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Know that should they offer you a lesser role (lower level of responsibility, Supervisor to IC, etc) in Edmonton than you have today that could be deemed a demotion and also subject to constructive dismissal, and severance.
Do not accept a demotion. Consult a lawyer before your accept a job.
I’m disappointed by severance estimate. Here’s how to get a high-level estimate using any AI tool, readymade script to use-
• Permanent employee at Imperial Oil, based at Quarry Park Office.
• Annual salary: $[X]
• Current role: [Your Role] in [Function/Department]
• Continuous service: [X years]
• Defined benefit plan: [1.5% / 2%], RRSP/401k match: [X%]
• Location: [City / Office]
• Performance Rank : [X/4]
Context to consider:
• Mass layoffs, office closures, relocation of remaining employees
• Local unemployment rate, industry outlook, company financial health
• Comprehensive benefits package
How to estimate severance:
1. Factor in years of service, age, position, rank, and contract terms
2. Add bonus, retirement contributions, benefits continuation
3. Adjust for industry and location context
All consider additional factors, past legal cases examples.
Estimate my severance pay.
Does TIAA favor internal transfers versus external applicants? Looking to do a lateral move, I don't see any openings for the position I want, but figured I'd want to network with the manager to let them know I'm interested. Has anyone transferred internally that can provide any recommendation/tips on what they did? Worried that if I apply and don't get the role, then my boss would know that I'm looking to transition out of my current role.
Sorry I didn't post this before more layoffs. While your manager is giving you the news, disconnect immediately from the internet. They can't scramble your laptop if they can't get to it. I was laid off on September 3rd. I've had access to my files all this time. I just got my box, so I'll go on the internet now and let them scramble it.
that's what this company is taught us: never work hard for them, never go the extra mile, absolutely do not try hard. only do the bare minimum because they're going to lay you off no matter what
35+ years in the industry, across several banks. I’ve seen it all. What’s happening now feels like the complete dismantling of banking as a business, a service, and an institution. Working in this industry has never been worse: more stressful, less rewarding, and utterly demoralizing. I doubt it’s any better at other banks. I’m close to retirement, so I no longer care much. But for younger folks, here’s my advice: don’t expect a career, don’t invest yourself too deeply, and don’t think hard work and skills will pay off. If you still have time, change lanes.
It's crazy how many scammers are on Indeed and Linked-in.
Is there a safer way to apply for jobs? The only way I can think of is to go directly to employer websites or via word of mouth from folks in your network.
What are others finding out there in terms of using job search sites such as Indeed and Linked-In?
Do not let anyone gaslight you into thinking constant layoffs are normal. This is not normal.
They will use you and dispose of you with a layoff notice approximately five days after a contract you were hired to support ends or funding inexpertly gets cut. You are given less time now to find another internal job at Booz Allen before you are issued a layoff notice. There are hundreds of employees in this position at any given time, and their desperation shows, and mostly likely their mental health is affected too. After receiving a layoff notice, you can forget about Networking, to help you find a new position inside the company while the days count down before you are laid off. The reason for this is that IT shuts down your computer so you can no longer network using emails to reach out to managers you do not know or access the internal networks at Booz Allen to help you find another internal job at Booz Allen before your last day.
Buyer beware when accepting a job offer at Booz Allen.
I’m considering accepting the move to Edmonton. My spouse doesn’t work, I don’t have family ties to Calgary, and my kids are young enough (with another on the way). I have enough savings to last me a few years, so the main issues I’m juggling in my head are:
The entire charm of working at IOL was the fact that you had a “career” and would progress through the career with the sky as the limit. A high performer could end up working global initiatives and ultimately could even become a VP at Exxon. Now, there is a limit… and it’s sub- principal level (which isn’t super high to begin with). What motive (other than bi-weekly pay) do I have to stay with imperial?
Please tell me I am misunderstanding this? Have we become secretaries/admin for Houston and Bangalore folks? If so, F-ck this company - I refuse to drop my potential to their level.
