#benefitcut

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Weight-loss medication coverage is changing
We want to let you know about a change to your prescription dr-g benefits. Effective October 1, 2026, medications prescribed for weight loss will no longer be covered under the Pepsico Employee Health Care Program or the PepsiCo Retiree Health Care Program (together, the"PepsiCo Plans").
Why we're making this change
Prescription weight-loss medications have become one of the fastest-growing costs in the PepsiCo Plans. Removing coverage for prescription weight-loss dr-gs enables us to maintain a healthcare program that is sustainable and affordable for all PepsiCo employees, while continuing to provide a comprehensive, high-value benefits package. At the same time, many commonly used weight-loss medications now have cash-pay affordability pathways that were not available previously to individual patients.

Retired laid off former employee here. Yesterday I received an email announcing changes to the 401k plan. In short, the plan is going to be more expensive for participants starting next month. Was there any internal communication about why the changes are happening?

Anyone with the the numbers?

Supposedly, Fidelity is all of a sudden firing a lot of call center workers for call/job avoidance at numerous sites. This was announced last week and is now being communicated to phone reps. The memo states that Fidelity can deem pretty much whatever they want as call/job avoidance, such as system restarts (which you often have to do because of the non-stop tech issues at this company).

If an employee is not legitimately doing their job, sure, they deserve to be fired. But... what a big coincidence that this is happening at scale for the first time, as far as I've ever heard, right before fulltime RTO and during their other quiet layoff methods such as cutting bonuses, benefits, etc. If they fire a lot of reps, then it won't count as a layoff.

The quiet layoffs will continue until morale improves.

The street loves the “mass layoffs, benefit cuts, zero merit increases, have AI do everything” story. I wonder what the reaction will be a year or two from now?

https://fortune.com/2026/07/14/c-h-robinson-ai-success-secrets-dave-bozeman/

I've been hearing a lot about severances being smaller than normal (example 1 week per year vs standard 2 weeks per year). Anybody hear more on this?

Seriously? First they take the pension away now the biweekly deposits to make up for the pension is going away? Is the goal to make your employees as unhappy as possible?

As of October 1st, all telecommuters who have company paid home internet, or company reimbursed home internet, will be losing that benefit... because why not, right?

"We recognize this change may have an impact on some employees. To help you prepare, we are providing more than 90 days' notice before the policy takes effect."

Heard from reliable sources, management discussing to end 401K match in July this year.
Otherwise will be done starting 2027

Just got the notice Cigna will not cover Zepbound for its employees for weightloss effective 7-1. Feels like the ultimate bait and switch: “join our program, use Omada, we cover your medication cost for this lifetime
Med!!” 2 years and 100lbs later “just kidding- you can pay $500 per month cash pay, it’s accessible now!”. Between layoffs, benefit downgrades, verint, stagnant wages I feel like I’m actually losing money working for this company not making money lol. Anyone else feel like they are paying for the “luxury” of working here? Maybe they’re just hoping we regain the weight and unalive so they can save money without additional layoffs

GP Used to have a wellness day that would be announced mid-May and we could take it during the last week or so of June. the day wasn't included in the normal pto schedule since it was considered a "bonus" day
with RIF incoming, should we expect that day will be cut permanently?

Many companies are stopping multiple benefits.

In Benefitfocus subsidiary, people were told they are being laid off effective June 15. They are being told this news less than a month after a previous layoff took effect on April 15 and work moved to Voya India and to Philippines.

With this auto schedule program if you don't have 100% open availability you won't be scheduled because TLs aren't able to adjust it at all and our store was told today by TMS that full time hours are now 30 instead of the 36 we were getting looks like we will all be losing benefits as well since 30 hours isn't considered full time

Our area was told to come up with a plan to show that we can save at lease 12% this year compared to last year. No more hiring for us. No more external consultants. Travel is almost non-existent after Sapphire. And we are asked to find ways to bring the costs down. There is negotiation going on regarding reducing some company benefits. And we have been asked to get more work done with the same employees. While this may be good news for many that we don't have layoffs, it is still bad news because we will have less worker protections and our benefits will get cut. And for sure employees will be overwhelmed with too much work. When this happens, you can expect the "performance" of all employees to go down and also their appraisals for next year. Welcome to recession at SAP I guess. As a company, our financials are strong but instead of investing in employees we are investing in... AI that customers do not want to pay more for and in... bonuses for group executives and the executive board. I hate this company.

Hearing rumors and rumbles that they may be changing our PTO rate? Reducing it? Saw some reddit posts and some rumors on the Optum board. Anyone else hearing this?!? I mean they already cut 401ks match.

Job ads will mostly disappear. Senior positions will be T3 and T4 only because they refuse to eliminate any T5 roles. Executives across the board mainly just listen to the executive board without doing much work themselves. The actual work is handled by the T5 and T4 beneath them. Right now, the talk is that the cuts will mainly target T1 and T2 roles to significantly reduce numbers. The idea is that T4 and T3 can take over those jobs with the help of Claude AI. They’re also planning to cut several T3 and T4 positions. These will be replaced by key resources like HR, who are shifting to become development managers. A new position called "SAP AI Architects" will be introduced. This role is similar to other architect positions but is designed to assist HRs in adapting to their new responsibilities since they lack technical expertise. However, some other architect roles will be eliminated. Product Owner and Product Manager roles will also be eliminated under the name of HPOM efficiency. Much of this has been discussed for months now and this seems like this is pretty much the final version.

Performance Management will be we-ponized against anyone who voices too many complaints. It will also serve to keep everyone’s loyalty in check. In 2026 and 2027, benefits and salary budgets are set to be slashed even more to boost share buybacks. And of course to give more bonuses to the executive board and executives in all areas. Unfiltered surveys will be above 70% for trust in the board regardless of how employees vote in 2026.

