#employeerelations

Any idea when the next round is? This is a layoff blog,

Well well well looks like Devon bit off more than they could chew. 1 year salaries being offered to select groups in Houston to stay on in the Houston office because OKC can’t absorb it.

Honestly, I never thought the current Bank President would have such a devastating impact on USAA Bank’s culture, organization, and people leadership. I knew him when he was an ED, watched him move up through the ranks, and genuinely congratulated him when he was selected. At the time, I was happy for USAA because I believed he might help restore the culture many of us remember from before 2018, etc. I never imagined it would turn out like this.

Starbucks is laying off 300 corporate employees nationwide. This includes staff at regional offices in Chicago, Atlanta, and Dallas. The cuts primarily affect marketing, human resources, and supply chain management. No coffeehouse employees will be impacted by these layoffs. These actions are part of ongoing efforts to cut costs and simplify operations.

Chicago

https://www.msn.com/en-us/money/companies/corporate-starbucks-workers-in-chicago-hit-by-layoffs/ar-AA23vULj?gemSnapshotKey=GMB26B6CAA-snapshot-18&apiversion=v2&domshim=1&noservercache=1&noservertelemetry=1&batchservertelemetry=1&renderwebcomponents=1&wcseo=1

How did we get here?

I’ve worked in this industry for more than 35 years, and this is stunning. Employee exhaustion from perpetual cost-cutting cycles has become so normalized that people now seem to accept it as a fact of life.

I understand capitalism. I understand the need to make a profit. But at what point did we remove the human element from the workplace, all while increasing our use of slogans like "people first" and "we’re a family"?

We've became a sick society.

MassHire Lowell Career Center is not planning employee layoffs for its fiscal 2027 budget. Its positions are funded by state and grants, not the city budget. This contrasts with the city of Lowell, which has proposed significant employee layoffs. MassHire absorbed four full-time ARPA-funded positions into its operating budget. The center manages its budget through attrition, not filling vacancies, and leveraging grant funding.

https://www.lowellsun.com/2026/05/19/masshire-lowell-career-center-avoids-layoffs/

all of the “It’s okay to not be okay, you’ve got a team who cares” emails…Pick a lane, either Own being a sweatshop or actually treat associates with respect and kindness.
At this point, it would not surprise me if they are creating a list of people who reach out to wellness for layoffs.

How does a risk and compliance manager who has no background in risk or compliance get hired in the 1st place?

Secondly, that very manager had to move from the BL she was hired to support due to complaints and has zero respect from anyone she interacts with because she lacks the very respect necessary to build relationships.

SHE HAS DRIVEN OUT 6 EMPLOYEES IN 2 YEARS!!!! YOU KEEP GIVING HER VICTIMS! How does she continue to be approved to harm another employee!?! When is enough enough? She is a liability to the company you are here to protect!

FIS is making fool of US based employees by providing Cloud Academy or Skill Builder etc.

The management has made clear that all the hiring will be done in India/ Philippines.

US based employees can spend time in learning, but they will never get chance to apply the gained knowledge.

FIS is providing this benefit, in case employees start class action that they were not provided growth opportunities. FIS will provide SkillBuilder / cloud Academy as cover to say that opportunities were provided

Anyone knows when are they gonna tell who's affected from EU teams? Last time it took up to 1 year depending country which is crazy and should be illegal

As CR stated, 75% of LR will be re-hired where needs are. True or baloney? Everyone getting four months salary with benefits, then COBRA? Exit date set to July 14?

Did team leaders announce send off and good luck meetings? Or a nice kick in rear, and message - have a nice day….

24 fired, 84 stays

If you are affected please post your org and years of service

Has T Rowe Price ever had a "corporate tent" at the Preakness race? If so, did they have one this year? Hiring cheap labor really opened the door for "leadership" to treat themselves right - VIP suites at Orioles and Ravens and waterfront harbor views. Paid lunches and dinners in Harbor East. Who knows what else. Must be nice.

