#employeerelations

Recent Town Hall someone asked about more layoffs and the answer was clear - Enbridge isn’t doing any more mass layoffs. So they told us what we want to hear but they are just playing games. They are doing micro layoffs instead and just keeping quiet about it.

Was just laid off today. Cloud Engineering. I know of at least 6 others

All new hires WW have to be approved Alvind and he wants a genuine business case. He doesn't even trust his direct report to sloths to make a good hire.

CTX is the worst. I don’t know anyone, other than a handful of a$$ kissers that don’t do any real work, that are happy. One of you leaders with some b@lls needs to step up and make some positive changes before all of the good people are gone or too burnt out to care.

I went from being a confident, successful professional to having to seek therapy and medication after working at US Bank. Worst experience of my life. The company is chock full of good people who have turned mean for survival. Thank god I’m no longer there, but the ptsd is real and is taking much longer than I thought it would to heal from. I hate how hard I was on myself when I worked there. The company is culture is messed up. Everyone there needs to be kinder to eachother.

When the strategy is "do more with less," somehow it's always the people doing the work who end up doing less... because they no longer have a job.
Another round of collections and IT displacements. The folks who kept systems running, helped customers, solved problems, and cleaned up the messes are thanked with a meeting and a severance packet.
Nothing says "valuing people" quite like calling layoffs a "business transformation."
Wishing everyone impacted the best. Companies can replace positions on an org chart, but they don't replace the experience, dedication, and relationships those employees built.

Layoff detector fired off today

Elevance Health Layoff DC 85 employees Jul 27, 2026

https://layoffdetector.com/?q=Elevance%20Health#notices

Take a look at product. Bodies are being moved around like chess pieces for protection while honest hard working people are getting cut. Eventually y'all will be checkmate.

how many dei employees did aap originally hire? and how many do we still have calling the shots?

I think some people are missing the point of other posts regarding if one should be worried about their job or not. YES alot of people know we weren’t eligible for the VSP including myself, we get that, we know…….but that doesn’t mean we aren’t worried about our jobs either! Those that have a separation date know at some point their job ends, but what about the ones that dont have that? I see lots of people saying what their department head or PL tell them, seems like you all have way more information than those who weren’t eligible for VSP. If we’re NOT eligible for the vsp does that mean we’re safe? With a lot of us having less than 2 years what are the odds we’d get cut? Ive heard nothing regarding the call center……nearly everyone on ny team has been here over 2 years……so if they all get cut by accepting the VSP or Involuntary layoffs…..what would that mean for me or my other coworkers?

So i just called the VSP line and inquired about my designated separation date of March 19,2027, whether that’s going to change. The lady I spoke to says that’s unlikely to change.
Thoughts?

Does anyone know how hard it is to get a transfer to another job location? I want to go from Westlake to Jersey City. Thanks!

I’m seriously at my breaking point with this company. While i know it’s my choice to stay and deal with it, it still doesn’t take away that the way we are treated here is so gross. The administration, the higher-ups, whatever you want to call them, are once again not filling in roles for people who leave the company. I’m so tired of the corporate culture. They work us to death, they consolidate positions adding more workload and stress without compensating us fairly or not even at all and in return, we get an email that basically says “we hear your gripes so in return, here are 5 more refrigerators for your pantries. Are they effin for real? The people are doing all the heavy lifting, get crapped on while Tony and people 3-4 tiers below him are making a nice salary and bonus. It’s absolutely ridiculous and disgusting. A company that used to pride themselves on work and life balance has back pedaled on that significantly.

Where do you start if you want to explore VR opportunities? HR?

Noticed some quiet promos in streaming on the P+ side. Anyone else see these?

It’s a spending spree now that the company got more help! Teams traveling the globe and enjoying entertainment and fancy dinners.
Yet-we are in debt and are taking on more debt.
Not to mention the 6 figure work from the coach and pool side positions.

John should be realizing with all this cash, employees are looking around going what about us? He and the executives will be making cash for themselves but we don’t get anything extra at all for all these record breaking results.

Him and those over paid HR goofs better start thinking of ways to give employees a bit more or the motivation to keep preforming won’t be there.

