#employeerelations

Our leadership has never sat where we sit. They don't know what it takes to get things done. They don't understand why certain things take as long as they do. They're completely disconnected from the reality of the people who actually do the work.

Actually, a few: (1) What is the time that one is contacted to be told they are being let go – – or fired? (2) Are they still sticking to every other Tuesday or is it any day of the week? (3) with the mid year evaluations coming up, are they holding on the firings and layoffs until after the midyear reviews are presented?

Have any of the Legacy Hess employees with prior service at Chevron had their service record updated properly after submitting the required F36 form in the first 60 days of rehire? I am still fighting with the offshore Benefits Connection team. They are truly incompetent; what a great way to save the company money.

Laid off from third party today. Phone calls being made, no calendar invite.

In essence these layoffs and reorg have taken the winds out of my team. the morale is so low it’s un-existing. everyone sounds miserable, noone answers to queries. No one is motivated. my team was a top performing team before all of this. people are scared n rightfully so

anyone else experiencing the same?

Starbucks is laying off 61 corporate tech workers in Seattle. This action results from a technology department reorganization. Affected roles include project managers and systems administrators. The layoffs are scheduled to begin on June 20. All impacted employees will be separated by August 28.

Seattle, Washington

https://www.seattletimes.com/business/starbucks/starbucks-lays-off-61-tech-workers-in-seattle/

Boarding NOW
:)

At Western Union, the vibe has changed completely over the past few months. Teams are thinner, expectations are higher, and there’s a lot of silence from management after recent internal emails.

Oregon teachers rally at Nike stores after 200+ layoffs in

Nike sued over tariff price hikes and potential 'double recovery' refunds

Nike Is So Cooked.’ Adidas Goes Viral With New World Cup Campaign as Its Rival Struggles to Find Its Footing
https://m.youtube.com/watch?v=mJJY53qhJe0

Adidas Is Winning The Hearts And Minds Of Consumers Globally As Nike Falls

NIKE MARKETED A SUB-2-HOUR MARATHON. ADIDAS JUST DID IT

Why Nike’s CEO bought $2 million worth of shares at a low point for the company

Nike Slapped With Class Action Over Customer Data Breach

Nike sued over data breach, allegedly exposed credit card information

Massive Leak of Nike Internal Documents Just Surfaces on Dark Web

Nike faces federal probe over allegations of discrimination against white workers

Decades After Nike Promised Sweatshop Reforms, Workers in This Factory Were Still Fainting

Nike Stock Faces Insider Selling Scandal Amid Strong Earnings

Unsealed court records reveal new details about Nike s-x discrimination lawsuit

Nike Stock Sinks to Lowest Level Since 2014 as Weak Sales Outlook Spooks Investors

What Happens if Mbappé Leaves Nike for Adidas?

Nike is struggling to stay culturally relevant in China

Nike’s disappointing guidance signals its turnaround is farther from finish line than we hoped

Wall Street loses patience with Nike as turnaround drags, China weakness deepens

Nike Pays Three C-Suite Lawyers $27.2 Million Amid Turnover

Nike agrees to pay Hong Seng Knitting workers after years of student protests

Former Facebook and Nike diversity manager gets 5 years in prison for $5 million fraud

Nike Faces Unprecedented Stock Plunge Amid Strategic Missteps

Nike’s business plan was a ‘ticking timebomb,’ shareholder lawsuit says

Nike Faces Amended Securities Fraud Case

Nike cuts 1,400 roles in second round of layoffs this year

Wow, this article triggered me! Why? For decades radio measurement was exclusive to Arbitron. Much like Nielsen, they were considered a monolopy. The thought of Nielsen one day buying Arbitron thus hoarding both TV/Radio measurement was unheard of...until it wasn't. As digital became pervasive, and the TV landscape started to change at a drastic rate with streaming...somehow the gov't was convinced Nielsen buying Arbitron would be a good thing. But for who? Not us employees, either Arbitron or Nielsen. I was on the TV side during this buyout and basically overnight we were ordained radio "experts" with full responsbility of managing all client contracts and relationships. Middle mgt and finance didn't give a cr-p how you pulled it off...as long as you kept that money coming in. Basically double the work for the same compensation. It was a nightmare One of the reaonons I eventually burned out. I can only imagine how hard it was as well for the Aribtron folks now having to listen to Nielsen mgt BS. Anways, seems none much has changed. Read the article.

https://barrettmedia.com/2026/05/11/nielsen-ceo-karthik-rao-radio-promise/

Is there a way to tell if someone got fired on the term report?

For those that have left and received their termination packages, how long is the company offering health, dental, and life insurance benefits?

How will RTO be used in place of a layoff? The managers in my group don’t even show up all the time and take a lot of PTO during connect weeks.

I assume nothing will really happen to managers but what will the trickle down impact will this have on their teams? I assume managers are also nagged about their attendance?

On the PCS call Q&A, someone asked,

"Asking again when leadership will be investing in updating the hubs. We go into hubs that are filthy, filled with stains, mold, broken fixtures, mice, bed bugs, and fraying carpets. Employees are always sick. It's a health hazard. Do we need to report to OSHA? The NFL? Media? What will it take??????"

Courtney's response was essentially that they can't improve the sites because there are "over 300" of them. The real estate panic was enough to justify keeping those 300+ sites, but not enough to keep them in a decent or clean condition? Nobody is asking for the royal treatment, just to not work in dirty and broken offices every day.

Credit to her for answering it at least. Maybe the realization that it could be made public was a motivation.

I’m hearing that it was mostly US employees affected.

Input from overseas origin management drove much of the selection process.

What are the odds Penny installs a badge out keypad by June 1st? I hope everyone here is actively looking at the job market. Not every company feels the need to babysit their employees.

