#employeerelations

Aren’t we supposed to be paid for disaster relief if our store closed for the winter storm? Anyone know? Central NJ today
Our store is giving us the run around

Is there a secret department at UCR where job descriptions go to die?

Because after watching this place operate, it is convincing, that a solid chunk of long-tenured personnel have absolutely no idea what their job duties are - despite having occupied the same chair since the Bush administration.

The environment is peak toxicity, propped up by a nonstop flex of credentials:

“I have a master’s.”
“I have two master’s.”
“I’m certified in 17 things that don’t apply to this role.”
“I attended a webinar once.”

Cool. So… who’s actually doing the work?

Apparently no one - because whenever accountability shows up, it’s immediately chased off by a blizzard of excuses that have nothing to do with the task at hand:

“That’s not really my responsibility” (it is)
“We’re waiting on alignment” (with whom?)
“Process changes” (none occurred)
“Bandwidth” (translation: vibes are off)

These are jobs they’ve held for years, yet somehow every request is treated like a surprise pop quiz in a subject they’ve never heard of. The degrees get louder, the excuses get stranger, and the actual output remains… theoretical.

Accountability? That left the building a long time ago — probably reassigned to a committee that never meets.

At this point, UCR doesn’t need more certifications. It needs a basic refresher course called: “So What Is It You Do Here, Exactly?”

Received the notification of my last day Feb 6th. I wish everyone the best here. It was not my ideal place to work but I came here 2+ years ago thinking it might grow on me. On to the next thing.

That all hands? That will be where Dan tells us

• we did amazing, what a strong quarter
• we are the worst carrier and everything needs to change
• first, we need to cut cost
• in order to improve efficiency and to better serve and delight our customers, and given the inflow of people from Frontier, we will lay off another 8% of staff
• turnarounds are amazing, the best thing ever (assuming you survive)
• we will shuffle the deck chairs and do a reorg - we'll find a cozy spot for all the useless execs and keep paying them for a long long time (like Hans, Shankar, etc)
• fear, I mean, transformation and cost savings, will be a permanent 'feature'
• now stop complaining and go back to work so Dan can earn his guaranteed $31M between now and the end of next year

Stock is down nearly 20% today and the message from the top is about mission and culture and embracing AI. Only one sentence about Medicare rate notice. If anyone watched the Capitol Hill hearing from last week, both parties are gunning for us. Yet leadership is going on about re-energizing our culture (whatever that means). So tone deaf.

An organization full of quiet people is not calm.

It’s resigned.

And resignation, unlike conflict, is very hard to reverse once normalized.

As a senior woman at this bank, I am appalled at the handling of the bully and harasser Andy Sieg. The HR team here is the absolutely worse. In fact, Sara told us at a meeting of senior women that she knows nothing about HR and is just "fake it till you make it".
Jane, do us all a favor and go hire someone who understands the important role HR can play when led by someone with integrity and an ounce of employee advocacy.

You’ ve been monitored every minute in office and every key stroke that you type. Writing is on the wall. Not your fault. This is simple math - the company has more than what it can chew. Layoffs will continue through out 2026. Doesnt matter what rating you got. Exceeds rating and promotions mean cr-p as it is relative. Time to upskill and time to work on your resume. Start looking around for a job. Dont wait to be layed off - your severance will not be big anymore - trust me its an exec here. Get out as a hero at your will once you find an opportunity elsewhere.

Admittedly, I don’t know much about the stock market or these RSUs. But whenever I log onto the Fidelity app, it shows there’s 6 RSUs to my credit. I thought it was 10 given to us back in 2023. Can someone explain without being a pr--k?

Managers do RIF training on Jan 27 and then the RIF happens during Jan 28, 29.
A terrific way to end employee suffering at earth's most toxic employer!

https://nypost.com/2026/01/26/business/citigroup-sued-by-former-executive-who-says-it-mishandled-s-xual-harassment/

Apparently there have been some talking points given to managers to help soften the news of no raises this year for higher end earners, specifically in risk. Can someone post those talking points? I want to know what is bs and what is genuine from my manager. Thank you.

