#employeerelations

Do as I say and not as I do and you'll go far at Gainwell. That should be the motto and on all the employee literature.

We'll change the rules all of a sudden and tell you it's always been that way. And you're supposed to believe it. <- Sounds like a cult, right...

Regular employee makes a mistake and it's the end of the world. A manager makes a mistake 20 times worse and it was simply a forgivable human error.

Multiple managers want you to put together a statement, each with their own sl--t to the story. <- It's all the same truth, right.....

Make a promise to gain what you want, then pull the promise with the worst reason ever.

All this in one day, living the dream folks.

I found this response from the post titled "R2 layoff chatter is fake news" from earlier today

"@OP I was in Finance. Until they asked me to move to BR, then offered me the standard year buyout since I decided not to move to the armpit of the world (that information should tell you my level.)

There is another five-figure layoff coming about a month post consolidation. Then ~5k in Q4 again. That was plan A. Plan B was ~5k now, and five-figure in Q4, depending on how well QAM-less TV goes (how many onshore engineers they need to fix things) and how quickly/easily Frontier comes online.

Don't forget the 6k heads from Starry, as well, that'll be coming in April. Which will not be profitable, and will fold like a cr-ppy pair of BlueJeans. Or the brilliant Lowell acquisitions of AOL and Yahoo.

Target HC (the key metric for layoffs) is ~78,500 heads.

I just accepted an offer with a growing company (more money, but have to be in office; can't be perfect, I guess.) Cashed out my (frozen, small) pension and stock together awards to an IRA, with stocks that actually perform.

I enjoyed the semi-continuous axe swinging for my 26y, made good money (but not great, after testing the market), left with a fat check to go make more elsewhere.

Telecom has become a race to the bottom. That'll necessitate less HC, lower salaries, and smaller businesses. You're going to see more reductions, with a far smaller RIF package in the future. I worked through the BCs. It's coming.

Couldn't be happier to be out..."

Anyone else who was laid off on 12/19 get their cell phone shut off? I tried calling 800-922-0204 and it referred me to the VZ internal website that I can no longer access

To those who have been RIF'd, I'm sorry. I hope that you find something better.

Does anyone else experience the guilt when you are left when other are cut??

I am questioning the legal and ethical implications of this 'relative grading' framework within a publicly traded organization like WF. I would like to know where employees can formally inquiry about the compliance of this policy or file a grievance regarding its implementation. Beyond the legalities, this system reflects a culture shift that prioritizes internal competition over sustainable performance. It raises a critical question for all of us: is this an environment that truly values its talent, and is it a place where long-term career growth is still viable?

WF has formally adopted a 'Stack Ranking' (or relative grading) framework. This methodology is a documented corporate policy, with comprehensive manager training sessions to standardize its implementation.

For example,when a manager uses a 200% (just example here) performer as the baseline, several things happen:
Burnout: When "doing the job" is no longer the standard, and instead "beating the best" is the goal, employees eventually hit a wall.

Toxic Competition: Colleagues stop helping each other because your success might lower my rating.

The "Moving Goalpost" Problem: If everyone improves, the 200% bar just moves higher, and someone is still stuck at the bottom regardless of their actual output.

Go to any of the other banks' board on layoff.com and it's the same as Citi - people complaining about RIF's, forced low rankings, little raise completely out of touch with modern inflation and lowered bonuses...bank of america, JP, Wells, BNY, State Street. All of those boards look identitical to Citi's layoff board. Yet, bank's profits, including Citi, are high and stocks at record highs.

What's the issue for such low employee morale at big banks?

Horizon Blue Cross Blue Shield of New Jersey will lay off 242 employees by April 26. A Worker Adjustment and Retraining Notification filing confirmed this. The cuts slice away nearly 5% of the company's U.S. workforce.

https://wrat.com/2026/02/05/horizon-blue-cross-blue-shield-of-nj-to-cut-242-jobs-by-april-amid-financial-pressures/

I have been around Nike for a bit and it seems when leadership all disappear layoffs happen. I noticed this happened this last few weeks in NXT anyone notice the same thing happening?

