#employees

Why is Paypal not buying other companies? With the strong quarterly profit and $80B in assets, it has the firepower to acquire many companies in this economy. Current headcount is at the 2019 levels around 23,200. Subtract another 4k employees and you are near 2017 headcount level. Why are you pinching pennies when you should be expanding and taking market share.

Love the fiction in these posts ... been a reader since covid. Keep the laughs going.

I don't think I've read anything on here of any kind of accuracy.

• ET employee, 28 years

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4mo ago
Low-Paramedic-691

Discover/CapOne has gotten to the point of telling employees if they don’t like how the merger is going they can quit.
Rant
These are my opinions only from what I’ve heard from people at Discover. Not working for them and don’t speak for them. Only know what I’ve been told by many people scared to speak up.

The merger has been an absolute disaster. I’ve seen people give out feedback on it only to get shut down and threatened with termination over it.

They went from preaching how this is going to be great for consumers and employees, to now saying well this is how mergers goes and if you’re upset you need to get over it or quit.

They say they welcome any feedback but when you do try to give feedback you get AI responses and then told you’re being too negative if you don’t shut up and it’ll lead to termination if it continues.

Don’t see this going well for employees at all. Kinda seems like they’re trying to get rid of as many people as they can.

Whenever layoffs, AI initiatives, reorganizations, or offshoring happens, people instantly blame H‑1B workers, even though the data doesn’t support it. Elevance Health has hired only about 2500 H‑1B employees over the last decade, yet every corporate shift somehow gets pinned on them instead of the real drivers like executive cost‑cutting, leadership chasing AI efficiency, org‑chart reshuffles, and internal politics behind promotions.
Blaming H‑1Bs is just the easiest narrative people grab when they don’t want to confront how corporate strategy actually works.

Rockwell came in 68th out of 75, right behind Subway - Congratulations Blake, that's what happens when you put yourself first and treat your employees worse than a sandwich shop.

That's it, that's the post. This itself is inhumane. Imagine the psychological damage to thousands of people. Horrible.

As I get ready to start this week, I can’t help but think that September 4 is right around the corner, and I’m starting to feel conflicted. Part of me is so happy to finally say goodbye to a company that, sadly, became toxic due to certain leadership decisions. Don’t get me wrong, Centene has some amazing employees and leaders, but unfortunately, they feel few and far between. At the same time, I’ve been with this company for what feels like forever, so the thought of starting over and looking for a new job is a little overwhelming.

I’m curious if anyone else is feeling the same way and how you’re coping with it. Also, I haven’t received any VSP information other than confirmation that I applied. Has anyone received any updates they can share?

To everyone leaving with me on September 4, cheers! 🥂 And to those staying, best of luck!

I know it's pathetic, but I hear it all the time about employees in my neighboring departments about their million-dollar stock portfolios, their private jet excursions to private islands on their days off, lavish lifestyle. But they just work at Lowe's because they just like to be around the people. Sound familiar? Chime in.

Source :

https://economictimes.indiatimes.com/news/international/us/quote-of-the-day-by-oracle-co-founder-larry-ellison-taking-care-of-your-employees-is-extremely-important-and-very-very-visible-offers-timeless-wisdom-on-teamwork-productivity-in-workplace-kindness-compassion-empathy-charity-shows-psychology-of-true-success/articleshow/133318935.cms?from=mdr

Genuinely curious on your thoughts on how low NKE stock can go? Identify please if you’re employee, shareholder, both or neither. Thanks

The Mutual of America culture is gonna experience a dramatic shift next year & the biggest disappointment will bee after spending millions of $$$ & jettisoning 175 employees who understand how mutual of america works, they will be replaced by scabs who will make a boat load to mistakes & many of those errors will sink client relationships. TIAA has undergone major problems shifting to AX-Centure. See what employees at TIAA are posting on their own Layoff Board—-

“Accenture hasn't been living up to expectations and it's proven by the multiple project delays. Team synergy is non-existent. Accenture underestimated the TIAA ecosystem and the system complexity to take the business to the next level. Valuable TIAA people are gone, while Accenture swaps out their people due to incompatibility or incompetence. Accenture spends more time on PowerPoint slides and meetings that nothing gets done. Don't forget the 2 year contract for the rebadged Accenture employees is ending this year. A lot of issues with little resolution, let's hope AI can fix it.”
HA!!
18d ago by Anonymous
27 reactions (+27/-0) | Reply
Post ID: @eg+1kyk6m4qw
 +27 

What’s going on with all the surprising layoffs in Finance that are being attributed to Code of Business Conduct violations? Is there a broader issue or trend that AT&T employees should be aware of?

