#ageism

Welcome to BNY Mellon, the corporate funhouse where the future is offshored, the present is gaslit, and the past has been quietly escorted out under a PIP engineered by someone who couldn’t explain your job if their bonus depended on it. If you’ve ever wanted to experience a workplace that feels like a psychological thriller written by a committee of auditors with no moral compass, congratulations—you’re already included.

Let’s begin with the crown jewel: the 1.4‑million‑square‑foot Pune facility, a gleaming monument to cost‑cutting and the executive fantasy that geography equals talent. Walk inside and you’ll hear it—the cha‑ching of budget wins echoing like a slot machine that only pays out when a U.S. employee vanishes from the payroll.
Real estate consolidation? Cha‑ching. Offshoring? Cha‑ching. RTO badge‑tracking designed to catch you missing a swipe? Cha‑ching. Eliminating work from home so you can sit in a ghost‑town office lit by flickering fluorescent lights? Cha‑ching.

Meanwhile, in the U.S., seasoned employees are being funneled into the Performance Improvement Program Funhouse—a place where your accomplishments are reinterpreted as “concerning behaviors,” your loyalty becomes “inflexibility,” and your manager suddenly develops selective amnesia about every positive review you’ve ever received. We are told it's business, not personal; it’s “People Optimization.” Or, as everyone else calls it: age discrimination with a corporate mission statement.

Your replacement? Already hired. They’re either a contractor, an H1B, or a freshly minted state college grad whose primary qualification is generating tax incentives. Nothing screams “strategic workforce planning” like swapping a 25‑year veteran for someone new who still puts “proficient in Outlook” on their résumé.

And then there’s leadership—RV and Dermie—delivering explanations so vague they might as well be fortune‑cookie messages. “Secular headwinds.” “Strategic acceleration.” “Industry realignment.” These phrases translate directly to: We cut people because it was cheaper, and we hope you’re too demoralized to question it.
They’re corporate illusionists, pulling rabbits out of hats while quietly sawing the workforce in half, all while congratulating themselves for their “courageous leadership.”
But the real horror isn’t the layoffs—it’s the cultural decay and phony empathy. Not a dramatic collapse, but a daily drip of rot. Policies drafted by people who have never met an employee. Decisions that feel like they were generated by a malfunctioning ethics simulator. And the atmosphere? Imagine a place where hope goes to file a ticket with HR and never returns. You are told to recharge, yet you quickly realize your battery no longer holds a charge.

Employees describe it as a slow‑motion freefall: one day you’re standing on a cliff, the next you’re knee‑deep in gravel wondering when the ground gave out. Every new policy feels like it was written by someone who only vaguely understands what the company does. Every leadership message arrives wrapped in jargon, dipped in legal review, and delivered with the emotional warmth of The Grinch who has no integrity and has lost their soul.

And if you’re wondering where ethical concerns go—well, they don’t go to RV. They simply vanish into corporate legal and a maze of executives who nod solemnly while approving fake performance reviews to support a visa‑driven displacement model. There’s evidence everywhere for those willing to look, but the official stance remains a polished shrug.

The downstream effects are already here: institutional knowledge evaporating, teams hollowing out, and the remaining employees expected to train their replacements while pretending everything is “energizing.” Engagement surveys now function mostly as a cry‑for‑help collection system.

But don’t worry—leadership wants you to feel valued. So check under your seat. If you’re lucky, you might find a BNY keychain in a swag bag. A small token of appreciation for your loyalty, your decades of service, and your willingness to participate in the grand experiment of replacing experience with cost efficiency.

In the end, BNY’s transformation story is simple:
Cut enough people, hide enough truth, and eventually even the spreadsheets start believing the fairy tale.

Happy New Year! Enjoy the feeling while it lasts.

I have to say I was quite affected by all of the farewell emails that came in today.

I feel bad for the long-term employees who now have to look for a new job and will certainly face ageism.

I feel bad for the impacted who don't live in a major job market. That will be an uphill battle to find a comparable corporate job.

