#employeerelations

I was trying to click on Elevance Health because they, along with other of Centene’s competitors, seem to be going through almost exactly same challenges Centene is.

Well, I accidentally clicked on Emblem Health, instead of Elevance, and their last post thread entries were from 2016 and they were saying and complaining about the very exact same thing as us…about the offshoring to India and Philippines, about the CEO laying people off to raise stock price and to line executive’s pockets, etc., etc. etc. It was like looking in a mirror and we are talking back 10 years ago.

The last post entries on the Emblem Health Layoff site ended after 2016 so I can only think the company went under.

Anyway, scary stuff!

I accidentally clicked on Emblem Health, instead of Elevance, and their last post thread entries were from 2016 and they were saying and complaining about the very exact same thing as us…about the offshoring to India and Philippines, about the CEO laying people off to raise stock price and to line executive’s pockets, etc., etc. etc. It was like looking in a mirror and we are talking back 10 years ago.

The last post entries on the Emblem Health Layoff site ended after 2016 so I can only think the company went under.

Anyway, scary stuff!

Anyone in regular 1-1 started in past 2m ? You might be targeted

More layoffs are set to roll out in America on Monday. I'm numb. 2.48 billion dollar revenue but they still decide to layoff the people making it happen. This is beyond parody. SHAPE survey comes out and says people are unhappy and Synopsys leadership decides to keep beating the dead horse. Unbelievable

Genuine question: I joined within the last year and recently interacted with a DE, but honestly didn’t understand much of what they were saying. Do DEs typically write code and have a good understanding of the systems they work with?

Has anyone VP or above refused to give the ridiculous 30 days notice and leave in 2 or “effective immediately.” I’m strongly considering giving 2 middle fingers to these id--ts and just turning my equipment in. Curious as to what the firm can actually do to retaliate other than maybe put on the do not rehire list.

A few months ago I was talking to a recruiter about coming back to Fidelity after I got laid off. When I spoke to them, they said something like "it's a huge relief I don't have to explain that whole connect week thing to you compared to other people I call". They also said "yeah... it's gonna be an experiment".

From the outside looking in, you can tell a lot of these people in HR have opinions on what's going on that they don't want to be outward about. Anti bootlicking opinions. Or at least that's what I see. They hate the new laws of the land, they're just the ones that have to enforce them.

So, if you're in HR, if you feel comfortable sharing, what do you think about all this?

Am I naive to think we're now safe for a while?

Is it me or the IRR testing is harder
this year with lots of confusing choices sometimes there’s no correct answers?!!

Is there a method that companies use to get people to leave?

Is all the bashing of Schwab and its senior leaders here really warranted? There's a reason why Schwab is consistently ranked a top employer in nearly every city where it has a campus. Because it's a really great place to work. The pay is well above average, the benefits are 1st class and the company does really care about its employees.

Now I don't kid myself. I know at some point that Schwab will need to make a decision in its interest that won't be in mine. I come to this site to get an idea of when that may happen so I can plan accordingly. Instead I just end up reading a bunch of nasty comments about how terrible the company is. Last summer we cancelled our lawn care service for financial reasons and now my husband cuts the grass. I would sure hate to think the crew that came out to my house each week was now online badmouthing me like a lot of you are doing to Schwab.

I love Schwab but I'm a realist. At some point they will probably lay me off. But til then, I am committed to giving them my best and so should the rest of you.

Just had a call with my new "leader" at Charter and was told in no uncertain terms "Move to Stamford of you are effectively resigning from the company." Nice right? Alex Taylor cared about one thing and one thing only - building his legacy within the family, regardless of the human capital losses.

My so call manager spend so much time on presents report. Why can't we see their presents report? How about Stankey, pretty sure he works from home at least some of the time.

The brown nosers replying to Bill's retirement post on LinkedIn make me sick! Bill ran this place into the ground!

Goodbye Lisa. Thank you for your 32 years with Ford.

Any truth to the rumors of people being told their position is being downgraded to a lower grade level, and they can either accept it or leave? Are they offering a separation package for those who do not accept this? Wondering if this is true and what roles/business units are affected.

Company laid off a bunch of engineers , and now is forcing techs to do the zero pen jobs that fell to them. The union is so stupid , they didn’t even argue for a differential pay for its members. Company is saving millions making techs do the engineering work now. What does the union do besides sc--w over its members at every turn lol

Whoa, looks like Stripe just didn’t like what they saw. Now the next guy gets even cheaper. I wonder how long until Enrique gets fired? He was brought on to execute faster but he can’t even do layoffs timely. We’ve been talking for MONTHS layoffs.

