#email

Has anyone received an email asking to put self assessment for year end 10/29 night arround 11:40pm and then got recalled 10/30? Is it a hint for something?

So we got all our severance agreement emails. But a friend got a strange attachment sent along with theirs. It’s a list of job titles, ages, and two other columns saying “selected for layoff” and “not selected for layoff”. It has no names or location. So for example it says “Med Asst Lead” and then an age next to it (ex: 25) and then an x under the “selected” or “not selected” for layoff column… It looks like it was an accident and shouldn’t have been sent to them. But I find it very strange that they included the age but no name or location

If you were one of the people that did download the list, I received an email from Cybersecurity letting me know I broke policy by accessing sensitive information. They only asked to respond back to confirm any copies have been deleted, and if you distributed the list, to let them know where you shared it. My director was CCd on the email, but they didn’t think it was a big deal and moved on. There will only be action taken if you don’t respond to the email.

That’s how it’s always been - the notices go out the day of the layoffs.

The EVP sent out an email stating that the notifications have been delivered. So if you did not hear anything, you are safe!

Email from DE at 6:30 AM ET
Follow-up email at 11:30 AM ET
Layoffs commence after 11:30 AM ET email. Expect a call if impacted
Out by Friday

Myself and a few other colleagues have received the “important business update” email this morning. Good luck folks, going to be a bumpy ride..

Got the layoff email from Melissa - 9am ct today.

No email or meeting request for me. When will we start hearing?

I work in the West Coast and I need to know if I need to wake up at 6am or 5am

I understand we should not have personal documents on work laptop but if you have them, how are you transferring them? Is email the best way to go

just curious .. the HR post says Wednesday but my boss seems to think it's Tuesday We are WFH all week .. encouraged to WFH
anyone else ...
also email or manager zoom ?

Work from anywhere reduced from 80 hours to 64 hours for next year. No more additional days purchased vacations. If i don't laugh, I'll cry..

someone plz tell me i read that email wrong

Seems like the mails went out at 4 pm!

Is it an email, phone call, something else? I'm guessing since we're working from home, it's not a meeting, unless they call you in, which seems a bit too cruel even for this place. I'm sorry if this is common knowledge, but I'm new here and new to layoffs in general.

Does anyone know if we will we receive any layoff email at midnight or later in the morning on Tuesday?

The job cuts affect 70 employees. The decision, announced by Interim President Jaimie Hebert, aims to address a $25 million budget gap.

Hebert sent an email to faculty and staff about the layoffs, stating that the cuts will affect all divisions of the university.

https://www.kadn.com/news/local/ul-announces-70-layoffs-to-address-budget-crisis/article_1f601c0f-4944-42ad-bbe7-d5336290db96.html

I got the email today at 4:41pm from my VP to work remote and that my building access has been restricted. With the subject line “ORGANIZATIONAL CHANGE” bs. Also I’m in EOT division. Never thought they would let an associate II level go instead of a higher role. I’m pretty numb right now. I never experience a layoff before. Anyone else got axed?

Having a hard time swallowing this. Honeywell actually is planning to pick up the tab for medical insurance premiums to the tune of 40%.

It reads as if the decision was taken to voluntarily give employees money. Someone please find the cash. It seems too good to be true!

Anyone? Email today? Tomorrow? What do you think?

I got flagged. Anyone else?

The report is based on Aug data. I leave office around lunch time to avoid traffic and to take meetings in the afternoon at home.

Any of y’all that got canned because of location strategy, like me, get an email from a recruiter in the Redeployment Services group? Never heard of them and have no idea what they are wanting from me. Anyone have any experience with that group? Thanks

Anyone know?

1) Does the 8 hours count working with offshore at night? If no, I'll ignore them till next morning

2) Does putting in extra hours on weekends help?

3) Is 5-6 hours + 2-3 hours office + home acceptable? Bridgets email does indicate so.

Naga just send out email

Has anyone heard anything new since RM’s most recent email announcement? Someone posted the decision timeline (the staff council summary) in the comments section for that announcement. I thought it said something like EVP communications were supposed to come out end of September/beginning October. Haven’t seen one from our EVP but maybe others? I realize I’m being anxious, tough not to be…

Great, now more corporate speak from Zamora.
With the usual line, "Our people are our biggest competitive advantage."

• insert eyeroll*

Ha, her emails are as bad and cringey as her speeches...complete nonsense.

Just so everyone knows, Jenn R is taking action! She wants you all to know that she appreciates the honest feedback and the immediate actions she is going to take to alleviate the issues from the survey responses are:

1) Encourage all employees to create an individual Career Development Plan and obtain ongoing supervisor feedback

2) Encourage participation in training and development programs!

3) Increase awareness of technology and systems!

4) Host monthly small group sessions to provide feedback to leadership (so we can identify you fu----s who are talking all the sh-t)!

5) Celebrate team achievements and connect those to AT&T's purpose and the Guarantee!

6) Make sure everyone knows about their Lyra resources!!