An indoor farming company has announced it will close its South Side facility and lay off 166 employees. The company's planned acquisition fell through unexpectedly, leading to the decision to cease operations. This closure impacts a significant number of workers, including produce packers and machine operators. The facility had been operational since 2024, utilizing advanced technology for water conservation. The company is now winding down its operations nationwide.

San Antonio, Texas

https://sanantonioreport.org/brooks-80-acres-indoor-farm-layoff-166-workers-texas/

Several MRM employees were told that they could quit or move to Buffalo. Are more divisions at Citi offering this option?

This should tell you everything you need to know about how much confidence he has in the company's future once the merger is completed. I'm still holding out hope that it might get blocked, but I know that's almost impossible. I don't want to be a Debbie Downer, but I just don't see a way for this to turn out well, especially for employees.

Stage 1: The Valuation Peak & The Secret Trigger

• The Catalysts: Historical peak returns (e.g., 50%+) begin a sharp, permanent downward trajectory toward lower double digits (e.g., ~23%).
• The Executive Realization: Aging senior partners realize the firm’s high-yield golden era has broken. They need to liquidate their illiquid paper wealth before the true decline reflects on future balance sheets.
• The Decision: Reject a traditional public IPO path. Opt instead for a private, debt-funded internal leveraged buyout/restructuring to transition the firm into an employee-owned or corporate trust entity.

Stage 2: Dressing up the Asset for Lenders

• National Brand Sponsoring: Launch expensive, high-visibility public marketing campaigns. This creates an optical illusion of market dominance, artificially inflating the company's valuation multiplier to secure larger buyout loans from Wall Street banks.
• Aggressive Headcount Squeezes: Execute consecutive rounds of corporate layoffs to immediately slash payroll expenses. This inflates short-term profitability metrics (EBITDA) right before institutional lenders audit the books.
• The "Hatchet Man" Installation: Set a strict, public term limit on the Managing Partner. This transforms them into a "lame-duck" leader who can absorb 100% of the institutional hatred for unpopular changes without damaging the long-term reputation of the firm.

Stage 3: The Attrition Engine & Surveillance State

• Rigid Return-To-Office (RTO): Implement a strict 4-day mandate. This functions psychologically like a full-time return to intentionally accelerate voluntary resignations.
• Hourly Data Surveillance: Remove the loophole of "coffee badging" by tracking exact card swipes, Wi-Fi logs, or desk sensors for a full 6 to 8 hours daily.
• Stripping Quality-of-Life Flexibility: Systematically eliminate foundational workplace flexibilities, such as a ban on leaving to pick up children or manage personal appointments.
• The Hidden Math: Voluntary resignations save the firm millions in severance payouts. When legacy workers quit, their expensive, high-feature "Class A" equity is canceled or bought back by the firm at heavily discounted, pre-buyout book valuations.

Stage 4: De-Skilling and Training the Replacements

• Job Architecture Review: Execute a comprehensive rewrite of every remaining employee's job duties. This standardizes complex workflows, reclassifies roles into cheaper, capped salary bands, and maps out tasks to ensure roles are easily commutable.
• The Forced AI Push: Heavily fund and mandate AI integrations. The firm forces the remaining workforce to use automation to absorb the workload of the colleagues who just quit, essentially leveraging current labor to train the systems meant to permanently replace future headcount.

Stage 5: The Financial Equity Trap (Class A to Class B)

• Downgrading Equity Classes: Strip the attractive features from the original equity tier (such as high annual guarantees or priority distributions) that historically insulated workers from losses.
• Launching the New Debt Tier: Introduce a restricted, variable "Class B" offering that depends strictly on remaining profits.
• Shifting the Liabilities: Force employees to purchase these new units via company-offered loans or promissory notes. The cash generated from employee debt flows directly to the retiring legacy partners as their final cash-out windfall.
• The Payment Queue Lockout: Once the transaction closes, the company's mountain of new senior bank debt takes absolute priority. Virtually 100% of company profits are diverted to Wall Street lenders to pay down the buyout loans, leaving Class B distributions at near-zero and forcing workers to service their equity loans entirely out of their personal cash salaries.

