#employeerelations

I was laid off in August so I was just wondering about my folks in Atlanta.

Not layoff related but are any other credentialing teams feeling overworked and exhausted? Most of the onboarding teams are about to be pulled from files to train new WRS people without any appreciation or additional pay. Wouldn't be surprised if we see half the company leave within the next few months.

that’s it. I lost access to VPN. Got instruction to reset my password. The instruction is sitting behind the VPN. WTH! I need to open a service support. Opened it, sorry it requires VPN. WTH!

I cannot reset the password with the last 24 or 25 times i have used. WTH! Does it help security? Doubt it

I have to do it every 3 months. That means I can reuse the 1st password after 6 years.

What such a stuxxd design!

The RTO is a bunch of Horse_sh*t, if your team is not all in the same office.
But speaking as someone with 20+ years of experience, I learned a lot from watercooler conversations, hearing a hallway conversations or people in the next cube discussing something. New people working remotely miss out on a ton of extra learning. It's bad for them and it's bad for the company.
So, a respectful exec team would have been thoughtful about their ask.
Does it benefit you and your team if you are all together in the same office? When the answer is Yes, you should put your big boy/girl pants on and get your a-s into the office.
If you are all truly masters at what you do, you do not need to be in the office unless you are hiring young people to learn your craft and then yes, you should be in the office.
If the people being hired to eventually replace you on on a different continent; f'em.

Alfonso Ribeiro was hired to host the event yesterday. Did some research and he gets $75k-$150k per appearance. What a great way to sp-t in the faces of those recently RIFd

Anyone else catch the hot mic at the end? Sounded like Stephanie said “now on to the important people” to the room she was sitting in. How disgusting and of course it is edited out of the final video.

Ok now that round 1 of layoffs have taken place, what does anyone know about round 2? I’m sure we all are smart enough to know there’s multiple rounds and a list.

Today Steve will announce he plans to return profits to Obama care in 2026. Flood your congressman with your thoughts as they should ask him where he obtained all that money. Makes sense why no one getting a descent raise, a bonus or why he decreased the 401 k match and the uptick in layoffs. He got to impress some congressman and throw them a bone.

If you're actually in OT
New HR page, but no email yet.
4 days march
5 days sept

Emphasis on 'core' hours and a right to disconnect, potentially for places that do not have laws for it

I got laid off last year. I have access to Workday. Do you all know when we are getting our W2s?

This was online this morning. It says layoffs to continue through March.

T-Mobile is undergoing significant layoffs across multiple departments, with recent cuts confirmed as of January 2026. Employees in sales, business units, call centers, and engineering have been affected, particularly supervisory staff—reports indicate 75% of supervisory roles are being eliminated. The Dedicated Experts team experienced a wave of layoffs from Monday to Friday, with leadership and hourly employees impacted.

These changes are part of a broader digital transformation strategy driven by new CEO Srini Gopalan. T-Mobile is aggressively pushing its T-Life app, which now has over 90 million downloads, and integrating AI-powered customer service via a partnership with OpenAI. As a result, roles tied to in-person or phone-based support are being reduced.

T-Mobile has not disclosed the exact number of layoffs but confirmed "some changes" while continuing to hire. The company is also restructuring retail operations, with rumors of new "Consumer Account Executives" in stores for small businesses and increased pressure on staff to use T-Life for upgrades and sales.

Layoffs are expected to continue through the end of Q1 2026, with no official hiring freeze confirmed despite earlier rumors. Employees in Washington state, including Bellevue, Bothell, and Snoqualmie, were impacted in a prior round affecting 121 workers starting October 2025.

For real-time updates, employees and the public are monitoring Reddit (r/tmobile) and TheLayoff.com

This is actually becoming pathetic. You can’t get the data on time, never mind right. People’s employment is tied to this stupid report, Jay. Get it right.

What is RTO policy for non exempt employees? We don’t have access to the average hours dashboard, do we still have to RTO 5 days?

