#report

https://www.ibm.com/downloads/documents/us-en/1550f7eea8c0ded6

I’m writing to share some feedback regarding the TruPortfolio Solutions rebrand. I recently attended an event where members of the sales team expressed concerns that the new art style feels disconnected from our established financial identity. Are we seeing any data or customer sentiment reports that suggest the new look isn't hitting the mark?

Source: https://www.trueup.io/layoffs

There’s been a lot of heated discussion and debate around H-1B visas lately. Strip away the politics and emotions, and the issue really comes down to one simple question:

Can American workers do this job with a reasonable amount of training?

The H-1B program was created to address genuine skill shortages—roles where specialized expertise is scarce in the U.S. workforce. There are absolutely cases where this applies: highly specialized research, niche quantitative problems, or roles that truly require rare, advanced expertise.

For many of the positions being filled at BlackRock—particularly at junior and mid-level roles—this question deserves serious scrutiny. These are often jobs for which qualified American professionals already exist, or could become fully effective with standard on-the-job training. In such cases, the use of H-1B visas appears less like a response to a true skills shortage and more like a convenient alternative to hiring domestically.

There are also growing concerns that in some teams, hiring decisions may rely heavily on internal networks or favoritism rather than a fair and open recruitment process that genuinely considers qualified American candidates. When entire teams are composed predominantly of H-1B workers, it raises legitimate questions about compliance with both the intent of the law and fair hiring practices—questions that merit review by the appropriate government authorities. Beyond legal issues, this kind of imbalance can affect team dynamics, workplace diversity of perspectives, and trust in the fairness of the system.

That matters because the H-1B program is not meant to replace the domestic workforce. The law requires employers to show that hiring an H-1B worker will not disadvantage U.S. workers in terms of opportunity, wages, or working conditions. When roles that Americans can clearly perform are filled through visa sponsorship, it raises serious concerns about whether the spirit—and possibly the letter—of the law is being respected.

If you believe a colleague on an H-1B visa is occupying a role that qualified American workers can perform, the appropriate response is not online outrage but formal legal action. Report the situation through the appropriate authorities so it can be investigated.

Accountability helps everyone. It protects American workers, preserves the integrity of the H-1B program for truly hard-to-fill roles, and encourages companies like BlackRock to invest in and prioritize domestic talent where it makes sense. Replacing H-1B positions with qualified American workers isn’t anti-immigrant—it’s pro-fairness and pro-law.

What does it show? Does it breakdown hours by day? Or does just show average or a bucket you fall in(7+ hours)

Hes beyond lazy and doesnt do $hit all day.

Has anyone found any recent or past layoffs in the WARN reports? If yes, please share the link.

When an employee hits the report I get for being in the office for 7hrs and 15 mins, it’s time to be worried. They obviously don’t want to pay severance in 2026. Sorry to be the bearer of this news but watch yourself, it’s about to get turbulent

https://twou-production.nyc3.digitaloceanspaces.com/media/documents/Final_2U_2023_Transparency_and_Outcomes_Report.pdf

Someone posted this on an earlier thread but I wanted to put it as a main post to show.

This and ANYTHING like this needs to be reported to EEOC. TODAY! Provide these examples and give names of who is doing it!

These loons have gotten so sloppy that I am sure we will have a EASY pattern recognition at this point.

Go to eeoc.gov and report TODAY! Remember there are deadlines to report! So report everything TODAY! And be sure to notate and report ASAP going forward!

“@bf
I received NI rating for the first time in my 10 years here. Part of the justification was my in-office presence. Our designated start was delayed by 3 months from the rest of the city hub because the space wasn’t ready. When it was ready, I had to wait another 2 weeks because my name wasn’t submitted for building access. So my office presence appeared to be really low even though it was out of my control. Even when they took that into account their numbers didn’t match my own record keeping that showed compliance. I’m very concerned now because my manager and I had discussed the instances where I appeared to be short and he agreed that there was legitimate reason to be out. (I.e., we had a 4 day team offsite, and that appears to have counted against my record.) my head is spinning.“

I need a laser focused report.

Layoffs Tick Up Slightly as Job Market Remains Steady Through October

The U.S. labor market demonstrated resilience through the fall, despite a marginal increase in job separations, according to the Labor Department’s latest Job Openings and Labor Turnover Survey (JOLTS). The report, released Tuesday, indicates that the layoff rate rose to 1.2% in October. This represents a slight uptick from the 1.1% rate recorded in both August and September, suggesting a modest shift in workforce reduction activity as the year progressed.

Despite the small increase in layoffs, the broader employment landscape appears fundamentally stable. The data shows that the hiring rate held firm at 3.2% in October, unchanged from previous months. This consistency in recruitment suggests that while some employers were shedding staff, the overall demand for labor had not significantly deteriorated, maintaining a steady equilibrium in the market since the summer.

The release of these figures fills a gap in economic data caused by the government shutdown that began in early October. The budget impasse forced a postponement of federal statistical reports, delaying insights into the late summer and early autumn economy. With the backlog now clearing, the October figures provide a belated but necessary view of the labor market's trajectory leading into the winter.

