#email

https://share.google/2XL9JHVfl4H3qtZh8

Heard from my leaders that Stock Together was approved. We'll be getting email soon (i don't know specific date) on details.

https://www.hardresetmedia.com/p/the-coldest-cold-email-oracles-30000

Make sure to check your email. The notifications have already started.

Here what your Ai told about your strategy.

When a major tech giant like Oracle handles mass layoffs through a single, impersonal email, it doesn’t just affect those leaving—it fundamentally alters the "psychological contract" for those who stay.
While leadership often views this as a "clean break" to minimize legal risk or logistical chaos, the remaining staff (the "survivors") usually interpret it through a much darker lens. Here is the kind of image and environment this creates:

1. The "Transaction-Only" Relationship.
   By choosing an automated email over human conversation, the company signals that employees are line items, not partners. For the remaining staff, the message is clear: No matter how many years you put in or how many "all-hands" meetings talk about "family" or "culture," you are ultimately a replaceable unit of labor. This often leads to a "quiet quitting" mindset where employees stop going above and beyond because they realize loyalty is a one-way street.

2. Chronic Psychological Insecurity
   When a layoff is sudden and impersonal, it creates a "Who’s Next?" culture.

The Shadow of the Inbox: Every time an "All-Company" email notification pops up, staff experience a spike in cortisol.
Risk Aversion: Employees become afraid to innovate or take risks because they don't want to stand out or make a mistake that could land them in the next batch of automated cuts.

1. Survivor Syndrome
   Social psychologists often point to "Survivor Syndrome" in the wake of such events. Remaining staff often feel:
   Guilt: Wondering why they kept their jobs while talented colleagues were let go.
   Anger: Resentment toward leadership for the "cowardly" or "cold" way the news was delivered.
   Distrust: A total collapse of faith in management's transparency. If they could fire 3,000 people with one click, what else are they hiding?

2. Loss of Institutional Knowledge and Morale
   Layoffs by email are often "blind"—they don't account for the social fabric of a team.
   The "Watercooler" Becomes a "War Room": Instead of focusing on the AI buildout or cloud infrastructure, the remaining staff spend hours on Slack or in private chats speculating, venting, and updating their resumes.
   Workload Paralysis: Usually, 100% of the work remains but only 80% of the people are left to do it. When that transition isn't handled with empathy, the remaining staff feel punished for "surviving."

3. Brand Erosion (Internal and External)
   Oracle is already competing for top-tier talent in the AI space. High-performers have options. When they see a company treat veterans of 10+ years like a "system error" to be deleted, they begin looking for the exit. The image created is one of operational efficiency at the cost of human dignity, which is a difficult stain to wash off in the talent market.

Do a Google search for articles on this (e.g., California Post and/or New York Post).

Tic toc. Tic toc. Tic toc.

After 23 years gone, notified by email.

Anyone impacted from IDC fusion support? I haven't received any email or heard from my teammates, so can i assume safe this time?

good luck and so long, thanks for all the fish

My team (including me) just got RIF

Anyone in Housecalls get the gaslighting email from leadership last week? Seems in many and I'm guessing most markets, APCs are complaining of the unrealistic expectations this year and how goals are more difficult to achieve. Basically told; we hear you, metric, metric, metrics, some untrue BS, you should be grateful for your job, complete your notes while you're in this disgusting run down homes, with potential insects or parasites, cigarette or weed smoke, for the benefit of company. If you can't see all of your overbooked day, call your lazy and never advocating manager to cancel a patient. Because, as a masters degree trained professional, youh can't make you're own decisions on how to manage your day!! Oh to surely add how important boundaries and mental health are to minimize burnout. 😡 all this with less pay than last year.

Emails? 1:1? When

I already have a weekly 1:1 meeting scheduled on each Monday, and today I got my manager's email for a 1:1 on 04/20. I guess it's my time now.

Another wave of RTO emails went out today. Just like this place to send out bad news on a Friday. RTO date set for June 15th for those who got the email.

Did I read the official email correctly? All personal email and cloud sites will be blocked on our browsers as of 4/4/2026?

They should be sent out before EOD today. It's going to be a good news for many.

