#employeerelations

So Xerox is trying to send all jobs to foreign countries and just leave SLT here in USA for their high wage, when in actuality their jobs should be farmed out for lower wages and better ability.
So think about this, force them to collapse, just walk out, all employees, and they have nothing, no more $14M comp. They will let you go with no severance anyways, let them get the same. Just like a union strike.
They deserve nothing.

As you know, many of us in the Symantec and Carbon Black divisions are in a resting-and-vesting mindset. We don’t care whether the division performs well; we only care about the RSUs going into our pockets.

Either you are delusional or clueless about what to do with our division, but please keep us and continue granting us more RSUs.

Why are some employees consistently protected, no matter what they do?

Spirit Airlines has rescinded its plans for temporary layoffs, meaning these job cuts will no longer proceed. The airline had previously announced its intention to implement temporary staffing reductions. This reversal means that employees who were facing these temporary job losses will now retain their positions. Spirit Airlines is the company directly affected by this decision. The rescinded layoffs were specifically planned for its operations in New York City.

https://pix11.com/news/local-news/queens/spirit-airlines-to-temporarily-layoff-hundreds-in-nyc/

I was told WF doesn’t give promotions. Any truth to this? I have been here for 1 year and was hoping to get a title change.

San Luis Coastal schools have approved substantial budget cuts totaling $5 million. This decision is directly setting the stage for impending layoffs within the district. The educational institution, located in San Luis, California, is facing significant financial restructuring. These budget reductions mean that job positions are at risk of being eliminated. Consequently, employees of San Luis Coastal schools can expect to be affected by these upcoming layoffs.

https://www.kcbx.org/education/2025-12-18/san-luis-coastal-schools-approve-5-million-in-budget-cuts-setting-stage-for-layoffs

It’s not bad, but it’s nothing special either. Still, after months of searching for alternatives, it feels like a win. And I really, really need to leave Dell behind. This past year has been something I wouldn’t wish on my worst enemy. Fingers crossed it works out. I’ll be keeping them crossed for all of you as well. May we all eventually liberate ourselves from the twisted parallel universe Dell has fallen into.

Adding to the Walmart orders again before Christmas when they said they wouldn’t be doing it anymore. All my orders jumped by 50-70 cases, locked in. Who’s doing it? There’s a mystery right there. Everyone prepare to be miserable sorting through pallets of 250-350 cases, working in crowded stores and leaving a cr-p ton of backstock

Middle managers should be clearing paths, growing talent, and preparing teams for the future. Too many here do none of that. Here, problems always get ignored, issues mount, and nothing ever improves. Sometimes I wonder what’s the point of having them at all.

Why are store managers and/or H.R. need to be in the store at 6am if they are not picking, packing, or on a call?

Shouldn’t H.R. and the store manager be in store when the majority of associates are actually working ? It makes no sense for an H.R. or store manager to leave the store by 2 or 3.

Do something about it. Make yourself heard. Drop specific names and hold them accountable.

https://publicportal.eeoc.gov/Portal/Login.aspx

To those who are leaving Tomorrow, may God iluminate your new path and help find success on your new endevours.
To those who get to stay.... May you have peaceful and joyful holidays. Please leave this board for now ......Come back in about two/three months......

All of the boomers on here will tell you that you are fortunate and should be grateful for the opportunity you have to work for a company, blah...blah. The reality is that none of us matter to any company, and none of us have ever mattered. The entire system is built to keep us indebted to, and dependent on, corporations. I consider myself politically very conservative, and I am not afraid to admit this. America was sold out long ago. We haven't had a true free market economy for at least 50 years or more. Everything that is done now is done to enrich corporations and political leaders. Banks and financial companies are some of the worst exploiters of the American people in existence. As long as we are indebted just to live, we can't ever be truly free.

Please please open backup the community centers in Kansas City. We seniors would be open to paying monthly to keep these centers open. They have been a godsend for us and to just close with no warning or no way to say good bye to staff right before Xmas is just awful. Please reconsider

Here is a breakdown of the key issues you've described and whether they are likely to have legal merit:
⚖️ Legal Merit of the Complaints:
It is highly unlikely that either of the actions described—the performance rating changes or the salary range consolidation—is illegal on its own, especially in the context of general U.S. employment law (which applies unless a specific country or state is mentioned).