This is a genuine request, and I'd appreciate honest (not snarky) feedback. What would you do if your boss revealed that layoffs were imminent and your team might be affected? It might not be everyone, but it could be. Which is surprising, as we've already had several team members leave. But apparently, that doesn't 'count'. Alas, the 'powers that be' don't view our reporting work as 'valuable' - more like 'oh, that can be done with AI' or some other assumption that diminishes the complexity of what's required. I've been down this path before... and somehow survived by various means. Should I apply for other opportunities at AT&T? Please note that I enjoy my current role. I like my boss. But those above him aren't cool. Am I jumping from the frying pan into the fire? Please note: I'm nearing retirement age and want to make the most of my time.
If you people don't think they are whittling the company down to make it look amazing on a balance sheet for an eventual sale, you're going to be blindsided when it happens. Don't trust them or what they say. Keep your bills low and your lifestyle in check, you haven't even begun to see the hard times yet.
There is risk of fire, explosions, hazardous gas release and much more in refineries. Putting office workers on this site to save a corporate lease is asinine.
Make no mistake, this company does not give a sh-t about you, your health, or your family. Think about this before you move.
I've been following the discussions here closely and noticed some concerning comments about moderators, allegedly connected to Citi removing truthful posts from this site. If these claims are true, it's a serious attempt to suppress the truth.
My advice is to protect yourself and the information you're sharing. Take screenshots of your posts before they potentially disappear. Save everything as evidence.
If you're comfortable, consider taking further action. Anonymously send these screenshots to a major news reporter or investigative journalist. Exposing this kind of alleged corruption publicly could hold Citi accountable for their actions and reveal the truth about what's really happening.
I still have my job at TI, but this layoff makes me really understand the revolving door rumors I've heard about TI forever now. I got hired into TI straight out of school and have been here for a few years now. Is my job experience at TI normal to expect from other companies? I'm on the test/validation team of a product line, so I feel pigeon-holed into semiconductor places with lack of design experience.
For those who've been laid off, I honestly want to congratulate you and hope your searches have gone well.
Hi, does anyone know if they are hiring or plan to hire new college graduates?
Myself and classmates have applied to dozens of positions across various departments but can not get an interview at this company (even positions that don't require a college degree). It is one of the few FinTech companies in our area.
(3.5+ GPAs, STEM/Finance degrees, US citizens, 30 minute commute.)
Or if anyone knows what type of candidates they are currently looking for, that would be very helpful!
Thank you
any contractors on this site, if yes, what's top of your mind and what options we have now that sh-t has hit the fan
I've seen some folks reporting 3 weeks per year of tenure and for short-term employees numbers seems to be smaller. I also see that some are reporting that lawyers are advising them to sign. Just curious if we can consolidate what we know about severance for this round of cuts so we can have it here archived for future layoff rounds (I wish I asked this last time too)...
Many people say “just leave” as if it were simple. It is not. The market is crowded, and unless you have a highly sought-after skill set, finding something new can take months. Begin lining up another opportunity while you are still employed, as that is the only real safety net.
To those affected by the last round of layoffs, Kroger is planned to offer severance.
Personally I was in KTD but they are offering 1 month per yr and x percent on your bonus plus any remaining time off.
I expect to receive the documents soon so I don't know how this effects unemployment claims. Please check your state and read before you sign anything or get a lawyer first.
26 weeks of part pay is a plus but it may be less than your severance so you may need to pick.
Be advised they are not withholding taxes on your severance so account for that yourself or your lawyer (preferred).
Almost every single 40 something CL28 I talk to is being told they have executive potential. DO NOT BELIEVE IT! There will be very few promotions to 29+ especially as the company continues to shrink and offshore jobs to the BTC. The company is luring to you because they need you around a little longer while they ramp up the BTC. It is a LIE to keep you working at ExxonMobil until you are older and have fewer options outside the company. By 2030 the truth will become apparent but by that time it will be too late for you to find another job due to age discrimination. Do not believe their lies and do not delay your exit while you are still young enough to find another job and move on. Even a temporary pay reduction is worth it. In a few years you will be making more especially when considering they are planning below inflation raises for the foreseeable future. #Exxodus
I was trying to get clarifications on detail breakup of Severance Pay Formula from HR. Pointed to Non VPN Access: [External Ask HR Portal]- https://hrhelp.custhelp.com/
Once I get the detail breakup of unused vacation, formula used for final payout, I will fight for a few days
Please bookmark & that will save you 3 days for a normal reply from HR Via E-Mail
I have a meeting with HR tomorrow and I don't know why. All my stats are good, meets+ for sure.
