#benefitcut

What I hate is all the politics, horrible management, and the constant cuts to benefits.

HSA HDHP is 22% more money out of my paycheck compared to last year.

HSA HDHP $600 company contribution hasn't increased for at least a decade.

Industry standard is over $700 for HSA HDHP's for anyone....and $600 is what they offer their own employees?

Absolutely disgusting.

I'm shopping around or opting out of coverage. This is ridiculous.

Are we seriously only being given Aetna as an option? This place gets more disgusting . I remember when we would have a cafeteria full of companies that came to give you detail and now this d-mb and dwindled even that down to sh-t. But hey the price is higher too so

Management hyped up getting better health plans this year, which just means a more expensive one. They massively hiked the premiums for the top tiers, and for the basic plan, they quietly raised our deductibles and out-of-pocket limits. Its frustrating to see which direction the company is going

It was nice while it lasted, but no more free coffee for you!

This week they spent a fortune pretending employees matter while cutting benefits, threatening jobs, and spreading fear. Attendance is “voluntary,” but absences were noted, employees out aren’t spared, and those who speak up became targets. Nothing says “we value our people” like an overpriced pep rally wrapped in intimidation. Smile, applaud, ignore the hypocrisy, and remember your lines: “Thank you, sir. May I have another?” At Crown, respect is optional, but gratitude is mandatory it’s not a monarchy it’s communism at its finest disguised as a company.

We know more layoffs are coming. I'm wondering if there's a chance severance might undergo some changes before then. Has that happened before?

Uhhhh I just looked at what the new plans under Aetna will be. Costs for many will increase by 15%. Let’s see? More stress, more hours, more anxiety, more commuting costs, more health, dental and vision costs next to a 1-2% salary increase- if you are lucky.
‘Eliza, why am I getting poorer at BNY while do nothing executives get filthy rich?’

The irony of working for one of the largest health insurance companies in America while watching our own healthcare benefits become more restrictive is unbelievable.

With our 2027 medical benefits, Anthem/Elevance Health is directing employees toward Marathon Health. Employees who want to continue seeing their own trusted providers are facing the prospect of significantly higher costs.

Let that sink in. We work for a company whose entire business is health insurance, yet we’re being pushed toward a particular healthcare provider arrangement rather than being given meaningful, affordable choices for our own families.

What happens to employees who have longstanding relationships with specialists? Families whose children have established doctors? People managing ongoing medical conditions who don’t want their care disrupted because of their employer’s benefit decisions?

Healthcare affordability and access are major national issues. Yet who is examining what happens behind the scenes to the employees of the very companies making decisions about healthcare coverage?

This deserves scrutiny beyond an internal HR presentation.

I’d be interested to hear from other Anthem/Elevance employees about how these changes will affect their families.

Perhaps it’s time journalists started asking what healthcare access and affordability actually look like for the employees of America’s largest health insurers.

Ontario's Workplace Safety and Insurance Board (WSIB) is facing criticism for planned premium reductions for employers in 2027. The Ontario Compensation Employees’ Union argues these savings should instead fund better support for injured workers. The union highlights that injured workers already receive compensation below the national average. Furthermore, the WSIB is reportedly planning hundreds of layoffs and closing ten regional offices. The union believes these actions will negatively impact services for injured workers.

Ontario

https://www.trucknews.com/business-management/union-slams-wsib-premium-reductions-amid-layoffs-service-cuts/1003223978/

Employees should be aware of additional benefit reductions reportedly expected to be announced soon. These changes include the elimination of unlimited PTO for employees below Grade 13, a reduction in maternity leave, the elimination of paternity leave, and continued lack of bonus opportunities.

While employees are being asked to accept fewer benefits and reduced compensation opportunities, executive leadership continues to receive substantial compensation packages.

It’s becoming increasingly difficult to reconcile the company’s messaging around valuing employees with decisions that consistently reduce the benefits and financial security of its workforce. The disparity between how employees and senior leadership are treated speaks volumes about the organization’s priorities.

Its been somewhat quiet for a little while and there is no way MW and his cronies are done with us. Benefits cuts now? More layoffs? Record profits to them means more cuts needed for extra record breaking profit!

Just got my open enrollment brochure emailed today. Premiums going up 20%, deductible going up, MOOP going up. Of course, the amount 3M contributes to the HSA doesn’t increase.

Seems like they are trying to push people into the new “variable co-pay plan”. Bill Brown must be a getting a nice kickback from UHC!

Another week of stressing over layoffs, benefit cuts, and yelling managers has started. At least I know I'm not in this alone.

Have you noticed the new premium for medical ? it has gone up more than 40% but they said in email that only 3% will be increased?

I recently spoke to a janitor at Starlink who gets more stock than I do as a band 6 at Verizon. Meanwhile we cut our below average stock grants by 25% by increasing vesting from 3 to 4 years lol

What I wanted to say:

Yes. When they took back my company car, that stung.

When they cut coverage for the one prescription I rely on, that hurt.

When I got a 1.5% raise in the face of runaway inflation: ouch.

The role was posted as mobile, live anywhere in the geography. Then they asked me to come into the office. Now I'm 90 minutes away, one way.
They told me not to travel to see customers and to use Teams instead. But Teams is apparently not okay for day-to-day work, only for avoiding spending their money on customer visits.
1NA is hanging over my head, with my role potentially cut in half.

Field teams are cut to the bone, our workforce is on unlivable wages, and it gets worse every year.

Meanwhile, there's somehow a $10 billion buyback authorization and nearly $9 billion going back to shareholders this year.

No money for travel to see customers, but $1.7 billion to hand the global media account to a new agency.

They priced Doritos up 50% in four years, watched consumers walk, and then cut prices after the damage was done, and somehow the field is who pays for that miss.

