#employeerelations

Does anyone know the meeting title that is used for a layoff meeting? Also, who typically sends these out? Is it from HR or your people leader?

Regarding the layoffs at Centene Corp., the real problem is management, not the boots-on-the-ground employees. There are too many layers of unnecessary management pulling in great salaries. Middle management is mediocre and exclusively focused on metrics and numbers, which is the exact reason we lost so many members—because the resulting quality is deficient and mediocre.

How can anyone focus on quality and caring for the member when they are forced to handle 60 calls daily, just trying to reach that arbitrary quota of 60 members a day? Leadership thinks that because they have a Microsoft pilot, everything is fixed, yet CM Hero remains an outdated piece of trash. I cannot fathom how much they paid for that imbecile piece of software that they are trying to promote.

The issue stems straight from middle management, where there is zero innovation. Moreover, when you look at the staffing mix—such as registered nurses with only two years of college and CNAs—can you expect them to think above and beyond? Many of them do not write English properly, which is plainly evident in the notes that they produce.

Heard few people got emails at 9.00 and few will be getting at 11.00 ?
Anyone heard the same ?

The only reason for promotion these days, outside of sponsored HiPos, is to replenish the PIP fodder at the bottom of the next CL rank group.

They need new non sponsored persons to focus downward pressure onto.

The unrest is Real.

We all know what IBM managers are planning with some people not needes anymore in projects... PIPs and layoffs.

I finally did it. Put in my notice on Monday, walked out the door, and didn't look back. I didn't even give a two week's notice. I don't plan to be back so I don't care if I burnt any bridges. I watched nepotism get promoted and talent get ignored for years. Enough is enough.

Younger hires are coming in, older ones are going out. And the exits don't look like performance issues. It's a shame how little this place cares about institutional knowledge.

After another sleepless night, I realize that this job has cost me so much mental health that being shown the door with severance is now sounding much better to me than staying here and going through the same thing again and again. So bring it on, I say.

Every town hall, they ask us to trust leadership's vision. But vision doesn't pay the bills when half your team gets laid off. We've watched promises get walked back, strategies flip quarterly, and executives cash out while we scramble. So no, I'm done trusting leadership. I think they let us down one time too many for that.

It's waste of time. I applied for over 80+ positions in the past 4 years, for promotion roles. I got few responses and like may be 5 or 6 initial interviews. Except one position, I am pretty sure that all other interviews are fake and they just interviewed me for documentation purposes.
Everything else is an automatic rejection email. Internal mobility for higher roles is a SCAM!

Bumped from @bk+1kxk1gpmb.

Strong earnings streak, stock up, that probably means we should consider ourselves safe for now because Dell would never lay off employees amid great results, right? Right? (Yes, I'm being sarcastic, in case it's not painfully obvious.)

When do we really need to fix the leadershit at this shitTel place to save employee layoffs ?

I am really tired and sick of this

An email was sent out last night that went to a lot of B2B

Managers are to target reps who “lean” on them to much. This is a grossly obvious tactic to weed out people who ask for help a lot.

We also find it odd that the manager that sent it out is never around. Some employees don’t even know who he is but yet he is their AD

Must be nice to have a job where you don’t have to talk to your reps but want them targeted for asking for help

Eight Howard Stern Show employees were highlighted in a recent Instagram post, seemingly confirming their continued employment. This comes shortly after reports of significant layoffs affecting a dozen other staff members. The show is also transitioning to one live broadcast per week starting this fall. Several individuals were named in the post, while others confirmed their departures via social media. Stern recently renewed his contract for an additional three years.

New York, New York

https://www.yahoo.com/entertainment/videos/eight-howard-stern-show-employees-114927173.html

You are just a drone that exists to serve the Corporate Elites. Will the last bot out please code an AI agent to fraudulently open some accounts.

I have to admit I’ve been feeling a little guilty about spending too much time day trading PSX and talking to recruiters for other companies. But then I heard about the ELT’s trip to Aspen and all the other cr-p that they pull. Nothing is too good for them.
Now I don’t feel guilty at all.

