#report

Someone should investigate this workplace for immigration fraud, displacing American workers, Caste system, Contractor/Body shops fraud.

Please report with all evidences to the Department of Labor.

Someone please spill the beans!

Corporate managers are actively exploiting the immigration system, practicing race and caste discrimination, and displacing qualified U.S. citizens.

Your immediate action is required to stop them.If you witness visa fraud, discriminatory favoritism based on race or caste, or hidden Labor Condition Application (LCA) postings, you have a civic and legal duty to blow the whistle.

Federal agencies rely directly on worker reports to shut down these illegal operations, penalize corrupt management, and enforce fair hiring practices.

Do not remain silent while corporate entities bypass federal law at the expense of American workers.Take action immediately by preserving evidence and filing formal complaints through these critical federal channels:

Document LCA Violations: Take clear photographs of mandatory Labor Condition Application (LCA) postings as physical evidence. Federal law requires these to be conspicuously displayed on corporate notice boards, breakroom bulletin boards, or directly inside manager and contractor rooms.

USCIS Fraud Detection: Submit explicit details of visa manipulation directly via the USCIS Tip Form at uscis.govDepartment of Labor:

File a formal workforce exploitation complaint with the DOL Wage and Hour Division at dol.gov

Civil Rights Violations: Report the displacement of citizen employees, racial bias, or caste discrimination to the DHS Civil Rights Complaint Portal at dhs.gov

EEOC Enforcement: Trigger a formal federal investigation into national origin, race, or caste-based discrimination via the EEOC Public Portal at eeoc.gov

There’s a journalist quietly speaking with former Nike employees about their experiences during the John Donahoe era.

If the reporting is thorough, the sources are credible, and the facts can be independently corroborated, it could become a very significant account of that period in the company’s history.

If you spent years feeling ignored, marginalized, or mistreated, consider sharing your experience. Organizational cultures are ultimately defined not by the messaging they produce, but by the experiences of the people who lived them.

When do they run the workplace excellence reports? I thought it was supposed to be the first Sunday of every month (ex: June 7, July 5, August 2, September 6), but I noticed they ran it in June on June 3rd instead of June 7.

I pull multiple reports a week and then take the data and put it in other reports and then send it to 8 people I've never heard of in my area and do it again the next day and the next day and everyday after until I die

Whats the fu--ing point of this. No one actually looks at the data.

Is everyone dealing with Sapience watching over everything you’re doing? Leadership is a joke now. RTO mandate is also terrible since the whole thing was about collaboration but the moment I leave my desk it shows I’m not working on the sapeince reports. Everyone in the office looks like they are in prison, su-ks how much this place changed because of Gunjan

https://www.justice.gov/usao-sdny/pr/serial-hacker-intelbroker-charged-causing-25-million-damages-victims

Report cybercrime financial fraud

HR says it’s not reportable. I’m done with this racist enabling company.

Layoffs keep happening since last year but they never report it as they are keeping them under the treshold that's required by state laws. Concentrix is really good when it comes playing that game. people are not stupid and all of us can see it but they do manage to keep it away from the media coverage. Anyhow, I was let go after 11 very loyal year and I did have great reviews throughout.

If you are new to Concentrix you will not see this but once you start figguring patterns of behavior of the executives, this will be so obvious.

Good luck all

Is anyone really running reports to see who goes in the office?

Rule #1 "Walmart employs staff on an "at-will" basis. This means that, legally, both you and the company can terminate the employment relationship at any time, with or without cause, and without advance notice." So here's the policy for a associates and this should be on the cover of the associate benefits book for all new hires, not page one, not in the back of the book, not in the fine print, but on the Cover. Everything else in that book is void see rule #1. The associate benefits if packed full of rules and policies but since rule was is always in affect, the rest of that book is more of religion Walmart wants followed and regardless if it is or isn't, see rule #1. They can claim rule #1 is only in rare cases, yet when anyone questions the actual reasons for their terminations, see rule #1. Performance above everyone else's and terminated? See rule #1. You spoke your mind because they said be honest and they wanted true feedback and was terminated? See rule #1. Followed procedure and reported harassment or unfair treatment but was terminated? See rule #1. The point is, the whole employment with Walmart is an absolute ridiculous joke.

