#overtime

Made billions but can’t even give 5 hrs OT to struggling depts during this peak season due to layoffs.

• Total revenues for the third quarter 2026 increased 6% to $73.7 billion
• Shareholders' net income for the third quarter 2026 was $1.4 billion, or $5.47 per share
• Adjusted income from operations' for the third quarter 2026 was $2.1 billion, or $7.98 per share
• Increasing 2026 outlook for adjusted income from operations' to at least $30.60 per share?
• Hosted 2026 Investor Day, introducing the "Lead to One" vision, setting long-term financial targets, including 10%-14% adjusted EPS CAGR and $50B in cumulative operating cash flow through 2030, and announcing 'Accelerate to One" multi-year $3B modernization and productivity initiative

I made work my priority, including giving up most of my weekends, and Truist outsourced my job anyway. I won't put myself through that for an employer ever again.

They eliminated half our team and seem to think the rest of us can magically absorb everyone's responsibilities. We've agreed not to let them turn their staffing decision into our unpaid overtime.

Is this normal? Is it expected? I know it's not a lot, considering some folks work 60, 70, and longer hour weeks, but it's their choice. I feel like I'm required to work extra.

Saratoga Springs is proposing significant budget cuts for fiscal year 2027, including an 18% property tax increase and a 4% workforce reduction. The fire department is slated to lose eight members, impacting its ability to maintain minimum staffing levels. Fire Chief Dolan warned that these layoffs could lead to increased overtime costs exceeding $1 million. He argued that the department needs 88 firefighters to avoid relying on overtime. The proposed cuts move the department further from this necessary staffing number.

Saratoga Springs, NY

https://www.dailygazette.com/news/government/saratoga-springs-firefighter-layoffs-budget-cuts/article_1ad6b882-f277-48ae-926a-11e2916bf0d6.html

No displays up. Store is almost empty. I’m sure I’ll hear about how this location is the worst in the market for online service metrics.

Looking forward to lunch, too—except virtually every restaurant within five miles serves Coke, so apparently I can’t realistically grab something to eat while supporting the company I work for.

Then, one minute after my shift started, I got the call: two more stores added to my route today because of call-offs.

I explained that it’s my daughter’s birthday and that, after a 12-hour shift, I’d really like to get home to her.

The response? If I leave, I’d be “abandoning my job,” because today is going to be a 16-hour day.

No displays. Empty shelves. Missed service metrics. Call-offs. Sixteen-hour days.

At some point, you have to ask whether the problem is really the person standing in the store—or the system they’re being asked to operate in.

Since the current RTM promotion date was 10/1 and if you worked over 40 hours last week, guess what? You are only going to get paid overtime if you worked 40 plus hours thru 9/30.

To the hard working staff member working extra hours, thank you. To the hard working people who got let go, thank you for your hard work, you deserved more. To the kind people who make everyone’s day better, thank you. To the greedy a--holes who ruined this place, you are a piece of sh-t. That is all. Thank you for reading.

While comparable US employees reporting elsewhere are not, these are the violations:

National-origin discrimination — Title VII, 42 U.S.C. § 2000e-2
If the different scheduling is because of national origin.

Adverse working conditions for U.S. workers — INA § 212(n), 8 U.S.C. § 1182(n)
Particularly relevant if other employees doing comparable work receive better hours or working conditions.

Overtime violations — FLSA, 29 U.S.C. § 207
If the overnight schedule results in more than 40 hours per week without required overtime pay.

Hope they will give extra time pay and salary hikes and bonuses, didn't even hear about foculs from the last year appraisals

Boss just told us we can't work more than 8 hours a day. Like sometimes I would work an extra 20 minutes or so to finish a review and get OT for it. Now thats all done. Anybody else been told this or just my boss being a witch to get a higher bonus?

Oracle has decided to down rank everyone in the reviews, they're pushing aggressive layoffs, demanding free overtime.

At this point what do you have to risk by coordinating a work stoppage? They're going to do layoffs anyway. No point in trying to pretend like they didn't put you on the list.

To HR and management reading this.. You asked for it.

I put in years of nights and weekends because Nike always came first. Then one day I realized I was missing my life. When did it become harder to scale back than it was to keep going? I'm still trying to figure that out, but make sure not to repeat my mistake.

Im in FL, we were told from our management today we are all required to work overtime to offset the cost of VACN/Sick leave. This happening to anyone else?

Or over the weekend?

I recently joined Intel , first off during pay negotiation the HR said the pay range in the job description is a typo and their internal system is showing a much smaller pay range. Is this ethical ?

Secondly, Within the first month I am putting in several afterhours late nights to meet with Asia folks. This was not mentioned in the job description or interview. Is this ethical ? What would happen if I refuse late night hours.

No kidding. These people laid off everyone in Portfolio then pushed their work to teams that have never heard of the product before. Literal people that support things like SiteScope now working Portfolio products with zero training on them. Just two people from my team took like 20 cases. We've been told we can just approve overtime for these cases but im not sure if even that is possible. Worst run company I have ever worked in, it was literally better when I worked at an outsourcing company.

