#employeerelations

Just saw this movie and it’s about Verizon.

The gist of it is a company laying off employees and everyone is on the chopping block, even the ones who don’t expect it. And the ones who get let go get a small severance and struggle to find work.

Good luck talking to anybody at viabenefits to get healthcare questions answered.

I turned paperwork in for severance and my ticket got closed last month. I keep checking ADP site and still no indication of if I’ll receive a payment. Only thing I see is I can sign up for payments on a card. Will severance be paid out direct deposit or am I expected to sign up for a card? HR system is a mess with not being able to speak to a live person. Anyone else struggling to get through to HR for severance info?

I thought the weekend would help. Nope. I still feel betrayed, I still feel angry, and I still feel scared. How do you get rid of this awful, awful feeling in the pit of your stomach? How long does it take for it to go away? I was never laid off before and I truly hope this is my only such experience.

This is regarding the new People Team internal hiring policy: So if you apply to and get accepted into a new role that comes with a title change and salary increase, it doesn’t take effect until the FOLLOWING YEAR!! What is the logic here? We’ll just keep doing a harder job with more responsibility for the same pay?

The people who are internally marketable are also externally marketable. So much for retaining our high performers!

Please get your s#it together, because it is very clear and apparent that there is mass chaos going on in the c level and a couple levels below. Why would you announce broad and vague massive organizational changes yet provide zero clarity at the point in time the announcements come. Announcements that specifically call out teams/roles/jobs and not communicate the what baffles my mind as we come to the holiday season. Please go back to business school and re-take management 101 or read a simple book on organizational leadership. Thank you and have a very happy thanksgiving while the rest of us fear for our jobs.

General Motors has scheduled 1,140 employees for permanent layoffs effective Jan. 5 at its Factory Zero site in Detroit. The list includes hundreds of assembly operators and is "due to production schedule adjustment required to adapt to slower near-term EV adoption," the company said in a notice to state of Michigan officials.

https://www.cbsnews.com/detroit/news/general-motors-permanent-layoffs-factory-zero-detroit/

It’s awesome that the company spent all this money on renovating the buildings and creating the open floor plan seating just to find out the day of your meeting. You can’t use the office that you booked weeks ago because it has now become somebody’s personal office.

What is the actual point of all of this if they’re just going to change all of the Zirbel offices to individual offices? They should’ve just kept all the conference rooms and let these mo--n stay hidden in their office. This has been such a headache, such a pain, and honestly has created the lowest morale that I’ve seen in a company in my 35 years of working in the corporate environment.

It’s so unreasonable and so disrespectful to treat associates this way when we need a space for an urgent call, we do what we’re supposed to do in reserve it weeks ahead just to have it snatched from us.

Anyone one hearing anything? My manager said it was looking much better so I’m optimistic. Heard that from another area as well

Bad enough after 30 years to get kicked to the curb as a high performer, but now they are starting to remove people from the Slack groups. Just another reminder of you are just a number. Couldn't wait until everyone is off the payroll, just keep ripping off the band aid again and again.

How is bonus distributed? Do managers get a lump sum and asked to share amongst his team?

Enterprise tech, Wealth, WI, Brokerage have been tightening the belt it seems.

They already know who's on chopping block with Boston office relocating to sea port, NC already at capacity.

So why not let associates know who's impacted?

There are people in the team who barely do anything, never show their face on cam, always working from home.

These guys have been coasting for a better part of 3 years now,
While the actual high performers have been living in stress, anxiety, and uncertainty.

Looks like there are major cuts on the horizon with the mood somber prior to holiday party, no one seems excited as they used to 4 years back,
Certainly not as excited as they were last year.

It is clear that management is trying to nix any amount they can from annual compensation bonus payouts (which frankly I look at as deferred salary for doing your job) to cut costs if you add any value to this company or not.

Not exactly a well thought out way to motivate staff to go above and beyond or retain anyone worth retaining, perhaps I need to focus on getting my “paper right”…how can we in this environment!

11 years with this company. Never thought this would happen. Onto to the next one.

How long does it take to get paid once you inform you want the lump sum?

For holiday weeks Employee Relations lets their people choose to work from home. I'm not saying that there isn't anybody from ER in the office then, but its a tacit admission that they know that employees want the choice for themselves to go into the office or not.