1. The Low Performance Ratings ("Forced Distribution")
   • The Law: In the U.S., the vast majority of employment is at-will. This means an employer can generally modify an employee's job duties, compensation, or even terminate them for any reason that is not illegal (i.e., not discriminatory).
   • Performance Reviews: Companies are legally allowed to change how they evaluate performance, introduce "forced distribution" (where a certain percentage must receive low ratings), and enforce stricter standards, even if it leads to ratings that employees feel are unfair or unexpected.
   • The Only Legal Challenge (Discrimination): A performance rating only becomes a potential legal issue if it can be proven that the rating was given based on illegal discrimination (e.g., race, gender, age, religion, disability, etc.) or in retaliation for engaging in a protected activity (like whistleblowing or reporting harassment).
   • The fact that many people are getting low ratings for the first time suggests a change in company policy, not necessarily individual illegal discrimination. For a lawsuit to succeed, a lawyer would need to show a pattern of discrimination against a protected class (e.g., "Only women received the 'Needs Improvement' rating," or "The rating was given right after I filed a formal complaint").
   • Conclusion: Being unhappy with a rating, or even feeling it was unfair, is generally not a legal issue.
2. Consolidating Salary Ranges for Remote Employees
   • The Law: Employers are free to set, change, and consolidate salary ranges and structures. They can decide to use a single, consistent salary range for all remote employees, regardless of the employee's specific location, even if some employees were previously in a higher, location-based range.
   • The Only Legal Challenge (Pay Equity): The consolidation itself is not illegal. However, the resulting salaries would still need to comply with Equal Pay laws. These laws require that employees performing substantially similar work receive equal pay, regardless of s-x (or, in some states, other protected characteristics), unless the difference is based on a factor other than s-x (like seniority, merit, or a geographical pay difference).
   • In your case, the company is moving toward more consistency, which generally reduces pay equity risk based on location differences, not increases it.
   • Conclusion: The consolidation is a standard business decision regarding compensation structure and is generally not illegal.
     📝 The Importance of Documentation
     While the actions are likely legal, the advice to document everything is still very sound advice.
   • For the Employee: Documentation helps establish a clear timeline and the company's reasoning. If an employee is eventually terminated, this documentation could be crucial evidence if they believe they have grounds for a lawsuit (i.e., if they can show the ratings were pretext for a discriminatory or retaliatory firing).
   • What to Document:
   • The New Rating: The exact rating, the written feedback, and any meetings where it was discussed.
   • Prior Performance: Previous high ratings, positive emails, and concrete examples of work that exceeded expectations before the change.
   • The Salary Change: The communication about the new salary band and how it was communicated.
   • The Thread: The general timeline and tenor of the complaints from peers.
     💡 Summary for the Thread
     Based on general U.S. employment law:
   • The actions are likely legal. Companies have wide latitude to change performance review systems and compensation structures.
   • A lawsuit would require proof of illegal discrimination or retaliation. General unfairness or bad management is not grounds for a legal case.
   • Documentation is still smart. It protects the employee by creating an evidence trail should they need to challenge the company on legitimate grounds (like discrimination) in the future.
     The best next steps for people on the thread would be to research the specific employment laws in their state and, if they suspect their individual rating or pay was based on an illegal factor like race, gender, or religion, then they should consult with an employment attorney.

Anyone cut today !

What are people hearing?

Asked my manager as a follow op with the 401k going down and what other total compensation costs there are projected to be in 2026. She was surprised that barely any people were asking about that, granted the area I work in is basically all women of the older demographic. Do a lot of the people just not care with all these cut’s happening?

For those that don’t know, the Verizon stores in the houston area have had armed security in their stores for the last 10+ years.

Today we were told that beginning 01/01/2026, the following stores (Cinco Ranch, Aliana, Fulshear) will no longer need police officers due to the restructuring.

I do not know if the stores will be converting to third party or shutting down but figured it would be good to give employees a heads up to start getting their personal affairs in order.

What criteria was used to either give 3 weeks or 4 weeks special bonus?