On that other site when you get banned because you got reported by company shills, you get a two day ban! I didn't remove the post, someone reported it. I really hope it's HR otherwise let's all consider our loyalty.

The company doesn’t believe or care about Work Life Balance anymore. To the company it’s all about compliance reports.

Settle down P4’s - no one cares about what you were prior to be being demoted from a “manager” position which you probably still hold dearly to your blessed heart. You are nothing more than a glorified wanna be. P5’s with no reports stop pretending the Executive Director role means something. You are executive directing yourself. Please lord let me be let go on the next few weeks.

Need to investigate for frauds about layoff numbers, accounting practices and financial reports.

Duke of Hazard has sent out a phising email trying to catch people out. Really unprofessional, bad formatting, no details on the footer, Trying to make sure everyone has done Security training.

Make sure you report it to Security otherwise your on a vulnerable list.

For RTO 8 hours I know that it’s first swipe of the day and last swipe but do they look at the in and out swipes? We had an activity day in our parking lot. Wondering how that shows up- if I swiped out for 90 minutes does that count against me? Also what do the activity reports look like? Do they only track productivity when you are wfh? If I have an in person meeting where I’m not on my computer does that count against me? Should I just randomly hit keys when I have an in person to keep my numbers up in office?

A couple months ago I reported an egregious coffee badging colleague at the Charlotte office. He habitually swipes his badge, plugs his laptop in, grabs a hot drink, then unplugs his laptop and disappears for the entire day. I then see him pop up online about 30 minutes later but I don’t see him in person again for the rest of the day. I don’t know what HR did about it after my report since they can’t tell me, but it seems like it’s NOTHING because just this morning, it happened again. I guess I’ll keep submitting reports until something changes or HR tells me they at least reached out to him. I’ll report every last person that I see abusing the system. We need to get rid of these leeches.

I want to clarify expectations around the TPS reports. My understanding is that this work is being assigned to D, but there seems to be confusion about whether it should be completed directly  to the SVP level.

From my perspective, the current approach is creating unnecessary tension. I’m also concerned that information shared in smaller, private conversations about colleagues is now being referenced in a way that could be influencing decisions or creating discomfort within the team.

I’d strongly prefer we align on a clear, consistent process for handling these reports and keep communication focused, appropriate, and professional. Defining responsibilities clearly will help ensure the work moves forward without added pressure or misunderstandings.

Looking for the 2nd qtr Southeast Craft surplus report. Anyone seen it yet ?

Smaller Agile teams - This means more flattening of organization with high-level individual contributors oversee the team. So Directors/Snr Directors/VP's and SVP's will be high targets as mentioned in this forum earlier. Executives might be forced to take technical roles. Directors/Managers with minimal number of reports beware.

High cost centers like Bay area, East coast is going to be affected more. Expecting around 2500 -3500 people to be cut. India around 1500 - 3000 people. All the pending members in legacy products, FMW products working in California will be major targets.

Lots of low profile developers, freshers will be cut down to make Org lean and clean. Yes recent college grads might need to brush up their leetcode skills. Visa holders from Bay area better start looking around...

Overall expect something in 5000-8000 count. Get ready folks

P66 is literally a dumpster fire. I am utterly amazed that industry reporting and publications are remaining so silent. It could be that entities or people that stand to lose a lot are pushing the stock price up to get out. Make no mistake, there are significant internal issues and deficiencies that are on borrowed time. The reality I believe exists is that the damage is irreversible. The connection from top to bottom has been severed. There is no longer any trust or pride. It has become a purely transactional relationship between company and employee. One of the greatest petroleum stories ever in American history is on the brink of ending. Bartlesville will never be the same.

Well it is bonus announcement week. Anyone hear anything yet?

