#employeerelations

Any clue where the “severance policy” went? There used to be a laid out plan of what that looks like and now it seems like there are updates to the HR policies, but none that layout the specifics.

We manage our employees. We’re supposed to push them for higher goals. But we don’t get to compensate the employees we want to.

For those displaced between 9/30/2025-11/1/2025, did you receive a year end performance review? I completed my self evaluation before non working notice but have not been able to get a clear answer if I’d receive a YE.

I'm part of the filtration group that Thermo purchased from Solventum. It's unclear what exactly their plans are for us, but they seem to be moving real slow to spend any capex on the things we need. I think they really underestimated how intertwined we were with both 3M and Solventum. It also seems like we spend significantly more on R&D than Thermo as a whole. Are we all sc--wed? What has thermo's timeline been in the past for cutting people after an acquisition? Thanks.

I was a product manager laid off with no notice. The severance package su-ks. Plus given less than 60 days of pay until I'm officially laid off from company. I think they are trying to get rid of Remote employees.

If you were qualified for a pension from Sears how do you go about collecting it? I know there is PBGC. I would like to hear from actual Sears pensioner. Thanks.

For those that were laid off yesterday how many weeks pay were included in your severance package ?

https://www.dallasnews.com/business/2026/02/02/att-to-hire-400-bilingual-employees-with-1500-sign-on-bonus-for-hybrid-work/

To the esteemed leadership of Chevron,

Let's cut through the corporate bullsh-t for a moment. Your recent memo about "strategic workforce restructuring" is a masterpiece of cowardly doublespeak. You're outsourcing our jobs to India for pennies on the dollar, then you have the gall to force the survivors into a four-day-a-week office commute, all while feeding us the steaming pile of horsesh-t that it's "for collaboration." It's not for collaboration. It's so you can flex your shrinking empire in person while you systematically gut the American workforce that built your fortune. The only thing more pathetic than your transparent greed is the insultingly stupid lie you're using to justify it. You don't care about your people, you don't care about synergy, and you clearly don't have a single functioning brain cell between the entire lot of you. We all know what you're really like when the sun goes down—a gaggle of closeted, si--y lady-boys prancing around in secret, desperate for an outlet because your public-facing personas are as hollow and fake as your promises. So you can take your RTO mandate, your outsourcing plans, and your entire board of directors, and shove them straight up your collective as--s. Go fu-k yourselves.

Extra guards now showing up. Next round is here. Directors and Senior Directors will have options to step down to managers of ICs not even senior managers. Treated like store managers in the retail industry that is all they are good for anyway. Your only hope is to move to a completed team like marketing or care.

I’m now being pressured to take on the work of another team that was let go when my own team was recently cut by more than 50%. I already can’t deal with the extra work left by the people who were let go on my team, let alone try to help another team in an area where I have no idea what they do. I feel bad they don’t have the people they need to do the work, but frankly, that’s not my problem and I can’t fix it for them. I’m so tired of these “leaders” laying people off and expecting us to just magically make up for it.

This board seems to be 90% open racism. Yes the CEO is Indian, but there are Indian CEOs everywhere in tech. Whats more troubling though is that the vitriol seems to extend to average Indian workers at T-Mobile as well. Having had worked for the company for 25 years, and having to deal with what was then EIT a lot, I always thought they were nice capable workers, usually with young families they brought. When did this vitriol and racism start?

https://www.msn.com/en-in/money/news/walmart-layoffs-america-s-largest-retailer-is-cutting-jobs-here-s-what-memo-to-employees-says/ar-AA1IL733?cvid=2F77B92C08B549708FF203B082C17785&ocid=xmmo&apiversion=v2&noservercache=1&domshim=1&renderwebcomponents=1&wcseo=1&batchservertelemetry=1&noservertelemetry=1

UK staff – with the recent change and standardisation of terms, have you checked your January pay advice? I’m finding it hard to tell whether mine is correct. What I can say is that my increased pension contribution was deducted from salary, but none of it has reached my pension this month.

As a person who took the past VRP and received 2 wks of pay per year of service, (so a year of pay for me), well subsidized cobra and bonus, I am curious what the terms are for those laid off. Is it a similar package after being paid through March or whenever? How long is the severance pay and other items.? Thanks for any info and so sorry for those affected. I definitely hadn’t planned on leaving this soon. Really loved my job

MercyOne announced additional layoffs in Iowa. Thirty-four employees at MercyOne's Mason City location received notices. These job reductions will take effect on March 17. This represents the third series of MercyOne job cuts recently. Earlier layoffs impacted 40 workers in Ottumwa and 67 in Des Moines.

https://www.kcrg.com/2026/02/02/mercyone-announces-more-layoffs-mason-city/

Cedar Rapids, Iowa

Is there a time period or deadline after the year end evaluation the employee is told they’re on a PIP plan?

Have a read in the link below, what are your thoughts on this article? "If overhiring or underperformance was the true problem, /…/ the companies should question their leaders, who green-lit the overhiring and may have failed to develop productive roles for their employees." https://thehustle.co/originals/why-layoffs-dont-work?_bhlid=21e02204eafb215d6fdabdea39d43e71e0027ce2

Good luck all. The C-level execs need new yachts I guess so sc--w the employees.

She doesnt know anything!

I didn't get the email this time around.
Are more cuts due this quarter?
What are people thinking?

Does any know when will CITI match our 401K 2025 contributions?