Sounds to me like they've just unlocked the key on how to go from ranked 567 on the culture rankings to #1!! This is everything we've wanted and needed to make life better at AT&T.

These fu--ing id--ts make 7 figures and have IQ's in the 80's.

I am on vacation in Barcelona and have not seen anything in my email on the San Ramon update. I keep hearing that we are shutting that office down sooner than later but I cant confirm.

If anyone has an update, I would like to hear it. I am on a special assignment for the next 2 years and have not been given a new job or required reporting date to Houston.

Still getting emails from corporate and my manager about completing the survey. Is it Mandatory? What will be the consequences if I don’t fill it out?

Dear leaders.

All of these complaints being posted in the open for all to see is embarrassing and preventable. I love and appreciate US Foods who hired me over 20 years ago and is the only company I have worked for outside of a couple small ones. I have raised kids while working here and made friends along the way. I have reached a level within the company where I lead other associates.

My team opened up during a team meeting and they concerned about reporting issues internally and shared this site with me. I spent the better part of the morning reading all of these comments. The articles of one of our newer leader was one of their main concerns. Having met him briefly, I now understand why I had a bad feeling when we spoke and why I did not see him as a good fit for our lovely company. He was smug and a know it all who made comments about what he inherited and some of what he had to do since being here which I felt was inappropriate and which I won't report here because I am old school and don't think his comments belong here. Like them, I don't want to call our compliance hotline because it may get back to him and he seems to be the type to lie and take matters into his own hands. His past shows that, and yet knowing it is out in the open, he remains in a trusted role here.

But reading these posts are hurt me deeply. I ask that our leaders consider clearing the hurdle that is forcing our associates to place our dirty laundry in the public. This can have a negative effect on our associates and customers. It seems to already have and what will come out next. As a faithful leader of this company, I ask our ELT to put the wellness of our associates and trust of our customers first and remove the barrier so our associates and I can once again speak our concerns internally where it belongs and stop hurting our progress as a company. This is embarrassing and must end.

I am confident that IT and our Operations leaders in Montgomery are doing the right things to protect us and that they would let us know if there was a danger in either incident. But when you read these boards, it generates fear and distrust and subsequently causes our associates to flood external sites and fill our customers ears with negative publicity. I urge you to take the only action that would return us to the company I have known for years.

A faithful but worried leader of US Foods

A Message from Andy Obert: SVP Talent Acquisition

Team,

As you know well, the macroeconomic environment remains volatile and complex. As a result, we’ve reduced hiring across the company in line with our current revenue and our near-term growth aspirations.

Recruiting top talent remains a critical capability for long-term growth; however, we must take decisive action to realign Talent Acquisition’s capacity with Gartner’s current hiring plans.

As a result, we have made the decision to eliminate some roles in TA. Impacted associates will be notified today, 30 September.

I will be in touch later today once this process has been completed.

Today will be challenging for all of us. Thank you for being considerate and supportive of each other.

Andy

Email just out, announcement for Singapore at 10AM tomorrow

Did anyone else get the Warn notice and then HR trying to claw back the email.

Corporate Communications sent an email to our location today asking for us to send in submissions about how we’re living the WELL life at Wells Fargo.

Really? You ask this now?

Even if you think those of us upset about the 8 hour thing are being whiny, you have to admit that sending out something asking us for a testimonial about the great Wells Fargo RIGHT NOW is pretty laughable.

Announced via internal email by the old boss. Wondering if this was a condition for the new bosses arrival? Any smart financial leader worth their salt would look at the billions in lost market share due to a crisis of their own making and realize this needed to be done.

Honestly it surprised me it took this long, they presided over one of the most epic PR failures of modern time. It’ll be studied in communications classes for years to come. No cake at this going away party. Nobody “retires” in their late forties.

I just hope someone posts the decision purely driven by shareholder returns, what a shameful way to ruin a great Canadian company

Congrats to the management team in Australia, Retired and soon to be retired.

What a legacy to leave

70 staff member laid off in late Sept. a lot of them through email! Absurd

Pepsi has struck again! It seems that Frito managed the change with the job titles in the proper manner. Meetings and communication were had. But, then there is Pepsi who just dropped the bo-b and everyone woke up on Monday morning to a new job title. There was no communication, no discussions and no email communication.

As a Director, I reached out to HR since every single member of my team had a different job title, including myself. I was told that they were unaware and would look into it. Here we are 48 hours later....and still crickets. How is this possible? This organization is crumbling and we deserve better. You heard of "quiet quitting"....well, you just signed us all up to start doing "less" again!

Now, that the cat is out of the bag, just go ahead and announce the reorg, restructure, merger & sale of some of the territories. Offer VRP to these VP's, Senior Directors and the folks who didn't take the VRP last time. We are all here just waiting for the offer. I for one will gladly take it this time.

Now, we wait and see how many days it takes Pepsi HR & the Division President's to show up with communication and speaking points for us to take back to our teams.

Plain and simple...DO BETTER!