#company

Please recommend attorneys If they cover charlotte

Could not find any evidence Nike bought another building in India.

I read that the corporate workforce was around 6,500, which felt surprisingly low for Walgreens. That figure was from 2021. What do you think the corporate headcount is now? Above or below 5,000? That still seems incredibly low to me.

What do you think will be the impact for Cloud Software Group ?

Is the company effectively “quiet firing” its U.S. and Northern Ireland employees so they can just put more engineers and customer serivce people in India? Top performers are receiving only 1.5–3% merit increases, denied PTO, benefits appear to be shrinking, leadership feedback feels limited and unconstructive, and training and skills development programs seem to be declining in quality. Unless someone has specialized AI expertise, it can feel like the goal is to push people out or pressure them into working longer hours than they’re paid for. Meanwhile, TW continues to repeat phrases like “we’re all in this together,” like we are still in the heart of COVID. This environment feels even more challenging than during the pandemic. Customer service is in the toliet with AI and all the Indian offshoring. Hire 4x the middle managment to get in the way of being productive at work. I'm just glad I have other options other than this blue toilet. However, I know that everyone is not as fortunate esp in the Orange Tu-d's America. Be the CEO of your own career bc this place does not value you.

Writing my “ambitious” goals this past week had me feeling 1000% unqualified and diminished in my job. Like they are asking us to figure out how to make an 8 day work week.
Which got me thinking, how many medical LOAs do you think the bank will see this year? Mental health reasons? I have to believe this number will rise this year based on the mental health downfall many are feeling from all of the impossible pressure. And if that number does in fact rise, what does it take for someone to take notice and take action? (And I don’t mean internal leadership.) I mean an external intervention. Does anyone watch those sorts of claims against a company?

Can someone explain the significance of 90 points? Do they matter only for the company contribution towards healthcare premiums or do the 90 points come into play for other benefits?

I just talked to TMobile about switching and they were less than what I am paying at Verizon even after the employee discount and they are giving away new phones and they have a 2 year upgrade pipeline. Verizon's network coverage seems to have gone to sh-t.

I don't think even Dan the Hatchet Man can save this sinking ship.

This company is broken

Mass Market is actually comedy.
They went into a full week “lockdown”… just to come back out and say, “We need to move faster.”
That’s it? That’s the breakthrough?

Are we going to see similar restructuring here shortly?

Seriously. Just look at LinkedIn profiles of past upper management and others and you'll see how they took jobs in the industry immediately.

I was in a call the other day.
She starts to ask how we can use ai to make our tools better. Offering suggestions that have already been solved last year. Literally doesn't know anything.

Worse is I looked her up and she has no direct reports. I asked around and apparently they gave all her reports to some poor schmuck and her role now is to literally look for ai opportunities wherever they are.

That's it, that's her job. $175k a year to for someone with no ai experience, no software experience, no hand on experience to do nothing except look for ways to justify more layoffs

This is a joke right...

Look MetLife, here's the deal. I do the job you asked, you pay me.

You DON'T get my soul!

Quoted from MetLife announcement: "56% of employees are staying put out of necessity as financial and job pressures escalate

NEW YORK, N.Y., February 18, 2026 — Amid persistent job market volatility and financial pressures, new MetLife data shows that while employee loyalty is rising, it may be for the wrong reasons. The latest findings from MetLife’s 2026 Employee Benefit Trends Study reveal that while 77% of employees intend to stay1 with their current employer, 56% are staying out of necessity rather than genuine commitment.

This comes as financial confidence among employees has fallen to its lowest level since 2012 and 31% say a primary reason for staying is that the uncertain job market makes it too risky to leave—reinforcing need based retention and putting business performance at risk.

The Cost of Loyalty Without Commitment

The consequences of this dynamic are significant, with only 18% of employees saying they plan to stay with their employer because they truly want to. Employees who stay out of necessity experience much weaker outcomes: only 50% are actively engaged in their work and they are 54% less likely to be holistically healthy, resulting in higher risks of absenteeism and lower productivity.

“As employees cling to their jobs for security, retention alone can give employers a false sense of stability—even as wellbeing, engagement, and productivity quietly erode,” said Todd Katz, Head of U.S. Group Benefits at MetLife. “This puts renewed pressure on employers to strengthen their cultures, leadership and benefits in ways that foster real connection and true commitment.”

Connection: The Strongest Driver of Outcomes

MetLife’s study reveals connection—including feeling seen, valued, and supported at work—is now the strongest predictor of employee wellbeing, engagement, and commitment. When employees feel connected at work, they are:

3x more likely to be holistically healthy
2x more likely to be engaged
3x more likely to stay because they want to, not because they need to

Together, these findings show that connection is what separates surface-level stability from a workforce that is resilient, productive and built to perform under pressure. Without it, outcomes stall, and loyalty weakens.

