#employeerelations

I'm already an I-7 and I have no RSU as part of my comp. Which I levels get RSUs and how much ?

BOA is known to layoff hardworkers more than those who don't do their fair share of work. I have been with this bank for 28yrs and witnessed so many good workers who always did what was expected of them within their role and more. While the slackers tend to remain left behind. This has resulted in questioning why should those who are always willing to do more than what they are expected continue to do so and let those responsible for doing certain tasks do their damn jobs.

How many of you have a manager that is always meddling into other teams responsibilities and expect their own to do other teama work oppose to reaching out to those teams to do their jobs? I'm so fed up because I see a few managers that I interact with do that and to me that is crossing boundaries and disrespectful to other managers.

At the end of the day those leaders meddling tend to be the ones to get let go from what I have seen in the past.

Unless you are ready to retire or have other financial means, calling BS on a golden ticket. It take an average of two weeks for every year of experience to find a new job. The severance here for most people will be just enough to find another role. If your skills were that valuable you would have found a new higher paying job instead of waiting for a “golden ticket”

I've heard that layoffs may start soon, especially with anyone on bench for more than two weeks. What are people seeing and hearing?

I don’t remember exactly where, but I saw a comment about Citi being a toxic place to work, followed by a request for clarification. I don't recall the OP ever following up, but as a software engineer who’s been at Citi for some time now, I have my own thoughts. Maybe it’s just my specific bubble in CISO, but here’s my take:

1. Non-existent inter-team communication. It’s like a collection of medieval castles: no one talks to anyone on the outside unless you hold a certain title. God forbid you’re a peasant. The Indian hierarchy and culture only aggravate this further; if you want anything done or even answered, you're forced to escalate immediately.

2. Terrible product quality. I honestly don’t understand how people with such abysmal coding, problem-solving, and process-building skills get hired anywhere, let alone at a bank.

3. Leadership with a heavy stench of narcissism. Don’t even get me started on Tim Ryan. He’s single-handedly decided that along with his title, he inherited a flock. Now every Thursday, he delivers a sermon on how to live, think, and behave --- even dictating which tools to use for work he doesn't understand in the slightest. Oh yeah, I sh-t you not, he also travels worldwide to Citi branches with his "Roadshow."

If you’ve been laid off, it’s a blow, but please understand: in the long term, you are better off. It’s a toxic, ugly environment for any software person. Your skills won't just stall there --- they will die. And they'll do so quickly.

LAYOFFS!!!!

Because I don’t think I ever will. But even if I do get the axe I’ve already made hundreds of thousands of dollars working here.

1 supervisor in WNY blue card claims, 1 in b&e and 2 OCs who supportedh Buffalo claims. We were told at 3pm and were blindsided. Not sure if anyone else was let go. They are ruthless

Wells Fargo is struggling after laying off 5,600 workers — and paying millions in severance - Market Realist https://share.google/6Ie7MrFCLAJ55vvL4

Parked at Eagan this morning for the first time and some woman came out blathering "You can't park there!". New employee, what do I know? I laughed at her and went to do the job I was hired for. Went out to my car to go home and there was a typed form letter about not parking in unassigned areas or something to that effect. Tore it up and drove home. Not really bothered by it, but people here are pretty uptight. Oh, well.

Is JR scared of the real questions or does she think we are d-mb enough to put our names down? Skip it and remain anonymous.

Plan is coming down the line. Regardless of contract extension or not. À la ups style

$5000 per year of service to leave the company. No restrictions . 5 years or 50 years. Major downsizing is wanted by the company. No ipp offer. Across the board. They will back fill and train if needed for some job titles.

I just got out of a meeting where my VP made it pretty clear that by end of this year, he wants a 30:70 employee ratio between USA and HIH. There was another thread here talking about this, but seems to have been deleted (I didn't know layoff.com deleted threads).

We are given a timeline now to make this happen and get our ratios aligned to this goal. I wonder how long before our turn to have our job be offshored.

Record high profits
Lousy stip-
Disgruntled employees percentage soaring

Solution???
Offer vwo-
Watch mass exit

What is the over under for how many times IBM goes out of it's way NOT TO HAVE ANY WHITE MALES here in the link below and how many times they OVER USE "DIVERSITY" in this weak attempt to keep the z mainframe from? 7!!! So diversity means anything NOT white and not male over 35? How much more blatantly DEI and WOKE can IBM get recruiting/hiring/promoting based on age, s-x, skim color? Disgusting.

https://community.ibm.com/zsystems/mainframe-skills-council/

Title VII of the Civil Rights Act of 1964 is a federal law prohibiting employment discrimination based on race, color, religion, s-x (including pregnancy, s-xual orientation, and gender identity), and national origin. It applies to employers with 15 or more employees, including state/local governments, unions, and employment agencies.

Is it just me or has anyone else not been asked to provide KO feedback on their managers the last 5+ years?