I was applying for a personal loan on a different bank’s website and they asked me to provide proof of employment and it took me directly to Workday to login. I didn’t realize it was a problem until I received an email saying that I needed to let them know if I did this or not so I told them I recognized the activity and they said no further action required except now you need to just change your password because you access to workday on a third-party site. I’ve never had this happen. They also CCed my manager. I’m wondering if anything else is going to come of this?

Or are they doing it silent

Good luck to everyone.

Feels like a slap in the face. I am a fresh graduate with less than two years of experience and Dan feels so nice to set up a fund to "reskill" me. Guess it's my fault for not having the same corporate nepotism as those on the board.

In case someone missed it (Humana made sure to delete it from everyone's inboxes right away)

Who can say this is not true?

Girl, my whole team and many nurses I know in other teams .. we are ALL with you!

Subject: formal resignation – 3.16.26
To: Nina Owsley, HR4U
CC: Robert Mouser; All_CM_Associates; All Associates; Humana

HR & Nina,
I am submitting this letter as a formal notice of my resignation from my position as telephonic care manager effective 3/30/26. As someone who has been a nurse for over 20 years and has been with Humana for over 4 years, this decision was not made lightly but ultimately, with today’s culture, it was not a hard decision either. I feel it both my right and my profession responsibility to document the conditions that have made continued employment untenable with Humana as discussed below.

• Retaliation & Protected Leave – I have experienced what I believe to be retaliatory treatment following my use of protected leave and my part-time status, both of which are safeguarded under the Family and Medical Leave Act (FMLA) and applicable state law. Specifically, I was subjected to disproportionate scrutiny, adverse scoring on my AIP, and a previously undisclosed eligibility restriction tied to part-time status. This pattern strongly suggests to me that protected characteristics influenced outcomes that were presented as purely PERFORMANCE-BASED but it now creates nondiscretionary expectations that is being treated as discretionary reward.

• Favoritism and Inequitable Treatment – Consistent patterns of favoritism (over knowledge and skill) have been persistent & documented, including on many other platforms from past employees, and non-favored are under heightened scrutiny regardless of our performance including alleged discrimination (during CM leadership changes about 2 years ago my former team were all reassigned. Every person of color from our former team was either fired or quit within 6 months).

• Inequitable Bonus Structure: Associates vs Upper Leadership – Humana’s AIP disproportionately restricts and reduces bonuses for frontline associates while upper leadership continues to receive compensation largely insulated from the same restrictions. This disparity is made starker by publicly available SEC proxy data (Execpay.org) CEO pay from 2020-2024 from $16M-$18M including their base pay, incentives, & bonuses. All of this yields a CEO-to-worker pay ratio of 195:1. Associating this executive enrichment with simultaneously restricting frontline associate bonuses reflects a value misalignment that cannot be reconciled and is what is the core route of most of today’s problems.

• Leadership Failing to Uphold Humana’s Own Mission Statement and Ethics – Humana’s stated mission is to “help people achieve lifelong well-being.” Its core values including care for associates, pioneering simplicity, and cultivating a culture of trust & “speaking up.” The workplace culture I have experienced – including retaliation, micromanagement, undisclosed policy changes applied retroactively, and favoritism – stands in direct contradiction to these stated values. Let’s not forget Robert’s all CM meeting in Oct where he “was passionate” because so many nurses were questioning MOP metrics and he compared us to his children & stated “I have never questioned a business need and that’s why I am where I am today.” When reported by many employees, again no outcome or update. Leadership’s failure to model the values they publicly espouse is a structural failure, not an individual one. I challenge Humana to explain how this is a safe speak up culture if nurses are scolded for questioning & speaking up.

• Micromanaging of RNs: Research-Backed Concerns – There is much research literature available on what happens when nursing professionals are subjected to excessive surveillance and control. Peer-reviewed studies published in journals including Nursing Open and BMC Nursing document that high workloads, poor leadership qualities, and lack of autonomy are among the strongest predictors of burnout & turnover intentions among RNs. Humana’s model for care managers involves monitoring every clinical interaction against rigid metrics, counting call outcomes outside of nurses’ control against their performance score, this is antithetical to evidence-based nursing practice and contributes directly to the burnout and moral distress that drives experienced nurses, like me, out of the profession. Humana touts its commitment to member health outcomes while simultaneously deploying management practices proven to degrade the clinical workforce.

