#employeerelations

BASF Corporation will cease operations on several production lines at its McIntosh, Alabama facility by spring 2027. This decision will result in the loss of nearly 80 jobs. The company cited high operating costs and market pressures as reasons for the cutbacks. BASF is providing support to the affected employees. The McIntosh site will continue to operate with a smaller footprint.

McIntosh, Alabama

https://www.al.com/business/2026/07/chemical-manufacturer-to-cutback-alabama-operations-laying-off-80.html

Companies are increasingly rehiring employees after AI-driven layoffs, a trend dubbed the "AI boomerang." This phenomenon highlights a potential shortcut in cost-cutting measures that overlooks the value of experienced staff. Experts advise a more thorough evaluation before eliminating roles, considering task automation and the loss of institutional knowledge. Transparency and empathetic departures are crucial for rebuilding trust and encouraging former employees to return. Ultimately, a people-first strategy is essential for navigating AI integration without costly corrections.

https://hrexecutive.com/fords-rehire-wave-has-hr-leaders-rethinking-how-ai-layoffs-get-decided/

Decreasing bureaucracy would make sense if the people left had basic knowledge of systems. As the staff has been critically cut simple repair jobs take days instead of hours. AI cannot replace hands. We should have executed a paced transition plan to execute instead of cutting first and figuring out later. This is proof senior leadership has no clue on how the systems function. They want the people left to come up with a solution and sell AI to support the theme

What do we think is next? Stocks haven’t gone up, there’s a million and one projects in connected care that don’t seem to be going anywhere. Is the sweet release of severance awaiting any of us?

GK: Remote employees are grandfathered in and we do not have mass layoff.

Lowly employees : But I was just told I either move 2,000 miles to MN or get laid off.

GK: Each department head make their own decisions whether to eliminate remote employees, MC do not have a requirement to eliminate remote employee, we give our department head the discretion.

Lowly employees: you lying #$%$}&%&#&&#&#&}

Gk: Also, if you are unable with your raise and bonus, talk to your manager, we allow our manager discretion for compensation adjustments.

Lowly employees: you lying piece of%%)$^&&&@@

See how smart she is, she’s not lying to us…we just didn’t read the fine print and we didn’t make enough friends.

Good thing she is happy to help us leave USBank, actively encouraging us to leave

Can layoffs happen in a pay day week? I ask because there is a meeting for my group of about 80 people next week that is usually scheduled several weeks out. Instead, the invite showed up two business days before the meeting date. Upper management has already communicated a reduction in headcount due to the decline in workload. Curious if the meeting could be the layoff notification or maybe they are going to let us know when to expect the layoffs to begin? Do these Wells Fargo upper management folks typically give this kind of heads up?

I was hoping it would happen before the end of the month. I just want them to hurry up and make whatever decision they are going to make.

Indian h1 lobby is worse in Tampa. All data science teams are spammed with them. They get all the promotions. They never recognize and care for anybody else. Rachel’s team is heavily dominated by them. I think the Indian lobby gives her a perspective that there is no other talent elsewhere. This has gone from bad to worse.

Does anyone have any insight on how they have handled previous reorgs? Do they assign you to a new role? Are you given options? Do you have to reapply? Is it simply this is your new position starting this date or you can leave?

Dan talked about eliminating bureaucracy and said communication below Band 5 isn’t flowing effectively.

The reality is that nothing will change unless the organization is truly flattened. My organization just went through a massive reorg, and I still have two layers of Band 6 management above me—even though I’m also a Band 6 employee.

If leadership is serious about reducing bureaucracy, the conversation can’t stop at messaging. It has to include eliminating the excessive layers between individual contributors and the executive team.

Also I want to know what AD will do differently than D and Sr. Director.

The main install contract for Flock is being fulfilled by Dish and their contractors.

That's how low ergin will stoop. He'll foist a totalitarian police state on you if it means he gets to stay rich.

What does it feel like working for actual evil?

Harvard College has started implementing a significant restructuring that includes staff reductions and administrative consolidation. Employees were notified this week about changes to their roles, with some positions being eliminated. This overhaul is part of a broader effort to address a substantial structural deficit within the Faculty of Arts and Sciences. The changes aim to create a leaner and more responsive administrative structure. The full implementation of the new structure is expected before the fall semester begins.

Cambridge, Massachusetts

https://www.harvardmagazine.com/university-news/harvard-fas-layoffs-begin

PepsiCo has announced permanent job cuts affecting 184 warehouse employees at its Tulsa, Oklahoma facility. These separations are scheduled to commence on or around November 15. The company stated that all affected warehouse workers have been notified of the impending layoffs. While the warehouse operations will be significantly reduced, the remainder of the Tulsa production facility will continue to operate as normal. PepsiCo is offering redeployment opportunities and continuing wages and benefits through the final day of employment for affected staff.

Tulsa, Oklahoma

https://me.peoplemattersglobal.com/news/strategic-hr/pepsico-schedules-184-permanent-job-cuts-from-november-15-51030

If, after all this, Monday comes and I find out I got refused, I think I'm just going to up and quit. I can't handle the mind games this place has been playing with us for months. I guess that could've been their goal, and I hate to say it, but it worked on me. I'm leaving one way or another.

https://www.the-sun.com/entertainment/16736605/howard-stern-fired-staffer-racy-comment/

I have been looking at the lantern surgery/cancer care card and it requires bariatric surgery just to be able to get that healthcare covered.

What a joke

What kind of cr-ppy insurance is that!!!

every single manager has been laid off or fired overnight?

idk which regular employees got canned. anyone have any actual info on what’s happening?

