#jobsafety

I've been working at Jones for nearly my entire professional career, right out of college, for the past decade. I worked hard to prove myself in the eyes of leadership and my peers. Copious amounts of overtime, volunteering for more work repeatedly, going above and beyond in every capacity I could with a ratio of 9 "Exceeds" to every "Meets". Promoted numerous times with several lateral moves, always "working my way up" however I could, because I believed in the company and wanted to be a part of something truly great.

But in that time...

I was hired with a title and grade two below the role I actually filled, told I had to work my way up only to watch others be hired directly to the higher title at higher pay than I made when I was eventually promoted. I was repeatedly paid less than the minimum for my paygrade, with more than one "Bring to Minimum" increase. I was denied increases outside of annual reviews, despite being below the minimum. I was never offered a partnership. I was converted to salary without my consent, with the expectation I continue working heavy overtime, in addition to regular weekends. I was denied opportunities for promotions due to my volunteer projects. And now, I have been ISP'd.

I stayed all these years because I felt secure, and I truly viewed many of my coworkers as friends. When I first toured the campus, in my interviews, even in the lunchroom I heard repeatedly how Jones was "one of the best places to work" and "never did layoffs", "the culture is incredible", and that "the happiest feeling in life is feeling safe and secure in your job, never worrying about putting food on the table" (exact quote). The older associates said this is somewhere you don't have to job hop, you want to stay here your whole career, it's that good. And, like an absolute mo--n, for the past decade I believed them.

This past month I've felt a lot of things... Anxiety. Shock. Frustration. Fear. Depression. Unappreciated. A number on a spreadsheet. Like my whole career has just been reset. But most of all? I feel betrayed. I've been stabbed in the back, and I feel sick to my stomach for it. And it's not only me - I've spoken to a dozen of my friends who all got the same news, and a dozen more who are heartbroken to see us all leave so suddenly (many of which received demotions). Being locked out of the building, having our names scrubbed from projects and tickets, being forgotten and shown firsthand that we never mattered. Thousands of years of cumulative experience purged in the name of profit for the select few at the very top.

My world view has been shattered. I wish I could go back in time and tell myself to treat Jones as a stepping stone and take the opportunities presented elsewhere along the way. Instead, I was walked all over for years and the only thing I have to show for it is a lovely pink slip, and a crippling fear for my family's future. I've put out dozens of applications in the past month, putting my all into finding something new, and haven't gotten a single interview. They let us go into one of the worst job markets they could. At the start of this year, I thought I was going to retire from Jones... Now I don't know what my life will look like 6 months from now, let alone 10 years from now.

My faith in the firm's direction is gone; the company culture is dead.
If you're still there and thought you were safe, you will never be able to feel that way again.

Heard there would be layoffs again in OCI in November:( To the folks who have been witnessing the November layoffs , do the let go of recently joined IC2s? Like 4 to 5 months in?

No end in sight !:(

My understanding of the RTO is that there is a signup to reserve an office/cubicle and it's based on availability. The cubicle can be reserved for up to 30 days. Obviously this is not a long term situation and would create quite a bit of work for staff who handle moving and modifying office furniture. As a FTT I was given guidelines on how to set up my desk to avoid repetitive stress injury. Are these rules going to be followed when you show up at your desk that's at a height for a person of 6 foot tall when you are only 5 foot tall? How will they handle the workers comp claims when people start complaining of back pain from working at a desk that doesn't accommodate them?
Personally if I saw that my assigned desk was not lowered to the proper height and a keyboard tray supplied; I would take a photo and turn around and go back home to work. Provide the photo evidence to your manager and if there is no recourse, contact your state's labor dept.
Another course of action is to tough it out, go the chiropractor with your injury and file a worker's comp claim. When they deny it: sue.
I'm not sure if Optum/UHG is self-insured but I know the workers comp underwriters don't like their customers filing claims too often and let their customers know it.

It’s weird time. Many companies are lining up for packaging and 18A-P. Big A is signed up for 14A. But still managers are asked to prepare list for next round of layoffs.

Posted on Chevron's Board:

Stop Selling Out Our Future

Friends,

Across forums, industry conversations, and personal exchanges, one theme keeps repeating: Offshoring and particularly to low cost labor markets like India.

Let’s be clear:

Our operations are built on national resources—oil, gas, and energy that are the wealth of nations. These resources, while vital, come with environmental costs we all understand. And yet, instead of converting this sacrifice into livelihoods for the people of the very nations whose resources we exploit, we see record levels of offshoring.