Now they're reportedly pulling coverage for weight-loss dr-gs too, so the cuts to employee benefits clearly aren't finished.

And for all that squeezing, the stock is down about 15% over five years while Coke is up 63% and the S&P is up 73%.

We gave up the car, the raise, the benefits, and the flexibility, and the people making these calls still can't deliver a return.

It’s just a matter of time before a strategic buyer steps in and tries to unwind the series of useless acquisitions. It has become very obvious what the ELT’s end goal is. The insane sales target for the year + the cutting of employee benefits = fattening up the hog for sla-ghter.

I hope everyone here titrates their effort down to 0. I was already checked out and plan on doubling down.

Good luck to the shareholders.

In a recent forum an executive enthusiastically talked about quadrupling the share price and getting investors to value our company differently. I am sure he is excited sitting in his pile of RSUs. But he forgets that for average joe employees we get nothing when the stock price goes up. Heck they cut our 401k match rather than reduce their own dividend checks. Employees get zero benefit from the stock price changing.

Wave goodbye to every other Friday off su-kas!

Who thought it was a bright idea to cut field guys PTO. Now it’s not even close to our peers. There’s guys that help coach kids sporting events and do travel sports. And that’s where most their PTO goes and maybe a hitch off in the summer for an actual vacation. Nope not now. Going to be real fun explaining to wife and kids, dad can no longer can do those things anymore. Just fantastic.

And nothing makes me laugh harder than knowing HR won an award for introducing Wellness Week…only for EH to take it away.

The irony writes itself.

Thank god I retired a couple of years ago. I milked the company for everything I could. The benefits have now been gutted by a greedy CEO. Now you are processed by AI when trying to do your job. Stankey looks at employees like a data stream. He sees employees as a drag on the company and not a positive. This guy has done more to destroy T than any of his predecessors. This guy is 20ish stock CEO loser I would say.

Is it true that Health reimbursement accounts or going away?

EVERNORTH
HEALTH SERVICES
pepsico
Total
Rewards
Express Scripts® Pharmacy Benefit Services
Weight-loss medication coverage is changing
We want to let you know about a change to your prescription dr-g benefits. Effective October 1, 2026, medications prescribed for weight loss will no longer be covered under the Pepsico Employee Health Care Program or the PepsiCo Retiree Health Care Program (together, the"PepsiCo Plans").
Why we're making this change
Prescription weight-loss medications have become one of the fastest-growing costs in the PepsiCo Plans. Removing coverage for prescription weight-loss dr-gs enables us to maintain a healthcare program that is sustainable and affordable for all PepsiCo employees, while continuing to provide a comprehensive, high-value benefits package. At the same time, many commonly used weight-loss medications now have cash-pay affordability pathways that were not available previously to individual patients.

Retired laid off former employee here. Yesterday I received an email announcing changes to the 401k plan. In short, the plan is going to be more expensive for participants starting next month. Was there any internal communication about why the changes are happening?

Anyone with the the numbers?

Supposedly, Fidelity is all of a sudden firing a lot of call center workers for call/job avoidance at numerous sites. This was announced last week and is now being communicated to phone reps. The memo states that Fidelity can deem pretty much whatever they want as call/job avoidance, such as system restarts (which you often have to do because of the non-stop tech issues at this company).

If an employee is not legitimately doing their job, sure, they deserve to be fired. But... what a big coincidence that this is happening at scale for the first time, as far as I've ever heard, right before fulltime RTO and during their other quiet layoff methods such as cutting bonuses, benefits, etc. If they fire a lot of reps, then it won't count as a layoff.

The quiet layoffs will continue until morale improves.

The street loves the “mass layoffs, benefit cuts, zero merit increases, have AI do everything” story. I wonder what the reaction will be a year or two from now?

https://fortune.com/2026/07/14/c-h-robinson-ai-success-secrets-dave-bozeman/

I've been hearing a lot about severances being smaller than normal (example 1 week per year vs standard 2 weeks per year). Anybody hear more on this?

Seriously? First they take the pension away now the biweekly deposits to make up for the pension is going away? Is the goal to make your employees as unhappy as possible?

As of October 1st, all telecommuters who have company paid home internet, or company reimbursed home internet, will be losing that benefit... because why not, right?

"We recognize this change may have an impact on some employees. To help you prepare, we are providing more than 90 days' notice before the policy takes effect."

Heard from reliable sources, management discussing to end 401K match in July this year.
Otherwise will be done starting 2027

Just got the notice Cigna will not cover Zepbound for its employees for weightloss effective 7-1. Feels like the ultimate bait and switch: “join our program, use Omada, we cover your medication cost for this lifetime
Med!!” 2 years and 100lbs later “just kidding- you can pay $500 per month cash pay, it’s accessible now!”. Between layoffs, benefit downgrades, verint, stagnant wages I feel like I’m actually losing money working for this company not making money lol. Anyone else feel like they are paying for the “luxury” of working here? Maybe they’re just hoping we regain the weight and unalive so they can save money without additional layoffs

GP Used to have a wellness day that would be announced mid-May and we could take it during the last week or so of June. the day wasn't included in the normal pto schedule since it was considered a "bonus" day
with RIF incoming, should we expect that day will be cut permanently?

Many companies are stopping multiple benefits.

In Benefitfocus subsidiary, people were told they are being laid off effective June 15. They are being told this news less than a month after a previous layoff took effect on April 15 and work moved to Voya India and to Philippines.

With this auto schedule program if you don't have 100% open availability you won't be scheduled because TLs aren't able to adjust it at all and our store was told today by TMS that full time hours are now 30 instead of the 36 we were getting looks like we will all be losing benefits as well since 30 hours isn't considered full time