#employeerelations

Retired / Surplus AT&T Managers, when did you have to choose Lump vs. annuity at separation? The day of your exit package, or sometime later?

My supervisor didn't know and I can't seem to find this info on HR One Stop.

Thanks!

For the last 6 months, I've seen so many people getting fired and all very senior management too. Like just boss is not fired. 3 people above them got fired. And the whole team is now getting renamed and all that. The new people even don't know the product and capabilities.
Some people were really great leaders and they were like in BNY for 18 years and so.
I don't think they're firing people in lower level but feeling nervous.

What a f ing joke, Drum on a Town Hole says i know what everyone is asking about pay, so to get rid of the question, if applicable to you be paid sometime in March dont know dates speak with jenny ragger. Youll fall of your chair if you listen to the replay.

Wtf doesnt know dates not interested, knows employees have voted up the issue to the top.

Who gives a shiite about the new brand and AI pipedreams when you dont give a f about employees.

This company is now trying to b5ll its way as a AI outfit, good luck..

Anyone else required to do handoff work all the way through the 19th? So much for giving us time to look for another job.

After thinking long on how I might convince any readers that this post is legit and that I wasn’t representing HR I concluded that I can’t - so I’ll just ask.

If you are a technician at F8, are you interested in joining a union (CWA to be specific)?

There are pros and cons that you should absolutely be aware of but the topic has come up several times at GF and its happening in some other key 24/7 firms in the state.

I don’t intend for this thread to become a running list of the cons presented by people who have no dog in the fight (non-technician employees) just seeking input from technicians that would be for or against this. Please do a little research prior to engaging, ensure you understand the whole union picture. Thanks!

Is anyone else out there also a survivor of SA from execs at Robert Half? happened to me twice — 2009 and 2020 — both times by direct bosses. told my current manager and she literally just replied asking for more Jo’s. Forbes top employer.

Lot of people were notified of their new titles this week . What are new titles ?

The start to this townhall really represents how things are in TS ( Global Payments and Trade).

It’s a mess. How many executives does it take to operate a slide deck and Webex? Apparently at least four.

Love how she actually said that our company does so much for employees. Gaslighting knows no bounds.

I hate that now everyone is an “associate” or a “leader”. Show me one manager that’s a “leader”, in my group and I’ll have a heart attack. Classifying everyone as manager and peasant is very blue collar of the firm.

Not sure about others. Nothing says Happy Holidays like a pink slip...nice.

#iworkatdelluntilthestockstartstodip

A good post from “Neo” in the Citrix Systems forum:

https://www.thelayoff.com/t/1kc3j9256

You work for wealthy people that invested 16 billion dollars to make a substantial profit using whatever playbook is at hand. That's just business.

Clearly and contrary to the vision of the founders of Citrix, they are just interested in low effort approaches because they are efficient money wise. Making everything cheaper and simpler to manage in order to pursue a financial Eye Candy effect, for an eventual sale or a return to the public space, is an example.

There is no interest in keeping strong teams or long term plans for product innovation, its just paint. Layoffs are not personal (and not particular to these guys), they just don't care about keeping you because you are the negative term in their growth/profit equation. So they will minimize you (head count) with all the techniques available in the book (forced % of layoffs, silent firing, colleagues competition for forced rankings, internal divisions, fear, you name it)

So where are you positioned in this game? You are the exploited employee they (or any other company) will squeeze until the product is at visible risk. You will willingly accept recurrent extra loads of work, cause you are scared to loose you livelihood and you have no other choice. Also you are the next person to be laid off (its about when, not if) On the other hand you also have free will, knowledge and skills (don't buy into the AI BS, you are needed), and dignity.

Now, if you know the game, the players, and the rules, you would likely be better off using this platform also to bring ideas on what can be done to make it a bit more fair to you and your colleagues and to minimize irrational expoitation, unethical meassures, and everything else everyone has been posting here. (Never forget this is Corporate America, don't expect miracles)

Complaining, and spreading subjective fear (distict from useful info and heads up) will only work against you as that is the expected behavior.

There are problems, bring ideas to help solve or make them better.
After all, you were all hired for your problem solving skills and intelligence.
Use it!

PD: This post encourages fairness and ethics. Expect pushback, misleading statements, and attacks from some players in the comments section.

All the temp agencies workers will eventually be let go in the next 3 or 4 years........or earlier.

You work for wealthy people that invested 16 billion dollars to make a sustantial profit using whatever playbook is at hand. That's just business.

Clearly and contrary to the vision of the founders of Citrix, they are just interested in low effort approaches because they are efficient money wise. Making everything cheaper and simpler to manage in order to pursue a financial Eye Candy effect, for an eventual sale or a return to the public space, is an example.

