#employeerelations

I'm trying to stay informed but I haven't seen anything solid.

Before, if you worked hard here, asked the right questions, and applied when a better role opened up, you had a real shot. Lately, that hasn't been the case. It's like all the internal postings are advertised just for the sake of appearances, while the roles are already reserved for pre-selected candidates. Tell me I'm wrong.

The experienced FA losses are really accelerating. Big promises that weren’t delivered by Penny and her ELT, unforced errors like ent reimagined and return to office impacting operations and aggressiveness of competitive recruiting are all contributing.

Only momentum helping EJ AUM right now is market exuberance…

Does anyone have insight into the process or timeline of laying off an entire department of individual contributors and moving the positions offshore?

Does Optum ever hire temporary US contractors to replace us first and then eventually move to offshoring?

People are leaving for competitors every single week. And the company isn't offering them better pay or any incentive to stay. Not even a conversation. With others being kicked out through layoffs, where does leadership think that will leave us in a few years?

I left and now I regret it. This place isn't perfect but it's still better than most.

Does anyone know when they're going to start letting people go? I've heard July but I'm not sure. Could be later.

Imagine getting 10-percented, losing your job with no severance package, after working hard for a multi-billion dollar company for decades, just so the executive team can save a little money and look good to their investor overlords. Smh

I am asked to relocate to this year. But I don't have my team there. So, I asked for Dallas and it was unofficially granted. My husband has been laid off due to org restructure just 2 weeks ago and his health has gone down drastically, requiring at least 2 months to recover. I have asked for an extension for next year in current place but did not get granted, while my peers did not receive letters. If I don't relocate, i will lose my job too. Not sure how to navigate this with kids.

we all know it’s coming in June per Corkey Anthony. are we getting a courtesy email or will it be google-esque with a simple lockout of your account. would prefer the latter so i won’t have to do cr-p for 2 weeks

Today I learned I am going to the bench in the US. Been a manager with IBM/Kyndryl for 18+ years and also forced to tell at least 6 of my employees so far they will also be moved to the bench. Bridge has to cut >$5m from the budget, overall CTO much more. Employees impacted in the US, India and Costa Rica as I know currently. All while they hire more VPs and pay huge stock dividends to the execs and tout the company has made the top 100 most loved workplaces that prioritize respect, care and appreciation for employees at the core of their operations..... I don't think so

How many of you wish they were laid off already?

Every time there's a layoff, they let go of the people who've been around the longest and know the most. The ones who can solve problems in five minutes that take new people five days. Then a few months later they realize the work isn't getting done anymore. So they hire two or three people to try to do what that one person used to do. How is that good for business?

My LinkedIn feed has been filled with pictures and comments about how great the Oracle kickoff was in Vegas this week. Followed by posts and repost of great economic news of a record year of sales.

Am I the only one who finds it offensive that in the face of tens of thousands of people laid off since August of 2025 that our former coworkers and executives celebrated what appears to have been an excellent year while those impacted by the layoff, got to watch both big spending in Vegas and outstanding numbers.

I understand they made a big deal out of the fact that partners footed the bill for the most part for SKO, but the optics are terrible and probably not 100% true.

My last comment would be that for rank-and-file employees that do not benefit the same way that say the new CFO , the C-Suite or other senior executives do reposting that material is hilarious. Don’t think you’re anything more than a name on a spreadsheet.

What it really is is just a stark reminder that these types of companies just keep moving. Meanwhile terrible severance packages versus Meta and longtime employees trying to figure out what happened and why they’re on the outside.

The fact that they went forward after all that restructuring with the week that they did says it all!!!

Guys when we are capable of doing great things then why should we stay here? I literally felt employees here are value less. A lot of changes, every email from Dan seems to be like " Thank you for the work you done till now " . Had already started my preparation. Lets start and let's move.

Anyone else spending most of their time training their new useless leader on what tech is, what their new area does, and wondering the value of the useless leaders salary while waiting to understand direction and deliverables.
Still tons of dead weight just collecting money with no value add work to be had.

EPISD began its planned staff reductions. Sixty-three employees were notified of job cuts on June 11. The cuts address a $52.8 million budget gap. An additional $42 million deficit looms for the district. Employees were advised against signing voluntary resignation forms.