Wells Fargo newest tactic of getting rid of bodies is to demote people. HR demoted a significant amount of people with the rationale that the work is not important (anymore). The teams were very involved with the regulatory oversight and consent orders but apparently that's not important anymore. So beware guys. It is a bit wild considering their just taking peoples titles and officer titles away, demoting some people from salary to hourly. Even directors weren't safe from the wrath.

There were layoffs in CDM again. Anyone know how many? If you were impacted, it will likely list the roles and number in your separation document.

Unable to sleep knowing there'll most likely be more cuts. I wish they were able to wrap this up in a single day.

• Wellstar stated that exactly 761 employees from the corporate and shared services functions, and certain administrative roles, will be laid off.
• This round of layoffs will not affect any frontline medical workers.
• The company did not specify exactly when the layoffs would go into effect.

https://www.fox5atlanta.com/news/wellstar-layoff-nearly-800-employees

I'm so tired of the "we're family" speech when they need me to work late or take on extra projects. The moment I ask for a fair raise, it's "business decisions" and "budget constraints." If we're family, treat us like it. If it's business, stop pretending otherwise.

The team is great, but the culture is completely broken. To everyone still there, I know it's a rough job market, but there are better places out there if you are patient and take your time to find them.

I've seen great employees kept in place because their managers didn't want to lose them. They make their department looks good, manager looks good, but they end up stuck because their manager sabotages their advancement for their own gain. If you've been stuck in the same position for a while and don't know why, this might be it.

If it was offered? I need this job, but I'm thinking there are those who wouldn't mind leaving with a package. Wouldn't it be better giving them that opportunity and saving some jobs for folks who really want to stay instead of starting indiscriminate cuts right away?

Centene should give all employees with an approved vsp + separation date beyond 9/4/26, a quarterly bonus for staying and still pay their full severance!

The wait for redundancies is ki-ling me. Can they just hurry. This is soul destroying.

Charles Schwab sits on a mountain of cash and still can’t be bothered to pay its frontline people a living wage. CEO Rick Wurster talked about raising salaries because the cost of living keeps climbing… then quietly didn’t follow through this year. Meanwhile the company rolled out a fresh $20 billion stock buyback in July 2025 so shareholders and executives can keep getting richer.
CS&S workers and the rest of the frontline grind every single day under that pressure. But leadership still loves the corporate Kumbaya about “seeing through the customer’s eyes.” Funny how nobody ever has to see through the employee’s eyes while they’re drowning.

Uh oh. Time to start applying for jobs again. I turned down offers in 2021/22 and regretted it. I’m not missing the boat this time. ATT is about to have a major problem with talent retention.

Source: https://wsj.visitlink.me/BrNZ0-

America’s biggest companies say they might need more people after all.

For months, major employers treated hiring as an expensive last resort. Now, a shift is emerging across industries.

Companies ranging from railroad giant CSX to Google parent Alphabet have told investors in recent days that they plan to hire to meet growth goals or to seize on emerging technologies.

The push to expand head count, at least modestly, is a reversal from the prevailing corporate messaging during much of the AI era.

Major employers largely held back on adding people due to economic uncertainties or a belief that artificial intelligence could shoulder more tasks on the job. But some executives say the costs and limitations of AI now demand that more people be added; others want to hire people back following layoffs.

I WAS FIRED AFTER 15+ YEARS OF SERVICE- HAD A CALL IN MAY THEN IN EARLY JULY WAS FIRED WITH OTHER IN THE STORE - MANAGER? STILL HAS A JOB - THEN NOT EVEN A WEEK LATER THEY TURNED OUR STORE ALONG WITH MANY INTO A RESELLER... THIS WAS DONE ON PURPOSE/PLANNED TO GET RID OF OLDER EMPLOYEES ACROSS THE BOARD INCLUDING SOME DM's - I'M SEEING A LAWYER BECAUSE I WAS WRONGFULLY TERMINATED ALONG WITH MANY - THIS WAS JUST ANOTHER LAY OFF METHOD FOR MANY - VERIZON SAYS 7 CUSTOMERS DETERMIND MY FATE OF BEING FIRE BECAUSE THEY DIDN'T UNDERTSAND THE BYOD+ OUT OF THE MANY YEARS OF HELPING CUSTOMERS - TRUST ME WHEN I SAY IN A ROOM THERE WAS A CONVO ABOUT CUTTING EMPLOYEES AND THIS WAS JUST A EASY WAY FOR VERIZON TO PROTECT THEMSELVES FROM A WELLS FARGO LIKE LAWSUIT - FOR TWO YEARS WE COULD DO BYOD+ ON DPP AND SAME DEVICES BUT AFTER JAN 2026 THEY CHANGED THAT...AND OUR MANAGEMENT TEAM DIDNT EVEN TELL US!!!