There is no interest in keeping strong teams or long term plans for product innovation, its just paint. Layoffs are not personal (and not particular to these guys), they just don't care about keeping you because you are the negative term in their growth/profit equation. So they will minimize you (head count) with all the techniques available in the book (forced % of layoffs, silent firing, colleagues competition for forced rankings, internal divisions, fear, you name it)

So where are you positioned in this game? You are the exploited employee they (or any other company) will squeeze until the product is at visible risk. You will willingly accept recurrent extra loads of work, cause you are scared to loose you livelihood and you have no other choice. Also you are the next person to be laid off (its about when, not if) On the other hand you also have free will, knowledge and skills (don't buy into the AI BS, you are needed), and dignity.

Now, if you know the game, the players, and the rules, you would likely be better off using this platform also to bring ideas on what can be done to make it a bit more fair to you and your colleagues and to minimize irrational expoitation, unethical meassures, and everything else everyone has been posting here. (Never forget this is Corporate America, don't expect miracles)

Complaining, and spreading subjective fear (distict from useful info and heads up) will only work against you as that is the expected behavior.

There are problems, bring ideas to help solve or make them better.
After all, you were all hired for your problem solving skills and intelligence.
Use it!

PD: This post encourages fairness and ethics. Expect pushback, misleading statements, and attacks from some players in the comments section.

Contrary to popular belief, the layoffs did not start with the Sprint Merger, Covid, or change in leadership from John Leger to Mike Sievert. Instead, the demise of T-Mobile and subsequent layoffs started with the exedous of one employee. That employee was so regarded by Legere, Sievert, and the fellow C-Suite, that when DT came to town, they deferred to "them". All of the UC ideas, "them". Home Internet, "them". T-Mobile Tuesdays, "them" - the list is so long, say it with me, "them". That person is long gone - but the shell of "their" company - survives today. It is because of "them",
not Legere, not Sievert, not any of the active leadership, why any of us even have a job still - as without "them", we would have been bought my Marcelo in 2021, not vice-versa. To think we laid this MF off instead of promoting them to CEO....

Many ER Consultants in the Accommodations team were laid off today. Anyone emailing them is getting an auto reply saying, “One of my teammates will be contacting you soon regarding your open accommodations request.” Looks like a big cut hit that group.

How great was that message from HR this week.
Are you RTO ready because expenses are going to change in 2026! So heres a free service to meet with a financial advisor (and tell him you're getting a pay cut bc your employer is forcing you back to the office and you need to figure out how to pay for the extra 600/month of commuting costs, plus meals and new wardrobe)

And they write it like we should be as excited as they are! lol

Has anyone in the October 29 Layoff recieved their lump sum yet? Official last day would be November 29th.

Well kinda ironic I signed my severance package and since then I am having log in issues and can't get past the VPN. Im in a no fault state and with everything going on. Nothing surprises me anymore.

What a joke.

An hour of how great Eliza is. Just come out and tell us that within a few years, we will all be without a job because your precious AI bot will be doing it all.

Hey RV, I think your girl Eliza left a little something on your chin. Might wanna wipe that off

If Fannie Mae is bringing in 2.07 MILLION per employee, per year, why are layoffs necessary? Please educate me because I'm obviously a mo--n.

https://the-cfo.io/2025/12/09/the-hidden-engines-driving-million-dollar-employees/

Anyone who worked with him when he was in lower positions, was he always this heartless and uncaring towards others? Did he grow into it or was he always terrible? Ive only been here a couple years and he's a monster in many ways.

Automotive supplier Avancez is cutting its second shift this month, resulting in the permanent layoffs of 143 workers at its Hazel Park facility. The move was detailed in a notice submitted Nov. 7 by Avancez in compliance with WARN.

https://www.candgnews.com/amp/news/layoffs-hit-automotive-supplier-avancez-9722

I’m one of the corporate engineers who was going to fill in for the strike and was part of the lay offs. Hope you guys still do the strike. They laid off lots of competent engineers that usually fill in for strikes. Make them feel the pain!

🫡

U.S. Xpress laid off employees across the company in response to lower demand for trucking, according to an internal email obtained by the Chattanooga Times Free Press.

https://www.timesfreepress.com/news/2025/dec/05/us-xpress-enacts-broad-layoffs-amid-reduced-truck/

So let me get this straight…

We don’t have any assigned desks but…

1. You can book a desk online
2. If full, join another IDT neighbourhood
3. You aren’t allowed to use other available areas in the building on a regular basis (LOL)
4. In high demand days you will be told which days to work from site
5. Attendance owners are tracking you

This is all absolutely ludicrous and ambiguous on purpose so they can say you weren’t “following the rules” and give you a lower rating at the end of the year.
And they get to determine what it means.