But I feel especially bad for a couple of peers that were with VZ for less than a year. One was a contractor and was very excited to land a VZ full-time offer. His kid had major medical issues, so he was finally happy to have good benefits.

The other was a guy recently divorced supporting 3 kids. He was also a contractor that went perm. Both are in their late 50s so will have a tough time finding new full-time work.

I know this is the downside of choosing corporate life, but it still really stings. And I would be naïve to think that I'll be safe much longer.

The older workers pdf clearly showed a bias in laying off the older population of RFEs. A couple of very recent RFE hires were included in with the riffed group (to mask the age discrimination?). Were RFEs in other regions affected similarly?

Also, the CARTN RFE team already has approx. 20 contractors (not touched) supporting the build plan (entering data in the tools per the RFEs' directions, plus running plots for review by the RFEs). ALL of the 20 or so contractors appear to be from India (Amdocs, with the contractors in TX?). Are the contractors now going to planning the designs of the cell sites? How is the quality of the designs (new builds and modification projects) going to be affected given the relatively short time span contractors are working for VZ (through Amdocs)? Contractors do not have as much skin in the game as fulltime VZ employees, and it may take 6 months to a year and a half for poor quality work to show up in the network.

Really short sighted on the part of management.

I am 62 with nearly 32 years at Verizon. I was the only person who knew and understood what I did. I planned on another 3 to 5 years of working, but Verizon put me into early retirement. I am not angry with my direct management as they seemed to have been just as surprised I was part of the RIF. I completely believe that HR was given a directive from Dan to first target those 55 and older, then move to others. I only know a few people that are of retirement age who were able to stay. Everyone else in my age group got the boot without direct managements input. I am fortunate enough to have planned for an early retirement so I won’t be looking for a new job, but I feel for my colleagues that must continue working. Hans made horrible decisions and now Dan wants to come in and “fix” the problems.. Dan was/is on the Board of Directors and would have approved what Hans did .. personally I think the entire Board should be fired. Verizon was good to me for many years until Hans became CEO and things started going downhill. Best of luck to all of you and hope you have fulfilled futures

Before, we were one team. Its true. When the rubber hits the road, just about everyone was concerned about pitching in and making the bank better.
When I was laid off, I can share, some of my coworkers reached out. They were concerned. It was touching. Seriously. Some I'd known for many years. And they are the ones I miss the most. I miss being in the midst of solving problems, fixing things, and making the bank more efficient. Frankly, many times I was working against the BS administrative overhead that was put in front of me. I was blessed with managers who cared, knew my name, and valued my work. The new regime? NO. They don't care. They don't know. They brought their buddies from Citi, JPM, (you fill in the blank). None of them care, and they never will. So, my personal feelings remain. I miss what we were building just 5 years ago. I miss my peers over the past decade. I miss giving value to an employer who, until recently, valued my skills.
I'm older and have excellent background and skills. And before anyone says, YEAH BUT I GUESS NOT! since I was laid off.....LOL you have no clue. Layoffs are not based on skill, longevity (ok that one maybe) and this board is full of stories with institutional knowledge holders being let go. Wells Fargo is simply getting rid of EVERYONE that is older, knowledgeable about the bank's systems....and hiring 20-25 year old's from other countries who have faked their education. Does it matter? NO. Because I, like others held hands and tried to teach them. Then I was discarded. Wells Fargo is not an American company any longer. Most of the major banks aren't either. They are multinationals who's only goal is to MAKE MONEY at whatever cost. Do I feel bad? You bet. Wells Fargo was part of a bank that got its start as Norwest Bank and First Union. These were good banks. They grew based on their service. Community involvement. Local employment. All that is gone now. I mourn the loss of what was once a great American institution.

Anyone knowledgeable of how to challenge being RIF. I believe that was terminated because of my age (56 years). Question #2 How could avoid big tax bill on my severance payout ? Can I roll it over to an IRA ? Thank you and Good luck to all.

Has anybody else noticed this? Not all, I know a few recent hires who were also laid off, but most of the people I know who were shown the door are at best in their late 40s and mostly in their 50s and above. I'm not surprised if the goal is to get rid of higher earners, but it does make me question the legality of it all.

