#ageism

Three long-term IBM employees allege they were fired to make way for younger hires, citing a "smoking-g-n" Slack message as evidence. The complaint details internal documents that allegedly labeled older workers with derogatory terms and outlined plans to hire a majority of "Early Professionals" and "Campus Hires." This lawsuit claims IBM has a pattern of age-based workforce reductions, referencing past investigations and internal language used to target senior staff. The workers are seeking back pay, lost benefits, and reinstatement or front pay. These allegations have not yet been proven in court.

New York, NY

https://www.hcamag.com/us/specialization/employment-law/stray-slack-message-allegedly-exposed-ibms-plan-to-replace-older-workers/590539

Recent layoffs within Oracle's cloud division disproportionately impacted employees over 40 and middle managers. A leaked document indicated that older workers constituted the largest group of affected personnel. Approximately 23% of the terminated positions were in management roles. Software developers and data center support staff also experienced job losses. This round of reductions targeted specific demographics and roles within the cloud infrastructure unit.

Austin, Texas

https://inshorts.com/en/amp_news/employees-over-40--middle-managers-hit-hardest-in-oracle-s-cloud-unit-layoffs--report-1790147324948

I was reading the severance agreement. There is a lot of verbiage around not being able to sue Oracle for age discrimination. Does anyone know if there are any class action lawsuits regarding this ? I don’t see any but was curious since yin give up your rights down the road.

https://www.youtube.com/watch?v=7awnMJXNP5U

If you noticed the number of foreign workers rapidly increase in your hub, and then were hit with round and round of layoffs that seemed to target older workers, you need to contact the EEOC. You need to tell them that you were all told that unless you signed their papers that you would not receive your severance. It's no secret that at&t is using third party middle man players to hide the number of their sponsored H1B's . If you have been, or are about to be laid off, you really need to consider telling your story to the EEOC . When T flooded the number of open positions within the company, and only gave you two weeks to find something within, they may have broken the law if any of those positions went to foreign employees even if AT&T was not the direct sponsor.

Curious, if anyone in the 65+ demo has ever tried to either negotiate severance or Sue for discrimination?

They aren’t even trying to hide their plans anymore. It is common knowledge that once you hit late 40’s you are toast. Good luck becoming a retiree.

I don't understand the hold Rajat has on Ryan and the board, it's like the old fable The Emperor's New Clothes, our senior IT Joe parading around that AI is going to save the world, that the OpenVisaNet project is going to finally replace the mainframe... how long will it take before somebody realises Rajat is na--d? OpenVisaNet has been running for years, how much has that cost? In the meantime everybody is judged on how many PRs they submit, lines of code generated and tokens they use, regardless of them being an engineer or not. I used to love working here, but the well has been poisoned, until it affects shareholders directly they'll keep parading Rajat and his AI dream as the nirvana. Roll on retirement, if they don't get me first that is (being of a certain age my days are numbered).

Has anyone looked at the distribution of RIF employees? For those who were part of the RIF it should be in workday. It’s a 47 page document. Just curious what your thoughts are. I reviewed the data by extracting the PDF into and excel. I wanted to analyze it because I wanted to see what the age distribution was. I can safely say that 40+ vs 40 under age range did not have a statistical significance.associated with selection of older employees at least for the line I reviewed. The selection rate was also evenly spaced out among age bands between 8-11% on any age group. There was a disproportionate impact on Sales teams at 30%+ percent accounting for the majority of the RIF. I don’t believe these numbers include the VSP numbers.

But If you're still before SS eligible and not near Medicare, this offer is nothing special.

I have a piece of sh-t lead that is bullying based on age. Any suggestions ? Management was worthless.