As others here I'm on PIP. First time on this strange improvement plan program...

If this does not happen, reach out to your representative

I worked as a contractor for couple years and fell in love with the culture back in 2010-2011. My contract got terminated couple years later but my manager was so supportive and inclusive that an attempt was made to convert me to full-timer but the contract did not allow that. Nevertheless, I kept in touch with a hope that someday it might work out. Couple years later, one fine morning, I saw a job opening (Linkedin) in that team and I applied. It took a month or two to go through bureaucracy but my manager was more than happy to recruit me having seen my technical skills and got the job. I did not negotiate at all and just accepted what was offered to me even though it was way below market rates. I was very happy and promised myself to retire from this place with a belief that a great job and mental peace is more important than tons of money. I even celebrated my success with a long vacation at Disney's along with my family.

I was so enthusiastic about my work that time was never a constraint when it came to work. I put in my sweat and blood into the job. People came and left around me, including most of my colleagues and managers, but I stuck around watching how Pearson culture fell from being a lovable people's company to corporate greed, nepotism and a disposable view of human capital. Then one fine afternoon, in Jan 2026, I was a victim of nepotism and laid off unceremoniously. And here I am still looking for a company that I loved so much, it now feels like a lost cause.

I received no raise, while execs... including Hemsley... continues to receive mega comp packages. If employes are being asked to accept stagnant pay because of the company’s performance and financial challenges, exec compshould be subject to the same scrutiny... and sacrifice.

I have been with UnitedHealthcare for more than 20 yrs & it is frustrating to watch longtime employees feel undervalued while leadership continues to be well compensated. Folks are tired of hearing the same corp messaging quarter after quarter without seeing meaningful improvements in our compensation or working conditions.

At some point, leadership needs to recognize that employee loyalty has limits. Period... If the co wants to retain experienced people, it needs to demonstrate that through competitive pay and meaningful raises - not simply words of appreciation. Employees cannot continually be expected to absorb the consequences of management decisions while executives remain financially insulated from them.

Its sad discouraging to see news about employees receiving little or nothing in additional compensation while the company's stock responds positively. That sends a terrible message to the people who have spent years helping build and operate this organization. Please start listening to employees and appropriately compensating the people doing the work. Otherwise UHC should not be surprised when experienced employees decide they have had enough and leave.

I know we dont have many folks from the stores on this forum, but wanted to share this as well. These folks are working as hard as us and they are often impacted by cuts more than we are. Anyhow, I am sorry they have to go thru this and hope all laid off folks find better jobs soon.

It's over, sycamore ran it into the ground. Sad day for past and present employees.

There’s a growing concern about how decisions are being made. On top of everything else, there seems to be a pattern where certain groups receive preferential hiring and protection when their managers share the same background. This creates an uneven culture where opportunities, visibility, and project access aren’t distributed fairly. Many employees feel sidelined while others are consistently shielded, and it’s affecting trust across the team

We are being told to create more lower level roles and limit/eliminate the amount of higher level roles. I was looking at some of our postings for C12 roles. They are asking for 5-8 years of specific experience and stating an advanced degree is a plus. I am sorry but 5-8 years of this type of experience should easily demand C13.

The message is clear. Do more with less people and less experience. Sad thing this is the whole damn market. Good luck to all that have been impacted and those that will be. Ugh

Less than meets. Received email today that my mid year was updated. There are more notes. Asked manager, they said we'd talk tomorrow. This happen to anyone else?

Details for TheLayoff.com website
Legal Name 
TheLayoff.com Inc.
Operating Status 
Active
Company Type 
For Profit
About the Company

—Privately owned by When and Who Founded by are grayed out on Crunchbase
—Employees: Headcount 11-50

• Location: Houston, Texas, United States
• Company Type: For Profit
• Monthly Web Visits
  2,706,698
  26.64%
  in past month
• IT Spend
  $645.2K
  This year, TheLayoff.com is projected to spend $645.2K on IT, according to Aberdeen.
• Active Website Tech Count 20
• TheLayoff.com is actively using 20 technologies for its website, according to BuiltWith. These include IPhone / Mobile Compatible, Viewport Meta, and  SSL by Default.
• CB Rank 291193
• Data source: https://www.semrush.com/analytics/traffic/

thelayoff.com hosts an anonymous discussion board focused on layoffs, workforce reductions, and corporate restructuring. They organizes forums by employer and industry, allowing participants to share observations about job cuts, severance practices, hiring freezes, and workplace changes. Posts are user generated and appear in threads with comments,offering anecdotal, real-time perspectives from employees and observers. Content includes rumors, experiences, and links to news. Users browse or search for companies, follow ongoing conversations, and review recent activity across company-specific boards. The service supports people tracking employment changes, including staff, candidates, and analysts monitoring downsizing trends.

