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Broadcom Limited ($AVGO). Rumors at Broadcom Limited are right here.
Staff 2 and above. Staff 1 and below. The only difference between them are RSU.
Posted by Anonymous 4 months ago
guys, will we get any SIP bonus for Q1FY24 or not? We have not received any communication from the management or sales leaders. I understand they need to be careful but complete silence on such matters is not a good sign of their leadership. what do you think?
Posted by Anonymous 4 months ago
Continued toxicity of Vmware at exponential rate. Blatant fraud, racism, and favoritism.
Posted by Anonymous 4 months ago
When are we getting anything? No offer no news so far. Monday 7:45 AM PST
Posted by Anonymous 6 months ago
https://www.psychologytoday.com/us/blog/the-legacy-distorted-love/202010/understanding-narcissistic-injury And in inverse, "Saving Face" is just adding more lies to cover up the narc injury so that it looks less pathetic than it actually is. East Asian culture in a lot of ways have been running on widespread normalization of Cluster B personality traits, and before you jump on calling me racist, I am East Asian too and was originally born and raised there.
Posted by Anonymous 6 months ago
In the realm of corporate acquisitions, the recent acquisition of VMware by Broadcom has garnered significant attention. As with any merger or acquisition, the transition of employees and their roles within the newly formed entity raises various legal questions. One of the critical issues is the manner in which job opportunities are offered to both H1B visa holders and U.S. citizens post-acquisition, specifically when U.S. citizens are not prioritized in job offers. In this article, we will explore the potential legal implications of such a scenario and the relevant laws governing it. The Legal Framework The primary legal framework that governs employment practices in the United States, including those involving H1B visa holders, is the Immigration and Nationality Act (INA). This legislation sets out specific requirements and obligations for employers in their treatment of H1B visa holders and U.S. workers. Violations of the INA Regulations Under the INA, there are several key provisions and regulations that are of utmost importance when it comes to employment practices, including post-acquisition scenarios: Prevailing Wage Requirement: INA Section 212(n)(1)(A)(i)(II) mandates that employers must pay H1B visa holders the higher of the prevailing wage or the actual wage paid to other workers with similar qualifications in the area of employment. If job offers are extended to H1B visa holders without considering U.S. citizens, it could result in wage disparities, potentially violating this provision. Labor Condition Application (LCA): Employers hiring H1B visa holders must submit certified Labor Condition Applications (LCAs) to the U.S. Department of Labor, detailing the offered wages and working conditions. A failure to consider U.S. citizens in job offers might lead to inaccuracies in the LCA, thereby violating the law.
Posted by Anonymous 7 months ago
Providing inflated bonus numbers to entice engineers to accept lowball offers is borderline criminal. It is manipulative and "legalized" fraud. Engineers accepting the offers will be scammed when they realize in April and June what is waiting for them. If you make it to September 2024, it will start making sense. But by then, your health will have a major toll on you, let alone the 11+ hours away from home just to keep up with work demand. No life-work balance. And I, too, can imagine the toxicity and counterproductivity when people on visas are competing with US citizens for the same 33% of the available spots. No, thank you. I declined. I carefully crafted the letter of resignation with a lawyer's help. BC is clearly a manipulative borderline criminal by handling the hiring in such darkness and lack of communication and vague legal language. Lowball my offer, and you won't get me.
