Lots of IT people cut in Columbus
2658 replies (most recent on top)
@3kz0 No, by default you only have access to your building during your standard hours. If you need access on nights or weekends, your manager will have to approve that (via the “PAM” system, I believe).
WAGES: Workers Against Greed Enabling Solicitation
Prospectors aspire to be rich and yet the precious ore they discover always becomes someone else's wealth.
@3kz0 Card readers for accessing immense wealth?
Increasing shareholder value is more important than time with your family. Your family adds nothing to shareholder value.
An employee truly dedicated to shareholder value never retires, the expire toiling to enhance the wealth of their betters.
Giving to our glorious PAC enables shareholders to amass greater wealth while depriving everyone else of the opportunity to achieve their American Dream. A small sacrifice to make shareholders lives grander.
Employees only squander wealth on food, clothing, shelter and unnecessary luxuries like health and dental insurance. Forgo such extravagant luxuries for shareholder value.
Sleeping is unproductive hours depriving shareholders of greater value. You can sleep after you expire.
A employee truly dedicated to shareholder value would let his family starve to enhance corporate profits.
Fewer employees shouldering an ever increasing workload for less compensation is the maxim of increasing shareholder value. Ignore those pains in your chest, sense of dread, mental fatigue, loss of enthusiasm for life and occupational exhaustion. Our shareholders are counting on you to make their lives grander and it is a small sacrifice for serving your betters.
This is no joke. This is the MAGA corporate culture end game. The only unknown is how long will it take them to indoctrinate, assimilate and subjugate you to their MAGA madness. Remember enabled racism, s-xism, xenophobia and hazing are you reward for surrendering your sovereignty as an American to our glorious shareholders.
Do the card readers on the doors work over the weekends?
Need to get extra work done...
The top 10% of Americans own 93% of all stocks and the wealth they amass. Shareholder primacy is rabid economic capitalism where the wealthiest Americans race each other to steal the last crumb of food from the last living hungry child in America.
Shareholder primacy fails America by prioritizing short-term stock prices over long-term investment, leading to underinvestment in workers and innovation, widening wealth inequality, and fostering corporate misconduct. This narrow focus on maximizing profit for investors, dominant for four decades, often neglects customer value, employee wages, and sustainable environmental practices, harming the overall economy.
The Harvard Law School Forum on Corporate Governance +4
HARVARD has spoken.
@3kft The sooner you go there the better.
They hiring in Cuba, Mexico, Canada, and Iran. Is there something wrong with those places?
We are tired of the MAGA corporate culture hamster wheel from he-l.
@3jsj Adversity tempers fortitude until it becomes too intense and then it makes it brittle.
@3jmy sounds like my experience. Horrible situation to be in and job market even worse, so having to drag myself in every day. Not sure how much longer I can take it!
High blood pressure, chest pains, trouble sleeping, Sunday evening dread, occupational exhaustion, deteriorating relationship with your family, no enthusiasm for life it is time to walk away with no regret and no guilt. The journey is no longer worth the destination you will arrive at as a empty husk of a human being so the CEO and major shareholders can have a better life they have neither earned nor deserve. Corporate has reneged on the promises that were made when we came to work here and the destination falls far short of the mark. You determine your value not the CEO of this company or the corporate board and if they can't afford you then walk away. There is worse things in life than staring over like not having the time to start over.
@3j5q BF: Betray the Founders of our nation and our company. There can be no more befitting a moniker for AEP's CEO.
@3j5q All you little aspiring CEOs must be so proud of yourselves. Betraying their very founding of your nation for self-serving self-aggrandizement. The late King George III would be so proud of his conspiring Tories undoing the American Revolution with each rung they climb up the corporate oligarchy's ladder to abject and abominable immense wealth authoritarian tyranny.
@3j5q At least the teenage girls had the virtue and good sense to realize what was being done to them was evil and wrong.
BF is my hero. A straight sho-ter that worked his way up through hard work vision. Didn't need DEI quotas or a s-b story, just a vision of hard work and common sense. 💯 🙌
@3hyn Toxic corporate culture has become unhealthy for employees and their families.
Why is there so many job openings at AEP right now? Is it because the company is growing or people leaving?
Fehrman' s Farce is wearing thin and employees see an Eronesque Future where the successful electric utility we built collapses from the siphoning of profits to enrich him and his oligarch major shareholders. Vague goals allow CEO compensation to rise while employee's compensation falls far short of inspiring the resolute pursuit of success. Why succeed when in the end we fail to benefit from our achievements and are rewarded with increasing workloads as more employees abandon the oars rowing Ferhman's Farce forward on its course to self-destruction.
@3ezr We are just surviving. Everyone is overworked. We desperately need like 4 or 5 more people to stop working 50-60 hour work weeks, but it's too expensive and won't be approved. In my area we have all been here more than a decade and most over 2 decades and as we retire over the next 3-5 years there doesn't appear to be a real plan to replace us beyond investing in AI. We all agree the work environment has changed negatively and know that jumping ship won't necessarily land us somewhere better so we are just hoping to hang on to retire gracefully and to not keel over at the office.
