#employeerelations

Is it more likely that I'm getting promoted or fired?

I left the company months ago after 10+ years and I must say I wish I left sooner. You don’t know how awful that place is while you’re there because you pacify yourself thinking about the benefits and culture, muse on here and tell yourself you’re not alone. You tell yourself the grass isn’t greener on the other side. But I can honestly say it is. When you have an opportunity to leave, RUN! My life has improved greatly and the folks I’ve spoken to who have left since me all say the same. I pulled this page up by accident in my browser and see things have gotten worse since I left. Get out folks.

I was a top performer for years, always ignored inter-office politics, mostly got along with everybody and survived every layoff so far. A few weeks ago something happened that I couldn't ignore and had me report my manager, and now here I am, laid off. Am I wrong to find this suspicious?

What was the severance?
2 weeks of base pay per year?
Was it capped at 6 months, is the important question?

I see talk here and there but never truly confirmation.

How is everyone who was laid off?

Do you think there will be any voluntary or involuntary RIF with pay this year?

What has happened to professional communication at Canon USA?

Lately, I have noticed emails with no greeting, no “please,” no “thank you,” and little consideration for tone. Some messages to vendors come across as rude or condescending, while communications to colleagues can feel abrupt, impersonal or simply careless.

Is it stress? Have we forgotten the basics of effective communication? Or have we stopped considering how our words affect the people receiving them?

In my 20-plus years at Canon USA, I have rarely seen this level of communication between internal teams or with external partners. It makes me wonder how our vendors perceive us when they receive emails that sound less like professional correspondence and more like they came from a schoolyard bully.

Professionalism is not just about what we communicate—it is also about how we communicate. A greeting, a respectful tone, and a simple “thank you” take only a few seconds, but they say a great deal about the organization we represent and us.

We can—and should—do better.

And now ready for trolling for this post, LOL

I almost hate to ask, but in my defense, they keep changing the rules —and so I’m not quite sure where things are… here goes: they used to say that if you did not get a call by 9:00 am local time, you had another 2 weeks; has that changed? And confirm that terminations can be any time during any day of the week.

Thank you everybody and good luck!

What happens with CWs who have like 6 months left on contract? My understanding is that contracts are more or less pre paid to the contracting firm so how would this work…?

Did you ever wonder how some of these shiny empty suits ( make and female) got their positions? They are always on unlimited pto, don’t do the work and avoid the first sign of conflict? I would like to know how to get these skills.

Microsoft is preparing to eliminate approximately 350 positions within Montgomery County. This significant workforce reduction is expected to impact local employees. The company has not yet released specific details regarding the departments or roles affected. This news comes as part of broader industry trends involving tech sector adjustments. Affected workers are reportedly planning a rally to voice their concerns.

Montgomery County, Maryland

https://www.wusa9.com/video/news/local/jobs/maryland-workers-plan-rally-amid-microsoft-layoffs/65-40e6e651-5b31-45b3-9312-429133c8bbb5

Employee: "I was hired as fully remote 3 years ago and moved my family closer to affordable housing."

HR: "We're updating our policy. You need to report to an office 3 hours away, 4 days a week, starting next month."

Employee: "That's impossible for my commute. Is there severance if I can't relocate?"

HR: "No. Failure to report will be classified as voluntary resignation."

Two weeks later, the CEO announced a "15% reduction in force with zero severance payouts" on an earnings call to boost quarterly margins.

Mandatory return-to-office mandates were never about corporate culture……they were a back-door layoff strategy designed to strip working families of unemployment benefits.

https://x.com/Leonajardinho/status/2089329108694323421

More never ending layoffs....?
More off-shoring, Philippine employees are paid like $3,200 a YEAR if that... Yes.
More strategy shifts...? One Insight? What's next? Two Insights? Three Insights? Four??
Sales comp changes <--- For sure like once a quarter
More Cisco Sales Rep Hires <== You bet ya - Buffy Duffy needs more buddies to watch his back, even announced in earnings after call - so much investment in front line sales
Whacking in the acquisitions <-- have yet to deliver the goods
A few disappearing acts from people around you unannounced - vanished!

What say you?
Thoughts?

Is the wealth that our nation and economy create being distributed to the working class? This is a serious question, not trolling, just watching news recently and asking myself questions about this as I see a fair level of pent up anger on both left and right sides. I know that there is a layer of folks (I am partially there) that feels that things are OK, I am unsure if my three adults kids would fall into this category. Thoughts?

They can’t even tell us in Digital if they are going to extend us again past 8/31, but we’re supposed to just sit here and take it to get severance

It was confirmed that instead of "lumpy" layoffs every 4-5 years that they plan to reduce headcount yearly in a "less lumpy" and "more smooth way," whatever the he-l that means. There was a lot of time spent explaining this. Any other areas of the company confirm that they're still planning to reduce headcount every year?