Posted by Anonymous 7 months ago
This article was published back in 2018:
Posted by Anonymous 8 months ago
The unethical behavior of individuals in positions of power can have significant consequences on an organization's reputation and long-term success. In the present situation, the misappropriation of bonuses that rightfully belonged to employees has caused severe damage to the trust between the employer and the workforce. The phrase "misappropriation of bonuses" implies that the funds were unlawfully taken or diverted without the employees' consent. In this case, GM BU, who held considerable influence in the organization, coerced the management into redirecting the bonuses to his associates within the CTO office. This decision was not only illegal but also morally reprehensible, as it violated the trust between the employer and the employees. Complicity among managers under XXXX followed, who chose to support and rationalize GM decision. This type of behavior can have dire consequences on an organization's reputation, as it demonstrates a lack of leadership and ethical conduct. The workforce relies on the organization's leadership to uphold the highest standards of integrity, transparency, and fairness. This caused work among the engineers to stall, resulting in fewer meetings being held which implies that the organization's reputation has led to a decline in work motivation and productivity. When employees do not feel valued or respected, they may lose their sense of purpose and fail to perform at their best. The reduction in meetings held suggests that communication within the organization has been adversely impacted, which can lead to further distrust and morale issues. Furthermore, the preference given to GM?VP's inner circle over other employees suggests a systemic issue of favoritism within the organization. This type of behavior can lead to resentment among the workforce, creating a toxic work environment and negatively impacting the organization's reputation. Building a culture of fairness, equality, and respect is essential to foster employee engagement, retention, and overall success.
Posted by Anonymous 8 months ago
June 15th, 2023 The retaliatory behavior exhibited by managers at Vmware is not an isolated occurrence but rather a prevalent leadership style that has been developed and evolved within the company. The lack of accountability measures in place for managers regarding their failures contributes to their ability to engage in retaliatory actions, toxic behavior, theft, and creating a hostile work environment. Etica, which should serve as a safeguard for employees who speak out against the continuous cycle of managerial incompetence, hostility, and retaliation, instead becomes a trap. In early June of this year, managers became aware of the EPIC survey results, which included employee responses. Following their usual pattern, they made efforts to identify individuals who had given negative reviews and those who hadn't. This triggered the annual cycle of retaliation, wherein individual contributors were removed from projects, transferred between projects to undermine their progress, and subjected to blame and toxic conversations during one-on-one meetings. Managers resorted to speaking negatively with deception and falsehoods to their superiors in order to justify their own poor performance evaluations.
Posted by Anonymous a year ago
Use Tor browser. This is the anonymous digital box. Just drop off all information. Ensure to strip PDF from your personal info. There are website for that for free. Washington Post: https://washingtonpost.securedrop.tor.onion NYTimes: https://nytimes.securedrop.tor.onion Associated Press: http://kutj6adn66vdrpauox236wbc6g52ogg3pl4nfb5bfx7gzdgnqvhsl2qd.onion/
Posted by Anonymous a year ago
The prevalent culture drain and toxic environment created by certain first and second line managers at various business units in VMware is deeply concerning. It is a matter of great disappointment and bordering on unethical conduct. Several managers seem to be operating in survival mode, deliberately fostering division and hindering team progress, all in an attempt to maintain their relevance within the company and potentially secure their own positions. It is essential to remember the fundamental role of a manager, which is effective people management. Unfortunately, many managers are currently obstructing product development and fostering negativity during individual interactions and team meetings, mistakenly thinking it will serve their purposes.
Posted by Anonymous a year ago
Upon the announcement of the acquisition, substantial talent left within a few months to other companies in the Silicon Valley, leading to a high attrition rate at VMware. The continued delay and the numerous reorganizations that kept happening continued to drain the culture, leaving uncertainty looming. Once upon a time, a wise person said “People don't quit jobs, they quit toxic work environments.” In various Business Units at Vmware, hostility has continued to prevail in the workplace, mainly caused by the first-line and middle managers. These managers began targeting senior staff to get rid of them, creating a situation where the manager wants to survive by making all their reportees look bad. This is the only way they can survive or so they thought.
Posted by Anonymous a year ago
The leadership keeps failing us. A lot of missed opportunities. We are gonna be bye bye because of this so called leadership. A bunch of low life insecure losers. No shi$$t, managers.
Posted by Anonymous a year ago
According to rumors, Zane refused to approve documents stating that Broadcom had no direct involvement in VMWare's decision-making process, as requested by the European Union. Rather than accepting a $20 million offer from VMWare and compromising his personal integrity, he opted for a different course of action.
