#employees

https://www.thestreet.com/employment/pepsi-sends-a-shocking-memo-to-employees

I'd prefer it be for ALL of tech but that's far fetched... but we can start with Dell! We need 30% of employees to sign a petition which can then be brought to NLRA and likely be voted as a "yes." Then we have a union...

In January 2026, Comcast welcomed many new employees, some of whom even had to relocate to Philadelphia, to strengthen its Brand and Communications team. Just a few months later, those same people were impacted, seemingly without any explanation.

Honestly, this makes no sense to me. How can a company hire people because it values their experience and expertise, ask some of them to relocate their lives, and then suddenly go back to the previous model of relying on external teams that weren't delivering?

I worked with these new employees, and I can confidently say they are far more knowledgeable and skilled than many of the external teams. This makes no sense to me. They never expected to be impacted, especially because they were involved in 2027 projects and were trained for them!

Our thoughts and prayers are with you and your family.

The National Aquarium is implementing a strategic restructuring that will result in the elimination of 30 positions. This significant workforce reduction is scheduled to take effect on January 1, 2027. Employees were informed of these changes earlier this week. The organization cited increasing operational costs and the need for long-term sustainability as reasons for the restructuring. This move marks the largest layoff since the COVID-19 pandemic disruptions in 2020.

Baltimore, Maryland

https://baltimorefishbowl.com/stories/national-aquarium-to-lay-off-30-employees-in-strategic-restructuring/

If you think you’re being underpaid, go test that theory in the job market. I’m serious. There’s no better way to either confirm that theory or learn you need to revise it than putting your resume out there and seeing how the market votes.

I’d recommend that everyone do this at least every couple of years. Especially since for most people, they’re going to see their largest salary increases by moving to a different employer. The days of staying at the same company for years and years while hoping you’re one of the seemingly random people selected for elevation are long over. I’d tell anyone graduating from college today, “Don’t plan on staying at the same employer more than 3 or 4 years. 5 years max. Otherwise be OK with meager annual raises that barely, if at all, keep up with inflation. If you want to keep your salary growing you either have to get promoted or leave. If those promotions aren’t regularly happening every 3 or 4 years then you’ve been indirectly notified what your employer thinks about your work and your future at that company.”

Bumped from @e6+1m3msfzc4.

Collins Aerospace is laying off 31 employees at its Cedar Rapids manufacturing facility. These reductions are part of a broader cost-reduction and organizational optimization strategy. The company cited evolving customer needs and a desire to reinvest in high-priority programs. Despite these layoffs, Collins Aerospace recently reported increased quarterly profits. The company also announced plans for an expansion in West Des Moines.

Cedar Rapids, Iowa

https://www.desmoinesregister.com/story/money/business/2026/11/02/collins-aerospace-layoffs-cedar-rapids-iowa/92564318007/

Saint Louis University is terminating its entire main campus custodial staff of 82 employees. The university will transition to an outside provider, Helton Education Services Facilities Management, for custodial services. This change is expected to provide more consistent services and reduce costs for the university. Affected employees will receive conditional job offers from Helton, with SLU providing financial support during the transition. The university stated it values the contributions of its custodial team.

St. Louis, MO

https://unewsonline.com/2026/11/slu-announces-layoffs-of-entire-main-campus-custodial-staff-moving-to-outside-provider/

Portland Public Schools is facing a significant budget deficit of $65 million for the upcoming school year. This financial shortfall necessitates the elimination of up to 450 full-time positions across the district. Increased costs from the Oregon Public Employees Retirement System are a primary driver of the deficit. Declining student enrollment further exacerbates the funding challenges. These cuts will impact both administrative and school-based staff.

Portland, Oregon

https://www.kgw.com/article/news/education/portland-public-schools-65m-budget-gap-450-staff-cuts-layoffs-closures-district/283-f568164f-3a42-43e3-a55f-c7ee149f5696

https://fortune.com/article/why-did-us-workers-just-take-home-smallest-share-of-capital-since-1947-lowest-ever-recorded/

Poor guy was only in the role for a year. Beware any of you newbies just starting out at Lumen. It's a good chance your employment is short term at best

Has anybody who was forced out of Boeing and marked not eligible for rehire getting calls by Boeing HR asking if they were interested in working for Boeing again?

