#policy

My group wasn't told this, who said this? I have most my calls from 6am to 10am with people in India. Do they expect me to get up at 4am to get to the office by 6am to take these calls? It's not going to happen, and i don't like threats. A word of warning to management. You track this stuff, you now have discoverable data that any outside law firm can get a court request for.. They will love to slice and dice that data to see different classes of workers doing different hours. Law firms love suing big banks for stuff like this, and with data like this, its a gold mine.

There is a significant lack of diversity within S&T. A simple visit to the 4th floor of the Plano office makes this clear — over 90% of employees appear to be Indian, with very few White, Black, or Hispanic employees present. On nearly every call at PepsiCo, you will find at least one Indian participant. The representation is not just high — it is overwhelmingly disproportionate.

A close friend of mine, who was laid off by his Indian manager last year, shared that many Indian managers predominantly hire other Indians, leaving candidates of other ethnicities at a disadvantage. In my own experience, I have yet to see an Indian manager leading a team where more than half of the members are non-Indian.

This raises serious concerns. The numbers don’t lie — the pattern is clear and consistent. Such hiring practices undermine diversity, equity, and inclusion efforts, and create an uneven playing field for others. It also gives the impression of exploiting the H-1B visa system, which further skews fair competition in the workplace.

So the guidance is that you need to work a full 8 hours but should still feel free to pick up your kids or attend medical appointments etc? I literally asked what happens if it’s snowing and I need to leave a little early to pick my kid up before school closes or my kid is sick and I need to get them and the answers was find a way to be here 8 hours/ find another day to come 8 hours or you risk being ‘noncompliant’ which may impact your performance LOL so the real answer is that the RTO guide that was sent to managers is straight up BS and there is zero flexibility for unexpected events. Feeling so tired of this company which I’ve foolishly worked hard for all these years. We are truly unappreciated and disposable.

I knew Billy would virtue signal. Hey Billy you don’t have to meet the revised lower emissions. You can keep the Biden emissions. No one will stop you or fine you. Toyota loves Billy

https://www.detroitnews.com/story/business/autos/ford/2025/09/26/ford-urges-modest-epa-emission-standards-to-end-regulatory-whiplash/86347400007/?gnt-cfr=1&gca-cat=pp&gca-ds=override

The facts are WFC is using this site to drive a narrative and fearmonger. The Schart does not keep his word. Employees need to STAND UP BOMBARD THE DOL, Regulators, POLICYMAKERS, AND FRIENDS. Report all the nonsense you are experiencing.

Remember ALL YOU SALARIED EMPLOYEES , IT IS ILLEGAL FOR THEM TO DICTATE A SALARIED EMPLOYEE’S HOURS IN OFFICE. STRAIGHT FACTS!!!

Stop letting them treat you like high-school kids. You are professionals. Only thing that wells ever did good qas exploit loopholes since THE Schart joined. This company has become unamerican.

PS, don’t accept any awards. The Terms upon acceptance could be hiding things like how the bonus is paid out etc.

You are professionals, make them treat you like one already.

Truthful comments solve problems. Businesses who spent time zapping away the truth only cheat themselves. Be open to both negative and positive views.

Has anyone ran into the issue of the rigid RTO and ADA accommodations for a condition where remote work is warranted?

How does the process work?

When did it start? And how does the reporting actually look?

It’s a 100k one time company fee for new H1Bs. This won’t affect existing H1BS. Theres like over 100 thousand of them already in the country. And they can just renew it. 100k one time fee is NOTHING for a company like Fiserv. They’ll probably just continue their same song and dance and continue to exploit America and the American people.

It is coming folks

Did other locations get meetings invites for relo?

5 day rto is brutal for families with kids. How r u surviving this.

This is crazy. 3 day is understandable. 5 day is torture.

I’ve been trying to figure out how to drop off kids work 8 and pick them up. With no notice this is ridiculous. So I think my option one day a week is to drop them off and then head back into the office in the evening and sit there. So do the reports just so first in. And last out? Do they calculate gaps? And don’t play the curse on you because you have kids or pre-Covid . This was never a problem before because I always get my work done, work late if needed and am an adult.

https://www.lightreading.com/broadband/at-t-s-copper-retirement-plan-plows-ahead

I'm seeing some people's location as home based and remote. Does that mean they actually live over 50 miles away from a hub or branch and considered remote?

Trump wants manufacturing to Intel or GlobalFoundry?

Can Intel manufacture really make any for US companies? on 7nm, 10nm, 14nm?

Both dems and reps are talking about reforming the visas.

Everyone knows it is hot garbage.

The end is nigh.

Create a problem (mandated time in office), then waste inordinate amounts of time, energy, and money developing the solution.

And before anyone wants to spout off about a return to pre-pandemic conditions, I would like to say that before March 2020, I could work at home any time the need arose. My hours, my location, my badge swipes, my IP address weren’t being captured for purposes of senior leadership developing a better mousetrap.

Companies in the death throes of trying to stay solvent by cutting expenses often turn to Unlimited PTO as a cost saver. You don’t accumulate PTO, so it never needs to be paid if you leave. Rather, every PTO day becomes a negotiation with your manager. The end result is always less days off than you would have received otherwise. Is this coming?

Recent proposals for a 100% tariff on imported branded and patented pharmaceuticals will likely increase costs for Express Scripts by raising the acquisition price of dr-gs it manages.

As a pharmacy benefit manager (PBM), Express Scripts' business model depends on managing dr-g costs for its clients, and the tariff would disrupt its negotiations and supply chain.

The specifics of the tariff proposal, announced by former President Donald Trump in late September 2025, suggest the following potential effects on Express Scripts:

Higher dr-g costs: Express Scripts' profitability comes from its ability to negotiate rebates and discounts with dr-g manufacturers. The tariff on imported patented dr-gs would significantly raise the base price for many brand-name medications, potentially undermining or negating any savings the PBM can achieve.

Negotiation challenges: The tariff could dramatically alter Express Scripts' negotiating power with foreign pharmaceutical companies. While some large manufacturers may absorb the costs in the short term, they would likely seek to pass increases to PBMs and insurers over time, which would then affect their clients' premiums.

Supply chain disruption: The pharmaceutical supply chain is complex and global, and a 100% tariff could cause major disruptions, especially for specialized or critical medications. A dr-g shortage, exacerbated by a tariff, could force Express Scripts to direct patients toward more expensive alternative medications, further increasing costs.

Reduced competition: Generic dr-gs are excluded from the tariff, but the cost for generics could also increase, as manufacturers with thin profit margins may exit the U.S. market rather than pay the new import tax. This reduced competition could also remove a tool Express Scripts uses to keep costs down.

Uncertainty and potential for industry adaptation: The full impact is not yet clear. The tariff includes an exception for companies that are building manufacturing plants in the U.S., which has already prompted some manufacturers to announce domestic investments. If many manufacturers adapt, the long-term impact on Express Scripts could be different from the immediate, short-term price shock. The PBM will have to adapt its strategies to address these changes.

For Express Scripts, this situation creates significant risk by driving up the very costs it is designed to manage. How it adapts will depend on the final implementation of the tariffs, the response of pharmaceutical manufacturers, and the extent to which higher costs are ultimately passed on to its clients and consumers.

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?