#employeerelations

The contract will be revoked and all the people servicing FT will lose their jobs, that's how this farce is going to end. They keep firing experienced people for a bit of saving and hiring unqualified juniors in their place. This is not a valid strategy and both the clients and FT feel that, and it's already happening. I wish it wasn't so but it will happen sooner or later.

I hope my rude and incompetent manager gets fired soon.

title says all

Wondering how many of you all in here are from the core Nexient company?

Really miss the old days where stuff was running so much smoother, Nexient as a whole was much better than NTT and layoffs? Pft, unheard of from me in Nexient.

Please tell me I am not the only one in here.

Looking to switch to a different area within Truist. How confidential is the process? I received a decent performance review, but want to pursue an area more aligned with my degree. If I apply for another role internally, is my Manager given notice any point during the application OR interview process? Does anyone have insight into if, how, or when my current Manager may be notified?

I'm so tired of this. People who want to leave, who'd love a severance package, are stuck here waiting for the axe to fall. The company drags it out like we don't have lives to plan. This was a good place once. Really was. Now it's just gray and empty and I don't care anymore. I hope everyone here lands somewhere better whether they stay or go.

Has anyone who was let go on the 19th received the email with the info on their bonus payout yet?

I spent years at Humana and genuinely loved chunks of it. The mission, the work, some of the people. But the last couple years were rough. The workload became impossible, the appreciation dried up, and the manager we had, I've never seen someone less suited to lead. He ran through good people like they were nothing. I went to management repeatedly, told them I was overwhelmed, and offered solutions that would help everyone. Each time they found a reason to say no. It was either too hard, or too different, or not how we do things. Eventually I left. Now I'm watching what's happening from a distance and all I can say is I am so glad to be out.

What's the big SMS announcement?

Dear Citi,
Trust is very costly feeling it’s difficult to gain and easy to loose. You and Managers are loosing that,No employee trust manager here.

Considering they demoted the majority of sr managers last February... Which su-ks bc my manager was AMAZING! New manager/director is cool but he has no clue wtf we do on a daily basis and has no personal relationship with any of us.

I've never gotten below a 4% raise so hoping for a 6% this year at least.

If you got your letter and you opt not to move, how long until you’re given two weeks notice to leave?
A couple weeks? A couple months? Whenever they feel like it?

Fire the tech mod and other creatures that only increase bureaucracy and create the appearance of savings.

The HR IT Team is currently in the process of migrating the RTO Badge Tracking tool from a Tableau report to a full-fledged internal web app.

They are working with Jeff's org CTXO to use Gen AI to do this more rapidly then they'd be capable of doing otherwise.

Once this migration is complete, they will have complete turnstile API access and plan to start showing badge in & badge out times. Currently, managers who have access to the tool can only see whether or not you were in office that day, at home, or took PTO.

These are the facts. My personal speculation, after witnessing how gung-ho this team is about this effort, is that they are going to add a lot more than just time-tracking to the app. I believe that the next thing to go will be the "Half Day PTO" trick that many of us use to have WFH days or manage things like home repairs, doctors appts, etc. Currently, they don't have the access they need from Workday to differentiate between Full Day & Half Day PTO, so they just count it all as In-Office.

I believe that we are in for a very dark year ahead regarding RTO. Leaking this info now so people can plan ahead and stay informed.

This week, management informed over 200 people including managers, supervisors and leads that they are planning to offshore all of our home mortgage loan roles to India. Not sure how you can call yourself U.S. Bank when more and more employees are not located in the U.S. scary to think everyone’s personal data will be available to non-US residents. I’m sure our lenders and borrowers will be ecstatic to hear this (they clearly don’t want this to be brought to their attention since we were told multiple times what to do if media encounters us). It’s very sad to see so many employees and leaders all being kept in the dark. Thank you to our fearless ceo Gunjan and shareholders 🙄

In a recent department all-hands, we got to hear that raises are going to become a thing of the past for a lot of us:

“…the composition of your compensation may look a little bit different. So you’re going to see more of your compensation reflected in your AIP and LTI and potentially less in your merit. That’s just how the new structure is set up… That gives us more of that merit pool to focus on those lower grade employees that don’t have that full package, who don’t have AIP and LTI. And so we can give more merit dollars to the folks where it will make more of an impact to their day to day lives, and compensate our executive management the way that the package allows us to do so, focusing more on the AIP and LTI. It is still discretionary; it will be discretionary to managers to decide how they want to distribute that, so I’m not saying that if you get AIP and LTI you’ll never get merit, that’s not what I’m saying... that’s not the message I want you guys to take away. You will still be compensated, it just may look a little different. You might not get as much merit. Maybe in some cases you don’t get merit, but you’re getting more AIP, you’re getting more LTI…”

Thoughts:
AIP: If an employee's base never changes, the AIP will likely not change either as it is a % of your base. Also consider how many times you actually hit 100% of your AIP goal.
LTI : This gives the company 3 free years as your "award" has to vest over that much time. When you leave (for whatever reason), you lose all that in between money. An award in 2026 is not seen or heard of again until 2029. Considering their pro-attrition stance...