What is DXC going to do in order to protect its employees from the effects of war and mitigate its impact on us? For now all we got was pushing towards "extra vigilance to protect business" but how about us? Prices will go up, there is stress, and all they can do is trying to force us to some kind of extra care for the business? What the heck?

I heard that layoffs from bench are coming, potentially with as little as 2 weeks bench time. What are others hearing?

I’d like to know the logic upper mgmt and the executive committee has about letting go of good tenured staff for bullsh-t reasons such as wfh status they caused while thinking the company will benefit greatly from staff and mgrs who cant do sh-t and dont know sh-t? The level of stupidity up top is embarrassing. The company has gone down jill drastically since Robin stepped in. No way people outside this company dont know this

Nobody seems to know. Can you help?

I do not remember it feeling like this before. There is a level of fakeness that feels excessive. Conversations that feel transactional. People who can be vindictive, rude, and in some cases honestly cruel. Not openly aggressive, just quietly cutting. It's really kept pulling on me.

I do not have these issues outside of work. That is what makes it unsettling. It makes me wonder if something about the environment changes people, or if I was just naive for a long time.

I had a rough year, so I have tried to account for that. I have tried to tell myself maybe I am just more sensitive right now. But it feels bigger than that. Over the last few years I have slowly lost faith in the culture here, and what scares me most is feeling that cynicism creep into how I see people in general.

I do not want to believe this is just how people are.

Has anyone else experienced this, or is it just me?

I posted over a year ago how I had been RIF'd from CNC, had found a new job, and was promoted within 4 months of being there. I also pointed out how unprofessional and poorly the management was in my year there, and how they handled the lay-off (Dec. 2023).

The leadership in this thread were PI---D.

This post is for those emotionally struggling and worried about your job with Centene. Move forward with another company, consider a whole new area in the workforce, take a pay cut if you have to or can, and grow elsewhere.

Life is so much better outside of that place! I took a job I had to take to pay bills, but it was a blessing! 1.5 years later and Ive earned my CNC salary back! Better benefits and stock options!

Forgive an old man for reminiscing. It was 2 years ago today the ENB ended my career and laid me off.
What a gut punch! The team I led was a high performing, highly regarded team. The folks I worked with, led and supported were the best. Our senior leaders, not so much.
During my decade at ENB I survived 5 rounds of layoffs before I was kicked to the curb. During one round I happened to be the senior on site and had to conduct the “all clear” meeting, that was a tough one.
Today I’m in a much better place, with the severance package I was given I was able to retire. Next month the last of my LTI grants will pay out. I wish all of you who remain the very best. Except the clueless senior leaders who have no idea what they are doing. And while I don’t miss working at all, I still miss my team!

Last Tuesday my toxic manager called me rambling about job opportunities in a certain group I should look at but when i asked her job numbers, titles etc..she just said look out there and she said not even sure there are openings in your hub but you know them so reach out. This manager also gave me my first ever IM in 29 years with no real reason so I know she targeted me because she does not like me. The last 2 1/2 years since she became my manager due to a reorg has been miserable. When she gave me IM, I told her at that time I would be looking at internal jobs but do not think she was trying to help me when she called me because there were no jobs even in the group she told me about because i asked around. She told the team a year ago she cannot tell us when she knows person will be laid off but will try to give a hint. I am going to be mad if it is the case but on the other hand will be a big relief to escape her and toxic environment. Big fear at 49 is i will have hard time finding something external. Do u think she is giving me a hint?

I have not heard this addressed – – at least not in a long time; since then so much has happened… Is a person terminated for performance but on the spot and without notice … just, one day they’re working and the next day they’re flat out gone; or are they put on a PIP and if they fail the PIP, then they will be terminated. I’m not even going to ask if they need to have an IM or needs improvement since it seems a lot of people that had EX and Meets have been terminated… I don’t think rating has anything to do with it ..but pls feel free to correct/comment.

How are we all feeling about this? Direct result of end of year?
Heard that it's a way to get mutual separation without having to go through redundancy process.

HR will clearly be company focused but anyone appealing it? Getting any concrete answers?

I feel for anyone going through this. Keep the head up and don't let them bully you!

Amazon's Lancaster facility will transition to a returns-only center. This change affects 544 current employees. However, officials confirm no employee layoffs will occur. Affected workers can transfer to other nearby Amazon locations or remain at the Lancaster site. Severance packages are available for employees choosing to leave the company.

https://www.yahoo.com/news/articles/no-employee-layoffs-coming-lancaster-041356667.html

Hey guys, as you all know there was a recent layoff where a lot of employees were affected.

I was one of the ones impacted as well.

So I just want to know how everything feels workload/atmosphere wise?

Any chances Sabre will recall some employees?

Let's call it what it is.

There's a particular kind of cruelty that doesnt scream.

No permanence. No space. No autonomy. Police in the lobby. Badge logs. Presence monitored like attendance in detention.

