#employeerelations

Just popped in and was surprised to not see a thread on the announcement this week. It's creating gossip for sure, would like to hear from people who feel they can speak freely though. I don't have dealings with them directly, but based on the comments I've seen in here, that seems to be a good thing. Do people think this will improve the culture? Are people relieved or worried what could come after this?

Just a 1% raise after the executives were boasting about how great of a year we had. They are probably thinking we should be grateful we got a raise at all. Were are all of the profits going??? Oh yeah to the executives who don’t actually do anything, while us individual contributors who do the real work get literal pennies compared to them

Does anyone know the logic behind who was determined to be JE’d?

Over 800 people are being laid off with 60 days to figure it out.

I have never in all my life listened to as much garbage or side stepping than covered in today's town hall. So many people unhappy. What really annoys me is that AB stood up and talked complete garbage and did not answer any of the job title or other HR queries at all. It is very clear a large portion of employees are unhappy, and guess what Pearson really do not care. Time to jump from this sinking and toxic ship.

Our tone deaf Chro feels enough time has passed to post with a lame post it again. Dan - please fire her!!! The one before during Covid was a million times better.

But younger people should definitely not waste any more of their time. There's no future at this company, and even if there were, all of you could do better somewhere else.

While the initial reaction may seem positive, looks like investors are wondering why TD pays so much for marketing execs and brand campaigns that are incongruent with reality. TD is not More Human, in fact, internally it is less human than ever.

It's pay week. That would mean all the usual habits and rules are out the window. Where is this rumor even coming from? If it's not close to an official source, it's probably not true.

Lied to everyone last December. They sat on that stage and told us layoffs would end after Q1.

NOT TRUE!

Layoffs will continue throughout the year. Not at the same level as we are experiencing now but every quarter will be tightened and tweaked. More of us gone in a corporate version of The Hunger Games.

Workload will increase, timelines won’t change, but fewer people doing the work.

Avg job search is about 9 months right now. Be proactive and start your search, get ahead of the curve.

It’s only a matter of time before we are all impacted.

I keep seeing 3/3 is the big day, but what is so special about 3/3? Has anyone heard anything about 2/17? It’s a Tuesday after the largest payday of the year. And, Monday is a holiday. For me, the application I work on is supposed to retire on 3/1 and the work I’m doing over the next 2 weeks is kind of throw away. Just curious why 3/3?

In November 2025, 1.4% of people employed in Hawaii were laid off or discharged, a lower rate than October. Compared to the national numbers, the November 2025 rate in Hawaii was higher, meaning a higher share of the Hawaii working population was laid off or dismissed in November 2025 compared to the US overall.

Quality Bicycle Products (QBP) implemented its fifth round of staff cuts in six years. Eight roles were eliminated within its product division in January 2026. This reduction affected nearly 20 percent of that specific department. QBP's president stated these changes streamline product development. Former employees, however, view the repeated cuts as deeply unsettling.

https://escapecollective.com/qbps-latest-layoffs-highlight-strain-of-repeated-industry-cuts/

if you have any knowledge about the layoffs and drink the cigna koolaide enough to lie to coworkers or withhold information - you are sc-m.

do your duty to mankind - give a coworker a text or call on the side. spread the information

you are not that important not to help your fellow woman/man.

Anyone out there with actual insight on what will happen AFTER the Lift and Shift? My speculation is that the L&S was expedited to March so that the receiving business units will have a chance to see what's under the hood before the OP/BP26 cycles start.

Transition 2009 was a slow and dreadful mess. Reshape did not improve anything. The quietly executed re-orgs of every division over the last 2 years has been really draining: all jobs that can move east have done so, with a lot of great people leaving the company.

I have major re-org fatigue and would like to plan accordingly. However, I'm at a loss for what happens next (besides share buybacks specifically and OPEX reduction generally).