Use this post to report %s this week for those into such things

News isn’t reporting much. What happened? Was anyone there today that knows?

Look MetLife, here's the deal. I do the job you asked, you pay me.

You DON'T get my soul!

Quoted from MetLife announcement: "56% of employees are staying put out of necessity as financial and job pressures escalate

NEW YORK, N.Y., February 18, 2026 — Amid persistent job market volatility and financial pressures, new MetLife data shows that while employee loyalty is rising, it may be for the wrong reasons. The latest findings from MetLife’s 2026 Employee Benefit Trends Study reveal that while 77% of employees intend to stay1 with their current employer, 56% are staying out of necessity rather than genuine commitment.

This comes as financial confidence among employees has fallen to its lowest level since 2012 and 31% say a primary reason for staying is that the uncertain job market makes it too risky to leave—reinforcing need based retention and putting business performance at risk.

The Cost of Loyalty Without Commitment

The consequences of this dynamic are significant, with only 18% of employees saying they plan to stay with their employer because they truly want to. Employees who stay out of necessity experience much weaker outcomes: only 50% are actively engaged in their work and they are 54% less likely to be holistically healthy, resulting in higher risks of absenteeism and lower productivity.

“As employees cling to their jobs for security, retention alone can give employers a false sense of stability—even as wellbeing, engagement, and productivity quietly erode,” said Todd Katz, Head of U.S. Group Benefits at MetLife. “This puts renewed pressure on employers to strengthen their cultures, leadership and benefits in ways that foster real connection and true commitment.”

Connection: The Strongest Driver of Outcomes

MetLife’s study reveals connection—including feeling seen, valued, and supported at work—is now the strongest predictor of employee wellbeing, engagement, and commitment. When employees feel connected at work, they are:

3x more likely to be holistically healthy
2x more likely to be engaged
3x more likely to stay because they want to, not because they need to

Together, these findings show that connection is what separates surface-level stability from a workforce that is resilient, productive and built to perform under pressure. Without it, outcomes stall, and loyalty weakens.

Creating the Conditions for True Connection

Connection grows when employees feel a sense of belonging at work, are supported in their professional growth and are recognized for their contributions—experiences often shaped by leaders, workplace culture, and benefits that reinforce support beyond compensation alone, according to the study’s qualitative findings.

“Forging genuine commitment begins when employees feel seen, supported, and valued, not just retained,” Katz added. “Benefits that adapt to employees’ needs—and are clearly communicated—reinforce trust, strengthen connection, and help organizations move beyond transactional loyalty toward more meaningful, sustainable outcomes.”

About MetLife’s Employee Benefit Trends Study & Methodology

MetLife’s U.S. Employee Benefit Trends Study (EBTS) is a leading source of insights into workplace trends, employee expectations, and employer strategies. MetLife’s 2026 EBTS is based on two quantitative studies, conducted in October 2025, including surveys of 2,480 HR decision-makers and leaders, and 2,541 full-time employees from organizations of various industries and sizes. Respondents are aged 21+ and nationally representative of the full-time U.S. workforce in terms of demographics, job roles, and firmographics. New to the 24th EBTS, MetLife used cultural insights and semiotics to explore shifting habits, motivations, and feelings among workers. The research is collected in partnership with STRAT7, a global strategy, insight, and planning consultancy."

Just got the email to "ensure proper meter reporting" so we can squeeze every cent due to xerox. We are past the point of picking up pennies on the ground and they can't afford to IRFF anyone else (maybe?? Or not).

Very sad.....

https://energynow.com/2026/02/conocophillips-considers-selling-permian-assets-worth-2-billion-bloomberg-news-reports/

4Q24 Report
As of December 31, 2024, we employed approximately 70,000 full-time and part-time employees, including network, retail, administrative and customer support functions.
4Q25 Report
As of December 31, 2025, we employed approximately 75,000 full-time and part-time employees, including network, retail, administrative and customer support functions.