Creating the Conditions for True Connection

Connection grows when employees feel a sense of belonging at work, are supported in their professional growth and are recognized for their contributions—experiences often shaped by leaders, workplace culture, and benefits that reinforce support beyond compensation alone, according to the study’s qualitative findings.

“Forging genuine commitment begins when employees feel seen, supported, and valued, not just retained,” Katz added. “Benefits that adapt to employees’ needs—and are clearly communicated—reinforce trust, strengthen connection, and help organizations move beyond transactional loyalty toward more meaningful, sustainable outcomes.”

About MetLife’s Employee Benefit Trends Study & Methodology

MetLife’s U.S. Employee Benefit Trends Study (EBTS) is a leading source of insights into workplace trends, employee expectations, and employer strategies. MetLife’s 2026 EBTS is based on two quantitative studies, conducted in October 2025, including surveys of 2,480 HR decision-makers and leaders, and 2,541 full-time employees from organizations of various industries and sizes. Respondents are aged 21+ and nationally representative of the full-time U.S. workforce in terms of demographics, job roles, and firmographics. New to the 24th EBTS, MetLife used cultural insights and semiotics to explore shifting habits, motivations, and feelings among workers. The research is collected in partnership with STRAT7, a global strategy, insight, and planning consultancy."

https://finance.yahoo.com/news/unitedhealth-caps-employee-pay-raises-180024516.html

Don’t criticize Dell again prematurely. Instead, let’s take a step back and compare their stock performance with ours following the earnings release before forming conclusions.

See this review in LinkedIn
Full details from post in the comments
https://www.linkedin.com/posts/activity-7427118095061819392-rD0R?utm_source=share&utm_medium=member_ios&rcm=ACoAAAdeT6sBq6HR8cmvn-Ypy8_0uJhVxf9JjF4

EVERY DAY

The idea that a fiber technician can properly maintain a hybrid fiber coaxial plant with limited hours and frequent outages while also disparaging the expertise of outside plant technicians , and vice versa referring to us as maintenance technicians, is completely ridiculous always trying to reinvent the wheel when you know this Altice Optimum experiment will always be nothing but a ponzi scheme

T-Mobile is using outsourced recruiters to post sales jobs without posting the name of the company. Nice try and how lowdown!

This is something I heard from a contractor company holding a big support contract for Imperial Oil and ExxonMobil Canada. The contractor has been informed that their service will not be required anymore after 2028, since ExxonMobil will liquidate all assets in Canada. Is there any truth in this?

They want you to come back for the money. Pack your lunch, no drinks after work, you get in and get out.
"Thousands of PNC workers will return to Downtown later this spring, and the company's Pittsburgh regional head says it could help jumpstart the neighborhood's daytime rebound."
"But we need people to be attracted to Downtown outside of just events and shows. They just need to be here."
"PNC has underwritten $5 million to help Downtown small businesses, Cestello says..."
https://www.axios.com/local/pittsburgh/2026/02/26/pnc-return-downtown-pittsburgh

Rick Wurster and team, you have all chosen to LOSE that trust, and respect by your BS activities and sc--wing people over with merits, bonuses, cozying up to trump. And I can guarantee that as long as you and your cronies stay in power, you, and the company, will NEVER earn that trust and respect back. You made your bed, now sleep in it, knowing that it is YOU that caused such poor morale and the loss of company reds while on YOUR WATCH!

There's a tool I built at work that, per my director, is saving Dell $1M a year at the least in operational expense. I go away, and there's no one to manage the tool. My teammates are capable to learn coding but they've got their plates full too.

Would this be ( in general, not specific to Dell ), a good approach to being layoff immune or what would be a way to live your life as an individual contributor in big tech companies and not worry every day whether you'll login to your computer successfully?

This company loves to bully people with disabilities with micro-aggressions from management and HR. This place used to once welcome everyone and be accommodating but it feels like they are doing whatever they can to get rid of people. It’s very uncomfortable going to work anymore.

I have a feeling that this company thread is going to be more active in the near future.

Some of us go to work with the hopes that Intel will get a lucky break and things will stabilize. Some of my coworkers are great to work with, and I've worked for some great managers. We were starting to see a glimpse of light at the end of the tunnel and the light had now gone out again. I'm thinking that HR will let lay me off this year, as I now fall within the rule of 75.

