#employeerelations

Because it 100% was not performance. We lost two teammates who were among the best, and we have a few who could/should have been laid off instead and are still here. It really su-ks knowing that hard work will not protect you in situations like this. What's even the point then?

Do the VPs and directors get those special packages in their contracts, so they don’t have to worry at all after the merger while everyone else feels uncertain?

1. Badge in
2. Walk around the building for an hour or two, talk to other disgruntled employees
3. Attend teams meetings, “nothing from my end”.
4. Apply for jobs, take interviews, practice for interviews. (Excited for opportunity to interview with TMUS)
5. Walk around the building for an hour or two, talk to other disgruntled employees
6. 8 hours , leave.

Reducing our paycheck amounts in 2026 with this 27 week pay period non-sense, increasing our out-of-pocket health care expenses and still pushing us to buy EH stock because nobody else wants it??? Seriously Executives, stick your head out of your million and billion dollar bubbles and see how everyone else is trying to survive with the low merit increases and next to nothing AIPs now. Buy EH stock with what??? We don't have anything left at the end of the month after we pay our bills thanks to the C suite pocketing all of the company profits.

New Paramount Skydance Senior Management (DE/JS) made a big stink of saying that they want to be one and done. The next thing we know this has now turned into another round of 1,000 layoffs. Maybe the next cycle is a focus on International, maybe it something else. It would truly be wonderful if the Senior Leadership of this company could enlighten us a bit since they were the ones that put the "one and done" out there. Don't really want to have to be thinking about this 24/7 as we approach the holidays. Maybe someone can tell the new Head of PSKY Human Resources to truly do the "human" thing and provide some guidance here. They set the expectations on this in August, not us. And now here we are again...

Jassy tried RTO as incentive to leave. Employees were adamant they'd leave in droves. Those who said they'd leave didn't follow through and betrayed everyone else. There was no meaningful uptick in attrition after RTO. What other options does Jassy have to reduce the bloat?

The messages on this site are making their way to HR. Apparently the RTO discussion is making some headway and was brought up on their early Monday morning call.

To HR: push back on this mandate, no one likes it and it has no benefit over 4 days.

Story by Justin Lahart

Corporate America has ended its firing freeze.

Companies scrambled for years after the pandemic to build back their workforces, learning a simple lesson along the way: Keep the workers you’ve got, because if you lose them you will have a hard time getting them back.

The job market has softened in recent months, however, marking a safer environment for companies to start streamlining their workforces. A host of them have pounced, including Amazon.com, UPS, Target and Meta Platforms, which have announced tens of thousands of layoffs in recent weeks.

It is a shift that could have major repercussions for U.S. workers. Over the past two years, U.S. businesses have become increasingly reluctant to bring new employees on, especially as more recent uncertainty over the direction of tariffs made it harder to plan ahead. But they have also been hesitant to cut the employees they already have, an example of what economists term “labor hoarding.”

The result has been a low-hire, low-fire environment, in which recent graduates and others trying to break into the job market have struggled, but workers who are already employed have been largely insulated.

Now things are looking a bit more like the 1990s, when many big companies were focused on eliminating workers they felt were no longer needed, according to Joseph Brusuelas, chief economist at RSM.

Back then, “we used to reward companies for letting people go,” he said

A number of things could be at play in companies’ increasing comfort with layoffs, including optimism over artificial intelligence, but they all come down to the bottom line. Labor is a major cost, and cutting it is one way to bolster profit margins. Tariffs could be adding to the urgency, especially for companies weighing whether and how to pass through the higher costs they are paying for goods on to consumers.

Some companies also added to their payrolls as they moved to keep up with the surge in demand that came in the pandemic’s wake, and may now feel that they are bloated. Amazon had about 800,000 employees at the end of 2019, and about 1.5 million at the end of last year.

In a memo to staff last week explaining Target’s plan to cut 1,800 corporate roles, incoming chief executive Michael Fiddelke said, “Too many layers and overlapping work have slowed decisions, making it harder to bring ideas to life.”

It probably helps, too, that investors have appeared to welcome job cuts. Target’s stock edged up on the day it announced layoffs. When Amazon on Tuesday said it was laying off 14,000 workers, with more to come, its stock rose 1%. When UPS disclosed it had cut 48,000 management and operations positions when it reported earnings on Tuesday, Wall Street’s focus was on its strong results, and its stock rallied 8%.

Nor are companies any more in an environment where hiring back workers would be anything like the struggle it was after the economy began to reopen from the Covid crisis. Then, workers could largely pick and choose between competing offers.

The unemployment rate, which fell to a multidecade low of 3.4% in April 2023, was 4.3% as of August. Many Americans are operating under the assumption that the jobs picture will get worse: 64% of consumers polled by the University of Michigan this month said they expected higher unemployment over the next 12 months, compared with 32% in October 2024.