I’m very curious to see how many people worldwide will actually abide by this. I suspect it will not have the effect Wael is hoping it will. After all, you can only inflict this type of pain only if people let you.

After the backlash from trying to take away the purchased vacation, I hope there is a backlash here too. These rules aren’t for the betterment of the company as a whole, it’s Wael’s way to inflict attrition for people to leave on their own accord or to justify laying off.

These “rules” aren’t taking us to better long-term investments, it’s not taking us to better acquisitions.

The same disastrous decisions of burning cash through stock buybacks are being done by Wael all while telling us we can’t sit at the cafeteria if we want to.

“Only then use other available areas”
Only then when? Once? Every time? For a week? The wording is intentional.

It seems to me, Wael doesn’t need any workers at all, he seems to believe he can run the company all on his own. Maybe we should all listen and let him do it.

Good Morning Plano and TPC R&D!

We know some of you may be included on Distribution Lists outside of the R&D-DL and may have seen a note sent to North America specific functions regarding restructuring this week. To clarify, this message does NOT apply to Corp/Global employees. As a Corporate Function, R&D employees should continue to come into Plano and TPC offices this week.

Apologies for any confusion and if you have any questions, please feel free to reach out. Have a good week.

From where I sit as a person who worked for a company that TU acquired a few years ago, almost all of the technical engineering staff with knowledge and experience of major technical systems that keep the business running have been laid off now. All of the TU staff (mostly contractors from other countries) that have stepped in to learn things still have no clue of how things actually operate even at a basic level. Most don't care to learn or don't possess the right technical and business skills and they rely on those who actually built these systems from the original companies that were acquired to do the real work. But now almost all of those original individuals from legacy companies are gone after many rounds of layoffs.

We're talking about extremely technical systems that interface with thousands of other companies that we have legal contracts with to receive information from and process it every day. Millions of records which generate millions of dollars for TU are being handled by a skeleton crew of incompetent TU staff and contractors now. Not to exaggerate but its now equivalent to a McDonalds fry cook doing complex brain surgery in a blindfold. Yet all of the middle-management play it down by saying, oh it's easy, it's not complicated, and we can handle it. Yet even years later, they still can't complete 99.9% of their tasks without the help of those who were laid off in recent rounds who wound up doing all of their work for them. No matter how many times they were "trained" on something, most still don't grasp what is going on and don't understand these parts of the business.

I have a feeling that very soon those poor companies that partnered with TransUnion to use products and services are going to quickly discover that TU has made blind upper level decisions with no real clue of how things actually operate, what actually they do, how much money they are making them, or who knows how to run, build, and maintain these systems. We were told years ago that this OneTru thing is the answer to everything that all the legacy systems would be migrated over to it within 1 year. Well it's been several years now and we are still operating on the same legacy systems with no end in sight for OneTru. And TU has no one left now that can properly support the legacy systems, fix partner issues, and keep them running after layoffs. Luckily many legacy systems were finely automated, but who is going to be there now when something breaks and partners of TU are going to be ringing the help desk phones off the hook? Are they going to answer and say the truth? "yeah, sorry about that, um we just laid off everyone that knows how to fix your problem, sorry but we can't help you."

It doesn't take a genius to figure out that this is bad business 101. If you want to know what is keeping your business up and running between your golf matches, then talk to the actual people that have their hands in it daily and keep things running for you instead of laying them all off. Don't talk to middle management because all they're going to say is what you want to hear which is a farce, "No worries boss, we got it all under control. Sure, we can do that, we can do anything you want, go ahead and make your cuts, no problems here." Middle-management here is the worst I've ever seen. Have you seen the movie "The office", TU would make the perfect sequel.

Being laid off this round would have been better than staying. The difference between those who were laid off and the existing TU people is that we actually care(d) for our partners and our customers. We treat them like family and bend over backwards to help them when problems arise. We realized the value in those relationships. But all I've seen from the TU staff is incompetency, delegation and arrogance. They just keep playing their corporate games and it's going to bite them hard real soon when the ship starts sinking and everyone who knows how to keep it afloat has been laid off. Mayday.... Mayday... Mayday...

This was too good to stay buried in the replies. The OP is @rm+1kbn0zf88.