Folks just look at how they have handled everything since June. The rhetoric they use, the moving of timelines, misleading information and that's not counting all the other shenanigans this company has pulled over last 3 to 5 yrs. They dont like us and it's obvious they wanted to see who was disgruntled here and to make themselves look better with investors. They have no intention of paying out all these VSP and understood that by doing this ppl would quit or be so mentally gone thst they start to struggle.

My colleague and I are working on a project that has resulted in required overtime. He obviously gets into the office three hours after me so I have to stay on later/longer to make sure we’re on the same page.

If I take a couple hours off for a dental appointment, I don’t get paid overtime that week; however, if he takes an entire vacation day and gets 4 hours of overtime the rest of the days, he gets paid time and a half.

I get that it’s due to the California laws, but I really think if the company claims everything has to be equal when it comes to engagement, the same rules should apply when it comes to our compensation because that’s where it really matters and where we really feel frustration and exclusion. It certainly puts a damper on the culture and team dynamics.

I know the obvious solution and I intend to log off at the end of my shift. If my peer needs to connect with me, he can get online early since they’re paying him overtime either way. It just su-ks. The company can’t be like other companies (and countries) and not take advantage of overtime loopholes that sc--w employees.

US coworker had lay off call today. Termination date not until December 2026.

So when is the experiment going to be over? So much expected for every level of employee except the big wigs, when does it all end? It has to be close, if not months until the end of dsd. Don't let the company fool you, everyone knows the latest rtm experiment is intentional. All the intentional order padding.

Who got vsp approved? What department? When is your last day? How long have you been with the company.

I am a nurse rand last day is 9/4. 13 years with the company.

Hi all, I'm Ike Swetlitz, a health journalist with Bloomberg News. I cover health insurance, among other topics.

I've been reading a lot of these posts about the buyouts. I'm trying to learn more, for a story.

If you're interested in speaking with me, I'd be grateful if you could contact me at iswetlitz@bloomberg.net or 630-544-9414 (cell phone - Signal / call / text / etc). You can be anonymous -- I will NOT print your name unless you give me permission. You can also find my contact information on LinkedIn or send me a message there (https://www.linkedin.com/in/ikeswetlitz/)

I'm trying to learn more about how many jobs are being eliminated, and when the buyouts are actually happening (now vs next year).

Thank you!

Any thoughts on authorization departments? Anyone recieved later dates then May 2027?

Arizona is led by a VP of Network and Contracting who seemed completely disconnected from what it actually takes to build successful departments. Every decision bottlenecked at the top, progress stalled, and problems lingered until they became the norm. Yet somehow the answer was never better leadership—it was always another initiative, another slogan, another “Mission Simplify.”

Mission Simplify wasn’t a solution. It felt like an admission that the executives couldn’t solve the problems they were paid to solve, so the burden was pushed onto the very employees who had been carrying the organization all along. Workers were expected to innovate, fix broken processes, absorb impossible workloads, and still somehow drag leadership across the finish line.

That’s the real tragedy: executives collecting major salaries while frontline employees did the heavy lifting. Then, when the consequences arrived, the people who built the company were the ones shown the door.

Leadership isn’t measured by titles or résumés. It’s measured by results. And when departments crumble under poor direction, accountability shouldn’t stop at the people doing the work.

There’s a certain poetic justice in discovering that a title alone doesn’t create value. Eventually every leader has to face the same reality as everyone else: your paycheck should reflect the impact you make, not the position you hold.

Anyone know if they are expanding RTO still? Has anyone been able to get an exception?