#employeerelations

Everyone was eagerly awaiting the plan reveal February 5th. That didn't happen. Now what? We all operate in confusion without direction? Will it ever be shared? Crazy. You can't make this stuff, this place gets more and more insane every day.

Cubic is looking to reduce their numbers by an additional 100 people as more work is being moved to India.

US offices are being kept in the dark as it seems they have hired a third party who specializes in quite layoffs.

I wake up every day thinking if I will lose my job today. Not how I can service clients. And did she just say everyone will get raises and they will be good? Who is everyone? And in July?

I hear it’s going to be about 300 more people.

Any idea what the offer is for these countries? I am curious whether a lot of my colleagues will take it or not.

I remember watching with a co worker in the break room and he said something about wishing he hadn’t spent so much time with his family earlier in his career. Who says that?

And so it begins, if your manager has gone quiet you know why

Just went into clarity and noticed that future time periods are closed after this week. Hoping there is a rational explanation for that, but a little nervous now.

Verizon should maintain its long-standing relationship with the CWA and IBEW — and move quickly to sign a contract extension — because it delivers measurable business advantages in stability, cost predictability, operational reliability, and strategic focus.

1. Labor peace and avoidance of expensive disruptions
   The 2016 strike (nearly 40,000 workers off the job for seven weeks) demonstrated the real cost of failed negotiations: analysts estimated $200 million in lost profits and $343 million in Q2 revenue from the wireline division alone, plus massive installation backlogs that hurt customer satisfaction and FiOS rollout. Verizon’s stock dropped ~3% during the strike.
   By contrast, the company has twice chosen contract extensions (2018 for four years, 2022 for three years to 2026) precisely to avoid that scenario. Each extension was reached without a strike, preserved service continuity, and kept Wall Street happy. Extending now — while talks are already underway in early 2026 — locks in that same predictability before any escalation risk emerges closer to the August 1, 2026 expiration.
2. Predictable costs and long-term planning
   Union contracts fix wage, benefit, and work-rule structures for multiple years. This allows Verizon to model labor expenses accurately when investing billions in fiber, 5G, and network upgrades. Extensions have historically included structured raises (e.g., the 2022 deal delivered ~18% compounded wage growth plus profit-sharing) that both sides could plan around.
   Without a union, Verizon would face constant individual negotiations, grievance surges, turnover spikes, and the risk of organizing drives spreading into more parts of the business. A stable contract removes that friction and lets finance and operations teams focus on revenue growth rather than daily labor volatility.
3. A skilled, productive workforce that maintains critical infrastructure
   Verizon’s unionized technicians and call-center employees are among the most experienced in the industry. They install and maintain the physical network that underpins Verizon’s competitive edge in fiber and enterprise services. Union contracts have supported structured training, safety programs, and apprenticeship pipelines that produce reliable, high-quality work.
   Business research (including studies from SHRM and academic reviews) shows union partnerships often improve safety records, reduce turnover, and increase productivity when management treats the union as a stakeholder rather than an adversary. Verizon has seen this dynamic improve since 2016: the post-strike relationship enabled two smooth extensions and better day-to-day collaboration.
4. Strategic focus on growth, not labor warfare
   Verizon competes intensely with T-Mobile, AT&T, and cable providers on wireless, fiber, and enterprise solutions. Prolonged contract fights divert executive attention, damage brand reputation, and risk customer churn during service delays. A quick extension frees leadership to concentrate on capital deployment, spectrum strategy, and market share.
   It also signals to investors that labor relations are managed and low-risk — a material factor in a capital-intensive industry where network reliability is a core selling point.
5. Realism about alternatives
   Attempting to shrink or eliminate the union footprint further would trigger expensive legal battles, organizing campaigns (as seen in past Wireless efforts), negative publicity, and potential regulatory scrutiny. The current represented workforce (~20,000 in the Northeast/Mid-Atlantic) is already a minority of total employees; maintaining a constructive relationship with them is far cheaper and more efficient than constant conflict.
   Bottom line for Verizon leadership: The union is not a relic — it is a known, contractually bounded partner that has repeatedly delivered labor peace at a price the company has willingly paid (multiple extensions since 2016). Signing a fair extension now, while discussions are fresh in January/February 2026, is the rational business choice. It minimizes downside risk (strikes, backlogs, stock pressure), secures a skilled workforce, and lets the company focus on what actually drives long-term shareholder value: building and selling the best network in the country.
   A fast, pragmatic extension is not weakness — it is disciplined, forward-looking management. Verizon has chosen this path before and benefited. Doing so again in 2026 is the smartest move on the board.

