#employeerelations

I heard more layoffs in Feb. anyone else?

KRK folks - what's your opinion about yesterday's email regarding changes to WFH allowance? I'm pi---d off

How many OG’s are left?

Project Mongoose was supposed to wipe out many jobs in 2025 and replace them with AI. And from 2026 onward, we were supposed to have at lease 1-2% in layoffs every year.

So far I have heard that there are no layoffs planned. I have also heard that lists to lay off employees are being created and they'll lay off as soon as they get a green light. I have also heard that Betriebsrat and HR and executives are taking legal action against each others regarding layoffs. I have also heard that they are empowering managers to give a bad performance rating to anyone they want gone and use this new performance management to lay off employees every year.

I also heard that many colleagues in the US were laid off but when I ask my manager, she says it is fake news and I should focus on my work.

What happened to Project Mongoose?

PS: I would prefer non-political answers. Also, please keep your racism to yourself.

As pointed out on glassdoor a couple weeks ago {https://www.glassdoor.com/Reviews/Employee-Review-PNC-Financial-Services-Group-E507-RVW102269233.htm} this whole RTO5 will be very expensive for us. Min $20/day parking. If you can find parking. Need to buy a vehicle? Do you have to hire a babysitter? Daycare? Cancel your evening plans because of traffic. None of this RTO5 makes life any easier for us or the public. And let's be real nobody wants to sit in an overcrowded office and listen to other people scream on teams calls all day. I could go on and on. This RTO5 may as well be called a pay cut. And like clockwork there is high certainty the C-level folks will see some sort of compensation boost before end of year. "Hey thanks for agreeing with my RTO policy and fu--ing over our loyal employees. Our board thought it would be nice to offer you a bucket of PNC shares."

#RallyToOppose
#ResistTheOrder
#ReasonToOrganize

This is not a video game. These are people’s livelihoods on the line (both who work here and who the employees serve). This was the most out of touch townhall I have ever seen. Good luck to everyone

The he-l is he talking about hitting level 11 and treating this like a game.

Beyond tone deaf.

You think you're safe? First Bank inquisition, then RTO5. Next people quit, then the layoffs, then finally copilot instead of YOU.

PNC truly cares about their customers...money. Not their employees, not even Pittsburgh residents.

So, the mothership over at USAA finally decided to "loyal" me right out the door. It’s funny, I spent 26 years hearing about "service and sacrifice," I just didn't realize my entire livelihood was the burnt offering for the CEO’s year-end bonus. 🫡💸

Since I'm now a free agent (and by that, I mean I’m officially over-qualified and under-severanced), here’s my guide to the USAA wreckage:

• The "Remote" Bait-and-Switch: I was hired as a remote employee—a role defined by pajamas and productivity. Then, in a fit of "culture-building" (read: real estate tax breaks), they decided I needed to waste 15 hours a week in San Antonio traffic to sit in a beige box four days a week. Nothing says "innovation" like forcing people into a 1990s office layout to do Zoom calls with people in the next building. 🚗⛽️
• The Automated Betrayal: I’m honestly surprised my layoff notice didn't come with a pre-approved, high-interest personal loan to cover my final month of rent. "We're nuking your career, but have you considered our award-winning insurance for the house you're about to lose?" It’s not just a layoff; it’s a cross-selling opportunity. 📉
• Core Values (For Direct Reports Only): I’ve been meditating on "Integrity" while looking at my final pay stub. Turns out, "Service" is a one-way street that ends abruptly at the executive suite. They talk about "The Mission" like it's a calling, then treat the workforce like a line item on a spreadsheet that needed to be deleted to make the "Military City USA" branding look a bit shinier. 🧐
• The LinkedIn "Synergy" Trap: My new job title is "Recovering Corporate Martyr." I am officially allergic to any company that uses the word "family" as a smokescreen for "we will fire you via a template email if the wind blows sideways." 🏢
• The Commute-to-Couch Pipeline: I’ve traded the "Business Casual for the Cubicle Farm" look for "Professional Resentment." The commute from my bed to the kitchen is much shorter, and unlike the office, my kitchen doesn't require a badge-in to prove I'm "collaborating" with my toaster.
  To my fellow survivors: May your severance be fat, your non-competes be laughed out of court, and your next boss be someone who doesn't think "culture" is synonymous with "parking lot congestion." See you at the virtual happy hour—where the only thing "bundled" is our collective trauma! 🍻✨

Is this really necessary? What will it achieve, other than pi----g many of us off?

my Boss says after she approved my vacation on Oct 25 that I now cant take my vacation we had planned as a family and my job would be in jeopardy. I have documentation on are Communication and I am taking the two week vacation

Have they started mailing tax forms yet?