Latest edition was 2023.

https://2u.com/approach/transparency/

https://www.reddit.com/r/oilandgasworkers/comments/1pcg2jp/oil_and_gas_workers_how_are_you_feeling_about_the/?utm_source=share&utm_medium=mweb3x&utm_name=mweb3xcss&utm_term=1&utm_content=share_button

My manager was let go.... does the new person that i report to who knows nothing about my work do this?

Several senior PayPal executives have sold more than $1.5 million in company stock since the October earnings report, leading some to argue that they should be held accountable.

Muh how and where report is wrong again. Why it always be wrong?

If you really want to know... check out this reporting site. Get all the details!

:https://layoffdata.com/company/wells-fargo/

Who says they won't lay us off during the holiday? This report proves they will!

Has anyone seen this report? What is all on it? Is it a yearly average? Does it show login/logout etc? What have you been told on it?

I haven’t heard anything lately, and the Q3 report is fast approaching.

The cloud migration program under AC, reporting to CIO, has shown limited tangible progress so far. Existing platform teams continue to maintain operational stability, while AC focuses on expanding his leadership circle and hiring new personnel.

Most of AC’s direct reports come from program or product management backgrounds, including several former Amazon leaders, with limited technical depth. A new principal engineer was recently hired, while experienced principal engineers were laid off, raising concerns about continuity and technical leadership.

Overall, the program’s measurable outcomes and strategic clarity remain uncertain.

This is not normal and it's so messed up. Dell EMEA is just CRAZY!

I got flagged. Anyone else?

The report is based on Aug data. I leave office around lunch time to avoid traffic and to take meetings in the afternoon at home.

Deloitte to refund government, admits using Al in $440k report
Edmund Tadros and Paul Karp
Oct 5, 2025 - 7.41pm

Deloitte Australia will issue a partial refund to the federal government after admitting that artificial intelligence had been used in the creation of a $440,000 report littered with errors including three nonexistent academic references and a made-up quote from a Federal Court judgement….

A new version of the report for the Department of Workplace Relations (DEWR) was quietly uploaded to the department's website on Friday…

Deloitte to refund government, admits using Al in $440k report
Edmund Tadros and Paul Karp
Oct 5, 2025 - 7.41pm

Deloitte Australia will issue a partial refund to the federal government after admitting that artificial intelligence had been used in the creation of a $440,000 report littered with errors including three nonexistent academic references and a made-up quote from a Federal Court judgement….

A new version of the report for the Department of Workplace Relations (DEWR) was quietly uploaded to the department's website on Friday…

Have it on pretty good authority from a colleague whose team develops the reporting that the hours in office data pull calc will be based upon your last timestamp on WF network minus first timestamp for the day because it would be too complex to subtract people swiping out for lunch, to attend company events, take meetings in adjoining buildings etc. so don’t worry too much if you need to step out for lunch or if you want to attend a company event that is outside the building etc.

Direct reports for directors was 20, does this apply to senior directors as well as many of them have less than this? Or have the goalposts changed again?

Based on employee reports, a shift in T-Mobile's company culture has occurred following a series of layoffs, particularly after its merger with Sprint. Employees report that the "Un-carrier" culture, once defined by a customer-first focus and strong employee support under former CEO John Legere, has been replaced by a more aggressive, profit-driven environment.
Key changes in T-Mobile's culture cited by employees include:
Reduced morale and increased stress: Following the 2023 layoff of 5,000 employees and additional cuts in 2025, remaining staff were forced to take on the workload of those who were let go. This led to a more stressful work environment and eroded employee trust in management.
Diminished leadership: Employees accuse current leadership, particularly CEO Mike Sievert, of lacking empathy and prioritizing profits over employee well-being. This is seen as a significant departure from the more transparent and boisterous leadership style of Legere.
Heightened sales pressure: The company culture is described as being more sales-driven, with more aggressive targets and a push for add-ons that employees found unethical. Some employees felt pressured to lie to customers to meet these goals.
The Sprint merger: Many employees point to the 2020 merger with Sprint as a turning point, after which compensation and management attitudes changed for the worse.
Outsourcing and automation: The use of AI for customer support and an increase in jobs being outsourced internationally are seen as a cost-cutting measures that threaten jobs.
Elimination of DEI programs: T-Mobile ended its diversity, equity, and inclusion (DEI) programs in July 2025, reportedly to secure federal approval for acquisitions. This move drew criticism and is viewed by some as further evidence of a culture shift.

They will never Lead with Greed!

And my manager is trying to intimidate me using the presence report. What can I do or say to get them off my back?

I have just downloaded their sustainability report. Page 27 has some interesting figures on human capital especially those on staff and staff location and turnover. Also, the way they talk about the Voice Survey from last year like a big success without reporting the actual figures is shocking

This one was woefully incorrect. Thankfully, there were only 4 days to report on because of the Labor Day holiday. I lost more than 4 hours over the 4 days due to the incorrect report.

Super excited to report that CS will lead the cross functional offense.
APLA will cease operations shortly and be folded into other geos. Those with APLA jobs now will NOT be laid off they will be transferred to other geos. Cheers all

there used to be a report in Workday you could check out, but it looks like it's gone now