#employeerelations

Anyone else not getting paid c suite money is a part of the brokie class. That includes the d-mb white men that hates everyone and thinks they deserve more. There is no DEI garbage anymore after trump took over. Anyways, 200k a year in this economy is fu--ing nothing and you aint sh-t to be talking down on someone. If you hate indians, asians, or women, do something about it pu--y and stop being on this thread.

Oracle is reportedly undertaking its largest-ever layoffs. A report on Blind alleges the company exploits loopholes. Internal systems show hybrid workers reclassified as remote. This reclassification aims to avoid the WARN Act's 60-day notice. The post described this action as 'morally bankrupt'.

https://inshorts.com/en/amp_news/oracle-exploiting-loopholes-to-avoid-staff-benefits-amid-its-largest-layoffs--report-1780299406240

What’s happening? It seems like every day there’s a new LI announcement with someone leaving.

Pretty please? Aren't they supposed to make our jobs easier instead of harder? Why is NS determined to just promote or hire completely incompetent people? Why?

The last RA included one of my older teammates. The guy knew this place inside out as he's been here for a couple of decades. He was not pushy, didn't clamor for raises or bonuses. I don't know if he ever took a sick day. At least I didn't notice. He was also probably our most productive employee. So if IBM is willing to get rid of somebody like that, there's really nothing any of us can do to ensure our safety.

Are your managers encouraging or discouraging taking your half day Summer Fridays? With all the layoffs, I have more work than I can handle as it is.

There were plenty of rumors, has anything been confirmed?

At some point, there needs to be real transparency around bloated administrative layers and whether they are creating proportional value. The people building, selling, supporting, and moving the business deserve a fairer share. Every company is flattening. If Cisco does not do the same, it is only a matter of time before employees, customers, and the market start questioning Cisco’s relevance.

Well said, @cp+1kr4j9r3b.

Oracle co-founder Larry Ellison: "Citizens will be on their best behavior, because we’re constantly recording and reporting everything that is going on". It seems SAP is going in the same direction.

Our uptime on MS Teams and meeting time is already tracked. Management has also started to track browsing behavior using WalkMe which is now installed on all SAP computers. An HR colleague told me that they also tracking how often we come to office and work from home. And HR is discussing with the Betriebsrat how to connect these with Performance Management. And they are planning to trial AI cameras at some offices that will show how much time different colleagues spend in meetings and on their computer and lunch. All of this "surveillance" was included in new SAP policy updates.

Truth be told, I don't like this at all. The idea that I might get less appraisal and bonus because I had more wfh days or less Teams meetings than colleagues is appalling. A lot of work and meetings we still do are offline and that cannot be captured by these AI cameras so well. All of this seems so dystopian but several tech companies are copying Oracle and want this now.

https://www.techtimes.com/articles/317527/20260601/oracles-30000-layoffs-enter-final-phase-sign-release-forfeit-severance.htm

The recent quarterly meeting Q&A made one thing undeniable: management has a severe employee trust deficit. With this morale, getting 2-digit growth rate is impossible.

Do anyone feels like the load is increasing day by day. More tasks been included

We’ve become a joke. A punchline. At this point, I wouldn’t even be sorry to turn my back on this place.

Take your books and go small / independent while you can. HO will say the AI tools are to help you but they are studying you and will automate you. They watch your habits and clients closely and are making FA agents now. They will squeeze the ranks, push you into team offices, make you use AI, build client relationship with the team generally over you personally, and push you out gradually. They think a new hire with AI can do your job for much less pay. That’s the plan.

May the odds be ever in your favor.

Not sure how to do something? Fu-k you. Got a question? Fu-k you. Need some help to understand something? Fu-k you.

Spend 2 hours researching or start a ticket and wait 5 days for a response. What a waste of my time.

How does everyone feel about their manager at Cisco? I have never had worse. The engagement pulse, the 1:1 meetings are so fake. The lack of even trying to help with a question is staggering. On the recorded team meetings you hear from managemnt “if you need help with anything, reach out”, but when you reach out you get sent to someone else or you just get a “no, not possible”. There is noone else to go to, because everyone is on the same page.

Layoff is commencing July 2 for NA region (since July 1 is a holiday)

EU and others will continue the week following. Have been told it’s anywhere from 8-15% of WF.