Nvidia enters the data center CPU space to compete with Intel and AMD.
https://finance.yahoo.com/news/nvidia-is-moving-in-on-intel-and-amds-home-turf-191711635.html

Meta partners with Nvidia; moving to Arm-based CPUs.
https://www.marketwatch.com/story/why-nvidias-deal-with-meta-is-an-intel-ki-ler-according-to-this-analyst-a531f80d

Intel Foundry Manager walks off Intel's sinking foundry ship to join Qualcomm.
https://www.techpowerup.com/346814/intel-foundry-manager-kevin-obuckley-departs-for-qualcomm

China Is Flexing Its Rare Earth Muscle
https://www.tipranks.com/news/china-is-flexing-its-rare-earth-muscle-as-ge-intel-and-nvidia-face-supply-risk

Nova Lake delayed until 2027.
https://www.tweaktown.com/news/110235/intels-next-gen-nova-lake-s-desktop-cpus-reportedly-delayed-until-ces-2027-it-seems/index.html

Got to love it. Another vzw outage and going to be out for 12-14 hours and once again no credits being offered. But hey let’s keep riffing, outsourcing and depending on AI to run the company. It sure seems to be doing wonders for our customers and business model.

Iowa Democrats sent a letter to Whirlpool Corporation. They urged the company to reconsider planned layoffs at its Amana plant. Whirlpool announced 341 employees would be laid off starting March 9. Democrats cited state investments and company growth in Mexico. The company stated the layoffs are part of a modernization plan.

https://iowacapitaldispatch.com/2026/02/26/iowa-democrats-urge-whirlpool-to-reconsider-layoffs-at-amana-plant/

https://finance.yahoo.com/news/nearly-half-companies-turning-poor-155840398.html

It is astonishing that Belk expects professional loyalty while their stores literally rot around them.

From water-stained ceilings to predatory workloads, the 'Belk experience' is one of pure misery.

They don't care about your department; they only care about how much labor they can squeeze out of you before you break.

I quit without notice because they earned that lack of courtesy. It’s a dying brand for a dying generation, and the day they finally close their doors will be a mercy to the retail industry. Just go away Belk.

What is going on with job titles? I see people with titles as senior teamlead and manager, however Noone reports to them.

I've posted about this a few times and get downvoted/laughed at but I'm telling you, full remotes are being targeted now. It was only a matter of time... Dell has made it blatantly clear that they want ALL employees local to an office - as in ALL employees go INTO an office - and that remotes are not eligible for promotions or internal movement. Which puts remotes in a literal dead end job. I 100% guarentee they will cap remotes raises to 2% and 50% bonus's sooner than later, as well.

I had my 1x1 w/ my boss/sr director the other day and I asked what the IBP was. He didn't know for sure but, mentioned he laid off a few people (3) under him and saw the bonus payout for them - which was 100% - but, stated that they were all remotes and that was the primary driving factor for laying them off.

According to what he told me, those 3 were good at their job but was told by higher ups and/or HR to remove 3 remotes that reported to him. I didn't know any of them as they weren't on my team but, long story short.. .they were laid off for being remote.

We have a great relationship with each other so I asked out of curiosity if remotes are being targeted more for layoffs. He didn't say yes or no but in a round about way basically said that yes they are, and has heard from execs that the "plan" is to reduce raises and bonus's for them next year. Basically an attempt to force resignation. Exceptions will likely be made for those who are incredibly vital to an org but otherwise, the plan is to slowly get rid of remotes.

If you are full remote but live near enough to an office, I'd recommend switching your sh-t to in office versus remote... Make the drive or relocate if you value your job because remotes are the ones who will be first to go on teams when layoffs happen.

Well here come more layoffs! Anyone have details about Service?

I am fully remote because the closet pulse point is over 2 hours away.
If I wanted to relocate to another state, but remain more than an hour (or more) from a pulse point, would that be permitted ?

It says all you need to know that, according to the release, the only Atleos exec or offficer being retained is one independent director.

At least Atleos had an option — because that is more than can be said for Voyix, which managed to transition to a software company right when the market gave up on software. Jim Kelly had no doubt been aiming to sell to Global Payments, but that company’s in the toilet too. (The market has given up on any payment companies that isn’t visa or Mastercard.)

The best option for Voyix is probably to go private, because there is no buyer at this point.

NCR should’ve been broken up 15 years ago, when there were buyers for its businesses.

Id--t Hill inherited Nike when the stock price was $85 and in a span of 1.5 years revenues have declined, margin down by 27%, stock in the dumps. He could have achieved this even without the layoffs.

What exactly have layoffs achieved? He didn't even have the ba--s to add Nike to tariff suit.

The pattern is repeating now, at the rest of the company braces for next round of layoffs with even a reduced severance.

Or are we enjoying a well-deserved break right now?

I had set up a 6% 401k contribution on my bonus payout to get the full company match. However, the 2025 STI payout paycheck doesn't have any 401k deduction. Therefore, I am guessing there won't be a company match. Anyone else seeing this? I have reached out to HR via email for clarification.

"Skyworks Solutions (SWKS) faces challenges with declining revenue and rising costs" (correct) "but is still positioned to benefit from the growing demand in the radio frequency industry" (really?)
The stock performance speaks for itself, two losers don't make a winner, do they?
https://finance.yahoo.com/quote/SWKS/