#employeerelations

If you’re one of the 13,000 employees who were laid off last year, you’re probably aware that the waiting period has ended and you’re now eligible to apply for roles within the company again.
That said, unless you have someone actively advocating for your return and pushing to bring you back in, I would encourage you to look forward rather than backward.
From what I’m seeing, especially on the wireline side of the business, the company’s focus appears to remain on restructuring and efficiency initiatives. They continue hiring leadership and management talent aimed at identifying operational improvements and reducing costs, which often translates into additional workforce reductions.
Experience and institutional knowledge alone may not be enough to secure a return. If you’ve developed new skills that align with where leadership is trying to take the business, your chances may improve. Otherwise, it may be more productive to pursue opportunities outside the organization.
It’s unlikely the company will bring people back into the same roles, at the same compensation levels, to perform work that was previously eliminated. At some point, it makes sense to shift energy toward building the next opportunity rather than waiting for the old one to return.

Is it a bit tone deaf that leadership teams are traveling to Mexico and Canada for “offsites” to attend World Cup games? Nike is a sports company and employees should embrace the World Cup but when increases are 0% to 2% and PSP will be , this might not be a priority when there will probably be more layoffs coming

Wed mass cuts where made on the consumer side. Alot of level 2, specifically LRIS aka authorized side. About 50% cuts where made so that means the people who were "saved" will now have double the doors and a larger territory to cover. Not sure if that's a balance to have. Also firsnet subs laid off. From my understanding all were let go at least on the west coast.

Level 3 DOS saved, support teams saved for now. But I'm sure more cuts will happen.

This is consumer. Not sure on the business side, ihx, or any org were also cut. Crazy the load more work for the people being "saved" with same pay and not so great raises.

With the fact that new clients, new business wins, new marketshare gains from existing partnerships are NOT happening at BNY, what is the business world to determine? BNY has been destroying it’s employee base in the US and UK in order to save cash. It’s interesting that the company is trying to stop paying employees that it fires for devious reasons too. It is adding up that the so called profitibility at BNY is only happening by stagnating existing client revenue and firing FTE’s while avoiding payouts and holding onto people’s saving match benefits until the following year. The investment community is starting to become awake to this. This is an unhealthy company. And unhealthy RV and his GS based board are incapable of growing and innovating this place. A push for a merger has got to be in the works soon. Or else…..

The gaming sector anticipates widespread staff reductions. Bungie may cut up to 400 employees due to project issues and investor pressure. Quantic Dream also faces potential cuts of around 115 staff after publishing failures. Reports suggest id Software, Bethesda, and BioWare are also at risk. High development costs and project portfolio reviews contribute to industry instability.

https://hi-tech.ua/en/a-summer-of-mass-layoffs-the-gaming-industry-is-preparing-for-a-new-wave-of-layoffs/

Electronic Arts has begun informing staff of layoffs. Industry analyst Destin Legarie reported the initial round may be small. More job cuts are anticipated across multiple divisions. This follows EA's recent $55 billion acquisition by an investor consortium. The company aims for a leaner, more efficient structure.

https://gamingbolt.com/ea-has-started-informing-staff-of-layoffs-will-affect-multiple-divisions-rumor

With the VSP deadlines approaching, it’s obvious headcount is getting slashed. I'm also thinking about how this margin recovery squeeze is going to butcher our 2027 benefits. Any visibility on the 2027 plan designs? Specifically, is the mandatory ICHRA rollout expanding to more states for 2027? They already forced Indiana staff off traditional group plans and onto individual marketplace stipends. Shifting more states to ICHRA seems like the ultimate corporate cost cutting move to completely offload insurance risk onto us. What state is next? More importantly, when will employees be told?
Our employee premiums jump every year while coverage gets gutted. It's the classic Centene irony—working for a healthcare giant with health benefits that are noticeably worse than our peers.
In the past, they took away bonuses and gave us tiny raises that were immediately eaten up by healthcare premium increases. Anyone have eyes on what the out-of-pocket maximums or wellness program changes look like for next year? If they change the plan designs any further, staying through this restructuring might not even be financially worth it.

I've heard there are some teams and people with various BH licenses not being allowed to make calls and do their role "while they look into it". Supposedly someone noticed something and now they are questioning if they are even allowed to make the outreaches. The timing is fishy. Anyone else heard this or having the experience? I don't feel secure in my role at all.