A colleague was just let go, one week before Christmas. We fall under the Enterprise Onboarding Platform. My team is already short staffed and will now be spread even thinner. SHAME ON YOU, BRAD OCKENE, DANA PARKS, AND ALL MANAGEMENT UNDER THEM WHO WERE COMPLIANT WITH THIS DECISION. Absolutely heartless.

AB Closes 3 plants - Fairfield, Merrimack and Newark - Employees allegedly given opportunities at other breweries.

Toxic corporate environment - I know because I lived it.

To all the managers that are giving bogus reviews and letting people go before Christmas, rest well... You could be next! Your job can be moved offshore at any time too. Keep drinking the Kool-aid they are serving. They are NOT for the employees. It's all about GREED! Merry Christmas!!!

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Caroline (SVP) is visiting Lake Mary today. Anyone know the purpose of their visit a day prior to the last day of the folks affected by the layoffs? The leaders already look like they are putting on fake smiles and fake energy.

i actually heard this rumor! GRINCH!

Dell is just moving the deck chairs around in the titanic for 2026. We’ve got the same leaders in ISG and CSG but in new positions because they’ve either laid off or the other good leaders quit or moved into different roles. Now we are stuck with the ignorant and arrogant. We are going to go through the same ideas but they’ll be “new” because they came from new, unqualified people who just have no business being in their roles. They way they got to them wasn’t by earning them but because people left or moved. Now we all have to deal with the “new” but not “new” ideas.

The realities are simple. We need better leadership. Leadership that’s not going to think they’re amazing but industry leaders with a real perspective on the industry.

Right now we’ve got a bunch of kids a$$ leaders who all have their own agenda. If you can leave in 2026 you should. It’s going to be a frustrating year.

BTW - hammer them on the eNPS.

The strategy is simple, keep making $500 - $750 million a year profit. Make the employees and other assets sweat to enable the Execs to make millions and enjoy other perks. Employ weak Exec froends who are not capable, Come up with fantasy themes like Cloud Right, Technical Debt, AI, Rebranding, musical chairs to keep employees and investors on board. Rinse and repeat for years.

Laid off a year ago after being there 15 years (EMC brought into Dell). I had a larger quota (20-30 million a half but I will admit I was semi over paid compared to market averages)...but I was lucky and was immediately employed by a competitor a week after posting up my looking for work banner on LinkedIN.

I wasn't replaced by Dell for a while and they finally got headcount or whatever to replace me and they did it with a guy fresh out of college. Turns out they couldn't get meetings or sell anything.

Now here is where it gets funny. Encouraged by his lesdership, the new kid has the nerve to reach out to me and ask me if I can introduce him to my old customers (bear in mind i'm his direct competitor now and he knows this). Absolutely laughable.

That is how they are running things now, I suppose.

Please give the money to charity in the future instead of insulting your employees who have delivered everything for the company.

I heard about this on our layoff page for my company and how y'all had 100,000 hits on one thread and like 4000 employees asking for your help. I came on here to look and didn't plan on commenting and wondered how y'all let this get this out of control and hurt so many of y'alls employees when this looks like an easy thing to do to gain y'alls employees trust again. Then I remembered the name of y'alls company and called my friend in our procurement and sure enough, y'all are a supplier. So now they are looking at this thinking they shouldn't be. Bless y'all but it seems like y'all should listed to your employees and take care of them. This is just not needed and it hurts what we call your 'brand'. SMH

The strategy is not working so well to delight the customers. Don't CEOs realize that word of mouth via your worker bees is crucial to company success. Anyone else have friends jumping ship? I am not even bad mouthing VZ, this is all being done based on their own intentions from all the news about the RIF and knowing I was a casualty.

and jump on one of those little rafts way down below

staying at Dell in 2026 makes no sense at this point, time of change is here....

I’d really like to hear your thoughts about our situation in this department. It’s important to me that we’re honest with each other. Do you think it would be better for us to move on as soon as we secure another job, or should we hold out for severance? I value your perspective.

Ok, let me get this straight, Walgreens wants employees to donate to a fund to help under paid coworkers? Am I understanding this correctly? That can't be what it truly is. No company would expect its employees to make up the pay gap for them not paying their employees a living wage? Am I missing something or is Walgreens really that out of touch???