Who are the 3 stooges smiling on the main picture on Insider this week? The ear to ear grins on the center and left guy look so fake.

This is what is wrong with our company. We have so many fake employees at our company who act as hype squad for our fiber growth, wireless net adds, convergence, etc.

You realize the company doesn’t care about you? I cannot stand these teacher’s pets.

Like a year? How long has it been?

Complete silence on my end so far, but I know it's coming. I'm just trying to figure out if it started yet anywhere.

Everyone was eagerly awaiting the plan reveal February 5th. That didn't happen. Now what? We all operate in confusion without direction? Will it ever be shared? Crazy. You can't make this stuff, this place gets more and more insane every day.

Cubic is looking to reduce their numbers by an additional 100 people as more work is being moved to India.

US offices are being kept in the dark as it seems they have hired a third party who specializes in quite layoffs.

I wake up every day thinking if I will lose my job today. Not how I can service clients. And did she just say everyone will get raises and they will be good? Who is everyone? And in July?

I hear it’s going to be about 300 more people.

Any idea what the offer is for these countries? I am curious whether a lot of my colleagues will take it or not.

I remember watching with a co worker in the break room and he said something about wishing he hadn’t spent so much time with his family earlier in his career. Who says that?

And so it begins, if your manager has gone quiet you know why

Just went into clarity and noticed that future time periods are closed after this week. Hoping there is a rational explanation for that, but a little nervous now.

Verizon should maintain its long-standing relationship with the CWA and IBEW — and move quickly to sign a contract extension — because it delivers measurable business advantages in stability, cost predictability, operational reliability, and strategic focus.

1. Labor peace and avoidance of expensive disruptions
   The 2016 strike (nearly 40,000 workers off the job for seven weeks) demonstrated the real cost of failed negotiations: analysts estimated $200 million in lost profits and $343 million in Q2 revenue from the wireline division alone, plus massive installation backlogs that hurt customer satisfaction and FiOS rollout. Verizon’s stock dropped ~3% during the strike.
   By contrast, the company has twice chosen contract extensions (2018 for four years, 2022 for three years to 2026) precisely to avoid that scenario. Each extension was reached without a strike, preserved service continuity, and kept Wall Street happy. Extending now — while talks are already underway in early 2026 — locks in that same predictability before any escalation risk emerges closer to the August 1, 2026 expiration.
2. Predictable costs and long-term planning
   Union contracts fix wage, benefit, and work-rule structures for multiple years. This allows Verizon to model labor expenses accurately when investing billions in fiber, 5G, and network upgrades. Extensions have historically included structured raises (e.g., the 2022 deal delivered ~18% compounded wage growth plus profit-sharing) that both sides could plan around.
   Without a union, Verizon would face constant individual negotiations, grievance surges, turnover spikes, and the risk of organizing drives spreading into more parts of the business. A stable contract removes that friction and lets finance and operations teams focus on revenue growth rather than daily labor volatility.
3. A skilled, productive workforce that maintains critical infrastructure
   Verizon’s unionized technicians and call-center employees are among the most experienced in the industry. They install and maintain the physical network that underpins Verizon’s competitive edge in fiber and enterprise services. Union contracts have supported structured training, safety programs, and apprenticeship pipelines that produce reliable, high-quality work.
   Business research (including studies from SHRM and academic reviews) shows union partnerships often improve safety records, reduce turnover, and increase productivity when management treats the union as a stakeholder rather than an adversary. Verizon has seen this dynamic improve since 2016: the post-strike relationship enabled two smooth extensions and better day-to-day collaboration.
4. Strategic focus on growth, not labor warfare
   Verizon competes intensely with T-Mobile, AT&T, and cable providers on wireless, fiber, and enterprise solutions. Prolonged contract fights divert executive attention, damage brand reputation, and risk customer churn during service delays. A quick extension frees leadership to concentrate on capital deployment, spectrum strategy, and market share.
   It also signals to investors that labor relations are managed and low-risk — a material factor in a capital-intensive industry where network reliability is a core selling point.
5. Realism about alternatives
   Attempting to shrink or eliminate the union footprint further would trigger expensive legal battles, organizing campaigns (as seen in past Wireless efforts), negative publicity, and potential regulatory scrutiny. The current represented workforce (~20,000 in the Northeast/Mid-Atlantic) is already a minority of total employees; maintaining a constructive relationship with them is far cheaper and more efficient than constant conflict.
   Bottom line for Verizon leadership: The union is not a relic — it is a known, contractually bounded partner that has repeatedly delivered labor peace at a price the company has willingly paid (multiple extensions since 2016). Signing a fair extension now, while discussions are fresh in January/February 2026, is the rational business choice. It minimizes downside risk (strikes, backlogs, stock pressure), secures a skilled workforce, and lets the company focus on what actually drives long-term shareholder value: building and selling the best network in the country.
   A fast, pragmatic extension is not weakness — it is disciplined, forward-looking management. Verizon has chosen this path before and benefited. Doing so again in 2026 is the smartest move on the board.