Here’s the thing, Fidelity pays a lot lower than competitors. It’s just a fact of the matter. I worked at Fidelity a year ago in WM and as soon as they started the whole RTO thing I did everything in my power to not abide. Leaving early, looking for new jobs on the clock, exceptions etc. believe it or not but if you are licensed that truly does open more doors even in this environment. A lot of the competitors are happy to take us with a nice pay raise

Anyone know the business logic on being the only processor that does not observe Juneteenth?

Registered nurses at Baystate Franklin Medical Center expressed concern over recent layoffs. The workforce reductions affected employees across 22 departments and information technology. Nurses believe these cuts immediately impact patient care, citing reduced transport services. They question Baystate Health's resource allocation, noting high executive salaries. Nurses urge the organization to prioritize investment in frontline caregivers and local services.

Greenfield, Massachusetts

https://www.prnewswire.com/news-releases/baystate-franklin-nurses-express-concern-over-latest-layoffs-and-impact-on-local-patient-care-302804628.html

Back in November last year, in UK at least, without any warning the number of days of additional annual leave was reduced from 10 to 5. We were told at the time it was a mistake and when DXC Select reopened in the summer you could buy the extra 5, to restore normality.
Did that happen? Or did DXC management mislead again?
(I'm only curious as I got redundancy a few weeks ago)

After yesterday's 10% cut I can't help but think that all we are to this company are chickens saved at the sla-ghterhouse. We are good until the next round but at the end of the day we are still chickens.

Looking to hear data from actual employees about on-cycle and off-cycle raises? Meaning, has anyone ever negotiated a raise that didn’t coincide with the early December salary treatment supervisor discussion? I’m interested in hearing if you brought a competing offer to the table? What % raise did you ask for? Did you receive it? What time of year? Also interested to hear if anyone negotiated a higher raise % “on-cycle” meaning you did it at the early December salary treatment discussion. Any insights welcome.

Please be careful with how specific you are on here, especially about “inefficiencies” or even confusion in your areas. Some of the recent comments feel like fishing attempts by the people who are trying to cut staff.

Keep it general enough to stay safe.

PS. I set out a Pennies for Penny jar by Trailblazers. She needs our help!

Tech CEOs often attribute mass layoffs to AI. A recent Gallup poll indicates only 1% of laid-off workers agree with this. Layoffs have stabilized at 21% after a significant increase since 2022. Remote employees are particularly vulnerable, comprising 25% of surveyed laid-off workers. Thirteen percent of laid-off workers were from the tech industry.

https://www.fastcompany.com/91560409/ceos-blame-ai-for-layoffs-workers-disagree

Fiserv cannot afford to keep ineffective, incompetent, inexperienced VPs! Waste of $$$$. They warm their seats, collect a nice salary and add no value. Their staff runs the ship without them - why keep them?? Their resume speaks for themselves - no real leadership or industry experience or knowledge and they don’t care about us or our clients! Someone explain WHY in the heck they get to take advantage of Fiserv?! We are dying here! Someone take responsibility!!! Let’s win back our reputation!

Accepting VSP? Click Arrow up.

Resigned but manager ignoring, last day of notice is next week. If he doesn’t acknowledge my resignation in workday and I still don’t get off boarding or any kind of acknowledgment of resignation or instructions , can I just walk my laptop to tech express and give badge to security last day? This is ridiculous behavior for a company that “loves attrition”, make it, make sense!!

Will there be any more layoffs before the month ends, or are we safe for a couple of weeks?

We all know an involuntary round is coming, and it'll most likely have a lesser package attached to it. So those of us who want to stay can say no to a VSP just to end up laid off a few months later and with less to show for it. Kind of makes it really hard to say no, doesn't it?

I joined today's ESPP call after hearing about the share scheme and understanding that managers had been awarded shares, with some reportedly receiving free shares worth around $10,000. I expected the session to explain a similar opportunity for employees.

Instead, we were told that we can participate by purchasing shares at a 15% discount. While I appreciate that a discounted purchase plan has value, it was disappointing to learn that managers receive shares at no cost while individual contributors are expected to buy them.