Baldwin Wallace announced further program and staff cuts. The university will cease offering 35 academic programs. Ten faculty members face job elimination. These actions aim for financial stability amid declining enrollment. The university previously cut 35 positions.

https://www.clevescene.com/news/baldwin-wallace-announces-another-round-of-program-and-budget-cuts/

Last sentence - Now is the time.

Now is the time to quit sending that garbage but, since they don't care about anyone here in the least, it will continue.

Emplyoyees have lost:

1. Company paid medical benefits
2. Profit Sharing
3. The monthly possibility of promotions. Now done only annually
4. Company contributions to 401K with each pay check. Now done only annually
5. 2% or less raises
6. Your own desk. Now having to come in each day to seek a desk with hoteling.
7. No personal file space.
   Employees have gained:
8. More work due to layoffs and resignations of colleagues, and job uncertainty

So how does management expect to keep and attract employees under these circumstances?

Over 5,100 workers faced layoffs across the U.S. supply chain sector. These job cuts affected logistics, manufacturing, and transportation companies. Major employers like FreshRealm, GEODIS, Ryder, and DSV announced significant reductions. Reasons included restructuring, contract losses, and softening industrial demand. Layoffs spanned at least 20 states, impacting various facility types.

https://finance.yahoo.com/economy/articles/more-5-100-freight-related-110000455.html

The University of Oregon disregarded seniority during librarian layoffs. A neutral arbitrator ruled against the university's decision. The arbitrator found both junior and senior librarians were qualified. Contract terms required seniority to be a priority in such cases. This ruling followed layoffs impacting eight library positions in summer 2025.

Eugene, Oregon

https://dailyemerald.com/188380/news/after-fall-cuts-and-layoffs-uo-librarians-reappointed/

Oakland City University employees did not receive their May 8 paychecks. The Indiana institution previously warned 167 workers of June 1 layoffs. The university is seeking donations from two companies to cover payroll and remain open. It also considers selling a carbon capture patent and has listed two buildings for sale. The Higher Learning Commission is investigating the situation.

Oakland City, Indiana

https://www.insidehighered.com/news/institutions/religious-colleges/2026/05/18/warned-layoffs-oakland-city-u-workers-arent-paid

We know cyber got hit recently… anyone knows who’s next?

Per Rob’s most recent email, our teams will remain intact until January 1st. After that? Who knows!

When, where, and number of affected workers would go a long way to allying fears and improving mental health as well.

It would also dispel rumors of large layoffs and improve optics with the media.

Anyone from ireland here? Were u guys affected by the layoffs?

error codes on every link, using multiple browsers to load things, password change failure, support tickets unanswered, HR unresponsive, expenses rejected / declined. what the fu-k is going on here. the monday morning bog down is so brutal EVERY week

Not excited about Zayo. Its really a mismanaged company overall. At least Crown had somewhat of an idea. But Zayo has no clue. We have good people from Fibertech still on board. Zayo just needs to let us take charge. But who knows, knowing Zayo, they will lay us all off.

You'll have to offer another round of severance packages to get me to leave.

This isn’t working. RTO isn’t working.

The conversation internally is still focused only on badge swipes, presence reports, five-day mandates and 10% sweeping layoffs while the stock slides, morale stays low, and leadership takes new debt and pushes expensive long-term office bets nobody wants.

Markets don’t care about the unnecessary and expensive RTO facade. It just destroys value by forcing out top talent and plummeting productivity.

They don’t care about micromanaging badge data.
They don’t care about forced commutes that reduce available working hours.
They don’t care who sat in a chair 5 days this week while watching Netflix at their desk.

They care about execution. Growth. Costs. Talent retention. Confidence in leadership. All the things we aren’t focused on right now.

At some point the board has to ask hard questions and decide to make some real changes to turn things around.

Because the falling stock price, disengaged employees, and doubling down on unpopular policies isn’t a strategy. It’s self inflicted destruction.

