#employeerelations

Don’t expect me to strike for a contract that fu--s over new members at every turn. I will continue to work BAU. I couldn’t care less about retiree benefits. Meritocracy is the only fair system, seniority doesn’t mean sh-t to me. Take the package and enjoy your pension.

These layoffs made a lot of things clearer for me, but the biggest thing is that I really don't want to stay here any longer than I absolutely have to. I'm already looking and once I find something, even if it means taking a pay cut, I'm gone because this whole process showed exactly how little thought went into how any of us were treated. Verizon handled this in the worst way imaginable and I have no interest in being around when they repeat the same cycle, because we all know it's only a matter of time before it happens again.

Hey, I see a lot of posts about 12/20, which is what my AD advised, but paperwork says 12/19. It is not clear if I will receive STI or Stock Together. Can anyone advise in this scenario?

Left VZ after 21 years, during last years 5K Fall VSP. Like many of you, I gave it my all. Slept with work phone by my side. Worked nights, weekends, relocated 3k miles for new job assignment. I thought Verizon was everything, I was irreplaceable and that customers who worked with me would raise a stink when I left. Here’s the skinny…VZ is a big ship. It sails on with our without any of us. If customer service suffers no one cares. As long as we equally su-k like T-MOBILE or ATT it doesn’t matter. My position wasn’t replaced, but others picked up the work and life went on. Three months latter I found a new job with less pay and benefits, but interesting work. If you’re headed out the door just know your lump sum severance benefits will be taxed and almost 40%. If you’re securing private insurance post benefits extension, know that costs can run upwards of $900 per month (private market) outside ACA and if you’re transitioning to Medicare know the severance will crush IRMA in 2028 causing Medicare costs to equal private open market premiums. Two months out leaving VZ su-ked. 14 months out super happy to be gone. 21 years of watching, or listening to self entitled middle managers, AD’s, Directors tell me the ways of the world, or tell me the sky’s blue while raining outside, or having them be dismissive of every suggestion because they know best, - yeah happy to be out. Verizon’s managerial bench is mostly comprised of 30 and 40 something managers who possess little more than the ability to execute an executive order without consideration for how the action impacts revenue or profitability. Most of these managers hold BA’s from marginal schools and advanced not because of what they accomplished or said, but due mainly by an innate ability to navigate the politics. If you’re one of the 13k being “decruited” the transition may prove uncomfortable, but the payoff will hopefully prove remarkable. Good luck.

I'm curious about how the future of our jobs is shaping up. Given all the changes happening, I wonder what might be next. They've already shifted our request process to only go through workforce, and no longer allowing instant approvals for hours available like before. In an email, they mentioned upcoming changes in now going forward into 2026 regarding PTO requests, which makes me think we're in for more shifts ahead. Plus, they continue to ask for volunteers to work through our lunches and before or after our shifts. It raises questions since I thought breaks and lunches were a legal requirement. I'm left wondering if these changes are the new norm and what insights others might have about what's really going on. What can we anticipate in the coming months?

Rumor is that some of the folks in the stores that are being converted will call in sick on Black Friday. Anyone one hear about this?

If you know, you know. The question that we've all been asking. Apparently, the CEO too.

I’m just sitting here reminiscing about the past 37 years working for Nynex/NYTel, Bell Atlantic/Verizon. The union, while certainly far from perfect, got me enough to get married, buy a house and raise 4 kids into adults while allowing my wife to stay home and raise them. Did they blow it with the tiered compensation/benefits for new hires? Yup. Did they bone over retirees with crushing health insurance costs starting in January? Yup. Could they have done better with pensions and lump sums? Yup. Did they spend way too much time and effort defending slug members who should have been fired? Yup. But overall It’s been a good ride with a good group of coworkers. Not sure if I’m gonna bail before August or hang for a bit longer, but either way it’s gonna be on my terms. As for the recently layed off folks, I feel for y’all - this company is as ruthless as it’s ever been and this guy Dan ain’t gonna be a bag of laughs for any of us. Cheers and good luck. AGB

Do store employees earn commission on a phone sold to an employee? I was going to upgrade my kids phones for Christmas and order them online, but if an impacted employee can earn commission, i would rather go to the store instead.

