#employeerelations

A I-9 audit is in progress. Gainwell is doing their due diligence to ensure all onshore employees are legally employable. Could be setting themselves up for a future sale.

I want to start off saying that the TIAA associates and people I've worked with are great but the silos and Management are running the firm and the associates into the ground which only hurts participants.

Having worked here for a long time until being forced to leave due to Denver closing (not offered relocation) I am astonished how far in the Stone Age TIAA is.

Every business being its own silo prevents learning and keep employees held back when they are trying to find a role outside the firm. It’s easy to believe I had several roles in different areas at TIAA. They teach you just enough to keep you here until a point they don’t need you anymore. Which makes sense why I couldn’t get a job offer elsewhere until being let go having to re-learn same practices and new things not taught due to silos and getting rid of bad habits taught at TIAA.

I couldn’t be happier where I am but am sad that this company is an even bigger dumpster fire after leaving than it was my last few years there.

I’m currently remote and looking to relocate with my spouse, who just received a great offer in a different city. While the bank doesn't have an office in that specific city, it does operate within that state (the nearest office is about 4 hours away so I will have to continue remote). Has anyone remote (geocode C) successfully made a move like this in the last 3 to 6 months while staying remote?

Until when? I've heard so many different things at this point I can't keep track anymore.

ASML revealed plans to eliminate about 1,700 management positions, representing around 4% of its global staff. The cuts focus largely on technical and IT teams, and weeks after the announcement, employees are still waiting for clarity.

https://www.tomshardware.com/tech-industry/asml-workers-still-in-the-dark-seven-weeks-after-1700-management-cuts-announced

They gutting Poly persoanl world wide hiring cheaper hires.

Is anyone familiar with what circumstances must be met to qualify for an exception to remain home based? I’d like to know before submitting my request.

Dutch semiconductor equipment maker ASML announced layoff plans. The company intended to cut 1,700 management positions. This reduction impacts about 4% of its global workforce. Technical and IT departments were the primary targets. Seven weeks later, the process for affected employees remains unresolved.

https://www.digitimes.com/news/a20260316PD235/asml-dutch-layoffs-equipment-2026.html

Warner Bros Montreal has experienced an unknown number of layoffs. This occurred amidst the acquisition of Warner Bros by Paramount Skydance. Employees shared news of their cuts on LinkedIn. The layoffs affected various departments, including producers and designers. Cost-cutting efforts are common during major company acquisitions.

https://wccftech.com/warner-bros-montreal-hit-with-unknown-number-of-layoffs-amidst-paramount-acquisition/

At least 30 people, up to the director level. Not a big number but converse doesn’t have any people anyway.

Master plan is to cut deep and manage by moving IDC resource to US using L1B loophole if the situation demands. Good luck folks.

https://www.minichart.com.sg/2026/03/14/optimum-communications-inc-files-8-k-report-detailing-director-changes-and-compensatory-arrangements-march-2026/

Starting to hear of the March round taking shape. Know of 1 in HR. What’s everyone else seeing?

At the last town hall they said layoffs were done and we had the right people in the right places. But more people were rif'd last week. Not sure what to believe.

:(

Working in tech is such a reliable way to plan to raise a family, with long-term employment stability.

https://www.reuters.com/business/world-at-work/meta-planning-sweeping-layoffs-ai-costs-mount-2026-03-14/

NEW YORK/SAN FRANCISCO, March 13 (Reuters) - Meta (META.O), opens new tab is planning sweeping layoffs that could affect 20% or more of the company, three sources familiar with the matter told Reuters, as ‌Meta seeks to offset costly artificial intelligence infrastructure bets and prepare for greater efficiency brought about by AI-assisted workers.

How is Intel more efficient when I spent all 8 hours today approving entitlements for people in this AGS system. Is this efficiency?

what are u hearing.

Post any high level details of what you are seeing this morning (or if you were impacted).

Whether it’s true or not that the company must slash 50% of the workforce to survive, the number of employees has always boggled my mind. Where are all these people working, what groups, regions? Now we are 2x after the Lex acquisition, and it is even more of a mystery. Who has insight?

Is it true that the bank won't allow for a manager to write a recommendation for a former employee?
In my particular situation, I used the LinkedIn recommendation tool and requested one and that was the response I received.

I tried this because a former coworker of mine mentioned they asked for one and they had no problem in getting one. So I thought, well why not? Even my manager said to me when we said goodbye, that if I needed anything at all please reach out.
What else could they do to help besides give a recommendation etc.?

I almost feel they could if they wanted too they would, but for some reason, albeit a personal reason (though they would never admit) is causing them not too.

It hurts so bad to be told and thrown out of a job from someone you really went out of your way to assist on many occasions and gave praise and encouragement and built a meaningful relationship with business wise.

The fact because you're not able to travel the 3 days a week because you can't afford to get there was the only reason you didn't stay.