When is the chaos, being led by the blind, and wild expectations going to stop? We have been through the wringer and those of us who have held on hoping things will get better are losing hope! This is the definition of insanity!

Good luck to those moving to RS. Do we know an actual confirmed number of staff who will tupe across and what what relationship to the product ie engineering, support, sales etc?

Don't ki-l yourself for this place. It's truly not worth it. The people running things now don't respect us, so why should we respect them?

It was great seeing our world class leaders post about Mother’s Day just days after they laid off mothers and pressure the ones remaining to figure out how to absorb the work. The ones that work 16 hours a day and work their teams to burnout posting about family time are especially hypocritical. What a special place our Verizon family is. The authenticity is contagious. Love where you work love what you do! Let’s go win another week!

Oracle laid off approximately 20,000 employees globally earlier this year. Former workers are now disputing the severance terms and forfeited stock grants. Many lost significant unvested equity, with one employee losing nearly $1 million. Concerns also include WARN Act protections and remote worker classification. Oracle reportedly declined to negotiate better terms despite employee petitions.

https://www.peoplematters.in/news/strategic-hr/oracle-cut-20000-jobs-now-employees-are-fighting-over-lost-stock-worth-nearly-dollar1-million-49657

Our leadership only cares about costs and stock prices right now. Long term? That's someone else's problem. We're all just numbers to them.

I've been here long enough that I've lost count of how many times I've raised the same concerns. Bad communication, broken processes, terrible leadership decisions. Every time, I think maybe this time they'll listen. Every time, nothing changes. And somehow, the act of complaining never gets old. Maybe it's because the problems are still there, or maybe it's because complaining is the only thing that reminds me I'm not crazy for being frustrated.

I’ve watched this happen multiple times. A manager decides they don’t like someone, not because of performance, but because of something personal. Since putting them on a PIP creates paperwork and leaves a trail, they go another route instead. Suddenly every little thing gets micromanaged, every email, every task, every break. Negative comments start showing up in reviews, every decision gets questioned, and the pressure slowly keeps building month after month until the person either quits or completely burns out and goes on leave. Then the manager acts surprised like none of it was intentional. I’ve seen this happen twice in my department alone. It’s basically a quiet firing method designed to leave no trace.

Who makes the list? Is it based on performance, salary, tenure, or luck? Which departments are getting hit hardest? Are newer employees safer or more at risk? What's the real business reason behind this? They won't tell us anything, so we're all just guessing and panicking.

Some companies have favorite departments or favorite people. Not Oracle. They seem to genuinely dislike everyone equally. From the newest hire to the twenty year veteran. Nobody is safe from the bad treatment.

I'm trying to prepare myself the best I can. If you've been laid off, what did you notice in the weeks or months before? Did your manager seem distant? Were you left out of meetings? Did your responsibilities shrink without explanation? I'd love to hear any patterns so the rest of us aren't completely blindsided when that meeting invite shows up.

I was laid off last week and I have to say I feel nothing but relief. I was one bad week away from resigning with nothing lined up. Now I get a package and a clean exit. I know not everyone is in the same position, so I hope the others affected are doing alright.

https://finance.yahoo.com/sectors/technology/articles/laid-off-oracle-workers-tried-225905651.html

Read "View Comments"

Meta got sued for age discrimination. See https://www.linkedin.com/pulse/called-them-dinosaurs-lawsuits-began-ai-bias-hiring-more-vanderburg-wff9c.

The data cited in the lawsuit is stark:

Employees over 40 were 1.5x more likely to be laid off than employees under 40.
Employees over 50 were 2.5x more likely to be terminated than their younger colleagues.

The workforce reductions last December appeared to disproportionately affect employees with older ages. Is there any public data support my observation?

We need all you wfh employees. But, NO, there will be no promotion opportunities for any wfh to move up. To move up you must move to a Hub. Just shut up and pretend like we are going to let you keep your jobs.

Layoffs happening soon. Affecting the Care Management team.

LinkedIn is on fire for employees leaving EM. It’s not the 5year employees but the ‘after 20years I’ve decided to make the move’ employees. People who are vested in the betterment of EM but have had enough of the constant beatings, low morale and drive to the bottom. Imperial have had more than 300 people resign / leave and now are operating at minimum safe staffing, Australia is on its a@se, people are leaving us here at campus and not being replaced. Until the headline hits the bottom line, EM won’t care but safety will be impacted.

My colleague was fired today, apparently she was coming into the office 4 days a week but only stayed for 5-10 minutes..

Not sure how they noticed but watch out.

Software engineer laid off some years ago from the firm. I know what it’s like to be laid off, and have interest in offering help to people in my field. I would like to volunteer my contact info for anyone impacted. For obvious reasons, I feel uncomfortable putting my contact info on this forum. Is there a way I can reach out to Fidelity HR to let them know I would be willing to be contacted by software engineers recently impacted by the layoff, so they can send my contact to people impacted?

Thank you.

But being treated like a human being instead of a soulless number throughout the process shouldn’t be optional.

Lately almost every conversation turns into someone talking about applying elsewhere, and a lot of them are willing to make less money if it means escaping this place. That says more about what working here has become than any employee survey ever could.

In fact, I wish I’d left sooner. I stayed because Verizon still had this reputation that made it sound like a career making place to work, and everyone around me kept reinforcing it. Looking back, I spent years putting up with bad leadership and a toxic environment because I thought the name alone made it worth it. The hardest part is realizing how much time I burned before accepting the place had changed a long time ago.

I know that probably sounds strange, but when layoffs actually surprised people, it meant they happened rarely enough that nobody was constantly expecting them. These days, layoffs feel so normal that there’s barely even shock anymore. We’re always waiting for the next round, so when it finally happens, it just feels like more of the same.