So an increase of 5K employees YOY, even though they spent $390 million in 4Q25 to "...streamline operations by centralizing leaders and teams, reducing organizational layers, and eliminating duplicative roles..." and plan on "...remaining costs of approximately $150 million expected to be substantially incurred by the end of the first quarter of 2026. "

So I guess we have to wait until 4Q2026 report to understand how many employees are affected by a net cost $540 Million?

does anyone know when the am best ratings is coming out & will the moa annual report have the full audited financials for the first time in yrs ?

In a January post (https://www.thelayoff.com/t/1kezt9p2t), a couple of folks mentioned enhanced IOE reporting that is coming. “Enhanced” means cross-referencing badge swipes with the laptop connection to the Truist wifi. One of my colleagues who is close to HR confirmed that there is a team dedicated to this activity, but he did not know when it was going to be rolled out to managers. If you’re on the team – or close to someone who is - please let us know when the reporting is scheduled to go live. Reason I’m interested is that my managers are going to be all over this when it happens. They are already hassling people who aren’t hitting the 5-day target. If you miss one day in a given week, you’re getting an email. “You didn’t get manager approval!” So much for flexibility and treating experienced adults like adults

Is your January report available to view yet?

After one year of Cargill 2030, what is the grade for Brian and the ET? Who on the ET is delivering above or below expectations?

https://www.ibm.com/downloads/documents/us-en/1550f7eea8c0ded6

I’m writing to share some feedback regarding the TruPortfolio Solutions rebrand. I recently attended an event where members of the sales team expressed concerns that the new art style feels disconnected from our established financial identity. Are we seeing any data or customer sentiment reports that suggest the new look isn't hitting the mark?

Source: https://www.trueup.io/layoffs

There’s been a lot of heated discussion and debate around H-1B visas lately. Strip away the politics and emotions, and the issue really comes down to one simple question:

Can American workers do this job with a reasonable amount of training?

The H-1B program was created to address genuine skill shortages—roles where specialized expertise is scarce in the U.S. workforce. There are absolutely cases where this applies: highly specialized research, niche quantitative problems, or roles that truly require rare, advanced expertise.

For many of the positions being filled at BlackRock—particularly at junior and mid-level roles—this question deserves serious scrutiny. These are often jobs for which qualified American professionals already exist, or could become fully effective with standard on-the-job training. In such cases, the use of H-1B visas appears less like a response to a true skills shortage and more like a convenient alternative to hiring domestically.

There are also growing concerns that in some teams, hiring decisions may rely heavily on internal networks or favoritism rather than a fair and open recruitment process that genuinely considers qualified American candidates. When entire teams are composed predominantly of H-1B workers, it raises legitimate questions about compliance with both the intent of the law and fair hiring practices—questions that merit review by the appropriate government authorities. Beyond legal issues, this kind of imbalance can affect team dynamics, workplace diversity of perspectives, and trust in the fairness of the system.

That matters because the H-1B program is not meant to replace the domestic workforce. The law requires employers to show that hiring an H-1B worker will not disadvantage U.S. workers in terms of opportunity, wages, or working conditions. When roles that Americans can clearly perform are filled through visa sponsorship, it raises serious concerns about whether the spirit—and possibly the letter—of the law is being respected.

If you believe a colleague on an H-1B visa is occupying a role that qualified American workers can perform, the appropriate response is not online outrage but formal legal action. Report the situation through the appropriate authorities so it can be investigated.

Accountability helps everyone. It protects American workers, preserves the integrity of the H-1B program for truly hard-to-fill roles, and encourages companies like BlackRock to invest in and prioritize domestic talent where it makes sense. Replacing H-1B positions with qualified American workers isn’t anti-immigrant—it’s pro-fairness and pro-law.

What does it show? Does it breakdown hours by day? Or does just show average or a bucket you fall in(7+ hours)

Hes beyond lazy and doesnt do $hit all day.

Has anyone found any recent or past layoffs in the WARN reports? If yes, please share the link.