#employeerelations

Hi there, I am joining MC next month, how is current environment there? With respect to layoffs?

A bit of related or slightly unrelated question. Has anyone recently joined mastercard directly from visa? My key ask is, could visa send you on garden leaves if your manager asked you to disclose where you are heading to? Looking at current environment, I am afraid that would be the case. Thoughts? Experience?

I understand the Purchase office had layoffs yesterday with more to come today. Does anyone know how many people at the office got laid off and in which departments?

Damn.. The Ai agents are so efficient they put red banners alerts saying extremely long delays.

They are firing off people and what do you expect.

The management don't even know what people are doing or how they support other teams and the ecosystem.

Yes, we have to work an 8hr shift on thanksgiving

Time and half or double time… doesn’t matter!
Shame on you belk!

After more than 27 years with the company, and after seeing similar stories from thousands of loyal and dedicated Comcasters, I experienced something on Monday, 10/26, that I never thought I would feel during my career: I felt like a number.
After decades of commitment, sacrifice, and dedication, it was difficult not to feel as though everything I had given could be set aside so quickly through what felt like an effortless decision. 27 plus years of service should mean something, and in that moment, it simply didn’t. Good luck to all of us impacted and those who remain.

Service anniversaries use to be a big deal. Now making it to the next month is. What’s next in the PepsiCo world? Odds on making it to December.

I can verify VP, Director, Manager, Supervisors, Finance, HR, Headend, Construction, Ulearn, Sales, Comcast Business Development, Fleet/Facilities, Customer Care, TSC, FTC, XOC, Tech Ops (Only Sups/Managers Limited markets) have been effected. Largest layoff we will never know the quantity with the numbers being padded by the employees hired in Chennai India Comcast Center.

Does anyone know if any of the folks that took the VRSP if any were hired back after applying for open positions? You can’t apply back after 1 year, here it’s been 1.5 years since your VRSP. You apply for the exact same position, outstanding reviews 4’s & 5’’s, went nice and beyond, built great relationships internally and externally a UHC Alumni for 16 years at UHC, . A Referral is sent on your behalf and your qualifications meet every aspect of the job role, and this is what they reply via email:

Although your skills and qualifications are impressive, we have identified other candidates whose experience more closely fit the specifications of the position.

This has happened
Not once
not twice
But multiple times

This just goes to show UHC truly doesn’t stand behind their own “culture values of Transparency”.

Shame on them!

I'm scheduled to start a new role at Microsoft in Ireland in two weeks, working on an AI-related project. Ive already signed my offer letter + contract.

With the recent voluntary buyout announcement and ongoing concerns about layoffs, I'm starting to wonder how secure my position really is. Is there a realistic chance of being laid off shortly after joining, or am I overthinking this?

Anyone at Microsoft have insight into how new hires are typically affected during layoffs?

Does anyone know a total headcount that was affected? Seeing the new numbers with PA, NJ and WA alone has me wondering.

I would think the new hires and the people that can “reapply” will have knowledge of coding.

Companies are increasingly using voluntary buyout programs as an alternative to traditional layoffs. While these programs can offer a more compassionate approach to reducing headcount, experts warn of a significant risk. The primary concern is that top-performing employees, with their strong skills and networks, are more likely to accept buyouts. This could lead to the departure of valuable talent, leaving the company with a less experienced workforce. HR professionals must consider this potential loss when implementing such strategies.

Redmond, Washington

https://www.hr-brew.com/stories/hr-risks-losing-top-performers-with-voluntary-buyout-programs

I’ve never experienced a situation like this before, so I’m trying to understand my options. Last year, I contributed $22.5k to my 401(k), but today I received two checks in the mail totaling $20,000. After contacting Fidelity, I was informed that Centene failed the nondiscrimination testing requirements for its 401(k) plan, which resulted in the funds being returned.

What steps should I take to address this? Do I have any options to dispute or challenge the decision? Does this mean that my retirement contributions from last year were essentially wasted, or will I still receive some retirement benefit from them?

I also came across another post suggesting that Fidelity may allow me to keep the funds in the account if I pay a 10% penalty. Is that actually an option?

I would appreciate any guidance on the best way to handle this situation and minimize the financial and retirement impact.