Concerned Tufts staff members have distributed a petition in conjunction with Tufts Labor Coalition demanding that no workers be laid off as part of Tufts’ Operating Model Transformation, an initiative restructuring the university’s administrative functions.

https://www.tuftsdaily.com/article/2025/12/staff-members-call-on-tufts-to-avoid-layoffs-in-administrative-restructuring

Let that number really sink in. I always rolled my eyes when people told me to "just be happy you have a job" while I was complaining about all the issues we face day to day, but seeing numbers like this makes me understand, at least a little, why they say that.

Does anybody really believe we'll have more layoffs this close to Christmas? Because I don't.

I left in January because the environment had become way too toxic, and now a new offer just landed in my inbox. The offer itself looks solid, but I am really unsure about stepping back into a place that pushed me out in the first place. I am hoping someone who stayed can give an honest read on whether things are actually better or if it is still the same mess I walked away from.

This "leadership" keeps cutting people and stacking the leftovers on whoever stays. They already started again, and I am determined not to take on another unwanted task. We all kept absorbing the hit and pretending it was normal, but that ends for me today. If pushing back puts a target on my back, so be it.

SBC Legacy Executives chased off all the talent and threats to upend their massive incompetence.

People are losing their jobs and we get nonsense holiday parties, harpists playing in the lobby and piano concerts. I have never seen such a tone deaf company.

Let’s be real the whole “V Team” notion is a joke.
The new CEO walks around sipping his coffee talking about at least when Verizon lays off people before Thanksgiving, they don’t do it by text message they do it by a phone call. Yay, thank you Dan. This guy is so full of himself.

Then he lets you stay on the books to work during the holidays while the people who stay talk about holiday parties, your mgrs ghost you and you get quietly removed from team calls. Gotta love it. I hope the people who made it, are watching how the laid off ones are being treated. It will probably be worse next time under this new CEO’s regime.

I read a post about new hires getting pushed back, and it sprouted a question from when I was interviewed by Fidelity. I was laid off x amount of years ago, and had an interview with a job at Fidelity that got cancelled shortly after I interviewed. I was just wondering what that could be.

A few months after I was laid off from Fidelity, I was given another interview with the firm. It was in the product area I got laid off from. When I interviewed, I was able to articulate my work at Fidelity prior to my layoff very well. I got a vast majority of the interview questions correct, and showed a very agreeable attitude and ability to jive with the team. I think they appreciated my curiosity for the work the team does, as well as me asking some questions about how our team provides that value. It felt like we really liked each other: the interviewers and manager were smiling and joking with me in the call, too. All while keeping everything professional. The feedback even said I did really well, but was constructive in 1 or 2 places I agreed with.

It looked like a potentially perfect fit. After the interview, I felt as if I KNEW I got the role. However, apparently, there ended up being a new manager who “repurposed the requisition” (I believe the new manager wanted someone more senior level). The recruiter provided reasonable constructive feedback to me, and said “yo let’s call again this week to look at other roles”. I never heard from that recruiter again.

The impact of a layoff seems to depend on the person. For most of us (including me), it’s he-l. It already su-ks when a company pulls a job you just interviewed for. I can’t calculate what exponent the su-kiness factor is multiplied by when the company that laid you off in the first place is the one pulling it after an interview. I asked Fidelity HR about it once. From what Fidelity HR told me, I’m in good standing with the company. Although I realized that maybe Fidelity had something about me or my performance that they aren’t showing to me since I’m out of the company, my layoff status still had nothing performance related. So… idk why I never got a response back.

Have I moved on from it? Well, I’m here talking about it on a public forum, asking what possibly made this happen, so you tell me if I got closure. At least I’m in a place much better for me now, and it’s all love from me with (most of) the people who work there. I have no regrets working at Fidelity and I think being laid off made me a better person, and led me to where I am today. Again, a layoff’s impact on someone is purely individual.

Bringing up the title of this post, without giving too much of my identity, what is the reason behind something like this? I was viewed as an easy pickup who knew the product area already, had natural chemistry with team members, and could have been an immediate positive impact on not only my own work, but helping other people right from day 1. And it gets pulled out of nowhere. Made no sense to me. On top of that, why’d the recruiter ghost me? HR said straight up there’s nothing bad on my record, so I was fumbling around trying to figure out if I offended anybody.

If anyone could give me a comprehensive list of possibilities as to why I was ghosted or why this happened, I would really appreciate it. Thank you, happy holidays!

what do you all think of a store manager who hands out certain invitations to attend an (out of the store) xmas party to certain people (in front of everyone in store) and excludes certain people? should belk fire her for that?

Hearing him make jokes at the time when so many have lost their livelihood and the rest of us are still uncertain if we'll have a job in a month or two completely disillusioned me. That shows how much he truly "cares" for employees.