#employeerelations

port out and get the “me team” fired! besides my tmobile service is faster. even my friends ATT Prepaid plan shows 5G connection more than Verizon- his wife has verizon and she is canceling

A lot of discussion on degraded contractor capability but little discussion of degraded EM capability and rising number of mid career resignations. All roses and rainbows and talk of increasing headcount through hiring and pulling from operations groups. Meanwhile we aggressively drop the ranking of those with proven capability, pace out their promotions, and give them no meaningful raises all while cutting benefits and reducing expat compensation and beating the drum of how important mobility is. What a joke.

Its time for the white collar workers of Chevron Unionize to fight our brutal management!

Thinking about working at PepsiCo? Here's the last five years, by the numbers.

No opinions below, just what happened between September 2021 and today.

The stock
Sept 2021: $154. Today: $129. Down 16%, sitting at a 52-week low, roughly 25% below its high of $171.

Coca-Cola over the same five years: about $54 → $88, up more than 60%. Same category, same shelf, same customers.

Procter & Gamble: about $142 → $148. Basically flat, and it still beat PEP.
S&P 500: up around 70% over the same stretch.

With dividends reinvested: Coke returned roughly +84% over five years, P&G about +16%, and PepsiCo roughly zero.

What that did to employee equity
PEP traded somewhere between roughly $130 and $180 at every annual grant window from 2021 through 2026. At $129, every stock option granted in that window is underwater. Five years of option grants, zero value.

RSUs granted in that window are worth 70–85 cents on the dollar. $100K of RSUs granted in Sept 2021 is about $84K today. The same $100K in KO stock would be about $164K.
If you were told "equity is a big part of your comp," you were paid in paper that went down while the market went up 70%.

Headcount and plants
Dec 2022: hundreds of HQ layoffs targeted at Chicago, Plano and Purchase.

2024: the Danville, IL Quaker plant closed permanently after a salmonella recall, with 510 employees laid off. The FDA later said the plant may have been contaminated with salmonella for four years. Bottling plants in Cincinnati, Harrisburg and Atlanta also shut that year, with roughly 300 people let go.

2025: the Liberty, NY Frito-Lay plant closed and all 287 workers were laid off. Two Orlando Frito-Lay facilities followed in November, 454 at the plant and another 46 at a warehouse.

Dec 2025: workers in the New York, Chicago and Texas offices were told to work remotely the week the cuts landed. Over 450 corporate roles were eliminated in that wave, and cuts continued into 2026.

2026: the Rancho Cucamonga distribution center closes by June 6, eliminating 248 jobs, and the corporate restructuring is still running.

Elliott Investment Management took a $4 billion stake in September 2025, and the company responded with a plan to cut 20% of U.S. SKUs and reduce costs starting in 2026. The stated goal is more than $1 billion a year in savings, with the job cuts concentrated in middle corporate layers.

In February 2026 PepsiCo cut prices up to 15% on Lay's, Doritos, Cheetos and Tostitos. Frito-Lay North America volume was still flat in Q2, and beverage volume fell about 4%.

Pepsi-Cola lost sole possession of the #2 U.S. soda spot to Dr Pepper in 2023.
2025 guidance was for core EPS to be roughly unchanged, and advertising spend fell $500 million that year. Management now describes the Frito-Lay recovery as "more gradual".

Bottom line
Coke and P&G lived through the same inflation, the same consumer, the same GLP-1 headlines. One went up 60%+, one held its ground, and PepsiCo went backwards while closing plants, cutting people, and cutting prices that didn't move volume. If you're an employee, your upside was the stock. The stock went the wrong way for five years

So, now people have six weeks. No carryover to next year.

Lots of people lost a lot of accrued PTO, which would have been paid out.

Btw, starts 10/1, and if you’ve already used six weeks, but have more time off scheduled, your manager has dispersion to take it away.

G10, 120% IPF, no merit, no RSU this year

Last year, 122% IPF, no merit, but at least gave $20 RSU

Not only are they laying people off so we have to pick up the slack of having less teammates but now they are adding all these new initiatives on top of it. Are they trying to burn us out? Because a lot of my coworkers feel the same but everyone is too afraid for their jobs sake and just yes manning their managers. It’s kind of ridiculous.

If you’re still in a corp retail location I’d get out now !! The “3 year” promise is a scam, a lie!!!

Enjoy your 1% raise that Amazon so graciously gave us peasants
Find it under workday compensation changes if you want to look at it

Well
Beyond
Ridiculous

And getting worse by the year.

