#employeerelations

Does anyone know of someone who was demoted (voluntary or involuntary), and did they receive a pay cut if their current salary was within their new, lower band?

Sarah just sent a company email at that Drew Asher is leaving at the end of the year….anddddd discuss.

Crypto ETP provider 21shares has implemented staff reductions, impacting long-standing sales and marketing roles. The company cited a need to align its structure with strategic priorities as the reason for the layoffs. While the exact number of affected employees was not disclosed, a spokesperson confirmed the company is committed to supporting those impacted. This move occurs as the broader cryptocurrency market downturn continues to pressure ETP providers. 21shares stated it is still hiring in areas aligned with its long-term strategy.

https://www.etfstream.com/articles/21shares-makes-layoffs-as-crypto-downturn-strains-etp-providers

Time to look for a new job!

Verizon promised Wall St 5 billion $ in savings this year. An EISP would be a pretty painless way to get a bunch of people off the books now rather than pay them four more years of salaries and benefits, as guaranteed per the contract extension. I guess the company would rather layoff even more people than do this?

Name me another company where folks like this could thrive?

You don't own Wells Fargo. You don't run it. Why are you letting it stress you out?

Just switched my cellphone service from Boost Mobile to T-Mobile and so relieved to be totally disconnected from wretched EchoStar/Dish!!! Absolutely WORST working experience I ever had during my 40+ telecom career. In looking back there were NO upsides to working at EchoStar/Dish. Low pay, terrible benefits, nasty work environment, incompetent management, pitiful 401k contribution and no severance.

The company moved me to Midland less than a year ago. If I voluntarily leave the company what will I have to repay? Does the company really collect the move expenses etc? I did sell my house in Houston when I lived and the company paid the closing costs. Anyone have personal experience with this scenario?

I know many positions were lost but this question has been lingering in my head. Could the company have looked at how much family’s insurance costs them and decided some of us are too expensive? A lot of the one's that stayed don't have children or have insurance through their spouses (from the one's I personally know). Centene's focus with Cognizant/MAGI (AI), Salesfoce, temps, and sending jobs overseas adds more to my suspicion that employee benefits were taken into consideration.

Just read an article about merger talks earlier this year. Nothing materialized and nothing more is expected to happen but it made me wonder what the combined company would have been like to work for after the merger.

Having joined MPC from Andeavor/Tesoro, I know things got noticeably worse once MPC took over. Both in little and big ways, it’s not been as enjoyable, fulfilling, and rewarding to work at MPC. No doubt MPC has created shareholder value way beyond what was thought possible at Andeavor but I’m 99.99% an employee and only 0.01% a shareholder so I’m not feeling much of that “value add” from MPC.

So, all that is to say: Would an MPC/P66 company have been better or worse?

Guys, regarding the “so called” JV….its not!

Coming at it from a sales perspective BT have the client footprint, better infrastructure and most significantly, staff costs are significantly lower than Verizon’s

There are very few instances where Verizon has deeper client facing relationships in EMEA….especially in their own backyard (UK).

The Verizon Sales/Sales Managers/Sales Directors in are particularly vulnerable as BT run a tight ship with grading/remuneration. Just do the maths…this is all about efficiency.

Check what BT pay your role online…you will be shocked…they won’t have two pay scales…and everyone at BT isn’t getting a rise!

The support people will be retained in line with the one year commitment to avoid disruption to clients. This also allows sufficient time for Verizon clients, many of which were sold solutions that couldn’t be delivered/supported, to be standardised.

I am sorry to be bearer of bad news but you really should be updating your CV’’s…don’t be fooled…this re-badging ends badly for Verizon.

Show Verizon the same loyalty they have shown you… make the move now….before the decision is taken out of your hands.

Is oddly different. gone are the days of ppl posting about "holy sh-t am I losing my job today?" to.. "TAKE ME PLEASE!!" or "Dear god, wtf hasn't my # come up yet?" or "man I hope tommorrow had a 15m 1:1 when I wake up!"

For recently laid off people.
Companies is working to fix.

They can't even do that routine and simple things right.
Because experienced people already gey laid off.

Dan is blind, he has no vision, no idea, ki-ling departments left and right. No respect for talent, he says he is promoting ai but ki-ling solid ai groups in verizon who has made difference. He is super biased toward only 1 group in Verizon (himanshu’s group) and never gave chance to others to even present their stuff.

For several years I have exceeded all on every metric DW didn’t ’k Ow my name’ and didn’t approve a promotion. Which, wtf? I was working, not schmoozing. Now I hear HR is not only not approving, but not responding to managers on promotions which were submitted months ago. I understand this company wants to keep all costs down, but is there really some moratorium on growth? Or is it only those under CAPS? I don’t want to leave, but….