One risk for the broader economy: In an environment where employment growth is already low, any increase in layoffs could lead the economy to start shedding jobs. In August—the last month of available data before the government shutdown delayed Labor Department economic releases—the U.S. added just 22,000 jobs.

Whether the recent run of layoff announcements augurs a downturn in the job market isn’t clear, said Jed Kolko, senior fellow at the Peterson Institute for International Economics. While those layoff numbers are eye-catching, they don’t necessarily reflect what is going on in a labor force of over 170 million people, he said.

“You need the whole picture, and that whole picture comes from data that are not being released during the shutdown,” Kolko said.

For companies, enthusiasm over the possibility to automate more work with AI is also playing a role. The Federal Reserve’s latest beige book, which compiles economic anecdotes from the 12 regional Fed banks, reported that more employers were reducing head counts through layoffs and attrition “with contacts citing weaker demand, elevated economic uncertainty, and, in some cases, increased investment in artificial intelligence technologies.”

While there is evidence that AI is cutting into demand for certain jobs, such as software development, the degree to which it is more broadly automating away jobs is difficult to tease out, points out Kolko.

But even if they haven’t been able to widely implement AI yet, a belief that they someday will could increase some employers’ comfort with abandoning labor hoarding. Companies including Walmart, Ford, JPMorgan Chase and Amazon have said that they expect AI will allow them to eliminate jobs.

“Labor hoarding was especially pronounced in higher-wage jobs, where employees are harder to find and therefore more costly to lose,” he said. “Those tended to be tech industries and other professional industries, and those overlap with some of the industries that could be most affected by AI.”

Write to Justin Lahart at Justin.Lahart@wsj.com

https://www.msn.com/en-us/money/markets/why-companies-are-no-longer-hanging-on-to-employees/ar-AA1PDQy6?ocid=msedgntp&pc=W230&cvid=9d7c22f078db4c4cad85cabf269b82b1&ei=11

it’s all of our fault for picking up the mistakes, flaws or fundamental errors from the BTC. stop, Stop, Stop before they take all our jobs. If it’s wrong, send it back and ask for the rework. Don’t fix it for them and unless it’s dangerously wrong, go ahead and let the plants feel the pain.

It'll happen Tuesday or Wednesday, if it's going to happen at all.

So many people cut on this last round and many have been with the company for over 5 years and they are the people who built how we do things today! Rivian sent them all packing! Don't believe all the positive messages you see on LI about those impacted I hear they paid employees extra on their packages if they wrote something positive.

This place is hopeless. To much politics going around. Managers are firing local employees and recruiting people in India. This is such a shame.

I asked Perplexity how do I explain to my children they are not going to college because I was laid off from Verizon? Thanks for the suggestion Dan!!

"Remind your child the situation is not their fault and that you are proud of them, regardless of where they go to college. Stay supportive and keep future conversations open as feelings and circumstances evolve.

Acknowledge that disappointment is natural but that together you can navigate these changes and seek alternatives. This approach will help your child feel seen and supported, and make it easier to tackle practical next steps."

For those of you that are holding out to be displaced. You got to look at what the cost to yourself and your family is of staying there. The money even at the end of your long career is not going to be worth the time that you lose away from your loved ones. The leadership doesn't care if you were single parents they don't care if you have children they don't care if you have a loved one you're caring for they don't care if you have parents that you are monitoring. This is all stuff that can be done with you working at home and every now and then just checking on your kids your spouse your parents. But management has decided that is not important prioritize your life based on the most important things which is not your career.

See WSJ Story from Oct 31 "How Chevron Got Caught in the Clash Between the U.S. and Venezuela"

Chevron has 3000 employees in harms way, propping up a dictatorship.

The response from Chevron PR is laughable.

“Our top priority is the safety of our personnel, the communities in which we operate, the environment and the integrity of our joint-venture assets,” a Chevron spokesman said. He referred any questions about the security situation in Venezuela to the U.S. government.

Does anyone think/know if it’s over? Anyone know how many have been laid off?

Our terrible RE management strikes again! We had 2 Directors: one everyone loved and respected who was onsite, the other we all complain about in our Pulse surveys who is in a completely different office and is horrible to work with. A reasonable person would think if they had to cut one of them it would be the ineffective Director. However, LG is personal friends with the AVP. She and her husband go to dinner with AP and her husband, so when a choice needed to be made, AP decided to save her friend rather than the most suitable candidate. Now our team is stuck with the horrible Director and her nastiness. Typical of our terrible leadership at USAA Real Estate.

Payslips downloaded?
Contacts and needed docs saved?
Be strong.