People Inc. is implementing a substantial layoff, impacting 195 employees across various locations. This marks the company's second significant round of job cuts within approximately a year. The majority of these reductions will affect staff at its New York headquarters and its remote workforce. Additionally, employees in Des Moines, Birmingham, Seattle, Los Angeles, and Bangalore will be affected. This decision was communicated via a memo from CEO Neil Vogel.

https://www.desmoinesregister.com/story/money/business/2026/10/29/people-inc-layoffs-des-moines-jobs/92495048007/

Des Moines, Iowa

I worked here for 29 years and had some medical issues and went on disability to try and get seizures under control. When I ended up being out for a year they fired me. I didn’t get any packaged and was just told thanks for your work.

This place was a joke to work for. I was always rated a 1 or 2 for yearly reviews and of course no money to get a raise. I went 7 years no raise and tried to take overtime away.

Wells Fargo's Code of Ethics bans employees from shorting WF stock — or buying puts, calls, or futures on it — "regardless of whether you have material inside information."

You don't need to know anything secret. Just betting against your own employer is a Code violation, and Code violations can mean termination.

Source: Wells Fargo Team Member Code of Ethics and Business Conduct (SEC filing)

it’s open season for lay offs next week, it happens every year in November and December to spoil employees holiday season and to get the numbers adjusted to end the 4th quarter and year end.
For the ones hoping to be let go, good luck with getting let go, if you need the job, also good luck, but don’t be surprised, both companies are in rough situations and the future is not optimistic.

Certain people left and crickets...

I’ve been gone a while, couple of rounds ago. I had to get this out after many former colleagues reaching out after impact, or scared that they’re next. Nike’s leadership is completely tone-deaf, we know this without saying again and again but my goodness, what on the actual h*ll?!

Another round of layoffs announced just weeks ago. Employees terrified they’re next. Former employees still trying to recover. And what’s happening on LinkedIn? Leaders celebrating promotions and advertising senior leadership openings like everything is just wonderful.

How tone-deaf can you possibly be? The complete lack of awareness, judgment, and consideration for the people whose lives have been turned upside down is disgusting. Read the d*mn room.

People who actually gave a sh*t about this company, its customers, and the work they did have been tossed aside. Others are waiting for the next shoe to drop while leadership continues patting itself on the back.

And somehow, there’s money and opportunity for more senior leadership? Fascinating.

Why are you recruiting externally when you have incredibly talented, experienced employees sitting inside your own organization, wondering whether their name is on some bullsh*t, arbitrary layoff spreadsheet? People who have delivered results, know the business, and could very well be qualified for the positions you’re advertising. But instead of giving them an opportunity to stay employed, they’re reduced to a number on a spreadsheet while you go shopping for talent elsewhere. How about giving the people who are STILL THERE an opportunity NOT to lose their jobs? Disgusting.

And to former Nike employees considering reapplying? Don’t bother. Almost guaranteed you will find yourself automatically rejected. Don’t believe me? Ask around.

How many rounds of layoffs and leadership shakeups does it take before someone admits the problem starts at the top?

And when will Nike realize this goes far beyond the quiet, carefully managed conversations they have with the people they’re laying off?

Those conversations don’t stay behind closed doors. People talk. Families talk. Former employees talk. The public sees it. YOUR CONSUMERS SEE IT.

Speaking from personal experience, it’s sickening to watch. I’ve witnessed serious misconduct concerns involving people who reported to me while watching other employees lose their livelihoods. I have serious concerns about whether accountability was applied consistently and whether race improperly influenced who was protected and who was pushed out. Don’t come after me here, I’m not the only one. Check the post layoff rosters friends.

So spare everyone the corporate messaging about integrity, values, and doing the right thing until you’re willing to demonstrate those things internally.

And those glowing LinkedIn comments? Let’s not confuse public congratulations with universal approval. Some employees are too afraid to speak up, and people outside the organization are desperate for opportunities. That doesn’t mean everyone is buying what you’re selling.

Here’s what Nike’s leadership seems to forget. Your employees ARE your consumers. So are their spouses, children, friends, and families. Every person you’ve pushed out has a story, and every employee still living in fear has one too.

You can spend billions marketing a brand, but you can’t market your way out of treating people like sh*t.