Bank of America expands apprenticeship program with 1,000 new hires | Fox Business https://share.google/lCADGQtJ2JJue55jc

This is what they do- force out the high paying or tenured employees and bring in apprentices and pay them so much less

Report the fraud increasing layoffs at Nielsen.

https://travel.state.gov/en/report-visa-fraud.html

I strongly discourage anyone from joining OCI for several critical reasons:

1. Financial and Job Instability: OCI carries a heavy burden of over $600B in unfulfilled Purchase Orders (POs). To attract talent, they offer highly lucrative packages—including stock options with an aggressive 40% first-year vesting schedule—and inflated titles (such as SD, VP, GVP, and SVP). However, it is common for employees to be terminated within one or two quarters of joining just to keep corporate costs low.
2. Title Inflation: Because executive and senior titles are handed out so freely, the organization is saturated with people holding identical designations, leading to severe internal competition over the same responsibilities.
3. Lack of Technical Depth: OCI primarily provides the data center infrastructure and physical buildings to host hardware, while external GPU vendors handle the actual core technology. Beyond infrastructure, networking, and power utilities, there is very little engineering depth.
4. Hiring Bias & Recruiter Churn: Upper management is heavily dominated by ex-AWS personnel. Recruiters be-doverbackward to show extreme favoritism toward candidates coming from AWS, while professionals from Azure or GCP are not given the same priority or respect. Furthermore, due to constant employee turnover, recruiters stay in a perpetual cycle of hiring and firing just to justify their own roles and save their jobs.
5. Short-Sighted Leadership: There is no strategic roadmap beyond one or two quarters. Executive leadership is entirely reactive and focused solely on immediate execution.
6. Toxic Management Culture: Out of fear of ongoing layoffs, managers at all levels actively hoard and diversify projects simply to justify their own roles, creating a chaotic work environment.
7. Unprofessional Environment: Employee treatment is remarkably poor. Inappropriate and restricted language is frequently used without consequence in meetings, group chats, and official recorded corporate videos.

Confirmation needed: The USA headcount fallen below 1k or is projected to by EOY.

Go back and look at posts from 1 year ago

https://www.thelayoff.com/fiserv?page=20&sort=active

It's so clear zero progress has been made at all

Today marks the one year anniversary date for those laid-off on 9/24/2025.

It was a shocking day! It brought out the reality that HCSC along with manny employers have no respect or appreciation for its employees as a corporation. It confirmed the end of an era of devoted employees.

Hopefully those let go have been able to find a new job or officially retire comfortably. Those who continue to work hopefully it is a good job. Then there are those who found a job, but are still really looking.

For those employees still working at HCSC, maybe think about messaging someone you know who was let go on this day. Checking in on them could do wonders in boosting their morale on this horrible day of memory.

With all the cr-p management are pulling we should unionize!

Looks like a lot of senior/executive leaders are coming for visits and/or scheduling meetings with several teams next week. Would fit the pattern the last few years of delivering awful news shortly after the engagement survey is closed.

If they want to fire me because I cannot make it in for some uncontrollable reason go ahead.
The roads and mbta are horrendous each alternating a nightmare scenario.
They’ll need to give HUGE raises and comp more because people are spending a fortune now and it’s just begun!
Is anyone hearing anyone still complaining or is everyone just grumbling to themselves?
No recent survey since earlier on it either.
You think they’re mulling it over still or staying hardline? I hope they’re going to loosen this and allow even one day a week wfh but I’m afraid I’m still wasting sugar coated glasses.

I signed the severance 9/11 and will be getting mine on Friday per Dayforce. My amount on Optum/Cobra was also corrected which I paid today. yeehaw. Now if my unemployment gets approved all will be well lol - wishing everyone peace and relief after all this!

1. Employees, wronged by this place

2. Value Investors, deeply hurt by this share price

cannot see any hope at all.

Nothing more to do. Nothing more to accomplish. Nothing whatsoever.

Move along now ….

The Chevron that I’ve known and loved for 25 years it’s just not the same. Our share of cost for benefits has increased so much, the changes in our disability plans and mental health has been astounding. Did you know that if someone dies in your group now, they send you a phone number? They don’t send Chevron people to help. How does this even make sense? We’ve made so much money this year and we are whittling away. What made Chevron special.

How is it working for other primes such as LM, NGC, etc vs L3Harris?

They wouldn't be forcing us to drive to an office while gas prices are out of control.
The cost of commuting is such an unnecessary burden when we were highly effective as fully remote employees for 5 years!
Love doing more work for less money!

Apparently Rich and the Board are planning to sell MOA with the executives going away with Hugh packages.