This is not the same as IT or banking outsourcing. Natural resources are not just corporate assets, they are national wealth.

To offshore the jobs tied to them is not just cost-cutting, it is economic plunder.

The scale of this shift is hidden. Official headcount reports disguise the reality. If we include not just GCC centers but also third-party service providers, the imbalance is shocking-only a fraction of roles remain in base countries, while the majority are quietly shipped overseas.

In reality, No MC, C-suite, or shareholder vote should decide who benefits from national resources. That right belongs to the people and their governments.

The problem is, most people, even in government, don’t know the scale of what’s happening. It is happening quietly, and rapidly.

That’s why every one of us has a role to play. Even small actions matter:
• Write to your representatives.
• Raise awareness within your networks.
• Push for transparency in how resource-linked jobs are allocated.

This is not about one company or one industry. This is about ensuring our resources create futures for our people, not just cheap profits offshore.
If we don’t act now, we risk handing away not only our jobs but our children’s right to benefit from their own nation’s wealth

#Offshoring #Offshore #OilAndGas #JobSafety

17 hours ago by Anonymous | 720 views | 28 reactions (+25/-3) | 11 replies (last 1 minute ago) | Reply
Post ID: @OP+1k6hcewde

Friends,
Across forums, industry conversations, and personal exchanges, one theme keeps repeating-
Offshoring and particularly to low cost labor markets like India.

Let’s be clear:
Our operations are built on national resources—oil, gas, and energy that are the wealth of nations. These resources, while vital, come with environmental costs we all understand. And yet, instead of converting this sacrifice into livelihoods for the people of the very nations whose resources we exploit, we see record levels of offshoring.
This is not the same as IT or banking outsourcing. Natural resources are not just corporate assets, they are national wealth.
To offshore the jobs tied to them is not just cost-cutting, it is economic plunder.

The scale of this shift is hidden. Official headcount reports disguise the reality. If we include not just GCC centers but also third-party service providers, the imbalance is shocking-only a fraction of roles remain in base countries, while the majority are quietly shipped overseas.

In reality, No MC, C-suite, or shareholder vote should decide who benefits from national resources. That right belongs to the people and their governments.

The problem is, most people, even in government, don’t know the scale of what’s happening. It is happening quietly, and rapidly.

That’s why every one of us has a role to play. Even small actions matter:
• Write to your representatives.
• Raise awareness within your networks.
• Push for transparency in how resource-linked jobs are allocated.

This is not about one company or one industry. This is about ensuring our resources create futures for our people, not just cheap profits offshore.
If we don’t act now, we risk handing away not only our jobs but our children’s right to benefit from their own nation’s wealth

First of all, my heart goes out to our European, Canadian, and Singapore colleagues.
Great friends, fine professionals, and true believers in EM core values.

Across forums, industry conversations, and personal exchanges, one theme keeps repeating-
Offshoring and particularly to low cost labor markets like India.

Let’s be clear:
Our operations are built on national resources—oil, gas, and energy that are the wealth of nations. These resources, while vital, come with environmental costs we all understand. And yet, instead of converting this sacrifice into livelihoods for the people of the very nations whose resources we exploit, we see record levels of offshoring.
This is not the same as IT or banking outsourcing. Natural resources are not just corporate assets, they are national wealth.
To offshore the jobs tied to them is not just cost-cutting, it is economic plunder.

The scale of this shift is hidden. Official headcount reports disguise the reality. If we include not just GCC centers but also third-party service providers, the imbalance is shocking-only a fraction of roles remain in base countries, while the majority are quietly shipped overseas.

In reality, No MC, C-suite, or shareholder vote should decide who benefits from national resources. That right belongs to the people and their governments.

The problem is, most people, even in government, don’t know the scale of what’s happening. It is happening quietly, and rapidly.

That’s why every one of us has a role to play. Even small actions matter:
• Write to your representatives.
• Raise awareness within your networks.
• Push for transparency in how resource-linked jobs are allocated.

This is not about one company or one industry. This is about ensuring our resources create futures for our people, not just cheap profits offshore.
If we don’t act now, we risk handing away not only our jobs but our children’s right to benefit from their own nation’s wealth

Federal workers in Colorado are bracing for furloughs and possible layoffs as the federal government shutdown begins. Many employees at the Denver Federal Center are expected to continue working without pay during the shutdown, while others face immediate furloughs.

