#employeerelations

I've lost count of how many layoff rounds I've seen. They just keep coming. There's no finish line, no moment where they say okay we're done. It's constant. The cuts keep coming and we're just supposed to be okay with it? We're supposed to keep on working like everything's fine? How did we get here?

I have a masters degree. Spent years and money getting it. Did the same job as people without one for less money. When I left, they hired someone with no degree at all. Then I learned they paid them ten grand more than I ever got. The difference? They're good at su-king up. That's the only skill that matters here.

Yes or no and a quick why. Just wondering.

I would like to raise concerns regarding workplace culture and accountability, particularly related to an East Coast office. There have been ongoing reports from employees expressing discomfort with certain interactions and behaviors involving male colleagues.

Additionally, there is a perception among some staff that complaints about inappropriate comments or conduct toward female employees have not been consistently addressed. This has created concern about whether employees feel safe and supported when raising workplace issues.

There have also been broader concerns raised about leadership response and whether appropriate steps are being taken when complaints are reported. When employees take the step to bring forward concerns, it is important that they feel those concerns are taken seriously and reviewed objectively.
I believe it would be beneficial for leadership and HR to review these concerns to ensure that workplace standards, professionalism, and accountability are being upheld across all offices.

Leaders need to be in office as consistently as the employees they force to be there to protect their employees if you aren’t going to address the behavior. Get out of meetings and offices and start doing your job!

For those from legacy Ansys, how did bonuses change 2026 vs 2025 ?
Trying to get a sense if they went up, down, or stayed roughly the same.
US / APAC / EMEA ?

So its bad enough we’re losing staff to false performance ratings and India but now we’re going to lose them for imaginary employees. BNY is a joke and everyone needs to get out of banking. All these id--ts are copying each other with RV think BNY is going to lead automation . Yeah ok buddy. First you have to update the dinosaur systems you forced us to use

Wayfair states that it offers a great work-life balance. Sooooo not true. Their training is inadequate. Overseas employees are non-compliant. Shift bids are BS. No matter what you choose, they will give you the schedule pertaining to company needs. So you can forget about being a parent, kids will have to raise themselves! You cannot just use your PTO when needed. You will accrue attendance points for using it for emergencies or same day illness. Metrics change in the middle of the quarter. Employees know how to wrap to manipulate their metrics so it doesn’t pay to do honest work. Religious accommodations are only given to non-American employees. There are plenty of other places to work that will definitely appreciate your dedication and work ethic. Do not give more than your pay grade, they will say thank you and expect for you to keep doing it w/o being paid for it!

Crunchyroll is experiencing a new round of job reductions. This follows previous job cuts from Summer 2025. The company confirmed a new restructuring for 2026. A former Senior Product Designer announced her departure. The total number of affected employees remains unconfirmed.

https://www.imdb.com/fr/news/ni65744821/?ref_=tt_nwr_1

Was a good leader. Stayed off my back and allowed me to perform. Thanks Sycamore for laying off the good ones…..

I hate the fact that even a record-breaking game launch can't save us from layoffs. What does it take, then? What the fu-k does it take not to get shown the door?

Is this nonsense?

We all know that RTO was a completely political kissarse move and not a decision based on any facts but I am completely over it!
I'm in the office more days now than before COVID except now I don't even have my own assigned desk. We promote homeownership and affordability but treat employees like we are vagrants having to pack up our entire work life and take it home everyday and then hope we get a desk tomorrow. One that isn't covered in food crumbs from the person yesterday because they aren't cleaning these desks and the desk wipes are out more often than not!
Now that Trump had destroyed gas prices, between the cost of tolls, gas prices rising, the constant fear of layoffs, and hours in traffic, I'm being pushed way past my limit. I'm naturally a high performer but that's about to change. Being asked to do more work with less resources, all while being forced to come into an office just to sit on Teams Meetings all day is the d-mbest thing Pulte has done to date.
And, unfortunately, it's an employers market, so he can get away with it. #burnout #FDT

How does HCSC respond to a 2 or 3 week notice? Some companies walk you out immediately and terminate on the spot. I have health and wellness days available, should I turn in a 2 or 3 week notice and use some of those days? Any other recommendations are welcome.

