#employeerelations

Where do you start if you want to explore VR opportunities? HR?

Noticed some quiet promos in streaming on the P+ side. Anyone else see these?

It’s a spending spree now that the company got more help! Teams traveling the globe and enjoying entertainment and fancy dinners.
Yet-we are in debt and are taking on more debt.
Not to mention the 6 figure work from the coach and pool side positions.

John should be realizing with all this cash, employees are looking around going what about us? He and the executives will be making cash for themselves but we don’t get anything extra at all for all these record breaking results.

Him and those over paid HR goofs better start thinking of ways to give employees a bit more or the motivation to keep preforming won’t be there.

Wells Fargo newest tactic of getting rid of bodies is to demote people. HR demoted a significant amount of people with the rationale that the work is not important (anymore). The teams were very involved with the regulatory oversight and consent orders but apparently that's not important anymore. So beware guys. It is a bit wild considering their just taking peoples titles and officer titles away, demoting some people from salary to hourly. Even directors weren't safe from the wrath.

There were layoffs in CDM again. Anyone know how many? If you were impacted, it will likely list the roles and number in your separation document.

Unable to sleep knowing there'll most likely be more cuts. I wish they were able to wrap this up in a single day.

• Wellstar stated that exactly 761 employees from the corporate and shared services functions, and certain administrative roles, will be laid off.
• This round of layoffs will not affect any frontline medical workers.
• The company did not specify exactly when the layoffs would go into effect.

https://www.fox5atlanta.com/news/wellstar-layoff-nearly-800-employees

I'm so tired of the "we're family" speech when they need me to work late or take on extra projects. The moment I ask for a fair raise, it's "business decisions" and "budget constraints." If we're family, treat us like it. If it's business, stop pretending otherwise.

The team is great, but the culture is completely broken. To everyone still there, I know it's a rough job market, but there are better places out there if you are patient and take your time to find them.

I've seen great employees kept in place because their managers didn't want to lose them. They make their department looks good, manager looks good, but they end up stuck because their manager sabotages their advancement for their own gain. If you've been stuck in the same position for a while and don't know why, this might be it.

If it was offered? I need this job, but I'm thinking there are those who wouldn't mind leaving with a package. Wouldn't it be better giving them that opportunity and saving some jobs for folks who really want to stay instead of starting indiscriminate cuts right away?

Centene should give all employees with an approved vsp + separation date beyond 9/4/26, a quarterly bonus for staying and still pay their full severance!

The wait for redundancies is ki-ling me. Can they just hurry. This is soul destroying.

Charles Schwab sits on a mountain of cash and still can’t be bothered to pay its frontline people a living wage. CEO Rick Wurster talked about raising salaries because the cost of living keeps climbing… then quietly didn’t follow through this year. Meanwhile the company rolled out a fresh $20 billion stock buyback in July 2025 so shareholders and executives can keep getting richer.
CS&S workers and the rest of the frontline grind every single day under that pressure. But leadership still loves the corporate Kumbaya about “seeing through the customer’s eyes.” Funny how nobody ever has to see through the employee’s eyes while they’re drowning.

Uh oh. Time to start applying for jobs again. I turned down offers in 2021/22 and regretted it. I’m not missing the boat this time. ATT is about to have a major problem with talent retention.

Source: https://wsj.visitlink.me/BrNZ0-

America’s biggest companies say they might need more people after all.

For months, major employers treated hiring as an expensive last resort. Now, a shift is emerging across industries.

Companies ranging from railroad giant CSX to Google parent Alphabet have told investors in recent days that they plan to hire to meet growth goals or to seize on emerging technologies.

The push to expand head count, at least modestly, is a reversal from the prevailing corporate messaging during much of the AI era.

Major employers largely held back on adding people due to economic uncertainties or a belief that artificial intelligence could shoulder more tasks on the job. But some executives say the costs and limitations of AI now demand that more people be added; others want to hire people back following layoffs.