Just curious for those that work here, are you planning to stay and try to ride out the current turmoil? Or actively looking whats out there. Obviously the market is brutal right now that makes switching harder, but I still see a lot of new job posts on LinkedIn, so theres gotta be some companies hiring.

We work at a financial services company. Many of us literally help clients build wealth for a living. So let’s talk about return-to-office in terms that should be very familiar to leadership: compounding, assets, and long-term value.

Parking in the city where I work is $19 a day. That’s not unusual.

$19 × 5 days × ~48 weeks = $4,560 per year just to show up.

Not gas. Not wear and tear on a car. Not lunch. Just parking.

Over time, that turns into real money:
• 10 years = $45,600
• 15 years = $68,400
• 25 years = $114,000

That’s before growth.

If that same $4,560 per year were invested in a Roth IRA or brokerage account at a modest 7% return:
• 10 years ≈ $63,000
• 15 years ≈ $119,000
• 25 years ≈ $315,000+

That’s the difference between an employee retiring stressed and an employee retiring secure.Now think about this from the company’s perspective.

Right now, that money is flowing into:
• Parking garages
• Gas stations
• Downtown lunch spots

What if, instead, that money was flowing into:
• Roth IRAs at our bank
• Brokerage accounts at our bank
• Deposit balances at our bank

Flexible work doesn’t just “make employees happy.” It redirects thousands of dollars per employee per year into assets held at the institution they work for.Which makes the timing of the new “Total Rewards” program especially interesting.

We’re being encouraged to consolidate deposits, investments, and cash with the bank. Leadership clearly understands the value of employee assets sitting here.But at the same time, we’re being required to spend thousands of dollars per year just to be physically present — money that could otherwise be sitting in those very accounts.You can’t ask employees to bring their cash to the bank while also designing policies that drain that cash into parking garages.

That’s a contradiction we can see very clearly, because this is what we do for a living.We talk every day about helping customers build long-term financial security.

Why are we designing policies that force employees to divert thousands of dollars a year away from their own financial future and into parking infrastructure?This isn’t about culture. This is about capital flow.

You can choose:

Employees investing in their futures at your institution
or
Employees funding city infrastructure to sit in a cubicle

One of those builds loyalty, assets, and long-term value.

The other builds parking revenue.

For a company that understands compounding as well as we do, this feels like an odd choice.

That's $309M cash plus $600M refunds over failed return processing. Also twice as much as the Saks loss... Now Amazon will increase Prime by $10/month and layoff 16000. Brilliant way to pass on the costs!

Or have you been successful getting them from ADP?

Anyone from the APJ region got their meeting invite regarding WFR? Most of the recent WFR's I've heard are all in US or EMEA. Wonder how APJ is doing.

https://www.anthropic.com/research/anthropic-economic-index-january-2026-report

TLDR: How humans prompt is how Claude responds: The education levels of human prompts and AI responses are nearly perfectly correlated (r > 0.92 at both levels). Higher per capita usage countries also show more augmentation—using Claude as a collaborator rather than delegating decisions entirely.

In other words, model quality output highly correlates with education level. Explains a lot at WF. Time to bring in more AI savvy people.

How can I get hold of a person to talk to a human HR person that can help with severance information?

Seems like it is designed to have no contact. Any help will be appreciated.

I swear, if another person tells me this, I'll scream in their face. Is the bar really that low? Seriously?

Aren’t we supposed to be paid for disaster relief if our store closed for the winter storm? Anyone know? Central NJ today
Our store is giving us the run around

Is there a secret department at UCR where job descriptions go to die?

Because after watching this place operate, it is convincing, that a solid chunk of long-tenured personnel have absolutely no idea what their job duties are - despite having occupied the same chair since the Bush administration.

The environment is peak toxicity, propped up by a nonstop flex of credentials:

“I have a master’s.”
“I have two master’s.”
“I’m certified in 17 things that don’t apply to this role.”
“I attended a webinar once.”

Cool. So… who’s actually doing the work?

Apparently no one - because whenever accountability shows up, it’s immediately chased off by a blizzard of excuses that have nothing to do with the task at hand:

“That’s not really my responsibility” (it is)
“We’re waiting on alignment” (with whom?)
“Process changes” (none occurred)
“Bandwidth” (translation: vibes are off)

These are jobs they’ve held for years, yet somehow every request is treated like a surprise pop quiz in a subject they’ve never heard of. The degrees get louder, the excuses get stranger, and the actual output remains… theoretical.

Accountability? That left the building a long time ago — probably reassigned to a committee that never meets.

