#employerreview

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Employee ratings

There has a been a interesting string of posts here about how morale is improving at Uniti. If that is true how do you explain the falling employee ratings on glassdoor? It has shrank over the last year to 3.0 out of 5. That's the lowest of any major player in the industry. Only 39% of employees say they would recommend a job there to a friend. That does not sound like a company on the rise.

#EmployerReview #Morale #EmployeeSatisfaction #Rating

Made me laugh

I was looking at our competitors' pages just to see if everywhere is as bad, and this made me laugh:

"This place makes Xerox look like an upgrade in employment."

That was posted on Konica Minolta's page. Which barely has any posts. And our board is one of the busiest and bursting with hate. I don't think that person has a realistic picture of Xerox. Still, made me laugh.

#Humor #Culture #EmployerReview #Morale

Removing negative reviews for Corrigo

If a person has been treated unfairly, whether an employee, a customer, pushed out of the job, laid off unfairly, etc decent companies address these issues. Those that aren’t, like JLL-Corrigo, instead do everything to try and remove the truth. Not a good company to work for!

#EmployerReview #Censorship #Layoffs #Injustice #Reputation

From the Washington Post (April 2, 2023): “Feel free to spill the beans, ex-employees. Your former boss can’t stop you.”

https://www.washingtonpost.com/opinions/2023/04/02/nlrb-ruling-nondisparagement-agreements/

From The Washington Post (April 2, 2023):
“Feel free to spill the beans, ex-employees. Your former boss can’t stop you.”

By Jennifer Rubin

"... Now, most such provisions threatening to sue workers if they blab are worthless. Those who signed severance agreements promising not to bad-mouth their employers or reveal information about their employment can rest easy: You’re free to share your stories.

That’s essentially the ruling made by the National Labor Relations Board in February, which its general counsel, Jennifer A. Abruzzo, recently clarified in a nonbinding memorandum supplementing the decision.

The board held that broad nondisparagement and confidentiality provisions violate Section 7 of the National Labor Relations Act, which guarantees employees “the right to self-organization, to form, join, or assist labor organizations, to bargain collectively through representatives of their own choosing, and to engage in other concerted activities for the purpose of collective bargaining or other mutual aid or protection … [or] to refrain from any or all such activities.” To exercise those rights, employees must be able to share information about their workplace.

The NLRB decision said workers’ rights “are not limited to discussions with coworkers, as they do not depend on the existence of an employment relationship between the employee and the employer, and the Board has repeatedly affirmed that such rights extend to former employees.” The ability to talk with ex-employees protects “employee efforts to improve terms and conditions of employment or otherwise improve their lot as employees through channels outside the immediate employee-employer relationship.”

The ruling is surprisingly broad. Even if you are not a member of any union, the ruling applies so long as you were not a supervisor. (Supervisors generally are not protected under core provisions of federal law pertaining to unions.)

The board further held that it is illegal to offer such agreements, even if the employee declines to sign it, since this would chill employees from exercising their protected rights. The board wrote in its ruling:

The nondisparagement provision on its face substantially interferes with employees’ Section 7 rights. Public statements by employees about the workplace are central to the exercise of employee rights under the Act. Yet the broad provision at issue here prohibits the employee from making any “statements to [the] Employer’s employees or to the general public which could disparage or harm the image of [the] Employer” — including, it would seem, any statement asserting that the Respondent had violated the Act (as by, for example, proffering a settlement agreement with unlawful provisions). This far-reaching proscription — which is not even limited to matters regarding past employment with the Respondent — provides no definition of disparagement that cabins that term. … Instead, the comprehensive ban would encompass employee conduct regarding any labor issue, dispute, or term and condition of employment of the Respondent...."

#Newspapers #EmployeeRights #EmployerReview

UnitedHealth forecasts loss of nearly 1M employer plan enrollees amid price hikes

"UnitedHealth Group executives today predicted that the number of people with its fully insured commercial health coverage will fall about 16% this year, to less than 6.9 million."

https://www-benefitspro-com.cdn.ampproject.org/c/s/www.benefitspro.com/amp/2026/01/27/unitedhealth-forecasts-loss-of-nearly-1m-employer-plan-enrollees-amid-price-hikes/

#CostCutting #EmployerReview #Health #Healthcare #Layoffs

Linkedin, Glassdoor and Loop posts doesn't seem organic

Very fishy especially the linkedin posts from India about their annual/quarterly awards, posts about completing 6 months, 1 year, 1.5 years in TU. Seems extremely forced and artificial.

I know there was a HR level meeting when the glassdoor points dropped to 3.6 after the recent layoffs. I also heard that offer letter rejection rate is quite high recently. So, I guess the recent linkedin posts and glassdoor reviews are a damage control?

#SocialMedia #EmployerReview #Layoffs #HR #Speculation

Toxic Displays of Gratitude!

Every time I open LinkedIn, I see the same pattern: former employees of a certain global sports brand publicly declaring their love for the company, met with warm, performative gratitude from those still inside.