Wildlight Entertainment laid off an unspecified number of staff. A core group of developers will remain to support the game Highguard. A former employee stated that most of the team was let go. CEO Dusty Welch previously wished Highguard had been received better. The free-to-play sho-ter had a mixed reception at its reveal.

https://www.gamesindustry.biz/wildlight-entertainment-confirms-layoffs-unknown-number-of-employees-affected

Has there been any way off to the Employee Relations team this week?

Having an outage to many employees whose laptops have been disabled, some since yesterday. Waiting on Vendor to resolve

At the Salesforce company kickoff in las Vegas yesterday Mark Benioff joked about ice and bragged about how many people he was hiring but did not acknowledge the stress or the trauma that ice is inflicting on his own employees, let alone the capricious layoffs in professional services that affected people who typically bill hundreds of thousands of dollars per year.

He seemed tone deaf and completely insulated from what it's like for the people who work for him but still had the gall to mention ohana many times. The internal slack channels were on fire with people, many of whom had been laid off without cause.
The public video was edited to omit the remarks in a very awkward and amateurish way.

Salesforce used to be an exception but now it is just yet another billionaire-owned company that only cares about next quarters profit and loss.

Is it weird that I'd like to be laid off? I am burnt out and was thinking of quitting anyway.
What can I do to get laid off while they still offer severance?

Yet you are not giving at least 50 percent of your associates either no raises or bonuses though their hard work and perseverance has gotten you these outstanding results. Ahh I remember complaining about getting the pizza party now this feels like a pat on the back or a ribbon to pin on my shirt. The RIFS, ERP and lack of AIP and raises you would make people think numbers are not being hit but in the mist of the lack of Moral within you are producing exceedingly high numbers. You should be ashamed that many of your associates have to choose between buying groceries or paying for their high medical bills ,because the only thing they can afford is the HDMP cheapest option. Even a penny short on their check puts them at risk of being homeless or not being able to get a loaf of bread to last them until the next check.

Hello, I am Mansur Shaheen and I cover health insurance companies for a Financial Times newsletter. I have heard that around 5-10% of Molina's workers were impacted by layoffs, I am sorry to hear about this.

If any one impacted would like to talk, be in touch at Mansur.Shaheen@FT.com

No news of layoffs in EHQ , so just wondering what is happening in other places?

Assuming D-day is tomorrow, would managers have been notified by now?

Confirmed fot next week. Most cuts. Please do not listen to clueless d-mb trolls who are here to deny 15% is happening. Wait till End of day 19 feb to comment

Just in case anyone is wondering how organized this project is. But not to fear -- the packet confidently tells me I can ask my boss about any questions I have. I have every confidence she will be a great resource to me.

I wonder what they called it -- something joyful and upbeat no doubt -- Project Sunshine, perhaps?

I recently got piped out of my favorite place to work not. They were trying to fire me at all costs. I was alienated, isolated and made ti feel unwelcome. I truly hated to come in everyday and see those persons. I was ready to leave and accepted my date. No matter what I did the supervisor had something negative to say. It was all part of the plan. My design software was removed and I was told I could not get it back. I could not do my job without it. It was a relief when I failed the pip. I did not sign the pip and was told I would be fired if I did not. I was terminated for performance. I got unemployment because I got fired. So now I am working at a smaller company. The place is heaven compared to that shith ole exxon. I can do meaningful work and it is appreciated. I feel like part of a team and the place is not toxic or dysfunctional. I make about 70 percent less and I got 4 weeks vacation. The insurance is better than exxons was. The most important thing is my mental health. I feel better now and I don't dread going to work. The company needed an employee that could innovate and improve processes and testing methods. I have found a place that needs and values my talents. I had a horrible time at exxon. So the grass can truly be greener at another company. Too many employees get stuck because of the high pay but is it worth you mental health.

What happened to Crown continuing coverage throughout the severance period? I just filled out the continuation form and Crown is paying $38 and I am paying $2000 per month. This is my 3rd lay off in 25 years in the industry, its never been done with less respect and support than what Crown has shown. I will be surprised if the severance really shows up and I have no faith in the bonus actually being paid out. What do you expect from a company that allows unlimited drinks on the cooperate card?

How is it people? Did they bring their mixed bag attitudes?

Now that the bonus pay has been posted. Or is it safer to wait till Friday once it hits the bank account?