Does anyone remember the timing for last year’s buyout offer? I finally hit the 'magic number' and hoping for a repeat of last year’s offer.

Directors that say yes to every request from VPs no matter how ridiculous or last minute the ask continue to survive. They have their head so far up the VPs a$$ hoping to advance their own career with no regard to their team. Truly a good ole boys club at that level. At the end of the day every employee is just a number with a salary that will be the deciding factor in the next round of layoffs. No amount of extra effort will be taken in to consideration, so take your PTO and enjoy time with friends and family.

You could be sick on your death bed and Humana will still want you to call in and report your absence

Legit said the pay was under market, that the raises I am stating are "best case" are far below market for role, and that nominal cash bonuses with zero equity upside mean: "we aren't paying to keep you or grow you."

This was the UHG CoPilot, not some outside source. Our leaders told us to use AI for professional development and job work, and wow! LOL

Is the lack of managerial support a new Humana tactic to quiet fire employees? Have you noticed a lack of leadership? I have and I’m pretty sure Humana is using this new tactic to motivate you to leave.

A list is being drawn up of expats that have left owing to the security situation. Expect reprisals.

where is the “button”? is there a “goto”? Is there an app?

does one send an email to the supervisor first before using the official avenue to HR?

Hi all,

I recently received an offer from PayPal. However, I’ve been seeing a lot of concerns on Blind about potential layoffs, especially with the recent CEO change and stock price drops.

Does anyone know how PayPal typically handles layoffs with very recent hires? Are new hires usually affected in restructuring rounds?

Also, if layoffs were to happen, how soon will be?

Any insights from current or former employees would be really helpful. Thanks!

Hello IBMers - For folks here who received received their employment verification letter for themselves or third party after RA action. What does the employment verification letter date state in terms of last day . For current employees it shows service reference date as start date (same date of hire). When you are separated what does IBM show ..Does the service reference date indicate last date of employment or last day worked or last day before you went on leave (if you were on LOA) ?

There’s a lot of negative sentiment here around Thrive Together. That reaction is completely rational. Many people are trying to rationalize the decision - commercial real estate exposure, leadership being out of touch, or executives undervaluing remote productivity. Those explanations miss the point. Thrive Together is a much larger slight against employees than most people realize.

It’s easy to assume the executive team is uninformed or making poorly thought-out decisions. That assumption is wrong. These are experienced business leaders who understand exactly what they are doing. Whether internal metrics show remote work to be more productive is irrelevant. If those metrics supported the narrative being pushed, employees would see them. They don’t, and they won’t. Leadership knows the data doesn’t support the story, and they don’t need it to.

Their only real objective is increasing the stock price.

Historically, one way companies accomplish that is by reducing headcount. The problem is layoffs come with costs - severance packages and payouts of accrued PTO. Thrive Together creates a mechanism to reduce the workforce without formally conducting layoffs and without paying those costs.

Instead of layoffs, the company now has a framework where employees who cannot comply with Thrive Together requirements can simply be labeled as low performers. That label leads to performance improvement plans and eventual termination. The end result is the same as a layoff, but without severance, without PTO payouts, and without triggering the procedures that normally accompany workforce reductions.

Flexible Time Off (FTO) reinforces this system.

FTO didn’t expand a benefit - it removed one. Under a traditional PTO system, employees accrued time off that the company was obligated to honor or pay out. Under FTO, nothing accrues. Time off is technically “unlimited,” but in practice none of it is guaranteed.

FTO can function in a truly flexible remote or hybrid environment where employees aren’t bound by strict office attendance quotas. That is not the environment being created here.

Under the current policy, time taken under FTO does not reduce in-office attendance expectations. For the average employee, that creates a clear disincentive to take vacation because office quotas remain unchanged regardless of time off.

Leadership recently increased the expectation to three days per week in the office. If an employee takes a week of vacation, they still owe those three in-office days somewhere else in the fiscal year. Two weeks of vacation doubles that deficit.