El Paso, Texas

https://www.elpasotimes.com/story/news/education/2026/06/11/episd-layoffs-start-as-63-employees-notified/90506855007/

Verizon Business Group is riding its managers until their legs fall off. They’ve turned this department into the USSR. Every call is monitored down to the second, including time between calls.

At this point, Verizon Business should be viewed as a stepping stone to your next career move. Since taking the B2B SAM title, my LinkedIn inbox has gotten a lot more attention. Even R2B titles are being converted to B2B.

Get the experience, build the resume, sharpen your skills, and leverage it into your next opportunity outside of Verizon. Corporate America will use you if you let it. Make sure you’re getting something out of it too.

This company is literally thinking it can operate the daily works and tasks much easily without employees. Leadership doesn't care about employees. When there is no value to employees then what is the reason behind working here. Need mass resignation.

I left eight months ago. The top brass don't know what they're doing. If you're not near retirement, staying at T doesn't make any sense.

The immediate team and the manager were so toxic - I got axed but I feel much better. So, go figure. Relief

Because that always worked out for others, right? Id--ts. We're being "led" by id--ts.

We have a fearless leader that is constantly threatening our jobs. Now he is going after our vacation time that we earned. SINK THE PULSE SURVEY! Make him wake up from his coffee slurping delusional mindset.

Layoffs that were expected in June now appear to be slipping into July. My guess is the company is adding more people to the RIF list, which is not exactly surprising given Global Payments track record of recurring workforce reductions and the pressure to deliver the $600 million synergy target tied to the Worldpay deal.

Meanwhile, GPN stock is trading at its lowest level since the TSYS acquisition in 2019 and is down roughly 30% since Cameron Bready became CEO in 2023. Oh and the guy that Cameron put in charge to run the SMB business ($6 BILLION!) who has never run a business in his career? Yes, layoffs are definitely coming.

Remember when Cameron got on stage when he became CEO three years ago and told everyone his goal was to build a "best-in-class" culture? Three years later, many teams are doing the work of two and three people, while bracing for yet another round of cuts and the lack of leadership at the C-suite level is truly shocking.

When is the board going to realize that Cameron isn't fit to run the company? Until then, employees should expect even more uncertainty, more restructuring, and more layoffs. So GPN employees listen up, things are only going to get worse so if you get offered a package next month, be grateful, and RUN as fast as you can.

In the meantime, #BringSloanBack!

not even subtle anymore just straight up cutting staff to post lower paying jobs (lvn vs rn), using vendors to take risk loss, cutting anything social work and replacing with an AI resource handout and most gross of all: eyes only on patients just out of the hospital. More to upcode, test, bill. Poor elderly...easy target. But lets have another townhall and discuss values. karma will eventually follow these strategy team vultures.

FanDuel implemented organizational changes, resulting in staff layoffs across various departments. The exact number of affected employees is unconfirmed but could be in the hundreds. Roles cut include middle-management positions within both sportsbook and casino operations. Flutter Entertainment's share price surged significantly after the layoff announcement. This action follows similar workforce reductions by other gaming companies that also saw stock bumps.

https://next.io/news/investment/flutter-share-price-surges-fanduel-layoffs/

The Hilton Houston NASA Clear Lake hotel plans employee layoffs. Remington Lodging and Hospitality LLC manages this hotel. All 65 employees will be dismissed on July 31. The hotel will temporarily close for renovations. It will reopen as a Margaritaville-branded lodge.

Nassau Bay, Texas

https://www.houstonchronicle.com/news/houston-texas/article/hilton-nasa-margaritaville-layoffs-22300194.php

Dozens of service workers at the Graduate Hotel in Palo Alto were suddenly laid off in April. Employees were initially informed that the hotel's ground-floor restaurant would be closing. However, the restaurant soon reopened, staffed by temporary contract workers. Former employees, including kitchen staff, housekeepers, and servers, expressed confusion and anger over their terminations. Workers are now escalating their concerns to the City Council, seeking intervention.

