#policy

HyVee is a lost ship at sea these days. It’s the blame game now. Hyvee leadership has failed for 10 years now. They blame the stores for failed business ideas and policy when it was VP and CEO that forced these ideas on stores. Remember when HyVee had autonomy? Now they run it from the top and that has failed. HyVee used to be the grocery store chain to work for but these days it’s just another sub par company in the retail sector.

Was told in a meeting yesterday that the 8 hour in office mandate was only for team members located in the USA. For team members in India, Philippines and other countries it was up to the manager.

Seems discriminatory and arbitrary. I've never seen anything in writing though. Would this be in the handbook?

Tell me about the great new FTO policy and tell me to use my month of PTO right before you lay me off. You knew this was coming. Hope my small contribution to your balance sheet helps because it hurts me tremendously. What a low, low, awful thing to do to your (former) employees. Glad to be gone. Pay attention NetApp employees, they do not give a #$#@ about you or what you sacrifice.

APEGA records, pay stubs, etc. You never know.

Who is really running things there? Why has neither HR or ethics and compliance team taken any action?

Why was this not posted on WARN?
From the Illinois WARN site: Illinois WARN applies to employers with 75 or more full-time employees (excluding part-time workers) and requires employers to provide 60 days advance notice of pending plant closures or mass layoffs.

A “mass layoff” under Illinois WARN is a reduction in force at a single site of employment that is not the result of a “plant closing” and results in employment losses during any 30-day period (or, in some cases, during any 90-day period) of 25 or more full-time employees if they constitute one-third or more of full-time employees at the site, or 250 or more full-time employees.

This would seem to fit the description and require notice. Is HCSC non-compliant?

Stop using company computers and connections to post on this damn page. Everyone has googled HCSC layoffs and ended up here. There is zero expectations of privacy on a company owned device.

Ya might as well walk yourself out if you dont think they are looking.

Layoffs(Restructuring) commencing on Friday 3rd October & This will be done for the next 7 Weeks (If you have no news before 1st Week of December - you are SAFE)

Layoff communication will be thru the "Specialized Restructuring Team (SRT) to the Employee thru outlook. (Earlier it was thru the CC)

Only 10 Business Days layover time (Not 15 days)

I wonder if Verizon will have to pay $100,000 to the government for each H1B visa holder to work in the U.S. under the new executive order. How many employees do we have with H1B visa and what departments?

How long would I have if I stopped coming into the office?

Has anyone received a pop up saying you need to complete your identity verification by Sept 26 or your access will be revoked?

For those expecting a golden parachute, consider this a warning: the bank does not want to pay severance. They already stretched funding for layoffs this year, and the idea of generous packages next year is a myth.

What you will likely see instead is a rise in “inconsistently meets” ratings or worse. If you miss your 4x8 schedule targets or fail to stay “in the zone” with daily activity metrics, don’t assume it will be overlooked. Ignore this at your own risk.

The system is designed to keep you boxed in. Step the wrong way and you may quickly find yourself on a PIP and out the door. This isn’t about development—it’s about attrition. They don’t need to force you out if the conditions drive you to quit on your own.

And don’t make the mistake others have made by filing complaints during leave—you risk being terminated for cause. Right now, management is looking for any excuse to cut costs.

That’s the reality. Take it seriously.

I was told that the margins in the insurance business is getting smaller because of "Washington". that is the major reason of the rif. Thoughts and opinions? I leans towards this is not truthful. this is what the managers were told to tell the rank and file. the real reason is imho bad decisions from c-suite.

So Amazon Prime increases by $50/yr.

Why do they stop publishing the quarterly AIP estimates? Anyway they report quarterly earnings to Wall Street. Any reason for not telling its employees on quarterly basis AIP?

That is all. Whether you make 56k or 250K. You’re still the working class at T . Gentle reminder to protect yourself, get affairs in order. Just be proactive.

I was told on Tuesday that RTO will happen and I am on the list to be notified on Monday. But non of my team is on the list. I have one team member who is with in 30 minutes drive. They are a pg27. Is RTO based on paygrade as well?

Managers joke about how customers will never leave SAP because of how difficult it is. Now I joke about how SAP is being investigated for it. Hahahhahahahahhahah

https://www.reuters.com/sustainability/boards-policy-regulation/eu-opens-probe-into-possible-anticompetitive-practices-by-sap-2025-09-25/

What is the purpose of this survey if not to reduce our benefits ?

