#employeerelations

I worked at Oracle for 15 years in a GBU run by complete clowns. I realized too late that half the people were completely incompetent and they were usually mgmt. so lately a former colleague who also left O years ago told me the stories of some people getting laid off. “He was checked out since 2012…..he was waiting for it for the last 14 years….he didn’t care at all…” “oh, so sad, she got laid off….shes been there so long….i mean…” the first guy, prob hero to most. I def understand it. Now the second person. She was there when I was there. She acted like big stuff. She got roles in cloud and she never even knew anything about cloud or app or even was in the trenches. How did she move up? She was buddy buddy with our horrible mgmt. then she got one of her buddies on the team. Both of them together couldn’t update any Oracle app on their own laptops. I told my former colleague, I have zero empathy for her getting laid off. If she thought the skills and job she did that a 10 yr old could do would last forever, she deserved it. Oracle is different than many companies. Mgmt su-ks and really there literally thousands of people who are hiding. They may have joined via some small company that Oracle took a liking to and purchased and then they’re this “techie”. They’re not. My last 2 managers, Walmart greeters had more technical know how than both of them. Both were a-holes. I have zero sympathy for these people that not only skated but treated people like sh-t as tons and tons of talent left cause of people like her and mgmt. good riddance.

Situation: Layoffs have been occurring almost continually globally for the past period, at least 8 years, possibly much longer. Yet we only here anecdotal information regarding details.
Idea: Instead of just posting here, alert any remaining local media sources in your region about what has happened. Maybe that has already been done. If so, post a link to the article here where others can share on social media. If not, tell the story and if the media is still well-funded enough, may be able to do some investigative reporting. The idea is to get a larger audience aware of the ongoing removal of employees.
Benefits:

• Increased possibilities of potential new employees thinking twice before joining
• raised awareness of retail investors who are chasing a dividend or turnaround,
• expanded visibility for current employees to what is actually happening in the environment (particularly remote employees who don't see their co-workers being walked out)
• Feel good effect by letting a broader audience know what the company is attempting to keep hidden

I cannot find the original post but I remember seeing one of the posts saying 50% of Houston personnel will be retirement age in 10 years. What’s the source of that information? Is it true?

Historically, it’s always been a professional courtesy to give two weeks notice before leaving. However, as recent layoffs have shown, companies are giving no notice (Oracle). This has and will become the norm. And before someone says, well it’s courtesy to your colleagues, just remember that it comes at a cost to you and your family for being nice.

So with that said, why continue this legacy practice of giving two weeks notice? Again, if it helps the employee pack up and wrap up, sure. But otherwise, I think it’s time to reevaluate the practice. Just because society followed the same rule for so long doesn’t mean it’s correct in today’s AI world.

Love to hear your thoughts, including how you would advise your own kids if they were in the situation.

Nobody's exactly clinging to this place. A voluntary package would have takers, lots of them.

Watch this video if you want know how methodical the layoff method is https://youtu.be/Z8N5N1kYo6w?si=n9EDBY3mRJU06A0H

Heads up, everyone.
Dell has switched to a new survey vendor this year and there are serious concerns you should know about before you participate.

First, the survey is not truly anonymous. This vendor has the ability to access individual responses and trace them back.
Second, they can manipulate the overall results to make company sentiment look better than it actually is. So your honesty could put you at risk, and still not even count.

If you were planning to give critical, candid feedback; the safest thing you can do this year is sit this one out.

A few things to keep in mind:
— Participation is voluntary. No one can force you.
— If your manager pressures you or coaches your answers, document it.
— Ask HR who the vendor is and what their data privacy policy says. Vague answers are a red flag.
— Spread the word to colleagues who may not know.
Real feedback deserves real protection. This year’s survey may not offer that.

Stay informed. Share this around.

Would anyone that has been though it like to share what the PIP process is like? Im wondering if it might just be a blessing in disguise, because right now I get dozens of random, vague requests coming from all directions. And it’s always up to me to figure it out. If I do get chosen to be the “lucky one” to go on a PIP, does that mean I will be receiving clear, defined expectations? Will I have one focused agenda and that’s it? Is it confidential or can I openly tell my coworkers to leave me alone so I can focus on my PIP? Will my success, my ability to complete the goal be dependent on others cooperating, or will I be able to work independently on this so-called objective?
Will the supervisor somehow be allowed or prohibited from making the usual vague, random requests, changing the goalposts, and assigning work that depends on a bunch of other people who may or may not cooperate. Just curious how this really works and if anyone can shed some light or give some examples from their experience with PIPs.

