”

Tulsa Public Schools announced layoffs impacting administrative staff. Fifty administrative roles are affected by this decision. The district stated the move is necessary for organizational health. Budget challenges and fewer enrolled students contributed to the deficit. Current employee contracts will be honored through June 30.

https://www.kjrh.com/news/local-news/tulsa-public-schools-announces-layoffs-50-administrative-roles-impacted

Every new manager believes that the only way to show impact is to “start from scratch”. Most of the time they just repeat old mistakes but because they are surrounded by their newly minted hires, no one is there to tell them we tried this 15 years ago and arrived at the same conclusion so you might want to do this and that. This is so painful to watch at times. Forcing out experienced hires to make space for “cheaper” brand new hires only to relish old mistakes and call it new learnings. Not sure if business continuity is any better at Exxon, Shell, and others. And by the way those old mistakes can be very costly.