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Massive self-layoff incoming

https://www.reuters.com/business/media-telecom/trump-mulls-adding-new-100000-fee-h-1b-visas-bloomberg-news-reports-2025-09-19/

Our contracting firms use H1b to save 25%. This new fee destroys Nike’s contracting model. Leadership will probably try offshoring more but those individuals juggle 3 jobs concurrently and don’t do any real work.

Things have been falling apart the last few years and it’s only going to get worse. This is going to be such a dumpster fire.

#H1B #Visa #Policy #Change #Future

New H1B Visa Fee $100k/

https://www.cnn.com/2025/09/19/politics/trump-h1b-visa-fee

Finally someone I. Government is catching on to this back door theft of American jobs.

How many workers does Exxon have in the USA on H1B visas?

This is going to have an impact. Get ready Canada and other HC10 locations.

#H1B #Visa #Policy #Change

H1-B just got a lot more expensive

(Bloomberg) -- President Donald Trump is expected to sign a proclamation as soon as Friday that would move to extensively overhaul the H-1B visa program, requiring a $100,000 fee for applications in a bid to curb overuse, according to a White House official familiar with the matter.

#H1B #Cost #Policy #Change

I Agree With Everyone On Here - Chevron Has The Worst HSE Organization A Major Company Could Have

At Chevron, the HSE department is less of a safety net and more of a loosely tied hammock made of red tape and bad decisions. If common sense were PPE, they'd be working barefoot on a rig made of matches. Their idea of a safety meeting is a coffee break where they discuss near-misses like ghost stories, fun to hear, but no one learns a damn thing. Policies are either outdated, ignored, or written in a language only ancient bureaucrats understand. Honestly, the only thing they excel at is creating PowerPoints that could lull a fire into extinguishing itself.

#Safety #Policy #Culture

Proposed H-1B fee

Trump to sign proclamation imposing $100K fee for H-1B visa applications, White House official says.
Not sure how to post links, but here’s the site:
https://apnews.com/article/h1b-visa-trump-immigration-8d39699d0b2de3d90936f8076357254e
Lots more found by using your favorite search engine.
If it comes to be, it’ll sure slowdown Elevance’s march to move work offshore.

#H1B #Visa #Policy

Major breaking: Trump finally ends H1B Visa

President Donald Trump is preparing to sign a proclamation today that would impose a new $100,000 fee on H-1B visa applications, in one of the most sweeping overhauls yet of the program central to the US technology industry, according to a report by Bloomberg.

The proclamation would also eliminate the Optional Practical Training (OPT) program, which will affect 1.5 million people, and replace the current lottery-based selection process with a highest-bidder system.

bloomberg.com/news/articles/2025-09-19/trump-to-add-new-100-000-fee-for-h-1b-visas-in-latest-crackdown

https://www.newsweek.com/h1-b-visa-program-fee-trump-requirements-2132718

#H1B #Visa #Policy

Going to expensive to import workers.

Sept 19 (Reuters) - U.S. President Donald Trump plans to impose a new $100,000 application fee for H-1B worker visas, a White House official said, potentially dealing a big blow to the technology sector that relies heavily on skilled workers from India and China.

#H1B #Visa #Policy

4 Day work week coming? (Probably not anytime soon at T)

Jensen Huang, the CEO of Nvidia, has stated that AI could probably bring 4 day work weeks. "We're at the beginning of the AI revolution... and the rapid adoption of artificial intelligence across industries could probably bring a transition to four-day work weeks."

This comes as the CEO of JP Morgan (Jamie Dimon), the CEO of Zoom (Eric Yuan), and Bill Gates said similar things.

JP Morgan CEO: "AI will lead to people working “3 and a half days a week"

Zoom CEO: “I feel like if A.I. can make all of our lives better, why do we need to work for five days a week? Every company will support three days, four days a week. I think this ultimately frees up everyone’s time.”

Bill Gates: "What will jobs be like? Should we just work like 2 or 3 days a week? If you zoom out, the purpose of life is not just to do jobs."