The uncertainty adds financial strain to thousands of federal workers in the state, with no clear timeline for when funding will be restored.

Folks, the real problem is short-term thinking versus long-term vision. Under the guise of annual PDS reviews, promotions, and showing immediate business value, we’ve completely lost sight of the long-term consequences.

This BTC offshoring is just the beginning. They’re bringing in people willing to work for a meal a day, and that’s the standard they’re setting. Other companies will follow our mistake, creating a trap for everyone.

Don’t wait until your job is taken away—fight against outsourcing like it’s a national emergency. You might survive the next 5–20 years, but what about the next generation? They could be left with no opportunities.

We can’t compete against 500–600 million graduates willing to work for peanuts. This isn’t just a corporate decision—it’s a systemic issue on the scale of capitalism versus communism, world wars, or global epidemics. These global capability centers are designed to destroy livelihoods to boost profits and deliver short-term shareholder gains.

Wake up and act before it’s too late.

Is that definitely true? How many are in the immediate danger?

Watch out. More stealth layoffs in the pursuit of money. Iridium used to stand for something

Is it just me or are you starting to envy those who are leaving? I’m supposed to be relieved that I still have a job but…I’m not. Something is really wrong with the way they did this last layoff. A lot of old timers got the axe. This pension I’m hanging around for won’t be there, will it? It’s so clear to me now that I’m standing on quicksand.

I need this job. My family relies on me. I can't afford to lose it right now. The fact that I have a one in five chance to be laid off is nauseating. And to think this is all because they don't care about us and want to replace us with cheaper workers overseas. I just hope they realize sooner rather than later that cheaper is cheaper for a reason.

Suncor said they wouldn't touch their field staff. They did, firing engineers and all.

Lots of talk about the CEO but no one is talking about the SVPs that must be thrilled right now, especially HK who likes to motivate people with the fear of losing their job (he has said so closed door meetings)

They know people that made it through this layoff are afraid now, and I bet SVPs are thrilled.

As we all know, Thomson Reuters does massive layoffs every year in November. If you got a really good review on your midyear review, can you assume that you’re safe this year? Has anyone ever heard of someone getting a great review during their mid year review but still finding themselves in the lay off list that year?

While I’m sadden to not have gotten a role in my selection, I have learned that in round 2 a job has been saved outside of being applied. It hurts to learn the favoritism of upper management to save those that didn’t actually apply to their roles…take that HR!

Had a recruiter ping me recently for a job with a "leading crypto" firm for grc work. Would be an 80k pay bump plus equity and full wfh. Too good to be true perhaps, but I'm doing my research.

What would you all do? I survived a few lay offs here but I know job security is not guaranteed anywhere; especially in crypto.

Just imagine being laid off and having to deal with a job market that's incredibly hostile to employees. Yes, Chevron su-ks. It's not the company it once was. Working here is far from great. But at least you're working. A former coworker who was laid off more than six months ago is still unemployed. He'd trade any of you without thinking.

Stop at 75K or further reduction?

Layoffs have continues across 2025 along with DEI grandstanding on the part of Christa Quarles and more reorgs:

• Sr. Directors across the org has been laid-off that one were the product directors
• More people from Marketing have are gone
• Engineers across the company based on tenor or so-called no culture fit for those in Mauritius
• Michelle Chiantera is no longer the CRO/CFO, she is now back to the CRO
• Waiting to see if Jason Royer SVP Finance will land the CFO title that was held by Jeff Byal, then given to Michelle Chiantera and taken away.

Since Christa started at Corel she has gaslighted everything and everyone. She was all about DEI except it's just talk. She is all about finding the right public opportunities with the aim of crafting a savvy persona. While she managed to cozy up for a photo-op with Martin Luther King III, it's pretty clear she has no interest in MKL's legacy. Brown American employees don't last and she only connects to brown people that have a c-level title. Try volunteering with an organization that is actually helping people with families like those you've laid off or go visit the National Civil Rights Museum rather than so-called volunteering at some Marketing (=more money). place.

Yes, more layoffs and consolidation to come. If you have performed your job and matured your practice, you will not last at Alludo. Your job will be given to someone else.

Keep your resume up-to-date.

I'm fairly new to the company and haven't been impacted yet. Will there be more layoffs in the future for the US like in 2026, I'm asking because I have an opportunity elsewhere, and I work in support.

