#employeerelations

Some DPAIO folks are gone as of today. At least one VP and one SVP included. Is this part of a larger RIF this week?

I heard it could go on for at least ten more days. No other details, though. And there are so many rumors flying around, it’s hard to tell which ones make any sense.

Hormel Foods Corp. is undertaking a corporate restructuring that should result in the reduction of approximately 250 corporate and sales positions, hopefully through a voluntary early retirement program.

https://www.foodprocessing.com/business-of-food-beverage/news/55327956/hormel-foods-announces-corporate-restructuring-250-office-layoffs

It appears as if security at Home Office is being more aggressive lately. We have been told to report anyone who we do not recognize on our floor immediately to firm security. We have also been told to not hold the door open for anyone after we have badged into the building and/or onto our floors. Is there a security concern at Home Office that anyone knows about that we may need to know about? Is the Home Office safe to work at?

"Resource Actions expected to hit half of US Infrastructure group"

https://www.theregister.com/2025/11/04/ibm_cutting_several_thousand_jobs/?td=rt-3a

So was that strange long message to us:
genuine a wake up call or super long reminder that "winter is coming.." and now its going to be "cold"?

As we continue to feel strains and increased costs as a company perhaps looking at top exec costs would help cut off some of that. Are there business travels at that level that are really needed or lunches for those in those positions that really need to be paid for? How are leaders paid more and advancing levels when others are not? How many additional senior leaders do we really need? Our members need to be able to reach live, direct workers. Happy employees lead to happy members and business which organically leads to overall better business. Telling associates benefits are more, AIP is less, and growth will not really happen is tough for lower ranking associates. I wonder when that piece of the puzzle will be realized by the business. Further consider these associates are also members trying to make it in the world today.

anyone want to share a severance template?

We are interviewing at least 3 current Belk planners and buyers at my new company and that's just for open positions on my team hahhahahaaha.

They are losing so much talent and I am here for it. FAFO

Hello everyone,

Did anyone hear anything about planned layoffs for the people joining from TSYS?

Today italian office announced the layoffs of 35 people (out of 120 FTEs)

Strike or Unionized

U.S. employees are being displaced with offshore workers and/or artificial intelligence. It’s UnAmerican and unconscionable.

Perhaps the only way this can be stopped is if US employees (not in leadership roles) unite and demand changes immediately.

And maybe it is time for Healthcare workers to become unionized.

Any Allina legacy people read this? Any of the Epic people get hit yet, or was it just infrastructure(me and friends) and almost the rest of help desk?

I don't know if this is a company thing or a district thing but why would Walmart make Team Leads have to do an evening shift two days a week? Our store has informed all Team Leads that twice a week they have to work a 7-4pm shift and a 2-11pm shift of they have to step down as team lead. Many of our team leads, who are great, have kids or are single parents and cannot take off or find child care for this. Why does Walmart ask what days and times you can work and then make a rule like this.
Also, why does everyone in the store now have to have open availability? Again, why have me fill out a form and ask what days and times I can work and now tell me I will work when and on what day they want me too or I wont get hours. One of our best associates has a special needs child and has to take him for treatment on a certain day and a certain time. Now they have scheduled her for that day and time but she can't make it so she has been cut from 40 hours to 25 hours. Seems unfair and maybe illegal. Thoughts

I can’t believe how much talent will be forced out over the next year through the country studies. We are struggling for good people already and we are walking off the edge off a cliff blindfolded. It’s not if but when this will blow back.

I received a 1:1 with manager (Band 10 US). Good luck to everyone

Anyone got their document pack yet? It’s been over a week since last pay check.

Morale is horrible across the board. Unless you’re in leadership or close with someone who is, you’re on your own. U.S. employees are treated like they don’t matter, while offshore teams get better support, flexibility, and recognition. It’s discouraging and unsustainable- and yet no one seems to be able to stop it. US employees (not in leadership roles) need to unite and demand changes immediately.

Seems like less people than normal already. Spoke to one of the cafeteria ladies and she agreed. Anyone else thinking the same?

https://techrights.org/n/2025/11/04/Corporate_Media_That_Fails_to_Report_Cocaine_at_EPO_is_Totally_.shtml

I’m hearing rumors that band 5 and above is getting notices this week or accepting a special package. Can any Sr Directors or above confirm this?

Band 6 and below will be the 11/20 group. Im hearing those names are being compiled by band 5 and above now, but I’d like to hear confirmation from the band 5s?

Someone somewhere must have credible information by now. Please let us know!

EQT people will rejoice while Zayo people will start to jump ship!

Penny announced the annual United Way campaign kickoff on October 30th. Please donate to this campaign. Please consider increasing your donation level. Penny Pennington eliminated American jobs and sent American jobs to India. People you once worked with are now clients of United Way thanks to Penny Pennington. I just hope Penny picks my kids' card off of the Christmas tree to buy for this year. Last year I was able to buy for them. This year someone else will need to buy for them due to my ISP.

