#employeerelations

Phil going to die with his company in the gutter.

Shareholders underwater.

Employees underwater.

ESPP hasn’t been relevant for 5 years given sharp decline.

Annual bonus was and will continue to be below 100%.

How embarassing.

That’s Verizon in a nutshell. After everything that happened this year, I don’t know a single person who’s not desperately looking for a new job.

Announced rebadging for E Content Shared Services: EDMS CMS LMS and OCR affected. ?/130 members number currently unknown.

Pay all employees in RSUs only. No base. No PSP. Only RSUs. Let’s see those slackers then.

Disclaimer: due to local regulations, EMEA folks will continue to get a symbolic €1/month base. Ba dum tiss.

JD, hit me up if you need a chief of staff in your next stint ;)

When do employees find out? And then will they be walked out same day or 2 weeks still?

When do managers find out? Will it be same day or before their employees do?

My boss has crossed the line several times, even showing me na--d pictures on his phone. I feel like it’s pointless to go to HR due to the fact they will just collude with my boss to protect the company. This all happened all a company sponsored lunched

The overall atmosphere, the way teams are managed, and the direction from the top just keep declining. There's no big, single event to point to, but the slow grind of it all is wearing. You notice it in every new policy and in every decision that seems disconnected from the actual work. This place has changed so, so much in recent years, and none of it for the better.

I was ISP’d at the end of August as part of ER. If you’re one of us have you received your severance payment? I have not and have emailed HR Help three times and have not heard back from them.

Treat your job as a lease, not a mortgage nothing is guaranteed. You’re given a space to contribute, and in return, you receive compensation. I’ve been there nearly 30 years, and that’s how I’ve always approached my role. This mindset helps you keep your sanity, and when you’re no longer needed, you can pack up, move on, and find something new and challenging.

Wells Fargo & Co was sued by a former manager who says he was fired for pushing the bank to create a more diverse workforce and objecting to its practice of interviewing minority applicants for jobs that were already filled.

Joseph Bruno claims in the lawsuit filed Thursday he tried for years — and often failed — to persuade the bank’s executives to live up to the company’s stated diversity and inclusion goals.

He was the first person to publicly claim in 2022 that Wells Fargo had been conducting sham interviews of minority candidates. The bank did this, he said, so executives could say they were making concrete efforts to diversify its workforce.

https://www.bloomberg.com/news/articles/2025-12-19/wells-fargo-sued-by-ex-manager-who-said-bank-faked-diversity?embedded-checkout=true

My bonus was negligible compared to what it could’ve been. The primary reason was “limited impact”. This comes as a shock. I can only guess they hoping I voluntarily leave so they don’t have to pay severance.

Then why make the employees miserable rather them treating them as assets. This shows we have money, just not to spend on employees welfare and salaries.

https://www.bloomberg.com/news/articles/2025-12-09/exxon-boosts-2030-cash-flow-forecasts-on-permian-guyana-lng?srnd=undefined&sref=NqTCpwwa

Does anyone know current employee headcount? Is there a number they're trying to reach with layoffs?

We were told today that our rep of 20 years of working at Verizon was let go. What type of bull sh-t is this? I would expect this from SeaWorld but not a company like Verizon.

Don’t you feel electrified by this message of Robin love? Is anyone really going to come out of this totally refreshed and ready? Do tell please.
I for one, don’t see any rest or recharge. I am going to be handholding offshore and dealing with direct client issues. I welcome being let go as long as I get full severence. And that isn’t likely. I think veterans of this place are going to be jipped on this. My manager even told me the aboves are looking to limit or stop payouts on more than 50% of those people targeted.

Last day is today, every single person I have spoken to has asked me for something. “Hey where do I get this?” “What happens if I see this error?” “Where is the code for this process?”

If you need those questioned to be answered, then you were saved for the wrong reason. You’ll be next.

After the several rounds of layoffs and Intel using performance management to reach their final HC:

If you get put on a PIP, consider it a paid interview process… don’t even bother with burning yourself out at a company who is trying to wear out good employees.

Hey Y'all!

To celebrate the upcoming Holidays and our new ad campaign, I wanted to share with you how I found my rich in 2025:

• Aggressive outsourcing of labor outside of North America
• Enacting policies to encourage employees to quit to avoid paying severance
• Investing in custom attire that reflects my humble accountability to our clients and associates
• Removing associate access to anonymous feedback. After all, are you really rich if you are surrounded by anything other than a captive crowd of syncophants?