It’s a strange phenomenon.

I know plenty of people who work—or have worked—for excellent organisations and somehow manage to move on without a public love letter. What makes this different is that many of these posts come from people in leadership roles.

It makes you wonder:
Is public adoration a prerequisite for belonging?
Is gratitude now a loyalty signal?
Or is this just corporate theatre dressed up as authenticity?

The tone often feels forced. Like a ritual. As if saying the right things, loudly enough, might keep you in favour—or at least signal that you were one of the good ones.

Let’s be clear about something uncomfortable:
You don’t need to be grateful to work for a company.
You were hired. You were paid. That’s the deal.

If anything, companies should be grateful that talented people choose to give them their time, energy, creativity, and years of their lives.

Gratitude is meaningful when it’s genuine.
When it’s compulsory, it becomes performative.
And when it’s performative, it stops being honest.

And please—no more staged photos outside head office, smiling beside a corporate statue, as if it were a religious site. We don’t believe you!

Careers don’t need altar calls.
And loyalty shouldn’t require applause.

#Culture #Leadership #Employees #EmployerReview

I don’t like where this is going

mas Reviews
Category Pros Cons
Work-Life Balance Some report flexibility and work-from-home options in certain office roles. Generally poor; long hours (often 60-80 hours/week), inconsistent scheduling, and difficulty taking time off are common complaints, especially for field technicians.
Management & Leadership Highly supportive managers are found in some individual teams; safety is often prioritized in the field. A recurring theme of disorganization, lack of support, poor communication, and high turnover among local management.
Pay & Benefits Good benefits package (healthcare, 401k, PTO) and weekly pay are frequently mentioned as positives. High pay and per diem for traveling roles. Many field roles are "piece work" or commission-based, leading to inconsistent or low pay, especially during slow seasons or with job cancellations.
Career & Growth Opportunities to learn valuable trades and gain hands-on experience. Career growth can be stunted by a lack of clear paths and favoritism; high employee turnover rate is a notable concern.
Customer

#EmployerReview #WorkLifeBalance #Management #Benefits #CareerGrowth

Can we go on leave of absence while in a severance .period?

I am curious if one could go on leave of absence while they are in their severance period which ends on December 26. I just received a letter in the mail telling me that the employer is going to pay for this starting on January 1, 2026. If anybody has any insight on this, I would appreciate a response.

#EmployerReview #EmploymentAgencies #EmploymentAttorney #LeaveOfAbsence #Severance

Good point.

From one of the lower threads.

Yes, Glassdoor.com lets companies delete negative reviews for a fee. Not sure if Indeed.com does the same, but Indeed reviews seem to be more honest about a company than Glassdoor.

"Folks, we should move to the main page /stifel-financial or www.TheLayoff.com/Stifel-Financial and start new threads thre... that way, replies can roll up under a single topical post..../

it looks like mods or admins are actively moderating.

If they nuke this super long thread for any reason (for example, someone goes rogue and posts unwelcome content), we lose everything. It is important to keep this thread alive so people looking for jobs and doing research can see what is happening and where the good/bad thngs are.

Right now Glassdoor is heavily moderated + the corp pays for moderation... We spend $10K+/year on that... Corp is the admin of the Glassdoor page. they cannot do that here on theLayoff + the insights are better for researchers, even if this site skews negative quite a bit. In my opinion right way to research an employer is to use Glassdoor to see where they perform well, and use TheLayoff to see what people are complaining about. Then overlap the two sets, remove the extremes, and you get a fairly good picture of where things likely stand for the employer or employers.

Soooo, my strong suggestion is that we start creating independent threads on the main Stifel page here."

#EmployerReview

Wanting to come back to State Farm

hi all! i worked auto claims in cityline back in 2016 and would like to come back. i remember having a positive experience working here back in 2016. does anyone know if state farm considers rehires? (please share with me the honest truth....) also, can anyone here pls tell me how its like now working auto claims? i am sure much has changed since 2016. any insight would be much appreciated! :)

#Rehire #Claims #Career #EmployerReview

ONEGF Survey is live (Big One)

If you are a new or old employee you should have received an email from
-Microsoft Viva Glint- for this anonymous survey. There are 30 questions total that have ratings on a 1-10 scale (1 meaning strongly disagree, 10 meaning strongly agree) you can add comments to each question rating as well. Keep in mind you can accidentally out yourself if you comment something that your manager knows it is a subject that you in particular talk about. While there are anti retaliation policies at GF that will not stop management from trying to figure out who wrote which comment.

Here is your one chance to make changes in your department. If you feel like your voices are ignored and feedback is brushed aside answer honestly and rate 1's. Managers with low ratings on this survey get put under an HR microscope, too many unhappy employees will cause action to be taken based on how many employees are unhappy.

If you don't have an issue with your department or manager then still make sure you voice that in the survey and give them a good rating. Good managers and leadership are hard to come by and employees do not get too many chances to have a say in their environment.

#Survey #Email #Feedback #EmployeeEngagement #EmployerReview