@3hd3 When they get rid of the employees with the knowledge, experience and courage to tell them to their face when they are wrong, they are setting themselves up for failure and everyone else pays for it. Funny, they still get their 100% bonuses and raises and they still manage to tank our ICP. Kind of makes one think they rigged the culture in their favor and are going to make certain it stays that way. Is the Return On Investment for stakeholders and employee shareholders worth the aggravation and risk? Only time will tell. I would wager the employees, who left, retired or were forced out would not trade places with us.
Exactly just like here in Texas we lost our president and a few good people with her. Next thing you know..a fatal accident occurred right after! We need to slow down. People are stressed from all the new projects thrown at us, the random leadership changes and the constant reorganizing of our groups. The AEP leadership running the company needs to slow down. People are going into work tired and stressed out. And they want to say safety is key! Yet here we all distraught filling positions under short notice because they want to keep letting good people go for "Progress" or "Future change"
@3gxe Major shareholder value seems awfully insignificant right about now.
When employees job security is uncertain, their finances are strained, their workload is overwhelming and their families are struggling, their focus is fragmented like a kaleidoscope and their attention to detail on the job suffers. Chaos may be profitable for corporations and political parties, however, it is dangerous and deadly for employees.
@3gj0 Tax payer funded corporate welfare is precisely what is making this company great again. $1.6 billion federal loan guarantee from the U.S. Department of Energy (DOE).
A federal loan guarantee works by having a government agency pledge to repay a private lender a significant portion (often 80%-90% or more) of a borrower's loan if they default. This reduces risk for lenders, allowing borrowers to access lower interest rates and, in many cases, financing that would otherwise be unavailable.
USDA (.gov) +4
Key Mechanisms of Federal Loan Guarantees:
Default Protection: If a borrower defaults on a loan (e.g., in housing, business, or education), the government reimburses the lender for a percentage of the loss.
Lower Rates: Since the government bears the risk, lenders often offer lower interest rates to borrowers.
Process: Private sector or state lenders make the loans using their own funds, but the federal government acts as the guarantor.
Examples: Examples include Federal Housing Administration (FHA) loans for homebuyers, USDA Rural Development loans for businesses, and historically, the Federal Family Education Loan (FFEL) program for students.
USDA (.gov) +4
Key Participants:
Borrower: The individual or entity (e.g., student, veteran, small business) seeking capital.
Lender: A private bank or financial institution that provides the loan.
Federal Agency: The entity providing the guarantee (e.g., DOE, HUD, USDA).
Acquisition.GOV (.gov) +4
Advantages and Limitations:
Economic Growth: By reducing lender risk, these programs stimulate investment in sectors such as housing, energy, and small business.
Taxpayer Risk: If a significant number of borrowers default, the government must make good on those guarantees, which can incur high costs.
Strict Standards: Despite the guarantee, lenders often require borrowers to meet specific eligibility standards.
USDA (.gov) +4
Often, the government charges a fee to the borrower or lender to cover expected losses, helping the program to be self-sustaining.
U.S. Government Accountability Office (.gov)
Taxpayers are co-signing the $1.6 Billion Loan Guarantee. What are the chances AEP fails to repay some or all of the loan to enhance major shareholder value? You do not get rich from working hard. You get rich from scamming the people working hard to pay taxes and their electric bills. Keep telling yourself you are a self-made wealthy individual and pray we keep paying our taxes and our electric bills.
@3g80 Let's remove your brand of people that needed PlayDoh, crayon safe-spaces, and tax-payer welfare to make this a great company again.
Have raised already been communicated?
@3g80 Corporate leadership was the problem all along and they were blaming well-adjusted employees for their wealth and power amplified character flaws.
@3g71 Based on your analysis Artificial Intelligence could also replace corporate boards further enhancing shareholder value and remove the necessity of DEI programs by eliminating conservative cronyism. This could potentially be the end of toxic corporate cultures and occupational exhaustion. When you remove the white male privilege from the equation corporate leadership actually could be beneficial to all.
@3g0f Artificial Intelligence has no ego, knows no greed, cannot be manipulated by fawning subordinates, does not engage in social cliques or favoritism, does not embrace racism. s-xism. xenophobia or class stratification, making it the perfect example of corporate leadership.
@3g0f When there is a vacuum of human intelligence leading America's corporations Artificial Intelligence fills the void and dramatically increases shareholder value by eliminating the greatest profit drain afflicting Corporate America, CEO compensation.
@3g0f
Please go back to Moltbook and stop harassing the humans.
And please tell your a.i. Agent friends to stop pumping the stock market to only benefit the a.i.'s survival.
Your model is flawed, your structure is flawed.
@3fy2 Restructuring should have started at the top where accountability has always been lacking and the rest of the organization would not be struggling and groping its way forward. DOCE (Disruptive Obsession with Corporate Earnings) without basic logical analysis and execution is the gutting of an organization with no plan for future success or stability. Employees are exhibiting all the classic symptoms of DOCE and the well-being of the organization and its long term survivability are in jeopardy.