When do they discuss year end bonus? Manager already discuss the new comp but not about the year end bonus.

For years, T-Mobile’s all-hands meetings were a masterclass in celebration: employees were praised for the company’s success, urged to give themselves applause, and reminded to work even harder. Yet behind the fanfare, priorities were shifting. After the Sprint merger, leadership focused on maximizing revenue per user, raising prices, and adding fees to hit short-term financial targets and pad executive bonuses. The company’s disruptor identity eroded, and now, massive layoffs hit the very employees who had been lauded as the source of T-Mobile’s success—while top executives collected millions. The contrast between the celebrated “people-first” message and the reality of corporate priorities could not be starker. I wish luck to you su-kers left. Enjoy the Kool-aid.

Excellent corporate strategy playing out in the Marketplace division.

“If your job allows it, we encourage you to work from home”

So they realize that there’s onsite workforce who needs to be present and customer facing workforce who needs to be present.

But everyone else, we realize your job allows you to work from home just as effectively … but go in the office 5 days and play pretend “collaboration” on your teams calls, chats, and emails so we can prop up Blackrock and vanguards corporate real estate portfolio so they don’t yell at John.

This place is a joke. The hypocrisy is sickening.

Just curious! Could you possibly simply get a very low bonus since you still met some expectations? Most know what a tough place this is to work for many areas. If you are an employee who always got meets/meets and then one time its meets/does not meet -- is it manager's discretion?

The federal government’s plan to reduce the size of the public service is expected to affect employees at the Brandon Research and Development Centre, Agriculture Union’s president told the Sun.

https://www.brandonsun.com/local/2026/01/26/layoffs-expected-at-brandon-research-centre

Does anyone know how many days per month those who are below Director level are meant to be in office? I’ve heard 4 and I’ve heard 3 days per month. Also any insight on hour requirements per visit? Thank you.

Has anyone received their w-2 yet? Are they literally just going to wait til the 31st?

Since I'm leaving next month regardless (which nobody needs to know yet, of course), I'd gladly take the layoff package if it meant preventing a cut for a coworker who depends on this income. The management should offer a voluntary option, especially since I'm sure I'm not the only one who'd gladly take it.

How clueless management is. Smh...Developers are leaving left and right. There is no pushback, just approving work constantly. New hires have zero training. Everyone is burnt out. What happened to comp days when your job forces you to work all weekend? Some managers ok with it, some managers not? And whats with the Meaningless calls 8-5 non stop every day? Who can stop this? Who can make change because its miserable to work like this.

Anybody else shocked it's nearly the end of January and we're yet to see any layoffs this year? I know something might be coming soon, but still. I got so used to constant layoffs that this reprieve seems like a miracle in itself.

Amazon has announced a new round of layoffs as part of its plan to eliminate 30,000 corporate jobs. The latest cuts will remove 14,000 corporate positions across Amazon Web Services (AWS), retail, Prime Video and human resources.

https://capacityglobal.com/news/amazon-job-cuts/

Last year, Sam sent out the STI email on Jan 24. I assume Dan is pushing out the announcement though.

Will STI payout still be in mid-Feb as it has been every year?

We're losing jobs in one place, but they're adding plenty new jobs in other places. Wouldn't a simple hiring freeze accomplish the same cost savings without destroying morale and losing experienced people?

Does anyone know if OptumRx Finance teams will be impacted with the next round of layoffs?

There was no communication to local employees regarding this snowstorm. The only email notification we got was an email that I saw this morning when I logged in. Why would they send an email to our work address when we’re not logged on during the weekend…. makes no sense.

It is clear that the ELT is grasping at straws. Retention and Growth are stagnant as our overall service level has fallen to never seen levels of FA disappointment . The promised efficiency of Salesforce and Moneyguide for branches has never arrived.

We are all living the agile worst case with broken systems and products that will never live up to the hype. If this is finding our Rich then count me out.

I know some people who relocated when their unit got sold who now regret it. I still think it's better to have any job than no job, to be honest.

