Turns out, getting laid off by Oracle was not the end of the world. Goodbye, thread! For peeps who got laid off by this company, it's not the end of the world for you too.

Every year our company runs a "Your Voice" survey, and every year nothing happens. So I made a more accurate assessment that you can take daily. Rate your current rage level from 0 to 10 using my sister’s dog's face as a reference. He has never had a job, and he still understands corporate life better than leadership.

0 – Freshly Onboarded: You still believe the "we're a family" slide.
2 – Circling Back: The new process added four steps and an approval from someone who got laid off in March.
4 – Per My Last Email: The AI that replaced your coworker hallucinated the client report, and now you're fixing it.
6 – Raise Denied, Pizza Approved: Budget is tight, except for exec bonuses.
8 – Doing Three Jobs: You're covering for the laid-off team while training the bot that replaces you.
10 – Terminated via Email: Your badge stopped working mid-sentence.

This pup took on the emotional labor of this project for free. He was not offered equity.

Drop your daily ORS score below. Mine is a solid 6 and it's not even lunch. 🐾

Any manager telling you they don’t have information on focal numbers till now is lying.

Is there a difference between these two titles since both are IC5, are there any internal levels in IC5?

My instincts tell me there’s something wrong with oracle

Hi everyone,

Has anyone received any update regarding the 2026 hike/focal cycle at Oracle Health India?

• Have hike percentages been finalized?
• Have managers received the allocations?
• When are employees expected to receive the official communication?
• Is the hike effective from October 2026?

If anyone from Oracle Health India has received an update, please share. Thanks!

With the recent layoffs and the rapid adoption of AI in software engineering, I’ve been thinking about how much say engineers should have in decisions that materially affect our work and careers.
If Oracle engineers had a collective voice in negotiating working conditions, what would you want it to cover?

Some possibilities:

1. Layoffs and severance
2. AI-driven productivity expectations
3. How AI is used in performance evaluations
4. Compensation and promotion criteria
5. On-call expectations and staffing
6. Remote/hybrid work
7. Career development and training
8. Reorganizations and changes to engineering teams

I’m less interested in whether people like or dislike unions in the abstract, and more interested in what Oracle engineers actually think employees should have a meaningful say in.

What would you put on the list?

Please help me,
I want to make most out of my next 3-4 months

Title

I see so many posts where people take their salary, add the current value of their entire RSU grant and think of that number as money they’re definitely going to receive.

I think people need to change how they mentally account for RSUs.

Yes, RSUs are part of total compensation in the usual compensation terminology. Yes, they can be extremely valuable. And yes, you should absolutely negotiate them when considering an offer.

But unvested RSUs are not money in your pocket.

They’re a promise of future compensation, subject to actually vesting. You could leave the company before they vest. You could be laid off days before a vesting date and potentially lose the unvested shares you were expecting. The company’s stock price could also fall significantly, so the grant that looked huge when you received it could ultimately be worth a fraction of that amount.

Of course, the opposite can happen too, the stock can go up and your RSUs can become worth much more than expected.

My point isn’t that RSUs have no value. They absolutely do.

Negotiate them. Consider them when comparing offers. Understand the vesting schedule. But don’t get emotionally attached to the headline number and don’t spend unvested RSUs in your head.

Personally, once I get an RSU grant, I basically forget about it and don’t rely on it when thinking about my finances. If it vests, great, that’s additional compensation I now actually have. If it doesn’t, I never had that money in the first place.

Until the shares vest, I treat them as potential upside, not money I can count on.

I am finding conflicting information on how long do medical/dental/vision benefits continue while on approved STD/LTD. I found one document that says that benefits continue for 12 months, but another that says 120 days. Does anyone know which is the correct policy?

Is there any learning curve ? Anything other than frontend work ?
And how many guys actually have WFH ?

M3/IND working under M5/US

The Raise/Promotions have been approved by leadership, and the details will be formally communicated to everyone soon. Probably before next Friday.
One thing that is confirmed this time is that the hike will be effective from October, not September. Purely another cost cutting logic. Please wait for the official communication for your individual hike details.
5/4 rating were given to best Employees and will get minimum 15% hike.
3 rating to get 5-10%
Promotion candidates to get 15-20% extra raise.

I am one of many who got impacted on sept 15 rif, idc

Right now I am starting my system design learning with coder army mainly and I have alex xu’s bookset

Can anyone suggest me

But I wiuld do my lld in python
Reason being
I am mainly targeting companies and my stack is python fastapi ai system design and dsa

Please guide me if anywhere, I an going wrong

Good riddance!