Its alarming when they stop speaking to you and delete you off all social media for no reason. Wont respond to you no matter what when attempting contact to see how they are doing.
You feel it's because of that (leaving on good terms, told to stay in contact, so what else could it be)?

I can speak for many I believe that a fully remote no questions asked option when we all came back from covid should have been a reality. This whole location strategy and layoff fiasco could all have been avoided had this happened:

For example **

option A: Full-time remote. There will always be enough people to fill the offices so I don't know why there is/was such heavy handed approach towards that.

Or option B Full office: Everything as usual for whoever wanted to go in.

Those are the only options that should have been presented after coming back. The choice should have been simple and permanent, everyone would have been happy and life could have continued on as intended. I'd still be working there, if they weren't so strict on wfh.

Has anyone else noticed promotion outcomes in their organization that just don’t line up with performance or tenure?
I’ve held my current role for several years with consistently excellent reviews: top-tier, not one bad year. When the latest promotions came through, not a single male in my position was advanced. Every promotion went to female colleagues, some with less seniority and thinner track records. And this wasn’t isolated to my role, the same pattern played out across other positions in my department.
I’m not someone who jumps to conclusions. I get that promotion decisions involve factors we don’t always see. But when the pattern is this consistent, you have to ask: is this merit, or is something else driving these decisions?
Anyone else experiencing this?

We got a new ME about 18 months ago. Since then, I've spoken to him like once. Meetings are cancelled or he just never shows up. There are no 1 on 1's. My year end scores might as well be a lottery as my ME has no idea what I am up to. We're being deluged with work from all sides (especially from CEME teams who are a fu--ing disaster and think they run the company) and having to manage it ourselves. We're being given no protection. I don't think he's in charge of any other teams, so I'm struggling to see what he actually does on a day to day basis.

Anyone else seeing a complete lack of leadership at the lower levels?

I heard that we have evacuated most, if not all of our employees including the secondees or we leaving the secondees in as it will impact the relationship. Do we really care for our folks there

Reading my emails after a few days off and see we're supposed to support each other while our colleagues get laid off then an hour later a message asking us to donate to the Elevance PAC.

What phenomenal leadership.

Approvals take weeks, crashes are daily, and we're all just clicking through junk pretending everything's fine. It’s embarrassing and exhausting.

That’s the rumor swirling. Allegedly Wednesday. Does anyone know who exactly will be affected? I remember an article from February saying that 15% of the staff will be cut in the spring so I’m guessing that’s now.

how is mas treating you guys?

HR will protect the company not you

HR is there to protect the company. You will experience retaliation.

She is the best Intel could pull in this day and age I guess? I am confident with her coding background and her ability to be so fluent in AI Intel will be back in no time.

She could use a Dale Carnegie course though.

#accountantwithnoITskills

Hey…US Management…hopefully some of you will read this and realize that you’ve so misunderstood and mismanaged the international business that 80% of the workforce couldn’t care less anymore and are begging to be laid off…I’m sure you can get AI to cover it all off

Is it just me or is everyone in or that they promote to leadership roles resemble the dudes in college who would do keg stands? A totally weird chest thumping group of dudes. Many who seem to be clinging to the good all days when they were athletes and now dress like guys that are competent, but really just brown nosed all the right people at all the right times. Bird brains with serious bravado. Not one that can actually solve any problems, they are just real good at deep throating. They certainly never disagree with the big wigs. So many bad decisions made by the EC and no one with a backbone to disagree with them. Not entirely their fault I suppose. The big X let go of anyone who openly disagreed with them long ago. Obedience is the standard, not brains!

Band 4 manager here. I’ve lost a lot of talent over the past year due to RIF. As ops has moved over to HIH there’s a whole team over there doing stuff we deal with. Their manager pulled me into a meeting to say his employees were complaining about mine. Mainly that we are slow to respond, and that my team isn’t “nice.”

I asked for specifics and if anyone was unprofessional or outright rude. Turned out the HIH team doesn’t like that my team is direct, asks them to repeat when they don’t understand due to language or the ask is unclear, takes initiative, and basically does stuff fast without explanation because we don’t have time and have too much to do.

More discussion led to him asking me to have my team slow down and be more “pleasant” and to engage in back and forth rather than just getting to the point. I told him my team complains that they get pinged with just “hi” and won’t respond unless there is something actionable too. He asked for us to spend more time helping his team with their work so the can learn and get better and that my team has told his they don’t have time. I agreed. And I said as long as they are being professional, I can’t expect more from them because they are watching their friends and coworkers lose jobs that are being given to HIH.

HIH manager was very surprised and didn’t realize that what was going on. I said as long as we meet SLA then that’s that and I don’t expect my team to respond same day for anything that isn’t a managed incident.

Anyone at HIH on this forum, be glad we are interacting with you professionally. I’ve had team members express downright hatred for HIH. Nothing against you personally, but Cigna is firing us to give you jobs, so don’t expect friendliness.