Good luck to all

300+‐400 VPCH...not feasible for what coming ahead...please think about us and not your wallet...we are tired, mad sick of it...pile more on us with no help, and definitely no hours given to us....people are scared to speak up i think....please re-think all the stupid labor intensive programs you people are hatching.....produce, meat..kitchen....etc...please...we are tired and exhausted ....so much shrink you people are creating....please stop working us into the ground

Anyone know how a management employee can volunteer for a surplus package?

AI is making many mistakes, especially in testing and validation. In many organizations, employees are becoming overly dependent on AI and are gradually losing fundamental problem-solving skills. AI is a tool, not a complete solution. Without strong domain knowledge and fundamentals, AI-generated results can be inaccurate and sometimes create bigger issues than they solve.

Many companies are rushing to automate everything with AI, but blindly trusting AI outputs can lead to costly mistakes, rework, and quality problems. In addition, the increasing use of AI models results in higher token consumption, growing infrastructure costs, and expensive subscription fees.

The most effective approach is to use AI as an assistant while keeping experienced employees involved in critical thinking, verification, testing, and decision-making. Human expertise combined with AI is far more valuable than relying entirely on AI.

Talked to a few hiring managers on Friday and they all echoed the same thing , the last few weeks were the toughest they’ve ever had to maneuver. Every open position was flooded with applications . multiple leaders recommending and putting referees for their own people , non stop calls and emails for referrals all against a deadline to hire before the end of May. Managers were grinding through 8 to 10 interviews a day, trying to balance candidate situations like urgent visa situations and ongoing medical treatments. So people who found internal roles during this time was due to strongest leadership push rather than the best skills. glad May is wrapped up so everyone can take a breath and move on. I am sure there is better way to do this ..

Give the keys to the people who know exactly where the useless management is. Most management is just getting in the way; completely useless. When my Dir or Sr Dir are on vaca, productivity soars! They have zero self awareness when they hold 3 hour meetings delegating pointless tasks while the ADs are trying to keep their teams functioning.

Such a step backwards to no longer offer automatic email copies of our paychecks. Why in the world would this functionality be removed?

People have stopped holding the handrails. Walking while starting at cellphones. Driving across parking spaces in the parking garage to get to the exit quicker. What is going on?
Leading indicator of lost safety focus?

What have you seen in company plan that is insightful? What insight can be shared on plans for employees?

Standard Chartered plans to cut more than 15% of its corporate function workforce by 2030 as it expands the use of AI and automation across the bank. The restructuring could eliminate more than 7K jobs globally, affecting back-office and support functions. Standard Chartered currently employs around 80K people worldwide and operates extensively across Asia, Africa, and the Middle East.

CEO Bill Winters said the reductions will be driven by automation and wider adoption of artificial intelligence. The bank expects some employees to be reskilled, but the overall direction is clear: fewer human workers will be needed as AI takes over routine operational tasks. The announcement comes as Standard Chartered raises its long-term profitability targets, aiming for returns above 15% by 2028 and 18% by 2030. Investors appear to support the strategy, with shares moving higher following the announcement.

This is another example of a growing trend across large corporations. AI is no longer being positioned solely as a productivity tool. It is increasingly being used to reduce headcount and streamline operations.

For employees in banking, finance, operations, compliance, risk support, HR, and other corporate functions, the question is becoming harder to ignore:

If a global bank can eliminate 7,000 jobs through automation, how many similar roles across the industry could disappear over the next decade?

Thoughts from current or former Standard Chartered employees?

Standard Chartered CEO Bill Winters is facing backlash after telling reporters the bank plans to replace "lower value human capital" with AI.

The phrase immediately sparked criticism, with many interpreting it as a reference to employees whose jobs may be automated. While Winters later apologized and said he was referring to workplace transformation rather than the value of workers, the comment has continued to circulate widely on social media.

The controversy highlights a growing tension across industries as companies accelerate AI adoption. Workers are increasingly concerned that executives view AI primarily as a cost-cutting tool, while leaders argue that automation will improve efficiency and reshape job responsibilities.

Regardless of intent, the phrase "lower value human capital" struck a nerve. For many employees already worried about AI-driven job displacement, hearing senior leadership discuss workforce changes in those terms reinforces concerns about how companies view their people.

As banks and other large employers continue investing heavily in AI, expect greater scrutiny of both workforce reduction plans and the language executives use when discussing them.

Was this simply a poor choice of words, or an honest glimpse into how some executives view employees in the AI era?