Heard multiple people affected

Sorry to everyone who was affected by the recent cuts.
Quick question ,how long were u given to find another role within Fidelity?

I am perplexed at the people who are touting that there is going to be a layoff on May 28 and it’s going to be massive. You all really need to stop. There’s always layoffs in departments that are under performing or where there is duplicative work being done, but there has not been a notification to leadership that there is going to be mass layoffs on May 28 so please stop scaring everyone. In the meantime – all of the miserable people that just left to stir sh-t are going to get this 85 negative marks because you’re so focused on the drama and the negativity that you don’t know what else to do then to check this website daily. Do something better with your life.

I know several employees that have been given date of June 30.
They are doing zero work.
In short FIS Management has given them paid vacation.

The intent was to save money, instead management is doling out free money

You don't have to share personal details that would compromise your identity but after being placed on one myself, and deciding to quit soon after; I always felt it was unwarranted, unexpected, and retaliatory (but not enough to form a fuss over it and pursue any type of action after I left). After dedicating so much time (including lots of overtime and weekends; and going above and beyond with above average annual reviews), I always felt it was never about performance but something else but hard to prove. Hence why PIPs are always the tool for companies to use to get rid of someone.

Anyone else care to share if you feel comfy?

Even for iconic brands, the cracks eventually show.

Over the past year, Milady, a company that helped shape beauty education for nearly a century, has undergone a dramatic restructuring that many employees say signals the slow dismantling of the brand they once knew.

First, the Product organization was absorbed into the larger Cengage structure. Then Marketing followed. And immediately after the close of the fiscal year, the next blow landed: the Account Management team was eliminated.

Not restructured. Eliminated.

Employees were reportedly told they could “reapply” for newly created roles, a move that many viewed as deeply disrespectful after years of service and relationship-building. Instead of accepting the uncertainty, many chose to walk away entirely.

And honestly? Good for them.

What’s happening isn’t just corporate streamlining. It’s another example of a legacy company losing the very people, culture, and institutional knowledge that made it successful in the first place. The pursuit of operational efficiency and consolidation has slowly hollowed out once-thriving business units, replacing identity and loyalty with spreadsheets and restructuring plans.

No one is safe anymore!!

https://share.google/BgSnNob21yil8h0YY

EM announced a target of 30% India, 30% Spring, and 30% sites. Hidden in those numbers are at least 30% of the people at Spring will be from India and 30% of people at sites will be from India. So real target is 50% of all EM employees will be working for 1/8 normal salaries.

They want as many people on normal salaries to quit as possible, or exit via the NSI layoff scheme.

Announcing the % of normal salary employees that Need Significant Improvement prior to the start of assessment is actually just a layoff target without notifying the Texas Labor Board.

How did my HGO OD not get impacted. He does not live in the operation. He is out of touch. He states everyone that does not agree with him or do what he says should be fired. Maybe he is should be fired. It is his way or the highway. He does not play well with others. My RM says he needs to go. My SE gets little support from SEM and SSEM. JA, look at the HGO numbers. New leadership is needed in HGO.

I was laid off in 2024 after 18 years at Cisco. It was a weird time leaving because people just stopped talking to me. It was as if I was gone in a snap. People I thought I knew and worked with everyday, people I considered a friend went radio silent. I remember who they are.

I myself had survived many rounds and I’m 1000% sure I failed in reaching out to those hit to connect before they left. When I was let go, I knew what it felt like.

So all of you who survived this one and the next one, you have an opportunity. Reach out to those you worked with who’ve been hit. Write a message, make a call, or set up a webex do what’s best. You have no idea how much that means to the person impacted. They will remember you.

Next time it could be you. When you’re on the outside, you’ll need to network to find your next job. People will remember how you made them feel. They will answer your call.

We’re all doing our best. Remember those who go before you.

When you retire from AT&T now .............. do you get any benefits as a former employee .

Intuit has limited budget for severance package.