#WorkLifeBalance #FlexibleWork #Policy

Speaking up openly on the Ford Viva Engage site

The Connected Vehicle all hands ended in the most disappointing way imaginable.

"No-one agrees with what has happened" - Really, now? Then why has it been mandated so sloppily, before anyone was ready for it, and completely ignoring the business needs of a multinational corporation when it comes to collaboration across timezones?

"We can't change it" - Perhaps that is a sign of bad leadership. Was there not an opportunity to challenge the RTO policy? Perhaps involving employees in a cross-company collaborative exercise to investigate ways office time could work.

"That's all the questions answered" - It wasn't. It was a flippant dismissal of employees' very real concerns around incorrect emails harassing employees, threatening termination, and the very real economic penalties this now applies to many people working for this company.

And sure, Ford Land are going to be inundated with complaints at the moment - justifiably - but it's not just their fault. The blame for this lies squarely at the feet of leadership and their reckless rush towards "Time in Office" as a measure of productivity.

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#RTO #BadLeadership #Policy

Year end compensation exercise

Hello,

I joined the bank in July. On the HR website, it says that “new hires are eligible for a base salary adjustment if hired before September 30.”

At the same time, it seems like I will automatically receive a “Too New to Rate” rating.

Will I still be eligible for a base salary adjustment?

#Compensation #Salary #YearEndReview #Policy #HR

It's not the executives (MFGA)

It's the employees, HR, and middle management. To save this company, I propose mandatory reading classes. We also need to give reading and literacy tests. I propose we don't have this constant stigma around logical conversations. I believe there is an issue where others mistake emotionally charged or conversations that trigger emotions as being emotional. We need to make thinking great again and rid ourselves of the insecure employees through a trickle-down framework where over-time those part-time reading arm-chair insecure psychologists are laughed out this company.

Here is the proposal:

Mandatory Reading and Literacy Development

Literacy is foundational to clear communication, comprehension of business materials, and professional development.

  • Implement mandatory reading programs for employees and middle management.
  • Choose material focused on critical thinking, professional communication, and company-relevant content.
  • Host regular discussion sessions to reinforce understanding and application.

Reading and Literacy Assessments

  • Introduce non-punitive literacy assessments.
  • Use results to inform individual development plans.
  • Ensure assessments focus on reading comprehension, logical reasoning, and effective written communication.

It's essential to know the current literacy level across the company to tailor interventions appropriately.

Encourage Logic-Based Dialogue Over Emotionally Reactive Exchanges

Workplace discussions are often dismissed as “emotional” when they are merely emotionally resonant or challenging.

Emotionally triggering topics aren’t inherently emotional—they may still be logical, data-driven, or policy-based.

  • Train teams on critical thinking and how to separate the emotional impact of a message from its logical structure.
  • Promote a culture where difficult conversations are seen as necessary, not threatening.

Destigmatize Logical Conversations

Some employees may feel that using logic or questioning decisions is confrontational.

  • Create guidelines and safe spaces for respectful disagreement.
  • Encourage middle managers to model logical discourse without defensiveness.
  • Reinforce that challenging ideas is not the same as disrespecting individuals.

Psychological Safety & Respectful Disagreement Framework

To protect the culture of respectful, logic-based communication, we must address the rising tendency to deflect or pathologize others during challenging conversations.

Some employees may feel discomfort when confronted with logic or perspectives that challenge their assumptions. This discomfort should not result in labeling others with derogatory or psychological terms such as “manic”, “schizo” or worse.

Such labels, especially when used during disagreements, do not align with a culture of respect, and are a form of intellectual dismissal.

  • All employees must refrain from attributing mental or emotional states to others during discourse.
  • Dismissive labeling during logical conversation will be treated as a communication issue and addressed via coaching or performance review.
  • Conflict resolution training will include modules on “how to disagree without personalizing” and “recognizing defensiveness in yourself and others".

