#employeerelations

That’s all they care about. People in Mar solutions and other places keep going on about leadership visibility but it’s all about their own pay. They could care less about you

In 1897, while most factory women labored 14-hour days in dangerous, filthy conditions for pennies, the women at H.J. Heinz’s Pittsburgh factory received hot meals, medical care, and even had rooftop gardens. They worked for a man who believed something radical: that workers were human.

The photograph shows women in white aprons at their stations, bottling ketchup—filling, capping, labeling—hour after hour. Yet their faces are not hollow or broken; they look dignified, almost content. In the Gilded Age, when industrial progress was built on disposable labor, this was extraordinary. Factories were typically dark, unsafe, and exploitative, but Heinz’s factory was different.

Henry John Heinz, who began his company in 1869 with bottled horseradish, built an empire on quality food. By the 1880s, his slogan “57 Varieties” symbolized trust, but he also pursued a quieter revolution: treating workers with dignity. His Pittsburgh factory, opened in 1888, was clean, bright, and safe, with white uniforms laundered by the company.

The amenities were unprecedented: free hot meals, locker rooms with showers, on-site medical care, manicure services, rooftop gardens, and educational programs. Workers learned English, sewing, and cooking, investing in their future. Critics thought Heinz was crazy, but his approach paid off: loyalty was high, turnover low, and productivity strong.
During the 1894 economic depression, while other factories laid off workers, Heinz expanded, keeping everyone employed and offering support. Employees remembered his personal care and reassurance during hard times. By the early 1900s, the factory became famous not just for ketchup, but as a model of welfare capitalism, attracting visitors eager to see its progressive approach.
Women at Heinz worked with skill and dignity, often coming from families trapped in brutal steel mills. Sarah O’Brien, a worker from 1895 to 1919, wrote that they were treated “like proper ladies,” experiencing clean work, fair wages, and personal respect from Heinz himself.

H.J. Heinz died in 1919, but his philosophy endured. Those women were pioneers, proving that fair treatment wasn’t weakness but smart business. Every bottle of Heinz ketchup carries their legacy—not just a product, but evidence that capitalism can be humane. In 1897, inside that Pittsburgh factory, a quiet revolution was happening, one bottle at a time.

Seeing that long timers were pushed out makes it clear how little this place cares. Some of these folks built their whole careers there. They could’ve offered early retirement or a way to leave on their own terms, but they didn’t. It’s a rough way to treat people who showed up for decades.

We're pulling in new grads left and right now, and that might be fine if the candidates were strong, but they're really not, and it makes the whole situation feel like a huge downgrade from when this place only hired top talent. With all the layoffs happening, it makes way more sense to bring back experienced people who already know the work or at least hire folks who actually understand what they're doing. Instead we're ending up with new hires who are completely lost and not remotely interested in learning, which helps no one and drags the rest of us down. At this point, a hiring freeze would probably be smarter than pretending this current approach is getting us anywhere.

https://www.youtube.com/watch?v=TpuvjxDNrXk

Most of the job cuts will come from Non-Union positions

Hearing the first of many grenades is coming out tomorrow from corporate regarding this global consolidation operation..

One of the biggest things im hearing PDS is going away for non NPT along with all non NPT will become wage employees.

Somethings else FLS & SLS having a minimum amd maximum amount of direct reports as well.

Anyone else got any more information?

Anyone else have details on this?

I just got my early notification only cause my superior is good with me wanted to not hold me out to dry .Im in a department that has been dead a while .I knew it was coming good luck to all .

I’m done with RTO for the rest of the year. Seriously. This whole 5 day grind has drained every ounce of motivation I had left. If we aren’t back to a sane hybrid schedule next year, I’m out. No hesitation. No second guessing.

I love my work, I’m good at it, and I’ve given this place more than enough chances to get its act together. But I’m not sacrificing my health, my time, or my sanity for a policy that does nothing but burn people out and push talent out the door.

Fix it or lose the people who actually keep this place running. The clock’s ticking.

Monday Morning- 5V staff calls with 6V calls will happen, news will be shared. No delegates can join.

Monday Morning - your weekly staff calls (6V ADs with 6V sr managers and 7 band and lower), these will be cancelled.

The slack or just calendar invite being cancelled will be your only communication until Thursday with your manager.

Monday- Wednesday … will be a ghost town between people impacted and their leaders. You won’t hear from leadership until you’re notified.

Thursday- people notified and leaders get back to normal.

March 2026 rinse and repeat

I find the rumblings just (which will happen Thursday… where there is smoke, there is fire) rolling off my back, like water off a ducks.

