#employeerelations

I have a supervisor who has some form of NPD and he routinely loses his mind over petty things. Every colleague we have seems to dislike him. Does Micron have systems in place for employees to work through issues caused by a supervisor with a personality disorder? Is jumping ship the only real option? Has anyone who used the available paths to deal with a truly bad supervisor had any success getting out of their situation without retaliation?

I don’t usually feel sorry for lawyers, but the latest fun at this place is now an inexplicable reshuffling of lawyers. But not really reshuffling—firing good lawyers for no reason instead of giving them a shot at the new job titles they’re totally qualified for. Hire new people! Put people first! Be super-stupid! Nice work, Solvsrs.

3 months into my new job and I can confidently say: leaving Citi was the best thing that ever happened to me.
I’m happier, more at peace, and I actually enjoy going into new job now, I can spend time with my family after work, be present, relax, and enjoy life without constantly worrying about the next layoff announcement, toxic managers, or what kind of gaslighting from upper management is waiting for me when I log in Monday morning. That alone has been priceless.
Godspeed to everyone still here. I genuinely wish you nothing but the best and hopefully, your exit comes sooner than you think.

• Have an exit strategy
• Dont get baited with gaslighting tactics from old employees. They attempt to trigger you so that they can stay as Good in assessment
• Show meaningful value in your assignments, quantify and use behaviors
• Create a process or system that stands the test of time and provides value
• Dont get caught up in politics, the chosen ones are blessed. Pray that they do well. If you dont get promoted, move on, It just wasnt your time or moment.
• The companys job is to create value, if it cant do that, stock price goes down and we all can get laid off
• Every company is facing the same pressure, find something that makes you happy outside of work.
• High salary, 401k, pension, and benefits. No one leaves a loser after 15 years.

If Dan really wants to do something good for the company, offer a package to everyone with 25 or more years of service. A lot of them are just biding their time to leave anyway. Then figure out which teams can be combined or work sourced out. It’s inevitable that Verizon will soon be under 50k employees due to AI.

I haven't discussed this with my manager yet so would be grateful for input or info anyone has on policy. Here's my situation:

• I work East Coast hours from West Coast (CA)
• I have worked 6am (and sometimes 5am) to 8am from home, then train into the office (I don't own a car...takes about 40 minutes each way).
• I do not work with anyone else in my office...I spend my day on Teams meetings or doing my work.
• I go home at 2pm or 3pm, depending when I started in the morning.

Am I now supposed to haul my bu†† downtown at 4:15am to get my 8 hours in the office? The trains don't even run then! I'm not buying a car just to satisfy this. Honestly, the absurdity of all this is what bothers me the most.

Right now, I'm planning to my boss that he's going to lose access to my work and contacting me until 9am Pacific time. Many of my team and project-related calls fall before that time, so they can either allow me to continue working the way I do or lose my participation in various routines, ability to answer questions and fix stuff...I'm stumped.

United Auto Workers members at John Deere will vote on a proposed two-year contract extension this Sunday. The agreement aims to provide stability for both the company and its employees. Details of the proposed contract have not been fully disclosed. Union leadership is expected to present the terms to the membership. The outcome of the vote will determine the future labor relations at Deere.

Moline, Illinois

https://www.kwqc.com/video/2026/08/22/deere-uaw-members-vote-sunday-proposed-two-year-contract-extension/?outputType=amp

Tyson Foods is facing significant backlash from its employees and the community. Workers gathered to protest recent mass layoffs. The rally demanded full compensation and benefits for all affected employees. This action highlights the economic impact of the company's workforce reductions. The community is showing strong support for the laid-off workers.

Davenport, IA

https://www.kwqc.com/video/2026/08/21/tyson-foods-workers-rally-joslin-plant-protesting-mass-layoffs/

Stone Brewing is closing three Escondido locations and eliminating 220 jobs. This move follows the company's sale by Sapporo to Firestone Walker and Duvel Moortgat. Production will be consolidated at facilities in Paso Robles, California, and Kansas City, Missouri. The company stated it is committed to supporting affected employees through this transition. This downsizing reflects broader challenges in the independent craft beer industry.

Escondido, California

https://www.latimes.com/business/story/2026-08-21/stone-brewing-bumble-bee-foods-layoffs

Does anyone have credible intelligence about when the next round of layoffs will begin and what the target groups are likely to be?

Because I've been talking to a lot of people, and that's the impression I got.