I ‘medically’ retired a couple of months ago. Stress and anxiety was getting the best of me and all because of Wells Fargo. My labs showed things drastically off and my doctor took me off work so First I went out on Short term disability, this gave me time to think about my future and what was best for me.
I was the oldest on my team (62) and totally was the target or ageism. My quality and production was good - but had one bad customer survey last summer- keep in mind I had just returned to work after 3 mos due to a surgery. It impacts the team that was working on that file. I claim zero responsibility for any fault or my own as I had just returned to work. By the end of the year I was being recognized for excellent customer service. Yet, I still received a “needs improvement” for that reason - AGEISM!!! I know Charlie wants more NI so WF doesn’t have to pay out severance. To other coworkers on the same team were on PIPS due to bad quality - yet one got exceeds and the other Meets. This is soooooo wrong. I hope my prior manager reads this or HR. They will know it’s me!!
Meanwhile, I was all set up financially to retire and have zero regrets- other than I wasted too much off blood sweat and tears for this company. They can FO

Just curious....noticed some age related trends in my department...

If you were laid off in the US and over 40, you should receive a list of ages and titles of those affected. Can someone share the number of people laid off in their "decisional unit", as well as the number of people remaining?

So they got rid of all us retirement age folks good luck with Sam Mehta what a statement on the first month of taking the helm. Et tu Brute?

What other Discovery Materials should be sought and potentially made public relating to Shujat Khan v. General Motors and Tuan Le v. General Motors?

For example, data regarding new employee hiring by age and position may clearly present a preference towards younger workers, consistent with GM’s internal non-disclosed practices of rejecting candidates by age.

Additionally, collecting the data from Workday for notes made on job applicant’s profiles may also help provide context into GM’s current rank-and-yank methodology.

Removing the excuses from GM by forcing them to turn over data regarding hiring and firing of new and existing employees, as well as disclosing the specific measurable criteria for how GM ranks employees may prove beneficial, if made public from court filings.

Additional discovery materials may be requested, which could remove the curtain behind GM’s practices and may also lead to publicly outing the GM party responsible for implementing and executing age discrimination. It’s worth a try.

Does Diversity & Inclusion policies apply to those of us who are 60+? Are the older employees protected or is ageism not really a “category” to protect at CVX? Asking for a friend.

Adding myself to the list: Sudden PIP after years of being rated "exceeds", getting bonuses, equity grants, etc. Demographics-wise, caucasian, over 60.

If this happens to you (and it could, even if you don't think so!), do NOT take it personally. It is not a reflection on you, your value as a person, or your potential.

Presumably in a month or so, we will discover what life as an ex-IBM'er is like...

If you aren’t close to 55 good luck ever reaching retirement.

Did anyone over 50 land a new job after being layed off from this stellar company??
If so, how long did it take you and how did you do it.
Lenovo gave us this free career placement LHH but I find it boring and of no value.

Don’t look now, but it looks like the first shoe dropped . A major federal case on telework just found that RTO for telework was uncovered as illegal and exposed for its real intention of a way to force workers off payroll. Since being laid off a little over a year ago I’ve worked in Washington knocking on doors and exposing the flood of workers from India that transpired prior to this flood of layoffs, and exposing AT&T for targeting older workers in some of their most critical and vulnerable years of working. I’ve made a lot of headway in pushing for more obstacles of this flood of workers from abroad to replace the American skilled labor. I’ve just begun with that, but this recent legal fight has just begun. While this current case that was just won singles out the RTO trick that was played on Government workforce workers, this may have a trickle down affect in the private sector. When companies like T do things that were illegal, it greatly reduces the effect of that , “no sue” paper they forced you to sign or forgo you earned severance. That’s also another thing I’m working on with my talks to senators. This little game that T has waged against the workforce should be exposed for what it is. I encourage that the ones who were impacted by this game T played with past layoffs and the upcoming layoffs with no cost to T be exposed. If you were wrapped up in this game please take some time to sit down and send an e-mail to your local state leaders especially in places like Texas and Georgia. Don’t give up just because people from upper management kicked you in your teeth. Transfer your mobile, internet and other communications to less expensive providers, make sure you hit up “friends and family” about cheaper services as well. This is the impact to the company when they abuse its older vulnerable workforce. I know from inside sources that more layoffs are upon us prior to entering the holiday season, hang in there, don’t give up, and know that your targeted voice to you local state elected leaders matter.