In a particular work group this morning, a detailed email was sent out instructing team members on how to handle complicated work inquiries. There were bullet points and seven different email points to use. This was done, allegedly to improve efficiency. That afternoon, with no notice at all, the name of the Teams Channel used for the entire group to communicate was changed without notice. Staff searched emails to find the notice. There was none. Finally, a team member posted the obvious question. Why? What happened? Had a notice been missed? A senior leader posted back, "No, there was no notice." Nowadays, it's easy to incite a mild panic. WTF? About an hour later, the senior leader posted again, the name change was to bring it into alliance with other name changes. And yet, no one showed the team the respect that a brief email would have provided. Employees remain an afterthought.

Reorganization announcements have started. We were notified today, and while I cannot share the specific area, our team was not laid off. Instead, the team is being split up and moved under different managers.

We were told that the reorganization will continue next week in waves, with additional teams being notified over time. We were also informed that some areas across the company may experience layoffs.

I was also able to confirm that a coworker in a completely different department was recently asked to provide a manager breakdown and reporting list. Based on that, it seems the timing of notifications may depend on the department, and some employees may not hear anything for another couple of weeks.

Effective 1/1/2026, the management Concession Telephone Service will be frozen and only retirees currently participating will be allowed to receive concessions. In addition, HealthSmart Benefit Solutions will no longer administer the Concession Telephone Service (CTS) benefit for Verizon.
Your telephone concession payment will be administered through the Verizon Benefits Center (VBC) and any eligible reimbursement will be issued by The Principal Financial Group (Principal). To verify your eligibility, contact the VBC at 1-855-489-2367.

Commercial Real Estate ..

This board should be viewed for what it is… a discussion board for current employees concerned about their careers (with some crazy types) and feedback for those considering wearing “the purple.”

First, you need to ask yourself why so many senior executives have left the bank.

Second, compare the value of both banks at the merger to the value today. I have gotten better returns on my bucket of old pennies with the increase in copper. Pay increases too.

Third, in case you have not figured it out by now it all about the face time and showing off for your manager and their boss.

Now this brings me to the title above.

What a show ineptitude! Thanks Kathy, Joe Pella (Joey – shave that stubble) and Adam Oats who?

Largest markets, Florida, Georgia, Texas and North Carolina Commercial Real Estate, how many of those folks are still here, clients included? Hmm.. all voted with their feet. Even new hires have moved on with corresponding fill in the gap uplifting reorg calls.

Same thing for Grandbridge, everyone left? Why? Oh, and the bank still has a lawsuit against them too. How much is that costing? Interesting read if you have the time. Just wait until they put Kathy on the stand. Can’t wait.

So, what’s the point of this? If you are visiting this site, you need to prepare to set sail for a new adventure and not wait for the next purpose corner or employee survey. Yes, I’m out shortly. Might even get severance and a new job signing bonus if I am lucky.

You?

The more I read these threads, the more I see the same people saying the same things. It’s a bit sad really.

Former employees. Retirees. People who left years ago but still seem oddly invested in every headline and every rumour. I know a few of them personally - nice people but it’s a bit tragic how their identity is tied to a company. They read something in the papers and appear here as though they’re still sitting in the office. They would spend their kids wedding taking about what bp is doing wrong - true story. I find it quite sad, if I’m honest. At some point, you have to move on. Bp owes you nothing. You signed the contract. They followed it.

On bullying, there is truth in it. The post naming initials was accurate. Some of those behaviours were disgraceful and remain a stain on bp’s history. During the ‘good’ years, too many people got away with things because they delivered results. BL a casing point. There are others who could be added to that list. The difference now is that those behaviours are no longer ignored.

What I struggle with is the constant bitterness. A lot of the loudest criticism comes from people carrying old grudges, people who never got the promotion they wanted, or people who have convinced themselves that bp was the source of every setback in their career. That’s an easy story to tell yourself. It just isn’t always true. Let’s leave the future to the generation trying to turn this around.

One of the best things bp has done recently is show some backbone. Poor behaviour is being called out. People are being held accountable. BL and AM are examples. One person who should not be allowed to quietly disappear into the background is (*D) AC. A complete failure of leadership, judgement and self-awareness. Time to go.

The portfolio review is the right decision. Not everyone will agree with it. That’s fine. Leadership is not about making decisions that please everyone. When the details are announced, the reasoning will be clear enough.

