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too many of you are stressing over stuff you have no control over. This place is on a death spiral. Thats it. Try to enjoy what you can and absolutely dont go nuts with work. The only way this place changes is when its gone and fully liquidated.
the market it brutal now, so stay on the ship for as long as you can, until your name gets called. while the severance is pathetic, its something and you will be able to collect unemployment.
grow careers! (from stressed out e execs who Only want to hear that you’re going to work extra hours to get them off one of the thousands of naughty lists that fiserv uses instead of management)
keep the list going:)
No bargained employee layoffs in D9. They are backfilling.
We are a huge market.
We carry the company.
We are safe.
Severance for the July lay off just hit! I can oficially say I'm done with this place. Good luck to everyone still there! With the likes of Rebecca Grattan and all the other incompetent leaders you are going to need it.
22 home triage nurses fired today. Still no update on when or what is happening with Optum Rhinebeck. Supervisors get very angry when asked about it, and don't understand why people are looking elsewhere. How long are they going to string us along.
Wanted to voice a concern that’s outraging to many US posters and visitors on this site.
BNY’s headcount story under Robin Vince has been one long magic trick: shrink the U.S. workforce while making the numbers look stable. The trick works because BNY doesn’t just hire visa workers — it offshores U.S. jobs to India and Poland at a scale employees feel every day but leadership never says out loud.
Since Vince took over, BNY has quietly shifted thousands of U.S. roles offshore. Technology, operations, onboarding, reconciliations, custody support, QA, and analytics have all been moved to lower‑cost centers in Pune, Chennai, and Wroclaw. Entire teams disappear in the U.S., only to reappear offshore with the same job descriptions and half the labor cost. On paper, headcount looks “stable.” In reality, U.S. experience is being shredded and replaced with cheaper labor in global hubs.
Visa hiring fills the gaps left behind. BNY files hundreds of H‑1Bs a year, plus green‑card certifications and a steady stream of OPT/CPT hires. These roles — software developers, quants, testers, BI analysts — map almost perfectly to the U.S. jobs employees say are being eliminated. It’s not “onshoring.” It’s headcount laundering.
Then there’s the college‑hire pipeline. BNY scoops up local university grads to collect state and municipal tax incentives, padding the U.S. headcount just enough to claim “investment in local talent.” But these hires don’t replace the decades of experience being offshored — they simply mask the reductions.
So when leadership talks about modernization, transformation, or “building talent for the future,” employees know what it really means: fewer U.S. jobs, more offshore bodies, and a headcount chart engineered to look healthier than the workforce actually feels.
BNY isn’t transforming. It’s relocating the work, repackaging the numbers, and hoping nobody notices the U.S. workforce shrinking under all the glossy LinkedIn speeches.
Dartmouth Health is eliminating over 400 positions, impacting executive, administrative, and telehealth roles. CEO Dr. Joanne Conroy stated these cuts are unavoidable due to significant healthcare industry challenges. She emphasized that the decision was made after nine months of deliberation and prioritized patient care. The majority of eliminated roles were administrative to streamline operations. Affected employees will receive support and may have opportunities to apply for other positions.
Lebanon, NH
https://www.wcax.com/2026/09/16/dartmouth-health-ceo-says-patient-care-was-focus-deciding-layoffs/
Health First is laying off 214 employees, primarily in management and administrative roles. This decision follows a review aimed at improving the delivery of community health services. Three patient-facing programs will be affected, with two being absorbed internally and one ending. Affected staff will receive a 60-day paid notice period, benefits, and job search assistance. The company cited rising care costs and insufficient operating results as reasons for the reductions.
Melbourne, Florida
https://www.floridatoday.com/story/news/2026/09/16/health-first-to-lay-off-over-200-employees/91796492007/
UVM Health is implementing another round of job cuts to address a significant budget deficit. The healthcare network plans to eliminate or restructure 199 positions across its Vermont and New York facilities. These changes are projected to save approximately $16.8 million annually. This action follows previous workforce reductions and is part of a broader effort to achieve financial stability. Affected employees will receive support during a transition period, including severance benefits if new roles are not secured.
Plattsburgh, New York
https://www.northcountrypublicradio.org/news/story/53962/20260916/uvm-health-announces-another-round-of-layoffs
Large number of people are not criticizing layoffs. There is very little lament, or for that matter - very little anger...
What I see here is MANY Citi employees just asking whether we can stop anticipating layoffs, whether a meeting means something, and whether this or that area is next.
That's a sad place to be at. I feel defeated.
Isn’t it ironic that a health insurance corporation fails to provide the best health insurance coverage for its employees?
Found this gem in one of the older threads and I didn't know if I should laugh or cry. This is 100% correct. We're supposed to have the best coverage considering where we work and we're so far away from it that it's a joke.
There was a time when I would've defended this company without thinking twice. After everything that's changed, I don't have that same attachment anymore. The way employees are treated has made me much more careful about how much I give. Now I do my job, collect my paycheck, and keep some of myself for my life outside of work.