In Jan/Feb 2021, I was part of the RIF and was able to find a new role. After living through that experience and being a people leader then, I told myself that next time major rumblings came around, that I would embrace the RIF. So here I am embracing Thursday’s news.

Sure there is anxiety about am I impacted or am I not, but I don’t really want to start this post-Verizon change pre holidays leading into 2026 that the macro US economy is going to be dreadful. With that said, there is life outside of Verizon. There are a lot of good things happening in industry outside of Verizon.

We are just a cog in the wheel for shareholder value and the stock price. Our CEO has made that crystal clear. It’s best to treat your role as a cog in the machine for you to enjoy life. Think about work in the hours of work, after work forget about it. Come back to it the next day. It’s ok to ignore a slack or an email.

RIF Package expectation based off previous years.

2 weeks pay for each year of service.

Vacation payoff (hope you didn’t drop below 150% before the year ended. *this was the first hint of it happening this year btw.

Stock together- we can dissect this wonderful move. Hans introduced it and ever since we have experienced the stock price lagging against the industry. Not the cause of it obviously, just ironic.

STI- probably *from what I’ve heard gets paid out but that’s coming from a friend of a friend

It's frustrating when the leaders responsible for AI implementation are completely out of touch. The folks actually building the solutions are not the ones attending major industry AI events.

Instead, we get VPs and CDOs who secured their positions through politics, not expertise. They talk big about "AI models" and use all the buzzwords in meetings, but have zero technical background and have never written a line of AI code.

The gap between leadership talk and ground-level reality is HUGE. This is why we struggle to innovate. Stop promoting boot-lickers and start promoting builders! Reduce slide preparations and do actual work.

If Dan really wants AI to transform, remove all top level execs from AI&D/EDAI team and replace with real folks who has some background in this space. Otherwise, this will remain as myth.

Seriously employees and manager need to boycott tires all talk no action. They abusing employees and no one is standing up for them

Anyone know how many people put in for EOI (expression of interest) in Alaska? I heard 99% that put in got one 😃

Anyone have any idea what's going to happen in GNT, specifically in the RF, System Performance, Equipment Engineering, Construction Engineering, Real Estate and Network Assurance groups? Dan says we must continue to have a good network but these teams are already stretched to the max.

Are there any long-timers that know how performance review rankings affect your chance of escaping these quarterly layoffs? Are only those with the "1" rank relatively safe?

IF YOU ARE NOT UNION YOU ARE AT RISK…. Get your resume ready and prepare for the worst. Hope it goes well for everyone.

Get ready boys because the layoffs will be coming to our area soon. Meanwhile, our union works against us. The girls from AT&T that run the union are helping them Find ways to get rid of all of us. The union is no longer an asset to us. CO techs, splicers, and anyone working outside plant tickets. Patty doesn’t care because she’s close to retirement anyway. She is an evil person.

This is absolute fact. They are working on the layoff plan right now.

I just found out that the cost for my mental health visits will double in 2026. WTF is the ELT thinking by slashing mental health benefits, especially at a time that employees need this most? MW and the rest of them will have bl00d on their hands if someone who is on the brink is pushed over in desperation, seeing care they desperately need.

In recent months, I have had multiple people on my team leave BNY and I am the only person left. Should I finally demand a real raise? 5%+?

There's entire chains that remain on the foundry side absolutely disconnected from any actual engineering or manufacturing beyond the occasional random h1bs or DEI hires reaching out with obscure nonsensical requests. It's clear that these people don't know what's going on, often can't speak English , and contribute nothing to the foundries, and yet it's these tumors that remain while oblivious Middle management cuts the people actually doing things for the floor...

Yeah 25 years:
Have been a top performer consistently.
…and just like that.

After over 2 decades at T, I got hit by a surplus back in 2022. I was lucky enough to land at Verizon shortly after, and I've been loving it.

I hope and pray that doesn't come to an end on Friday. But if it does, I just want to thank everyone. These last couple of years have been, without a doubt, the best of my professional life. I've had a couple of great bosses, and coworkers that can only be described as awesome.

To those who get hit on Thursday, you and your loved ones will be in my thoughts.

To those that remain, I have nothing but the upmost confidence that you'll continue to knock it out of the park, each and every day.

Best of luck to all

Was anyone above the individual contributor level affected? Manager / director / ED?

Unknown number of employees

My direct manager mentioned to me on Thursday that we would most likely be asked to work from home on the 20th and that we would get official confirmation on Friday (yesterday) or possibly Monday. No official confirmation came as of yesterday. Is it true that only teams that are heavily impacted will be asked to work from home? I am trying not to panic, but i have a very bad feeling about all of this.