Any advice?
Just imagine being laid off and having to deal with a job market that's incredibly hostile to employees. Yes, Chevron su-ks. It's not the company it once was. Working here is far from great. But at least you're working. A former coworker who was laid off more than six months ago is still unemployed. He'd trade any of you without thinking.
I've seen so many posts on here that seem to rally against the DE&I efforts at the firm. Diversity, Equity & Inclusion should be a good thing! The issue which I think is often misconstrued on here (and yes there are quite a few bigots on this platform as well) is that there are so many people at the firm that appear to be FAKE when it comes to DE&I.
You can’t call yourself a leader if no one grows when you’re around.
Layoffs have continues across 2025 along with DEI grandstanding on the part of Christa Quarles and more reorgs:
Since Christa started at Corel she has gaslighted everything and everyone. She was all about DEI except it's just talk. She is all about finding the right public opportunities with the aim of crafting a savvy persona. While she managed to cozy up for a photo-op with Martin Luther King III, it's pretty clear she has no interest in MKL's legacy. Brown American employees don't last and she only connects to brown people that have a c-level title. Try volunteering with an organization that is actually helping people with families like those you've laid off or go visit the National Civil Rights Museum rather than so-called volunteering at some Marketing (=more money). place.
Yes, more layoffs and consolidation to come. If you have performed your job and matured your practice, you will not last at Alludo. Your job will be given to someone else.
Keep your resume up-to-date.
Hey folks,
There is a difference between anonymous and confidential.
People are being called out for their opinions on the survey.
Do not participate in Glint surveys anymore .
BTW... I’ve never had a face to face one on one. Another total waste of time.
The problem Nordstrom created...
No one is being trained... because they believe anyone can do your job, and you are disposable ... So we receive wages accordingly with no raises.
OBTW... inflation is crippling your loyal workers. The replacements for those skilled workers are people who should have never been hired, but are never trained.
You are not investing in your employees...
And treating them like....
I work hard and my performance is really good. My peers and my manager agree on that. I don‘t do politics or engage in rumor-spreading. I trust the board and express this view publicly and in the Employee Survey.
There is no reason SAP should let me go.
I think I am safe.
If you do as I do, you should also be safe.
What you have with your employer is a business relationship and not emotional. So stop using words like company loyalty, work family, corporate culture and other BS. The more loyal you are to the company the more you will get hurt when they clip you. Always remember- you are getting paid for your talent and the time spent there. If you want to show loyality - show it yourself, your family, your skills, your health and wealth but NOT to the company you are working for.
No more late-night calls, no more corporate drama, no more waiting for the next restructuring email. The circus goes on without me and I don’t miss it one bit. I do feel for my former coworkers who - as I can see it from posts here - still have to go through that cr-p on daily basis. There's light at the end of the tunnel, folks. And it's really bright without Dell in your life.
just stop seeking Tech Jobs in India. It is not worth the time and money spent acquiring short shelf life skills
After working at Ford, I thought since it would make sense to buy one after my career pivot. Never get high off your own supply, I guess. Just sold my ford truck for 14 grand, I bought it for 32 grand two years ago when the truck market was god awful, huge mistake.. salvaged title. And I put 20k into because the transmission and the transfer case went out. I got sc--wed over by my uncles friend, took it to the shop. Rented truck and the freaking trailer fell off and hit the truck, so 1400 for that, for the rental. Got sc--wed over, front drive shaft went out last winter too.
Ended up getting a ram. I love my v6. I love my ram. I subcontract all my work now, I don’t even have an f250… let’s go. I was very afraid to move on from my concrete contractor but now I’m absolutely turnkey and dump trailer for 7 grand. I lost a lot of money on that truck but I learned something. All trucks are the same. I would buy a brand new ram 2500 because they’re cheap trucks and cost the same to repair. I do not like ford. Get a warranty on your truck, get a little v6. They're all the same, really.
Two or three months ago, I was pulled into a conversation with my manager about my badge scans. A report had just come out and they were holding everyone accountable if their average weekly scans didn't meet a certain threshold.
