#employeerelations

Since the onset of all these recent changes, reduction in workforce, and major leadership shifts we have seen so many changes in the organization. With the way they are shifting away from the normal process for formulating our campaigns and it makes it look like they’ll likely start purging people from Marketing and Demand Generation based in this new model they are leveraging. I do not feel like I have job security. To speak candidly, I was more cautiously optimistic prior to this and now I am legitimately worried for me and fellow coworkers. Am I the only one that feels this way? I can just feel there’s going to be another round of layoffs before the end of the year. Thoughts?

I just wanted to get everyone’s thoughts on the current wait for payment.

For those who had a 09/04 release date, I signed my agreement on the same day. I know there’s a 7-day revocation waiting period, and after that, they say it can take another 1–2 pay periods to receive the payment.

I know it may be wishful thinking, but I’m really hoping we get paid on 09/25 rather than having to wait almost a month without pay. 😅 Rent is due!

What does everyone think? Are we thinking 09/25, or are we more likely looking at 10/09?

Florida - Supervisor Operations

Thanks!

Instead of making everyone use kiosks for ordering because some employees were busted shoplifting, how about we pay people enough so they aren’t tempted to shoplift at work?

I know my role will be made redundant soon… training up AI and GSC to take my role is so dehumanising after being in this company for years, I am sure others are feeling this too. What if we all just walked out and called a strike? Everyone tools down, service down and called a strike till they listened to our demands of job security and duty of care ? What is the worst that could happen ?

If they don’t grant me the same quantity of RSU in October that just vested for me, I’ll get a pay cut. I’m inclined to mention this to my manager if this is the case. Anyone else facing a similar situation?

What do relationships managers really do?? Because at this point I belive their job is to just redirect their responsibilities or even misdirect. Do your job and stop making others do the work of three depertments!!! Its infuriating!!

What’s the point of having HR people that their only response is go to red? And that thing never has answers. So tired of getting zero support from people that have no idea what they are doing. They don’t do talent scouting, they don’t give support and they keep messing up the simplest activities of their position.

Now that I’ve been here over a decade, I can see why the old timers before would get livid that Fidelity invests so much in kids right out of college.

At the time, I thought the older people were jealous but now I understand fidelity gives the kids more money because they’re the only ones d-mb enough to work for free.

When they move into the “I’ve been here a decade”, they’re all also confused as to what happened, then they burn out.

That’s not favoritism like I thought it was, it’s someone who needs to go back to school and stop playing “leader”. Fidelity cannot stay a top company when fundamentally we cannot understand the difference between what the words leader and manager mean.

To save the company from imploding, fix the management pandemic panic.

I've worked in some difficult places, but Dell has been the most frustrating by far. The management, processes, and supposed performance based pay all fall short.

Or is that just me?

The next person with most experience has been here for a little over a year. Needless to say, I spend most of my time explaining how things work instead of doing my actual job. I'm this close to just quitting and lettings them figure it all out by themselves. I wonder how that's going to work out for the management who got rid of everybody with any experience.

They really conditioned us well, didn't they? To the point where knowing there won't be layoffs during a given week seems like something out of the normal.

I'd give anything to be let go with severance. This is not the same company I joined (obviously) and I have no interest in staying here long-term anymore.

Layoffs are now always a possibility. I'm not saying to leave, though. You can be happy with your job and still pay attention to what's happening outside the company. Know which employers are hiring and keep track of what your skills are worth in the market. That doesn't mean sending out applications every night. It just means you won't be starting from zero if something happens.

If any. I'm just curious how this will affect employees.

Some earlier posts said they got pay a couple of days before 09/17 termination day. What about 09/21 termination wave? Did anyone already get paycheck?

How are you notified if you're on PTO?

I've been working at Intel for over a year, and I've increasingly felt excluded by my teammates. I am also the most new hire in my team. I'm often left out of projects and team discussions, and whenever I offer to help, I'm met with hostility or behavior that makes me feel isolated. They ridiculed me even in front of team meeetings by demeaning my work, keeping me out of loop and excluding me from team chats. Things have gotten worse since two colleagues returned from leave and started working closely together. I feel like they've created an environment where I'm deliberately excluded from opportunities and collaboration.
It's becoming emotionally exhausting to deal with this kind of workplace politics. Has anyone else experienced something similar? How did you handle it? I started to look for other opportunities but I need to sustain here till I get another one… please help I am so mentally exhausted…

Is there any VBOs coming ?