I keep hearing rumors that the cuts hit older workers the hardest, and I’m trying to figure out whether that’s actually happening or if it’s just what I saw in my own circle. If you know someone who was part of the layoffs, a rough age range would help paint a clearer picture.

Many are preparing for Ford.

They almost never say the quiet part out loud. They build a “paper trail” that makes it look like performance… even when the numbers don’t line up.

Common plays:

Inflate quotas to levels nobody in the territory has ever hit.

Move accounts or shrink territory potential, then blame you for lower output.

Suddenly start documenting “issues” after years of no issues.

Switch you from retention-heavy to acquisition-heavy segments with no rationale.

Push older reps into PIPs, even when metrics are objectively normal for the segment.

Put you under a manager who’s “resetting the team culture” code for turnover.

Replace you quietly with someone 20 years younger at half the comp.

On paper it’s “performance.” In reality it’s engineered.

Hearing chatter that Dell’s new cost-cutting strategy is quietly targeting s-xagenarians.

For the board monitors - A s-xagenarian is just someone in their 60s. That’s the whole mystery.

I didn't do this, I don't think a person could win, but if someone thought it was their race, age or whatever you can think of, and gets riffed -- yet people are left working and they didn't get cut. just in general thinking they are targeted or whatever.
I thought about it, but I needed that money.

Bill

“Laid” off as part of a small wave of layoffs has n 2025.
Usual pattern:
layoff 20 +/- employees to avoid WARN notice requirements.
80% of employees “laid off” are over 40
Require employees to sign Separation and Release agreement to receive pay for accrued vacation and a not so generous severance of 2 weeks thus avoiding EEOC reporting.
Wait for review period of separation and release to expire.
Advertise same position and hire a younger employee to fill position.
Rinse and repeat.

Those who are looking at the age issue with a class action, is there any room for the stealing of our PTO?

Clorox is laying off; they are being careful to keep under 50 so they don't have to announce it to the public. It's done quietly a few here and there throughout the month (some this week, others next week, etc.). It's unfortunate that it's mostly the over 50 and long tenure that are being affective.

Which one is the most important factor in layoff, is it age or salary.

Two guys with same work function - one is 60, the other is 25.
The 60 year old guy earn less than 25 year old guy.

OWBPA requirements (EEOC):
https://www.eeoc.gov/laws/guidance/age-discrimination-older-workers-benefit-protection-act

OWBPA explanation (U.S. Department of Labor):
https://www.dol.gov/agencies/oasam/centers-offices/human-resources-center/owbpa-guide

I don't remember getting any of this sort of information when I was laid off a few years ago. Anyone else?

I sometimes wonder how someone who is 81, and serves a 79 year old President can tolerate the dismissal of dedicated staff simply because the workers enter their sixties?

If you are 45+ old then they start finding ways to lay you off. Ageism is playing huge role in job market right now with recruiters asking questions like which year did you finish your education, indirectly gauging your age and not moving forward. Its depressing. Valuing experience over youth.

From what you've seen, do you think older employees were targeted unfairly when they chose who to lay off?

I guess they see me as having one foot in the grave already.

I am pretty sure they will disclose age numbers as it's legally required.

I wanted to see if we can poll folks that were let go and how many years of experience with Verizon they had and how old are they.

I'll start, I am 55 and I've been with Verizon for about 13 years, FinOps.

25 years. Vbg. Original MCI employee. 64 years old. Can’t help but see it’s my age. Seems I’m the only one on my team. Oh well. Off date 2/20/26. So much for being a loyal employee.

Or if you know somebody who's affected, post their age, please. I want to see if my suspicions are correct.

It looks like if you are over 40 you have 21 days to consider your layoff package and if it is part of a mass layoff you have 45 days.

https://www.eeoc.gov/history/older-workers-benefit-protection-act-1990

In a conversation with a colleague in September she was talking about performance reviews for January 2026. This person is not a manager. We were talking about the forced distribution of poor performance reviews. She relayed to me that mine would be Inconsistently Meets. My review is due in January 2026

Seems odd that that year I turned 65 my performance rating went down from my past 21 years of employment. My work ethic has not changed. I have added to my skill set. I’ve taken on more responsibility.