My role was eliminated in the last RIF wave with a term date of 2/6. I was told it was due to cost pressures and not performance as I have always had high performance ratings but did unfortunately need a couple medical leaves last year. However, LESS than 20 calendar days later, my exact role was posted internally at one grade level lower. I still had my work laptop in my possession and hadn't received my severance check. The role is now posted externally. Is this even legal? I'm wondering if I have a case to call employee relations due to retaliation.

Please be kind in your responses, this is traumatic enough.

I realize this site is a minute fraction of total active employee count, but I have an idea...

Wells needs to have a replacement pool. It would be made-up of laid-off people who are willing to return and swap-in for one of the worthless, retained people Wells truly needs to get rid of.

You would return with years of service, future severance based on prior years of service, prior earned annual PTO days, 401k matching, etc. Salary would be negotiable. People who actually want to work and who are truly competent,

I think I need to pitch this to Wells.

Does Truist have blanket non-compete agreements with other companies that impact teammates job mobility? Is this info posted anywhere internally?

1. Never explain yourself under pressure

   • Being forced to explain yourself often places you in a submissive position.
   • If a question is framed this way, point it out directly.
   • Example: "I don't think you meant to, but that question puts me in a position where I have to justify myself, and that is not a role I am going to take right now."

2. Never argue about your motives

   • Do not engage in debates about what your intentions supposedly were.
   • Call out the framing instead.
   • Example: "The way that was said puts me in a position where I have to defend my character."

3. Never take the bait on character attacks

   • Avoid engaging with accusations about who you are as a person.
   • Do not argue over identity or character.

4. Never apologize simply to de escalate

   • With a manipulator, the apology they push for is often meant as an admission of guilt.
   • It usually does not resolve the underlying issue.

5. Never match emotional intensity to prove your point

   • Do not mirror someone else's anger or intensity.
   • Escalating emotion rarely strengthens an argument.

6. Never accept someone else's language without precision

   • Words like disrespect, abuse, or betrayal can shape the narrative.
   • Accepting those labels without clarification lets someone else define the situation.
   • Clarify what they specifically mean before engaging with the claim.

7. Never accept binary traps

   • Avoid being forced into yes or no or either or answers when the situation is more complex.
   • Seek specificity.
   • Ask clarifying questions such as:
     • "When you said that, what specifically are you referring to?"
     • "What outcome are you hoping for here?"

8. Never try to win through logic alone

   • Arguments are not always resolved through logic by itself.
   • Emotional dynamics, framing, and intentions often influence the outcome.

#gold rules

I wish you good luck and safe travels during this time of conflict.

Anyone have the total number for today?

I left Dell at the beginning of Jan and lost my W-2. How do I get another copy?

I know of 2 people let go today- not sure if they were riffed or just fired.

Has anyone had any success "volunteering" for a layoff, knowing that layoffs are being planned? I'm so close to retirement that I would welcome being laid off, plus doing so would likely save someone else on my team from being laid off. If we can be fairly confident that layoffs are being planned, would it make sense to let your boss or higher up leadership know that you'd be open to a layoff package? Has anyone successfully done this recently?

The contract will be revoked and all the people servicing FT will lose their jobs, that's how this farce is going to end. They keep firing experienced people for a bit of saving and hiring unqualified juniors in their place. This is not a valid strategy and both the clients and FT feel that, and it's already happening. I wish it wasn't so but it will happen sooner or later.

I hope my rude and incompetent manager gets fired soon.

title says all

Wondering how many of you all in here are from the core Nexient company?

Really miss the old days where stuff was running so much smoother, Nexient as a whole was much better than NTT and layoffs? Pft, unheard of from me in Nexient.

Please tell me I am not the only one in here.

Looking to switch to a different area within Truist. How confidential is the process? I received a decent performance review, but want to pursue an area more aligned with my degree. If I apply for another role internally, is my Manager given notice any point during the application OR interview process? Does anyone have insight into if, how, or when my current Manager may be notified?

I'm so tired of this. People who want to leave, who'd love a severance package, are stuck here waiting for the axe to fall. The company drags it out like we don't have lives to plan. This was a good place once. Really was. Now it's just gray and empty and I don't care anymore. I hope everyone here lands somewhere better whether they stay or go.

Has anyone who was let go on the 19th received the email with the info on their bonus payout yet?