What if Verizon rewarded performance instead of seniority? A non-union workplace could allow merit-based raises, faster promotions, and stronger one-on-one relationships between employees and management. High performers should have the opportunity to stand out and be recognized.

If unionized Verizon employees wanted to remove their union, there is a formal legal process under U.S. labor law. It isn’t something the company can simply decide, nor can a small group of employees do on their own.

In general, the process is:

1. Employees file a decertification petition with the National Labor Relations Board (NLRB).
2. At least 30% of employees in the bargaining unit must support holding an election by signing a petition or authorization cards.
3. The NLRB determines whether an election is appropriate. There are timing rules—for example, elections generally cannot be held during the term of a valid collective bargaining agreement except during a specific “window period” before the contract expires (subject to NLRB rules and exceptions).
4. A secret-ballot election is held.
5. If a majority of employees who vote choose “no union,” the union is decertified as the bargaining representative.

Use that like button to cast your vote.

Music production platform Splice has confirmed a strategic restructuring that includes staff layoffs. The company stated these changes are intended to increase focus and agility. Splice is reallocating investments to better serve creators. They expressed gratitude to departing employees for their contributions. The goal is to build next-generation tools for musicians.

New York, NY

https://musictech.com/news/music/splice-confirms-staff-layoffs-and-restructuring/

After spending the last three years wondering if this Tuesday was the day my number would come up, my number finally came up.

I knew Wells consistently sets new record levels of workplace toxicity. Whenever one hears stories about heinously toxic levels at other companies, Wells says “Hold my beer.” But still I did everything I could to keep my job. I was afraid that at my age no one would hire me and I’d basically be unemployable, so a toxic job at Wells is better than no job.

However, long before my severance was up I found a better job at a better bank — A bank with a healthy work environment and one that actually values its employees beyond the occasional Wells e-card stating how much they appreciate you until they fire you and send your job to India.

There is another long-term Wells survivor here, and she told me that she believes many of us carry a lightweight PTSD from the toxic environment at Wells. She may have a point in that over time I can feel the work stress and work paranoia leave me, and I’m sleeping well again.

So DAR, you incompetent fools did me a favor by forcing me out after 20 years. But as a final goodbye, at noon tomorrow, 7/23/26, in going to stand in my desk with my back towards Chandler and drop my pants. At that time, please face north and blow sweet kisses at my shiny white a$$.

GK said it was brave to have their name attached and fake laughed it off

I’d say 50/50 chance!

You can tell how disconnected management is from the company and how they never actually talk to people. They get on a meeting and just spew like everything is great. Soon as you address issues they turn a blind eye because it requires them to do something besides say its great. Like actual issues the company has with getting customers service or improving efficiency. Nope, they make it sound like you are the problem when all you are doing is asking how can we fix this.

BNY leadership loves talking about “virtue” the way marketing teams love talking about “transformation” — loudly, frequently, and with zero connection to reality.

Our CEO reminds LinkedIn followers that he’s a proud New Yorker of 25+ years, as if residency somehow translates into leadership credibility.

Our Global Head of Wealth and Investments performs the humble‑origins monologue while pocketing compensation that could fund a small college like his alma mater.

And the COO? He champions mentoring interns while spending most of his career perfecting the art of shuttering facilities and escorting experienced employees out the door.

It’s remarkable how consistently these executives wrap themselves in altruistic, philanthropic language while employees experience the exact opposite.

If this is “leadership by example,” then the example seems to be: say one thing publicly, do the opposite internally, and hope no one notices.

But employees do notice — hence the monthly mutinies on this forum.

The workforce isn’t rejecting their virtues; it’s rejecting the performance. Because nothing erodes culture faster than leaders who preach stewardship while actively dismantling and failing to communicate honestly and transparently with the very people they claim to serve.

We are exiting end of the year. I am thinking one of many more to come. Anyone know how many members and employees we have in LA?