Anyone else see similarities to Cares and Targets 10-4 program?. Thought micromanagement was bad before now they have daily observations, other branch employees spying on each other ans numerous new click counters that will be a reason to deny annual incentives. Wish we could just opt out of the incentive plan and be left alone to truly focus on the job not bean counting.

I couldn't agree more with this vlog https://www.youtube.com/watch?v=4Dd33C4k-Zs

Benefits Information for U.S. Employees
January 21, 2025
NEW U.S. SEPARATION PAY PLAN
Introducing a new BNY U.S. Separation Pay Plan (to replace U.S. Supplemental Unemployment Benefit Plan (SUB Plan))
This February we are transitioning from BNY's U.S. Supplemental Unemployment Benefit Plan (SUB Plan) to a new BNY U.S. severance plan (Separation Pay Plan). The transition will simplify severance, align it with industry standards, and provide more flexibility for employees whose roles are eliminated.
The Separation Pay Plan provides financial and healthcare support for eligible employees during career transitions. The key changes will be:
Severance payments will be made as a lump sum (rather than installments).
For employees enrolled in BNY healthcare coverage at notification, an additional lump sum payment will be included as part of the severance package. This will be calculated based on the amount that BNY would have contributed to healthcare benefits for the severance period (with a cap at 20 weeks).
• There will generally be a 30-day notice period during which active pay and benefits continue (previously 2 weeks).
• Severance will not stop or need to be repaid if an employee obtains a new job outside of BNY.
Guidance on Severance Calculations
Eligible employees may receive severance pay equal to the greater of 2 weeks of base pay per year of service (no change from previous plan), or minimums shown in the chart below, with a maximum benefit of 52 weeks of base pay. Separation Pay Plan benefits are subject to the requirement of a fully executed and effective release of claims. All Separation Pay Plan payments are taxable and subject to wage withholding.
Officer Title
Minimum severance under New
Separation Pay Plan
None
4 weeks base salary (same as before,
Analyst/Associate/Senior Associate
8 weeks base salary (same as before)
VP/SVP
12 weeks base salary (same as before)
Director/Senior Director
16 weeks base salary
Managing Director
20 weeks base salary

It slowly became more and more of a drag on morale as we cycled through one after another managers, directors and VPs.

The last of which were only focused on themselves and the choir of supplicants that sang the same tune. Alas I got tired of hearing it all. I was rather surprised when my director and an HR person scheduled a meeting to let me know my services were no longer needed.

No warning whatsoever just a thank you and a well wishes to not let the door hit me on the way out.

I guess that’s why they don’t have as people with more than 3 years tenure.

Inside Sales Representative – Dell Technologies

Empowering execution through operational excellence.

Role Summary

The Inside Sales position is designed for high-performing professionals capable of navigating a highly structured environment with precision. This role focuses on administrative readiness, cross-functional coordination, and seamless support of front-line field teams.

Primary Responsibilities

Deliver timely and accurate customer quotations across diverse product portfolios

Complete Goal File documentation in alignment with quarterly planning expectations

Manage evaluation units and try-and-buy processes with strict procedural compliance

Maintain comprehensive and up-to-date Salesforce (SFDC) records

Execute a wide range of internal forms, submissions, and approval workflows

Monitor and communicate order status, logistics updates, and lead-time expectations to customers

Sales & Strategy Expectations

Minimal direct selling activity required; emphasis is on internal alignment and mundane administrative accuracy

Strategic decision-making is primarily centralized; role focuses on operational follow-through

Performance metrics are based on standardized numerical objectives that may shift quarterly

Collaboration Requirements

Attend and support extended Teams calls, often in a listen only or note-taking capacity while Account Executives lead customer discussions

Participate in all mandatory training programs, averaging 40 hours per quarter, to maintain internal compliance

Conduct mock sales pitches for internal development, despite limited practical selling opportunities due to administrative workload

Quota Alignment

Expected to deliver 50% storage attainment despite data-center outreach being handled by other specialized teams

Must demonstrate resilience working within a matrixed quota system with shared responsibilities

Workplace Expectations

On-site presence required: 5 days per week, minimum 40 hours

Free amenities may be limited; on-site beverage options vary by location (buy your own coffee on the way to work)

Compensation Structure

Base salary aligned with internal leveling

Annual compensation growth is limited; raises are typically reserved for new graduate hires entering the organization.

