Below are all the posts — topics as well as replies — that mention the hashtag #employees.
Mention #employees in your post to continue the discussion!
Do you maybe know what's the best way to do this for us that were let go this year?
I know I'll have to get it next year but since logins do not work not sure what other options I may have.
I know I can reach to HR and find out but I hate doing this as they tend to be terse and are slow to respond.
Been here for 19 yrs & the nepo babies just keep being hired !!! W/O naming names, there is this RVP who hired his best friend who became RVP. Then, the first RVP hired his nephew who was a disaster that lasted 4 yrs then hired his next door neighbor & she lasted 9 months. I believe RVPs are still there & the second one is incompentent. Lacks basic skills. Terrible hiring manager. Turnover under them is like 200%. But keeps getting pay increases and raises b/c they are best buddies.
Nepotism* is the practice of giving preferential treatment to relatives or close personal connections, especially when it comes to jobs, promotions or other opportunities. In a workplace setting, nepotism occurs when personal relationships influence hiring, advancement or day-to-day decisions, often at the expense of fairness and business transparency.
That favoritism can take many forms, including:
Bypassing formal hiring processes
Awarding promotions or raises without clear justification
Assigning desirable projects to favored employees
Offering preferred schedules and flexibility
Erica Salmon Byrne, chief strategy officer and executive chair at Ethisphere, shared a straightforward example: If a hiring manager fills an open role by quietly hiring a family member — without posting the job or considering other candidates — that’s a clear case of nepotism.
Research shows just how common — and impactful — these dynamics can be. Opportunity Insights, Harvard’s economic mobility research group, found that nearly one in three Americans will work for a parent’s employer at least once by age 30. In those cases, young workers earn about 20 percent higher wages than their peers without the same connections.
Types of nepotism
Nepotism doesn’t always look the same. In most workplaces, it tends to fall into a few common patterns. Understanding those differences can help you identify what’s actually happening and why it may be causing problems.
Reciprocal nepotism occurs when a family member or close connection is offered a role and accepts it because of personal obligations rather than qualifications. This often stems from cultural expectations, loyalty to family or a desire to preserve relationships. When favoritism goes unchecked, reciprocal nepotism can become “just the way things work,” making it harder to draw clear lines around hiring and promotion decisions.
Entitlement nepotism happens when someone believes they deserve a job, promotion or special treatment simply because of their relationship to someone in power. This form is most common in family-owned or closely held businesses, where lines between ownership and management can overlap. Employees affected by entitlement nepotism may assume advancement is guaranteed, regardless of performance, which can be particularly damaging to morale and accountability.
Cronyism looks a lot like nepotism, even if family isn’t involved. It shows up when leaders keep hiring or promoting people they already know, such as former colleagues, friends or longtime contacts, instead of looking for the most skilled candidate and the strongest company culture fit. Over time, those choices can close off opportunities for everyone else.
Organizational nepotism is a quieter form of favoritism rooted in internal loyalty. Leaders turn to the same familiar people, often former colleagues, and the same names appear again and again when new roles open up. Over time, employees notice when opportunities for advancement slow — or stop altogether.
Reverse nepotism describes situations where power dynamics are distorted by external relationships. For example, if a manager supervises the CEO’s child, they may hesitate to give honest feedback or enforce standards out of concern for retaliation or job security.
Company is retaining H1B and prioritizing visa holder over citizens. Use USCIS tip to report the abuse .
American Express employed 76,800 people globally as of December 31, 2025. This included approximately 29,500 workers in the US and 50,900 internationally. The company added 1,700 employees in 2025, a 2.3% increase. American Express did not announce major company-wide layoffs in 2024, 2025, or early 2026. The company focused hiring on growth areas like technology and operations.
New York City, New York
https://www.thestreet.com/investing/stocks/american-express-employees
Yup, cargill makes 10s of millions per year from that plant, now they lockout employees during bargaining. They are doing it now because the beef business is making money hand over fist right now. Wannabe Rip Wheelers in wichita with their boots and cargill logo vests (to cover up their bellies) no doubt talking about how hard times are. Dont beleive any of it.
