#employees

New employyes get how many pto days and sick days???

And what federal holidays do you get off?

Much appreciated!

Why does everyone hate the Union and its employees?? You all will finally get your wish for union layoffs to be fired in the next round of cuts!!

Everyone is leaving Neiman’s Beverly Hills, most going to boutiques on rodeo, in century city, at the Beverly center, or on Robertson.

To all the people on here complaining about RTO—you are wasting precious time and energy. Don’t waste your efforts whining on here to a group of people who, to be honest, 90 percent don’t give a damn about your problems and the other 10 percent is glad you got you got ‘em. Don't live with the dogma of other people's thinking. You decide what your limits are, or if you have any limits at all.

My cousin’s company issued an RTO mandate a while back. Do you think he took to an internet message board to complain and seek pity? Nope. Not a chance.

He mocked up a concept for a small mechanism for his desk. I think it was a printed circuit board with a slot for his work access badge, connected to a small remote radio unit (it was a cheap RRU from the web) and some kind of signal repeater with a diffuser which made the system think he was on site 24/7.

When they asked him about it, he played d-mb. Then instead of complaining, again he went and improved it with an integrated I/O switch, a battery backup unit with uninterrupted power supply (BBU/UPS), and a linear encoder so the signal output run time was limited to a max of ~65 hours weekly. He tweaked the battery size and a few other design features so that he only has to go into the office once a month for routine maintenance.

My point is sometimes it is better to tap into your creative side than it is to moan and whine on the internet. With the time and effort some of you guys have invested complaining and ruminating here, you could have had 2 or 3 prototypes assembled and tested.

Update: They made him a partner/principal at the firm about 2 years later.

Wow. Well I just found out TWO people in HR, extremely vital employees in Benefits and HRSC RESIGNED in December. Resigned because NOTHING CHANGED and they just couldn’t stay to watch this place crumble any longer. Did the HR leaders send out an email to Human Resources to inform them? NOPE. Do they have a game plan? Doubtful because no one cares anymore. I am shocked. I found out THIS WEEK and they have both been gone for weeks already. How awful that no one got to say goodbye to these valuable team members. I am so sorry for them. I am so sorry for everyone in HR that is still dealing with the turmoil of 2025. There has to be change immediately before we lose the last few still standing.

https://www.cracked.com/blog/the-6-most-effective-ways-to-lie-your-resume

If the company doesn’t change call routing they will go under, slowly and devastating to employees and customers. Morale is at an all time low across the board. Kareem needs to go. If you know you know. Kareem is the most worthless manager of all time

It look a lot of Leadership, apathetic employees, meetings, PowerPoints, bad ideas and ineffective and incapable management to accomplish this ! # PEPPROUD

Did you guys get your last paycheck for the week of 14th December? I thought it will be paid this week but I dont see it under work history.

OMFG, it’s not even 2026 yet and there were already 4 rounds of layoffs announced. According to the WARN Tracker website, West Des Moines is laying off another 65 (1/2,1/23 and 2/6). Sacramento is laying off another 114 employees on 2/6. While it’s great to have a paycheck, this place is toxic AF and not worth the fear this place is filling my soul with. WF used to be such a fun and great place to work.

Ford Leadership warns The Ford Motor Company is at risk of continued existence and is rapidly moving the Company forward for survival. Leadership announced every Ford employee must report to their assigned office five days a week starting in the second week of January, no acceptations will be approved. Leadership has identified 25,000 Slackers who were recently warned by email that they are at a threat of being issued Performance Improvement Plans during the second week of January. The odds are 9 out of 10 of these 25,000 Slackers will flunk their Performance Improvement Plans or refuse to even accept them and will be summary fired and unemployment benefits will be denied.
The goofing off from home days, while on the Ford clock are officially over.

Read the results of the survey 44,000 employees took and in the section that comments about the hybrid schedule makes it sound like there may be some adjustments to it, even though they are committed.

Have any of the other laid off employees been struggling to find work? I've had to start an Onlyf-ns. It isn't going great, but it is helping me buy food. If any other RIF employees also had to do this to survive let me know and maybe we could collab.