I have heard recently that all those who have "Needs significant improvement" in past 4-5 years will be terminated.

Has anyone heard about this? Like what the fu-k imperial was so understaffed with people working in stress.
This company only looks after the baseline.

Sewani. Oliveira. Sykes. Birrell. Flores. Your times up and no one will touch you.

Group, I should have been more aware of my demise by reading this forum for the past couple of years. I should have put on my clown shoes a few years ago and sat on the plank of the dunk tank as you all would have saved the company at 10 quid a toss. Anyone out there have a good number to call HR so I can get my golden parachute? It's so tough to get an audience with someone who can help. Best regards, Bandy

Severance papers signed and looking forward to my 6 months of free money. Over 25 years spent at O and now it feels like a divorce, in a good way. It is time to move on and enjoy my early retirement. So glad this chapter is over!

Do managers also have to work the full eight hours in the office? I’ve noticed that some mid-level managers spend less than eight hours there.

From truly enjoying my work here years ago, to all the stress from waves of layoffs throughout the decline, now I've reached the point where I have no hope that Nike will ever again be a great company to work for, and I'm looking forward to being on the next list. I've been here too long to cut the cord easily, so the sooner they make that decision for me, the better.

Leadership stays busy, just with all the wrong things. Great way to use resources efficiently, right? It'd be hilarious if it weren't crushing us in the process.

It’s getting ridiculous!

This company is going down, the job market isn’t nearly as bad as what people are saying. You are so smart! There are companies that value your time and won’t fight you to make progress. It’s time to send out applications. It’s not worth staying here and fighting, they sold us all out, but the future for you is bright.

Final date is 04/27/2026. Not all details have been published yet.

Great job to the FIS executive team, looking straight at you, VP Ian McCoy! Be sure to give notes to the Sales Team to sell this success to future clients! Let them know all of the steps that FIS took to achieve this result.

There are still legacy FT employees not hired back. All of that tenured talent wasted right down the drain.

It may be a hear say but - Managers got initiated in the recent manager meet in San Antonio that no more renewal for existing employees. Any scoop here ?

It's updated but still wrong, unless I wasn't on network long enough to be tracked. Workday still has the message that things are in progress though. Does anyone know what's going on?

May layoffs? Round two?

Does anyone smell may layoffs prior to desk movement in June?

Are there new onshore/offshore people joining your team?

8 hours for today -- 40 hours for the week. The market says my time is more valuable spent elsewhere. You guys have a great weekend.

The higher ups are such unethical liars. Look at a calendar, if you worked in office Monday-Wednesday, that would give you 9 working days in February. New requirements are 12. You would need to work 4 days for 3 weeks of the month to be compliant.

Even 11 days didn't fit February, but at least it averaged out in other months. But now it's 12 and But other months are 13/14 days required it's even worse.

Hybrid is all but an illusion now. Unethical liars.

Cause I'm pretty much idle most of my workday. Not sure if anyone else feels that way. After layoffs projects stalled and everyone seem to just pretend to do something. With Claude I'm pretty much done after 2, maybe 3 hours of work. Not really interested in trainings also, and I won't be-doverbackwards for this company anymore.

INTERNAL COMMUNICATION — CONFIDENTIAL
From: Bill, Chief Executive Officer
To: Our Valued Truist Teammates

Team,

Hope those jet engines are humming! The sound of productivity is truly music to my dividend-loving ears. Every hour you grind away keeps Truist soaring and my bank accounts smiling. You hardworking, salt-of-the-earth folks continue to inspire me, especially those of you in America's deep south, the backbone of our “economic patriotism.”

Let’s face it, your dedication is unmatched. Sure, you might not see those benefits trickle down, but your loyalty and, well, endearing gullibility keep the system running. Honestly, it’s impressive how many of our best-performing teammates still think the reason they’re struggling is immigrants, black and brown people, trans athletes or Democrats rather than, you know, me. But who’s counting?

Remember, keep flying that flag high, keep voting for the guy in the red hat. He’s fighting for you (wink) while I’m reaping the rewards. Together, we’ll Make Truist Great Again! One paycheck, one belief, and one miserable white re----k illusion at a time.

