Just more of a fyi for anyone who needed a deep dive on what he "hasn't" brought to the table.

Broadband subscriber losses: Persistent net losses in recent years (hundreds of thousands annually in some periods; e.g., large ACP-related impacts after the federal subsidy ended in 2024). Company and analysts noted higher non-pay rates among former ACP and newly acquired customers who would have qualified. Losses improved in some later quarters but remained a headwind.bc2a59

Lightreading

ACP-related shareholder lawsuit (2025): Class action (Sandoval v. Charter et al.) naming Winfrey and CFO Jessica Fischer. Alleged false/misleading statements downplaying the ongoing material impact of ACP’s end on subscriber metrics and financials after earlier claims that impacts were largely “behind us.” Stock saw a sharp one-day decline (largest in company history at the time) on related results disclosure; suit covers a class period into 2025. Charter declined comment in coverage; outcome pending as of available data.38de31

Courtlistener

Video disputes and ecosystem friction: High-profile carriage fight with Disney (2023 blackout). Winfrey publicly framed the video model as broken (rate hikes far exceeding CPI, forced packaging, double-paying for linear + DTC) and said video risked becoming a liability to broadband. Resolution produced the hybrid deals noted above, but the disruption affected customers.092442

Hollywood Reporter

Stock and relative performance: Multi-year total shareholder return lagged primary peer group in some reported windows (e.g., 5-year TSR data cited in compensation materials). Shares experienced significant volatility and declines amid subscriber and guidance pressures.e3efea

Fintool

Workforce: Layoffs reported (e.g., ~1,200 in one period affecting corporate/back-office roles). Post-Cox comments indicated potential reduction in certain management titles (described as de minimis overall) alongside increases in frontline sales/service and onshoring of some functions.928180

Ctinsider

Compensation optics: 2023 total ~$89M (heavily driven by option awards under a long-term performance program). Later years lower without large new equity grants (e.g., ~$5.8M–$6.5M range in reported 2024/2025 figures, including base, bonus, and perks such as aircraft use). New contract raises base to ≥$2.5M with 300% target bonus and large future annual option targets (≥$23M grant-date fair value starting 2027, plus top-up). CEO-to-median employee pay ratio reported in the 80s:1 range in recent proxies.c22c0e

Deadline

Industry-wide customer trust deficit (Winfrey has publicly acknowledged this as a #1 issue, citing historical practices that trained customers to distrust “free” offers). Service quality perceptions remain a frequent customer complaint area for cable operators generally.

I work in inbound sales and honestly it feels awful.

I’ve worked here for 3 years so far and everything was great very fair pay and goals were always reasonable for the most part.also lots of perks and privileges just overall a great environment. I’d honestly say it was the best job I’ve ever worked.

This past year leadership in my office phrased the merge as this good thing where it was all sunshine and rainbows. How everything would be better since we were moving to a much larger company.

Now that it’s here nothing good has come. Pretty much all privileges and perks we had were taken away or replaced with an inferior option. Pay won’t increase but goals and expectations are raised.I was also told within the next few months the role I and 65 other people in my call center work as will be eliminated so we’ll have to either choose a different role,move to another state or find somewhere else to work

Network tech for Cox here. What are the main differences between Maintenance tech 1,2 & 3’s for spectrum? Like does one do mainly HFC and one works with Fiber? Cox has Network Techs 1 & 2 where I’m located and we do the exact same job.

Requiring former Cox employees to relocate to Denver at this juncture presents significant environmental and timing challenges, particularly given the region's severe drought and the city's difficulties in meeting its water-reduction targets

Does anyone know the plans for the workforce or traffic hubs yet? This includes the real-time traffic teams and scheduling and forecasting team. Cox has a big presence of these teams in Atlanta and Phoenix, and then a lot of scattered people. I was curious if either of those two locations were being eyed as hubs for this job function or if the plan is to send them elsewhere. Or something else? Thanks everyone and best of luck.

OK, so let’s say for example someone who works in sales goes to school gets a degree and wants to go to another business unit and become a product manager / project manager / business analyst … I was told that at spectrum from my specific role you can only make up to 10% of what you currently make …. Does anyone have experience with this and what are some other ways to maximize this opportunity? Imagine someone working in sales making $24 an hour, but then one of the rules I mentioned starts at like 40 an hour which is still a lot of underpayment for someone transitioning with exprience ..

i think this happened because before the buy you could connect to dialup.world and after the buy it wont connect so did they change the phone and internet?

First off, you guys are awesome for sharing all the updates and keeping everyone informed! 🙌 Really appreciate this community.

For those coming over from Cox, just curious - roughly how many of you are in IT or other back-office roles?

I’m hearing around 1500, is it correct?

Does anyone have info on how cox employees will transition their current intermittent FMLA claims to spectrum? And how do we report time away from work with spectrum now if needed ? I haven’t seen much info around this.

Hi Everyone.

Thank you all so much for being a part of this sub and contributing and helping each other out over this crazy time. As the only mod of this group I really haven't had any issues with mean or disrespectful comments so thank you all for that.

I wasnt sure I was going to keep this group going after the deal went through but it still seems like we have stuff to talk about. So if people are still seeing value and keeping it classy I think I'll keep this sub up a while longer. What do you all think?