Hey MW and Executive Leadership,

Man up and address the turmoil and stress you all have caused the company since 2020. Employees are exhausted and morale has hit rock bottom and is still trying to dig lower. Bring some kind of positivity for employees and remember the country and people who have made Chevron successful in its long tenure. Offshoring is not patriotic or right. You have to have some bit of good voice left in your soul. Use SETH to right some wrongs and grow a spine.

Question for HouseCalls APCs — how’s everyone’s schedule looking for August and September? Curious if others are noticing a pattern of unusually few visits scheduled starting mid-August onward.

Does anyone know the meeting title that is used for a layoff meeting? Also, who typically sends these out? Is it from HR or your people leader?

Regarding the layoffs at Centene Corp., the real problem is management, not the boots-on-the-ground employees. There are too many layers of unnecessary management pulling in great salaries. Middle management is mediocre and exclusively focused on metrics and numbers, which is the exact reason we lost so many members—because the resulting quality is deficient and mediocre.

How can anyone focus on quality and caring for the member when they are forced to handle 60 calls daily, just trying to reach that arbitrary quota of 60 members a day? Leadership thinks that because they have a Microsoft pilot, everything is fixed, yet CM Hero remains an outdated piece of trash. I cannot fathom how much they paid for that imbecile piece of software that they are trying to promote.

The issue stems straight from middle management, where there is zero innovation. Moreover, when you look at the staffing mix—such as registered nurses with only two years of college and CNAs—can you expect them to think above and beyond? Many of them do not write English properly, which is plainly evident in the notes that they produce.

Heard few people got emails at 9.00 and few will be getting at 11.00 ?
Anyone heard the same ?

The only reason for promotion these days, outside of sponsored HiPos, is to replenish the PIP fodder at the bottom of the next CL rank group.

They need new non sponsored persons to focus downward pressure onto.

The unrest is Real.

We all know what IBM managers are planning with some people not needes anymore in projects... PIPs and layoffs.

I finally did it. Put in my notice on Monday, walked out the door, and didn't look back. I didn't even give a two week's notice. I don't plan to be back so I don't care if I burnt any bridges. I watched nepotism get promoted and talent get ignored for years. Enough is enough.

Younger hires are coming in, older ones are going out. And the exits don't look like performance issues. It's a shame how little this place cares about institutional knowledge.

After another sleepless night, I realize that this job has cost me so much mental health that being shown the door with severance is now sounding much better to me than staying here and going through the same thing again and again. So bring it on, I say.

Every town hall, they ask us to trust leadership's vision. But vision doesn't pay the bills when half your team gets laid off. We've watched promises get walked back, strategies flip quarterly, and executives cash out while we scramble. So no, I'm done trusting leadership. I think they let us down one time too many for that.

It's waste of time. I applied for over 80+ positions in the past 4 years, for promotion roles. I got few responses and like may be 5 or 6 initial interviews. Except one position, I am pretty sure that all other interviews are fake and they just interviewed me for documentation purposes.
Everything else is an automatic rejection email. Internal mobility for higher roles is a SCAM!

Bumped from @bk+1kxk1gpmb.

Strong earnings streak, stock up, that probably means we should consider ourselves safe for now because Dell would never lay off employees amid great results, right? Right? (Yes, I'm being sarcastic, in case it's not painfully obvious.)

When do we really need to fix the leadershit at this shitTel place to save employee layoffs ?

I am really tired and sick of this

An email was sent out last night that went to a lot of B2B

Managers are to target reps who “lean” on them to much. This is a grossly obvious tactic to weed out people who ask for help a lot.

We also find it odd that the manager that sent it out is never around. Some employees don’t even know who he is but yet he is their AD

Must be nice to have a job where you don’t have to talk to your reps but want them targeted for asking for help

Eight Howard Stern Show employees were highlighted in a recent Instagram post, seemingly confirming their continued employment. This comes shortly after reports of significant layoffs affecting a dozen other staff members. The show is also transitioning to one live broadcast per week starting this fall. Several individuals were named in the post, while others confirmed their departures via social media. Stern recently renewed his contract for an additional three years.

New York, New York

https://www.yahoo.com/entertainment/videos/eight-howard-stern-show-employees-114927173.html

You are just a drone that exists to serve the Corporate Elites. Will the last bot out please code an AI agent to fraudulently open some accounts.

I have to admit I’ve been feeling a little guilty about spending too much time day trading PSX and talking to recruiters for other companies. But then I heard about the ELT’s trip to Aspen and all the other cr-p that they pull. Nothing is too good for them.
Now I don’t feel guilty at all.

What if Verizon rewarded performance instead of seniority? A non-union workplace could allow merit-based raises, faster promotions, and stronger one-on-one relationships between employees and management. High performers should have the opportunity to stand out and be recognized.

If unionized Verizon employees wanted to remove their union, there is a formal legal process under U.S. labor law. It isn’t something the company can simply decide, nor can a small group of employees do on their own.

In general, the process is:

1. Employees file a decertification petition with the National Labor Relations Board (NLRB).
2. At least 30% of employees in the bargaining unit must support holding an election by signing a petition or authorization cards.
3. The NLRB determines whether an election is appropriate. There are timing rules—for example, elections generally cannot be held during the term of a valid collective bargaining agreement except during a specific “window period” before the contract expires (subject to NLRB rules and exceptions).
4. A secret-ballot election is held.
5. If a majority of employees who vote choose “no union,” the union is decertified as the bargaining representative.

Use that like button to cast your vote.

Music production platform Splice has confirmed a strategic restructuring that includes staff layoffs. The company stated these changes are intended to increase focus and agility. Splice is reallocating investments to better serve creators. They expressed gratitude to departing employees for their contributions. The goal is to build next-generation tools for musicians.

New York, NY

https://musictech.com/news/music/splice-confirms-staff-layoffs-and-restructuring/