I was put on a documented coaching. I didn't question it because I admittedly was not making up in office days if I took PTO on those days and my manager was very relaxed about not coming into the office when we were sick. It came back to bite me, and I didn't feel like he had my back, but whatever, it's just a warning, I moved on. It's important to note that I wasn't given any details, I was just told "you aren't meeting the expected minimum" and was told what the minimum was.
Two weeks ago, I was called into his office again. This time, I was told I still had not been adhering to the in office expectation, so I was placed on a written corrective action, and I was told I wouldn't get a raise or a bonus at performance review time because I'd be a 2. No details given, just that I was still under the minimum.
BUT, I had started meticulously tracking my in office days since my documented coaching to make sure I met the 3 day in office expectation. In fact, I worked 5 days in the office on the weeks I was able to, just to make sure I wasn't at risk. By my calculation, I was averaging 4.125 days in the office over the last 2 months.
I did not sign the written CA and emailed my manager with my proof, to which he sent me a screenshot of the "report". The report was not even close to matching my time in the office. There were some weeks it was showing 0 badge scans, others showed 2, and never over 3. What's frustrating is I sit 3 desks away from my manager's office, and he has commented on the fact that "I am always in the office" yet he did not question the accuracy of this report he was given.
I literally had to argue with my manager and his manager to get them to request a new report directly from HR. It took 2 weeks and I finally was called back into his office recently and the written corrective action was rescinded. My report was 100% accurate.
I have 5 other peers, some in my department, some in others, in similar situations, but they did not track their in office days like I did, so they have no "proof" to push back on the report that their leadership was given. Some were put on a coaching, some on a CA, and one was placed on a final, but is adamant that she was meeting the expectations since the last conversation she had with her direct leader.
This is a ticking time bo-b. If HCSC is putting people on corrective action because of inaccurate badge scan reports, then there's surely some legal recourse if it has material consequences (like not getting a raise or being limited to promotions for a year), or, god forbid someone was terminated because of this.
My point - if you have been pulled into a conversation about your badge scan report, regardless of if you are being put on a warning or a written, don't trust the data. Question it, push back, request a secondary review by HR. I really don't think leadership cares enough to validate these reports before escalating to some sort of corrective action, and, at least my leadership, didn't seem to think it was a big enough issue to look into it outside of my specific case, probably because I had the receipts to back up my claim.
Not sure if anything more can come of this from a legal standpoint, but please question the accuracy of these things. My guess is they are using this as a way to prune the workforce to either avoid or reduce a widespread layoff, but don't let them do it easily.
I’ve never actually respected anyone I worked with. If you want a decade of stagnation and headaches, sure, stay. Otherwise just run now while you can.
Elliott called their shot. Split for the win with a big assist from AI demand. Enjoy the ride it never last as long as you want. May still see some RIF though.
Leaving this company was the best decision I’ve made in years. If you’re smart and want your life back, start planning your exit. We all deserve workplaces where our time, effort, and wellbeing actually matter, not just a revolving door of chaos and stress. Don’t wait until it’s too late to make the move.
Ford Motor Company needs to immediately stop offering any implied Warranties on all new Ford vehicles. Start offering all new Ford built vehicles for sale As-Is Where-Is. Ford Leadership needs to wake up and smell the coffee and finally admit that Ford Motor Company builds J-U-N-K.
Selling all new Ford vehicles As-Is Where-Is should immediately end the constant Recalls problem on almost every Ford vehicles built.
Close all Ford Dealerships and buy out the dealerships Ford Motor Company does not own and close them too. After all Ford Dealerships have been closed, Ford Motor Company should sell off the former Dealership buildings and land. Ford Motor Company can then begin selling their As-Is Where-is Ford vehicles across the country at boarded up closed former Drive-In Theaters that Ford Motor Company can acquire on the cheap.
With Ford Leadership putting this plan immediately in effect at Ford Motor Company it will produce positive cash flow and save the company.
Ford can also make a huge profit by marking up all Ford vehicle repair parts by 200 percent from current prices.
With this plan Ford Motor Company Leadership does not need to recruit and hire loser Dave Calhoun by offering him a outrageous salary