I WAS FIRED AFTER 15+ YEARS OF SERVICE- HAD A CALL IN MAY THEN IN EARLY JULY WAS FIRED WITH OTHER IN THE STORE - MANAGER? STILL HAS A JOB - THEN NOT EVEN A WEEK LATER THEY TURNED OUR STORE ALONG WITH MANY INTO A RESELLER... THIS WAS DONE ON PURPOSE/PLANNED TO GET RID OF OLDER EMPLOYEES ACROSS THE BOARD INCLUDING SOME DM's - I'M SEEING A LAWYER BECAUSE I WAS WRONGFULLY TERMINATED ALONG WITH MANY - THIS WAS JUST ANOTHER LAY OFF METHOD FOR MANY - VERIZON SAYS 7 CUSTOMERS DETERMIND MY FATE OF BEING FIRE BECAUSE THEY DIDN'T UNDERTSAND THE BYOD+ OUT OF THE MANY YEARS OF HELPING CUSTOMERS - TRUST ME WHEN I SAY IN A ROOM THERE WAS A CONVO ABOUT CUTTING EMPLOYEES AND THIS WAS JUST A EASY WAY FOR VERIZON TO PROTECT THEMSELVES FROM A WELLS FARGO LIKE LAWSUIT - FOR TWO YEARS WE COULD DO BYOD+ ON DPP AND SAME DEVICES BUT AFTER JAN 2026 THEY CHANGED THAT...AND OUR MANAGEMENT TEAM DIDNT EVEN TELL US!!!

Folks just look at how they have handled everything since June. The rhetoric they use, the moving of timelines, misleading information and that's not counting all the other shenanigans this company has pulled over last 3 to 5 yrs. They dont like us and it's obvious they wanted to see who was disgruntled here and to make themselves look better with investors. They have no intention of paying out all these VSP and understood that by doing this ppl would quit or be so mentally gone thst they start to struggle.

My colleague and I are working on a project that has resulted in required overtime. He obviously gets into the office three hours after me so I have to stay on later/longer to make sure we’re on the same page.

If I take a couple hours off for a dental appointment, I don’t get paid overtime that week; however, if he takes an entire vacation day and gets 4 hours of overtime the rest of the days, he gets paid time and a half.

I get that it’s due to the California laws, but I really think if the company claims everything has to be equal when it comes to engagement, the same rules should apply when it comes to our compensation because that’s where it really matters and where we really feel frustration and exclusion. It certainly puts a damper on the culture and team dynamics.

I know the obvious solution and I intend to log off at the end of my shift. If my peer needs to connect with me, he can get online early since they’re paying him overtime either way. It just su-ks. The company can’t be like other companies (and countries) and not take advantage of overtime loopholes that sc--w employees.

US coworker had lay off call today. Termination date not until December 2026.

So when is the experiment going to be over? So much expected for every level of employee except the big wigs, when does it all end? It has to be close, if not months until the end of dsd. Don't let the company fool you, everyone knows the latest rtm experiment is intentional. All the intentional order padding.

Who got vsp approved? What department? When is your last day? How long have you been with the company.

I am a nurse rand last day is 9/4. 13 years with the company.

Any thoughts on authorization departments? Anyone recieved later dates then May 2027?

Arizona is led by a VP of Network and Contracting who seemed completely disconnected from what it actually takes to build successful departments. Every decision bottlenecked at the top, progress stalled, and problems lingered until they became the norm. Yet somehow the answer was never better leadership—it was always another initiative, another slogan, another “Mission Simplify.”

Mission Simplify wasn’t a solution. It felt like an admission that the executives couldn’t solve the problems they were paid to solve, so the burden was pushed onto the very employees who had been carrying the organization all along. Workers were expected to innovate, fix broken processes, absorb impossible workloads, and still somehow drag leadership across the finish line.

That’s the real tragedy: executives collecting major salaries while frontline employees did the heavy lifting. Then, when the consequences arrived, the people who built the company were the ones shown the door.