A lot of group chapter leads, platform leads are up for significant role shake up.

This won't be without impacts to associates at level 4,5,6.

We are looking at complete restructuring of middler tier managers which includes delivery leads, platform leads, chapter leads and group chapter leads.

There's a chatter of no more squad model, lot of squad leads, group squad lead roles are up for a shake up as well

While the consensus is "no impacts to associates", we all know that's a lie.

Some will be communicated the decision middle of November, giving associates 2 months to find new role.

Others would have until end of Q1 2026 to find new role.

I found out I was already near the top of the pay range for my level, and that probably sealed my fate. There are plenty of people making less, so keeping them was the easier call. Just putting that out there for anyone wondering how they decided who to let go.

Talk about being a naive id--t.

Does Dan realize that the real problem in verizon is the over paid huge management hierarchy.I mean come on the amount of money and red tape spent on Managers is unbelievable.Every manager has a higher paid manager above them that does even less.That worked in the ma bell monopoly of endless cash not now!!!The only real value in verizon anymore is the only people that actually know or do anything.That group is the associates union and nonunion on wireless & wireline side.All jokes aside most managers are really clueless.Some where hired from pizza delivery places because their daddy was a executive somewhere in verizon.How about we get rid of the timesheet signers who only job is to bother associates over meaningless things instead of focusing on the customer.The people who matter need to start being cherished more and listened to more .Time to squash the Management pyramid of Verizon and focus on moving forward

Necessary follow-up emails are even being halted. Critical meetings - on hold. I've talked to several friends across the company, various departments and the sentiment is the same - uncertainty and "waiting to hear if we have jobs."

It's not healthy and makes me wonder Dan's long term "culture" strategy that he claims is a priority, when the short term has gone south so quickly.

I genuinely thought the environment couldn't get worse than what H created, but it def has, in a quick way :-/

These people gave each other the leg up and none know what the other is doing! I was impacted and frankly I’m relieved! I know the workforce is hard and we all need our jobs but a couple of months paid to figure it out sounds better then the BS Ive been dealing with! I wish you all the best and my prayers go out to all impacted! But since this new leadership has taken over over it’s been a disaster and the ones who laugh at the ones impacted, the ones who were kept, undeserving if based on metrics and performance, your time will come! You survived not for being a leader but for kissing the right butts!

What’s the point of these celebrations when the very people that made this happen are let go? No meaningful strategy when it comes to these layoffs. Those at the top are coasting while those who do the actual work are treated like cr-p. Trust, confidence and motivation to drive is lost and they really expect us to be excited about these “celebrations”?

2%?? TD Mike and AMEX SB Dunk Sathish must really be struggling. Imagine going back and telling HR "we need to cut 2%" instead of learning how to balance a budget. I told yall this months ago it was coming. Told you last month too. And someone wanted to comment on my last post to say "I was making this up"

I hope that person read the news today. Bet they won't comment on my post now...

More layoffs are coming too!!!

Because it 100% was not performance. We lost two teammates who were among the best, and we have a few who could/should have been laid off instead and are still here. It really su-ks knowing that hard work will not protect you in situations like this. What's even the point then?

Do the VPs and directors get those special packages in their contracts, so they don’t have to worry at all after the merger while everyone else feels uncertain?

1. Badge in
2. Walk around the building for an hour or two, talk to other disgruntled employees
3. Attend teams meetings, “nothing from my end”.
4. Apply for jobs, take interviews, practice for interviews. (Excited for opportunity to interview with TMUS)
5. Walk around the building for an hour or two, talk to other disgruntled employees
6. 8 hours , leave.

Reducing our paycheck amounts in 2026 with this 27 week pay period non-sense, increasing our out-of-pocket health care expenses and still pushing us to buy EH stock because nobody else wants it??? Seriously Executives, stick your head out of your million and billion dollar bubbles and see how everyone else is trying to survive with the low merit increases and next to nothing AIPs now. Buy EH stock with what??? We don't have anything left at the end of the month after we pay our bills thanks to the C suite pocketing all of the company profits.

New Paramount Skydance Senior Management (DE/JS) made a big stink of saying that they want to be one and done. The next thing we know this has now turned into another round of 1,000 layoffs. Maybe the next cycle is a focus on International, maybe it something else. It would truly be wonderful if the Senior Leadership of this company could enlighten us a bit since they were the ones that put the "one and done" out there. Don't really want to have to be thinking about this 24/7 as we approach the holidays. Maybe someone can tell the new Head of PSKY Human Resources to truly do the "human" thing and provide some guidance here. They set the expectations on this in August, not us. And now here we are again...

Jassy tried RTO as incentive to leave. Employees were adamant they'd leave in droves. Those who said they'd leave didn't follow through and betrayed everyone else. There was no meaningful uptick in attrition after RTO. What other options does Jassy have to reduce the bloat?