But they're also less likely to care about the company, sacrifice for it, or stick around. I wish the leadership would realize this.

To no surprise, VERP has made its annual appearance within Emerson. And, from where I stand, there does not appear to be that many older employees left at Emerson. I suspect, at least at my location, Emerson will not get the response that they need. Hence, in keeping with Emerson's long-standing practice of cooking the accounting books for appearance sakes, I would not be surprised if we see layoffs somewhere around mid-September.

In Finance they declassified 15 execs to protect them from the two strike rule. Now they are competing at 28-29 level and can avoid NSI. Guess how they selected which execs were declassed? Definitely not the older ones. How is that legal?

Noone is safe

https://www.linkedin.com/posts/professional-genius_strategy-founders-corporateculture-activity-7452045773720125441-FtZa

Job cuts are expanding beyond the tech sector, affecting government, retail, and financial services. Older workers, often in higher-paying positions, face increased difficulty re-entering the workforce due to age bias and evolving skill requirements. Industries like healthcare, education, and utilities offer more stability for this demographic. Staying current with skills and maintaining professional networks are crucial for mitigating risks. Understanding industry trends can help individuals prepare for potential job market shifts.

https://financebuzz.com/news/layoffs-rising-industries-workers-over-50-know-2

Located in a core location and received IM for mid year. Does ageism play role in this? I ask because like many others I have been a top performer but i am 59 years old. Does this mean I will be layed off soon or is it worth making effort to raise the score for year end?

Will this round bring tsunami of law suits. Any remaining US citizen will get kicked out. This is it.

Getting rid of even one US citizen will help the org meet the 10% cost reduction since most 90% of the teams exist in India.

20 cut from IT this week- almost all of them are over 40. and that’s on G4 side after months of hearing we would be unscathed. trying to meet numbers no matter what it takes…

A quantitative analyst who spent more than two decades at BNY Mellon says the bank pushed him out because he was 58 and disabled.

The former vice president filed suit against The Bank of New York Mellon Corporation in Manhattan federal court on August 7, 2026, alleging that his 2023 termination violated federal age and disability law. According to the complaint, the case brings claims under the Age Discrimination in Employment Act and the Americans with Disabilities Act.

The filing says the worker joined the bank in August 2001 as a senior quantitative analyst at age 36 and rose to vice president on the Markets Quantitative team. He contracted polio as a child, the complaint says, and has right-leg atrophy that limits his ability to stand for long stretches, climb stairs, and cross uneven ground, requiring him to walk with a cane. According to the filing, he disclosed the condition to a senior risk executive in late 2002 and signed a written agreement to work from home two days a week.

That arrangement loosened over time, the complaint says. It states that a later manager verbally approved one remote day a week, and that the worker moved to full-time remote work when the COVID-19 pandemic began.

The dispute, as the complaint tells it, began with the bank's return-to-office push. In early 2022, according to the filing, staff were told to come back in person. The worker - then 57 - asked to work from home four days a week. The complaint alleges his supervisor turned him down because it would be "too much trouble" for the bank, despite his having handled the full role remotely throughout the pandemic.

The request resurfaced, the filing says. After several colleagues resigned in early 2022, the worker took on new duties and, according to the complaint, received a retention bonus that April. When he asked again for four remote days, the complaint says, the supervisor agreed and told him no formal accommodation paperwork was necessary.

The complaint then lays out a run of setbacks. It says the worker was told he was not eligible for a promotion because the candidates had already been chosen. It says the bank brought two people in their early thirties onto the New York Markets team in October 2022. And it alleges that when the bank expanded into securities lending and financing, the worker offered to help but was passed over.