I spent years at Humana and genuinely loved chunks of it. The mission, the work, some of the people. But the last couple years were rough. The workload became impossible, the appreciation dried up, and the manager we had, I've never seen someone less suited to lead. He ran through good people like they were nothing. I went to management repeatedly, told them I was overwhelmed, and offered solutions that would help everyone. Each time they found a reason to say no. It was either too hard, or too different, or not how we do things. Eventually I left. Now I'm watching what's happening from a distance and all I can say is I am so glad to be out.

What's the big SMS announcement?

Dear Citi,
Trust is very costly feeling it’s difficult to gain and easy to loose. You and Managers are loosing that,No employee trust manager here.

Considering they demoted the majority of sr managers last February... Which su-ks bc my manager was AMAZING! New manager/director is cool but he has no clue wtf we do on a daily basis and has no personal relationship with any of us.

I've never gotten below a 4% raise so hoping for a 6% this year at least.

If you got your letter and you opt not to move, how long until you’re given two weeks notice to leave?
A couple weeks? A couple months? Whenever they feel like it?

Fire the tech mod and other creatures that only increase bureaucracy and create the appearance of savings.

The HR IT Team is currently in the process of migrating the RTO Badge Tracking tool from a Tableau report to a full-fledged internal web app.

They are working with Jeff's org CTXO to use Gen AI to do this more rapidly then they'd be capable of doing otherwise.

Once this migration is complete, they will have complete turnstile API access and plan to start showing badge in & badge out times. Currently, managers who have access to the tool can only see whether or not you were in office that day, at home, or took PTO.

These are the facts. My personal speculation, after witnessing how gung-ho this team is about this effort, is that they are going to add a lot more than just time-tracking to the app. I believe that the next thing to go will be the "Half Day PTO" trick that many of us use to have WFH days or manage things like home repairs, doctors appts, etc. Currently, they don't have the access they need from Workday to differentiate between Full Day & Half Day PTO, so they just count it all as In-Office.

I believe that we are in for a very dark year ahead regarding RTO. Leaking this info now so people can plan ahead and stay informed.

This week, management informed over 200 people including managers, supervisors and leads that they are planning to offshore all of our home mortgage loan roles to India. Not sure how you can call yourself U.S. Bank when more and more employees are not located in the U.S. scary to think everyone’s personal data will be available to non-US residents. I’m sure our lenders and borrowers will be ecstatic to hear this (they clearly don’t want this to be brought to their attention since we were told multiple times what to do if media encounters us). It’s very sad to see so many employees and leaders all being kept in the dark. Thank you to our fearless ceo Gunjan and shareholders 🙄

In a recent department all-hands, we got to hear that raises are going to become a thing of the past for a lot of us:

“…the composition of your compensation may look a little bit different. So you’re going to see more of your compensation reflected in your AIP and LTI and potentially less in your merit. That’s just how the new structure is set up… That gives us more of that merit pool to focus on those lower grade employees that don’t have that full package, who don’t have AIP and LTI. And so we can give more merit dollars to the folks where it will make more of an impact to their day to day lives, and compensate our executive management the way that the package allows us to do so, focusing more on the AIP and LTI. It is still discretionary; it will be discretionary to managers to decide how they want to distribute that, so I’m not saying that if you get AIP and LTI you’ll never get merit, that’s not what I’m saying... that’s not the message I want you guys to take away. You will still be compensated, it just may look a little different. You might not get as much merit. Maybe in some cases you don’t get merit, but you’re getting more AIP, you’re getting more LTI…”

Thoughts:
AIP: If an employee's base never changes, the AIP will likely not change either as it is a % of your base. Also consider how many times you actually hit 100% of your AIP goal.
LTI : This gives the company 3 free years as your "award" has to vest over that much time. When you leave (for whatever reason), you lose all that in between money. An award in 2026 is not seen or heard of again until 2029. Considering their pro-attrition stance...

Does anyone remember the timing for last year’s buyout offer? I finally hit the 'magic number' and hoping for a repeat of last year’s offer.

Directors that say yes to every request from VPs no matter how ridiculous or last minute the ask continue to survive. They have their head so far up the VPs a$$ hoping to advance their own career with no regard to their team. Truly a good ole boys club at that level. At the end of the day every employee is just a number with a salary that will be the deciding factor in the next round of layoffs. No amount of extra effort will be taken in to consideration, so take your PTO and enjoy time with friends and family.