Keep celebrating yourselves. Keep posting about your exciting new chapters while the people who helped build this company are left picking up the pieces while they watch your tasteless parading.

The damage to Nike’s reputation doesn’t end when an employee’s access badge stops working.

The people you discard don’t disappear. They become part of the story consumers tell about your brand.

what happened with the MB managers that got laid off today? Anyone know why? It isn't like they were under performing

https://x.com/TheLayoff/status/2116199649002578022

Head of GCC, EVP said this on LinkedIn "I’m both proud and humbled to be part of this journey as we build for our future! This announcement represents the continuation of an extraordinary partnership with Infosys and marks the start of an important chapter for Truist." I really hope Steve doesn't think moving 1400 jobs to India is a good thing!! When I worked at BB&T he seemed to care about employees. My guess is that he has no choice but to drink the Koolaid. :(

If an employee is leaving HCSC for a direct competitor, would management just have them leave the same day they inform their manager, even if the employee gives 2 weeks notice?

Older workers: Empty nest (kids out of the house, can put more into work if needed), decades of experience, with VZ for decade(s) so would have already been canned if they were not good at their job (recall VZ had 200K+ fulltime employees 15 years ago or so)... Why would you kick them to the curb when they are in arguably the most productive years of their lives?

Short sighted id--ts in leadership positions. Its like not maintaining your vehicle to save a few buck up front. But, I guess leadership plans to not have an interest/stake in the car (VZ) in the future.

T-Mobile leadership has failed miserably at moving the company in a positive direction, both financially and culturally. A company should be able to generate revenue while maintaining an environment that values its employees. Unfortunately, over the past several years, upper management has systematically dismantled much of what made T-Mobile competitive, successful, and a place people once took pride in working.

I'm sure the bean counters packaged these changes as necessary growing pains, selling everyone on the idea that things might hurt now but would make the company stronger in the long run. It's the same tired corporate playbook: make sweeping changes, promise a better tomorrow, and leave employees dealing with the uncertainty and consequences today.

I hope people remember this before giving their loyalty, dedication, and best years to a company that clearly doesn't understand the value of either. T-Mobile appears willing to cut off its nose to spite its face, sacrificing the very people and culture that helped make it successful.

You gave them your best efforts, your skills, your experience, and your loyalty. When it mattered most, what did you get in return? A reminder that loyalty from employees is expected, but loyalty from leadership is apparently optional.

So.... y'all told us about 8 weeks ago that the Compliance org cuts needed further review and we were told back then that in 6 weeks we would be hearing about the layoff decisions for our org. So.... dead silence, no updates, no communication. Anyone over here heard any updates from leadership yet? Any new timeline? We all know it's coming.... pretty cruel to keep us waiting to find out if we have a job or not. Especially practically right before the holidays now. And some of us noticed how the HR doc used to say if you made it to Oct 1 and then were laid off, you were entitled to your annual bonus. But the links on Workday that were sent with the assessment reminders clearly said if you are no longer employed on the date the bonus is distributed, you are ineligible to get it.... Would be nice to know what is happening to us in this org....

Elad, if you’re reading this, looks like you’ve officially been voted off the sinking ship too.

Pack up your ego, your arrogance, Janus, FDX and the rest of those multimillion dollar projects that never seemed to deliver on their promises. The company has spent enough money funding your grand visions and self promotion.

Here’s what you seem to be missing. Employees have lost confidence in your leadership. People are tired of being dragged into another expensive project with big promises and little to show for it. Respect isn’t something you get because of your title. You earn it by actually delivering.

At some point, read the room. Pack your sh-t, leave the ego behind, and make room for someone people actually want to follow.

Welcome to the new Comcast, where employees are done waiting for leadership to hold itself accountable. If the executives won’t do it, we will. Publicly. Your title doesn’t protect you from your track record anymore.

Lehitraot, Elad. Don't let the door hit your ego on the way out.

The idea that keeping your job is some kind of a reward, at a place that is in a constant state of turmoil, it's sadly pathetic and a hallmark of the Devon experience

Some folks obviously have flexibility. Do you?