It's Over and out to the Verizon Layoffs site until the next RIF. I'm totally burnt out.

To those still here @Verizon, see you soon!!

I was working closely with an individual who was unfortunately let go..

Are they still suppose to work? I hope NOT. I am not sure how to approach or not approach at all.

I have only been with the bank for 5yrs and I don’t know anyone who has successfully moved from WIM to the CIB side. I was wondering if there was “wall” not to hire anyone from the WIM side. I tried several times and only got one interview. Most of the times it rejected by HR in a few days. The roles I applied for were the same roles I’m currently performing in WIM

I noticed in Pakistan - employees could book a shell run vacation house.

India has that extra % pay per year to keep up with market pay rates

Dutch get the benefit of riding a bicycle to work

Oman provides benefits to multiple spouses of an employee. You can also buy health insurance for your parents.

So the only groups that get to continue working in 1:1 flex offices are the people who made the decision to turn 1500 into a watered-down version of a college library (the Implementation team) and the reorg henchmen in HR. How poetic.

Because no one else in the corporation has any need for a quiet workspace. Or as they said in the HMP townhall: “you think you can’t focus in an open environment, but the truth is, you can focus anywhere!”

Getting cut ended up being the best thing that’s happened to me in a long time. The real misery is with the folks who stayed behind in that sinking ship. I walked away with a clean break and a clear head. The market is rough, but even a slow search feels better than staying there.

Don’t expect me to strike for a contract that fu--s over new members at every turn. I will continue to work BAU. I couldn’t care less about retiree benefits. Meritocracy is the only fair system, seniority doesn’t mean sh-t to me. Take the package and enjoy your pension.

These layoffs made a lot of things clearer for me, but the biggest thing is that I really don't want to stay here any longer than I absolutely have to. I'm already looking and once I find something, even if it means taking a pay cut, I'm gone because this whole process showed exactly how little thought went into how any of us were treated. Verizon handled this in the worst way imaginable and I have no interest in being around when they repeat the same cycle, because we all know it's only a matter of time before it happens again.

Hey, I see a lot of posts about 12/20, which is what my AD advised, but paperwork says 12/19. It is not clear if I will receive STI or Stock Together. Can anyone advise in this scenario?

Left VZ after 21 years, during last years 5K Fall VSP. Like many of you, I gave it my all. Slept with work phone by my side. Worked nights, weekends, relocated 3k miles for new job assignment. I thought Verizon was everything, I was irreplaceable and that customers who worked with me would raise a stink when I left. Here’s the skinny…VZ is a big ship. It sails on with our without any of us. If customer service suffers no one cares. As long as we equally su-k like T-MOBILE or ATT it doesn’t matter. My position wasn’t replaced, but others picked up the work and life went on. Three months latter I found a new job with less pay and benefits, but interesting work. If you’re headed out the door just know your lump sum severance benefits will be taxed and almost 40%. If you’re securing private insurance post benefits extension, know that costs can run upwards of $900 per month (private market) outside ACA and if you’re transitioning to Medicare know the severance will crush IRMA in 2028 causing Medicare costs to equal private open market premiums. Two months out leaving VZ su-ked. 14 months out super happy to be gone. 21 years of watching, or listening to self entitled middle managers, AD’s, Directors tell me the ways of the world, or tell me the sky’s blue while raining outside, or having them be dismissive of every suggestion because they know best, - yeah happy to be out. Verizon’s managerial bench is mostly comprised of 30 and 40 something managers who possess little more than the ability to execute an executive order without consideration for how the action impacts revenue or profitability. Most of these managers hold BA’s from marginal schools and advanced not because of what they accomplished or said, but due mainly by an innate ability to navigate the politics. If you’re one of the 13k being “decruited” the transition may prove uncomfortable, but the payoff will hopefully prove remarkable. Good luck.

I'm curious about how the future of our jobs is shaping up. Given all the changes happening, I wonder what might be next. They've already shifted our request process to only go through workforce, and no longer allowing instant approvals for hours available like before. In an email, they mentioned upcoming changes in now going forward into 2026 regarding PTO requests, which makes me think we're in for more shifts ahead. Plus, they continue to ask for volunteers to work through our lunches and before or after our shifts. It raises questions since I thought breaks and lunches were a legal requirement. I'm left wondering if these changes are the new norm and what insights others might have about what's really going on. What can we anticipate in the coming months?