Quit your whining! Late 1st, 2nd quarter 2026 VZ will be hiring back employees layed off through the various contract firms. CEO clearing the books…..not the network! Mark my words! They know good employees will come back running for higher paid jobs without benefits. Mark my words.

Trump has declared Dec 24 & 26 as federal holidays , anyone is aware if that will also be true for employees ?

I had two stints at BNY. My first time around, I worked 25 years. Got laid off shortly before COVID set in. Got hired back a couple years later and worked there for another 5 years in a WFH role. I was let go again about two months ago. Let's give a shout out to Jamie Dimon and his thoughts on WFH from JP Morgan Chase as he set the standard for the rest of the banks to follow. Thanks for nothing, Jamie.

I always got good reviews. Never called in sick. Worked OT when asked. Always put my best foot forward for the organization. I cared about what I did, in both stints with the company. I always took a lot of pride in my work and always accepted the consequences of my actions. I swore like a sailor, but I worked my a-s off for each and every person I worked for as I realized my performance was a reflection on them.

I had a lot of ups and a lot of downs working there. I made it as high as a VP. In my return role, I didn't want to deal with reviews and personnel issues. I just wanted to be an average Joe and enjoyed that role. People may not have accepted that after being laid off the first time around. Didn't bother me at all. I needed the work, and they offered me a job, and I was happy to take it. Especially being able to do it from the confines of my own house.

I can thank the company for a lot of things. I own my house. My salary was never exorbitant but as the years passed, I didn't live paycheck to paycheck. I managed my personal money wisely, choose a wise investment professional to handle it, and are now realizing the fruits of that decision. Never went heavily into debt. Never bought a second home. Been married to the same wonderful woman for 35 years. I have to thank BNY for a lot of what I accomplished, both with my career and with my own personal livelihood. Without BNY, it would have been a real struggle, so I have much to thank them for my success, though admittedly the success was derived from my own personal hard work.

When I was laid off in November, I went into a panic. But after analyzing everything, they probably did me a favor in letting me go. I knew eventually they'd let me go. Heck, they did it once before and it was just a matter of time that they would do it again. It didn't come as a shock or a surprise at all when it happened. Was I upset? Of course. However, I always knew the business didn't have any loyalty to me. They beg for you to WFH because a pandemic ki-led thousands of people. Once the pandemic was gone, senior management had to "reassert their control" and banish WFH people. Again, we can thank Mr. Dimon for instilling that mindset for the entire industry.

The managers that hired me back didn't want me to get laid off. I got a good review in the fall and recently got my Xmas gift card and five RSU shares in my Fidelity Account. So, contrary to what I read on this forum, the really bad stuff like that didn't happen to me. My former manager helped me with all that and got me the contacts to confirm it would happen. Always good to leave any business on a good note (more on that below).

The first part of my career, I didn't play politics and as a result, I was never moved into a more senior role. I was outspoken and critical of many things. Sometimes, I was wrong but most of the time, I was correct with my decisions. I wasn't perfect but people respected me. The second part of my career, I just tried to lay low in the weeds and I succeeded in doing that for five more years. As an old timer, I got lots of questions about things that happened in the past. I always had a good memory and did the best I could to problem solve issues. At a minimum, if I couldn't solve a problem, I always knew who I could ask if other old timers were still kicking around. Networking and just knowing things made me important in my second career.

When I look back, most of the poor decisions don't come from middle management. The poor decisions are those imposed by senior managers who pass down those decisions to middle management without opposition. The biggest problem with the organization is that too many outsiders, from different organizations (JP Morgan, Northern Trust, Goldman Sachs, etc.), are hired to make the important decisions. The business doesn't grow people from within, far from it. That aspect of the operation has been dead for a long time. That isn't good because the people making the key decisions have not the faintest idea about the culture, which is also now dead and needs to be rebuilt. Internal processes and systems are never phased out. Things have not gotten better because the senior managers are consistently turning over to new people, again brought in from the outside. Senior manager turnover is almost like changing your underwear on a daily basis. They come and go, constantly. Until that process comes to an end and the right people are put in charge, particularly insiders that know the business and are capable of making the right decisions, it will continue to be a painful uphill battle for BNY and its employees. If you like watching NFL Football, BNY is akin to the Kansas City Chiefs. They are old, hard to watch, and are falling apart. That's BNY. They might have Kelce and Swift as a side show, but that combination isn't doing anything to help the team win on the grid iron.