Anyone taken this up? It’s being rammed down our throats by management and I smell a rat. Thoughts?

The rumor mill isn’t just noise this time, there’s a storm brewing. Multiple friends in high places are warning me NVWs are squarely in the target zone for Q4 layoffs. RTO FTW purges were just the appetizer. Now leadership wants the main course, headcount slashes big enough to make Wall Street smile. If you’re NVW and haven’t committed to moving to a hub, look out! You’ve been warned.

Light up your social burner social accounts with this information to destroy their plan.

A company going public is entirely under the SEC's control. An early leak triggers serious regulatory risks related to "g-n-jumping" and the quiet period, potentially leading to costly delays, increased legal liability, and even the derailment of the entire IPO.

to those LRed (positions eliminated), if they go to interview and accept job offer before Oct 13. will they lose the package?

Does anyone know anything about pension bridging? I've heard rumors that pension bridging is potentially available if you are within two years of being eligible to retire, but details are light beyond that.

Like if I’m going to be out for two weeks do those extra days work for the week right before? How does it work for when it’s the end of the month? I don’t see this published anywhere

Heard that there will be a townhall for remote employees...
Dropping the hammer to relocate!

Has anyone’s manager successfully been able to transfer them from Hybrid to Remote? My manager said she’s in the process since I am the only team member in my location.

If you refuse an ATT offer Lumen per conf call referenced you would be effectively be quitting your Lumen job. Since you had a viable similar job option to continue working with att on the table that you refused.

Translation your punked by Lumen if you dont accept ATT offer?
You quit so No rif, No unemployment.

During a couple of these department specific office hours talks, apparently some of the department heads are pushing back a bit on the 5 day RTO (among other things).
Anyone think this is going to lead to anything?

All DC and MN telecommuters are now required to come in. 65+ page document with a hundred names on each doc was released on people with statuses revoked.

Criteria was 30 miles to either office.

Time to leave the company

Per policy I submitted my vacation hours prior to starting vacation and also to ensure I wouldn’t have a missing time card (and not get paid).
We couldn’t work from Sep 2 to Sep 22 due to loss of access. But they sure as heck still docked my vacation accrual for the days I pre-entered for post layoff days Arghh.
Kicking myself in the butt.

Union employees, if you get an offer, and decline, you are not guaranteed a job with Lumen.

Non union, if you get a job offer and decline, you lose your job.

I've been on a medical exemption for the last 4 months - a legit one - and the last 1x1 I had RTO was never even brought up. I was asked how I was doing but that was it. I report to a director so, a step up from a sr. manager and is one who would have more insight into all of that - I think anyways...

I'm almost wondering if this was a sneaky scare tactic Dell/JC made. Enforce a mandatory 5 days/week RTO that gets tracked and enforce it for a quarter; then back off and/or totally stop tracking/caring but don't tell anybody.

Think about it... If you/managers/directors don't know if they are still tracking it, people will continue to go in, right? The moment people find out that they AREN'T tracking it anymore... Nobody will go in.

I suppose the only test would be to NOT go in and see if your manager/director says anything about it... But I have a sneaky suspicioun that they aren't really tracking that anymore. If they are, it's likely just wanting a few days/week.

JVB said I’d have to pay back all of the commission on my 100,000 SIM card deal in NYC. I guess I’ll go back to cold calling.

i heard belk is now stopping no-receipt returns and exchanges? is this true? it was a big problem at some South Carolina stores.

Has anyone gotten flagged before and how many days until they actually notice.

Got a message from my manager saying full office hours are expected if you are in office :(

How are things going with the centralized hubs for each LOB? I left in July 2024 and remember getting emails about the hubs and cities they want to operate in and offer people relocation packages to keep their jobs. Just curious… thanks!

https://dwd.wisconsin.gov/dislocatedworker/employer/tools/notice/wbcml-overview.htm

Covered employers must provide written notice 60 calendar days in advance of a business closing or mass layoff or reduction in hours.

Employers generally are covered by the WBCML law if they employ 50 or more persons in the State of Wisconsin and Make a reduction in the workforce which affects at least 25% of the workforce or 25 employees, whichever is greater or at least 500 employees.

Two or more groups of employees who are affected during a 90-day period may be considered in aggregate when determining whether the business closing or mass layoff thresholds have been met.