To ensure fair and objective decisions, review system/login data for attendance, leave, WFH, and actual work activity. Use verified records and job impact rather than assumptions or personal relationships.

For those that were offered a rebadge in the past and accepted it, I'd like to know:

1. How was the transition?
2. How long was the initial contract?
3. How long did it actually last?
4. Did you train your replacement?
5. Did the consulting company expect you to work 60+ hours / week?
6. Did the work life balance change?

Thank you.

One of the things Schwab like to bring forward is the unique "Schwamily" concept. I.e., that everyone is like a big family, and care for each other.

I would like to know if someone actually experienced that?

After working for Schwab for more than 10 years, I was laid off a couple of months ago. Many I had worked with on a daily basis for years.

How many reached out to me after I left? You know the answer. No one!

I always reached out to people I knew were laid off, and I always got the same response: "Thanks, you are the only one that reached out." So, I was not really surprised when I got the same treatment.

The Schwamily concept is an HR ploy, with no bearing in reality. Prove me wrong.

Schwab is "dog eat dog", nothing else.

Everyone should review and be familiar with because your time will come.

I'm only 3 weeks of waiting at this point, but I see folks have been waiting since May and still haven't received it or any word from NetApp. How can we organize and get this in front of some financial reporters?

I was put on a PIP today. Should I expect to be on the RA list in september?

It isn't to get insight into ideas to improve the business and employee relations. It's about trying to figure out who is posting confidential information here. They want to know who is leaking.

https://en.wikipedia.org/wiki/Lions_led_by_donkeys

Thank you for coming to my TED talk!

Any insight as to how many CCs are expected to be let go in the next few months? It feels like doom and gloom over here - not "if" but "when"...

I’m sorry but does BB leadership really think making the severance 4 months instead of 2 months is a big carrot? Not too mention, it’s obvious that an employee’s term of employment doesn’t factor into anything. Whether you’ve been there 1 year, 10 years or 20+ years, it doesn’t factor into their perceived value of your service. So it shouldn’t shock anyone that their number of years working there doesn’t apply to any severance in this “enhanced” offer. I’m curious if anyone will comment that they’re going to sign up to be evaluated for this. Which is a whole other gut punch. Imagine signing up for this and BB says you don’t qualify because they already pay you so low that it would cost them more to replace you. NOT because of your knowledge mind you. Only because a replacement would cost them more to do the same job.

Dst spent millions of dollars defending their Cundiff retirement fund mistake. Then still had to pay 125 million in damages. Not an employee friendly company

Citi's job board is a total fraud. Every fake interview is just a cruel waste of time for a job already promised to some buddy or contractor.

HR and managers have zero morals. Someone needs to audit this rotten system, and the candidates who applied internally should start saving screenshots of the staff lists before and after few months to catch them in their lies.
What a waste of time!

The Truth Behind the Cengage Reorg: What Employees Need to Understand Now
After the May 1st reorganization, many people inside Cengage are still trying to make sense of what’s happening — and why it feels so chaotic. The confusion isn’t accidental. It’s structural. And it’s tied directly to Cengage’s upcoming IPO and Apollo’s exit strategy.

Let’s break down what’s really going on.

1. The Reorg Isn’t About Innovation — It’s About Optics
   Externally, Cengage is presenting a clean, simplified business structure:

Higher Education
Work
School
English Language Learning

Internally, that means collapsing or gutting legacy divisions like Milady, NGL, and Gale.
The “pod” model — three reps, one Strategic Account Director, 8–12 institutions — isn’t a breakthrough. It’s a cost-cutting measure dressed up as strategy.

The goal is simple:
Make the company look streamlined and scalable to investors.

1. Apollo Needs Predictable Revenue Before the IPO
   Cengage’s private equity owners aren’t trying to build a long-term sales organization. They’re trying to stabilize revenue long enough to take the company public.

That’s why CUI contracts suddenly matter more than anything else.

CUI = predictable, multi-year, institution-wide digital access agreements.

These contracts:
lock in revenue
reduce churn
make the company look stable
help justify IPO valuation

Whether the sales team is overwhelmed or the customer experience suffers is secondary. The priority is recurring revenue, not growth.

1. The Pod Model Creates More Managers, Not More Support
   Each rep now answers to:

their discipline-specific manager
their Strategic Account Director
and indirectly, the institutional strategy team
This isn’t efficiency — it’s bureaucracy.

It’s also a way to justify higher-paid leadership roles while reducing the number of reps actually doing the work.

1. Customer Support Is Collapsing — And It’s Not a Mistake
   When divisions are gutted and expertise is lost, customers feel it immediately.