In this week's episode, legacy FT staff are still applying for their old jobs at FT. Making it to an interview is impressive enough since no one knows what criteria is being used. If one actually does interview, it is with colleagues fresh off the FIS boat, well known to them. Awkward interview ensues. One is then treated to radio silence. It is essential to keep legacy FT staff on the phones at FIS to answer Retirement calls through the end of Peak Season. It would further appear that FT believes that putting interviewees in a holding pattern until the end without advising them of same is just fine. The bitter end is close enough for the remaining staff to be able to smell the severance. All the while FIS is furiously sending out emails pleading for volunteers for overtime. Imagine the fights Andy Cohen will have to navigate while filming the Reunion?

Get ready for the RTO email and the chaos that will ensue

North America right away but it will be the same for rest of world shortly once the company has spoken to work councils

Get ready for 5 days of coughing / spluttering / loud noise / body odor / alcoholic breath and fun !

Next 75 figured it that it would look amazing, to use AI software for QA for customer service, cutting out accenture and in house employees..

Funny part is they have no idea, that AI software sold to them, is in the early adoption phase.. AI software makers are making big corporations adopt, once they are absolutely dependent on them, the licensing costs will be through the roof with contracts requiring money to get out, whereas people are easy to fire and hire. People wage growth is a laughable to BIG AI hiking up licensing cost 2 X - 3 x every 5 years

You just played yourself, all your data and operational capability belongs to us. Best part the VP and Director who signed off on this wont be even be there, next time licensing price is hiked

Aside from managers, any FOPS techs get hit yet?

A lot of what I thought would happen is starting to happen right now. I’m not here anymore but figured I’d see as to is anything was changing and it turns out that the RTM position was tested in a few markets and now it’s rolling out in many areas probably most. Makes me even more glad I got out.

I was always saying to myself that my reasoning why it hadn’t yet been implemented in our area was that it would happen under the circumstances that enough reps and/or RMS’ would leave that they would just give everyone left one giant territory and that the person will have the duties of a sales rep while doing the duties like scheduling and everything else a typical manager would do. But since none of the people who said they would leave left it would be a matter of when this rolls out nationwide,

Can’t see why they have to make things worse than mission 1. With the amount of people who take packages im willing to bet that anyone who isn’t looking to leave sales rep RMS or DM will most likely have a job. With the amount who will likely leave they will likely make the territories for these people even bigger which would have to expand the role of the FTOWs.

Problem is they don’t have the manpower from FTOW. Not enough people are interested in it. Even from the outside world they can’t get anyone to work for them. Can’t blame them I was overworked and treated like such cr-p towards the end. Had I not gotten out this is what I’d be dealing with. Even worse being pushed harder while still having the same absymal pay.

Did they announce a VERP this year?
I know they did it in 2023 (I accepted), and it also happened in 2020 - pretty quietly with COVID going on... seems to happen every 3 - 4 years.

In case you haven’t heard, severance is no longer funded by the company at corporate higher level. Organizations have to absorb those costs now. Those orgs are not going to be as willing to lay people off vs just firing for whatever reason they come up with.

Wondering how many folks have lost their jobs. OPKS HQ hit pretty hard.

Matt Igoe- number 2 BNSF to RJ Corman
Colby Tanner -BNSF Executive Officer to OmniTrax
Tammy Middleton - chief BNSF Chief Legal Executive and executive officer -appointed to OmniTrax Chief Legal Officer

Top 3 under Katie Farmer all to shortlines in less than a year, all of which have either taken over BNSF mechanical facilities or TY&E terminals, or in OmniTrax took over facilities only to have BNSF come in later and take them back over due to substandard maintenance and Inspections

Starting to see a pattern, of which history repeats itself, when OmniTrax came in significant cuts were made to BNSF system wide with a 10 year hiring freeze in mechanical, of which led to understaffing, increase in injuries, and foreman hiding in bushes to watch mechanical until a safety rule was violated so everyone was on a level S until they decided to terminate an employee for minor infractions, so everyone was walking on eggshells

I was hired as an AVP and I see ridicule associated with AVP. What is the backstory?