I was laid off this time last year. I was with Dell in various sales roles for 20 years right out of college. I became an adult and professional with Dell. What I’m learning is my Dell skill set isn’t seen as that well trained or valuable to many other companies. Maybe it’s a bit of age discrimination as well, but surely being early 40s doesn’t mean I’m already retired from any tech job does it? I don’t know. I’ve been doing gig work to survive, but I used to have a real career, decent pay, benefits, savings, retirement, travel, dignity… feels like I’m worse than back to square one now. I feel like I’m going to lose everything I’ve spent two decades building in my life because I can’t find another job like what I had at the only job I’ve ever really known. I used to be the guy that had enough to help friends when they were hitting rough patches, now I’m the one always asking for favors. Sorry, just having a panic attack in the middle of the night because of all of this. I’ve applied to hundreds of places, even outside of tech in other sales fields, and I feel like I do great in the multiple rounds of interviews, just to get rejected or even worse, absolute crickets. I can’t go entry level in another totally different field because I’m either seen as too old to be an apprentice, or too over qualified (they feel) for an entry level thing. So how do I start over then?! I also have other friends and former coworkers that have been recently laid off, so now I feel like I’m competing with them for a role. It’s all so frustrating and frankly scary. Make it make sense. I just want to work again.

If you get sick or a family member gets sick you will be moved to the top of the layoff list.

HIPPA protects your medical history but not your medical/insurance costs. The company has access to that data and will use it to prioritize people for layoffs.

If you get old, your insurance costs will go up, and you will be selected for a layoff.

Don't get sick or get old.

Does age and tenure have anything to do with who gets picked for lay off. Wouldn't company have to pay more in severance if they let go someone with 25 years with the company as oppose to 6 years? So last in first out would save them more money?

Two teammates we lost are both in their 50s. It could just be a coincidence, of course, but I have to say it wouldn't surprise me.

Laid off in Canada at 56. This blows.
Going through LinkedIn, it looks like there were a lot of us “of a certain age” that were let go.

Do I have a target on my back ?

L3Harris is laying off elderly and remote employees, giving them cash payment to not pursue a law suit.

Out with the old in with the new?
https://www.msn.com/en-us/money/careersandeducation/ibm-s-ceo-admits-gen-z-s-hiring-nightmare-is-real-but-after-promising-to-hire-more-grads-he-s-laying-off-thousands-of-workers/ar-AA1PRWW6?ocid=BingNewsSerp

I haven’t been here very long, but have had nothing but issues since I started here. The ageism, cronyism, favoritism, nepotism, s-xism is off the charts. Sprinkle in widespread ineffective management who do not give a sh-t about developing out your career if they view you as a challenge…yep, this is corporate he-l. Suggestion for survival is to completely disconnect your identity from what you do here, if you haven’t already. Good luck.

I am old. I have worked at Micron for 25 years as an engineer and i am american. They never let me go. I badge in and badge out. i think its bad workers who get let go and use age as an excuse

Ok the pip plan was to improve me so me could stay supposedly. At my pip meeting last week I was told I was failing and I could take the PIL for one month that is left. I asked if I worked real hard and tried could I pass. I was told there was no way I could recover and pass. All my coworkers have distanced themselves from me and I am an outcast. My end date is at the end of November so I guess this is the end. There reasons for me not passing were insignificant and meaningless. My manager is a coward and only told me I was failing at the end. I told them I thought pip was supposed to help you improve and stay. I am being forced out and isolated. The manager told me why would you want to stay where are not wanted or liked. They want me to quit and sign a separation resignation letter. I told them no. I am ready to go and will start looking for a new job in 2026. It is evil the way the piped me at 50 years of age so I cannot get my retirement. I believe I can get my lump sum but it is heavily discounted.I was 5 years away from retirement but now have to look for a new job. Be careful they are heavily targeting 50 year olds. I and another 51 year old are being forced out this year. My pip was impossible to pass.