In care,
Bill
Chief Beneficiary Officer

I had the opportunity to leave last year and I took it. Not part of a downsizing, no severance. Just a realization that SF was not a mentally heathy company to work for and I began looking for other jobs. So many secrets, so much job insecurity, so much toxic leadership. After a year, I can look back and be thankful I had the courage to leave. My new job pays more, I feel more appreciated, and my leadership is honest and caring. One thing I've learned - trust NO ONE at SF. It's not just a cliche, it's survival advice. And, honestly, if you have the opportunity to leave, do it. I promise that your mental health will thank you.

Today is supposed to be the last day of my waiting period. Did anyone get their final shot separation papers yet? Maybe it’ll be end of day. Oracle will be giving my retirement a good start with 6 months salary and I will also qualify for unemployment, because maybe I still want to work, maybe…LOL. This is a much better retirement gift than any going away lunch or retirement watch. I’m very thankful for this blessing, I just need that final check to sail off into the next chapter.

I am ex employee who was affected by last month's RiF. To date, my health insurance was terminated 4 days early and they have "ghosted" me when I am asking for updates on when I will receive my severance payments. Not surprising for this company of course. Anyone else have similar issues?

I am getting ready to give my notice because of the new WPE changes. But now I’m hearing they are not going to happen. Does anyone have reliable information?

Salary treatment will continue to be targeting low to no raises. Ask your supervisor where you are within your band. Most people will receive nothing to very little as salary bands are dropping and there is downward pressure on the CL promotions and CL level assigned to roles.

Am I reading right? I guy who makes more than 10 million a year USD offers 6.5k USD as a means to homeownership in the US?

Dear BNY employees who are eligible: how do you feel on that initiative?

EMEA commissions statements are typically ready on 6th-8th of the payment month. January looked like an outlier, being the 9th. However, as of 10th April, there is no statement for February.

So, what happened:

1. The comms team got RIF'd - unlikely
2. It's just a bit late - possibly
3. Something more sinister is going on in EMEA linked to the RIF - probably

Lack of respect for employees by Oracle - the gift that just keeps on giving.

Intermountain Packing experienced layoffs. The Idaho Department of Labor issued a statement. This statement urged affected workers to seek help. The workers were impacted by the company's job cuts. The department's message followed the recent job losses.

Idaho

https://localnews8.com/news/2026/04/09/idaho-department-of-labor-urges-intermountain-packing-workers-to-seek-help-following-layoffs/

DirecTV seeks to overturn an arbitration award. This award relates to layoffs of its union-represented technicians. The International Brotherhood of Electrical Workers opposes this action. The union urged a Colorado federal court to uphold the award. DirecTV is attempting to relitigate the prior arbitration loss.

Colorado

https://www.law360.com/employment-authority/labor/articles/2463499/union-says-directv-can-t-undo-arbitration-award-over-layoff

The Carson City School District Board of Trustees will meet Tuesday evening. They will review the tentative budget for the 2026-2027 fiscal year. The board will also consider authorizing potential staff layoffs. Financial constraints are driving these potential reductions in force. Various positions, including teachers and social workers, could be affected.

Carson City, Nevada

https://www.carsonnow.org/04/09/2026/carson-city-school-district-to-discuss-potential-layoffs-across-multiple-staff-categories-tuesday

Central Alabama Water laid off 135 employees on March 13th. These former workers claim they have not received their promised severance pay. Their representative, Eric Hall, states the lack of pay affects survival and medical care. Some former employees are battling serious illnesses like cancer. Central Alabama Water is coordinating with the Alabama Department of Revenue regarding tax exemption for eligible severance.

Birmingham, Alabama

https://www.wvtm13.com/article/central-alabama-water-workers-missing-severance/70978843

After over 20 years of being loyal to this — barely recognizable firm — the writing is on the wall for me. My leader couldn’t make it any more obvious he is trying to make me quit. I’ve given this firm so much of myself. There were times when I was a salaried pay grade 6 and was “as part of my leadership development”, leading over 10 CW members, while also having a bunch of other cr-p the leaders didn’t want to do (disguised as development), while also essentially handcuffed to my phone taking back-to-back calls for 8 hours a day. Oh, and did I mention also studying for my 7 and 66 off the clock? I was so burnt out; but I pushed through those long (often close to 60 hrs a week) because I never imagined this firm would be in this state of complete and utter disrepair. I wanted to be a lifer, wanted to retire here. I gave this firm my sanity for more years than I’d like to admit. Taken time away from my wife and kids to keep chasing the dream for what should never have even been allowed pay. I hustled. Have had horrible leaders who couldn’t care less about my development. My family. My well-being. But still, I stayed. And mostly as the years went on, I stayed because I had finally made it to the goal pay grade. Was full-time HBA and with 4 kids, that flexibility had been invaluable.