Variable compensation is performance-based (wink-wink) and may fluctuate significantly depending on attainment

Ideal Candidate Profile

Will support continuous automation initiatives, including providing feedback and training data to enhance AI systems that may eventually replace your job

Must maintain a positive attitude while working toward quarterly targets that are (let’s be honest) mathematically impossible

Highly organized, detail-oriented, and able to thrive in a process-driven environment where grunt work is 90% of the job.

Demonstrated ability to perform high-volume, repeatable tasks consistently and accurately on a daily basis.

Comfortable with high administrative volume and frequent context switching

Adept at maintaining professionalism under shifting priorities and ambiguous targets

Why Dell?

Join a team committed to operational rigor, structured workflows, and consistent process execution where your mastery of internal systems becomes your most valuable asset.

Candidates should be aware that the role’s highly specialized internal processes may not directly translate to external skill sets if held for extended durations.

Dell is committed to supporting you as a valued number in the system, until such time as that number is no longer required.

Candidates are expected to go all-in with full commitment and gratitude for the opportunity.

Been a loyal NTAP employee for over a decade. I was told to burn my PTO in exchange for all the time off that i wanted. Then you lay me off and keep the $20k that I would have had coming to me if you had not told me to use it ASAP. So glad to not be working for this company anymore, how awful you are to the people that once made you great. What a terrible leadership team that is now in charge of a once great company. Keep sc--wing your employees and see how that works out for you in the very near future........

rto is complete garbage. i've been forced back 4 days a week. in the past month, i've talked to 3 people total in the office and sat in conference rooms taking meetings where almost no one from the office showed up - they just took calls from their cube or a focus room or worked remote. the people i actually work with aren't in the office or even in my city. but my whole life got turned upside down for some stupid ego-driven rule.

i'm using more water, gas and energy - bad for the environment. my stress went up - bad for my mental health. and i had to buy a bunch of stuff to go back (lunch containers, work clothes, shoes, a laptop bag, etc.) so rto costs me money. this is after 5 years of almost no raises, barely any bonus and 5+ years without a promotion.

i feel stuck because the job market su-ks right now. but yeah, at least i still have a job and didn't get laid off. hoping things shift back to favor employees eventually, however long that takes.

I made it through this awful week, and I am so sorry for those who were impacted. They did not deserve this. The process seemed utterly random. I would gladly switch positions with any of those laid off since I was planning to retire in the next year on my own. I cannot be the only one in this situation, but there was no way to self nominate. I call out the pathetically poor execution of this layoff process. Shame on any of you in leadership who let this happen. May you never enjoy another sound night of sleep!

So my dept was job completed/lay off while I was on vacation. I RTO to my office which I’m by myself and remote from everyone else. My boss and 2 other remote coworkers who I only conversed with over email were let go. I never got notified and nothing in company mail. I came back from work and worked like normal and learned over the next several days what happened. I didn’t reach out. All my logins work, I get automatic generated tickets to review then send off. Everything is still working and I can continue and have been continued to do my duties. I’ve done this already for the past several weeks and even got paid.

Should I reach out my 3rd line or just lay low and keep working? In webphone I am also NOW listed under my 3rd line when before I was under my manager and my coworkers.

I survived… but not sure how Vz can ever feel like “family” after so many face so much uncertainty right before the holidays.

Unfortunately, we will meet again layoff.com, when the next round comes.

This site had many trolls but it also provided more information that leadership cared to share with us.

VTeamers do not get too comfortable if your job is saved this time around… round 2 is coming sooner than you can think of, End of March to early April i am hearing from a realiable source details are being ironed out. The frontier merger should be finalized before Feb 16th and at that point frontier has 20k employees and they are all not cutting cut, i heard verizon can only cut a maximum 50% of their employees to avoid legal ramifications, that means we will have an additional 10k employee cut again in late spring! If you Don’t believe me ask your direct manager if there is a second round coming soon that was something discussed with them once they had already gave the notice to employees who would be impacted, they had a second meeting with their leaders to debrief. You can also go back and check their calenders yesterday you can clearly see their calenders match at a certain point….

Let’s stop being cowards and put our money where our mouth is

I just started with UP 3 years ago, im about to make the biggest financial decision of my life and im doing it because I have been promised a job for life!!!!