And on Meg, I couldn’t disagree more with some of the comments made here. I’ve worked with a number of CEOs, inside and outside bp. She is one of the most impressive. The direction is right. The priorities are right. And she has dealt with a series of challenges that were not of her making with real composure and resilience.

I’ll leave it with this:

“It is not the critic who counts…”

It’s always easier to sit in the stands and tell everyone else what they should have done. Much harder to be the one making the decisions when the outcome actually matters. That’s the difference.

I am on a year long leave. I was just told my position was eliminated. Does this mean I am pretty much fired when my year off ends or does it mean I just go to a new department?

Just had a contractor on our team let go and had the vendor tell her that layoffs by EOW next week. Anyone hear of this?

Any rumors for next round and where it’ll be focused?

I received exceptional ratings but zero RSUs which is atypical to years past. A bit worried if this lack of long term comp incentive implies anything.

Yes, you read that right. Twice now I’ve had to watch where I walk because someone decided to de-----e in public. I never experienced that while remote. Before I forget did anyone see the pervert exec on the home page this week. Gosh it’s going to be so uncomfortable when he speaks to us at the June town hall. Hopefully he doesn’t ask us about our boxers or briefs 🥴 >> https://www.thestandard.com.hk/finance/article/167954/BlackRocks-Mark-Wiedman-sorry-for-off-color-comments-to-women-such-as-boxers-or-briefs << When I’m not playing frogger to avoid stepping in sh-t I’m either (1) hoping for my bus to arrive less late than usual (2) watching my back as a woman amongst the crazy people in town (3) witnessing open air dr-g use/dr-g exchanges and public urination (4) avoiding confrontation of any panhandler because I’ve seen the tension escalate to punches being thrown and if it comes down to it I would like to defend myself but I can’t carry a pepper spray deterrent with me and into the building (5) calling the babysitter to let her know I might be 80 minutes or 120 minutes before I get home (6) chatting with my son to see how soccer practice went since I can’t be there as often (7) hoping that my vehicle didn’t get damaged sitting at the park and ride lot (8) wondering if I’ll have enough time tomorrow to complete what I couldn’t get done in office the previous two days. Plus much more. Don’t ask me how many home cooked meals I’ve been able to make and eat with my family like we usually did before May 4. On the financial side of things I am struggling with this worrying dilemma. Do I cancel my IRA contributions to cover the cost of daycare and a frequent babysitter? Do I cancel my HSA contribution to pay for gas? What can I cancel to pay for my time? Seriously I am drained. This is the 2nd payday under the RTO policy and I am in the negative yet again. Thankfully my enormous 1.25% raise allowed me to buy a few tanks of gas this month. Not sure what I’m going to do next month. Probably have to bring the older child into work to avoid babysitter costs. My team is loosing talent soon. I’m sure my workload will increase. I’m sure I’ll be asked to get things done in the same amount of time. I’m definitely sure I won’t get any additional compensation for covering an empty seat. As of May 4, working here has become financially unjustifiable, incredibly stressful and a waste of time. It would be different if this was a job that physically needed my presence. But it isn’t. Same goes for the rest of my team. We have this futuristic ability to do our work remotely like we were doing for years but now all of a sudden we are needed in office to justify their real estate investment. Here is the best part my team is all remote with respect to each other. We are at least 250 miles from each other. The policy literally makes no sense. It’s causing me to lose cents too, well actually dollars — lots of dollars. So yea my testimony is sh-t is literally hitting the fu--ing fan. So if more sh-t hits the fan we can expect to have to avoid more human sh-t piles. If this is brilliantly boring well I am having trouble finding anything brilliant about it. Maybe I’ve been too generous by meeting or exceeding all expectations every year for over a decade. To Bill: make the brilliant decision to reverse the RTO policy completely before you wreck the careers and lives of more of your loyal employees and customers. The customers who no longer want to bank with us because of this terrible decision.

Don’t forget Bill gets a 30% comp increase and executive security. We get pennies on the dollar and a mandatory RTO five days.

Per the legally binding agreement between Cummins, the unions and the government, people laid off end March would receive severance payments of 3 or 6 months depending on age and/or seniority. At this point, Cummins failed to pay and hr replies with very vague messages to people enquiring.
The unspoken plan to let the entity go bankrupt without honoring the social plan seems to become reality.
But remember.... 'they care about you'!