The senior managers reliance on fully utilizing offshore teams (Pune in particular) is also ki-ling the business. The people in India are good folks. But their mindset has never changed since their inception in the early 2000's. Most of them cannot make a decision unless a formal written procedure is staring them in the face. If confronted with a problem outside of the norm, you might as well break out a pen and start inscribing losses to the business as the consequences of their actions has been repeated, over and over again. When are they actually going to hire people that know what they are doing and understand the lingo of the business?

Finally, I just have one more thing to say about WFH. I did it for five years. Never took advantage of it. Worked my a-s off and did the best I could because it was a privilege to be doing it. However, the company is stupid in just throwing that aspect of the operation away. If you have a reliable work force that works outside of the four walls, you have many advantages.

You have a much wider spectrum of employees to choose from, not just the home offices and cities that currently exist. You can hire anyone across the country to do the work if they are properly trained or responsible like yours truly.

Having people work from home should save the business with expenses and increase profits. Why is the company renting space for people to work at? Paper? Electricity? Printing? All costs that are unnecessary. And, above all, time. Eliminating the commute is eliminating stress. Your employees are in a better state of mind. A happier work force will be much more productive. Somehow or another, none of this resonates with BNY senior management or for that matter, any of the other banks in the United States. This 20th Century logic needs to be put out to pasture. BNY is not thinking like a 21st Century entity, at all.

Hate to say it, but if people worked from home, you wouldn't have to pay them as much as people coming into the office. If you want to save money, make that a standard. You can use the excuse that you're not putting money into your car for upkeep or gas. I realize that probably won't sit well with people on this forum, but you have to take the good with the bad. If that's the alternative to coming into an office, I'm sure lots of people would do that.

Just want to say one final thing before I close this post. In my tenure at the bank, I was brought back to work a second time. I didn't make enemies when I left the first time around, and I didn't make enemies this last time around. To me, it's always important to leave on a good note. I would consider working there again, but doubtful that will happen as I don't live near any of the offices. I can say that I've been told my former work area is in a shambles, and it's likely to worsen over the coming months. My best wishes to everyone trudging their way through the mess...best of luck and happy holidays.

50% of GT employees are grade 40 and above.

Every time I open LinkedIn, I see the same pattern: former employees of a certain global sports brand publicly declaring their love for the company, met with warm, performative gratitude from those still inside.

It’s a strange phenomenon.

I know plenty of people who work—or have worked—for excellent organisations and somehow manage to move on without a public love letter. What makes this different is that many of these posts come from people in leadership roles.

It makes you wonder:
Is public adoration a prerequisite for belonging?
Is gratitude now a loyalty signal?
Or is this just corporate theatre dressed up as authenticity?

The tone often feels forced. Like a ritual. As if saying the right things, loudly enough, might keep you in favour—or at least signal that you were one of the good ones.

Let’s be clear about something uncomfortable:
You don’t need to be grateful to work for a company.
You were hired. You were paid. That’s the deal.

If anything, companies should be grateful that talented people choose to give them their time, energy, creativity, and years of their lives.

Gratitude is meaningful when it’s genuine.
When it’s compulsory, it becomes performative.
And when it’s performative, it stops being honest.

And please—no more staged photos outside head office, smiling beside a corporate statue, as if it were a religious site. We don’t believe you!

Careers don’t need altar calls.
And loyalty shouldn’t require applause.

Red Lobster is laying off less than 200 restaurant-level employees in an effort to streamline operations and set it up for long-term growth.

The “targeted” cuts represent less than 1% of its workforce, the company said in a statement to Restaurant Business.

https://www.restaurantbusinessonline.com/workforce/red-lobster-lays-about-200-restaurant-employees

Example 1. Newbie tell me they super proud to make they sales and want promotion Asap. I says it won’t be worth it for good reason. Can you believe they have the nerve to question me. I let them have the business now they respect me

2 they respect cultures nah only one culture deserve respect and it ain’t the boss

I let yall figure 3 out it easy af at this going on

I know Hemsley sent an email a few months ago that said we have something like 370,000 employees. But approximately how many of those are in the US? And what do you think the split is between employees of UHC and Optum?