• Conclusion – I am leaving because in today’s world and political environment, the Humana environment has become professionally and personally unsustainable. I have raised concerns through appropriate channels. I filed a formal HR complaint last week. I have received no resolution. I am retaining my documentation related to my performance, AIP scoring, leader lead audits, & correspondence with management. I am aware of my rights under the FMLA, the NLRA, and applicable whistleblower protection statutes. I am providing this notice in good faith and ask that my final pay, accrued PTO, and any other owned compensation be processed in compliance with Missouri law. After this email is sent, please use my personal email for communication on how to return your equipment.

I am in a position that I can use my voice & hopefully it will be heard by Humana and positive changes may arise. I hope all the frontline associates receive the autonomy, respect, and equitable compensation they deserve.

Anyone get the official notice for the WPE changes yet via email? It was supposed to be this week.

Please, Union, stop with the condescending emails that indicates you take your benefactor, dues-paying, members for mo--ns. No matter how much lipstick you attempt to put on this pig of an "agreement", it's not improving.
Get out of your ivory national tower. I know the union pays good, off our backs, but we need to be paid too for doing the actual work that keeps you at your temperature-controlled desks. Fight the fight your cushy jobs are paying you to fight.

New productivity metrics for APCs announced this morning.
…here’s comes more emails and performance plans about how we arent doing good enough

Cisco is sending panic to its partners. Every few days, the company's management sends out an email to partners with new policies regarding prices, deals, and price protections. There is great frustration among Cisco partners regarding the company's policies, panic, and indecision. Decisions are made on the spur of the moment without giving enough time to evaluate the new situation.

So who else got the email and who got the call ???

So , we are confirmed to have a layoff by looking at Satish email. I am confused with his email whether he is leaving ally or moving to a different role.

Just got the email to "ensure proper meter reporting" so we can squeeze every cent due to xerox. We are past the point of picking up pennies on the ground and they can't afford to IRFF anyone else (maybe?? Or not).

Very sad.....

Rumors that there will be layoffs next week in S&T…any idea which teams?? which locations?? Will there be a stay at home email?

Tell us what you know pls

I'm going to tell IT I want them to uninstall Outlook from my laptop because for some reason I can't uninstall Outlook myself. I stopped reading or responding to emails last fall. There is no value in the emails I receive, and it's a waste of my time to move all the unread emails to my delete folder every day.

it's 9pm ET and I still haven't received my packet. anyone else waiting for it? I did confirm my email in workday.

Some have received email for meetings with Maca, a 15 minutes Team meetings

If we don't get one this evening, can we still get it in the morning?

Prepare for an email. Stand up with us and get ready to strike until ELT are gone.

I can’t find any specific Boeing rules stating that. I’m asking because I have not logged on my computer during my shift for months now except for about five minutes before my shift ends to input my work hours. Our manager has been out for months on LOA for family reasons. If HR contacts me, I’m really not sure how they can due to my not reading or responding to any emails sent to me. If HR gets lucky getting a hold of me, I’m going to tell them there is no specific employee rules stating that I must be logged in my computer during my work hours. The Code of Conduct we are required to sign does not specifically state employees with company provided computers must be logged in throughout their working shift. So I believe I’m safe and not going to worry about it.

Guess what, emails were out that employees who want to park at the office will start paying for parking, shortly after downgrading cubicle equipment to docks and monitors 10 years old.. that while Charlie gets his $40Million. Cheap tactics, did we hit the bottom of the barrel… well they will always find lower spots!

Been applying internally, but keep getting the thanks but no thanks emails! Fully qualified for positions I’m applying for, very frustrating!

What about the new emails retention policy? Doesn't make any sense... Something traumatic is happening if they want to erase everything

about a Tuesday morning Teams meeting they want to do with me and that I do not need to be in the office for this meeting. I have been thinking if they caught me or not. In any given week I may see my Ford manager once if at all when we pass each other in the hallway. Manager is away from our group a lot saying they have a lot of meetings to attend to in other buildings.
I'm not sure yet if I will do Tuesday's morning meeting with HR at my home or go into the office an do it there.