It has been two weeks since many members of my team have been involuntarily / voluntarily separated. I've picked up so much work and responsibilities. Any suggestions for what I should do? I'm feeling completely burnt out. I'm looking at other organizations to apply to because I just don't feel appreciated, or even that our superiors are aware of the impact these changes have on me and our team.

It seems as if the whole unplanned Mission Simplify (referencing Town Hall presentation) did not plan for the fact that these people are being let go right before AEP, leaving no one else to fill in for them but the people still left behind during the busiest season for the company.

At least if my people leader presented me with a plan - I would feel a bit better. But there is no discussion of increase in team resources or pay.

I'm not quite sure how much longer I can go on like this.

Looks like Rebadging and few layoffs are coming on 09/24- Any idea?

While comparable US employees reporting elsewhere are not, these are the violations:

National-origin discrimination — Title VII, 42 U.S.C. § 2000e-2
If the different scheduling is because of national origin.

Adverse working conditions for U.S. workers — INA § 212(n), 8 U.S.C. § 1182(n)
Particularly relevant if other employees doing comparable work receive better hours or working conditions.

Overtime violations — FLSA, 29 U.S.C. § 207
If the overnight schedule results in more than 40 hours per week without required overtime pay.

I have been working at Belk for a long time now and I am not sure how people do it for 10 years. All the managers (including my store manager) are awful at their job and don’t even help out any of the associates when we are busy. They rather wander around gossiping about something. My store manager is the worst. She has the worst sarcastic attitude ever and even uses it on customers. She overworks the shoe department and makes them do everything like stocking, displays, customer service, etc. I wasn’t aware the same associates that were hired to be on the register are the same ones that do stocking WHILE the doors are open? Isn’t there supposed to be a team in the back for shoes that do those tasks? Beauty department is also overworked, they have to help our only clothes register that is open because the managers just don’t care and only schedule one person at that register.They also make beauty get credits and stock. The only difference between shoes and beauty is beauty always has 3-5 people there while shoes usually has 1 person there and 2-3 on the weekend. Everytime I talk to any of my coworkers in shoe department, they are stressed or annoyed. We also have crazy favoritism here, a man who works at my store literally coerce customers to get the credit card and doesn’t tell them it’s a credit card. I mean yeah that can be the customer’s fault for not knowing since they must put their social security in twice but I still think it’s very messed up to lie to the customers about it not being a credit card. They won’t fire him though because with this strategy he has he gets 6 credits a day. I honestly hate this point system too. I know some people have it worst but how come if a family member gets sick and i need to call out because of it, I don’t get a point… but if I’m sick I do get a point? That makes no sense. I have seen people come in sick because they don’t want a point, but my store manager just says “just take the point!” I just needed to let this all out, because even if I told my managers or even HR about the problems of my store, they will never listen. And, is it like this at every Belk? Because if so why haven’t they done something about this???

Does anyone know if these are two separate entities? I had an issue HR completely ignored. We received an email regarding the Ethics line. Has anyone got anywhere with this?

216 employees affected.