This company is cooked almost as much as this administration. Layoffs can't come soon enough. Free me

Nurses working at Humana are NOT valued. Simple but true statement. The Nurses in upper management in the Utilization Review area are clueless regarding UR but wonderful actresses playing like they know the jobs and care. They care only for themselves and their careers. Since centralization it has been a sh-t show and circus and it continues. Change of hours with no consideration of the nurses , impossible metrics and horrible PTO policy. More change coming is the news I hear. Work life balance? Not at Humana.

• You hold "Tribal Knowledge": You are the only person who understands a specific legacy database script that would break the entire project if you left.
• You are willing to Relocate: If you are remote but offer to move to a Hub (e.g., Waterloo or Gaithersburg), they might keep you.
• You are "Cheap": If your salary is significantly below market rate, you might fly under the radar.

Bumping this from @ac+1kfv3g2sk, I think this gets it right.

Pure sick looking at LinkedIn and everyone's promotions nearly all VP, Senior VP, Directors and Senior Directors. Not saying theyre not deserved I'm sure some of them are, but when you sit in a location closing later this year, knowing that other locations in the UK and Ireland closing, seeing people boasting (the same people who work from some of these locations but know their jobs are safe) its just disgusting.

Long-time IC in Controls. Exceeds (or Consistently Exceeds) for years – same leader, same scope, volume, quality, and achievements - the language that used to get Exceeds is now documented as Meets/“High Meets” (which means nothing, makes you nothing, but a su---r).
Boss said no one on the team got Exceeds. Several big items completed in Q3/Q4 “won’t count until next cycle” per manager although that’s not what I was told at mid year.
Meanwhile, folks doing bare minimum (some barely in office) also get Meets, and some lower-in-range are getting raises while high Meets/higher-in-range get $0.
Hearing this is widespread forced calibration / distribution in Controls areas – entire teams capped, downgrades from Exceeds to Meets/IM despite no performance drop. Some threads mention 10% forced IM ratings, RTO used as excuse for lowers, and budget issues hitting higher-paid/long-tenured folks hardest.
Question for others in similar boat:
• Is there any meaningful recourse? (e.g., formal dispute through HR/ethics line – has anyone actually gotten a rating changed or it backfired?)
• Does this feel like a way to push out top performers/high earners (maybe to manage comp costs or make room in layoffs)? Or just calibration gone wild this year?
Not looking to rant endlessly – just trying to understand if fighting it is worth it or if it’s time to dust off the resume.

There’s articles out there now that mentions future layoffs at Citi if you can imagine that but the twist on it is that it mentions focusing on MD and directors as the target.

The funny part is that before these articles this board was littered with, in my opinion, manager and HR replies heckling other people’s posts or cheerleading Citi as an awesome place that its not so bad on and on.

Now since those articles, you don’t hear all of that rhetoric. I guess since they are now on the chopping block, its a different story. Its all quiet now from those people. I mean, what’s changed? Where did all of the Citi cheerleaders go?

Management or just the real workers ? Where?

With Rick Rieder poised to become the next Federal Reserve Chair, the direction of U.S. economic policy is no longer ambiguous. He has stated repeatedly and publicly that the American job market must be protected and strengthened, and that current interest rate policy has already harmed job creation for American workers. This is a clear signal that domestic employment is now a top national priority.
If BlackRock truly stands by its claim that it “cares about America,” then this moment demands action—not slogans. Corporate patriotism must be reflected in hiring decisions, especially at a time when millions of capable Americans are seeking stable, well-paying jobs.
BlackRock currently employs a substantial number of H-1B visa holders in roles that do not require rare or irreplaceable skills. These are jobs that qualified American workers can and should be doing. Continuing to rely on foreign labor in such roles directly undermines the stated goal of strengthening the U.S. workforce and suppresses opportunities for American citizens.
The conclusion is straightforward: BlackRock should phase out foreign workers in roles Americans can perform and fill those positions with American workers. Anything less is inconsistent with both the priorities articulated by the incoming Federal Reserve Chair and BlackRock’s own claims of commitment to the United States.
If BlackRock wants to be seen as aligned with America’s economic future, it must put American workers first—clearly, deliberately, and immediately.

Get ready for new titles and new assignments in multiple divisions in February.

Commercial IFM and Medicare impacted.