After 28 years, Dec 31 2024 was it for me. Cannot tell you how relieved I do not have to deal with the ups and downs of VZ. The constant every year layoffs, and BS of the senior managers, directors who protect their buddies, and their "click", ridiculous high school games. Learn what you can on their dime, and move on. You may make less money, but in the end you'll be much happier. In the Bell Atlantic days, things were pretty good, but when the suits came in they f'ed it all up. Who remembers when VZ Wireless moved into BR and we had separate floors, badges, what a sh-t show. Fridays VZ W would wear jeans, and the VZ suits would look at you like an alien. Just because you wear a suit does not mean your smarter, or better. Get off the hamster wheel, find something gives you something....in the end.

VZ is NOT the best anymore, face it

My team is in LTD. We are hiring but only for college grads in India. The hiring process is also very different from how we conducted our previous hiring. Previously we would rarely ever get to hire and when we did we were only able to get 1-2 recs at a time. For each interview we had a rigorous process with multiple rounds and multiple sessions. The scheduling and criteria for the hiring were determined entirely by our team. This would take months to years for us to find someone to hire. And we only hired candidates that were physically in the U.S.

This time around they are using an expedited process where multiple teams are involved. Each teams has a hiring panel and we get 5 candidates per open position. The interviewing is scheduled by some staffing team and the interview is only one 30-45 minute session per candidate. The interviews are also conducted at times that align with Indian timezones. The whole hiring process is to be conducted in less than a month (Nov - Dec) with new hires to be onboarded in June 2026.

This whole process is completely different from our previous hiring process and seems very rushed. We were approached with this “opportunity” for additional resources and it was presented as a way to “meet demand for target groups”. When we asked why this whole process is expedited we were told we get the “opportunity” to pick these college grads before the regular window of hiring is open to other companies and teams. We were also told to be discrete about this entire thing.

With layoffs still going on this just leaves a bad taste in my mouth. It feels strange that it’s being rushed, that the whole process was not determined by our team, and that we were told to be secretive about it. We were also given more recs than people who were laid off from our group. It feels like we are being pushed to hire our replacements. Considering how all of the groups involved in this targeted hiring seem like software-centric teams, it feels like some corporate push to replace software engineers. Like they believe these new college grads could easily replace us especially now with the help of AI.

I’ve heard of other groups hiring overseas only to get let go the next year. Has this happened to anyone or is anyone else currently experiencing this in their teams?

Note of Thanks to Dublin Office

Please pass along my sincere thanks to the Dublin team for their exceptional engagement over the past 12 months regarding the Wexford office closure.

Their responsiveness and clear, compassionate communication have been critical in managing redundancies and arranging remote-working transitions.

Key highlights include rapid coordination with HR and line managers, thoughtful one-to-one support for impacted colleagues, timely IT onboarding for remote roles, and the practical FAQs and check-ins that helped reduce anxiety and uncertainty. Their professionalism and empathy have made a difficult process significantly more manageable for everyone involved.

I look forward to enhanced support from HR and Management across this business lines during the month of November.

Heavy sigh

In the past 2 years Prabhat Singh had lead the group to sink. He is not allowed to hire. Everyone is leaving him. Teams have shrunk by 50% because people we're unhappy. He expects people to work on the weekends so outages will happen on Saturday and customers won't notice. We have an outage every single day.
Someone had shut down the flow on SBG and the whole group is on a KTLO mode. It's just a matter of time until there's going to be a massive cut but the best way it to shake down top down and not bottom up

This mean layoff will be finished in 3 years . Better run now until is too late
When Skyworks do the layoff , only have 2 weeks compensation. They will not count
how many years you work for Qorvo for compensation .

Since I’m one of them, can we do an informal poll here and ask people what they appreciate and value most in a manager-employee relationship? What management traits make someone a good manager?

With yesterday's announcement of the T&D reorg there were a lot of people laid off, but it's hard to know the scope since they don't announce anything anymore. What's everyone hearing? I know of four tech VPs that were let go, and it sounds like a bunch of SDs/ADs/Mgrs as well, and I know of at least a handful of individual contributor from one specific area.

There should be no doubt. I guess we'll be using this site a lot. Not a good thing at all.

Someone in my dept had a planned retirement date in September that for some unknown reason was extended. We even had a retirement party for them two weeks ago.

Then on layoff day, we received a farewell email from them and they began their email with how they were “one of the ones impacted”

I don’t believe for a second that our VP didn’t know. I think they had them extend their retirement so as to have them counted in layoff and therefore save a headcount vs. lose one more additional person.

In one sense I appreciate that but in another, it means they knew names and they knew this was coming for much longer than they let on.

Just heard many people at Honeywell in Charlotte were let go.

I’m still gathering details.

Are you feeling that?

My team is beyond the breaking point. And being told that we are empowered to say ‘no’ to incoming tasks isn’t working. If we say no, the action gets escalated, and then it comes back around with more weight, more visibility, and a stern warning.