The difference in treatment feels inconsistent with the "One Hitachi" message that was highlighted during the presentation. If the goal is to foster a sense of shared ownership and unity across the organisation, a scheme that is perceived as benefiting one group significantly more than another risks sending the opposite message.

For all the people posting "just quit," I'm assuming you either have wealthy parents, a wealthy spouse, a trust fund, or simply don't understand that most American households rely on two incomes to keep the lights on.

The idea that people can "just quit" comes from a place of privilege. Many people can't simply walk away from a paycheck. They can't magically afford a maid, laundry service, extra childcare, or elder care to make RTO more manageable, or months of reduced income or no income on unemployment while they search for something new. And let's be honest—the job market isn't exactly making that decision easier right now.

What makes this especially frustrating is that many of us chose these roles over the last few years because they were advertised as remote or hybrid—not because we were specifically committed to one company. Changing the rules after people have built their lives around those expectations feels like a bait-and-switch.

So when people say, "just quit," what they're really saying is, "just absorb the financial risk and disruption to your life." That's easy advice to give when you have a safety net. Not everyone does.

The result isn't that people leave. The result is that you end up with a lot of frustrated, disengaged employees who feel stuck because they can't simply walk away.

And yes, it's hard not to notice that many of the people making these decisions have financial security and flexibility that most workers don't. It's a lot easier to tell someone else to take a risk when you're insulated from the consequences yourself.

Not to mention that the office setup, hot-desking, and commutes are terrible.

Am I getting paid for that commute time? No. Should I be? Probably. We all should be.

And let's not pretend there aren't real quality-of-life impacts. A lot of people use the flexibility of remote work to take a walk, go to the gym, attend a doctor's appointment, pick up a family member, or simply take a break that helps them manage stress and stay productive. When you're spending hours each day commuting to and from an office, that time disappears.

For many people, return-to-office doesn't just mean working from a different location. It means less time for exercise, less time for family, less time for errands, and less time to take care of their mental and physical health—all while doing the exact same work they were already doing successfully from home.

If we were really a team then anyone with a C &O or VP in their job title would take a pay cut. You know the ones making millions of dollars per year.
Employees over 60 years old who already qualify for social security benefits and can access their retirement accounts without penalty should take the VSP.
We shall see if our older coworkers thought of others younger than them who may face layoff because you stayed on instead of taking the VSP.

We were told all full timers are expected to work on 4th and holiday will be observed on the Monday the 6th in New Jersey- see once when do we push off a holiday until the following week- in all my years a Saturday holiday was in same work week not the next

Dear “leads”,
What the actual fu-k are you doing up there? If your goal is to make Mattel the least respected, most toxic, revolving door of all time - continue celebrating yourselves, you’ve done it.
Signed,
Someone struggling to care as little as you do.

Feedback on TheLayoff.com reflects consistent concerns about Robin Vince and the Executive Committee’s leadership approach, particularly around communication and transparency. Employees report that leadership discussions feel scripted and avoid addressing the practical impact of layoffs, cost‑cutting, and ongoing real estate closures and consolidations. Many feel there is little meaningful dialogue about how these decisions affect workloads, stability, and long‑term career prospects.

Restrictive return‑to‑office policies are another major point of frustration, especially when paired with reduced office space and limited flexibility. Associates also describe promotions and merit increases as stagnant, with internal mobility perceived as difficult or inaccessible.

Commenters frequently question the company’s use of tax credits tied to hiring state‑university graduates and upgrading U.S. facilities, suggesting these incentives do not appear to translate into broader investment in existing employees. Concerns also surface around the growing reliance on AI tools like Eliza, which some view as a substitute for genuine engagement.

Finally, many posts highlight unease about continued offshoring, increased use of H1B hiring, and patterns that employees interpret as age‑related bias.

Overall, commenters describe a widening disconnect between leadership messaging and the day‑to‑day realities employees face. Commenters have lost trust in senior leadership and are concerned that BNY is not a desirable employer.