Support is slow.
Issues go unresolved.
Reps rely on Slack channels staffed by a handful of legacy employees.

This isn’t mismanagement — it’s a side effect of cost-cutting.

1. The Company Is Being Prepared for Sale, Not Success
   Look at the external financial reporting:

IPO planned for 2026
heavy cost reductions
restructuring into fewer business units
aggressive digital pivot
consolidation of product lines
pressure to show stable EBITDA

These are classic signs of a private equity exit.

Apollo wants out.
The IPO is the exit.
Everything happening internally is designed to support that outcome.

1. Employees Aren’t Crazy — The System Is
   If you feel:

confused
overwhelmed
unsupported
unsure where divisions went
unclear who owns what
buried under Salesforce tasks
pressured to travel constantly

…it’s because the system wasn’t designed for you. It was designed for investors.

1. What Employees Should Expect Next
   Based on external reporting and internal patterns:

More consolidation
More pressure on CUI
More travel
More Salesforce tracking
More leadership layers
More cost-cutting
More “innovation” that’s really restructuring
More confusion

And eventually:

A public offering
A leadership shakeup
A new round of “strategic realignment”

This is the cycle.

Final Thought
Cengage isn’t dying — but it is being reshaped for Wall Street, not for employees or customers. Once you understand that, the chaos makes sense.

The pod model, the travel requirements, the collapsing divisions, the lack of support — none of it is accidental. It’s all part of the IPO playbook.

And employees deserve to know the truth.

Remote employee, I was called into another meeting and presented with “great news” that where I once was going to be let go at the end of the 3rd quarter 2026, I am now in the next wave which will be Q1 2027

This is probably the forth or the fifth time over 5-6 years I had been told to prepare for displacement only have it explained, that I am being rewarded in some way because my job has been preserved for another few months.

I was long overdue for a promotion which they have now flat out told me will not happen because I am going to be displaced. So I am doing the same job function if not more work than people titled more senior than me and being paid less.

I feel like a contractor, trapped and just wished they would let me go instead of thinking that kicking the can down the road every six months should somehow make me feel inspired.

Been here 11 years and other than Covid this is the worst things have ever been. Moving too quickly before making corrections. Its causing burn out and patients are suffering. So many mid to upper level management positions and not enough feet on the ground. I personally know around 10 people looking to get out. Best preferred place to work my butt. They are ki-ling us! It has to stop. We have so much opportunity to do good here. I want to see things through but these uppers are forcing our hand. Every sector is a sh-t show. At least we have the AI roleplays set up though!

What is the longest amount of time you have gone with no raise?

Final stage of recruitment process for another company

However I know how lean my team runs and how much me leaving will add the pressure to them all

I feel guilty even though logically I know I shouldn't and how stupid that is

I can't be the only one to deal with these emotions though, in even considering actually resigning

I like all the people I work with and my manager. Its the company direction and dysfunction that I don't believe in

I got terminated at Centene. My performance was exceptional; I belonged to different groups and associations, participated in voluntary groups, helped and assisted other colleagues, completed trainings, and maintained exceptional metrics (more than 60 daily calls). I was truly a dedicated team member.

But I got laid off. I am now without a salary, debts are mounting, and I am going to lose my house and cannot pay utilities or my children's college tuition. I have completed around 120 resumes and applications and don't have any answers yet.

Thanks, Centene, for your support for your employees—the support that makes all of you richer every day with our efforts and work.

Can anybody give me a # on how many CDW Education employees were paid off in July? I work here and over the last week two that zip reached out to are no longer here (Ed. Ambassadors) and another is posting in LinkedIn that he has now retired. Who is left?

There were rumors that today was the day, but I haven't seen anything.

Now they're saying "by month end".

Any news?

What amazes me is that interns with no experience are being given preference over people with actual work experience in different parts of the business for roles in various areas like asset management, risk, etc.

So even if someone doesn’t have experience in the area and have been at Fidelity for 5 years, they would rather hire an intern with no experience for a role in that area. You can’t easily move around here.

I left a year ago, I am in touch with many of my past co workers. I can't tell you how many are on a verbal or written warning for not meeting metrics. This is outrageous. Skilled clinicians who have in the past met or exceeded standards are all suddenly being hammered by "management" and put on disciplinary action.
No interest in looking at unreasonable metrics. None.
Do you know how long it takes to figure out how to do this job, and at least 10 people I know are looking at being fired if they don't quit. Who is going to train the replacements if they can find any? And will those staff then be put on a PIP because they can't train AND meet metrics.

I have never been so glad to be out of this toxic hole, and I am so sad for past coworkers who come to work in dread everyday, see themselves as losers and are seriously depressed.