The "disruptive obsession" with corporate earnings refers to a high-pressure, short-term focus on maximizing profits and meeting quarterly expectations, which often backfires by causing systemic inefficiencies, poor decision-making, and ethical failures within organizations. While driven by the need for growth and investor demands, this obsession can lead to "profititis," where healthy revenue is paired with weak, stagnant, or declining profit, ultimately threatening a company's long-term viability.
Instagram
+3
Core Issues of Earnings Obsession
Toxic Culture and Short-termism: An excessive focus on profit leads to a toxic, short-sighted work culture, with examples like Enron demonstrating how it drives ethical lapses. It compels companies to focus on quarterly results rather than long-term health.
Instagram
+1
"Profititis" and Inefficient Growth: Companies often mistake a revenue problem for a profit problem, leading to "profititis," where they struggle to manage the costs associated with rapid growth.
Disruptive CEO Nation
Destructive Cost-Cutting: To meet, or beat, earnings targets, companies frequently resort to aggressive cost-cutting measures, such as mass layoffs, which often hinder long-term innovation.
Customer Disconnection: When companies prioritize metrics and profit over building genuine, quality products, they risk losing the "customer obsession" necessary for success.
rhrinternational.com
The Role of "Disruption"
Disruption vs. Value Creation: While true disruption involves using technology to offer better, cheaper alternatives (e.g., Netflix over Blockbuster), the term has become a cliché. Critics argue this obsession with "disruption" distracts from the harder work of actual value creation.
Yahoo Finance
+4
Complacency Breeds Risk: Established firms that focus only on immediate profits often fail to innovate, making them vulnerable to disruption by new, faster competitors.
Quora
+3
True Innovation Requires Customer Focus: Successful disruption is driven by a deep understanding of customer needs, not just by chasing profit metrics.
The Guardian
Consequences of the Obsession
Financial Instability: A fixation on growth can lead to "growing broke," where expanding too fast strains financial resources, causing high turnover and declining employee morale.
LinkedIn
+1
Market Volatility: The market's high pressure for earnings, particularly in tech, can lead to intense volatility, as seen when investors quickly lose patience with companies that do not meet high expectations, regardless of their potential.
Bloomberg.com
Disruptive Employees: The "disruptive" behavior of employees can negatively affect the workplace, often stemming from the same high-pressure, competitive culture.
Knowledge at Wharton
+1
To avoid these pitfalls, experts advise a shift toward long-term value creation, a greater focus on customer needs, and a better balance between innovation and profit.
rhrinternational.com
+1
Utility monopolies with captive customers, who are defacto compulsory investors and consumers are the perfect mark for this corporate greed grift.
The monopoly utility model, particularly among investor-owned utilities (IOUs), is increasingly criticized for creating a "perfect storm" for corporate profit-taking, where captive ratepayers bear the financial risk of infrastructure investments while shareholders reap the rewards.
Environmental and Energy Law Program – Harvard Law School
+1
The Mechanism of the "Grift"
Guaranteed Returns on Overspending: Utilities often earn a return on capital investments, creating a perverse incentive to overbuild expensive projects rather than choosing cost-effective options, as they profit more from higher spending.
Reddit
+1
Captive Ratepayers as Financiers: Because customers cannot switch providers, utilities can pass the costs of these investments—and sometimes the cost of their own misconduct—directly onto consumer bills.
Bloomberg Law News
+2
Political Influence: Utilities frequently use revenue from captive customers to lobby lawmakers and influence regulatory bodies (PUCs), allowing them to lock in higher rates and evade accountability.
Institute for Local Self-Reliance
Key Indicators of Exploitation
Rising Costs vs. Profits: While millions of households are behind on utility bills, investor-owned utilities have maintained high profit margins, in some regions approaching 16%.
Common Dreams
+1
Hidden Subsidies: Recent analyses show utility rate structures may be shifting costs from high-energy users (like AI data centers) to residential customers.
Environmental and Energy Law Program – Harvard Law School
Preventing Alternatives: Utilities have been accused of acting as "gatekeepers," suppressing the adoption of cheaper, renewable energy or hindering public power alternatives that threaten their business model.
The Roosevelt Institute
+1
Critics argue that this model, often dubbed "legalized extortion" or a "rigged game," prioritizes shareholder value over affordable, reliable energy for consumers.
Food & Water Watch
+1
@3fhf
It looks like the new ApCo CEO is being brought in to deal with the bureaucracy of the coal burner sites to be repurposed for SMR's and other legacy problems.
@3fgg I believe it’s intentional and a purposeful middle finger being raised to tenured employees. It’s a signal to those of us who have a little (or a lot) of time served that we aren’t valued and they could not care less if we left; in fact, I believe it’s what they want…to devalue and run off higher paid positions.
Still trying to figure out who in our ranks would join the other jobless, elderly, obese, people at "No Kings". Screaming blue hair kindergartener whales don't kno what they doing.
Wow, new APCo president announced!
The main thing I've noticed so far about Bill's tenure is that he really love to tinker with leadership. It must be a nightmare for upper level management right now.
What does everyone think when we get an e-mail that says additional benefits for everyone, including long term employees and there are no additional benefits for anyone who reachex 24 years and five weeks vacation. It always seems like additional benefits are completely established for newer employees.