I have it on good authority: the plan is first 4 days in unassigned seating, then 5 days.
If you don't like it, you'll be asked to leave (as stated in recent townhalls)

If all these people are still there then why Dan just created this drama ?

Culture won’t change if these heavyweight people are going to sit on the top.

First and foremost- to all our brothers and sisters in arms who were in the trenches with us that found out they don’t work at Verizon anymore yesterday, I’m sorry. A lot of good people were cut. The timing couldn’t be worse

But for all of us left- winter is coming.
That was the first phase of a long term plan to lean down. They cut the bare minimum to still have performance for the holiday rush. Once the New Years comes and goes there are confirmed more planned cuts for Q1 and Q2. and rumor is the packages won’t be as nice as the ones our fellow fallen soldiers got yesterday.

Update your resumes. Take skill up trainings and network. This isn’t close to the end .

We lost more than 20 in West Michigan on Monday. Some with over 30 years experience in their positions. And, these weren’t positions with surplus people. We are all overwhelmed with normal day to day work loads, and it just got worse because of these layoffs! I say no bonuses for leadership as long as there are job eliminations or layoffs!

Does anyone know what is going to happen to the new grads that are supposed to start next Spring?

Get ready. I was told by a VP level Sales executive that HPE will be doing a WFR again in January..

Employee Relations and Conduct Management are getting laid off, not a Tuesday and just before the holidays. Multiple on each team are being pre selected for displacement in December. Thanks HellsFargo

they protect themselves , not the others

Don’t want to hurt them or show off I survived.

Terrible decisions from Lowell started this spiral, then they bring in Hans who made very poor decisions with Ericsson and big shocker history repeated itself at Verizon. I literally remember the day he was named as CEO, fellow co workers talking about his track record at scratching their heads on why he was named....and the kicker....the new CEO was on the board of directors when they picked Hans. So all the cr-ppy decisions he made can all tie back to the board and their awful decision to bring him on. So now a member of that cr-ppy board of directors is now the CEO and employees and investors are supposed to have some kind of hope in that? I cant believe what this once wonderful company has turned into. All these frontline workers who bust their butts and care about the customers are just tossed to the curb...DURING THE HOLIDAYS. Very heartless. Just think about it...axing 13k individuals in hopes that that news would drive up stock price by a few pennies. Very very sick game they are playing. I left back in 2023 and couldnt be happier. It was so scary and stressful when it happened to me and my heart goes out to those effected. Its so hard to see the light at the end of the tunnel and I know the job market now is much worse than it was in 2023. I genuinely hope you all land on your feet...and soon.

For all those that need a reminder, while FB and his merry band of c-suite minions were making money off your backs and fluffing investors , they were demanding you badge swipe 5 days a week or lose your job, do 9 hrs not 8:58 or lose your job, work excessive overtime or lose your job, make sure you are on your computer for 8 hrs or lose your job, move or lose your job, get a jab or lose your job, cut bonuses two years in a row while collecting their fat bonuses, slapped each other on the back for doing so well in Argentina while the people suffered with sky high inflation, do the job of 3 people or lose your job. They use you while they collect millions for doing a horrible job. We were running a company!! No you weren’t it was a smoke and mirrors so they could get richer. The BOD is complicit as well. Useless group. Got it!! Stop caring and live free.

He's gone

Good luck, Dan, trying to dazzle customers and grow the customer base—you can’t even take care of your internal customers! I still can’t access the severance portal, even after HR intervention. At this point, it’s laughable. Once again, Verizon fails to execute anything correctly.

So Dan laid off 13,000 people yesterday, 2,000 short of the 15K total we've all been hearing about for the last few weeks.

I'm hearing rumors from several sources that they plan to sell off Vz International (to BT) in April next year. Will the remaining 2,000 heads be from there do we think?

Is there any theory or knowledge as to how victims are selected. Presumably a role has to become redundant and then individuals in that role are selected based on length of service, performance and so forth.

Anyone notice (and maybe you’re one) PetroTechs are being parked in functions across the organization not related to their discipline (IT, Finance, Supply Chain). Park until needed? Waiting for an upturn in activity? I can’t imagine they are very happy with these assignments other than getting paid.

Anybody in the Roanoke VA area or Minneapolis market GNT get hit ?