I have to say .. after working at gainwell for a VERY short period. I am shocked by how lazy and ill informed the staff is. I sat in on meetings on making things better, faster, stronger and 99% of the staff had no idea about how the work flows operated. None understood the data and how to interpret it. You all just sat around with your thumbs up your @55s. Some were knitting. others didnt understand ports or APIs or anything related to data or applications. it was "i do what my boss tells me" instead of making things better. I told the director " i will fail with all of these mo--ns because they are clearly just gov staff hoping to receive a paycheck". Christ people, learn what AI is. learn about K8s. learn about cloud. learn about coding or work flow. at least offer up solutions to make things better for your fellow co-workers or the people that use your service. if you dont it will all be outsource to NTT or other service providers. You all su-k .. i am not happy to admit it but you seriously do. You all do remote work sitting around. Try to make things better and learn more. if you learn you are more marketable. I quit because it was comedy how much wasn't documented, and how much was unknown. complain all you want about pay raises or the leadership but honestly, you all su-k @SS. learn and practice people or your jobs are GONE!
Hope they relax the RTO policies soon !!!
Something isn’t working when CW employees are quitting a few weeks after they start. This is a result of poor planning from strategy team. Executive leadership talking down to CW and the organizations that support them. Now reputation in the markets is almost down to 0. Everyone is underpaid and overworked. Exec leaders have zero care for associate well being. After three rounds of layoffs, multiple projects that were projected to work and be the most “innovative” across the healthcare industry have been jokes.
Let the games begin.....
Game rules
With all of the cut and development program halts the way employees are represented was bond to be next. Moves will now be managed by your supervisors.
Nothing ever changes for the better around here. Especially for us lowly employees.
Hmm, what kind of message this sends - a major LR while the company is highly profitable, with compensation that is only marginally above average.
Cisco markets to people who do not make purchasing decisions anyway.
Employees affected by this are unlikely to recommend Cisco solutions the next time they are in a position to influence buying decisions.
Bring back DF, majority of employees would agree, it would improve morale and the productivity would go back up. I am not sure we can continue like this any more.
OK Five9. Let’s use the rest of 2026 and show this industry that we have what it takes to get past the misdirection of previous leadership.
I want to see success for the Five9, the employees, and let’s be honest; I just want to prove all these ill spoken people on this forum wrong!!
I know there are pro Five9 employees that read these updates. I would love to hear from more of you.
Has any females been a victim of s-xual harassment at the sateliite branches of Comcast? I've heard it happening since 2010 was wondering if anyone experienced or saw anything first hand?
Story by Craig Hale
Four in five execs say they were less likely to value human employees after using AI
AI still requires human oversight, and many struggle to fully trust it
Poor and even negative ROI continues to plague many
A new study by Globalization Partners has revealed more than four in five (82%) company execs say they are less likely to value human employees after using AI tools, positioning human workers as secondary assets after more capable systems.
This sentiment differs from the current state of affairs, whereby 60% of the 2,850 surveyed senior execs agreed humans still lead work operations with AI merely serving as a productivity booster.
The difference could imply that, while humans remain integral today, managers may place less of an emphasis on the human workforce in the future as AI gets more work done autonomously.
AI is impacting how much top managers value their human workers
The shift likely positions humans as AI managers, rather than administrative workers, with two in three (69%) now spending more time than ever before monitoring and reviewing AI-generated work. The sense of a lack of trust still lingers, too, with only 23% having total confidence in AI's accuracy and 61% worries about legal accuracy when using AI on sensitive documents.
However, while some execs see AI as a human replacer, many others are still dissatisfied with their returns. Three-quarters (73%) say ROI has fallen short of expectations, with 16% even reporting negative ROI. As a result, around seven in 10 execs say they're prepared to cut AI budgets this year if goals are not met.
Separately, Gartner VP Analyst Padraig Byrne explained, "AI is everywhere, but most organizations are still figuring out how to monitor and trust these systems."
Giving a sneak peak into where companies might be getting it wrong, the research firm implied that those building AI agents without strong semantic and contextual data foundations are most likely to see hallucinations, unreliable outputs and biases.
Together, the two reports indicate that while execs are increasingly seeing AI as unavoidable, many are still struggling to trust it.
Looking ahead, Gartner calls for the implementation of model monitoring policies to provide quite quality metrics and an increased focus on infrastructure to handle high-volume model telemetry.
https://www.msn.com/en-us/money/other/most-executives-admit-using-ai-makes-them-value-human-workers-less
Link: https://www.youtube.com/watch?v=V-I3QAckLjI
Just watched an interview on CNBC between Jim Cramer and Intel CEO Lip-Bu Tan. The Intel CEO said he did a few things when he started -- he asked all the Intel employees for ideas to turn the company around and he talked to customers as well and asked for input. He said several customers actually lectured him about everything they were doing wrong. He said he focused on listening and staying humble and responding to all the employees and all the customers. He said they were all shocked that he actually listened and responded and was actually doing something about what they said. This seems like the exact opposite of what the current Avaya leadership has done. Intel seems to be finally back on the right track because of this approach by the new Intel CEO. Not really sure, but I suspect the opposite approach by Avaya leadership is probably not going to work out very well.
