#employeerelations

Today is the last day for many who were impacted back on January 28th. How USAA treated those in office that dark day, just remember, karma is real and not tomorrow or next month or even next year, but everything eventually gets a return.

I got paid on March 13 (my last regular pay day), and again on march 20 (the beginning of severance). It’s been 2 weeks and I didn’t get paid again, I did not take their lump sum.

Anyone having trouble with this or have any answers on this or on who to call?

Waiting…🤮🤮🤮
This is getting ridiculous!!!

We propose the following revised chargeback structure:

FWA devices: No chargeback period

CPE devices: 0–2 month chargeback period

Purchased phones: 3–6 month chargeback period

No product or service should carry a chargeback period exceeding six months. Establishing reasonable and clearly defined timelines would create a more equitable system and reduce unnecessary financial strain on employees.

1. Insurance Costs

Healthcare costs continue to rise while compensation does not keep pace. Employees are increasingly burdened with financial decisions that should not be necessary given the company’s performance.

1. Pay Raises

Merit increases are often minimal or nonexistent, even for high-performing employees. Current compensation growth does not align with industry standards or inflation.

1. Stock Together Program

There has been little to no communication regarding the future of this program, creating uncertainty and concern among employees about its continuation.

1. Employee Appreciation

Current recognition efforts are perceived as insufficient and disconnected from employee needs. Meaningful appreciation should reflect the real contributions of frontline employees.

1. Retail Store Conditions

Retail locations are experiencing declining traffic and morale. Employees are frequently understaffed, overworked, and experiencing burnout, which negatively impacts both customer experience and retention.

1. Work-from-Home Opportunities

Remote work has proven successful but is being gradually reduced. This limits access to talent and reduces opportunities for employees who do not live near designated locations.

1. AI Implementation

The use of AI in customer routing within VCG and VBG raises concerns regarding fairness and transparency. A first-come, first-served system would provide a more equitable distribution of opportunities.

1. Retirement Benefits

Non-union employees do not receive the same retirement benefits as union employees. This disparity should be addressed to ensure fairness and long-term security for all employees.

1. Paid Time Off (PTO)

The current PTO structure requires extended tenure to earn additional time off. A more reasonable progression—such as increasing PTO every three years—would better support employee well-being. Additionally, limits on accrued PTO should be reevaluated.

1. Contractor Reduction and Domestic Hiring

A commitment was previously made by leadership, including CEO Dan Schulman, to reduce reliance on contractors. However, there has been no visible reduction in overseas sales representatives.

Employees are seeking clarity on when this commitment will be fulfilled and how it will be implemented. Specifically, we request transparency regarding plans to reduce overseas contractor roles and increase hiring of domestic internet sales representatives.

Reinvesting in a U.S.-based workforce would align with prior commitments while improving communication, consistency, and overall customer experience.

Closing

We are proud to work for Verizon and want to see the company succeed. However, that success must include fair treatment, competitive compensation, and genuine respect for employees.

So, layoffs are over and most of the VRP folks have left. David and Kari are headed toward the door. HIH hasn't gotten any worse. Spring is in the air.

With all that in the mix, how is the overall morale you are seeing among your team and co-workers in general?

Not like you were not warned.

There are enough warn notices that are circulating (state wise) that show execution dates ending till june 2026, so this is not yet over and hence no official communication of all things done - even VP+ who are trying to calm the waters are doing just that - calm the waters, but the sharks are still circling and the reports of 30K with only 12K executed with respect to RIF shows that a larger cut is coming. You bosses have lied to you before many times and are still lying!! If you are not out yet, you are still at risk - 18K is 10% of the current workforce and that is a large risk especially for people over 45, people at IC level with higher pay, people in SaaS/OCI, Sales are almost always risky, but app support is bad now.

I have over 15 years of experience, and I’m given the title of “Associate,” meanwhile someone with less than 2 years of experience is given the title of “Advanced.” I took the new D&S training. But frankly, this is BS. Heard that HR made all of the decisions and can’t even explain to management how the assigning works.

To those who got riffd, Has anyone had issues with Docusign?

I was placed on a PIP does anyone have any good advice on how to get through this successfully.
How many other people were placed on PIP’s in the last few months?
Is this a tactic to eliminate people from the workforce without doing a RIF?

It looks like the program I've been assigned to for the past 6 years is slowly being dismantled - there is no appetite to spend time & resources on risk reduction/mitigation strategies any more.