President Trump’s Secretary of Labor, Lori Chavez-DeRemer, had a one-on-one interview this week with The Daily Signal, a media outlet founded by The Heritage Foundation, the influential conservative think tank.

Chavez-DeRemer said her agency is currently working on almost 200 investigations, including the efforts of “Project Firewall,” an initiative that specifically monitors companies that are scamming and abusing the H-1B vias program.

Chavez-DeRemer asserts that before U.S. companies apply for the H-1B visa program, “you want to advertise to the American worker first, you want to make sure you can’t find an American worker first, and then apply for the H-1B program.”

She added, “The goal is to make sure that we have a trained workforce. So if these companies are going to use the program, we want to make sure that they’re also training American workers, so we can offer it to them first.”

U.S. Tech Workers, a nonprofit group formed by the Institute for Sound Public Policy to pressure the federal government for visa program reform and ensure companies hire U.S. tech workers first before recruiting abroad, responded to the Secretary’s comments.

U.S. Tech Workers characterizes as literal Chavez-DeRemer’s description of her ideal situation — companies advertising to American workers first — and wrote to clarify the limits of the actual legal responsibilities of H-1B employers: “Alarming to see @SecretaryLCD get basic H-1B facts wrong. She claims employers must first advertise jobs to Americans first-which is FALSE. There's no labor market test required, just self-attestation. How can you reform a program to protect Americans if you don't understand it?”

U.S. Tech Workers added: “It also appears that Project Firewall is merely targeting low-hanging IT bodyshops that once published ‘hiring H-1B only’ on job ads, rather than going after the Big Tech behemoths engaged in mass layoffs while simultaneously sponsoring visas. No structural rule changes are being proposed, such as closing the outsourcing loophole or raising the prevailing wage requirements. Disappointing @USDOL.”

The U.S. Tech Workers is not without influence or connections. The founder of the group, Kevin Lynn, met with President Trump at the White House in August 2020, when the President signed an executive order to, according to Trump, “finalize H1-B regulations so that no American worker is replaced ever again. H1-Bs, which are a scam should be used for top, highly paid talent to create American jobs, not as inexpensive labor program to destroy American jobs.”

Wonder if Chevron is hiring good talent folks or just bunch of losers who have nowhere to go.

Digital activity has become a hot topic with leadership lately. We’re being told that if you don’t show consistent online activity, you could be flagged as “inactive,” which honestly has people worried about job security.

I’m trying to understand how this actually works in real life. We use the restroom, take lunch, attend meetings, step away to think, or work offline at times. Does that count against us? Are we really expected to show nonstop keystrokes for 8 hours straight?

Is anyone familiar with how this digital activity or logging process is tracked? Would appreciate insight from anyone who’s dealt with this or knows how it’s supposed to work.

Along with demoralizing remotes and all the other well-known, obvious or sneaky ways to wear people down until they leave on their own, or give leadership an excuse to kick them to the curb. If even a fraction of the time and energy spent on these cheap, convenient push-out tactics were redirected toward actually building the business and caring about employees, this could be a great company.

Any updates on Shell buying LLOG, what will happen to the people working offshore on the platform?

Am I wrong, has employee evaluation turned into a joke? Does it really matter what sacrifices you make to get good appraisal. It seems now the only smart thing to do is pray you not laid off cause you are a high earning employee due to past hard work.

Oshkosh Corporation to Lay Off 160 Plant Workers

Oshkosh Corporation plans to lay off employees. A total of 160 plant workers are set to be affected. The layoffs impact production areas at the Oregon Street plant in Oshkosh. The company reported a $52.8 million decline in third-quarter sales. Union leadership also cited the loss of a military contract and USPS truck production in South Carolina.

