#employeerelations

Just wondering if anyone has any intel on exactly when the upcoming layoffs will occur?

In the modern Banking and FinTech ecosystem, BNY Mellon’s CEO and Executive Committee have become unlikely pioneers — not in innovation, not in client service, but in the industrial‑scale refinement of psychological workforce reduction. They’ve perfected a system where employees don’t need to be laid off; they simply need to be worn down until they exit on their own, grateful to escape.
This is not a strategy.

This is an operating model. Nothing is wrong, according to leadership. Turn up the psychological pressure. The model is working fine... just as expected!

Quiet Cutting
The Executive Committee’s preferred method of “non‑firing.”
Quiet Cutting is the CEO’s masterstroke: a way to shrink headcount without ever admitting that’s what’s happening. Employees are reassigned to roles so stripped of meaning that even the job descriptions seem embarrassed. A technologist becomes a “transformation liaison.” A senior manager becomes “temporary process support.” A director becomes “aligned to future-state readiness,” which is corporate dialect for “we’re waiting for you to give up.”
The Executive Committee calls this “agility.”

Employees call it “career hospice.”

Constructive Dismissal
The slow, grinding erosion of stability disguised as leadership.
Constructive Dismissal is where the CEO’s cultural philosophy truly shines. It’s the systematic application of pressure, ambiguity, and contradictory expectations until the employee begins to question their own competence.
The tactics are subtle enough to be deniable but obvious enough to be felt:

• Goals that change faster than the CEO’s talking points
• Reorgs that happen so frequently HR can’t keep the SharePoint updated
• Performance reviews that read like they were written by someone who skimmed your résumé while boarding a flight

The Executive Committee insists this is “transformation.”

Employees experience it as professional destabilization.

Managing Out the Median
The statistical purge disguised as meritocracy.
Managing Out the Median is the Executive Committee’s favorite tool because it allows them to claim objectivity while engineering outcomes. The bell curve becomes a we-pon: someone must always be labeled “below expectations,” even if the entire team is performing well.
It’s not about performance.
It’s about creating a steady supply of people who can be pressured to leave voluntarily.
The CEO calls this “raising the bar.”

Employees call it “being pushed off the bar.”

Fear, Uncertainty, and Doubt
The unofficial leadership framework.
BNY’s Executive Committee has mastered the psychological trifecta:

• Fear — of layoffs, of reassignments, of being the next person “realigned”
• Uncertainty — about roles, priorities, reporting lines, and the future
• Doubt — about one’s competence, value, and job security

This is not accidental.

This is the culture.

Employees are encouraged to internalize instability as personal failure. If they feel anxious, it’s framed as a “growth opportunity.” If they feel unsafe, it’s “the discomfort of transformation.” If they burn out, it’s “a chance to reflect on career alignment.”

The CEO calls this “leadership.”

Employees call it psychological attrition.

The Executive Committee’s True Innovation
Cost reduction through emotional depletion.
The brilliance of the model is its efficiency. No severance. No headlines. No accountability. Just a slow, steady drip of pressure until employees walk out on their own.

Across forums and social platforms, workers describe the same pattern:

• Confusion as a management tool
• Silence as a communication strategy
• Instability as a cost‑savings mechanism

The Executive Committee doesn’t need to fire anyone.

They simply need to make staying feel worse than leaving.

Closing Note
BNY’s CEO and Executive Committee have not reinvented leadership.
They’ve reinvented avoidance — of responsibility, of transparency, and of the basic duty to steward a workforce with integrity.

And the balance sheet?
It applauds.

10-15 Employees last day Jan 23 2026. Blaming on poor 4th Qtr and scarce Q1 2026. Extreme pressures Q3 to pull in orders from 2026 and complete as much as possible at all cost for 2025. Worked hard to make that happen, long days and weekends. The reward was Riff. Thanks for NOTHING. Some very vital employees are being impacted. Some that hold the keys to the kingdom. Perhaps something greater happening to spin or absorb.

The date for the first quarter layoffs is set to the first Monday in February. It’s going to be a bloodbath.
Good luck everyone

No Layoffs: Verizon committed to not involuntarily laying off Communications Workers of America (CWA) represented employees for four years after the transaction closes.
Applies To: This protection covers current CWA employees and those hired under the deal's new hiring commitments.
Hiring Commitment: As part of the agreement, Verizon also committed to hiring at least 600 new full-time CWA-represented employees over six years.