Estimate is around 8500 in count. (Max 12000 if more layoffs in India)

USA - 2,800 people to 3200
India - 4200 - 6500 (Expecting more cuts)
Europe - 1000 to 1500 max

More will be in Software dev and support : 5000+ counts expected (Middleware, DB, ...)
OCI will be saved with minimal layoffs <1000

Seems the 30000 layoff is not immediate and it will be over long term. Seems the estimate was done by the firm for long-term analysis and not for this year and the estimate was purely based on funding to the future commitments.

Basically Senior Management with mostly India team with non-revenue workloads beware . You will be major targets. !00% you can start searching new jobs.

Took a long long while for DH the sleazy breezy Chief People Officer to be quietly turned out to pasture… He must have had a really ironclad type of contract to avoid being sacked for decades of behavior complaints… or he knew some excellent intel on the ELT as protection.

So.. good luck new lady. The bar was low so you can just not be a creep and you’re already doing better than the last guy

If you poke around some of the other company layoff pages, almost none seem to be as active as this one. Bank of NY Mellon is pretty dismal, but still lacks the sheer volume. Citi folks don't seem happy either, but even less volume there. Why does Wells Fargo seem to have the most vocally unhappy workforce? Is that a sign of how bad it actually is?

The Employee Forum met to discuss ServiceFirst updates and the University budget. Staff members expressed significant concerns about potential layoffs. The ServiceFirst initiative aims to centralize university roles for cost savings. A Board of Trustees resolution also requires $16.5 million in administrative cuts. Employees feel undervalued and fear job insecurity due to these changes.

https://www.dailytarheel.com/article/university-employee-forum-meeting-feb-2026-20260210

in one of Verizon’s big European countries today they operate in today they announced establishment of Employee form. Interesting cuts are coming by the sounds of that.

Uniondale office has been used since early 1990s. Leased space trimmed down year after year to what is only one floor now. “Rumor” says entire location closing 9/1 with notice to be given 6/1. Take the Long Island railroad commute to NYC or resign. Approximately $5000 annual cost. No word if it’s 200 Park Avenue (Grand Central station) or downtown Greenwich office (train ride, subway ride, then a few block walk to the building). For most in the building commute will be 60-90 minutes one way when currently it’s 15-45 minutes. Best estimate is this affects 300 people, all of whom are well aware of the “rumor”. Also “rumored” is the closing of the Franklin Avenue location of wealth management (20-30 people?). Progress tells us to be robotic commuters, sit in small desks in a football field sized environment, everyone wear the obligatory BNY vest or Eliza jacket, whisper so as not to disturb colleagues, watch higher ups use their offices, never get a glimpse of the C suite, arrive early, stay late or be subject to ridicule. Leave home at 6AMish arrive home at 8PMish. Sounds attractive?

Badge swipes, the president of SMS going desk to desk to make sure we are here, constant questions about where we are.

So glad I've given 10 years of my life to a company who thinks we deserve to be treated this way.

In a follow-up message on Monday, Werkmeister said the workforce “adjustments” included less than 5%, or 90, of the company’s 1,800 employees.

https://vnews.com/2026/02/09/newport-g-n-maker-layoffs/

The answer to ensuring our pay rises at the rate we want (above inflation, to keep the structure the same over time) is simple: we need to unionize. Asking in town halls anonymously why it makes sense for hourly pay to pass staff isn’t going to get a pay raise. Wondering when we’re going to get ours because the union gets theirs won’t do it. The company won’t raise pay out of kindness; only to retain the required talent to operate. Gathering together to negotiate pay terms together is the path to set us free. I see you. We need to unionize and move as one, not as individuals.

Factoring in vacation, sick days, holidays....how many days do people actually need to reach before getting flagged for not complying? I'm aware that eleven days equals 100 percent.

Spend five clicks minimum on SalesChat to prove you’re engaged.

Help train AI systems designed to eventually replace your role.

Accept shrinking commissions so executive comp stays intact.

Stay chained to a desk eight-plus hours a day, regardless of performance.

Bounce between internal tools and dashboards to signal productivity.

Operate inside an expanding web of apps built more for monitoring than selling.

Daily workflows dominated by internal systems, compliance tools, and activity tracking.

An environment where optics often outweigh outcomes.

Operate primarily as a quote generator - processing pricing requests instead of driving strategy.

Go “all-in” and be grateful you have a job.

I know a few have asked. I received a letter in the mail yesterday detailing my bonus information. I was not contacted via email, phone or anything in workday.