It's abundantly clear that the executive leadership does not care to listen to anyone of importance to the company. Don't plan on attending anything of meaning to them. Boycott the PHK naming ceramony and JDI day. Employee engagement surveys are absolutely worthless, and your comments have already been pushed away The only way to make your feelings known... is to not show up when the company spends buco bucks to make themselves look good. Maybe then they'll realize that listening to the core employee base, and the workers with years of experience, is the way forward.
Are sales account technical lead positions having some turnover? Would positions be open from time to time be more due to growth or perhaps due to PIPs for not meeting sales goals? I guess this is the probably same across all technology companies in today’s economic environment so not picking on any one company or position here.
Those who got laid off, pick up the damn phone and call the employment lawyer. Those who were managed out by your sickening managers who gave you fake IM performance review, pick up the damn phone and call the EEOC and labor department. Fight back!
Just heard all contractors are being forced to take 2 weeks unpaid furlough between July and September. Guessing this will save the company about $25m. There’s got to be a better way than to have so many contractors, some of which are useless…. If they would just correct and balance the teams we could eliminate some useless employees and maybe hire some of the great contractors in their places!
Spirit Airlines faces a class-action lawsuit from former employees. The suit alleges the airline violated federal labor laws. The company abruptly ceased operations and laid off 17,000 workers without notice. Employees claim they lost jobs, benefits, and accrued pay. The plaintiffs seek 60 days of wages and benefits under the WARN Act.
https://www.goodmorningamerica.com/amp/news/story/spirit-airlines-employees-file-class-action-lawsuit-carrier-132958371
Land of the dinosaurs where only dinosaurs thrives doing the same things with high ego but ki-ling all the other species including baby dinosaurs
Totally 3680 employees have to go, 73% are G12+, including 22 VPs, 72% LR will be done in US.
https://youtube.com/shorts/rsy5dCqzabY?si=8jOpJRMT4gmoGz96
This speaks to the cesspool that is Norwalk as a location & Client Solutions as a department. No wonder they axed that whole team in Norwalk!
https://www.hcamag.com/us/specialization/employment-law/factset-fired-black-consultant-one-day-after-fmla-request-suit-alleges/574956
I hope she gets every penny she sues for
When is the current employee survey going to start? Do you complete? Does your boss require you to take it even those it’s supposed to be anonymous?
I mean, this site is a gold mine for the management. I am assuming they care about what's in the employee's head (and I might as well be very wrong) - reading this board paints that picture fairly well. Figure out what main themes on layoff.com and measure engagement, do the same thing with LinkedIn. If you were to average the two that would give you a much better picture about what's going on on the ground. The board should mandate execs to do this instead of fake survey's that are massaged to the Nth degree. Food for thought.
Please raise your hand.
Working from home gave us flexibility that so many of us repaid by being available at all times. That's about to be gone. No more working after hours, no more responding to late mails, no more giving extra. If we’re back in the office, we’re working office hours. That’s it.
Employment is an at-will state (except for Montana).
The Employer or Employee can terminate Employment at any time.
Have never seen it happen so much as here
Close to thirty years, this was what gave me my sanity back! Tired of lazy people that don’t do their job , or not having people at all, not to mention 12 to 15 hour days because of that. Upper management is so disconnected they don’t even know how to do their job it’s pass the buck or I don’t know or just a lack of critical information, when this came about, I did not think twice. Because if you think it’s going to change, I don’t see how that’s possible. When I started with this company It was actually a great place to work, they lost their way and they can’t find themselves still!
Lazy, arrogant, uneducated, entitled, useless TRASH do not deserve a job here or anywhere
Has anyone heard of what happened?
https://x.com/i/status/2049952933144563840
I thought moon lighting was against the bofa politics.
The Sonoma Valley Unified School District Board of Trustees will meet next week. Trustees are set to consider approving significant employee layoffs. These proposed reductions include certificated and classified positions. The board will also review new union contract agreements. These agreements propose salary increases and a one-time bonus for employees.
Sonoma, California
https://www.sonomanews.com/2026/04/30/votes-on-layoffs-union-contracts-on-sonoma-valley-unified-board-agenda/
Or are they stuck in their ivory tower, ignoring not just the voice of consumers but their own employees too?