Wildlight Entertainment laid off an unspecified number of staff. A core group of developers will remain to support the game Highguard. A former employee stated that most of the team was let go. CEO Dusty Welch previously wished Highguard had been received better. The free-to-play sho-ter had a mixed reception at its reveal.

https://www.gamesindustry.biz/wildlight-entertainment-confirms-layoffs-unknown-number-of-employees-affected

Has there been any way off to the Employee Relations team this week?

Having an outage to many employees whose laptops have been disabled, some since yesterday. Waiting on Vendor to resolve

At the Salesforce company kickoff in las Vegas yesterday Mark Benioff joked about ice and bragged about how many people he was hiring but did not acknowledge the stress or the trauma that ice is inflicting on his own employees, let alone the capricious layoffs in professional services that affected people who typically bill hundreds of thousands of dollars per year.

He seemed tone deaf and completely insulated from what it's like for the people who work for him but still had the gall to mention ohana many times. The internal slack channels were on fire with people, many of whom had been laid off without cause.
The public video was edited to omit the remarks in a very awkward and amateurish way.

Salesforce used to be an exception but now it is just yet another billionaire-owned company that only cares about next quarters profit and loss.

Is it weird that I'd like to be laid off? I am burnt out and was thinking of quitting anyway.
What can I do to get laid off while they still offer severance?

Yet you are not giving at least 50 percent of your associates either no raises or bonuses though their hard work and perseverance has gotten you these outstanding results. Ahh I remember complaining about getting the pizza party now this feels like a pat on the back or a ribbon to pin on my shirt. The RIFS, ERP and lack of AIP and raises you would make people think numbers are not being hit but in the mist of the lack of Moral within you are producing exceedingly high numbers. You should be ashamed that many of your associates have to choose between buying groceries or paying for their high medical bills ,because the only thing they can afford is the HDMP cheapest option. Even a penny short on their check puts them at risk of being homeless or not being able to get a loaf of bread to last them until the next check.

Hello, I am Mansur Shaheen and I cover health insurance companies for a Financial Times newsletter. I have heard that around 5-10% of Molina's workers were impacted by layoffs, I am sorry to hear about this.

If any one impacted would like to talk, be in touch at Mansur.Shaheen@FT.com

No news of layoffs in EHQ , so just wondering what is happening in other places?

Assuming D-day is tomorrow, would managers have been notified by now?

Confirmed fot next week. Most cuts. Please do not listen to clueless d-mb trolls who are here to deny 15% is happening. Wait till End of day 19 feb to comment

Just in case anyone is wondering how organized this project is. But not to fear -- the packet confidently tells me I can ask my boss about any questions I have. I have every confidence she will be a great resource to me.

I wonder what they called it -- something joyful and upbeat no doubt -- Project Sunshine, perhaps?