Once again as I drive into the garage today I see the signs are all broken. Why can’t they keep the signs working? I’ve never seen this problem at other parking garages. It is a constant issue. Why can’t they fix it? Don’t we have instrumentation and controls engineers? If this is any indication of our ability no wonder SBM is operating everything in Guyana while we watch.

Can you hear me now?

Given that some other companies are doing "voluntary" buyouts for employees, how likely would it be done at HCSC, but not just for managers/directors like the 2025 RIFs?

One month back, my manager told me that he is expecting he would give me160% of my target bonus. Today he told me, he is not sure about the numbers. Can anyone share me the update on what we can expect in Nov.

You should dr-g test all employees. Lots if twitchy tweekers in b1

I miss being able to work at General Atomics as a flightline mechanic in Palmdale, CA. I am still devastated from the 2020 layoff and having a hard time dealing with the loss of my job there. It is hard to go on living. Is anyone else feeling the same?

I am still devastated and having a hard time moving on in life regarding being layed off ftom General Atomics in 2020. I was a flight line mechanic at the Palmdale location. It has been a really depressing past six years.

So today's my last day at FactSet after 20 years of dedicated hard work at a company that I would call my family. Not anymore since they rejected me. Oh of course they gave me a substantial amount of money to say that I agreed to leave without regrets or complain. But we all know that it's bull.
I wanted to stay but the new management doesn't care. I did everything Sanoke and its minions asked us to do, and more. Ideathon and Hackathon. Spent countless evenings and even more working on agents and Ai. Produced my best performance year.
But I cost too much apparently and nothing else mattered.
Don't fool yourselves, you're just numbers and the ones that stay are just better at politics than you are.
It seems we were building something great but in the end it's just about money. Not ours for sure.
So let me give a bit middle finger to those ELT heartless slaves and farewell to the good souls staying.
Another adventure awaits where I will seek once more respect, identify and meaning in an AI world.

Anyone else exhausted by the endless LinkedIn parade of “So excited!” “So refreshed!” “Feeling energized about the future!”?

At this point, it’s almost comical. Same tired narrative. Same recycled buzzwords. Same leadership speeches. Different day.

Dear B and the entire chorus of executives who seem to love hearing themselves talk:

For the love of God, stop talking and START DOING.

Employees are tired of broken promises, broken systems, and being told brighter days are ahead while watching money pour into AI initiatives designed to reduce the very workforce that built the company. And real talk every cost saving measure you try well hmmm hasn’t worked yet.

How many years does it take to figure this out?

You refinanced the debt. Congratulations. But refinancing debt isn't fixing a business. Where's the innovation? Where's the growth? Where's the strategy that actually sets you apart?

Instead, it's the same playbook. Watch what Aya does. Watch what AMN does. Copy, paste, repackage, and call it visionary leadership.

That's not innovation. That's imitation with a fancy title.

Meanwhile, executives are traveling, attending conferences, posting about how inspired and invigorated they feel, and celebrating their latest leadership revelations.

How wonderful for them.

But what about the people doing the actual work? The people trying to sell a product, navigate broken systems, retain relationships, and keep the business moving while leadership continues to confuse motivational speeches with measurable results?

Here's the uncomfortable truth: A title doesn't make you valuable. Results do.

And when the dust settles, the same executives preaching loyalty and resilience will polish their résumés, leverage those impressive titles, and move on to their next opportunity. Another company. Another transformation. Another chance to dismantle what someone else worked years to build.

At its core, staffing is a sales business. You have to sell your service, your people, your relationships, and your value.

And frankly, if the company is struggling, maybe it's time to ask why the people at the top aren't successfully selling any of it.

Employees aren't asking for another inspirational LinkedIn post. They're asking for competent leadership, functional systems, meaningful investment in people, and a strategy that produces something other than another round of applause in the boardroom.

Talk is cheap. Apparently, so is the value placed on the people who built Medical Solutions.

And to the employees still holding everything together: don't confuse loyalty to your coworkers with an obligation to remain loyal to leadership that hasn't earned it.

Because when the ship starts sinking, don't assume the people telling you to keep rowing are planning to stay aboard. How many have sailed off already???

Several examples of recently PiPd employees being hired back as contractors. Sure does feel like great info to use to justify a class action lawsuit. If they were such terrible employees why in the world would we want to hire them back as contractors!