I’ve seen too many high performers impacted by RIF over the past two years. You can give it your all and they will still axe you despite doing exactly what you are asked to. No one is safe.

Don’t give this company all your time and energy. In 20 years the only people who will remember that you worked late are your kids.

I waited a while to post this. After seeing people posting about the VSP and Layoffs coming soon. First off, the layoffs started in Feb 2026. I know because I was one of the initial 137 Pluss laid off. I was with Centene for 7 years and was even noticed in a town hall for meeting Expectations that year and 3 months at a 100%. I was one of only three. (You are never Safe). In My Team huddle, our supervisor stated that layoffs were coming as they said that. get a meeting request for the next day with the team manager. In short, my job was impacted? and my last day was the end of the next pay cycle. Still took a month to get my severance payout. of a team of 14 people, Supervisor was let go, 1 lead was transferred the other lead was let go I the senor was let go and one other that was on leave was told when they return that would be their last day. Everyone else was sent back to WellCare. The funny part of it is the 4 people let go were all originally Centene employee's all with over 7 years of working for Centene. Who have all Bled for Centene. Your Employer does not care about loyalty, Commitment or your dedication to them. You might think you are gold plated, but you are still just a cog.
Centene has done it to themselves, anyone with a brain cell knew the current administration would not extend ACA. London and crowd could have looked at expanding into other health markets, even other insurance fields, but they want AI and H1B off shoring for quick income flow.
So that is my rant. Sorry for the rest of you out there facing this. The only good part I can sleep at night, and not as stressed out as I was (I have family that is helping out while I look for a new job)

Servance was 1 pay period for every year worked capped as 10 pay periods, any unused PTO, some training program that was a joke and Cobra (Bigger Joke)

No really, why don’t we start a union at Visa?

First wave of ISS layoffs were executed today. If you were laid off your manager will probably have a conversation today through this week about it. :(

For weeks I have been inquiring with AskHR, local HR and other leadership of when one departing 9/4 can expect to receive ANY sort of instruction on what we are to do, how we are to do it, what procedure to follow on 9/4, etc. and nobody can provide any insight or instruction. The best I get is 'keep an eye on your personal email' or 'on or around 9/4'.

Anyone else experiencing this or the opposite, has anyone received helpful information on what we can expect on our last working day and what protocol looks like?

Anyone else catching wind of HR cracking down on the required hours in office? I heard a rumor of a VP having a discussion with some salary ACs and told them 8 hours in the requirement. 1. Why are they literally bringing down the hammer? 2. I’ve never once stayed longer than 6 hours in the 6 years I’ve worked there. 3. Why are salary workers being mandated to stay for a certain amount of time? You’re paying them to do a job; not to do something for a set amount of time. I’m so sick of this bs. How can HR be okay with something for YEARS and then decide it’s no longer OK to leave early. Loosen up the handcuffs a little, jfc.

I really wonder what kind of justifications they’re giving for these long-term remote staff. Are they actually that exceptional? Honestly, you can grow a great engineer from scratch in seven years. Laying off in-office workers while keeping remote ones feels like a deliberate move against company policy.

I am quoting the above words from another post.

As a long-timer at ESG, I have the same question! There are many remote workers based in Dublin, Ireland. Most of them report to the legacy VP and Security Response Director from Symantec.

Why are they protecting these remote workers?

Do we have core customers in Ireland?

Do they possess unique skills that make them irreplaceable?
Skills like programming, reverse engineering, or threat hunting/incident response are common in ESG. We have many engineers in other regions who also possess these skills. And, the VP and the Director have laid off many other office workers who possess those skills.

I’m sure this changes month-to-month or year-to-year. But, do people leaders have awareness to layoffs or are they just as caught off guard? Please provide your experiences.

Part of the American dream is to get a job and earn an income. In reality this job is costing me more than the income can provide because of a RTO policy that the executives can’t even bother to acknowledge a single question about. (Remember the Q&A admin was removing them during our town hall) .

3 months in to this ridiculous RTO and I have spent so much money just to make ends meet. Daycare costs, a second vehicle just to get to daycare, gas, additional insurance, and time away from family have put me in the red week after week since mid May. Retirement contributions will probably stop soon. I have about 4 vacation days remaining because I had to use so many just to handle personal life. I never had to do that while remote. I can’t remember the last time I sat down and had a home cooked dinner with my family. Not a single executive is struggling from RTO side-effects. Regardless if their position is in-person only. They get the chauffeur and a security detail, if not they get a fat paycheck that makes up the difference. We are struggling. We are burning out. We are in debt. We are on the brink of collapse. Town hall was circlej3rk session about stock performance and a 5 minute q&a where we learned about one of bills favorite books. Recent tech all hands avoided questions like the plague. If you can’t provide us answers and solutions to your own policy then why should we comply? We will sit out RTO and become more productive doing what we were doing in our remote lives. We must band together and sit out as a whole.

