#employeerelations

Good luck to those moving to RS. Do we know an actual confirmed number of staff who will tupe across and what what relationship to the product ie engineering, support, sales etc?

Don't ki-l yourself for this place. It's truly not worth it. The people running things now don't respect us, so why should we respect them?

It was great seeing our world class leaders post about Mother’s Day just days after they laid off mothers and pressure the ones remaining to figure out how to absorb the work. The ones that work 16 hours a day and work their teams to burnout posting about family time are especially hypocritical. What a special place our Verizon family is. The authenticity is contagious. Love where you work love what you do! Let’s go win another week!

Oracle laid off approximately 20,000 employees globally earlier this year. Former workers are now disputing the severance terms and forfeited stock grants. Many lost significant unvested equity, with one employee losing nearly $1 million. Concerns also include WARN Act protections and remote worker classification. Oracle reportedly declined to negotiate better terms despite employee petitions.

https://www.peoplematters.in/news/strategic-hr/oracle-cut-20000-jobs-now-employees-are-fighting-over-lost-stock-worth-nearly-dollar1-million-49657

Our leadership only cares about costs and stock prices right now. Long term? That's someone else's problem. We're all just numbers to them.

I've been here long enough that I've lost count of how many times I've raised the same concerns. Bad communication, broken processes, terrible leadership decisions. Every time, I think maybe this time they'll listen. Every time, nothing changes. And somehow, the act of complaining never gets old. Maybe it's because the problems are still there, or maybe it's because complaining is the only thing that reminds me I'm not crazy for being frustrated.

I’ve watched this happen multiple times. A manager decides they don’t like someone, not because of performance, but because of something personal. Since putting them on a PIP creates paperwork and leaves a trail, they go another route instead. Suddenly every little thing gets micromanaged, every email, every task, every break. Negative comments start showing up in reviews, every decision gets questioned, and the pressure slowly keeps building month after month until the person either quits or completely burns out and goes on leave. Then the manager acts surprised like none of it was intentional. I’ve seen this happen twice in my department alone. It’s basically a quiet firing method designed to leave no trace.

Who makes the list? Is it based on performance, salary, tenure, or luck? Which departments are getting hit hardest? Are newer employees safer or more at risk? What's the real business reason behind this? They won't tell us anything, so we're all just guessing and panicking.

Some companies have favorite departments or favorite people. Not Oracle. They seem to genuinely dislike everyone equally. From the newest hire to the twenty year veteran. Nobody is safe from the bad treatment.

I'm trying to prepare myself the best I can. If you've been laid off, what did you notice in the weeks or months before? Did your manager seem distant? Were you left out of meetings? Did your responsibilities shrink without explanation? I'd love to hear any patterns so the rest of us aren't completely blindsided when that meeting invite shows up.

I was laid off last week and I have to say I feel nothing but relief. I was one bad week away from resigning with nothing lined up. Now I get a package and a clean exit. I know not everyone is in the same position, so I hope the others affected are doing alright.

https://finance.yahoo.com/sectors/technology/articles/laid-off-oracle-workers-tried-225905651.html

Read "View Comments"

Meta got sued for age discrimination. See https://www.linkedin.com/pulse/called-them-dinosaurs-lawsuits-began-ai-bias-hiring-more-vanderburg-wff9c.

The data cited in the lawsuit is stark:

Employees over 40 were 1.5x more likely to be laid off than employees under 40.
Employees over 50 were 2.5x more likely to be terminated than their younger colleagues.

The workforce reductions last December appeared to disproportionately affect employees with older ages. Is there any public data support my observation?

We need all you wfh employees. But, NO, there will be no promotion opportunities for any wfh to move up. To move up you must move to a Hub. Just shut up and pretend like we are going to let you keep your jobs.

Layoffs happening soon. Affecting the Care Management team.

LinkedIn is on fire for employees leaving EM. It’s not the 5year employees but the ‘after 20years I’ve decided to make the move’ employees. People who are vested in the betterment of EM but have had enough of the constant beatings, low morale and drive to the bottom. Imperial have had more than 300 people resign / leave and now are operating at minimum safe staffing, Australia is on its a@se, people are leaving us here at campus and not being replaced. Until the headline hits the bottom line, EM won’t care but safety will be impacted.

My colleague was fired today, apparently she was coming into the office 4 days a week but only stayed for 5-10 minutes..

Not sure how they noticed but watch out.

Software engineer laid off some years ago from the firm. I know what it’s like to be laid off, and have interest in offering help to people in my field. I would like to volunteer my contact info for anyone impacted. For obvious reasons, I feel uncomfortable putting my contact info on this forum. Is there a way I can reach out to Fidelity HR to let them know I would be willing to be contacted by software engineers recently impacted by the layoff, so they can send my contact to people impacted?

Thank you.

But being treated like a human being instead of a soulless number throughout the process shouldn’t be optional.

Lately almost every conversation turns into someone talking about applying elsewhere, and a lot of them are willing to make less money if it means escaping this place. That says more about what working here has become than any employee survey ever could.

In fact, I wish I’d left sooner. I stayed because Verizon still had this reputation that made it sound like a career making place to work, and everyone around me kept reinforcing it. Looking back, I spent years putting up with bad leadership and a toxic environment because I thought the name alone made it worth it. The hardest part is realizing how much time I burned before accepting the place had changed a long time ago.

I know that probably sounds strange, but when layoffs actually surprised people, it meant they happened rarely enough that nobody was constantly expecting them. These days, layoffs feel so normal that there’s barely even shock anymore. We’re always waiting for the next round, so when it finally happens, it just feels like more of the same.