Posted by Anonymous a year ago
Look what happened. As of today: $AVGO is at $812 with 416.92M outstanding shares. Before Zane announced his exit and teh recent week, it was at $560 a share. That is $812-$560 = $252. The addition to Broadcom Market-cap is $252 * 416.92M = $105B. Duh Wow! They made the acquisition money already!
Posted by Anonymous a year ago
Never giving up on this yukky acquisition. https://www.theregister.com/AMP/2023/05/22/vmware_broadcom_filing/
Posted by Anonymous a year ago
Broadcom and VMware have agreed that if the deal hasn’t closed by August 26, to set a new outside date of November 26, 2023, pushing the merger weeks past Broadcom’s end of fiscal year, when CEO Hock Tan originally projected it would be completed. https://www.crn.com/news/channel-news/broadcom-vmware-push-merger-deadline-past-thanksgiving-on-61b-deal Hope it does not close
Posted by Anonymous a year ago
The unethical behavior of individuals in positions of power can have significant consequences on an organization's reputation and long-term success. In the present situation, the <****> that rightfully belonged to employees has caused severe damage to the trust between the employer and the workforce. The phrase <*****> implies that the funds were unlawfully taken or diverted without the employees' consent. In this case, <manager name>, who held considerable influence in the organization, coerced the management into redirecting the bonuses to his associates within the <**> office. This decision was not only illegal but also morally reprehensible, as it violated the trust between the employer and the employees. Complicity among managers under <manager name> followed, who chose to support and rationalize <manager name>'s decision. This type of behavior can have dire consequences on an organization's reputation, as it demonstrates a lack of leadership and ethical conduct. The workforce relies on the organization's leadership to uphold the highest standards of integrity, transparency, and fairness. This caused work among the engineers to stall, resulting in fewer meetings being held which implies that the organization's reputation has led to a decline in work motivation and productivity. When employees do not feel valued or respected, they may lose their sense of purpose and fail to perform at their best. The reduction in meetings held suggests that communication within the organization has been adversely impacted, which can lead to further distrust and morale issues. Furthermore, the preference given to <manager name>'s inner circle over other employees suggests a systemic issue of <****> within the organization. This type of behavior can lead to resentment among the workforce, creating a toxic work environment and negatively impacting the organization's reputation. Building a culture of fairness, equality, and respect is essential to foster employee engagement, retention, and overall success.
Posted by Anonymous a year ago
The actions and choices made by <name> and his management chain have caused significant harm to multiple individuals. Such actions have resulted in the destruction of professional relationships within the team and have caused irreparable damage to individual contributors. The incompetence of these managers and their toxic behavior has led to a point of no return for many members of the team. It is imperative that a team-wide apology is issued to begin the process of reconciliation. <name>'s actions have substantially impacted the lives of those involved, and must be addressed accordingly. Numerous individual contributors have ceased attending meetings due to the hostile, confrontational, and toxic personal relationship that the managers have created. Such actions have resulted in a significant disruption of business operations, a loss of productivity, and a breach of the implied covenant of good faith and fair dealing. The managers have failed to meet the legal standard of providing a safe and respectful work environment, which has resulted in harm to the individual contributors. It is imperative that remedial actions be taken to address these issues and restore a positive work environment. The managers in question have engaged in dishonesty and deceitful behavior, resulting in multiple individual contributors refraining from participating in technical discussions. This, coupled with the secret recordings that are being made, has created a hostile work environment that is contrary to the implied covenant of good faith and fair dealing. <name>'s decision to relinquish engineering management to these managers has resulted in significant harm to the affected parties, and has breached the duty of care and loyalty owed to them. The actions of these managers have damaged the reputation and operations of the company, and must be addressed through appropriate legal remedies.
Posted by Anonymous a year ago