The registered business legal name for the website is TheLayoff.com Inc..

Corporate Overview

• Legal Entity Name: TheLayoff.com Inc.
• Platform Purpose: Operating as an anonymous, user-generated discussion forum focused on workplace rumors, job cuts, and corporate restructurings.
• Operational Privacy: The company intentionally maintains a highly private corporate profile, utilizing domain privacy protections via Cloudflare to mask its ownership roster, executive leadership, and physical headquarters location

Details for TheLayoff.com website
Legal Name 
TheLayoff.com Inc.
Operating Status 
Active
Company Type 
For Profit
About the Company

—Privately owned by When and Who Founded by are grayed out on Crunchbase
—Employees: Headcount 11-50

• Location: Houston, Texas, United States
• Company Type: For Profit
• Monthly Web Visits
  2,706,698
  26.64%
  in past month
• IT Spend
  $645.2K
  This year, TheLayoff.com is projected to spend $645.2K on IT, according to Aberdeen.
• Active Website Tech Count 20
• TheLayoff.com is actively using 20 technologies for its website, according to BuiltWith. These include IPhone / Mobile Compatible, Viewport Meta, and  SSL by Default.
• CB Rank 291193
• Data source: https://www.semrush.com/analytics/traffic/

thelayoff.com hosts an anonymous discussion board focused on layoffs, workforce reductions, and corporate restructuring. They organizes forums by employer and industry, allowing participants to share observations about job cuts, severance practices, hiring freezes, and workplace changes. Posts are user generated and appear in threads with comments,offering anecdotal, real-time perspectives from employees and observers. Content includes rumors, experiences, and links to news. Users browse or search for companies, follow ongoing conversations, and review recent activity across company-specific boards. The service supports people tracking employment changes, including staff, candidates, and analysts monitoring downsizing trends.

The registered business legal name for the website is TheLayoff.com Inc..

Corporate Overview

• Legal Entity Name: TheLayoff.com Inc.
• Platform Purpose: Operating as an anonymous, user-generated discussion forum focused on workplace rumors, job cuts, and corporate restructurings.
• Operational Privacy: The company intentionally maintains a highly private corporate profile, utilizing domain privacy protections via Cloudflare to mask its ownership roster, executive leadership, and physical headquarters location

Did Centene ever re-hire the people they fired for not getting the jab like the military did? If so…..NO THANKS, we learned that our life is way better off without working for Centene.

My company was just purchased by Ametek. What can we expect?

I have heard from several sources that 4,000 employees are being let go on Monday. Take it with a grain of salt because this is all a game of telephone

posted on another thread by @br+1m10yw24n

Has anyone else heard the same?

Somewhere, there's a spreadsheet with your name on it. The criteria could be anything, tenure, pay, age, or who knows what. Just make sure you're ready.

No reductions expected?

I've watched restructures and personnel decisions systematically remove anyone who was intelligent, trustworthy, or actually cared about employees. The company has spent years making sure there's no one left who can lead effectively. And now we're surprised things are falling apart?

I'm not even trying anymore. Most of my time is spent on the job search, since I know that no matter what I do, I'll be shown the the door at the end. I used to give it my all and then some every single day and I still got put on a PIP. I simply don't give a single damn anymore.

When you never know if your job will exist next quarter, you can't focus on anything but survival.

The Long Beach Unified School District has laid off more than 500 employees to address a significant financial deficit. These cuts include temporary certified staff, federally-funded Head Start program employees, librarians, and various support staff. District employees express deep concern that these layoffs will negatively impact student learning, wellness, and increase the workload for remaining staff. Despite these concerns, the district maintains that core student services will be protected. The decision comes as the district faces a nearly $70 million budget shortfall.

Long Beach, California

https://sigtrib.com/lbusd-laid-off-over-500-employees-teachers-and-staff-are-concerned-about-the-long-term-impact/