#employeerelations

HR and the higher-ups simply don't understand where we are coming from. No more speaking from emotion. We HAVE to speak in buzz words and LEGAL TERMS.

Why is he beating around the bush and wasting time?

We ain’t got time for Davos, we are trying to not get ran over in the streets and put groceries on the table. Get real with your people you (ur)slurper.

WARN notice posted for Connecticut yesterday. Do you think all of those people were already notified?

This company answers to shareholders who want massive profits. You are just the means to get there and if you are in the way they remove you. It’s how companies that are publicly traded operate. If stock prices go down, they cut people. And in this case, replace with cheaper labor. Nothing and no one is going to change this. Hard facts.

Anyone here hopes for VERP?

Is the company interested in trying to keep any District Managers that might want to take a demotion to Store Manager? This would allow the company to keep experienced people and get rid of less qualified people, no?

I am just wondering if the fact that DMs will be laid off, if that means that store managers will get fired to make room for DMs who want to stay as SMs.

In response to the new compensation plan, we should all walk out and stop working until they review it. Let’s see how that goes for them. They can’t fire us all.

You know, MD says it best: "Vote with your dollars."

We should have organized and gotten representation years ago, but most people were brainwashed into thinking the company actually cared. They thought, "They'll never sc--w us; it’s illegal!" Hahaha.

When times were good, nobody cared, nobody prepared, and nobody read between the lines. Now that they’re messing with your pay, you're mad? Why now? It's too late for "now." We've already trained the machine to operate without us.

The only question that matters today is this: Are you prepared for an exit? Mentally? Financially? If not, you’d better start thinking about it. Fast.

Why is it so hard to tell us in advance, or at least confirm which orgs will be affected? It's as if the goal is to keep us perpetually on edge. Do they truly believe this constant fear of losing your job somehow makes us more focused and productive? The vibe in my office has been toxic for months. I dread coming in now more because of the atmosphere than the actual work, which is stressful enough on its own.

We have key positions that need to be backfilled that have been open for over a year now. Are we not hiring at all or is this just our manager not giving a damn to fight for it?

Getting rid of sabbaticals? What the expletive are you thinking? F this place and it's "benefits"

I mean I can see some blackout but come on maybe just give us a little idea of the issues being discussed.Maybe how far apart the sides are.I mean is there other issues like complications over the company wanting to offer an Eisp package or something like that

Since January, on all of my calls, it's really obvious people are burned out and complaining that there's so much work and not enough people. I am wondering if management just wants everyone to resign to be able to reduce headcount. And then what? It's people in the bottom doing most things. I've been on calls where people were just dependent on this one singular person doing all the stuff. What if he goes? At this point I am doubtful that this is even part of their decision-making process.

Listening to HR discuss how to move up in your career is such a joke. The company is reducing expense everywhere they can, eliminating positions, and have completely shut off the promotion pool as part of the yearly promo / merit changes. If you want to move up, you have a better chance leaving the company and then applying to a higher position somewhere else in the company (as long as you have 18 months to ki-l).

It looks like the rumors were true. Employee match on retirement was reduced to 3.5%. That flew right under the radar.

Minimal/no raises or bonuses. Employee match ~50% of what other large companies offer. RTO wasted time and expense for no reason. No major benefits. Even OnePass has become outrageously expensive. From a FORTUNE 3 company. Absolutely disgusted.

I have been severely overwhelmed at work the last 2 years. Drowning in legal issues and compliance stuff and roughly 2 x the workload of next coworker...I got an inconsistently meets this year after pushing back on workload and other things...I don't think they would fire me as who would deal with it but anyone else having that issue? How can I continue to do it and not get paid enough or have any trust with management?

Did those who took vsrp get your W2? I ensured my address was accurate.. still haven't gotten mine. If you got yours, when did you get it?

I've attended a few Leadership update calls since Dan announced results and I've heard the phrase 'find another gear' or similar used a few times now.

Do any of you have another gear to go upto? I don't know about y'all but since VSP & the last round of RIFs, I've been in top gear constantly covering my work and that of several others, and have nothing more left to give, I'm burnt out.

I guess they expect me to give up even more of my own personal time to help Dan get his payout. It ain't happening!

I’m reading the layoff on 2/19 will be bigger than the one last month, and it will include Optum at Home staff that are grade level 27 and below. Anybody have information?

Any clue where the “severance policy” went? There used to be a laid out plan of what that looks like and now it seems like there are updates to the HR policies, but none that layout the specifics.

We manage our employees. We’re supposed to push them for higher goals. But we don’t get to compensate the employees we want to.

For those displaced between 9/30/2025-11/1/2025, did you receive a year end performance review? I completed my self evaluation before non working notice but have not been able to get a clear answer if I’d receive a YE.