Side note — stock price doesn’t reflect workplace morale/efficiency/product quality.

Verizon’s had rolling layoffs through 2026 (~16,600+ cuts). One round did target 20% of management roles — later waves leaned more toward staff/HQ jobs. No one’s to blame — just cost-cutting waves.

I joined in 2021 and lost my position 2025 due to a layoff. I came from State Farm. I regret leaving for more money. Has there been a point of time where T-Mobile was even stable. I'm embarrassed to even have this company name on my CV anymore.

Does anyone know of someone who was demoted (voluntary or involuntary), and did they receive a pay cut if their current salary was within their new, lower band?

Sarah just sent a company email at that Drew Asher is leaving at the end of the year….anddddd discuss.

Crypto ETP provider 21shares has implemented staff reductions, impacting long-standing sales and marketing roles. The company cited a need to align its structure with strategic priorities as the reason for the layoffs. While the exact number of affected employees was not disclosed, a spokesperson confirmed the company is committed to supporting those impacted. This move occurs as the broader cryptocurrency market downturn continues to pressure ETP providers. 21shares stated it is still hiring in areas aligned with its long-term strategy.

https://www.etfstream.com/articles/21shares-makes-layoffs-as-crypto-downturn-strains-etp-providers

Time to look for a new job!

Verizon promised Wall St 5 billion $ in savings this year. An EISP would be a pretty painless way to get a bunch of people off the books now rather than pay them four more years of salaries and benefits, as guaranteed per the contract extension. I guess the company would rather layoff even more people than do this?

Name me another company where folks like this could thrive?

You don't own Wells Fargo. You don't run it. Why are you letting it stress you out?

Just switched my cellphone service from Boost Mobile to T-Mobile and so relieved to be totally disconnected from wretched EchoStar/Dish!!! Absolutely WORST working experience I ever had during my 40+ telecom career. In looking back there were NO upsides to working at EchoStar/Dish. Low pay, terrible benefits, nasty work environment, incompetent management, pitiful 401k contribution and no severance.

The company moved me to Midland less than a year ago. If I voluntarily leave the company what will I have to repay? Does the company really collect the move expenses etc? I did sell my house in Houston when I lived and the company paid the closing costs. Anyone have personal experience with this scenario?

I know many positions were lost but this question has been lingering in my head. Could the company have looked at how much family’s insurance costs them and decided some of us are too expensive? A lot of the one's that stayed don't have children or have insurance through their spouses (from the one's I personally know). Centene's focus with Cognizant/MAGI (AI), Salesfoce, temps, and sending jobs overseas adds more to my suspicion that employee benefits were taken into consideration.

Just read an article about merger talks earlier this year. Nothing materialized and nothing more is expected to happen but it made me wonder what the combined company would have been like to work for after the merger.

Having joined MPC from Andeavor/Tesoro, I know things got noticeably worse once MPC took over. Both in little and big ways, it’s not been as enjoyable, fulfilling, and rewarding to work at MPC. No doubt MPC has created shareholder value way beyond what was thought possible at Andeavor but I’m 99.99% an employee and only 0.01% a shareholder so I’m not feeling much of that “value add” from MPC.

So, all that is to say: Would an MPC/P66 company have been better or worse?

Guys, regarding the “so called” JV….its not!

Coming at it from a sales perspective BT have the client footprint, better infrastructure and most significantly, staff costs are significantly lower than Verizon’s

There are very few instances where Verizon has deeper client facing relationships in EMEA….especially in their own backyard (UK).

The Verizon Sales/Sales Managers/Sales Directors in are particularly vulnerable as BT run a tight ship with grading/remuneration. Just do the maths…this is all about efficiency.

Check what BT pay your role online…you will be shocked…they won’t have two pay scales…and everyone at BT isn’t getting a rise!

The support people will be retained in line with the one year commitment to avoid disruption to clients. This also allows sufficient time for Verizon clients, many of which were sold solutions that couldn’t be delivered/supported, to be standardised.

I am sorry to be bearer of bad news but you really should be updating your CV’’s…don’t be fooled…this re-badging ends badly for Verizon.

Show Verizon the same loyalty they have shown you… make the move now….before the decision is taken out of your hands.

Is oddly different. gone are the days of ppl posting about "holy sh-t am I losing my job today?" to.. "TAKE ME PLEASE!!" or "Dear god, wtf hasn't my # come up yet?" or "man I hope tommorrow had a 15m 1:1 when I wake up!"

For recently laid off people.
Companies is working to fix.

They can't even do that routine and simple things right.
Because experienced people already gey laid off.

Dan is blind, he has no vision, no idea, ki-ling departments left and right. No respect for talent, he says he is promoting ai but ki-ling solid ai groups in verizon who has made difference. He is super biased toward only 1 group in Verizon (himanshu’s group) and never gave chance to others to even present their stuff.