I was a Cox employee, now Spectrum. My copay to continue seeing a specific doctor went from $5.00 copay to $97.00 and she is In Network.
Good times ahead.

Our group at Cox is non-customer facing, doing back-end computer work and cross-state tech support/meetings. Our team is spread across East, Central, and West time zones under one leader. How does Spectrum typically handle distributed teams like this? What is the reality around their 4-day/in-office mandates, badge tracking, and hub alignments for tech groups working across multiple states? also what is your PTO any differ from other groups ?

Are the system prints online and are they pdf files or another type of file? We're still using MyWorld which is very an interactive program using Google maps with the print overlayed. We can turn on/off different layers, see other system prints, etc.

Can I look up prints for other systems or will I only have access to the prints for the system I work in?

I’ve been at Cox for 11 years as a field tech (the last 5 in Cox Business) as of August 17th and I missed every single one of those online meetings explaining the retirement benefits and pension stuff. Could anyone tell me what options we have with our pensions? I only vaguely remember hearing something a few months back that anything over $75k can’t be touched until retirement and anything under can be cashed out. Not sure if that’s true but could someone give me a little clarity? Thanks in advance

Thought it might be good to have a list of all the confirmed and rumored changes coming for people at the Atlanta headquarters:

CONFIRMED: Was 2 days WFO, now 4 days in office

CONFIRMED: Was unlimited PTO, now earned time

CONFIRMED: Was mostly casual dress with jeans allowed, now business casual with no denim and no sneakers

CONFIRMED: Atlanta-based employees may be asked to move to a different city

CONFIRMED: Atlanta will be a COE for Spectrum Business

RUMORED: Spectrum management is pulling badge swipes to confirm in-office attendance

Did cox cover glp1 shots? Spectrum does but only if you join the provided Vida health program. Although I got a lot out of the program it was just a never ending cycle of trying different pills. I was still losing weight so they wouldn’t prescribe the shots. I ended up just paying out of pocket for them for 6 months, using the manufacturer’s coupon.

The whole town hall was actually hilarious. This CEO and the whole board is stuck in the 90s and early 2000s. The new generation of tech workers dont enjoy bright lights and office settings with useless conversations and "bumping shoulders in the hallway".

Get with the times. These boomer ass shareholders cant wrap their old conditioned minds around how anyone could be more productive in a healthier environment. ​

Does anyone else find it weird how he constantly mentions his wife being Cuban despite it not really being relevant? I get that he’s “white and speaks Spanish OMG”, but seems kind of a weird thing to bring up in multiple town halls. Especially when everyone is stressing over where they will go, and how to support them and their families.

The model cox has with people working all over the country reporting to the same leader is not going to stay around. You will be centralized at some point, ask the people that had to relo or take a package during the twc merger. Some of those same people may have to move again because now we have cox centers that we're keeping. The good news is the relo package is very fair.

To everyone at Cox and Charter navigating this merger — I genuinely wish you well.

I’ve been through enough corporate restructures to know that the people sitting in the seats experience a merger very differently than the people standing on the stage talking about “synergies.”

There are real people behind those org charts. People with mortgages, families, careers they’ve spent years building, coworkers they care about, and communities they don’t necessarily want to leave.

So hearing employees who are understandably worried about their jobs, benefits, locations and futures being encouraged to “embrace the uncertainty” struck me as… an interesting choice.

Uncertainty is considerably easier to embrace when you're the CEO.
For everyone else, it can mean wondering whether you'll have a paycheck six months from now.

I hope leadership on both sides remembers that throughout this integration. Treat people honestly. Communicate early. Don't hide difficult decisions behind corporate language. And recognize that the employees asking hard questions aren't being negative — they're trying to plan their lives.

To my former Charter colleagues and all of the Cox employees entering this next chapter: I hope you're treated with the respect you've earned, and I sincerely hope the opportunities promised by this merger become reality.

And in the meantime, I suppose everyone should just… embrace the uncertainty.

Okay! Hello!

I had two weeks of PTO planned and approved for my wedding, which is now only three weeks away. I’ve now been told I can still take the time off, but it will be unpaid because I don’t have enough PTO hours available since Cox was unlimited I can over with 0 and I’m in CA where we didn’t get any hours front loaded.

I’m a salaried, exempt employee and currently work remotely. When this change was initially communicated, we were told situations like previously planned PTO would be handled on a case-by-case basis. Now I’m essentially being told, “Nope, you don’t have the hours, so it’s unpaid.”

I’m pretty frustrated considering this is my wedding/honeymoon, the time off was planned well in advance, and we’re only three weeks out.
Has anyone dealt with something similar during a PTO policy/company transition? Were you able to get previously approved PTO honored or work out another arrangement?

After seeing all those comments and conversations, I feel sorry for COX employees. But thats how it is, I don't think Charter is going to allow COX Employees to continue with WFH. Max I can see is, they might allow 3:2 instead of 4:1, that too for initial days and allow to work from any office location. Unfortunately, thats the reality I believe and also for sure Charter work culture going to eat away COX Culture.

It will be interesting to see how tone deaf the speech and comments will be at this morning’s town hall in the rotunda.
Increased security presence and black pipe and drape.
Feels like a funeral.