It's another head scratching exercise that only exacerbates employee angst. Forget layoffs for a few minutes, consolidating offices is an effective strategy to reduce staffing without filing. Uniondale NY was leased for 30 years, at its prime it held 5 floors and over 600 employees. When it was shuttered (8/30/26) there was one floor for approximately 100 people. That's a big reduction in itself. Now that it's shuttered approximately 50 people have 'retired' or found work close to home versus commuting into NYC. Another big staff reduction. In 6-12 months the models show another 20-50 of these people will tire of the commute and leave the firm. Several people who lived close to the Uniondale office chose to interview at competitors and accepted jobs in NYC with a 25% pay increase. BNY took zero action to retain them, zero action to offer compensation to those who stayed in order to bring salaries into the range of NYC pay versus LI, zero action to offer a small increase or bonus to help defray commuter costs. So the corporation is ice cold, as is the American trend. Before anyone attacks that understand that many of those people on LI felt like family to each other. There were weddings, births, funerals, celebrations, ad hoc picnics, golf, softball, bring your kids to work days...so many little things that bring people together and help forge bonds. Sure BNY will have "events" that state are to bring us together, but it's a cold environment in NYC, similar to a train where you sit next to someone who doesn't know what your job is, comes and goes the same way someone on a train sits next to you and leaves at their stop. Maybe pleasantries but no bonding. I can't tell you how many times I stop in for a cup of coffee as other people come and go but exchange nothing except hello. They're gone in a flash, just like a person on line at Starbucks. And house people keep? It's a ghost town after 4, too many people running for an early train in order to get home so they can actually enjoy a bit of life. So office closures do little to bring people closer, little for collaboration. Is it to save money? How much are the renovations in Greenwich going to cost? How much does it cost to sublease WTC during the renovation? Instead Uniondale could have had its lease extended so those jobs remained intact as well as offering Greenwich staff to work on LI during the renovation. How many of those people would have greatly enjoyed the opportunity to reverse commute to a suburban location - how many of the people already lived there? There's real world examples of this being a success during a period in mid 2000 teens. How do those of you in Pittsburgh feel to see that once proud Mellon name be essentially erased? How about Boston?? The corporate word is that we're cared for by the firm, that we have excellent facilities to work in, that we are one BNY, we're commercial, we're a leader in AI, we care about marginalized groups of people, we have book clubs, town halls (with canned softball questions). Every few days we get emails from new executives telling us how wonderful we are and how much better we will be after whatever the new project they were brought in for takes effect. It's tiring. As you can probably tell I'll be leaving in a few months as soon as something else is lined up. I don;t have all of the answers for what my gripes are but I do know current affairs don't have the answers either. May robin continue to smoke the wall street analysts and keep the stock price up. Oh yes, so he can continue to tout that we're all owners. Did (hose 5 shares make a big difference to anyone reading this? Check the annual reports to see the # of shares owned by the people telling you everything is going very well.

There’s been a sea-change in the cellular industry since the introduction of the iPhone. Years ago the industry was profitable and growing. Feature phones were roughly equivalent, cheap to make and none of the vendors had pricing power. If Motorola tried to overcharge, companies could strike a better deal with Samsung or any other competitor. The vendors and the employees benefited from this rising tide.

Fast forward to today and smartphones have impressive capabilities but are much more expensive and brand loyalty means companies like Apple have pricing power. At the same time the increase in data consumption has required much larger investments in cell sites and spectrum. As a result, service providers are squeezing their suppliers and their employees as hard as they can to remain profitable. Sure, Lowell, Hans, and company made huge mistakes but the overall change in the industry is equally important if not more so.

I don’t foresee an improvement in this trend and I think it’s no longer worth it for those of us who aren’t ED, VP, or CEO to remain in this industry.

Curious if anyone has had the convo with their manager as of yet? Was told my team would find out next week.

So I found out from a peer that H1B employees get automatic raises because they have to be at a certain salary. No one needs to ask or approve, they just get it whereas we wait and wait forever to get any raise. How is this fair?

... Cleaning up on DVN talent. The really good talent. Folks have more faith in Kate and Justin, which is saying something after the Hager years.

Are there any reports of AT&T reversing 'not rehire eligible' statuses for employees terminated by the presence system, given that management later acknowledged the system's flaws?Is there any one rehired?

Hello everyone ! I’m back and I hope you’re all happy and healthy including the negative ones that bad mouth Medtronic.. lol It’s been 4 mos since I got riffed since May 5th and I I’m living the dream but I have to admit I left my heart in Medtronic..I did not have a high paying job or position but honestly I was happy. The only drawback that I hated was getting up at 5 but nevertheless i had a great job with some of the best people I will ever meet in my lifetime. I think that was the best part of my job to be honest with you. They always helped me see the good in everything no matter how bad it was . I would have never known this if i had never worked there . You can call me whatever you want , bootlicker and such but in your face I’m one proud one right here . And if given the chance I would take my job again in a heartbeat . God bless Medtronic❤️

We need their present here to answer about layoff question

For a company full of people climbing over themselves to push AI ideas - I have a challenge for you. Ask AI what the actual impact of forced low ratings in a major company. Not to steal the thunder here but - it’s a total failure - across the board!