The email on 1/29 from the HR boss said: “In addition to those colleagues who chose to participate in the latest Voluntary Retirement Program, we plan to reduce our global workforce by approximately 2,000 roles (less than 3% of the enterprise) by the end of February.”

All the teams I’m aware of were cut between 5-20% on 1/29. So how is it possible that Cigna is cutting LESS THAN 3% of employees? Were there a lot of areas that didn’t have ANY layoffs? If so, which ones?

It seems like more than 2,000 people were laid off just on 1/29. And more layoffs are coming in Feb. based on the email. I don’t get the math unless they’re outright lying.

Until layoffs actually happen at your work site or disclosed from credible major news sources, do not believe any posts on this forum about them. As you found out, posters do not provide the affected groups or actual information to make their rumors even close to being true. Actual information should include initials of senior management for the affected groups. Do not use BM as we all know whose initials they belong to. Only valid BOA employees would know the organization affected by referencing the initials. It is ridiculous by the number of bogus posts about layoffs on this forum. This is not a game.

Tracking participants count #general Slack channel in Oracle One workspace, as the fastest available proxy indication of ongoing layoffs.

• jan01-jan31: 1604 layoffs, and 1834 additions (based on Slack regular tracking)
• dec01-dec31: 1031 layoffs, and 844 additions (based on Slack regular tracking)
• nov01-nov30: 1614 layoffs, and 1327 additions (based on Slack regular tracking)
• oct01-oct31: 2504 layoffs, 1762 additions (based on Slack regular tracking)
• sep02-sep30: 6275 layoffs, 861 additions (based on Slack regular tracking)
• aug14-sep01: 733 layoffs (based on Slack very few data points)
• aug01-aug14: ?2900 layoffs in IDC (based on media reports)

Regions outside IDC and NA usually have a significant delay when laid off people are disconnected from Slack (e.g. 1 month in Pacific regions, perhaps longer in some EU countries), so this is a floor estimate with additions reflected immediately, but reductions lagging behind on average.

I will post daily in comments on the count change and running current month total while this post is still on the first page.

With all the layoffs and people quittin... and morale in the absolute toilet, does anyone in the ELT really believe that this ship isn't sinking further and further with every layoff? How many fingers are left to stick in the di-e.

anyone else been put on a PIP recently? I had a meet expectations for end of year stuff but had a suspicious meeting with my sup about goals and a doc of improvements and now think its weird that happened. it wasn't us talking about goals. talked to someone else from another team and they had a similar experience but had a needs improvement end of year review. neither of us got anything from HR but maybe we shouldn't expect an email at this point.

How are we handling the no pay increase again this year? For context I have gone above and beyond and done Jessica’s extra projects and more. There isn’t anything more that I could have done to be a role model employee.

1. Sulk
2. Call out “sick”
3. Refuse all additional work
4. Other - open to suggestions.

sooo who are the lucky ones that got to become an AVP today

To the AIG team responsible for monitoring social media. Report back there should be layoffs. Focus on the toxic/useless managers. Leave the people doing the ground work of 2-3 people on one paycheck alone. There is no one left to cut on the ground. Maybe then you would actually have enough money in the budget to have employees and pay a proper salary.

For those asking when layoffs will start, or who is next etc. What exactly are you going to do with this information? Look for another job? You should be doing that already. Even if the info was available to tell you your department, or specifically you were being laid off, what would you do with this information? Save your money? You should be doing that already. Someone help me understand what all this worry is worth. Explain to me how knowing what will happen will change anything. BTW, you'll never know. You might get some tips about a certain department but you'll never know if it's going to be you. Why worry about something you have no control over? What you can control is how you prepare and you should be doing that already. Worrying about what can happen will only make you sick. Be in the moment. If it happens be as prepared as you can. But stop worrying about it.

One of our strongest Delivery teams were all transfered to contingent workers on Friday without any notice or consultation. Now they work for CapGemini.
I can only imagine how this is impacting morale. My heart goes out to this team, you constantly produce amazing results and get the job done. So sorry

We all said outsourcing to Infosys was a huge mistake and the quality of work will drop drastically. And guess what? Just a few years later, Vanguard is now bringing back some of the outsourced jobs because what we were saying turned out to be true. Still not enough, but it's a start.

Thoughts?

Let's be real: we're livestock to management. We're here to be worked, monitored, and eventually culled when we're too expensive. Our "value" is fixing old mistakes to avoid penalties. The goal is shareholder value, not employee well-being or customer service. This is the game, and we're losing.

Can we at least relax for a few months now that this round is over?

Any insight into how long is it between “pre lay off notice” and formal notice? Currently Not required to work, it’s classified as something like non-working administrative leave. Not required to come in-office. Still have teamworks access, just no systems access. Thx

Nothing has changed. Every year, at the same time, the horrid feeling of what’s to come. Here’s my 2 cents:
It’s only getting worse in tech.
Corporate doesn’t care about you.
HR doesn’t care about you.
Yes, HR is ‘secretly’ invited to the meetings - they want to make sure you show up and you may not if you know it’s a goodbye call.
Again,
Corporate doesn’t care about you.
HR doesn’t care about you.
Get out if you can and stop the stress.
I left before they had their way with me, and it was the best thing I ever did. I thought about waiting for severance, but then they would’ve really won wouldn’t they have?
Find a better way. It’s not worth it.
You are better than them. They might not care about you, but you have others who do.

V