The messages on this site are making their way to HR. Apparently the RTO discussion is making some headway and was brought up on their early Monday morning call.

To HR: push back on this mandate, no one likes it and it has no benefit over 4 days.

Story by Justin Lahart

Corporate America has ended its firing freeze.

Companies scrambled for years after the pandemic to build back their workforces, learning a simple lesson along the way: Keep the workers you’ve got, because if you lose them you will have a hard time getting them back.

The job market has softened in recent months, however, marking a safer environment for companies to start streamlining their workforces. A host of them have pounced, including Amazon.com, UPS, Target and Meta Platforms, which have announced tens of thousands of layoffs in recent weeks.

It is a shift that could have major repercussions for U.S. workers. Over the past two years, U.S. businesses have become increasingly reluctant to bring new employees on, especially as more recent uncertainty over the direction of tariffs made it harder to plan ahead. But they have also been hesitant to cut the employees they already have, an example of what economists term “labor hoarding.”

The result has been a low-hire, low-fire environment, in which recent graduates and others trying to break into the job market have struggled, but workers who are already employed have been largely insulated.

Now things are looking a bit more like the 1990s, when many big companies were focused on eliminating workers they felt were no longer needed, according to Joseph Brusuelas, chief economist at RSM.

Back then, “we used to reward companies for letting people go,” he said

A number of things could be at play in companies’ increasing comfort with layoffs, including optimism over artificial intelligence, but they all come down to the bottom line. Labor is a major cost, and cutting it is one way to bolster profit margins. Tariffs could be adding to the urgency, especially for companies weighing whether and how to pass through the higher costs they are paying for goods on to consumers.

Some companies also added to their payrolls as they moved to keep up with the surge in demand that came in the pandemic’s wake, and may now feel that they are bloated. Amazon had about 800,000 employees at the end of 2019, and about 1.5 million at the end of last year.

In a memo to staff last week explaining Target’s plan to cut 1,800 corporate roles, incoming chief executive Michael Fiddelke said, “Too many layers and overlapping work have slowed decisions, making it harder to bring ideas to life.”

It probably helps, too, that investors have appeared to welcome job cuts. Target’s stock edged up on the day it announced layoffs. When Amazon on Tuesday said it was laying off 14,000 workers, with more to come, its stock rose 1%. When UPS disclosed it had cut 48,000 management and operations positions when it reported earnings on Tuesday, Wall Street’s focus was on its strong results, and its stock rallied 8%.

Nor are companies any more in an environment where hiring back workers would be anything like the struggle it was after the economy began to reopen from the Covid crisis. Then, workers could largely pick and choose between competing offers.

The unemployment rate, which fell to a multidecade low of 3.4% in April 2023, was 4.3% as of August. Many Americans are operating under the assumption that the jobs picture will get worse: 64% of consumers polled by the University of Michigan this month said they expected higher unemployment over the next 12 months, compared with 32% in October 2024.

One risk for the broader economy: In an environment where employment growth is already low, any increase in layoffs could lead the economy to start shedding jobs. In August—the last month of available data before the government shutdown delayed Labor Department economic releases—the U.S. added just 22,000 jobs.

Whether the recent run of layoff announcements augurs a downturn in the job market isn’t clear, said Jed Kolko, senior fellow at the Peterson Institute for International Economics. While those layoff numbers are eye-catching, they don’t necessarily reflect what is going on in a labor force of over 170 million people, he said.

“You need the whole picture, and that whole picture comes from data that are not being released during the shutdown,” Kolko said.

For companies, enthusiasm over the possibility to automate more work with AI is also playing a role. The Federal Reserve’s latest beige book, which compiles economic anecdotes from the 12 regional Fed banks, reported that more employers were reducing head counts through layoffs and attrition “with contacts citing weaker demand, elevated economic uncertainty, and, in some cases, increased investment in artificial intelligence technologies.”

While there is evidence that AI is cutting into demand for certain jobs, such as software development, the degree to which it is more broadly automating away jobs is difficult to tease out, points out Kolko.

But even if they haven’t been able to widely implement AI yet, a belief that they someday will could increase some employers’ comfort with abandoning labor hoarding. Companies including Walmart, Ford, JPMorgan Chase and Amazon have said that they expect AI will allow them to eliminate jobs.

“Labor hoarding was especially pronounced in higher-wage jobs, where employees are harder to find and therefore more costly to lose,” he said. “Those tended to be tech industries and other professional industries, and those overlap with some of the industries that could be most affected by AI.”

Write to Justin Lahart at Justin.Lahart@wsj.com

https://www.msn.com/en-us/money/markets/why-companies-are-no-longer-hanging-on-to-employees/ar-AA1PDQy6?ocid=msedgntp&pc=W230&cvid=9d7c22f078db4c4cad85cabf269b82b1&ei=11