We're expecting to hear next week if the company is truly stepping away from our effort's goals. If that ends up being the decision, how long does our team have before we:

1. End up on the layoff list with HR
2. Actually get notified our positions have been eliminated?

I'm not seeing the same level of employee retention, respect or overall job satisfaction moving forward after the post-merger with SNPS.

The other sad truth was the latest RIF targeted folks that had been with Ansys for 10 plus years marking them redundant and expensive talent.

Ansys was a solid company that treated their employees with respect and dignity. They wanted their employees to successful financially and career-wise.

I bet moving forward that directors and above will be the ones getting RSUs and higher salaries planing for more RIFs while everyone that does the day-to-day work suffer or pushed out.

I do my best for T and been raising my family. In 2018 I got the hint that all things may move to Dallas as they started to let go off people in CA and did a force move to Austin. However, I didn’t. Every day, I wake up with no certainty, not owning anything, living with frustration and fear on what T might do next, as I watch talent go out the door. I feel like a failure in life unable to risk anything to achieve stability. Yes I get a paycheck paying bills but no happiness

Read the email about retirement changes. Sc--wing us again. This company su-ks. And the VOA survey won’t show happy employees. Another joke and complete waste of money

Charter Communications is laying off 176 employees in Maine. These workers were informed of the decision on Wednesday. The company is transitioning work from its Portland call center. This work will move to other U.S.-based centers immediately. Affected employees can relocate or receive 90 days of pay followed by severance.

Portland, Maine

https://wgme.com/news/local/charter-communications-lays-off-176-maine-employees-spectrum-call-center-unemployment

Anyone else noticing targeting older experienced employees to push them out .?

After more than two decades here, how the he-l am I to take this as "just business?"

We are able to hire warm bodies . That is all. $14-$16 starting, some positions have zero applications. 😳😳 and if we do hire don’t expect much out of them.

It seems BNY is preparing for its next round of layoffs by trying to make people leave voluntarily (shock horror). I’ve been a people manager here for several years now and was told last week I will no longer be a people manager because I’m not senior enough (need to be Sr Dr or above), my staff are in a different location and there aren’t enough people in the team. Every time I hired I wasn’t able to hire in my location because it was ‘too expensive’, whilst at the same time new MDs and Sr Dr’s were being hired at ease. The team I’m in has reduced from 32 to 18 FTE over the last 18 months and we’ve not been allowed to replace anyone. This is a clear tactic by the company to get people at my level to leave by making us all utterly miserable, and if that fails they’ll just use it as an excuse to give a lower performance rating. They do something like this every time a layoff round is coming to get people to leave voluntarily and save them paying out. Got to hand it to them though, they really have created the most toxic and intolerable workplace that ever existed, so they are meeting their metrics in that regard and we all know how important metrics are at BNY.

The (Bottom Line) is that (No Matter What) Corporate (AI Workforce Displacement) is going to (Increase) into 2027 (at least) -

• A (Perfect) recent example is Oracle who just (Prioritized) Ai spending over Employees by laying off 25,000 on W, 4/1/26.

• Employees are (Always) considered a line-item (Expense) due to the (Cost) of salary, and benefits by a Corporation.

• AI RPA (Robotic Process Automation), and other AI efficiencies contribute to the Corporate bottom line.

Per the LEI - Leading Economic Index, a Major Recession is enroute > 2027.

Oakland City University anticipates a mass layoff. The university issued a WARN notice. Some employees received the notification. All university staff could be impacted. A local newspaper obtained the email.

Oakland City, Indiana

https://www.courierpress.com/story/news/local/2026/04/02/oakland-city-university-warns-employees-of-mass-layoff/89435291007/

Anyone else hear of others getting put on so called coaching plans? I was put on one last fall and somehow made it out. Others weren’t so fortunate. Hearing about some others here lately that have been put on them during Q3

Having worked with every one of them, I'm genuinely happy I'm leaving intel in two weeks. This is a fu--ing embarrassment.

I'm hearing last mile delivery should have nothing to worry about because the remote Associates that didn't want to move to Arkansas were let go. Thoughts?

Things feel eerily quiet.

https://www.indiatoday.in/amp/jobs/story/oracle-lays-off-12000-in-india-here-is-the-severance-package-employees-say-they-got-tchc-2890049-2026-04-01

We are a team of 7 and 6 of us received an meeting invitation from HR individually for tomorrow morning. My manager is very confused about it too and colleagues at office strongly thinks it has to do with the lay offs. Its better to get severance and leave this place at this point. I'll update tomorrow about the outcome but it's 99% we are being eliminated.