Is it normal to be expected to do 50-60 hour weeks?
Me and my entire team are now hoping to be cut. Severance sounds great in face of continued toxic culture and constant uncertainty.
If you got one and refused it, I don't understand you. Centene is a sinking ship. Why you'd choose to stay on with such a good alternative is beyond me.
I've had bosses I loved and bosses I couldn't stand in my 20-year career, but I never dealt with so many bad ones in such a short stretch. Most of them somehow ended up during my current four years at Synopsys. Not a single positive experience with a manager since I joined.
Full time developes laid off - Retired QA folk get extension - India IDC reality.
Connections matter ?
my department leader is scared of pulse. she sends us pre and post pulse surveys no one is brave enough to fill out. she tries to act like a fun, happy leader. she promotes leaders who overdo social engagements.
everyone knows how fake she is.
h t t p s : / / wmbdradio dot com /2026 /09/15/ truist-financial-to-sell-5-5-billion-of-auto-loans-amid-overhaul
"Struck a deal to sell $5.5 billion of auto loans.. exit less profitable, non-core businesses"
Where will it invest more? How does these impact employees? We saw few waves layoffs in July and Aug. Will be a surprise if that's the last this year. But the question is ...where?
Reorg may be? As that has been the favourite "strategy" for past 4 years.
I hope people impacted by the September layoffs are doing okay and will be back on their feet soon.
If you were one of them, what severance pay did the HR offer you?
If you can get out of Fiserv/Clover, you should do it as quickly as possible. This company has been driven into the ground and is a shadow of what it used to be. The leadership is completely incompetent and they have driven off whatever talent they had. Now they are just hiring whoever is cheapest. It's doomed.
I heard there were several let go at the Gray TN site. Anyone know the number and which departments impacted today?
14+ years with this company and I don’t recognize the culture I grew a career with.
Great leaders are being squeezed out due to location, being too “disruptive”, and being too much of champion for higher standards from the ground up when the HQ allow bare minimum to be enough. We are left with figure head leaders who have little to no interest in learning about employees under them, the work they do, the hurdles they jump over, and the hurdles they need help with.
Kiss a-s employees are securing jobs and leadership positions who lack innovative thinking but are good at pretending they have it. Senior leadership that can’t define their own KPIs remain in power and shouldn’t be. The business is crumbling because of it.
We cannot build a sustainable future on prestige and shortcuts. By prioritizing executive optics over operational excellence, we are actively eroding our own foundation and it is costing us our competitive edge.
This isn’t the Comcast I know. This isn’t the Comcast I was proud to work for over a decade.
Is now laid off. Directs were stripped a few weeks ago. Did not see it coming. At all.
I have been here long enough and I’m done! This place is past fixing. Nobody is even trying to save the sinking ship and the CEO is MIA.
I’d like to hear from employees who have raised concerns internally and felt the process didn’t work. If you’re comfortable sharing your experience, please do. No names or confidential information. I’m interested in understanding whether there are common patterns here.
With hands on experience dealing with our CHRO, he literally su-ks. I know we live in the time of bootlickers get promoted but damn DH is the d-mbest out of the bunch. Literally self centered, just talks a bunch of nothing and pretending to be all knowing. How the other SVP in HR did not get promoted boggles me and I would say most of the people in HR. Literally acts like he is the reason MF/SF are the reason they are still standing, like my guy you were another cog HRBP.
Anyone else want to vent about our cr-ppy senior leaders?
Just disconnected from speaking with an Optum Financial call rep after receiving a letter from them that outlines premiums greater than what was agreed upon with Centene in the VSP separation agreement. The Optum Financial rep informed me they received a PSA notice internally from Centene that acknowledged Centene sent incorrect information to Optum in order to begin administering our COBRA benefits. Optum had no record of my 10 months COBRA Premium subsidy as promised by Centene. The agent further informed me the internal PSA notice they received states Centene was slated to mail out corrected forms to terminated employees 9/14 (2 days ago). Per the agent, it was advised for me to wait to enroll in COBRA until they had corrected agreement information from Centene. Great job, Centene. Here comes a potential lapse in coverage since last day of coverage is end of Sept. Optum said they are not retroing the effective date to 10/1.
How are y’all doing? What’s the overall morale in your market? My manager said to not worry, I’m not sure I am trusting that.
On the bright side, I am kind of looking forward to getting laid-off. Yes, weird thing to say but I’m taking that as a sign that it would be time to move forward.
I’m interested in that area but curious if anyone has insight on culture? And I’ve heard they get hit a lot through layoffs
As a teammate with nearly three decades at Truist and a pre-merger heritage organization, I want to name what I believe is the company’s real problem.
It is not low deposit growth. It is not the search for a niche. It is not delinquencies, charge-offs, underperforming products, weak technology, missed post-merger execution, revolving senior leadership, constant reorganizations, a vision that is endlessly discussed and rarely delivered, or employee surveys that appear to be read and never understood.