If the company eventually moves to four or five in-office days per week - as many suspect it will - the system becomes mathematically unsustainable. There will be no practical way for employees to take time off while still meeting attendance expectations within a quarter. FTO with Thrive Together is structurally incompatible with meaningful time off.

What’s happening here isn’t confusion or poor planning. It’s a gradual tightening of pressure on the workforce while removing the company’s obligations that typically accompany layoffs. Even better, some employees will leave on their own to avoid the mess.

The plan was always to make you work more while creating a system that results in less time off, lower performance reviews, and a convenient excuse to fire people without severance.

How does one resign from this place?

• where is the “button”? is there a “goto”? Is there an app?
• does one send an email to the supervisor first before using the official avenue to HR?

What is the deal with the hatred towards IT at Chevron? Its pure he-l working here in IT as you are treated as a 3rd class citizen. We are the first for our ignorant ELT to pick on for cuts all while that advertise around Houston how they are technologically advanced and talking about how important IT is. For those who say we dont pump oil, try to do your job now without IT. Like getting paid, well software makes it happen.

https://www.peoplematters.in/news/strategic-hr/saps-new-bonus-system-rewards-managers-who-missed-targets-faces-employee-backlash-48615

Anyone see the “ATT is He-l” written in sharpie. Cracks me up every time I see it. Also those godda-n elevators are so slow

https://youtube.com/shorts/zidJDw00ZYo

YOU!

I haven't been here long. Was that always a thing, or is it new?

By forcing the cost of severance down from "top of house" to the division/unit level Scharf is deliberately incentivizing managers to give unwarranted poor reviews to good people so that they can be fired "for cause" with no severance, no cost to the bank. While callous, cold and calculating, it's perfectly legal.

Scharf knows that Secretary of Treasury Bessent and President Trump are pushing hard to deregulate banking which directly impacts staffing at all banks. By eliminating the CFPB and loosening regulatory oversight, employees whose duties include this funciton are no longer needed because the people they answer to in the government agencies are gone.

WF is removing coordination roles in a way that purposefully avoids the visibility that normally accompanies large layoffs. WF distributes reductions in smaller groups across several sites — for example, eliminating roles in increments of 40 or 45 across different regions over several months. None of these individual events reaches the WARN Act threshold that would require public disclosure. Challenger, Gray & Christmas refers to this as the pattern of "forever layoffs" — ongoing workforce optimization rather than discrete restructuring.

The weakening of worker protection enforcement — reduced CFPB oversight of employment-related financial products, reduced NLRB enforcement capacity, weakened EEOC investigation resources — makes this quiet, distributed layoff approach less legally risky for banks. The institutional deterrent against conducting large-scale reductions in ways that might constitute systematic discrimination or age-based targeting has weakened alongside the broader regulatory rollback.

Are there any departments impacted by layoffs today?

Medicare UM has been hobbling along, with not enough work, since early January. Upper management says that a "strategic decision" was made to pull out of some "overly costly markets", with an expected 22% reduction in membership. It does not take rocket science to understand that if you reduce membership by 22%, you will need 22% less staff, not including cuts for automation.
We all know the RIFs are coming. What are they waiting on? Just put us out of our misery so we can figure out what we are doing with our lives.

I’d love to see some change on the floor

I don’t think everything is our representatives fault we have to take some accountability as well.

One of the things I don’t understand from our reps though is the gate keeping of our contract, I’ve heard a few times about refusal to get a copy of the contract.

We should all have the opportunity to get a copy so we can enforce the contract and hold management and each other accountable.

All WF employees should be scared

This Lisa Bodello lady they are paying to talk about culture, too many meetings, taking the time to think, and all the other hogwash… she must not be in the loop of all the things Edward Jones is taking away from us right now!

She says “take time to think”. When, during our two hour commute? Because being IN the office nine hours a day isn’t going to be where we get to think when we are hearing everyone on zoom around us, being on zoom cause others still aren’t in the office, hearing people talking about their d-mb weekend plans, what they have for lunch, and other stupid bullsh-t.

She says:
Get rid of stuff that doesn’t matter— being in the office doesn’t matter.
Ki-l stupid rules at work —come into the office four days a week - it doesn’t add any value to the EMPLOYEEEE.

This Lisa lady speaking is absolutely fu--ing ironic and absurd - have a town hall basically telling us to fu-k off and our kids don’t matter - and the next day have this Lisa lady trying to tell us what we need to stop doing to be better for ourselves when Edward Jones is taking it all away. THANKS FOR THE GOOD BELLY LAUGHS EDWARD JONES.