Hey folks,
There is a difference between anonymous and confidential.
People are being called out for their opinions on the survey.
Do not participate in Glint surveys anymore .
BTW... I’ve never had a face to face one on one. Another total waste of time.
The problem Nordstrom created...
No one is being trained... because they believe anyone can do your job, and you are disposable ... So we receive wages accordingly with no raises.
OBTW... inflation is crippling your loyal workers. The replacements for those skilled workers are people who should have never been hired, but are never trained.
You are not investing in your employees...
And treating them like....

I work hard and my performance is really good. My peers and my manager agree on that. I don‘t do politics or engage in rumor-spreading. I trust the board and express this view publicly and in the Employee Survey.

There is no reason SAP should let me go.

I think I am safe.

If you do as I do, you should also be safe.

I don't want to be blindsided tomorrow.

From what I’m seeing and hearing, Duncan manufacturing will be safe this year from layoffs.

There was a time when only underperformers were at risk, but that’s long gone. You can get a pat on the back today and be cut tomorrow. It’s stressful to always wonder if you’ll be next, and it makes showing loyalty feel pointless. Hopefully, the job market improves and we can all leave before being kicked out.

It's a nightmare trying to find a job right now. I hate my job, but I've never been more scared of losing it because of the state of the job market. So many laid off folks are sending out hundreds of resumes and can’t even get a callback. It's a scary time for sure.

It’s such a weird feeling lately. Every two weeks we’re all looking over our shoulders. I’m still here but it feels temporary, like I’m standing on a trapdoor.

Not because I’m crazy about this job or the company, but because it’s really bad out there. My wife lost her job six months ago and still hasn’t found anything even remotely decent or in her field. I’m terrified of becoming jobless too. Honestly, the IT job market seems even worse than her industry. I hate what’s happening to all of us.

Heard a bunch of folks last month jumped to GTT. Looked at their Layoff.com page and last comment was from 2022…ah…that is what stability is like.

A couple of weeks ago I was asked if I charge mileage and per diem as a remote employee when I come into the office. (I do not.) Then more recently I was asked the distance from my home to the nearest remote location. I asked if there was any plan to have us come into the office, and was told that right now, there is no plan. Has anyone else had this experience? Is this a tactic to get people to quit instead of commute?

I just want to say i’m really grateful for my career at Truist. Truly. This job means a lot to me. I’m feeling pretty vulnerable right now, if I’m being honest. I care deeply, and the thought of losing this weighs heavy. I want to keep showing up, giving it everything I’ve got, and doing great things here with all of you, for our customers. I still believe in what we’re doing. And I’m not done. Let’s keep pushing forward together.

I feel something is going to happen. Scared AF!

Should I look in to other jobs ?

I am an applied scientist working on LLM prompting .

https://www.tiktok.com/@makennamarieboop/video/7547034809835605303

https://www.tiktok.com/discover/accenture-layoffs-2025

It Su-ks, specially ACN su-ks then my socks, Even before the end of September, so many people are stranded in the US Market, another 110 more days to go to touch 2026, for sure the federal proects, banking & retaining industries, Oil domains are breaking into pieces, on top the tarrifs - mortgage, car loans, kids education expenses, medical Expenses ...........................God please save

I’m an outpatient mental health therapist at a very small location and have been here since January. We have had barely any new clients and have a huge office. Even though we have no new clients they are hiring 2-3 new therapists as well as a psych doctor…currently there are only two of us as all other therapists quit…neither has full case loads or are hitting RVU’s. I don’t understand how they can afford to keep the office open and have hired all these new people to start full time around the holidays when there are no clients to see. Marketing was supposed to host events since February but haven’t done one yet. They were supposed to do community reach out but still have not. And when I see on this website they are still laying people off it confuses me? As someone who has moved for this position can anyone give me an opinion if I should move back home and resign? Or risk renewing my lease only to be laid off or told we are closing? Just looking for ideas? Thanks

I've been trying to explain this to a few coworkers who still haven't figured out that even if your reviews are always stellar and you've been here for years and consider yourself irreplaceable, you're not. I think some people could face a hard truth if they don't wake up.

I was worried that if not enough people accepted the buyout offer, we'd have an involuntary round after. But if the rumors are true, there are more than enough already, even more than required, which should mean those of us who'd like to stay are safe. Or so I hope.

Just got hired for wellmed and already hearing of layoffs, however I’ve been with Navi for years but thought wellmed would be safer.
Providers are starting to be rude to anyone under UHG too. It’s like woke are getting tired of them serving shareholders more than members