This company will now practice intellectually honest engagement, even when outcomes don’t favor them. We will now encourage a norm where admitting when one is mistaken is seen as a strength. Feigning ignorance or redirecting blame when presented with clear evidence is counterproductive to team learning and you will be removed from this company in front of all your peers as an act of public shame.

All employees are expected to maintain respectful discourse. Dismissing others’ ideas through derogatory labels, including unfounded psychological or personal attributions, is inconsistent with our values and will be addressed through coaching or corrective action.

Upholding Integrity in the Use of Policies, Procedures, and Authority

A high-trust workplace depends on the honest and consistent application of company policies, procedures, and standards, not selective enforcement or misuse.

  • Misrepresenting rules, citing nonexistent procedures, or selectively applying policies for personal gain erodes organizational integrity. All employees, regardless of role, are expected to engage with policies in good faith.
  • When challenged, HR must not default to vague or inaccessible procedures to shut down dialogue. Transparency and clarity should be the norm, not the exception.
    = Leaders and middle managers are expected to model fair, honest decision-making, not power retention. Authority should never be used to silence logic, discourage feedback, or override valid concerns without explanation.
  • Encourage teams to fact-check interpretations of policies in a non-confrontational way. Build systems where clarification is welcomed, not punished.
  • Deliberate misrepresentation of facts, whether to avoid accountability or manipulate outcomes, will be addressed as a performance and integrity issue, not as a matter of disagreement. Any intention gaslight or manipulate reality, even for the companies sake, will result in a 30 minute public shaming session at Rotunda for employees and non-employees alike to attend for a laugh.

“Read It, Pizza Pan!” Rewards Program

Employees earn rewards (like a free pizza, gift card, or lunch with leadership) for completing and reflecting on reading assignments.

  • How it works*
  • Employees log books or articles they’ve read from an approved list (can include both professional development and broader literature that supports critical thinking or empathy).
  • After completing a reading, employees submit a short reflection or participate in a discussion session.
  • Upon reaching milestones (e.g., 3 books in a quarter), they receive a “Read It, Pizza Pan” reward (e.g., a voucher, team pizza party, or badge of recognition).
#Leadership #Policy #Procedures

Internal Promotion or Lateral Promotion Issues in Oracle

From what I understand, there's a significant issue at Oracle regarding internal promotions and lateral career mobility. It appears that while many companies facilitate and even encourage employees to move to different roles or departments, Oracle's policies seem to create considerable obstacles. This situation is particularly challenging for highly skilled professionals, including those with strong technical or leadership abilities, who may find themselves stalled in their career progression due to difficult managers or internal politics. Their most viable path for advancement would be to transition to a new position within the company, but that option is reportedly quite restricted.

#Promotion #Policy #CareerGrowth

CAO Tracking Hours In Office

Just got word from my manager. Ekene is going to start tracking us on days we are in office. One of the things I enjoyed about WF was the flexibility. I went my 3 days, sometimes I went 4, sometimes 5 depending on what was going on. Sometimes 8 hrs, sometimes less. Sometimes I'd take a long lunch, sometimes I wouldn't eat lunch. I got my work done and didn't have to be treated like a child.

#RTO #Policy #Surveillance

New business address listed on contact card

I saw that a new “business address” was added to my outlook contact card. I will not share what it says but I will say it is an office about 100 miles away from me. My location code still ends in “950” which designated telecommuter but I don’t like this new addition. Wonder what it means. If you type in your location code into sparq or the business address location. it will bring up that office address…

#Policy #ReturnToOffice

Work Where You Work Best

Notice how empty the office is now? Rules are changing. The whole RTO experiment has run its course. The truth is simple: the office is there if you want it, and home is there if that’s where you do your best work. That’s how it always should have been.

If you thrive around people, head to the office. If you’re more productive and less stressed at home, then stay there. Neither option will be punished. Results matter, not zip codes or badge swipes.

The future isn’t about forcing one size fits all rules, it’s about trusting employees to know where they perform best. No more fear, no more micromanagement. Just do your job well, wherever that may be.

#RTO #FlexibleWork #Hybrid #Policy