Palo Alto, California

https://www.paloaltoonline.com/business/2026/06/10/dozens-of-graduate-hotel-workers-devastated-by-sudden-layoffs/

Genentech underwent another round of layoffs this week. These cuts affected its early research and development group. The company closed its infectious disease research unit. Another research unit was also shuttered during this restructuring. Top scientist Vishva Dixit was among the employees laid off.

https://endpoints.news/exclusive-genentech-closes-infectious-disease-unit-in-wave-of-research-layoffs/

Perfect timing for an employee survey

https://www.crn.com.au/news/2026/partners/dxc-technology-worker-speaks-out-against-underpayment

Black Mountain faces a nearly $2 million budget shortfall. Rising operational costs and storm recovery expenses caused the deficit. Town Manager Richard Hicks cited rising personnel and health insurance costs. Officials propose freezing five to six positions and raising taxes. They also consider increasing garbage fees and water rates to balance the budget.

Black Mountain, N.C.

https://wlos.com/news/local/black-mountain-budget-shortfall-million-officials-town-manager-layoffs-tax-increases-interim-richard-hicks-community-governments-helene-recovery-meeting-

How do I convince leadership to let me go back to my old role/team instead of laying me off? I have been moved around to so many times in the last few years, I’d really like to go back to what I was doing prior to all the re-org’s. Also, does anyone know if HR will offer a lower position in another are vs. laying someone off? I really don’t want to get laid off (despite all the trolls on this site) and willing to take a lower job.

MDT is basically run out of India these days. It's only a matter of time before everything except sales ends up there.

Anyone considered transferring and working for pennies?

So sorry for everyone. I hope you find better jobs at better companies soon.

First Genpact, then draining the people transferred there, then knowledge transfer to India, only to at the end not to pay any severance and drag people through a nervous breakdown. Any ex-Genpacter here to contest?
OP: @ar+1ktrvkg7w

Ask for those who plan to quit on their own. Did anyone quit and not serve out their 30/60 day sentence? If yes, how did you swing that and what are the possible repercussions?

I know this is for layoffs but just curious if anyone else is buying the stock? I got a few hundred shares this morning because it seems to have reached an all time low. I think we have good products and I can’t figure out why it’s dropped so much. I’m wondering what other people are thinking? Maybe I’m completely wrong and this stock just keeps dropping but I thought Enrique was hired to raise the share price. We lost enough value under Mr. Shock the World.

Mike Lyons gets 70 million in year one while cutting staff, forgoing bonuses or salary increases for many if not all, stating market and company talking points around why they cannot spend money. All while taking 70 million 😂

Incredible leadership. Just who everyone wants to follow!

Regardless of whether you are currently in the latest round of layoffs or simply anticipating your turn on the chopping block, consider this thread a sanctuary for our shared grievances. Channel your hatred, humiliation, and the injustices inflicted by your dim-witted yet treacherous and repulsive (desi) colleagues, and manifest them as curses here. Together, our concentrated malice will surely invoke cosmic intervention to cleanse.

The most alarming number in the Wall Street Journal’s “Best Companies for the Future” ranking isn’t AT&T’s overall rank of 375.

It’s the Talent rank of 390.

The WSJ’s methodology specifically looked at hiring, retention, and employee satisfaction as part of future readiness. In other words, human capital.

For years employees have been saying the same thing, excessive RTO mandates, constant uncertainty, forced relocations, and a lack of flexibility are driving good people out the door.

Leadership ignored it.

Now a respected third-party ranking is essentially saying the same thing. AT&T isn’t being viewed as a future-ready talent organization. It’s being viewed as a company struggling to attract, retain, and develop the workforce it needs for the future.

Even Kevin O’Leary (hardly a champion of employee entitlement) recently warned that companies risk losing their best talent when they become overly rigid about RTO and where work gets done. His point was simple - if you make flexibility a non-starter with RTO, your talent pool shrinks and you will only attract the undesirable bottom quartile of talent nobody else wants.

And that’s exactly what many of us have watched happen… I’ve never seen this many experienced employees leave. At the same time, a strict 5-day RTO policy isn’t a selling point to younger workers who increasingly value flexibility and work-life balance, it’s a detractor and immediate non-starter. Nobody with other options will ever sign up for this prison-like micromanagement.

Talent rank 390 isn’t the cause of the problem. It’s a symptom of this bad policy.

You can mandate badge swipes. You can mandate presence. You can mandate commutes, but what you can’t mandate is that talented people choose to work here, or stay here.

At some point leadership has to ask whether a five-day RTO policy is helping build the future, or helping explain why we’re ranked near the bottom when talent is measured.