They want to hire a “confident attorney” to be the enemy of the employees. Yep, they aren’t kidding when they say they hate us. Instead of hiring for an “Employee Advocate”, they want another yes-man who will protect corrupt executives.

https://external-canoncareers.icims.com/jobs/34803/employment-counsel/job

IBM has carried out rolling workforce reductions impacting a low single-digit percentage of its global staff (thousands of positions) as part of a strategic shift toward artificial intelligence, hybrid cloud, and geographic reallocation, even as the company simultaneously expands entry-level hiring in specialized areas.
Key Aspects of IBM's Workforce StrategyTargeted Reductions:
Cuts have largely focused on experienced mid-career professionals, administrative and back-office support, and specific engineering segments (including Red Hat teams).
Geographic Shift: Observers note a trend of shifting functional roles toward lower-cost international regions like India while U.S. headcounts face optimization or flat growth.AI and Automation Integration: CEO Arvind Krishna and HR leadership have utilized internal automation and AI agents to absorb tasks previously handled by human workers (such as back-office HR functions), while pushing to triple entry-level hiring for customer engagement and AI management roles.Community and Market Consensus: Most users on Reddit agree that the recent wave of layoffs reflects a broader corporate pattern of resetting higher salary tiers under the banner of AI adoption and efficiency.

Anyone else keep applying for internal jobs and not even getting an interview when you are qualified for the job?

Anybody watch the Netflix Boeing documentary “Freefall”? The parallels with what we’re currently doing will have you shaking your head.

Worked with Technical Architect Lead who did not even know difference between relational database and S3 buckets.

If you are a bootlicker, then have a good growth in this company.

With all the recent reports my manager now reports to India and there is a written public goal that our job is to build capability in Bangalore. How long until they fire my group? Anyone else experiencing similar changes?

This is a great site. Really.

People come here with good questions, stupid questions, and occasionally questions so id--tic they achieve a kind of accidental brilliance. That’s society. We live with it.

But we also know this forum has a dedicated HR “team” reading pretty much every post and repost. And, apparently, the “moderators” occasionally lend a hand by making particularly effective posts disappear.

Not insider trading. Not NDA material. Not confidential information.

Just good, sharp criticism of the current leadership.

And my favorite feature—arguably the best health indicator on the entire site—is the down-arrow brigade.

Mention a particularly sensitive subject and, within minutes, the arrows start raining down. You couldn’t ask for a better diagnostic: someone hit a nerve.

And apparently that nerve belongs to the oligarchy.

So, to the HR “team” and the helpful moderators: please, keep it up. The disappearing posts and instant downvotes are remarkably refreshing. They tell us far more than you probably intended. Like that is gonna fix your problem

And to the people running this place: you’re welcome.

We’ll keep asking the uncomfortable questions, poking the obvious holes, and—apparently—keeping your lazy as--s employed.

Try not to delete this one too quickly. It’s almost a compliment.

Why is there another huge rif scheduled in September?

Sacramento City Unified school board approved approximately 100 additional employee terminations. This action follows earlier authorization of over 500 layoff notices. An administrative judge recommended against this latest batch of layoffs, but the board was not obligated to follow the advice. These cuts are part of efforts to address a significant budget deficit and avoid state intervention. The district expects to rescind some notices before the end of June, but the exact number remains uncertain.

Sacramento, California

https://www.abridged.org/news/sacramento-school-board-decides-on-more-layoffs/

Anyone get NSI ahead of their termination date?

Over 100 employees at a PepsiCo Beverages Sales building in Columbia will be laid off. The company filed a WARN report indicating permanent job losses. These workers' last day of employment will be October 18th. The facility previously shifted from production to distribution in 2014. PepsiCo stated they are committed to supporting the affected employees.

Columbia, SC

https://www.wistv.com/2026/08/20/over-100-pepsico-employees-columbia-facing-permanent-layoffs-documents-show/

I know every team has that one person who somehow helped ruin WPE for everybody.

So instead of actually dealing with that person, we changed the rules for everyone and just collectively took it up the a-s.

And the funniest part? That person is still gonna find a way around the new rules.

They’ll come in at 11, walk around talking for 30 minutes, complain about being there, make sure enough people saw them, then disappear and somehow still count it as compliance.

Why didn’t we just create a way to report the actual problem employee and handle it directly?

Because now everybody gets punished, productivity gets disrupted, morale gets worse…

…and Captain Loophole is still doing exactly what Captain Loophole does. 😂

Immediate Action Required - Important Information Regarding Your Employment

Dear Abby,

We are sharing some difficult news regarding your position.

After careful consideration of Oracle’s current business needs, we have made the decision to eliminate your role as part of a broader organizational change. As a result, today is your last working day.

We are grateful for your dedication, hard work, and the impact you have made during your time with us.

After signing your termination paperwork, you will be eligible to receive a severance package subject to the terms and conditions of the severance plan. You will receive an email from DocuSign to your Oracle email address with details on your severance and termination date.

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For the last two or three years we’ve had so many RIFs, and I cannot figure out why. I’ve been here for almost 17 years and this is just so unusual. We are walking on eggshells feeling like it could be us any day. There seems to be no rhyme or reason, and we seriously wonder if the company is just falling apart. Does anybody have any insight into why we’re having so many RIFs?