It brings -

Terrible supervisor behavior
Crushes morale
Encourages disposable practices
Invites lawsuits
Extreme cost from turnover
Moreover - these impacts are worse at a company like P66 because of the annual cycles of cuts, the layoffs, outsourcing, and automation.

What’s so bad about it? Consider this situation:

You are in a group of 60 people, no supervisor has more than 6 people, some have only 3. Because of the continuous cutting of the “worst” since 2012 and the outsourcing or automation of many entry level jobs - your group is comprised of seasoned professionals. You supervise 4 people, all improve their work processes, find opportunities and add value. Through the year you stretch your people and have challenging targets. Almost all are hit. And - this is a big one - you have no reason for substantive performance conversations through the year.

At year end, as you “calibrate” you are asked for your bottom performer. You choose the person who missed 1 of his stretch goals - knowing that this person had a great year, they just happened to be at the bottom of your group. You know they don’t deserve a “3”.

Through calibration, your group of 60 must have three people to hang “3”’s on. Last year, you had 2 people in the larger group who were very deserving of “3l ratings and one more that made sense - they all left the company. Now, as calibration moves on, you realize that your employee is in the running for bottom 5 of the group.

Let’s pause here - because this whole process is built on the idea that each supervisor is as good, as active, as honest as the next. Surely each supervisor is as diligent in giving stretch goals to their employees - right? Surely none of them have employees who do the minimum but don’t mess up - thereby flying under the radar?

Back to calibration. At the end of the session, all of your peers and your people leader agree that your person is the third “3”. Now, after a successful year, you get to tell them they underperformed and are going to have negative impacts to their compensation as well as be put on a performance improvement plan.

This, in various forms, is what forced ratings look like. In every instance you must assume that people who did not earn a 3 will get them. And when that message is given - what will the supervisor say?

An honest comment would be “I believe you did a great job, however, in calibration the group determined you to be in the bottom 5%.” And what would you tell him to work on, exactly?

HR will say you need to “own the rating” and you cannot say they don’t deserve it - but pull all that apart for a moment. Your true feelings, the ones you expressed at calibration, is that this employee does not deserve a 3.

This process cannot exist at a company that claims to care about employees.

Impact

The forced 3 should motivate this employee to look for a job. There is a high probability the supervisor may also be more open to leaving - having seen the true character of our policy. If they leave, how do you know we get someone better, and, when? Many studies show that turnover costs as much as 1 year compensation! Seems pretty short sighted.

Add to this that we don’t have good pipelines for development unless you are hiring from CapGemni!

Legal risk

Why is there legal risk? Because we are rating people low not because of their actions. In many cases, there will have been no negative feedback in the year from the supervisor. When this occurs, especially against a protected class - bad things happen. Use AI to see how many companies have been sued for this practice and how many have stopped because of litigation threat - it’s a lot.

This is a terrible idea - a horrible idea - and it impacts all but the highest level employees.

My hope is that a rigid core of supervisors will ask themselves honestly if each person who is hung with a 3 deserves it. If they do, they should have been given ample notice through meaningful conversations which are documented. If, however, you are a supervisor who is tasked with hanging a 3 on an employee you know does not deserve it - my hope is you say NO, and you inform management you would rather have it assigned to yourself as neither of you have earned it

Hi. I got below meet in mid term review and for no reason. Manager is having monthly one on one and bringing all kind of nonsense to show am not working enough even though it's otherwise. So i can see in year end he woll give below meets. What happens next...do they lay me off in January or February..no severance? No bonus? Or they can kick me out before jan too?

I’m losing more of my retirement each day and this a hole is nowhere to be found

Does anyone know how do we access our 401k accounts from home? I plan on moving it next year once we get this year’s contributions but I like to check the balance every so often. I would like to figure out how now that my access is being shutoff in a few hours.

https://spectrumlocalnews.com/nc/charlotte/news/2026/09/18/truist-affiliate-rac-to-lay-off-over-250-workers-in--5-5-billion-auto-loan-sale

Good luck y'all. Absolutely hate to see this.