Leadership isn’t measured by titles or résumés. It’s measured by results. And when departments crumble under poor direction, accountability shouldn’t stop at the people doing the work.

There’s a certain poetic justice in discovering that a title alone doesn’t create value. Eventually every leader has to face the same reality as everyone else: your paycheck should reflect the impact you make, not the position you hold.

Anyone know if they are expanding RTO still? Has anyone been able to get an exception?

Used to be Dell employees who left Dell would come back at some point to work at Dell, this is no longer true not sure why

RUMORS HAVE ALL SORTS OF DATES IN AUGUST. ANY PLs HERE THAT CAN SHARE THE ACTUALLY DATE. RUMORS ANYWHERE FROM 7/31 TO 8/13. WHICH ONE IS IT?

Market cap shrinking. Betrayl of its employees. Outdated energy eating products. Get out folks

Let’s light JR up on this call today. Doubt we get truthful answers, but would be fun to watch her squirm.

I know it’s easy to get online and say whatever you want when you’re hiding behind anonymity.

Centene used to be a company I was genuinely proud to work for. Somewhere along the way, though, the job stopped feeling like work and started feeling like it was draining the life out of me. Every day took a little more than I had left to give.

Walking away is one of the scariest decisions I’ve ever made. I’ll probably never make this kind of money again, at least not anytime soon, and in today’s job market that’s a hard reality to face. But no paycheck is worth sacrificing your peace, your mental health, or waking up dreading every single day.

The hardest part is knowing healthcare just isn’t where I’m supposed to be anymore. These members deserve someone who still has the emotional capacity and compassion to truly show up for them. I don’t want to become the kind of person who stays just because the money is good while giving people less than they deserve.

So I’m choosing myself, even though I have no idea what comes next. It’s terrifying. It’s uncertain. But for the first time in a long time, I can finally breathe.

To everyone whose VRP was accepted, I sincerely wish you the best. I hope this scary leap turns into the fresh start we’ve all been needing.

Seems like a miniscul number from what I can see.

They changed the rules so now managers can only give out a finite amount of "exceeds expectations" - just another way Oracle is now sc--wing over employees and making teams compete internally with each other!

Any CHC people still here or has all been laid off?

Coming to a Bank near you. In fact, it is already here. Expect more love in the coming months. We are all owners. It's our culture and our people that make us special. AI and P-M are transforming our company. Always do what's "right" Rah Rah Ray Blah blah blah....

Employees throughout the company are protesting the insane requirements over opening belk cards

Most employees are no longer encouraging customers to open or use this high interest card

It’s especially concerning that senior citizens are coerced and sometimes tricked into opening such a card

Grassroots protest from store managers and associates!

I left before I was going to be piped out. I tried to move up but there was no hope for me as I was not one of the chosen ones. I was given mediocre projects while the favcs were given the high profile projects. I knew it was not going well for me. The new supervisor was friends with all the others in the group and I was an outcast. I even asked for more meaningful work and asked to work for other groups to support them. I was denied and work was taken from me. I turned in my resignation 4 years ago and left exxon. I found work at another smaller company that allows me to do engineering work. I feel better and more valued now. My pay went down but the health insurance is better and my mental health is better. There is no piping or nsi at my new company. If you do your work you are rated good. My boss knows everything I worked on and compiles the yearly review. I am okay with less money because I left with 2 million in my 401K and I payed everything off. So when you have had enough of exxon s shett leave asap. Lots of others have left because of the injustice at exxon and the terrible treatment. I hated every second at exxon and it was so demeaning.

Mike Gianoni said. "As we have in the past, we will support impacted team members, we'll provide an enhanced severance program and career transition assistance". Nothing there is true. You get 2.5 days per year instead of the standard 1 week or 2 weeks per year. No career transition assistance at all. You get a 1 time 1-1 help building a resume. Got two months after 20 years.

So when will we know if enough people accepted the package?

Any authorization specialist get a VSP approval/denial?

I’m currently on leave- no email. Can’t login to work email.. anybody else?