The bank ended his employment in 2023, according to the complaint, along with another worker over 40. The filing alleges the bank then hired younger, non-disabled replacements who did not need a remote-work accommodation.

https://www.hcamag.com/us/specialization/employment-law/fired-quant-sues-bny-mellon-alleging-age-and-disability-bias/585567

https://www.youtube.com/watch?v=jdraSfJCn8Y

CHARLOTTE, N.C. — A former Wells Fargo executive is suing the company, alleging discrimination.

Robert Propst, who served as a senior vice president at Wells Fargo, filed the federal lawsuit in Charlotte. Propst alleges company leaders marginalized him due to his vision impairment and because the majority of the employees who worked under him were Black.
The lawsuit claims the treatment of Propst and his team "changed dramatically" after a 2022 reorganization. Propst says his supervisor refused to meet with his team despite visiting Charlotte regularly and often questioned the value of their work. Propst contends his efforts to address the concerns were met with retaliation rather than support.

Propst claims his supervisor repeatedly pressured him to abandon his approved remote-work accommodation and return to the office. He says the supervisor scrutinized his attendance through badge-tracking reports even though he was exempt due to his remote status.

Propst, who worked for Wells Fargo and its predecessor companies for over 30 years, says his supervisor repeatedly made comments about his age, claiming the remarks were part of a broader effort to force him into an early retirement.
The lawsuit seeks more than $1 million in damages.

Prepare to be shown the door. Turning 50 is like putting a target on your back here.

Good news! Leadership has decided to offer VSP to the old people (55+) It's time to move into the future and get rid of the old people who don't do nothing.

I read that GM is hiring a lot of the older engineers that Ford fired.

Are you seeing Ford hiring any non-visa people?

Any older people like GM?

Although my time was short with Discover/Crapital One, I have come to believe that it was a blessing in disguise! Not living day to day in a toxic environment where management lies and you wait for the hatchet any minute and knowing you are a hardworking, valuable employee, is a blessing. I hope the best for the good folks they "Crapped" on this week. Regarding the severance - take the money and run! They have surely already crafted your job posting for LinkedIn, and possibly interviewed your much younger, less costly, on-site, replacement! Crapital One is just that - One Cr-ppy Company that does not care about any employees...

Is anyone in my age bracket actually finding work after being let go?

Considering that the majority of those laid off are over a certain age, and age discrimination is supposed to be illegal.

If you're 40+ and were just laid off in Massachusetts, three things worth knowing:

1. Your unused vacation is wages. Massachusetts law treats accrued, unused vacation as wages. It must be paid out — "use it or lose it" forfeiture isn't enforceable here. If you were involuntarily terminated, it was due on your last day. Wage Act violations carry mandatory triple damages plus attorney's fees. (Earned sick time is different and generally isn't paid out.)

2. A severance release has minimum legal terms. If you're being asked to waive age discrimination claims, federal law (the OWBPA) requires: at least 21 days to consider it — 45 if it's a group layoff — a 7-day revocation window after signing that can't be waived, written advice to consult an attorney, and something of value beyond what you were already owed.

3. In a group layoff, they owe you data. When a release is offered to a group as part of a termination program, the employer must disclose in writing the decisional unit and selection criteria, plus the job titles and ages of everyone selected and the ages of everyone in that unit who wasn't. Not names — titles and ages. If that attachment is missing, the age-claim waiver may be invalid entirely.

The clock: 300 days to file with the MCAD or EEOC. It runs from the termination, not from whenever severance negotiations wrap up. Don't let a long back-and-forth eat your deadline.

General information, not legal advice — I'm not an attorney. If you're holding a severance agreement, have an employment lawyer look at it before you sign.

I heard it mentioned that over-60s get extended Cobra, but I wasn't able to confirm it yet.

Why would anyone in that group still give their all?

On top of everything else. What an absolute pile of junk this company is. I actually believe the mile long load of BS I was fed for years.

Was this filed under “doing what’s right” or “doing what’s easy?”

https://www.beckerspayer.com/legal/ex-centene-vice-president-accuses-company-of-age-discrimination/