I was layed off AFTER thw all clear email went out. Way to break my heart..

I have talked to several Betriebsrat members and HRBP. I also had a conversation with a member of the supervisory board. Here’s my perspective.

Layoffs are a last resort. CK and the board intend to resort to them only if the share price falls below €150 in Europe. This would enable them to push it back over €165, which would be a relief. Otherwise, it serves as a bargaining chip.

How does it function as a bargaining chip? The executive board members lack empathy. They often say so many inappropriate things about employees that they spend a significant portion of an earnings call apologizing for their previous comments.

Layoffs can decrease the number of elected Betriebsrat and Supervisory Board members.
Layoffs foster a submissive workforce that complies with management directives.
Layoffs are particularly challenging to implement in Germany, France, and other European nations.
Layoffs are costly and will diminish the funds the board wants to allocate for share buybacks.
Layoffs will attract negative media attention and lead to expensive PR costs.

Even if layoffs occur, they will NOT target the highly paid executives and area heads and managers earning over €250k annually. Their backing is too crucial for the board. Therefore, if layoffs do take place, SAP will likely let go of thousands of employees who are not deemed worthy. Like you and I.

But then how is it a negotiation tool? Well, it's what made performance management possible. It allowed them to cancel or reduce almost all benefits. And it enabled them to decrease salary budget this year. A lot of job postings have been pulled and we're in a semi hiring freeze. Travel budget is close to non-existent for teams yet executives and managers are able to travel a lot.

They won. They created a hostile atmosphere where everyone is scared to speak up. And they will continue to threaten us with layoffs till there is no spirit left in anyone at the company.

But this is just my theory and I don't know this for sure. What are your thoughts?

https://www.cnbc.com/2026/02/04/corporate-dei-index-hrc.html

When is Shell going to end its involvement with the HRC racket?

Last year leaders were told to remove DEI targets from their GPAs but were told to keep it under wraps. They're trying to play both sides of the fence on this stuff.

What was the point of the RIF last year if we were going to turn around, and rehire for the same positions?

Does anyone know when we’ll be able to see our bonus payslip in workday? Not until 2/11?

AK made clear on feb office hours that 15-70-15 here to stay. Is this means 15% layoff every year in the form of PIP?

When will they provide an updated list of commutable zip codes?

Dell workers in the UK are currently in active discussions with the CWU and UTAW and senior Labour MPs to secure trade union recognition.

For too long, inaccurate information has circulated within Dell UK claiming that Dell does not recognise trade unions. This is false. UK law is clear and gives workers the right to organise and to be represented by a trade union.

The legal process is as follows:

1.  A trade union must formally request voluntary recognition from the employer. This request will be made within the next two weeks.
2.  If Dell refuses voluntary recognition, the union has the legal right to apply to the Central Arbitration Committee (CAC) for statutory recognition.

To win statutory recognition, we must show that a majority of UK employees support union recognition, and that at least 10% of the workforce are union members. If an application is rejected, the law prevents us from applying again for three years. This makes it critical that we stand together and get this right the first time.

All UK workers are asking for is the same protections, voice, and representation already enjoyed by colleagues covered by workers’ councils.

In the coming weeks, leaflets and posters will be shared across UK sites with more information on how to get involved. Under UK law, workers have the right to trade union representation. The decision on whether Dell UK has a recognised trade union belongs to workers, not executive leadership.

Now is the time to organise.
Now is the time to stand together.
Now is the time to claim our legal right to a trade union.

⸻

Anyone had comp conversations already?
Why not a single email from Deanne K? Why bonus is a bit later this year? And when is the stock grant?

Did anyone that was displaced last year get info on their bonus? I was eligible but my manager did not get any bonus information and referred me to a generic HR email that referred me back to my manager.

HR and the higher-ups simply don't understand where we are coming from. No more speaking from emotion. We HAVE to speak in buzz words and LEGAL TERMS.

Why is he beating around the bush and wasting time?

We ain’t got time for Davos, we are trying to not get ran over in the streets and put groceries on the table. Get real with your people you (ur)slurper.