Stage 6: The Grand Finale (The Handover)

• The MP Exit: The Managing Partner successfully crosses the transaction finish line, hits their short-term metric targets, collects a massive transaction closing bonus, and exits as their term limits out.
• The Manufactured Clean Slate: A new, friendly, and empathetic leader is installed by the board to tell the remaining, highly automated skeleton crew that the hard times are over, the "bad guy" is gone, and they are now the proud owners of a self-sustaining corporate machine.

What has managers who manage their own calendars, senior managers who manage to avoid actual work, and directors whose only direction is "let's circle back"? Executives who couldn't execute a simple Google search.

Seriously, managers with no employees, senior managers with zero understanding of management, directors who just direct the flow of bullsh-t that comes out of their own mouths and "Executives" that preach AI because they themselves cant think critically?

The answer? A complete mystery!

Employment at Apache ended within the last year

This week at my new company I mentioned how we did something back there. A new coworker who never worked there asked me "I don't mean to judge because I'm sure they have good people, but how the HE-L does (CEO) still have a job?"

FIS has history of RIF-ing employees in Q4.
That way you lose year worth of 401K match.
Market is slow in hiring. Most companies are in holiday mode.
Usually this is done as revenge against employees.

I'm an employee under BTS. We've had a bunch of people take the VSP. Wendy left (so curious what happened there). A VP Katie took the VSP. My question is: I've interviewed for an apartment manager gig. I would hate the job with a passion. I get a discount on rent (potentially free rent in the future but they haven't confirmed). I would get way less pay, less holidays off, less pto. My thing is I love what I do and I'm even helping a new department who is already struggling with less employees now. I'm a new Centene employee (came over from another company's layoff). My question, does anyone have any insight for the chance of layoffs? I would hate to turn down a job just to be let go here but I would also hate my life if I took that job.

Honest question here. Do you think ELT knows what an absolute toxic environment they have created? Are they aware of how unhappy, unhealthy and miserable the employees are? Do you think the new CEO will try to begin making changes to improve employee satisfaction ? Are we ever going to see some sort of COLA ? The 2-3% for above meets isn’t cutting it nor is it making anyone put in the effort they once did when they felt appreciated, valued and respected.

Do the prediction markets have a bet on what percentage of employees will be let go after the acquisition?

I want to place a bet for over 30%.

I've been out of the game for several years now so can't say I know much about Double Verify and if this is good or bad for their employees...but I will say this as someone who was around during quite a few Nielsen acquisitions back in da day!

If you're an employee of either company, expect to take on new responsibilities while earning the same amount. That's if you make the cut. For years I was a "nielsen" person doing nielsen things...but then I became a nielsen + arbitron + nielsen digital/net ratings person. My pay check didn't get any bigger but my work load, strees, aggro sure as heck did. I get triggered all these years later just thinking about my inbox being overrun with questions/issues from "new" clients I knew nothing about. Lol. Bad days for sure.

https://deadline.com/2026/08/nielsen-to-acquire-doubleverify-1237028248/

Do you still continue to get paid now that you’re considered non-active employee for 60 days and then you get your severance? just curious.

Etsy is implementing layoffs affecting approximately 12% of its workforce, totaling around 220 employees. This strategic move aims to simplify the company's structure and accelerate innovation in a competitive e-commerce landscape. The job cuts are intended to position Etsy for future growth and greater focus, rather than being a cost-saving measure. Most affected employees are from the product and engineering departments. The company's CEO stated these changes are necessary to build the organization for Etsy's next phase of development.

New York, New York

https://www.cnbc.com/2026/08/05/etsy-layoffs-q2-earnings.html

Every time someone leaves, their work gets dumped on the rest of us. I'm currently getting pulled in a dozen directions, supporting people I don't even know, and my boss acts like everything is fine, business as usual. I know I should be grateful to be employed, but this is taking a serious toll on my mental health.

Hey, just some anonymous employee still here at Teradata dropping this on the DL.