I received a call last week about this. The Boeing HR asked if I was interested in coming back to work for Boeing? I asked her why she was bothering to call me and told her when I was forced out of Boeing, I was told I was ineligible for rehire. Boeing HR person said that rule is no longer in effect for former Boeing employees who were forced out for reasons other than breaking employee rules.

I still don't believe what Boeing HR stated.

Has anybody forced out of Boeing receiving calls from HR asking if you want to work for Boeing again?

I worked in a very toxic group at Boeing. Full of back stabbers and people playing the blame game to save their own hide. Plus, manager was a bully who didn't hide his implied threats he made to you. But he always did it during one-on-one meetings with no witnesses.

Why should all employees have to relocate to Boston and disrupt our lives because our CEO doesn’t like it here in Rhode Island? We are not all in the tech sector and we are not all programmers for games. Most of us are not. We don’t need to be in Boston.

There's a rumor circulating on Reddit that SAP is preparing another round of layoffs in Q4, (Mt Fuji). The posters claim this round will be larger than the previous one, with employees in highcost locations being the primary targets, although lower-cost locations could also be affected. Now this, can be a troll but given what I am seeing here on layoffs.com I am certain they are getting ready to do something.

Previous layoffs were typically announced around February earnings rather than at year-end so this makes me skeptical.

Good morning Comcasters!

To everyone still here, including those working through a December 31 exit, don’t show up for the town hall or all-hands. Don’t tune into the broadcast. Don’t go sit in the audience. We’ve watched colleagues lose their jobs while much of the leadership remains in place. Now those left behind are supposed to show up and feel inspired by the same executives calling this a transformation.

What exactly are we supposed to applaud?

We don’t need another speech from Croney, Gieselman, or any of their cronies about what we aspire to become. We want accountability for how we got here. We want results that give employees and shareholders a reason to believe. Another presentation isn’t good enough. Leadership surviving the cuts doesn’t mean they’ve earned our trust. Our continued employment doesn’t mean we’re excited about their decisions, either.

They’ve had opportunities to listen to employees. Tomorrow, let them notice our absence. Let the empty seats and lower viewing numbers make clear that confidence cannot be scheduled onto our calendars.

Just don’t show up.

Michael,

Since the first letter, the comment threads have filled with anger, name-calling, and blame. The frustration is real, and I share it. But I'm still here because I believe in this company and in the people in it, so I'd like to point that frustration somewhere useful. I'm writing because I'm craving direction on two things: strategy and culture.

This organization has always been too heavy, with too many layers, too many overlapping roles, and too much process between an idea and a customer. Some of the cuts were right.

Right or wrong, Technology & Product has been taken apart and is moving into the business. That puts real weight on the business to say clearly what we are building and why. Technology was never the only thing that needed fixing. A lot of the engineers asked to leave this week were our junior talent. I wonder how clear the direction and priorities they were given really were.

That's why it's important to understand who owns our strategy, and whether we have one. Who is leading the ship right now? It feels like everyone and no one. I need two hands to count the SVPs who say they own "AI" or "agentic". When everyone owns it, who is accountable? And where does our junior talent look for direction when our senior leaders can't agree?

The same goes for culture. Changing one leader out is a step, but it doesn't change a culture. The habits that leader modeled can outlast their time here, carried on by the people they shaped and by the way the rest of us learned to operate. What has remained is a culture of fear where there should be trust, blame where there should be ownership, and protecting turf where there should be helping each other win. That tone is set by the executive team, and everyone below learns it by watching. What I'm hoping for is a culture where credit is given, problems are solved before they're blamed on someone, and a good idea is safe to raise early.

To my colleagues reading along: I know many of you feel this too. We are still here, and still willing. All of us on this website need to acknowledge that we are a company that has to relearn many of our basic fundamentals as a company if we are going to move forward.