From now on, any customer that walks into a store should be told to do everything on T-Life the way it’s supposed to be. Give them ZERO help on figuring anything they need out until they get the same frustration as us and just walk out. T-Life is for the customer, let the customer take care of itself the way they are supposed to. I’ll just sit there and root the customer on while I frustrate the sh-t out of them. About 80% of the customers don’t understand the app that’s why reps take their phones and do everything for them. People got hired to sell, not to be teachers! So if a customer takes 3 hours while I sit there and watch them struggle, then at least I’ll make the hourly pay until this all comes to an end or they stop this stupid replace humans sh-t!

I thought yesterday was it but I think today is ICs turn. Have a 10 min call with my director titled “org changes”.

Welcome to corporate America. They call it ‘restructuring’ when profits are protected and people are discarded.

Over my time at Fiserv I have noticed one very prominent theme. A select few (often with lackluster work ethic) are rewarded with bonuses, raises, extra privileges, while at the same time the ones actually getting the work done are designated as “work horses” who will get the job done and be told “you are lucky to have this position, with some luck you may see a promotion in a few year!”. They wonder why half the company has silently revolted and the stock is where it is. I have seen people on my team leave for high paying roles and when asked why HR is shocked to find out that they left due to being overworked and under paid. Don’t even get me started on the retention bonuses. My advice to young professionals is this: DO NOT under any circumstances accept being a work horse and yes man. This company does not respect hard work. Ask for more money and ask early, put the pressure on them. Make sure you are applying elsewhere to get counter offers, the market is tough but it can be done.

Hearing multiple people cut across the nation.

Whats your count?

Two people on our team were let go or displaced or whatever today.

Severance for 2026 has anyone heard any changes to the current plan?

Has quitting without notice at Truist become the new normal? In my group, several people have recently left the same day they resigned—no two-week notice, no transition period. That used to be the standard, but it seems like a lot of folks here are walking out on the spot. Is anyone else seeing this happen?

We've all shared our grievances, but I'm curious to know how this will affect others, not just personally, but at work. Many of us are clocking in 50+ hours a week and if they expect us to come in 8-5/5 days a week AND continue working from home... yikes.

AI a solution in desperate search of a problem.
Our customers have treated it as a toy, but won't pay additionally for it.
SAP's AI-focused plan is ignoring the demands of core SAP customers and they will move to start-ups or better solutions offered by competitors.
SAP's executive board and HR only want AI because it helps lay off SAP employees and reduce wages where possible.
We need a two-pronged approach, aimed at growing AI relevancy but also growing the core business and delivering the product features our customers are asking for.
This means we need all hands on deck and more employees not layoffs.

Can anyone here help me understand why this isn't SAP's current plan?

I'm newer to OI... how do they typically let people know that they have been laid off? Is it a last minute meeting? Do you get an meeting invite at the beginning of the day? Are you told individually or is it in groups? Is it your manager sharing the news or is it typically HR? Like all of us- I am nervous!

Comment your org when you get the axe (not the email/meeting invite) - let’s keep track here so we know the extent of the damage.

Success and failure come from the top down. Abby has to be free falling because the company is getting worse by the day. Just grow a pair and fix the management crisis.

It’s pathetic that anxiety leave is a regular reason for people to be out of work. Life really isn’t that serious and if someone is below grade 5, really why are they stuck with incompetent management that su-ks the soul out of them? This is the company culture at this point.

1. Credit
2. sth results
3. App downloads

Are you all told the same?

In store sales, low staffing levels, customer service scores/complaints , merchandising standards, deferred store maintenance, are not a priority?

What is happening? Why are in store sales not a major focus? Why are associates, key holders, leads, and some floor managers kept out of the loop? What’s really going on here?

Nice knowing yall!