At this point, UCR doesn’t need more certifications. It needs a basic refresher course called: “So What Is It You Do Here, Exactly?”

Received the notification of my last day Feb 6th. I wish everyone the best here. It was not my ideal place to work but I came here 2+ years ago thinking it might grow on me. On to the next thing.

That all hands? That will be where Dan tells us

• we did amazing, what a strong quarter
• we are the worst carrier and everything needs to change
• first, we need to cut cost
• in order to improve efficiency and to better serve and delight our customers, and given the inflow of people from Frontier, we will lay off another 8% of staff
• turnarounds are amazing, the best thing ever (assuming you survive)
• we will shuffle the deck chairs and do a reorg - we'll find a cozy spot for all the useless execs and keep paying them for a long long time (like Hans, Shankar, etc)
• fear, I mean, transformation and cost savings, will be a permanent 'feature'
• now stop complaining and go back to work so Dan can earn his guaranteed $31M between now and the end of next year

Stock is down nearly 20% today and the message from the top is about mission and culture and embracing AI. Only one sentence about Medicare rate notice. If anyone watched the Capitol Hill hearing from last week, both parties are gunning for us. Yet leadership is going on about re-energizing our culture (whatever that means). So tone deaf.

An organization full of quiet people is not calm.

It’s resigned.

And resignation, unlike conflict, is very hard to reverse once normalized.

As a senior woman at this bank, I am appalled at the handling of the bully and harasser Andy Sieg. The HR team here is the absolutely worse. In fact, Sara told us at a meeting of senior women that she knows nothing about HR and is just "fake it till you make it".
Jane, do us all a favor and go hire someone who understands the important role HR can play when led by someone with integrity and an ounce of employee advocacy.

You’ ve been monitored every minute in office and every key stroke that you type. Writing is on the wall. Not your fault. This is simple math - the company has more than what it can chew. Layoffs will continue through out 2026. Doesnt matter what rating you got. Exceeds rating and promotions mean cr-p as it is relative. Time to upskill and time to work on your resume. Start looking around for a job. Dont wait to be layed off - your severance will not be big anymore - trust me its an exec here. Get out as a hero at your will once you find an opportunity elsewhere.

Admittedly, I don’t know much about the stock market or these RSUs. But whenever I log onto the Fidelity app, it shows there’s 6 RSUs to my credit. I thought it was 10 given to us back in 2023. Can someone explain without being a pr--k?

Managers do RIF training on Jan 27 and then the RIF happens during Jan 28, 29.
A terrific way to end employee suffering at earth's most toxic employer!

https://nypost.com/2026/01/26/business/citigroup-sued-by-former-executive-who-says-it-mishandled-s-xual-harassment/

Apparently there have been some talking points given to managers to help soften the news of no raises this year for higher end earners, specifically in risk. Can someone post those talking points? I want to know what is bs and what is genuine from my manager. Thank you.

When do they discuss year end bonus? Manager already discuss the new comp but not about the year end bonus.

For years, T-Mobile’s all-hands meetings were a masterclass in celebration: employees were praised for the company’s success, urged to give themselves applause, and reminded to work even harder. Yet behind the fanfare, priorities were shifting. After the Sprint merger, leadership focused on maximizing revenue per user, raising prices, and adding fees to hit short-term financial targets and pad executive bonuses. The company’s disruptor identity eroded, and now, massive layoffs hit the very employees who had been lauded as the source of T-Mobile’s success—while top executives collected millions. The contrast between the celebrated “people-first” message and the reality of corporate priorities could not be starker. I wish luck to you su-kers left. Enjoy the Kool-aid.

Excellent corporate strategy playing out in the Marketplace division.

“If your job allows it, we encourage you to work from home”

So they realize that there’s onsite workforce who needs to be present and customer facing workforce who needs to be present.

But everyone else, we realize your job allows you to work from home just as effectively … but go in the office 5 days and play pretend “collaboration” on your teams calls, chats, and emails so we can prop up Blackrock and vanguards corporate real estate portfolio so they don’t yell at John.

This place is a joke. The hypocrisy is sickening.

Just curious! Could you possibly simply get a very low bonus since you still met some expectations? Most know what a tough place this is to work for many areas. If you are an employee who always got meets/meets and then one time its meets/does not meet -- is it manager's discretion?

The federal government’s plan to reduce the size of the public service is expected to affect employees at the Brandon Research and Development Centre, Agriculture Union’s president told the Sun.

https://www.brandonsun.com/local/2026/01/26/layoffs-expected-at-brandon-research-centre

Does anyone know how many days per month those who are below Director level are meant to be in office? I’ve heard 4 and I’ve heard 3 days per month. Also any insight on hour requirements per visit? Thank you.