Michael, we were all excited you were back. Please help us. We need you now more than ever.

A Comcast employee who still wants to stay

What does everyone think of our employee health plan choices this year compared to past years?

Fender has issued a WARN notice for its Corona, California factory, affecting 533 employees. The company states this is a temporary closure for holiday inventory, not layoffs. Employees are expected to return in the new year. This marks the first time Fender has used a WARN notice for such a temporary shutdown. The company emphasizes this is part of normal annual operations and aims for increased transparency.

Corona, California

https://guitar.com/news/industry-news/fender-says-warn-notice-ahead-of-corona-factory-closure-is-part-of-normal-operating-procedure/

From PNR - had the meeting this morning. Employees laid off and employees left standing according to an algorithm? That's what we were told. Employees who are spectacular were laid off, employees who are 'good enough' remained. There were employees who were hoping to be 'retired' and others with young families who need their job. None of it makes any sense. I hope this company-wide complaint gets routed up to HQ. Why didn't they offer a voluntary retirement (like they have done many times in the past) and start layoffs after the dust settled from folks who were ready to leave? I don't get it.

https://www.reddit.com/r/IBM_Employees/s/5xdW10ZiJ0

Is this true?

Curious if you have the employee peacock package what your expiration date says on the site. Not sure if that is showcasing something on the backend or if we all have the same expiration dates.

Any information on front line employees

DXC employees are being told to "get growth", something the Company or Execs have never achieved in 10 years. Effectively saying we will never give you a raise. What a dead end company.

Per Bloomberg news

Good luck AT&T employees

More errors and outbursts from stank to come

At what point do we stop calling this a restructuring and acknowledge that Comcast is systematically destroying teams (while expecting the same people to keep everything running)?

The pattern is there, right??? Announce another reorg then rely on employees to manage the transition / transfer knowledge / consolidate responsibilities / eliminate the very positions that made it possible - I can clearly see this... The execs keep talking about efficiency, transformation and positioning Comcast for the future. But there's very little accountability for the decisions that got us here in the 1st place. We all understand the business is changing - thats obvious too... What people are tired of is watching employees pay the price while the execs responsible for the strategy continue making the same decisions from the top.

And for anyone who thinks their dpt, location, or involvement in a spinoff makes them safe, I'd seriously reconsider that thinking. We are watching positions disappear, employees being asked to reapply for work they've already been doing, location reqs becoming another way to narrow the headcount... Meanwhile internal comms continue to talk about opportunity and stability - the actual decisions tell a 100 pct different story.

How many times are grunts supposed to hear that these changes will make the company stronger before someone explains what the longterm plan actually looks like for the people doing the work???????

So, employees need to make decisions based on what's happening, not what they're being told by the comms/execs. Execs're looking out for the business and its bottom line. We ought to do the same for ourselves - the trust is lost.

I had a mentor who used to say - Trust is earned more in bad times than good times. For years we hear about trust, loyalty, accountability... teamwork, and putting fu--ing people first. We're expected to go above and beyond + embrace change + take ownership + work through uncertainty, and demonstrate UTMOST commitment to the company.

then cutting comes around....

Today - given the circumstances, posts on liknked in and a sea of posts here - all those speeches about trust and culture start sounding a fu--ing hollow. Because "apparently" trust means employees should give everything they have to Comcast, while the company owes them absolutely nothing in return - fu-k that.

And they tell us that trust is built through sacrifice. OK, maybe that's true but it's fascinating how the sacrifice always seems to flow in the same directin...

We sacrifice their evenings, weekends, family time +mental health, & sometimes yrs of their lives. Leadership sacrifices... what, exactly? The inconvenience of delivering another carefully memo??????

And let's not forget the employees who survive the cuts. They're expectd to absorb the workload, stay motivated, remain grateful, and somehow continue believing all the same corporate messaging. Trust is simple but it's not built through town halls, surveys, emptyslogans, or talking points. It's built when things get hard....