Has anyone recently had a “manager” lose their title and been placed into a P4 or P5 bucket? If so do they still have access to all tour HR information?

Has anyone noticed the cosmetic hours that are partially paid for from Clinique and Estee Lauder being used for the backend of the store? They will schedule someone without letting them know usually they can't get in to the reflexes so it's a no show then those hours are diverted to other areas anyone eles notice this in other Belk stores? It's been reported but nobody does anything to them.

Anyone know how many ICs getting impacted under Katz?

• Polygon has reportedly laid off nearly 30% of its workforce, based on insider information and emerging social media reports.
• The cuts follow Polygon’s pivot toward stablecoin payments and its $250 million acquisition of Coinme and Sequence.
• Polygon confirmed that the layoffs are part of post-acquisition integration, and overall headcount is expected to remain stable.

https://beincrypto.com/massive-polygon-layoffs-2026/

Not your performance or dedication. Worse, actually. Being both skilled and experienced pushes you towards the top of the list, because quality is costly. Don't bother trying to prove yourself in the coming weeks, or doing extra work in an attempt to save your job. Definitely don't take being laid off personally. In this stage of corporate greed and extreme short-term thinking, it's more likely a badge of honor than a statement on your worth as an employee.

Indefinitely? Until we all go nuts from anxiety?

Well, it looks like more lay offs aren’t off the table. Can anyone share what the severance packages were like in the last layoffs? They don’t have a policy that is available like at other companies I’ve worked at.

We were told we were a family. That this culture was different. It’s only a matter of time before you are deemed not efficient enough and they show you the door.

I had coworkers that have recently been on baby bonding leave, others that are in their early 60s and too young to take Social Security. Not efficient.

I’m so sick of it. Anyone with a VP title and making these decisions just cares about the stock price and their payout and making sure that they have enough. Last year alone our CEO sold over $40 million in stock, that’s on top of his salary. Oh and how many millions did the Ballroom donation cost T-Mobile? I guess they’re making up the difference now.

The only thing I think we can do is join together and unionize through CWA just like ATT and Verizon have done. We need better protections, more transparency, and a seat at the table when we can get it. I don’t know how we do this but I know I’m tired of being thankful that it wasn’t me that was let go this time around.

Just wow. I was displaced (last day of employment was 12/26/25). Unused PTO payout is due the last day of employment. WF did not make that final payment. When I called, HR Service Center the automated message says payment will be made Jan 30th??? WTH?! Will that include interest?

Lousy and incompetent!

I was just checking out the Layoff board for UHC, and their last comment was like a month ago! Are Optum employees the only ones living with this whirlwind of layoffs? If so, I'll jump off of this nightmare cruise and head over there! Waiting to be laid off is so stressful...

Major layoffs at Alameda Health System have caused disarray. The system cut 247 employees, roughly four percent of its staff. These cuts are attributed to federal Medicaid funding reductions. Staff report overflowing trash and delayed lab tests due to the changes. Many doctors and nurses urge the board to halt the reductions.

https://www.sfchronicle.com/health/article/alameda-health-system-hospital-layoff-21297646.php

Layoffs are not going to come after so many people voluntarily leaving. It is good as it won’t affect people in bad way. It is better to go find a job that pays a bit less instead of getting a layoff.

If they offered, 5K pay cut for working from home 100% remote. I would totally take it. Why burn gas or waste time. It will save me time and save company money. I hope they consider that option

5k x4000 employees = 20million in savings/year. In 10 years, 200 million savings.

So, for people that have now stepped into new roles because of the layoffs and people that left, are we getting salary adjustments? does anyone have any insight on this? or are we just "lucky to have a job" and are supposed to shut up and take it?

I’ve heard anticipation of departures following bonuses this year…and I plan on being one of them. Already have the resignation email drafted, and as soon as that check clears I’m hitting send. Who’s coming with me??

Is the culling over??

Many of us would just like to be done with CA. The constant layoffs create undue stress on the employees. The stress and the health effects are not worth a couple of dollars extra.
But I wanted the severance as many of us do. Afterall in the world of layoffs why should we get the severance when we leave.
So, this is how I did it.
1) Quietly back off on the work you do. Be less productive but not to the point where HR takes notice.
2) Throw in a couple of mistakes here and there.
3) This is key. Casually let your boss know that you are thinking about retiring or leaving the company. Nothing official and absolutely nothing in writing. Provide no solid date.
a. If you do this well, they will start planning for your departure.
4) Never quit. Just mention is casually here and there. Eventually they will plan for your departure but when you do not leave, they will be forced into a layoff.
There! Several is not many thousands of dollars in your pocket.