None of this is sustainable. I’ve told my Director to put me on the layoff list. When I have to bite my tongue to avoid yelling at HIH, and I get no answers from above other than more RIF is coming but my team is okay because we are 20:80, I can’t do it anymore.

The majority of people whining about this contract extension are the ones retiring in the next 4 years. They’ve taken everything away from you. Your pensions, your retiree healthcare, and your job security,

Now they want to take away what little you get with this extension for their own benefit. Your raises, your increased payment towards your medical in retirement, even more job security, your extra work that secures your place in the company, etc, etc. All of that because they have pay a little bit extra into their healthcare.

NO MORE!!

These old farts have ruined the union and are looking to make sure it stays ruined for their benefit. The majority of them have barely showed up for work since they started. They are parasites, abusers, and a cancer and their retirement will be our savior.

VOTE YES!!

There was a REAL shop steward who carried more weight on his shoulders than anyone realized. Some say he was about to become the chief shop steward He was a really good steward and a good person who endured unimaginable loss. He turned the K&L bay around on all three shifts, and back then everyone knew it—people were disappointed and very very angry before he stepped in, and he fought every day to close the wage gap, improve health insurance, and push for better retirement. Fair and equal pay used to be the core of what the/a union stood for. Cell leaders back then would tell him GE will close the doors have to remain competitive and he would tell them no one would care look at the place plus who else makes the product we make.
But every contract, more was taken away. The D-rates were treated like gold while the T-rates were treated like third-class citizens for the first 4-5 years. With everything he was dealing with personally, it’s no surprise he acted the way he did. He said you only live once try to make it better like GE use to be. He masked the trauma very well members would ask him how he keeps going? But he still showed up and fought the fight 100% with those scars.
No one really knew what he was going through deep down. But everyone knew what happened in his life at that time even The not so HUMAN resources, personnel aka Nicole and Jason.
He didn’t take a sever-ties package. He just needed a break. He resigned with a full month’s notice. After seeing 200 people or so loose their jobs. Co workers the union brotherhood he fought everyday to make waves on split pay scale and T Rates getting treated like rubbish. Versus D rates getting treated like gold.
Fast forward-
When hiring picked back up again I told him to reapply. He got an interview a few years ago, but it sank immediately. He interviewed with Nicole from HR and he said she clearly wasn’t happy she stopped in her tracks when she asked him his name she was shocked he was even in the room—she just went through the interview motions. He knew right then he wasn’t getting back in.
I also spoke to HR—Nicole and Jason—before that interview. They told me directly that they would never let him back in. He was blackballed.
There is nothing “human” about a Human Resources department that treats people this way. They’ve always been against the union, and this is just one more example! So think twice! Don’t fight the fight! Be a puppet let the union leadership make back door deals.

He used to be a shop steward who was steady, calm, and genuinely committed to the job. Then his life was hit with two devastating tragedies: first his mother was ki-led, and not long after, his 15-year-old daughter was ki-led. Even through that grief, he continued to show up and fight for the members.

During the 2017–2018 layoffs, he finally resigned. He was dealing with overwhelming loss and felt stuck in a cycle he couldn’t break. His therapist suggested that stepping away for a while might help him move forward after the two tragedies that happened just a year and a half apart.

When hiring picked back up, he reapplied again late last year He interviewed with the bar shop cell leader, who was highly impressed with him and specifically needed someone with his experience and leadership in the bar shop. Despite that strong recommendation to HUMAN resources department Jason and his proven track record as a go‑getter who always went 100% for the union, HR (Jason) still blackballed him.

No second chance, no acknowledgment of what he had been through—just a closed door. No chance to show how he overcame tragedy and was resilient to overcome adversity. Only a strong person who brought the good fight for the cause to make things better.

He’s a very good man with a very good heart who endured unimaginable loss but yet still tried making things better for the split pay scale, no pension issue and better healthcare. And now he’s permanently shut out by Jason in HR. A real example of how even the strongest union supporters can be written off for reasons that have nothing to do with their work quality.

All the so called friends he had that he represented only a couple reaches out to see how he is doing. Only a few even say hi in public.

He was a steward of around 25 members. Managment did not mess with his crew to much. I’ve seen managers and cell leaders shake when he was around them. Ops leaders and cell leaders hardly came down when the legend was around. Now look at the place only if he could see it now and laugh at the union weakness.

Long live the legend who raised he-l and didn’t back down for the membership for the cause. We need the legend back!

Nothing has changed except headcount.
A little lower, still much more headroom to cut. Applications causing slowness in employee work (see AGS). Many office employees provide little to no value. Same old RTO complaints now have evolved to badging in and going home shortly after with no HR ability to counter. No corporate AI strategy as of March 2026, No PQ strategy as of March 2026 how is that possible? People that are not capable of keeping up with any communication methods yet they remain employed here. This place is a zoo at this moment in time.