How will you Find Your Rich?

"Trump admin urges white men to report discrimination" - AP

"White men who "experienced discrimination" at work based on their race or s-x might be entitled to financial compensation, the US government said."

DEI/Woke leanings of Waters has, in fact, systematically targeted white, male employees.

11/19/2025 EEOC Releases New and Updated Educational Materials on National Origin Discrimination

https://www.eeoc.gov/newsroom/eeoc-releases-new-and-updated-educational-materials-national-origin-discrimination

'Project Firewall' is an enforcement initiative launched in Sept 2025, led by the DOL in partnership with the EEOC, DOJ, and USCIS. Its primary objective is to protect the rights, wages, and job opportunities of American workers by ensuring they are prioritized for highly skilled roles and by holding employers accountable for H-1B visa program abuses.

Within this project, the EEOC’s specific role is to rigorously enforce Title VII of the Civil Rights Act against "anti-American" national origin discrimination. The agency investigates and litigates cases where employers illegally favor foreign visa holders over qualified U.S. citizens, rejecting common business excuses—such as lower labor costs or stereotypes about work ethic—as valid defenses for discriminatory hiring or termination practices.

Federal agencies look for the following red flags that may trigger a formal investigation:

1. Recruitment & Advertising Red Flags
   • Restrictive Job Language: Postings that use phrases like "H-1B preferred," "H-1B only," or "Ideal for OPT/CPT students."
   • Burdensome Application Steps: Requiring U.S. applicants to undergo more rigorous testing, longer interview processes, or more documentation than H-1B candidates (often seen during the PERM labor certification process).
   • Third-Party Vendor Practices: The EEOC warns that using staffing agencies or vendors that exclusively supply foreign visa holders is a red flag for the hiring company.

2. Retention & Termination Red Flags
   • Unequal "Bench" Treatment: Terminating American workers who are between projects (on the bench) while retaining visa holders in the same status.
   • Sudden U.S. Staff Layoffs: A spike in U.S. worker terminations followed immediately by petitions for new H-1B visas in similar roles.
   • The 90-Day Rule: Displacing a U.S. worker within 90 days (before or after) of filing an H-1B petition for a similar position.

3. Operational & Compensation Red Flags
   • Wage Disparities: Paying visa guest workers significantly less than similarly situated American workers, which the EEOC views as evidence of a preference for "lower labor costs" over merit.
   • Worksite Inconsistencies: Moving H-1B workers to unlisted client sites or roles not described in their Labor Condition Application (LCA).
   • Stereotype-Based Rationales: Internal communications or manager statements suggesting that foreign workers have a "better work ethic" or are "more productive" than Americans.

4. Systemic Indicators
   • Data Anomalies: Significant statistical differences between the percentage of qualified U.S. applicants in the local labor market and the percentage actually hired by the company.
   • Whistleblower Reports: Increased weight is given to reports from current employees regarding "unwelcome remarks" or conduct that suggests a hostile environment for U.S. citizens.

References:
• EEOC Technical Assistance Document: "Discrimination Against American Workers Is Against the Law" (November 19, 2025).
• Department of Labor (DOL) News Release: "US Department of Labor launches Project Firewall to protect America's highly skilled workforce" (September 19, 2025).
• Joint Agency Press Release: "DOL–EEOC Partnership Expands Coordinated Enforcement on National Origin Discrimination Under 'Project Firewall'" (November 24, 2025).

Someone on my team left and took a pay cut, which honestly surprised me. The work here isn’t terrible, the pay’s fine, and the people are decent. I get the anxiety around layoffs, but I didn’t realize it was pushing people that far.

I was on a meeting earlier where open revolt over the performance review process broke out due to the Director on the Spectrum's inability to not irritate nearly everyone on his team due to his inability to think big picture versus dot I's and cross t's just so he can say it's done while trying to claim that TB reviews 1500 performance reviews personally and that's why we all needed to rush. Way to try to pass blame for his own control freak issues A lot of people are suggesting they are looking to exit or switch roles internally, resulting in a likely derailment of the initiatives underway.

First, I want to acknowledge that I am grateful to currently be employed at HCSC, especially given the broader economic climate. That said, as a 25+ year employee, this is the first year I can recall not receiving any form of holiday acknowledgment. In past years, this has included something modest, such as a small gift card or approval for a team lunch.