I’m hearing the whispers of an EISP around August 10!!Sounds like an across the board offer.Nothing special just the regular EISP.But sounds like no restrictions

What can those of us do that are feeling like we are being retaliated against for taking the VSP route. I do care about my job and I want to leave on good terms.

https://oilprice.com/Energy/Crude-Oil/Oil-and-Gas-Employment-Hits-a-2026-Low-Even-as-Production-Sets-Records.html
When did they announce these 9000 layoffs? Where are they? Nothing is mentioned in the meetings they have.
Good luck to those affected.

America's existing layoff safety nets, including unemployment insurance and outplacement services, are ill-equipped for AI-driven job displacement. These systems were designed for a different economic era with cyclical, blue-collar layoffs and shorter unemployment periods. Current unemployment insurance trust funds are underfunded, and outplacement services often lack accountability for actual job placement or skill development. Federal reemployment programs also de-prioritize mid-career professionals, leaving them underserved. HR leaders must proactively adapt these systems to support workers through the coming economic shifts.

https://hrexecutive.com/americas-layoff-safety-net-was-built-for-a-different-economy-and-ai-is-about-to-break-it/

I wonder what kind of malarkey the CFO & CEO are putting together to make Humana look so good. Wonder if they will say anything about all the qualified and experienced workers they are displacing.

Humana, and all of these large for-profit health insurance corporations, need to have their Medicare & Medicaid contracts taken away by the government. These corporations have milked and taken advantage of a system that has propped up these corporations that are not only fulfilling their end of the bargain.

The whole reason for these cooperations administering Medicare Advantage, in lieu of Traditional Medicare was to help keep costs from getting out of hand by guarding against fraud, waste, and abuse. But instead of fulfilling THAT mandate, these corporations are lining c-suite executives and shareholder’s pockets with millions of dollars, all the while in denying catastrophic health claims to the elderly, poor, and disabled AND displacing its own American citizen workforce with cheaper temporary H-1B Visas. And these corporations are not even dealing with the fraud, waste, and abuse. But they are denying legitimate claims.

These for-profit corporations would not even exist if not propped up by American tax payer monies. And yet they continue to layoff their very own country’s (Americans) workers, some of which even served their country during wars. This is a slap in the face to this country!

I retired from T and I got a better deal on a cell phone from mint mobile. I went looking ...................... before they cut me off my copper land line .

JJ Watt questioned Pat McAfee's reported $100 million salary during an appearance on McAfee's show. Watt asked if the large payout meant others were being fired to fund it. This occurred as ESPN announced significant layoffs, impacting several well-known personalities. McAfee acknowledged the narrative but defended his team's work. The comments Watt made were reportedly removed from the show's YouTube upload.

https://people.com/jj-watt-calls-out-pat-mcafee-over-100m-contract-amid-espn-layoffs-12024499

Didn't speak to me for the entire 10 business days. I already knew I made the right decision to leave, but that just cemented it. Been away for two months and never been happier. Folks, there are places with normal managers and better culture if you're willing to leave your comfort zone.

I stay because the health insurance covers my kid's therapy and the commute is only 20 minutes. My manager is clueless, but my three teammates are sharp and we cover for each other. Why would I start over somewhere else that'd probably have the exact same issues and no seniority?

What will be left of this place once they're done with us? ESPN will not be the same with so many of the broadcasters that made this place what it is gone.

Whenever they talk about reducing costs, we're the cost they want to cut. Do they seriously think the company can survive without the people who actually do the work? Not the ones who attend meetings about meetings, but the people who keep things running. We're supposed to be their best asset, but we're treated like we're completely disposable. Job security feels like a distant memory at this point.

Does anybody else have the popcorn ready for the moment Dell realizes they've laid off way too much of institutional knowledge and things are not working as they're supposed to anymore and there's nothing they can do about it? I'm personally fully seated for that moment.

They can't keep cutting forever, eventually there won't be anyone left to cut. But even if it does stop, is there any reason to stay? Whoever's left will just be expected to do the all the work of everyone who was cut, for the same pay. I don't see a happy ending here.