Now? Well, now I think I cost too much money to keep on payroll. I should mention I’m absolutely kicking myself for finding another role here when I was “reimagined” in Aug. I panicked. The job market is trash. After over 2 decades here, I was devastated, honestly . I’m the bread winner. I knew almost immediately after starting this new role I had made a grave mistake in not following my gut feeling of what an absolute nightmare this new micromanager of a TL would be. And she’s worse than I could have ever imagined. I don’t work on a team. I’m an individual contributor and my “performance” is based on her opinion alone. I’ve already been put on a PIP and now a written warning. I’ve been told she, along with AR, have been “investigating” my computer activity and any periods of more than 5 mins “idle time”. I’ve been an HBA FOR OVER 15 YEARS AND HAVE NEVER ONCE had my integrity questioned. Felt like the associate from AR was interrogating me, as I was completely blindsided by the whole thing. Essentially I was told that my activity on the system should at minimum be 8 hours/day. I called several things into question and was denied access to these activity reports in order to try to prove their allegations wrong. I’m now being required to essentially log every hour of work a day for 8 hours. I’m absolutely certain they’re going to terminate me. I’ve never met two more cold-hearted people at this firm and have no intention of staying here any longer than I have to.

I’m sick with anxiety every day. I’ve lost over 15 lbs since in 5 weeks since I was out on a PIP. Worst decision of my life was not taking that BS severance package when it as offered and telling this place to F right the F off and never look back.

Now to my questions:

1) Due to my blind stupid loyalty to this firm, and being HBA, I have banked almost 300 hours on sick time. I know regardless of how employment is ended her that the sick time is never paid off. You just lose it. I have over 30 something days of pay I could’ve used as time off and didn’t. Should I just start burning those days?? I’ve earned them. Could they potentially penalize me for using too many?

2) With almost 20 years here, WHEN they finally terminate me (which will be completely made up or highly exaggerated “performance” issues), will they offer me severance? I’ve been told by several friends that don’t work here that it’s likely they would due to my tenure, the inside knowledge I’ve acquired over all the years and to prevent any chance of a lawsuit (make me sign an NDA or something)

Thanks! This page has been my only source of sanity to see I’m not the only one being completely sc--wed. After the latest round of GPs took off for India last week, I know it’s just a matter of time for so many of us. ELT has burned this once beloved company to the ground while padding their pockets and ruining the lives of associates and their families.

Word to work sentence from our vice president in a call this morning with many managers. According to him, employees are a cost and we need to find ways to reduce costs. If we are not laying off, we can probably put more work on them so they're more efficient and have a higher value to cost ratio. And when creating our semester plans or budgets, we are asked to mention resources and not employees.

That is an interesting mindset shift, really.

It makes me so angry as a manager that our management is like this. And it's not just in our area. Every growth area is like this now.

You are all missing the point on NRE. It was never about conferring a benefit on older workers. Precisely the opposite. The purpose of NRE was to put pressure on older workers that the company no longer wants and convince them to voluntarily leave at 55 with gratitude to their management who kindly kept them on for a few years as the bogus performance reviews piled up.

The so-called elimination of NRE is likely the combination of two things: 1) no more protection for those who are clearly abusing the system, and 2) dialing up the pressure on the targeted older workers to leave voluntarily with even more gratitude toward the managers who could have let you go but worked the system to squeak you over finish line .

Stop wasting your energy on this lawyering-up cr-p. Not much has changed except that older workers will now find themselves compelled to plant a big wet one on their boss’s backside as they voluntarily exit. Anyone who has made it this far in their career can surely find the strength to pucker up one last time.

Meow Wolf announced layoffs affecting security staff across its locations. These cuts impact installations in New Mexico, Nevada, Colorado, and Texas. The Meow Wolf Workers Collective union made the announcement. In-exhibit security will now be limited to guest entry points. The union claims this decision is unsafe for both staff and guests.

Santa Fe, NM

https://sfreporter.com/news/more-layoffs-hit-meow-wolf/