With all the layoffs and assumed more coming,cutting of benefits,reducing staff,ETC, it should be obvious that they are making MOA more sellable.

Has anyone been asked to pay back a relocation after being in role over a year? Has anyone not paid/ or has paid give me any details.

The way this company allows these providers to speak to us is disgusting! They way they’re allowed to b!tch whine call us names mock us complain that everything is our fault……but theres no ASL and no immediate help. And the second we bite back because we’re enforcing the company’s F$cked up rulesAnd we’re the ones on the hook for it?!?! Unreal

There was a time when Harris (Palm Bay) had a fantastic program for the end of year holidays. They did decorations, and handed out toys to every child.

Well, those days are long over, and L3Harris will now be handing out pink slips and coal for the end of year holidays.

You have about three months to prepare. I suggest you get ready.

Been here a long time and honestly getting pretty fed up.

I know I’m one of the stronger people on my team. I’ve consistently done the work, taken on more responsibility, and when I’ve asked what I need to do to get promoted, I actually did those things. I’ve also told my manager directly that I’m interested in the next-level role and see it as an important career opportunity.

Yet somehow people who have been here less than a year are getting promoted while I keep getting passed over.

At some point you have to wonder what the point is. If you do the work, meet expectations, take the feedback seriously and still get ignored, what exactly are you supposed to do?

My manager seems to have their favorites, and it’s becoming pretty obvious that hard work and performance aren't necessarily what gets rewarded. Maybe I’m just naive, but I thought doing a good job was supposed to matter.

I’m getting tired of feeling like I have to kiss up to management just to get basic career opportunities. And yes, at this point I’m seriously questioning whether I even want to keep putting in the extra effort.

For those who have been in the same situation at Truist, what did you do? Leave? Transfer to another team? Stop going above and beyond and just collect the paycheck? Retaliate and make your manager's life at work a living he.l.l?

Curious what others have experienced.

The main criterion for being promoted to manager at VZ is to be hard-charging and willing to overwork your team. It's not about quality or results.

If you're filling out the Pulse survey and telling them that your boss is overworking his team and making them run around like chickens with their heads cut off, the joke's on you because that's a win in their book!

Avid Medical, a subsidiary of Owens & Minor, will permanently close its Toano facility. This closure will result in the layoff of 419 employees. The company stated this action is part of a larger strategy to enhance its surgical kitting network. Layoffs are scheduled to commence around November 25th. The affected facility produces and assembles medical kits for hospitals.

Toano, Virginia

https://virginiabusiness.com/owens-minor-subsidiary-to-lay-off-419-employees/

Why have no heads rolled? Meanwhile the average employee is out in the bottom of the ranking bin for some BS reason like not communicating technical topics in a non technical manner.

Tulsa Public Schools is exploring several options to address a significant financial deficit. These potential changes, which could take effect as early as the 2027-28 school year, include closing small schools, increasing class sizes, and reducing access to services. The district is also considering a salary freeze for employees and cutting transportation services. Administrators are seeking community input through information sessions and a survey before presenting final recommendations to the board in October.

Tulsa, Oklahoma

https://tulsaflyer.org/2026/09/18/schools-families/post/tulsa-public-schools-proposed-12m-cuts/

If Fidelity can’t afford raises for “associates” (only a dum--ss would think that’s a good name for employees), than they shouldn’t be able to increase the profit they make from us. No raises based on inflation, but we also can’t keep the lights on if we don’t charge you more.

Better you leave if you thunk things are not great there.
They wil cut people adn adjust their pay for others pay hike and RSUs.

People at executive level should be targeted due to poor performance and outages.

As a member of the dwindling on-shore technical staff, the most recent events have caused us so many headaches at the Global Operation Centre.

I have very little confidence in our off-shore tech staff and constantly have to bail them out of trouble. While most of them probably mean well, those staff lack real training, are paid a fraction (apparently around 10%) of what we are paid in Australia and most don't seem to have any pride or purpose in the work that they do. Many of them have told me privately that they would prefer to migrate to Australia so they can earn a better salary.

Instead of sending jobs overseas, the company should be employing more local school leavers.

I am hoping to be made redundant soon. I have maxed out my redundancy payout.

i thought all staff where notified on aug 31st of layoffs so if thats correct then they will leave within 30 days right? so why am i hearing more layoffs from october 7th to oct 21st i dont undertand.

I'm doing three times the amount of work than I did when I first joined because we lost so many people, and I'm about ready to break. They keep adding things and don't give a damn whether I have the time to do it, not to mention energy. If I could, I'd leave today.