I couldn’t be more queasy about that whole boondoggle circus in Vegas — dragging out the new execs like show ponies, trotting them around in some desperate song‑and‑dance routine for clients, flogging “new products” that any serious person would laugh out of the room. Absolutely stomach‑turning watching those mercenaries Mike and Takis hauled in strut about like they’re the future of the company, when half of them will be gone before the dust settles, leaving the wreckage behind like it’s someone else’s problem.

And honestly, the LinkedIn boot‑licking from the SVPs is even worse. Reposting every blurry moment from Forum like it’s some historic global summit, all just to kiss MC backsides and prove their undying loyalty. Pathetic, the lot of them — parroting whatever the latest corporate catchphrase is. “Double‑click on this,” “finish the swing,” all that drivel. It’s like they hop online every Monday to see what the biggest su-k‑ups are saying so they can copy it word for word. Watching from a distance and having a good laugh. Have some self‑respect, for crying out loud.

And you ever notice who these people are? Divorced, middle‑aged blokes and women, or married but outsourcing the raising of their kids — yet they never forget to post that one annual holiday photo with the children to pretend everything’s normal. What a life.

Let’s not even start on how much this Vegas stunt cost. I’m sure it’ll have the same impact as Investor Day and that Town Hall where Takis bragged about going to the NBA Finals the night before — as if he could pick a basketball out of a pile of sports gear.

Another IBMer in a PIP today. Anyone else is in PIP?

Why isn't AT&T cutting the pay for all remote workers?

Guarantee you 90% would stay even with a 10 to 20% pay cut. Make it happen and stop torturing the rest of us. The expense and inconvenience of commuting 5 days a week is outrageous.

Funny how when I was giving my supervisor advice on crypto and trading strategies we were the best of friends the second money stopped coming in my audits picked up and that “friendship” faded and I was switched off the current team

Any news about new round of RAs in September?

I was put on a PIP today in France... what should I expect after meeting PIP's goals?

My Manager rated me 'needs improvement' and provided some comments after giving me additional work due to allocating more work after laying off a colleague year back. I used to have good ratings during previous 6 years with successful meet expectations.
Are these managers not trained, or what legal advice can I take or who should I talk to? EU employee.

Yet again, Fiserv shows just how much they care about their employees. Guess the people who used it need to figure out how to get to the office for that oh-so-important collaboration on their own come September.

Those of us designated NSI, for performance reasons, politics, or just because some freak Project Manager with the stupidest hairstyle hated you, what are your thoughts during this 21 day decision period?
What are you likely to choose and why?

I can't prove it but it's what I think. When Alex was brought on as CEO, everyone was like WTF this guy is at best an EVP at PayPal and definitely not CEO material. Enrique joined the board in 2021. When it came time to hire Alex, every board member was not on that search to hire him/her. It was only Ann Sarnoff, John Donahoe (then the chair), David Dorman, and Enrique. It ultimately did go to a full board vote but Enrique was on that initial candidate review team of four that narrowed downt he list. Eleven months after Alex started, Enrique becomes the board chair. With Donahoe, shareholders voted for him. With Lores, it was not done that way. He was appointed via a governance committee. About 1 1/2 years after Enrique becomes chair, Alex is sacked and Enrique is appointed.

Writing from me but data below from ai research and SEC public info discovery.
Alex Chriss (2023) vs. Enrique Lores (2026) equity when hired:

Regular RSUs: Chriss $16.75M | Lores $16.5M
Performance RSUs: Chriss $17M | Lores $16.5M
Make-whole RSUs: Chriss $10M | Lores $20M
2027 RSUs granted upfront: Chriss $0 | Lores $11M
Special stock-price award: Chriss $0 | Lores $25M

Total listed equity: Chriss $43.75M | Lores $89M - dan's comp was less than 30 million btw. Now you tell me how important WE are in this equation? We are not. I've never felt so disgusted with a company.

finally, one more question, why tf was Enrique's comp almost doubled over Alex Chriss? I also looked at his compensation at HP. our equity package was 4x that what he had at HP. something is OFF with all of this. this is what I am doing instead of working as I wait for the axe to come down. go to h*ll PayPal.

Please? I'd give anything to be shown the door with severance. I've grown to absolutely hate this place.

I am going heads down for the next 12 month until things get worse. We should lose EH in about 6 months.

It's not. Everything has shifted, the economy, the industry, the expectations. We don't have to like the changes, but complaining about them is fruitless. You have two options: adapt or find somewhere that still fits who you are. Which you might find out is not as easy these days.

Just got my Zoom meeting. Final separation date is Oct 23. Severance is salary/benefits/vesting through separation date plus 2 weeks of On Target Earnings (min 8 weeks) for commission employees.