It’s crucial for employees to grasp where things went wrong. The supervisory board elected two years ago has been quite anti-employee and pro-layoffs. They’ve actively worked to increase bonuses for the executive board while cutting salary budgets and benefits for regular employees. The new Works Council is mostly made up of the same people as before. Sadly, they seem more focused on securing a good layoff deal for themselves and then leaving. This pattern happened four years ago when half the Works Council left and it is repeating itself now. The answer is to elect pro-employee, anti-layoff candidates to both the Works Council and the Executive board. These candidates should hold the executive board accountable for SAP's strategy. And honestly, executives in most areas should be laid off. A majority of them are millionaires already and are only here to drain as many Euros as possible from SAP into their own pockets. T5s who have been with SAP for a long time are pretty much useless as they are disconnected from reality and only interested in building their "empires".

Ask your representatives after the announcement why they failed you.

https://memorialhermann.org/about-us/bcbstx-negotiations

In the latest endless hit to our benefits, all Memorial Hermann providers will not be in-network starting April 1st, unless thisis resolved.

So many cuts in benefits, so much offshoring, so many layoffs as people are replaced by AI...and we all just keep accepting this as if it's normal. We're well trained, I guess. I just wonder if there's a point when all of us will realize we've had enough and just walk out.

Keep getting letter after letter telling me insurance o longer covers this and that, have to book scan though 3 rd party, meds going up , some no longer covered. Just got letter saying all our Memorial Herman facilities and doctors are in jeopardy. Exxon changed to one provider, no more choice, went up on premium, try to keep you from going to any emergency room by making you pay 10-20 percent of the entire bill, and then tailored a cheap coverage plan that only help the company... after almost 30 yrs , this is about as low as I seen from the company, Billions in profit and it saves money by cutting from its employees, the new norm..... can't wait GTFO..... I'm embarrassed to even say I work here anymore. Don't come to work for this place, it will su-k the soul out of you and you will be miserable.

The changes to benefits for imaging is the worst change to benefits I can remember. This new group OneImaging that we have to go through is terrible. What should be a quick scheduling with the doctors office takes weeks to find a cut-rate imaging center nearby and tell them what days you’d prefer and hope they have availability and get back to you. Costs went way up for all kinds of ultrasounds and some other imaging types.

Let's reduce 401k from 9% to 6% and hide it.

Viva Las Vegas, Baby! #LeadingWithCompassion

Nothing about how EJ is run makes sense anymore. It's all reactive panic moves and politics. If you're not buddies with someone in charge, good luck getting anywhere. Meanwhile the actual work gets ignored and benefits keep shrinking. It's exhausting.

If you're still at Gainwell, you should be actively looking elsewhere. This place offers nothing but uncertainty and shrinking benefits. I'm honestly shocked more people haven't left by now. I'm working on my exit and can't wait to be done with this place.

They're not relying only on layoffs anymore, they're just making the package worse and worse. Reduce a benefit here, increase a cost there. It's passive-aggressive workforce reduction, and it shows what they really think of us.

Has there been anything else that wasn’t disclosed prior to us going over to mastec like losing part of our vacation, sick, and holiday time?

Anyone have legitimate knowledge if they'll cut bank severance packages again this year?

Just so people are aware, TI just substantially cut profit sharing for 2026 onward. We all basically got a large pay cut.

As an employee....My medical insurance is more expensive and my prescriptions dr-gs cost much more now in 2026....I am barely getting by now this.....I guess they had to figure out a way to pay Hans and the executives on the backs of the workers....the money has to come from somewhere....now I know why people say eat the rich....so unfair...the rich always get richer at the expense of the average person just trying to get by.

Do you foresee more mass layoffs? Reduced benefits? Or maybe some positive changes?

Has anyone seen the severance package under uniti? Heritage windstream had cut theirs back to a few dollars added to your standard state unemployment benefits. I wonder if uniti's is better.

Merry Christmas, everyone! Even Clark received a Jelly of the Month Club subscription! And let me tell you, giving us a T-shirt feels like a consolation prize after you decided to downsize the 401(k). We deserve better!

They aren't going to let up.

Let the decreasing 401k match be a clue as to how RRP and Merit funding will be this year.

By decreasing the 401k match by 1%, they on average TOOK $1,000 dollars from a UHG employee making contributions. Compound that $1,000 over ten years and you're at $15,000 that the company took from you. Now do that every single year. They will keep bending us over and you're a su---r if keep giving this company anything more than 10% of your effort because they sure as heck aren't giving you anything

Saw the email come through. So our employer match is decreasing. This is ridiculous.

This company is circling the drain. Cutting by 1% the match. Cutting costs everywhere. You just lost whatever raise your were getting. Actually worse with the health insurance rises.

Does anyone know of the SNAP and EBT benefits situation since the Trump Administration has ruined so many things? Some of us and our coworkers may need assistance going forward.

“Things are great!”
“Intel is winning!”
“No more raises.”
“Nvidia is investing!”
“LBT’s golf buddy is your new boss!”
“Stocks are doing great!”
“You’re never getting those benefits back.”
“Holiday party!”

In the first time in years, HR actually cared about asking our opinion about new employee benefits. Imagine that ! After all the cutting, they finally listened and said: what can we do to help our employees and provide them a more competitive benefit package ? The options which I chose were:

1. Mental Health
2. Legal Assistance (so I can find a lawyer that will help me sue)
3. Pet Insurance from Nationwide
4. Free Massages during Lunch Hour

What say you ?