WARN notice posted for Connecticut yesterday. Do you think all of those people were already notified?

This company answers to shareholders who want massive profits. You are just the means to get there and if you are in the way they remove you. It’s how companies that are publicly traded operate. If stock prices go down, they cut people. And in this case, replace with cheaper labor. Nothing and no one is going to change this. Hard facts.

Anyone here hopes for VERP?

Is the company interested in trying to keep any District Managers that might want to take a demotion to Store Manager? This would allow the company to keep experienced people and get rid of less qualified people, no?

I am just wondering if the fact that DMs will be laid off, if that means that store managers will get fired to make room for DMs who want to stay as SMs.

In response to the new compensation plan, we should all walk out and stop working until they review it. Let’s see how that goes for them. They can’t fire us all.

You know, MD says it best: "Vote with your dollars."

We should have organized and gotten representation years ago, but most people were brainwashed into thinking the company actually cared. They thought, "They'll never sc--w us; it’s illegal!" Hahaha.

When times were good, nobody cared, nobody prepared, and nobody read between the lines. Now that they’re messing with your pay, you're mad? Why now? It's too late for "now." We've already trained the machine to operate without us.

The only question that matters today is this: Are you prepared for an exit? Mentally? Financially? If not, you’d better start thinking about it. Fast.

Why is it so hard to tell us in advance, or at least confirm which orgs will be affected? It's as if the goal is to keep us perpetually on edge. Do they truly believe this constant fear of losing your job somehow makes us more focused and productive? The vibe in my office has been toxic for months. I dread coming in now more because of the atmosphere than the actual work, which is stressful enough on its own.

We have key positions that need to be backfilled that have been open for over a year now. Are we not hiring at all or is this just our manager not giving a damn to fight for it?

Getting rid of sabbaticals? What the expletive are you thinking? F this place and it's "benefits"

I mean I can see some blackout but come on maybe just give us a little idea of the issues being discussed.Maybe how far apart the sides are.I mean is there other issues like complications over the company wanting to offer an Eisp package or something like that

Since January, on all of my calls, it's really obvious people are burned out and complaining that there's so much work and not enough people. I am wondering if management just wants everyone to resign to be able to reduce headcount. And then what? It's people in the bottom doing most things. I've been on calls where people were just dependent on this one singular person doing all the stuff. What if he goes? At this point I am doubtful that this is even part of their decision-making process.

Listening to HR discuss how to move up in your career is such a joke. The company is reducing expense everywhere they can, eliminating positions, and have completely shut off the promotion pool as part of the yearly promo / merit changes. If you want to move up, you have a better chance leaving the company and then applying to a higher position somewhere else in the company (as long as you have 18 months to ki-l).

It looks like the rumors were true. Employee match on retirement was reduced to 3.5%. That flew right under the radar.

Minimal/no raises or bonuses. Employee match ~50% of what other large companies offer. RTO wasted time and expense for no reason. No major benefits. Even OnePass has become outrageously expensive. From a FORTUNE 3 company. Absolutely disgusted.

I have been severely overwhelmed at work the last 2 years. Drowning in legal issues and compliance stuff and roughly 2 x the workload of next coworker...I got an inconsistently meets this year after pushing back on workload and other things...I don't think they would fire me as who would deal with it but anyone else having that issue? How can I continue to do it and not get paid enough or have any trust with management?

Did those who took vsrp get your W2? I ensured my address was accurate.. still haven't gotten mine. If you got yours, when did you get it?

I've attended a few Leadership update calls since Dan announced results and I've heard the phrase 'find another gear' or similar used a few times now.

Do any of you have another gear to go upto? I don't know about y'all but since VSP & the last round of RIFs, I've been in top gear constantly covering my work and that of several others, and have nothing more left to give, I'm burnt out.

I guess they expect me to give up even more of my own personal time to help Dan get his payout. It ain't happening!

I’m reading the layoff on 2/19 will be bigger than the one last month, and it will include Optum at Home staff that are grade level 27 and below. Anybody have information?