As many of you know, there are almost 300 spots for VSP in France.
Till now, only a punch of people (less than 30) have applied.
They are basically offering the same package of 2 years ago and expecting people to leave lol, especially with the current situation

Does anyone know if the company mails out W2s prior to January31st?

Its a sad state of where the company is today, when most people I talk with now are no longer scared of being laid off, they are actually hoping for it. Most people now are hoping their number is called like we are waiting for the lottery numbers to be published. Hand me my check and I'll be on my way! Staying behind and taking on more work for the same pay is actually the negative part of this, not getting laid off. The lucky ones get their papers and get a chance to breath and find what's next!

Last year, I was informed that I would have to switch to a non-exempt contract because the salary limit had been exceeded with the last agreed increase. Has anyone else received this? It gave me the impression that they wanted to get everyone from the old collective contracts. Has anyone refused this?

Made it through the last round of RIFs but decided to retire if I'm not RIFed in 1Q2026. No reason to keep training people who can't follow instructions. No reason to have output that is ignored or manipulated. No reason to appease yet another new department "leader" who is begging to be propped up to collect a huge salary.

It is time to go. Fortunately for me, having been through years of RIFs, we saved CASH all along the way and have a few years salary in the bank. Health insurance taken care of too. Time to look for something new after a break from VZW. I had a good 24 year run.

Evolent started the new year with another round of layoffs on 01/15/26.
Approximately 125 people so far located in US, Philippines and India.

Thing is, they lay off all your closest colleagues (various departments) until they ki-l off the business, leaving the few remaining staff overworked, disengaged and depressed. Then they say we can only recruit more people when we grow the business. And so the downward spiral continues (a bit like the share price).

We all know the bank changed the severance package last year. But I’m hearing from long time employees that you’re able to negotiate a longer severance.
Is any of that true?

I need to get proof that I was covered by group health insurance. Is there a way to contact HR that anyone is aware of. Thanks.

The crashes of two Boeing 737 MAX planes which claimed the lives of 346 people on board and how Boeing may have been more concerned with financial gain over the safety of their passengers. Guess what they didn't listen to their Engineers and the same thing is happening at Verizon. Obviously losing cell service for a day isn't as catastrophic as a plane falling out of the sky, but the same principals are applied. Watch the documentary on Netflix Downfall: The Case Against Boeing

Just got an Email to Onboard a Person in India - New Offshore Team. How much time do I have ? I've been here 6.5 Years.

20 percent of team gone, not even being offshored. The positions are gone. The irony is the directors/managers who found out who’s impacted on their team do not know if they themselves are impacted (only their boss will be told at this time ). So the final number could be higher in department. Just a terrible way to do things. So if you are a leader and get a random call today from boss, hr, or a vp you barely ever interact with you will know someone on team is impacted.

And no fmla will not save you.

Best of luck to everyone, on one hand it su-ks but on other hand at least everyone can move forward (for one month before the survivors are pulled into the ringer again)

Announced at 10:30am EST on 1/15/2025 the SDR organization including Small business and Government teams have all been let go, effective immediately. Not just 30% of the workforce as was being reported. The entire Org has been eliminated.

Lots of layoffs going on @ Irving, got hit myself.
Wish everyone the best of luck, sure we’ll be back again in a couple months.

AT&T literally:
sells connectivity
sells remote access
sells cloud voice
sells VPNs
sells mobile data
sells collaboration tools
…while forcing its own people to drive 2 hours a day to sit on Teams calls in an open space with no assigned seating.

Add Stank - a tired, clueless, utility salesman, now targeting and trolling Tmobiles LinkedIn, begging for customers.

Add a stock thats dropping from 28 to now down to 23, it will keep going down.

Could you be more pathetic?

I got the letter to move or be added to the surplus list, and I have to reply in the next 2 weeks by a certain date. My manager noted that I could let them know before the date and get more information sooner. Any thoughts on if this puts me into the system quicker or speeds up the timeline? I don't yet have another job, but I'm looking. If I stay and find another job, I must wait until the date they say I'm off payroll...so thoughts on what is the best course of action? I'm trying to read vacation and other policies so I'm sure what to do in case I find something else quicker, but highly doubt it will happen.
Management employee with over 24 years, just trying to do the right thing in the right order.