#employeerelations

Everything at my location has slowed down so much that tasks which took an hour now take two. To make it worse, the new hires we're getting don't seem to want to learn how things are done. I'm not trying to blame anyone, but I'm curious if this is a general problem across the company or if my store was just unlucky. Is this what it's like everywhere?

I'm part of this middle-aged surplus they've created. I'm too young to retire and too old to feel like I can start over. The future I planned for my family (the security, the college funds, the stability) is gone. I feel like I've completely failed them. I'm honestly feeling like I'm at my lowest right now.

Happy new year everyone hope yall have a successful year getting out of OT and landing an actual job in a better / good company. I would say great but even good is better than OT. I will be interviewing over next two weeks. Good riddance OT. They don't know what's going to it them in next week or so. Good luck OT "leadership" trying to fix this.

In 2026, what companies are letting people go this year? 🥳

Please share whatever news 📰 you have.

Hopefully 2026 will be a better year.

To all of those who are treated like cattle sitting in small stalls all day while the elites sit in their offices with their doors closed…emerging once a day to say hi to the little people while deciding who to layoff off (mainly based on politics) God Bless You.

To all of you who sit in those offices who have never been laid off thinking you’re better than the rest filled with entitlement, arrogance and ignorance for not knowing how your decisions hurt others and the smugness of thinking you’ll never be laid off because you are somehow so invaluable…may 2026 be the year you yourself experiences this for the first time.

A layoff damages and impacts people in ways you can only know if you experience it first hand. It’s your turn.

2026 will be the last year of AT&T employment for many. Make the final weeks count.

I got deposit today on my account , but like half of what I normally get.

I understand 2026 payroll makes it difficult for 26 payments.

I am still confused

I’m putting in my notice Feb 13 after bonus drops. I see there is now a 30-60 day mandatory notice period for most employees, enforced mainly by a clawback provision in recently vested RSRs. Any way I can stop working sooner without incurring that penalty? Up to managers discretion? I can’t work more than much beyond the 13th without splattering my brains onto the front of 550 tryon

Anyone look at their upcoming paystub yet? The way they calculated their fuzzy math on 27 pay periods is they reduced the wage Rate. Is this legal? It’s like we all got a demotion. Unless you survive to 2027 to get the catch up payment. I’ve never seen a company handle things like this before. Usually, they catch you up in the same year and do it in a month that has five Fridays. I’m sorry there is zero way you could make it make sense except that this is a way to leverage our money for their pockets. Completely demotivated to ever go that extra mile again at this company,

“We are continuously evaluating our business operations to ensure alignment with long-term strategic goals,” CRL spokesperson Amy Cianciaruso, said by email Dec. 26. “A key part of that strategy is evaluating our workforce to ensure we have the right people, in the right place, at the right time. We are working with impacted employees to provide the necessary resources to help them through this period."

https://www.lowellsun.com/2025/12/31/140-layoffs-between-two-wilmington-companies/

Now they've graduated to firing people and forcing everybody out without severance by creating a toxic atmosphere that nobody with any options wants to stick around for. Those who were laid off with severance were among the lucky ones, if you ask me.

They are looking at them and writing employees up for non-work related content. No jokes, no whitty banter, nothing personal. Always use your cell to communicate.

We're already covering two or three jobs each. What's the plan? Do they expect the remaining few to do four or five people's work until everyone burns out? What happens then?

I can no longer access the Severance Portal from my personal computer following my last day worked (it worked prior to 12/19). It also won’t let me reset my password. I sent an email to the address I located with no response as of yet. We’re supposed to have access to it for 6 months. Is anyone else who was impacted also experiencing this? If so, any tips on how to get access again?

It's not by choice, trust me. There are a few good reasons why some of us are still here. The job market is tough right now, so it's not as if it's so easy to leave. Having a job, any job, is a big deal. I also appreciate the health benefits because I can't afford to be without medical coverage for a single day. Expecting that people who're not happy here would just up and leave is incredibly naive and not in touch with reality.

Employees describe shock, demotions, and a rapid overhaul following Advent’s $2.5 billion takeover.

“Sapiens was a very family-friendly and pleasant company for many years. CEO Roni Al-Dor was a people person. Employees went through fire and water with him, which is why everyone is so surprised now, and deeply hurt,” says one employee.

https://www.calcalistech.com/ctechnews/article/r1illfbebg

Wondering how many folks are seeking mental health services for the last 2 years of rolling massive layoffs to now end with performance management to reach the final HC. At least with Pat, there was compassion and empathy with the reorganizations.

At least they had the class to wait until after the holidays.

Do you foresee more mass layoffs? Reduced benefits? Or maybe some positive changes?

Companies are going to avoid large layoff announcements to skirt the WARN Act. The new trend is to target specific employees directly every day with small, bite-size layoffs. It won't be departments anymore, it will be me and you with a number and date already set for us.

Corporations Viewpoint -

Of any employee.

The Bottom Line.

Remember this, always.

Employees are considered an (Expendable) line item due to Cost of Salary, and Benefits.

Corporations Viewpoint -

Of any employee.

The Bottom Line.

Remember this, always.

Employees are considered an (Expendable) line item due to Cost of Salary, and Benefits.

Opened LinkedIn on this Monday morning to find lots of resignation announcements. What’s going on?

Shot in the dark here looking for some help. I left SAP in May 2025 and have been on COBRA administered by Health Equity/Wageworks. When logging on to make my January payment, I was told that SAP has moved to a new COBRA administrator. No notice was given. I have an email out to HR Direct, but I wanted to see if anyone knows who this is so I can speed up the process.

That's my resolution. No more giving more than I'm paid for. I do my hours and that's it. I'm done.