So I have been wondering since this all started who they consulted to come up with this bright idea. You take an already understaffed and burnt out workforce, who is constantly being told to do more with less supports and people. Then you notify them on a dime that they’re offering VSP and all may face layoffs. They do know this is the perfect recipe to send thousands of employees out on long term stress leave. Leaving management responsible for billions in insurance payouts as you’re unable to separate that employee due to medical reasons and would face wrongful termination lawsuits from every direction. Like I don’t even understand…. Has no one even heard of risk management anymore or common sense. Like everything else here I am watching a top bloated organization unwilling to cut its own C-Suite pay or make real sacrifices, instead claiming AI is the answer. What about the jobs that AI can’t do or the ones that will be horribly mismanaged due to a machine replacing real eyes. The ghost in the machine here isn’t AI it is corporate greed just like everywhere else. I am so discouraged in the place I work, are no words.

How likely is it that they eliminate administrative staff? On the one hand, they wouldn't function well without us, on the other hand they constantly underestimate how much operational impact we have. I'm just getting tired of worrying about job stability every couple of years. Maybe it's time to take the exit. IDK...

Did any managers or Directors receive the VSP email?

PLs have been completely silent and nonexistent about the VSP.

Pete L talking about IA employees are the most valuable part.. mkay how many will be RIFfed soon?

This is being presented as an individual choice, even though that choice may ultimately be denied if you decide to apply. The eligibility criteria are intentionally broad, which helps protect the company from age or demographic discrimination claims.
On some teams, 40 to 50% of employees received VSP eligibility notices. If everyone applied, it's obvious not everyone would be approved. Critical roles have already been identified, and those employees will almost certainly be denied.
If it feels like your PL is in the dark, it's because they are. Top Leadership are limiting what PLs know to avoid conflicting messages or anything that could be interpreted as a promise of job security. The problem is they haven't equipped PLs with meaningful talking points or guidance. That's a major failure.
PLs are stuck in the middle, taking pressure from both top leadership and their teams while still being expected to maintain productivity. They've been stripped of the transparency they need to lead their teams honestly and ethically.
Meanwhile, the psychological toll on employees is being largely ignored. Treating an entire workforce like rows on a spreadsheet during a restructuring of this magnitude feels cold, impersonal, and dehumanizing.

A theory I have is this….if you want to go, you are more likely to NOT be chosen. If you are it sends the wrong message. “Look at that guy leave, he’s so happy. People will start to question as to why should they stay here like this guy.”

If you want or need to stay..the more desperate you are, you are more apt to be chosen. It sends a different message. “This could happen to you. Look how miserable he is to be let go, better buckle down and give give give more and more to the company. Really put in those hours, don’t be like Bob.”

Vistra Corp. plans to close three power plants in Illinois. These closures will affect 304 employees across the sites. The company cited economic, environmental, and regulatory factors. Layoffs will occur at Newton in October 2027, Kincaid in January 2028, and Baldwin in February 2028. Vistra will continue to inform employees and community stakeholders.

, Illinois

https://www.pjstar.com/story/news/state/2026/06/15/illinois-power-plants-to-be-shuttered-and-employees-to-lose-jobs/90554807007/

Fu-k this shiithole company and its shiithole leadership bunch of greedy, incompetent, a--holes!! Dell is the worst company in the industry for employees. Do the bare minimum, nothing more. They do not care about the employees at all!

I do not understand why this company would choose to send every department into a tailspin of nerves and anxiety for the next 2 months. Morale is completely gone and employees are paralyzed with fear. Who is actually working at this point? No one cares because we all know we may be next. Not to mention earning back the trust of employees after a stunt like this! Are YOU working or are you sitting in front of your computer shell shocked and unable to put one foot in front of the other? I feel that's like the spot most employees are in. Has anyone heard of any departments at this point that just might be ok? Are your people leaders saying anything?

ZeniMax Media is reportedly implementing staff reductions. Bethesda Softworks is among the affected divisions. 3D Realms co-founder George Broussard shared this news. He suggested the job cuts could be extensive. The company oversees many well-known development teams.

https://news.instant-gaming.com/en/articles/20278-layoffs-at-zenimax-media-bethesda-have-reportedly-begun

Diageo is preparing for major staff reductions. The company's CEO ordered executives to cut headcount. This follows a sharp slump in global spirits consumption. "Non-revenue-generating" teams will reportedly be most affected. An internal announcement detailing job losses is expected next week.

https://www.inc.com/lucia-auerbach/the-company-behind-johnnie-walker-and-don-julio-bracing-for-major-layoffs/91362490

Is this return to office in September an attempt to get moreee people to quit? Anyone able to get out of this?? How???