Rumor is that some of the folks in the stores that are being converted will call in sick on Black Friday. Anyone one hear about this?

If you know, you know. The question that we've all been asking. Apparently, the CEO too.

I’m just sitting here reminiscing about the past 37 years working for Nynex/NYTel, Bell Atlantic/Verizon. The union, while certainly far from perfect, got me enough to get married, buy a house and raise 4 kids into adults while allowing my wife to stay home and raise them. Did they blow it with the tiered compensation/benefits for new hires? Yup. Did they bone over retirees with crushing health insurance costs starting in January? Yup. Could they have done better with pensions and lump sums? Yup. Did they spend way too much time and effort defending slug members who should have been fired? Yup. But overall It’s been a good ride with a good group of coworkers. Not sure if I’m gonna bail before August or hang for a bit longer, but either way it’s gonna be on my terms. As for the recently layed off folks, I feel for y’all - this company is as ruthless as it’s ever been and this guy Dan ain’t gonna be a bag of laughs for any of us. Cheers and good luck. AGB

Do store employees earn commission on a phone sold to an employee? I was going to upgrade my kids phones for Christmas and order them online, but if an impacted employee can earn commission, i would rather go to the store instead.

Anyone else see similarities to Cares and Targets 10-4 program?. Thought micromanagement was bad before now they have daily observations, other branch employees spying on each other ans numerous new click counters that will be a reason to deny annual incentives. Wish we could just opt out of the incentive plan and be left alone to truly focus on the job not bean counting.

I couldn't agree more with this vlog https://www.youtube.com/watch?v=4Dd33C4k-Zs

Benefits Information for U.S. Employees
January 21, 2025
NEW U.S. SEPARATION PAY PLAN
Introducing a new BNY U.S. Separation Pay Plan (to replace U.S. Supplemental Unemployment Benefit Plan (SUB Plan))
This February we are transitioning from BNY's U.S. Supplemental Unemployment Benefit Plan (SUB Plan) to a new BNY U.S. severance plan (Separation Pay Plan). The transition will simplify severance, align it with industry standards, and provide more flexibility for employees whose roles are eliminated.
The Separation Pay Plan provides financial and healthcare support for eligible employees during career transitions. The key changes will be:
Severance payments will be made as a lump sum (rather than installments).
For employees enrolled in BNY healthcare coverage at notification, an additional lump sum payment will be included as part of the severance package. This will be calculated based on the amount that BNY would have contributed to healthcare benefits for the severance period (with a cap at 20 weeks).
• There will generally be a 30-day notice period during which active pay and benefits continue (previously 2 weeks).
• Severance will not stop or need to be repaid if an employee obtains a new job outside of BNY.
Guidance on Severance Calculations
Eligible employees may receive severance pay equal to the greater of 2 weeks of base pay per year of service (no change from previous plan), or minimums shown in the chart below, with a maximum benefit of 52 weeks of base pay. Separation Pay Plan benefits are subject to the requirement of a fully executed and effective release of claims. All Separation Pay Plan payments are taxable and subject to wage withholding.
Officer Title
Minimum severance under New
Separation Pay Plan
None
4 weeks base salary (same as before,
Analyst/Associate/Senior Associate
8 weeks base salary (same as before)
VP/SVP
12 weeks base salary (same as before)
Director/Senior Director
16 weeks base salary
Managing Director
20 weeks base salary

It slowly became more and more of a drag on morale as we cycled through one after another managers, directors and VPs.

The last of which were only focused on themselves and the choir of supplicants that sang the same tune. Alas I got tired of hearing it all. I was rather surprised when my director and an HR person scheduled a meeting to let me know my services were no longer needed.

No warning whatsoever just a thank you and a well wishes to not let the door hit me on the way out.

I guess that’s why they don’t have as people with more than 3 years tenure.

Inside Sales Representative – Dell Technologies

Empowering execution through operational excellence.