I am so confused and anxious... Is this layoff wave actually over?
I went through every single thread and what I am seeing is conflicting. People around me including my manager are clueless, rumors and guessing. Here I see that some posters say all impacted employees were already notified and May is done. Others report sameday notifications still happening, “quick catch up” meetings appearing, and leadership is refusing to guarantee no further cuts.... also - multiple posts suggest that phased restructuring will go thru June. Some say September. WTF???

Few monkeys were caged with a ladder and a hole to escape at top of cage. Whenever any monkey tries to climb the ladder and escape through hole, Huge force of Water is sprayed on them. Slowly all the monkeys tried to pull the climbing monkeys and hit. No monkey climbed even if cage was open.

Similarly, even when employees try to use their skills, management is pushing towards AI. eventually employees will lose their own skill and when they are out, they feel like they are lost in market and will try to go back to Oracle cage.

Shameful Peanut Monkeys

Not the "handout book".

Thank you for your attention to this matter.

The staff reductions span Georgia, Louisiana, and Michigan, impacting a wide range of positions from headquarters-based corporate roles in Atlanta to operational employees in different field locations.

https://www.harianbasis.co/en/packaging-manufacturers-layoffs-facility-closures

It makes everything so much more stressful. Not that I expected them to care, but still.

Can anyone explain why employees are still being required to complete their PDS even though they’re already being laid off in 2026? HR is saying it’s mandatory if an employee doesn’t yet have an official termination date. Honestly, what’s the point of going through this process when performance results won’t matter anymore—unless IOL just wants to rank these employees at the bottom to boost the ratings of those who are staying.

In the U.S. healthcare town hall this week Bryan H. said the “vast majority” of 2026 layoffs were done by Feb. and now they're primarily looking into IFP.

Well, there were just more layoffs in Dental yesterday. This is on top of about 15% of our org being cut in Jan/Feb so it’s clearly not over yet. We’re really going to struggle to keep the business going.

Anyone hear of other layoffs this week?

Haven’t heard a peep from him in quite some time - since the earnings call?

I remember many years ago an employee who was 53 dared exxon to fire him. He was arrogant and rich so he did not cafre. He was told by hr that he did not have to complete the DPC. He barely attempted to do any of the stuff on the plan and even missed many of the meetings with the boss. In the end he passed and was left alone for a few more years. There were many loke him as we called them retired in place. One machinist just walked around all day with his coffee. He worked on a single part for a months just taking his time. Another NRE fellow would hide out all day and disappear. One old guy told the management he did not deserve to be on dpc and refused to participate. He passed as well. Even employees on pips passed at high rate years ago. It has all changed now and the pass rate is very low. Pips used to be common when you were in your sixties now the can happen at any age.

Any IT people here who can run a quick compare on number of people in the email directory before and after the cuts? I see number of posts claiming different numbers, execs are silent, instead of spreading rumors maybe we can try to figure out the real number. No, you may argue that the number is internal, but since you can legitimately buy (ZoomInfo, SalesGenie, RocketReach, Lusha, etc.) the entire email roster of pretty much any large US company this argument would not stand ground.

This years bonuses were not paid in the US but were paid in India sending a clear signal of what is to come. Over 50% of US technical staff was laid off in last year's annual blood letting with a high probability of more to come again this year, perfectly timed after everyone works ridiculous hours finishing all the back to school work. Headcount continues to grow in India and even more of our US associates will be on there street after this years annual "event". For a US company, providing educational services to US schools, to prioritize employees in another country is akin to having American flags made in China. If that was not enough; efforts like Texas's Bluebonnet curriculum directly take aim at companies like HMH making their product obsolete. Sad state of affairs for US employees, and US schools.

Eugene School District 4J issued layoff notices. A total of 176 employees received these notices. The notices were sent on May 1. This action addresses a significant budget deficit. The district faces a $46.4 million shortfall.

Eugene, Oregon

https://www.registerguard.com/story/news/education/2026/05/08/eugene-school-district-4j-lays-off-176/89968393007/

USAA has a policy that all new roles are in office. Remote employees that post for new roles must move to an office location if they want a new role. It also has a policy that all roles are posted for at least 5 business days. This does not appear to apply to all people. Good ole boys get special treatment. The bank just hired a new chief compliance officer and the role was not posted. The new chief compliance officer is also remote and does not appear to have moved to an office location. What gives? Why is there special treatment for certain people while the rest of us remote employees are stuck in our roles unless we are willing to move?

PNC implemented a five-day return-to-office mandate this week. This policy requires most employees to work onsite daily. Many employees expressed strong negative reactions on social media. Concerns include long commutes and childcare challenges. PNC states the policy supports collaboration and culture.

Pittsburgh, PA

https://www.pghcitypaper.com/news-2/labor/amid-five-day-return-to-office-mandate-pnc-employees-vent-on-social-media/

Ticketmaster cut approximately 350 jobs globally. This reduction represents 8% of its total workforce. The layoffs primarily affected engineering, product, and design teams. The company cited stronger prioritization and restructuring efforts.

https://qz.com/ticketmaster-layoffs-350-jobs-engineering-design-050726

Haverhill School Superintendent Margaret Marotta presented a draft $137 million budget. The plan includes increasing rental fees for school facilities. It also eliminates 17 positions, mostly vacant or due to retirement. Three current employees losing positions will be reassigned within the system. These measures aim to balance the budget and avoid widespread layoffs.

Haverhill, Massachusetts

https://whav.net/2026/05/07/haverhill-schools-release-draft-137m-spending-plan-without-layoffs/