Five days in office — not because the work demands it,
but because control does.

And then you ask:
"Why is the morale low?"

Dignity doesnt disappear overnight.
It erodes — policy by policy.

Engineered humiliation that nobody deserves, it subtle.
It smiles in town halls.
It calls itself "transformation"

Loyalty isn't dead.

Respect is.

This is a rhetorical question.

I think we'll, for once, have a thread where people agree on the response.

For those currently in the Transformation or tagged CO dedicated how many of you have received the STEER email? Trying to understand the actual substance of this seemingly nice program versus the stated goal of 'supporting internal transfers' Has anyone seen any concrete results or movements from it yet?

Also, for any former colleagues who were let go: did you receive this communication prior to your departure? Any insights or 'lessons learned' regarding what this email actually signals would be greatly appreciated.

I feel for each person and their families. I’m sad and furious all at once. This constant dread, this existential threat hanging over us - it's no way to live. I lost an amazing colleague this week, and his wife's job is on the line too. Two young kids, a mortgage, bills we all can barely keep up with as it is. It's just devastating.

My source is never wrong. And feels like this year will be big. That second part is an opinion.

https://finance.yahoo.com/news/unitedhealth-caps-employee-pay-raises-180024516.html

Anyone else think the current COA metrics and stipulations are a joke? From my perspective, the expectations feel misaligned with the operational realities many recruiters are facing.
I genuinely appreciate the hard work and dedication of our top performers. However, I think it’s important to acknowledge that some of those team members have access to additional resources—such as administrative support—that significantly reduce their non-recruiting workload. Other recruiters are expected to meet similar performance standards while also managing administrative responsibilities independently. This creates a perception of inequity across the team.
Historically, many tenured recruiters managed large principal headcounts—often 60–80 coa—without additional support and while serving as the sole point of contact. Those titles were earned through sustained performance under challenging conditions. While compensation structures and business models have evolved, the current expectations combined with reduced support and compensation pressures are contributing to morale concerns.
There also appears to be inconsistency in how resources are allocated. Concentrating support around select individuals may drive strong results for a few, but it can unintentionally limit broader team growth and development. A more balanced distribution of resources could potentially create stronger, more sustainable performance across the organization.
Additionally, low level recruiters continue to absorb responsibilities outside of traditional recruiting scope—particularly in areas where ownership of process and payroll has shifted. When placement teams are not fully owning those processes, recruiters are often required to fill the gap. This increases workload without a corresponding adjustment in expectations or compensation.
Finally, I believe leadership alignment and transparency are critical during times of change. There are individuals within recruitment who bring deep institutional knowledge and strong operational leadership. Ensuring that the right leaders are empowered to guide strategy and execution will be important for long-term success. There needs to be advocating for equity, clarity in expectations, and a structure that supports both high performance and team-wide growth. The recruitment team deserves a win not more unrealistic goals thrown up against the wall hoping it sticks.

Layoffs are happening, I wonder how many more people are getting the boot.

Gen X female here…
The “old boys network” doesn’t refer to us all being se-----y as--ulted or discriminated against.
It was a time where the focus was sports and the athlete and grit.
It was before we offshored everything to folks that know nothing about our company and want to su-k us dry. You get what you pay for.
It was before we had to hire the coddled generations where everyone gets a trophy and is addicted to the slack alt pages and cries over not having a succession plan.
It was where we made money hand over fist.
Not sure we can get back to that with the leaders and employees we have now. Bunch of soft bi--hes. Come at me…..

I've posted about this a few times and get downvoted/laughed at but I'm telling you, full remotes are being targeted now. It was only a matter of time... Dell has made it blatantly clear that they want ALL employees local to an office - as in ALL employees go INTO an office - and that remotes are not eligible for promotions or internal movement. Which puts remotes in a literal dead end job. I 100% guarentee they will cap remotes raises to 2% and 50% bonus's sooner than later, as well.

I had my 1x1 w/ my boss/sr director the other day and I asked what the IBP was. He didn't know for sure but, mentioned he laid off a few people (3) under him and saw the bonus payout for them - which was 100% - but, stated that they were all remotes and that was the primary driving factor for laying them off.

According to what he told me, those 3 were good at their job but was told by higher ups and/or HR to remove 3 remotes that reported to him. I didn't know any of them as they weren't on my team but, long story short.. .they were laid off for being remote.

We have a great relationship with each other so I asked out of curiosity if remotes are being targeted more for layoffs. He didn't say yes or no but in a round about way basically said that yes they are, and has heard from execs that the "plan" is to reduce raises and bonus's for them next year. Basically an attempt to force resignation. Exceptions will likely be made for those who are incredibly vital to an org but otherwise, the plan is to slowly get rid of remotes.

If you are full remote but live near enough to an office, I'd recommend switching your sh-t to in office versus remote... Make the drive or relocate if you value your job because remotes are the ones who will be first to go on teams when layoffs happen.