Missed the TH today until the last 5 minutes. Are employees getting bonuses next year?

https://blogs.opentext.com/tis-the-season-to-simplify-work-5-ways-ai-helps-teams-wrap-up-the-year-smarter/

1. Give employees the gift of better focus

Perhaps the most meaningful impact of AI content management is how it changes the employee experience.

By automating repetitive work and simplifying content discovery, teams can focus on higher-value tasks, such as strategy, innovation, and customer experience. It’s a lasting gift: fewer silos, faster collaboration, and a renewed sense of control over information.

This is better than the jelly of the month club, since this is the gift that keeps giving forever, not just the whole year.

Is the upper leader who said anyone who speaks poorly of Accenture gets fired gone yet? Many Nike employees were fired due to speaking the truth about them. They’re still failing greatly in tech. Just wondering if we still need to keep pretending all is well.

Every time we go thru these reorganization of markets and job, All they do is run lean and assign more work to their employees who are already overworked, stretched thin and under paid. They never give any more compensation for the extra work and when you call the speak up line, nothing ever gets done. What a joke this company has turned into. You want to cut the fat, Cut all the fat from Ram Krishnan and his entourage who spent hundreds of thousands dollars travel the world like he is running for president. He has done absolutely nothing good for the company!!!! I can think of past leaders who didn’t travel and had a bigger impact than this joker. We have to many layers of management in the facilities and nobody holds ANYBODY accountable. Cut the extra layers and have plant directors who hold people accountable and maybe we can get this company back to number one. Maybe if they actually talked to real people in The round table meetings and not their staged puppets, they would get real talk with real issues in the facilities. This used to be a great company and people carried but now it is a joke and we come just for a paycheck. Turn it around, get employee involvement and get us to actually care again and we can make it great.

Charter Communications, operating as Spectrum, is laying off 176 employees at its Portland, Maine call center as part of a strategic push for cost efficiencies and to embrace automation within the telecommunications industry.
Key points from the article:

• Number of Jobs Cut: 176 at the Portland, Maine call center.
• Reason: Strategic cost-cutting and a trend toward operational efficiency and automation across the telecom sector.
• Customer Impact: The company assures that the layoffs will not negatively impact customer service for Spectrum users in Maine, citing plans like rerouting calls and using automated solutions.
• Worker Support: Affected employees are reportedly offered relocation options and severance packages, with the Maine Department of Labor providing assistance like job placement services.
• Broader Context: This action reflects a wider industry trend of workforce reductions seen at other major telecom companies like Verizon and AT&T.
  Would you like more details on a specific section, such as the support offered to the affected workers or the industry-wide context?

There's been a zombie reply-all thing going on the past 2 days with some all FE employees mailing list. Every few minutes it's "please remove me from this list". Would be amazing for HR to build a list of everyone who replied for instant layoff. Not sure how you can be so r-tarded and still hold a job.

Stack rankings combined with trying to be more like Amazon has hurt the work environment. You end up focusing more on how you can present the impact of your work during performance management instead of true collaboration and creativity. They are pretty bad they do not care about employees they talk a good talk but it’s all bs loyalty comes from treating people not like slaves

Does anyone know how much package Shankar taking away? It will be way more than 20M that Dan allocated proudly to upskill riffed employees. Any thoughts or insider info? Does he deserve a package at all? In my mind it should be Zero Dollars.

20 orange suited people carting 8 bodies around an 8 seater jet. What sense does this make for a brand video wtf.
"Turning proficiency into exponential momentum".
I think they edited the part out when management drove over the engineers on the DXC

It's not often that an acquisition is completed and all employees of the acquired/sold org remain employed. Are we looking at the same thing? I'm just hoping that if we're looking at layoffs once we're officially no longer part of Teleflex, it's not anything major outside of redundant positions.

Pretty wild that employees at a company built by Shoe Dogs, people who literally sold shoes out of car trunks and lived the grind, are now running to an anonymous forum to complain. Nike became the top brand because it was built by people who pushed through the hard stuff, not posted about it. There Is No Finish Line, remember? If you can’t bring that energy, handle your issues privately or find a company that matches your speed...

Oh wait, you’re still at Nike because you secretly love the swoosh, the market won’t pay you more, or your job’s easier than you pretend.