And it's destroyed when people realize that all those values they've been hearing about were apparently conditional. Comcast loves to say our people are our greatest asset... Until those assets become an expense like today... funny thing is that someone in leadership will probably wonder why employee engagement is sh-t and why nobody trusts mgmt anymore. That'll be a huge mistery...

It’s been about a year and a half since I left Cigna, and I can honestly say the bad taste still hasn’t gone away.

But I did have a small victory recently, and I figured this group might appreciate it.

My spouse works in a senior-level position at a company that has grown from roughly 50 employees to nearly 600 through acquisitions. With all that growth, they've been shopping around for health insurance plans, and wouldn't you know it? Cigna was back in the running.

This is now the THIRD time I've successfully talked my spouse out of choosing Cigna. And this time, they were seriously considering going with them.

Was my motivation a little petty? Absolutely. Do I regret it? Not one bit. 😂

After my experience working there, watching the layoffs, offshoring, and what felt like an endless obsession with padding executive pockets, I have absolutely zero interest in helping that company grow its business.

Ultimately, they stuck with a Blues plan. Is it necessarily any better? Probably not. Let's be real, the health insurance industry isn't exactly overflowing with saints.

But when the choice came down to Cigna or a Blues plan, I was more than happy to help tip the scales.

I know losing out on a company with 600 employees isn't going to hurt Cigna's bottom line, but there's something deeply satisfying about knowing I played a small part in keeping that business out of their hands.

Call it petty. I call it my little employee alumni benefit

Has anyone heard of new hires being brought into the unit at higher levels than current employees? We’ve had four new hires with no prior experience.

R & A have apparently perfectd the art of transformation: hire McKinsey to define the strategy, Accenture to execute it, and an army of employees to create PPTs explaining why nothing has changed.

Got a few simple questions:

• How much was spent on consultants, and what measurable ROI was delivered?
• Are consulting contracts awarded based on performance or relationships?
• What has S&T actually transformed besides org charts, meetings, and headcount?
• Why are employees held accountable for cost savings while consultants and executives seem untouchable?

Perhaps Pepsi's next transformation should involve fewer consultants... Maybe fewer slides, and some actual accountability LOL.

The only thing being successfully transformed appears to be shareholder money into consulting revenue.

All the armchair MBAs having a field day with PEP. Poor Ramon getting challenged by the the McKinsey wannabes with well detailed analysis and insights on all PEPs missteps. Now we learn there is no plan. PEPNA is fluid and we will make it up as we go? Meanwhile, employees run with hundreds of competing priorities, work in silos that re--rd speed to market, and push allied brands for Q4 incentives. Q4 cost contingencies don’t allow you to buy Tommy a nice lunch for his 40 year anniversary, but he sold the first case of Pepsi to KFC! Ramon is busy scrolling through his FIFA photo album and snacking on lays like a school girl while Pepsi employees wonder WTF is happening to our company.

Everything State Farm does is fake! It is all smoke and mirrors! This company does not do anything genuine for its employees and could care less about its customers. Do not trust State Farm for one second! They are as evil as evil gets! Just wait...the other shoe will drop and they always show their true colors...The We Hear you....just gaslighting.....

No layoffs - the Hollister Staffing keeps growing and it's adding employees.

I'm set to separate with Emmott Road 01/2027. Can anyone tell me why some employees receive big bonus to stay until 01/2027 while others do not?

Been hearing horror stories across the board of HUGE increases on employee medical plans. What’s everyone’s guess on how much our fees will go up?

Unionize, unionize, unionize! So what if your wages might be a little lower due to union fees? Would you rather lose $20-40 per paycheck and have higher job stability, or keep that $20-40 and every quarter have the risk of losing your job? It's better to have this job while looking for other jobs, than to lose it with no job offers. We need to unionize to prevent Nielsen leadership from making decisions like this without thinking about the employees first. UNIONIZE. UNIONIZE. UNIONIZE.

It feels like every day somebody else quits.

I’ve heard a lot about Polaris…What is it? Will it make anything better for regular hardworking employees?

I want to be up to date with the gossip and also want to know who to avoid.

Anyone?