I really hope No RTMs work a minute over 40 hours. Don't let this company take advantage of you. Do you think any manager in this company works over 40? They don't even work 30 hours. Have you ever seen a DM or RMS come out and help when a merchandiser calls off on the weekend or any other time? I haven't so why should you now that you're an rtm?

Grab that OT while you can just in case. Maybe we’ll meet at the displacement briefing.

We got supervisor’s personally calling customer care representatives on their cell telling them that they have overtime avail Monday. They saying it is super secretive to the point they don’t even want to relay this info about overtime on tmobiles own systems and of course no one is suppose to talk about it. Anyone know what sh-t is about to hit the roof at this company?

So the RTM role is basically our rep job now (which su-ks) plus now we have to hire, on board, train, schedule, payroll and cover any and all call offs, vacation, quits. That’s insane. To top it off no Overtime! Who in their right mind would apply for that position???

Volume is flat, overtime is being watched, and have been told anyone that quits, retires etc, that those positions will not be filled in Mechanical across the Southwest at this time. Any news anywhere else?

I’m starting to wonder if a regular workweek exists here anymore. Why is everyone doing extra time and acting like that’s just part of the job now?

Because we are so short of manpower what a way to treat your people .

Now I’m double time and a half today. Stocking shelves taking my sweet sweet time. None of the TSLs or merch supervisors around and I have another store left. Cool 16 hour+ day. Paycheck is going to be fat!

Just announced at tier meeting , effective immediately no more overtime for R&O , unless approved by leadership.
I wonder if RIF’s are next?

Service appears to have taken a backseat with gehc. Management plays the "metrics" game to justify low employment numbers. Even going as far as wanting a .9 FTE which is absurd for field service.

Any prior fe's experience this in their region?

Experianced Field guys are leaving for better pay and less expected OT.

New direct labor ZERO OT policy is an operational disaster waiting to happen. It wasn’t built on output data or bottleneck reviews, yet site leaders are threatened with performance mgmt if deliveries slip. Requiring personal approval from unresponsive executives for every labor exception isn’t management- it’s creating a bottleneck in itself.

We have temp employees, managers are still frequently traveling, we are hiring.

It’s highly unlikely there will be layoffs in my BU. We also still have OT. The entire company is not at risk. Maybe 5%, but there’s no real indication there will be a massive layoff.

Everyone please sleep tonight. Layoffs do happen annually, but it’s usually something you can see coming, if there will be impact to your group.

Now you want to bleed us further with more cuts? That is our reward for literally working evenings and weekends for months?

It's not as if it will ever pay off. The only thing one can hope for is to be worked to the point of exhaustion, ditched and replaced. Working hard once made sense. Putting in some extra effort opened doors and created opportunities. It's pure masochism these days. What is it? Fear, habit, delusions that it might help you keep the job?

Another example of Humana making no sense...we have been on mandatory overtime for over 2 years and today we get RIFd for no reason.

Has anyone heard about payroll calculating your OT that you can deduct for the no tax on OT wrong. Hearing rumblings that they didn't include any call outs because of the E11,E21, etc codes used on your timesheet. Are they going to be re-issuing W2's ?

Management talks to us like we're machines, not people. The pay doesn't come close to matching what peers make elsewhere. Add in the constant pressure and zero respect, and it's getting harder to remember why I stay. The only thing keeping me going is the team, but even that's starting to fray.

Humana has reached rock bottom, and that’s not an exaggeration.

SNP leadership has taken on a Michigan contract that is clearly beyond their operational capacity, and frontline associates are the ones being forced to absorb the fallout.

We received 7 hours of training for work that realistically requires at least a week to do safely and competently. Yet we are now expected to call members, keep them on the phone for two hours, complete over 100 assessment questions, conduct a full care plan review, complete ICT documentation, and do this three times per day.

There is no raise. No incentive. Instead, mandatory overtime to compensate for leadership’s decisions.

This is not sustainable. It is not responsible. It compromises the quality of care our vulnerable members deserve.

And let’s be clear: this is not what work-life balance looks like. This is not how you support healthcare professionals. This is burnout by design.
Associates are exhausted, frustrated, and deeply concerned about the direction this is going.

#CMS #Michigan #MDHHS

So Hans ran the company into the ground and gets an extra year of his 24 million salary. Sampath gets a 4 million dollar retention bonus and leaves 3 months later. Meanwhile store managers are being read the riot act if their stores have overtime. Cause my 3 hours of OT are gonna sink the company. Way to take care of your people Verizon. I always knew I was a just a number. But I felt like an appreciated and valued number. Nope. I am no longer proud to work here. Verizon wants me to do the impossible but God forbid it takes me 42 hours. Can't wait for the next pulse survey.

What the he-l is going on over there , are you still on ideploy , did they cut out overtime ,are you still throwing loads , details needed , the rest of the nation awaits…

I often hear people complain about long hours and I can't help but think it's their own fault. Nike will take whatever hours you freely offer them without complaint. I do my job well within my scheduled time and my reviews are fine. Protecting your personal time is ultimately up to you, and remember there's always another job out there.