Having a job at DXC where I haven’t gotten a raise in four years effectively means that I’ve been taking a pay cut each year due to inflation, and my work has just been increasing. I can’t think of a single person outside of those at the very top who can be considered “lucky to have a job” here.

The reality is Qualcomm doesn’t treat employees like people. If you get laid off, you’ll be off their radar immediately. If you stick around, you’ll just be expected to work longer, follow every rule, and stay quiet no matter what. Your well-being comes first. Start looking for a new role. Trust me, it’s worth the effort.

Lately, it’s like I’m being pushed out without anyone saying it outright. Whenever I ask questions about a process, I get shut down and told to just figure it out. I’m not given the same time to learn new tasks as others, and when I flagged a coworker for mistreatment, it felt like I was the one in the wrong. Meanwhile, that coworker got promoted the same month after treating me poorly. I put in the work, my performance is strong, but recognition and support seem non-existent. Even small gestures others get, like acknowledgment on anniversaries, completely skip me. I honestly don’t know who to trust. Anyone else dealing with something similar?

A teammate who got laid off in the last round spent weeks helping a new hire learn the job, showing him the ropes, answering questions, in essence, training the person who would take over. And then suddenly, she's gone, without warning. The new hire is now doing her old role. I can’t wrap my head around how companies actually do this.

In case people are wondering why the job market is so employee-unfriendly, with so many people laid off and looking for work, including skilled, high-quality candidates, it’s no wonder employers are lowering requirements and lowballing offers. Something tells me things will get worse before they get better.

I don’t even want to think about what 2026 is going to be like, considering that for the past five years, if not longer, every single year has been worse in some respect than the one before it. More layoffs, fewer benefits, and a culture that keeps deteriorating. Let’s just say I’m not looking forward to finding out what the next year brings.

It's 2026 & ITS GO time ! GO= Results OR Get Out !Time to put $ & mouth together & stop the gaslighting & BS. Action+Results+Real "Digital Transformation." Clients & Employees want results from the Board & low producing Executives Who have no personality.

++Transparency~Publish Board Minutes & Agenda++employee, retiree, and client representation on board++
++Transparency~Publish Executive Compensation Packages++
++Transparency~Publish full financial & audit report in Annual Report
++Transparency~Publish full Rating Agencies reports on website++
++Transform Website++
++Transform Mobile App++
++Add Brokerage Accounts++
++Add Managed Accounts++
++Add Financial Plans++
++Add Retirement Score Calculator on Website++
++Reduce work loads for Client Relationship Managers & overworked and underpaid segments in Operations++
++New Leadership Over Operations, IT & Sales++
++Rebrand & change corporate name and hire a PR Firm to clean up poor external image++
++Automate all distributions & loans++eliminate paper like it was supposed to be done 15 yrs ago
++More CRM support & stop the wage theft working 60 hours per week++
++Change investments in 401k++
++Allow clients to communicate with Text & Chat++
++eliminate team CX as they SuCX. Use Mediallia to survey the F.u.CK out of participants
fire all non performers

• Streamline workloads for CRMs & Administrations Operations++new leaders needed !
  cut Executive Pay & 3 Year Special Pay Shares
  put laugh track of CFO on corporate website just for s.chits & giggles
• stop running behind competitors & get your as--s together w/system upgrades & legislation
  Implement associate solutions & stop paying consultants through the nose
  Eliminate 50 page performance review process & eliminate monthly webinars**
  ~~stop posting on Linkedin during company time & ban por.n during business hours
  fire heads of sales, it, admin ops, hr, call center, & all current execs & board mbers
  get Andrew cuomo, chris cuomo, & eric adams on board

Trying to get through the NEW yorker

I understand that they laid off employees in October and they encouraged them to reapply for their positions. Does anyone have information on how many were let go and how many have been brought back? I've heard they were considering external candidates because those who were let go were unofficially not meeting expectations. Is there any truth to this?

because the disciplinary letter did not work, manager suggested to look for other opportunities since her entire team department got wiped out...

Looks like at minimum, 2 Leap technical coaches were let go. As a former Leap Alumni, this is sad to see happen to the program that gave me my one way ticket into tech.

Does anyone know what’s going on with the Leap program? Have Leap alumni performances been improving? How much Leap alumni have been retained after an 5/10 year period? Is Fidelity hiring less Leap associates? Is Fidelity restructuring the learning criteria of Leap?

I, along with other Leap alumni, may have many more questions.

Long story short, Rif'd 10/30 with last day 11/13. Signed and email severance agreement 11/14 and received response 7 minutes later saying they received the agreement and are reviewing it.

Fast forward today, call the hotline and they said they didnt receive and are opening a case with People Team.

Anyone else go through this ringer?

The CEM tool in ServiceNow is just something to keep you busy and something you can get in trouble for if you don't enter your time. They use it under the guise of wanting to know what you're working on. But when you're assigned to one customer and bill your time in GPS against that customer, you know what I'm working on. The kicker on this tool is that you can't show more than 40 hours in a week against it. God forbid you actually show real hours you work, then there might be a lawsuit to pay management overtime!! It's just a time waster, and honestly, they don't track it. I didn't hear any issues until the end of the year, when I had a gap in time on the tool.

You all can post on this site every minute of every day and it won’t make a difference.

You want the public The analyst? that rate DXC n the financial markets to know what’s really is going on with. moral , non-existence merit pay increases

Then hit them where it will be seen , Pist in their social media posts, Linkedin in etc.

I have an am starting to get a lot more likes (people stepping up) than I did 2 years ago.

Also if you hate your employer so much , why are you still there, afraid to get another Job , don’t have the skills required, comfortable (i was and stayed 13 years with 2 pay increases)

https://fordauthority.com/2025/12/ford-blueoval-sk-battery-park-plant-will-close-in-february/

All workers at this facility will be laid off by 2/14/26