This year, there was no recognition at all. I’ve heard that some departments may have still had small lunches or gift cards, so I’m curious whether this reflects broader financial constraints, departmental differences, or if others have had a similar experience.

Confirmed massive layoffs happening after the new year. Up to 40% of collab, 25% of sales, 50% of security and 20% of data center will be notified between January 7th - 10th.
G2 quote from All hands meeting: "We must capitalize on growth areas going into Q1 and Q2 26, unfortunately radical measures must be taken to accomplish our business goals with the emerging use of AI. It is not easy to make this decision, but we must let people go"

Managers have warned us to start looking for other positions.
Hardest hit will be engineers on Webex & Contact centre

Fido has made it clear it will not go the extra mile for employees. Acting accordingly seems fair.

So Xerox is trying to send all jobs to foreign countries and just leave SLT here in USA for their high wage, when in actuality their jobs should be farmed out for lower wages and better ability.
So think about this, force them to collapse, just walk out, all employees, and they have nothing, no more $14M comp. They will let you go with no severance anyways, let them get the same. Just like a union strike.
They deserve nothing.

As you know, many of us in the Symantec and Carbon Black divisions are in a resting-and-vesting mindset. We don’t care whether the division performs well; we only care about the RSUs going into our pockets.

Either you are delusional or clueless about what to do with our division, but please keep us and continue granting us more RSUs.

Why are some employees consistently protected, no matter what they do?

Spirit Airlines has rescinded its plans for temporary layoffs, meaning these job cuts will no longer proceed. The airline had previously announced its intention to implement temporary staffing reductions. This reversal means that employees who were facing these temporary job losses will now retain their positions. Spirit Airlines is the company directly affected by this decision. The rescinded layoffs were specifically planned for its operations in New York City.

https://pix11.com/news/local-news/queens/spirit-airlines-to-temporarily-layoff-hundreds-in-nyc/

I was told WF doesn’t give promotions. Any truth to this? I have been here for 1 year and was hoping to get a title change.

San Luis Coastal schools have approved substantial budget cuts totaling $5 million. This decision is directly setting the stage for impending layoffs within the district. The educational institution, located in San Luis, California, is facing significant financial restructuring. These budget reductions mean that job positions are at risk of being eliminated. Consequently, employees of San Luis Coastal schools can expect to be affected by these upcoming layoffs.

https://www.kcbx.org/education/2025-12-18/san-luis-coastal-schools-approve-5-million-in-budget-cuts-setting-stage-for-layoffs

It’s not bad, but it’s nothing special either. Still, after months of searching for alternatives, it feels like a win. And I really, really need to leave Dell behind. This past year has been something I wouldn’t wish on my worst enemy. Fingers crossed it works out. I’ll be keeping them crossed for all of you as well. May we all eventually liberate ourselves from the twisted parallel universe Dell has fallen into.

Adding to the Walmart orders again before Christmas when they said they wouldn’t be doing it anymore. All my orders jumped by 50-70 cases, locked in. Who’s doing it? There’s a mystery right there. Everyone prepare to be miserable sorting through pallets of 250-350 cases, working in crowded stores and leaving a cr-p ton of backstock

Middle managers should be clearing paths, growing talent, and preparing teams for the future. Too many here do none of that. Here, problems always get ignored, issues mount, and nothing ever improves. Sometimes I wonder what’s the point of having them at all.

Why are store managers and/or H.R. need to be in the store at 6am if they are not picking, packing, or on a call?

Shouldn’t H.R. and the store manager be in store when the majority of associates are actually working ? It makes no sense for an H.R. or store manager to leave the store by 2 or 3.

Do something about it. Make yourself heard. Drop specific names and hold them accountable.

https://publicportal.eeoc.gov/Portal/Login.aspx

To those who are leaving Tomorrow, may God iluminate your new path and help find success on your new endevours.
To those who get to stay.... May you have peaceful and joyful holidays. Please leave this board for now ......Come back in about two/three months......

All of the boomers on here will tell you that you are fortunate and should be grateful for the opportunity you have to work for a company, blah...blah. The reality is that none of us matter to any company, and none of us have ever mattered. The entire system is built to keep us indebted to, and dependent on, corporations. I consider myself politically very conservative, and I am not afraid to admit this. America was sold out long ago. We haven't had a true free market economy for at least 50 years or more. Everything that is done now is done to enrich corporations and political leaders. Banks and financial companies are some of the worst exploiters of the American people in existence. As long as we are indebted just to live, we can't ever be truly free.