I'm part of the filtration group that Thermo purchased from Solventum. It's unclear what exactly their plans are for us, but they seem to be moving real slow to spend any capex on the things we need. I think they really underestimated how intertwined we were with both 3M and Solventum. It also seems like we spend significantly more on R&D than Thermo as a whole. Are we all sc--wed? What has thermo's timeline been in the past for cutting people after an acquisition? Thanks.

I was a product manager laid off with no notice. The severance package su-ks. Plus given less than 60 days of pay until I'm officially laid off from company. I think they are trying to get rid of Remote employees.

If you were qualified for a pension from Sears how do you go about collecting it? I know there is PBGC. I would like to hear from actual Sears pensioner. Thanks.

For those that were laid off yesterday how many weeks pay were included in your severance package ?

https://www.dallasnews.com/business/2026/02/02/att-to-hire-400-bilingual-employees-with-1500-sign-on-bonus-for-hybrid-work/

To the esteemed leadership of Chevron,

Let's cut through the corporate bullsh-t for a moment. Your recent memo about "strategic workforce restructuring" is a masterpiece of cowardly doublespeak. You're outsourcing our jobs to India for pennies on the dollar, then you have the gall to force the survivors into a four-day-a-week office commute, all while feeding us the steaming pile of horsesh-t that it's "for collaboration." It's not for collaboration. It's so you can flex your shrinking empire in person while you systematically gut the American workforce that built your fortune. The only thing more pathetic than your transparent greed is the insultingly stupid lie you're using to justify it. You don't care about your people, you don't care about synergy, and you clearly don't have a single functioning brain cell between the entire lot of you. We all know what you're really like when the sun goes down—a gaggle of closeted, si--y lady-boys prancing around in secret, desperate for an outlet because your public-facing personas are as hollow and fake as your promises. So you can take your RTO mandate, your outsourcing plans, and your entire board of directors, and shove them straight up your collective as--s. Go fu-k yourselves.

Extra guards now showing up. Next round is here. Directors and Senior Directors will have options to step down to managers of ICs not even senior managers. Treated like store managers in the retail industry that is all they are good for anyway. Your only hope is to move to a completed team like marketing or care.

I’m now being pressured to take on the work of another team that was let go when my own team was recently cut by more than 50%. I already can’t deal with the extra work left by the people who were let go on my team, let alone try to help another team in an area where I have no idea what they do. I feel bad they don’t have the people they need to do the work, but frankly, that’s not my problem and I can’t fix it for them. I’m so tired of these “leaders” laying people off and expecting us to just magically make up for it.

This board seems to be 90% open racism. Yes the CEO is Indian, but there are Indian CEOs everywhere in tech. Whats more troubling though is that the vitriol seems to extend to average Indian workers at T-Mobile as well. Having had worked for the company for 25 years, and having to deal with what was then EIT a lot, I always thought they were nice capable workers, usually with young families they brought. When did this vitriol and racism start?

https://www.msn.com/en-in/money/news/walmart-layoffs-america-s-largest-retailer-is-cutting-jobs-here-s-what-memo-to-employees-says/ar-AA1IL733?cvid=2F77B92C08B549708FF203B082C17785&ocid=xmmo&apiversion=v2&noservercache=1&domshim=1&renderwebcomponents=1&wcseo=1&batchservertelemetry=1&noservertelemetry=1

UK staff – with the recent change and standardisation of terms, have you checked your January pay advice? I’m finding it hard to tell whether mine is correct. What I can say is that my increased pension contribution was deducted from salary, but none of it has reached my pension this month.

As a person who took the past VRP and received 2 wks of pay per year of service, (so a year of pay for me), well subsidized cobra and bonus, I am curious what the terms are for those laid off. Is it a similar package after being paid through March or whenever? How long is the severance pay and other items.? Thanks for any info and so sorry for those affected. I definitely hadn’t planned on leaving this soon. Really loved my job

MercyOne announced additional layoffs in Iowa. Thirty-four employees at MercyOne's Mason City location received notices. These job reductions will take effect on March 17. This represents the third series of MercyOne job cuts recently. Earlier layoffs impacted 40 workers in Ottumwa and 67 in Des Moines.

https://www.kcrg.com/2026/02/02/mercyone-announces-more-layoffs-mason-city/

Cedar Rapids, Iowa

Is there a time period or deadline after the year end evaluation the employee is told they’re on a PIP plan?

Have a read in the link below, what are your thoughts on this article? "If overhiring or underperformance was the true problem, /…/ the companies should question their leaders, who green-lit the overhiring and may have failed to develop productive roles for their employees." https://thehustle.co/originals/why-layoffs-dont-work?_bhlid=21e02204eafb215d6fdabdea39d43e71e0027ce2

Good luck all. The C-level execs need new yachts I guess so sc--w the employees.