The core failure is that executive management has become so disconnected that employees, with thousands of years of combined experience, now show up each day less concerned about being terminated than about collecting the severance they believe they are owed.
They no longer come to work the way they did for decades: to do the best job they can, to serve clients they once loved serving, and to make this bank the best it can be. They walk in knowing the relationship has become transactional. Truist asks for more and more while treating “teammates” as a 50/50 business arrangement it no longer honors.
I never thought I would share that mentality. I always believed that showing up, putting in the work, and receiving fair compensation was a win-win. Over the last seven years, that balance has broken. Poor execution and poor decisions have created a kind of daily mental grind: people do not know where the company is going, where they will sit tomorrow, or whether they still have any real value to an organization that feels rudderless in a storm.
The Regional Acceptance decision made sense on paper and was probably overdue, as were other strategic moves. The failure is how those decisions, layoffs, and restructurings have been handled. Town halls from executives who have been here barely a year - talking about their trips, résumés, and past experience - do not land with people who have spent their careers here. Neither does the constant “team-centric” language about living your best life and endless career possibilities while the next reduction in force is already taking shape.
Executive management has been the problem since the merger was announced, and it remains the problem today. Teammates have said as much, repeatedly, through the surveys leadership seems obsessed with collecting and unwilling to act on. Truist is one of the best examples of organizational myopia in corporate America.
New external hire CL level 29 here, haven’t got my first assessment yet will be for next year - How important is the PDS? Some say it’s more the story than PDS that your manager knows and wants to promote about you that matters. Others say it will stay with you for years so be careful what you put in there. Possible the reality is somewhere in between but wonder what y’all think. Also, does your manager or skip manager advise you how to write this, or are you pretty much on your own?
So the Anderon split from ibm has been announced for October 1st and new announcements and employee contracts are coming out.
Setting aside the painfully obvious point that this is a "quantum wafer foundry" with no real foundry that it owns or controls outright and that the Albany site itself can barely classify as a fully operational fab.
We need to ask ourselves honestly why?
The publicity stated comments and justification - that this is a way to attract customers who wouldn't work directly with IBM - doesn't hold up. Those same customers know Anderon is strongly affiliated, owned and controlled by IBM, so the same logic of avoid working with IBM would apply to Anderon as well.
Why would a competitor hand over its most sensitive fabrication data to an IBM-affiliated company when IBM is competing against them directly?
Flip it around: why would IBM let its competitive-advantage IP flow into Anderon, where it could end up supporting competitors' builds? Anderon is taking a capability that gives IBM an edge and potentially turning it into shared infrastructure. So basically the publicly stated purpose for creating Anderon is a bold face lie.
Is this really just cost savings. Getting 70-100 employees off IBM's books and payroll? As one past comment put it: "it's just a layoff with extra steps."
Call it a spinoff, a joint venture, or a strategic carve out - it still smells exactly like a layoff wearing a lab coat.
This isn't a spinoff, it's a witness protection program for headcount. It’s a glorified layoff from ibm hidden and tucked in in a way ibm doesn’t have to classify it as such
IBM didn't build a competitor. It built an alibi.
Somewhere a strategy consultant got paid seven figures to rename 'layoff' as 'ecosystem expansion.
Bottom line: the publicly stated rationale doesn't add up to a coherent business case.
IBM’s public statements regarding this are just simply ridiculous. Do they actually believe their own words coming out of their mouths. Those saying it should be remembered and held accountable for rest of their careers.
Our leaders are using their usual flimsy internal justifications publicly to explain this. And it appears many who are not indoctrinated in the Albany culture are seeing right through the thin veil and rolling holes into it.
Make it make sense!
Everyone knows that RV is all about replacing American workers. Here’s the factual numbers that prove it.
Number of employees - 47,097
US employees - 19,187
Non US employees - 27,910
Of those non US employees , India specifically equals 15,925
You can keep threatening people, but eventually the threats lose their effect. Once employees stop believing they have anything left to lose, motivation goes with it. My entire team is now completely checked out. Find better managers, Solventum, or you'll lose all of us.
I've been talking to some of the newer hires, and frankly, it's almost disgraceful what they're being paid. My pay is the one thing I have always been satisfied with here, so I feel so bad for them.
As an additional note, talk about pay with your coworkers. Legally they can't stop you, and it can be very eye opening.
You'd rather lay people off instead of putting them in the much needed CS Phone position. You'd rather pull other teams to work phones while their primary work gets behind. You'd rather pay out time and a half for overtime (more money out) instead of hiring a phone team. You'd rather keep GR and LG as supervisors who run people away and doesn't know the first thing about integrity or professionalism, or is that it? Is it easier to make things so unbearable that employees quit instead of looking like the bad guy and laying off. Interesting!
All the people I know who are affected are devastated.