How does this continue? Folks know the industry and job market isn’t great so they stay and swallow the pill (and their pride), but everyone is so stretched that quality of deliverables is decreasing, opportunities are being missed, communications are being overlooked, and morale issues are sort of acknowledged but swept under the rug.

Why would Verizon waste time and resources asking employees to add their accomplishments if they’re getting rid of them? The portal is opening around November 24th. Whoever got the email might be safe — but who knows

The university has confirmed that 46 full-time employees were affected by what they describe as restructuring. However, they have not specified if additional layoffs will occur.

https://www.msn.com/en-us/money/general/xavier-university-lays-off-50-employees-more-expected-soon/ar-AA1PvJIB

Hearing about so many layoff, yet the people who put us in this situation are still around. Unless we remove those bad apples, how could someone change the company?

• The news is going out Monday.
• Approx 400 employees will be let go across the org.
• No specific business lines targeted. Enterprise wide.
• Primarily people in management roles will be let go.

Based on the information gathered regarding Ford's 2025 layoff plan and restructuring efforts, here is a table summarizing the announced and reported cuts by region and function.
| Region/Location | Function/Division | Announced/Reported Number of Cuts | Status / Primary Reason |
|---|---|---|---|
| Europe (Germany - Cologne) | Electric Vehicle (EV) Manufacturing | Up to 1,000 | Confirmed; Due to significantly lower-than-expected EV demand; transitioning to single-shift operation. |
| Europe (Broader) | Various/General Workforce | ~4,000 | Part of a restructuring plan announced earlier (2024), expected to be completed by the end of 2027. |
| North America (US/Canada) | Connected-Vehicle Software Division | ~350 | Confirmed; Part of cuts in the software/tech team. |
| South Africa (Silverton & Struandale) | Manufacturing/Operator Roles | 470 | Confirmed; Due to market conditions and a surge in imported vehicles. |
| Global (Estimated) | Model e (EV Division) | 3,000 – 4,000 | Reported Forecast; Loss-generating and efficiency issues in the EV segment. |
| Global (Estimated) | Ford Pro | 2,000 – 3,000 | Reported Forecast; Redundant layers post-expansion. |
| Global (Estimated) | Legacy North America Operations | 2,000 – 4,000 | Reported Forecast; Part of broader reorganization and cost-cutting (RTO-driven attrition, etc.). |
| North America (Kansas City) | F-150 Truck Production | Thousands (Temporary) | Temporary Layoff; Due to a supply chain disruption (fire at a key aluminum supplier). |
Note on Status:

• The numbers for Europe (Cologne), North America (Software), and South Africa are specific cuts or adjustments officially announced or confirmed.
• The large global numbers (Model e, Ford Pro, Legacy North America Ops) are based on analyst forecasts and reports of Ford's internal restructuring targets (estimated 8,000 to 13,000 total) and are not a final, officially announced company number.
• The Kansas City layoffs were temporary production pauses.

I'm so thankful Hans is gone. That dude was an embarrassment and ran VZ even further into the gutter.

His DEI nonsense was not appreciated. He cried for George Floyd during an internal company webcast and THEN gave $1,000,000 to Al Sharpton's National Action Network! I was freaking livid!

He was the absolute worst and won't be missed

Can Verizon afford to keep employees (not discussing VZ contractors) whom have H-1B Specialty Occupations eligibility? Forgone are the days of the minimal H-1B fees. With the new Sheriff in the Oval Office whereby raising the fee to $100k for eligible employees, paramount within Information Technology and predominantly from India.

Years ago, leadership showed all the doubting employees charts of the exponential EV sales growth just around the corner and that we just needed to believe in this unbelievable mission and press on when it was obvious nobody wanted to buy these electronic clap traps. Condescending pep talks of Zero Zero Zero that a nine year old would roll their eyes at.

Did they show those same sales forecast charts to investors and shareholders back then? What do they have to say about it now? “Sorry we got some things wrong, but gotta go cash our bonus checks - we’ll circle back and catch up about this later…”

Pray for all the people losing their jobs so that a handful of narcissistic a--holes could try to prove to the world they knew anything about their customers or the products they actually wanted to buy.

Got this from: @fw+1k8rsmmf8

The severance policy is you are eligible for severance after 1 year of service completed. The formula is the greater of 12 weeks OR 1 week for each year of service + 4 weeks with a maximum of 26 weeks. So basically if you have between 1 and 8 years of service you get 12 weeks then add 1 week for each additional year. This is for Directors and below. VP's get 26 weeks, SVP's get 39 weeks (I believe) both after 1 year of service. But the majority of folks impacted are Directors and below I would think. This policy hasn't changed in the past decade maybe been in place longer.

Not my post though, see the original: @10vp+1jp883evs