Hour Media acquired SagaCity Media, a regional publishing group. The purchase price for SagaCity Media was $1.6 million. Layoff notices were sent to employees, including Portland Monthly staff. Net proceeds from the sale will go to First Fed due to SagaCity's $2.6 million debt. A court-appointed receiver oversaw the purchase agreement.

https://www.oregonlive.com/portland/2026/04/layoffs-hit-trend-setting-portland-magazine-as-regional-publishing-group-sold-for-16m.html

Title says it all. All of my doctors are with memorial hermann so I guess I will have to find new ones. Life just keeps getting better and better at excon. So far this year I have spent 1600.00 for a heart scan, 700.00 for specialized blood work and 200.00 for an emergency room co pay plus 10% 600.00. My co worker spent 1200.00 for a colonoscopy. Another exxon employee was denied GLP 1 medication because their a1c was too low for diabetes. Funny thing is without the glp1 medication their a1c was over 7 but with gp1 it was below 6.5. You would think with stock price and money exxon has made they could afford to take care of the employees health care not. I guess indian btcs don't need health care and it is cheaper in india. A company that does not care about the health of its employees is a shameful place to work at. It is not just exxon health insurance is getting worse for everyone in the usa.

I was asked to leave last year piped out before retirement eligibility. So I got my retirement payout information from alight. You are eligible to get retirement after 50 years of age. I was told I had to wait 90 days to get my lump sum payout. I was given the deadline of Feb 26th to submit my notarized paperwork. I sent it off on Feb 3rd and waited for a check. The check was supposed to come in March. I waited for two weeks into march and nothing. I called alight and they said it was late by one day and expired. They said they would send another packet to me. When I got the packet the lump sum was not available. I called alight again and they said I canceled the retirement in December of 2025 on the website. Alight said they sent an email to my exxonmobil.com email. I told them I never received the email because I did not have access to my work email. I am now fighting them to get my lump sum payout because I want to be done with this horrible company. I did not cancel my retirement and don't know if they are just sc--wing me around so they can save money by paying me over 20 years. If they don't allow my lump sum I will sue them as the amount is several hundred thousand dollars.

One of the funniest things I’ve ever witnessed in corporate America happened last week. Our tone deaf executives stood in front of a room and shared a half a**ed set of things we should care about. Then instead of making their “I will” statements back to the work force they had employees “commit” to their ignorance by reading statements.

News flash: Read the surveys. Less than 20 percent of the company supports the leadership team. Rumor has it we are going back to the office because the biggest proponent of going back to office has a spouse he can’t stand 😆😆😆

The company is going through turmoil and more and more people will continue to leave, can’t blame them at all. Thank goodness I’m in the final round of interviews. Instead of making things better they are getting more erratic.

How far is your commute? Did you put your kids in before and after care? How do you manage the schedule when both parents need to work and clock 8 hours? Any exceptions if kids have issues at school and you need to pick them up?

Well.. it is what it is. But it’s heart breaking to read the comments regarding laid off O employees and that they were cut from medical insurance and work after many years with just one cold e-mail. Employee that was planning serious surgery next month, a woman 30-week pregnant opened mailbox and suddenly her access was cut…. There are lots of stories where just
As I observe on Linkedin people really are getting ungry for this AI bullsh-ts published on Lnkdn, and are leaving the comments regarding yesterday and todays layoffs. People just got sick with that situation. It lacked basic human decency.

Why has eip not been updated any for 2026? Is eip bonus going away?

Does anyone have a logical answer as to why my team has to have their T1 reviews sent in by 4/14 when T1 is still not completed and bonuses don't pay until June? I swear this place just like to d1-k up things to see how we respond.

• how do we feel on the q4 all hands
• the first lady that spoke.. felt vague at strange on employee things to come?
• who is this lisa lady
• how are folks on legacy inmarsat side holding up?

Do as i say not as i do. I will take your pay and with your money i will increase my salary by millions every year.

You deserve pay cuts every year for your hard work and delivering. This is all fair and ethical. I have different ethics to you, i deserve everything and you deserve 0.

The layoff plan was finalised in France and it’s a massacre that targets mostly engineers and surprisingly not too many corporate functions. Even products that are supposedly in priority has not been spared and people with domain knowledge have been impacted. In my 18 years at Ansys, I have never come across such levels of insincerity and misdirection.