Every time the org chart gets shuffled, employees don’t feel “aligned”; they feel like another layoff wave is coming. That kind of background anxiety eventually becomes its own full-time job.

The constant context switching is just as costly.
Teams barely settle into new priorities, new leaders, or new workflows before everything resets again. It’s impossible to build momentum when you’re always reintroducing yourself and relearning the mission of the month.

At some point, leadership has to realize that stability is a competitive advantage. You can’t demand world-class creativity and execution from people who are bracing for impact every quarter.

What the company actually needs isn’t another reorg ; it’s a resilient long-term plan, consistent direction, and a culture where people feel safe enough to do their best work. That’s how you “win,” whether it’s now or later.

Seeing my fellow Verizon team mates stressed about potential layoffs is hard. Seeing LinkedIn influencers rush in to ‘add value’ just to boost their own metrics? Infuriating. They act like they’re offering wisdom, but really they’re just feeding on the anxiety like opportunistic sharks. It’s deplorable.

"Today we've made the difficult but necessary decision to reorganize Crystal Dynamics' studios and teams. As a result, we've parted ways with just under 30 team members across various departments and projects as we restructure the company and business for our next generation. Crystal deeply thanks all of those impacted for their incredible talent, hard work, and dedication, which helped shape the studio in so many ways. We are committed to offering our fullest resources and support to you during this transition.”

https://www.notebookcheck.net/Crystal-Dynamics-announces-new-layoffs-and-it-s-worrying-for-the-next-Tomb-Raider-game.1163412.0.html

Some people might see that as a positive, but anyone who understands how crucial institutional knowledge is knows it’s a huge mistake to wipe out an entire generation of employees who helped build this company from scratch. The experience and history they carried cannot just be replaced overnight.

It really could have been worse when you think about the numbers people were throwing around earlier, because there were plenty of conversations where folks talked about 20,000 cuts or even 29,000. I guess that makes 15,000 feel almost like the least awful version of the situation. Still bad, though.

Hi, Verizon employee here. I have heard that many former Verizon employees went to T-Mo. If you are one of them, can you provide some insight into the similarities and differences? Not asking for specifics, just generalizations. Curious about how different we all are. I am former ATT and found both ATT and VZ to be pretty similar

If yall haven't noticed the layoffs have started and there is more to come. They are staggering it to avoid WARN notices.

P&G has proved that experienced hires will always get step child treatment.

Seriously, the guy just cuts heads- couldn’t literally anyone do that? So what exactly makes someone a great leader? Apparently here it’s leading us to lots of debt, pi----g off most employees, forcing overcrowded buildings, having the arrogance to say this is best even though employee surveys says differently, constantly refer to other companies like Amazon that we are following- so really we lead in nothing, and of course the complicit board-made of of other people that knew best and pi---d off their own employees.

I know these layoffs are coming, Monday is D-day from everything I here lists should basically be out and everyone will know their fate to an extent, but why is VBG still getting normal emails and promos saying they are going through January 5th? And meetings are getting schedule for Late next week for blitz calls getting ready for Black Friday. Getting Black Friday appointments and everything is still running like usual?

Are they just pretending like they don’t know anything or are they just in the dark as everyone else? Or do they just not care and are making VBG workers think we are safe?

I apologize if this is a stupid question just wanting input from some of the fellow V-Team

Who thinks assistant managers are on the chopping block?

Bad news for med surg this week. Does anyone know the full count of people let go? Other parts of the Company too?

Serious question from non union employee. If my department miraculously survives this is it possible to join the union? What is the process? I assume this late in the game they would end our group if we tried.

regarding the layoffs?

Still amazing that there are no all clear notes or organizational updates. Just here yesterday and poof.

So serious question.As an associate I never understood the hate management had for especially union folks.When these huge layoffs continue to happen year after year wouldn’t some of the management employees understand why we need a voice.I mean honestly this is all about moving out the old and moving in the new paypal CEO own buddies to high level positions .I mean just can’t even understand the complete dedication some of the management has to being completely terrible to associates.All for what a company that has sunk itself wasted more money then most and really could careless about you kicking you to the curb during Holidays.If I was a management person I would not give to damns about anything other then getting a check till they gave me the boot like they plan to do to so Many!!Ra Ra V Teamers or soon to be ex V Teamers

Just in case there’s some inside information that I’ve missed… I want to know if there’s any way to tell if my location’s going to be affected, and what patterns to look for. I haven’t been with the company very long. Not familiar with layoffs in general.