Role Summary

The Inside Sales position is designed for high-performing professionals capable of navigating a highly structured environment with precision. This role focuses on administrative readiness, cross-functional coordination, and seamless support of front-line field teams.

Primary Responsibilities

Deliver timely and accurate customer quotations across diverse product portfolios

Complete Goal File documentation in alignment with quarterly planning expectations

Manage evaluation units and try-and-buy processes with strict procedural compliance

Maintain comprehensive and up-to-date Salesforce (SFDC) records

Execute a wide range of internal forms, submissions, and approval workflows

Monitor and communicate order status, logistics updates, and lead-time expectations to customers

Sales & Strategy Expectations

Minimal direct selling activity required; emphasis is on internal alignment and mundane administrative accuracy

Strategic decision-making is primarily centralized; role focuses on operational follow-through

Performance metrics are based on standardized numerical objectives that may shift quarterly

Collaboration Requirements

Attend and support extended Teams calls, often in a listen only or note-taking capacity while Account Executives lead customer discussions

Participate in all mandatory training programs, averaging 40 hours per quarter, to maintain internal compliance

Conduct mock sales pitches for internal development, despite limited practical selling opportunities due to administrative workload

Quota Alignment

Expected to deliver 50% storage attainment despite data-center outreach being handled by other specialized teams

Must demonstrate resilience working within a matrixed quota system with shared responsibilities

Workplace Expectations

On-site presence required: 5 days per week, minimum 40 hours

Free amenities may be limited; on-site beverage options vary by location (buy your own coffee on the way to work)

Compensation Structure

Base salary aligned with internal leveling

Annual compensation growth is limited; raises are typically reserved for new graduate hires entering the organization.

Variable compensation is performance-based (wink-wink) and may fluctuate significantly depending on attainment

Ideal Candidate Profile

Will support continuous automation initiatives, including providing feedback and training data to enhance AI systems that may eventually replace your job

Must maintain a positive attitude while working toward quarterly targets that are (let’s be honest) mathematically impossible

Highly organized, detail-oriented, and able to thrive in a process-driven environment where grunt work is 90% of the job.

Demonstrated ability to perform high-volume, repeatable tasks consistently and accurately on a daily basis.

Comfortable with high administrative volume and frequent context switching

Adept at maintaining professionalism under shifting priorities and ambiguous targets

Why Dell?

Join a team committed to operational rigor, structured workflows, and consistent process execution where your mastery of internal systems becomes your most valuable asset.

Candidates should be aware that the role’s highly specialized internal processes may not directly translate to external skill sets if held for extended durations.

Dell is committed to supporting you as a valued number in the system, until such time as that number is no longer required.

Candidates are expected to go all-in with full commitment and gratitude for the opportunity.

Been a loyal NTAP employee for over a decade. I was told to burn my PTO in exchange for all the time off that i wanted. Then you lay me off and keep the $20k that I would have had coming to me if you had not told me to use it ASAP. So glad to not be working for this company anymore, how awful you are to the people that once made you great. What a terrible leadership team that is now in charge of a once great company. Keep sc--wing your employees and see how that works out for you in the very near future........

rto is complete garbage. i've been forced back 4 days a week. in the past month, i've talked to 3 people total in the office and sat in conference rooms taking meetings where almost no one from the office showed up - they just took calls from their cube or a focus room or worked remote. the people i actually work with aren't in the office or even in my city. but my whole life got turned upside down for some stupid ego-driven rule.

i'm using more water, gas and energy - bad for the environment. my stress went up - bad for my mental health. and i had to buy a bunch of stuff to go back (lunch containers, work clothes, shoes, a laptop bag, etc.) so rto costs me money. this is after 5 years of almost no raises, barely any bonus and 5+ years without a promotion.

i feel stuck because the job market su-ks right now. but yeah, at least i still have a job and didn't get laid off. hoping things shift back to favor employees eventually, however long that takes.

I made it through this awful week, and I am so sorry for those who were impacted. They did not deserve this. The process seemed utterly random. I would gladly switch positions with any of those laid off since I was planning to retire in the next year on my own. I cannot be the only one in this situation, but there was no way to self nominate. I call out the pathetically poor execution of this layoff process. Shame on any of you in leadership who let this happen. May you never enjoy another sound night of sleep!