Stock dip today? Whatever, man. We beat the numbers with Q2 revenue at $410 million and adjusted EPS of $0.69, both above estimates, plus we raised full-year EPS guidance to $2.65 to $2.73. Share price closed at $26.23 after dropping from $34.39 but is still nowhere near the bottom. Market just freaked out over careful Q3 talk. Classic drama, nothing real.

Layoffs? Good riddance. Half those people were straight-up coasting, half-assing everything and collecting a paycheck for basically existing. Cutting the lazy ones was long overdue. Now the rest of us can actually get sh-t done

On another note, the ELT is ki-ling it, making the hard calls and keeping us focused. That’s the actual win.

Just hit 20 years. And in those 20 years my supervisors have never done anything for any of my milestone anniversaries.

I’m curious whether others who joined 3M externally have noticed a divide between legacy 3M’ers and external hires. I joined a little over a year ago, and I’ve found it easy to build relationships with other external hires. However, I’ve also experienced some skepticism from legacy employees, who often seem to continue working within their established groups.

Has anyone else experienced this?

I know this is a slightly stupid question but the new WPE email says “employees must work in office through the course of their normally scheduled hours” so for most people I assume 9-5? Does anyone know if there’s any actual monitoring rules like min 4/6 hours or if it’s about duration instead (ex 10-6)? Any info is appreciated

Im genuinely curious how/why sooo many people are losing their jobs yet theres a sh!t ton of job openings at Centene right now?! Some as recent as 1 day ago for open positions!!! The company is apparently “struggling” but the solution is bring in AI but terminate hundreds of employees?!

https://www.sneakerfreaker.com/news/twelve-nike-employees-indicted-2-million-theft-explained

https://enhancv.com/blog/rto-stealth-layoffs/

Some highlights:

The average trust score for RTO motives sits at a mediocre 59/100.
[...]
A staggering 72% of surveyed employees suspect their company’s RTO mandate is, in fact, attrition by design—a stealth layoff intended to make work life inconvenient enough that people quit voluntarily, allowing the company to reduce headcount without the PR nightmare or financial burden of severance packages.
[...]
Once employees feel they’re being pushed out or misled, their internal monologue shifts from "How can I contribute?" to "How can I protect myself?" Our survey captured the specific ways this tactical presence manifests. The most visible trend is coffee badging—where nearly half the workforce (46%) admits to showing up just long enough to swipe their badge and be "seen" before leaving to work elsewhere. While leadership often turns to strict badge-tracking to ensure productivity, our data suggests that aggressive monitoring actually backfires. We’ve identified a surveillance paradox: the more a company tracks a worker, the less that worker is bought into the company’s mission.
[...]
27.8% of interviewed employees have successfully negotiated a personal exception to the policy, while the rest are left to comply. This creates a visible two-tier workforce, where those without the leverage to opt out feel uniquely targeted. When you combine this lack of equity with the fact that 72% of surveyed employees suspect these mandates are actually stealth layoffs in disguise, the result is a total collapse of traditional corporate loyalty. If the company is perceived to be using office requirements to trigger resignations, employees no longer feel a moral obligation to give 100% of their energy to a single employer.

I called it months ago that we would never hear the results of the employee survey results. Similar to the survey results prior to this one, they claimed the 3rd party who facilitated lost them.
Did I miss the results? If so what were they?

FYI, P&G long term customer Essendant is going down. No money to pay bills and employees get no severance. Bad situation.

Fyi, Looks like a long time customer is going down. Employees received 60 day notice yesterday. Can't pay severance or bills. Bad news for vendors and customers.

Heads up, Looks like WB Mason's long time supplier is going down. Employees were giving 60 day notice yesterday. I'm sure the effects will be felt by customers and vendors far and wide. No severance pay for employees. No money to pay the bills.

Chevron is giving one to each employee amid record profits. Maybe Oxy can follow suit.

School Specialty is shutting down its Fort Atkinson plant. This closure will impact nearly sixty employees. The company is moving warehouse and distribution operations to other states. Layoffs are scheduled to begin in late September. Some employees have been offered remote positions.

Fort Atkinson, Wisconsin

https://www.wkow.com/news/economy/dozens-of-workers-face-layoffs-as-school-specialty-plans-to-close-fort-atkinson-facility/article_a6921d41-67c2-406e-bd32-89a0c87f7709.html