#employeerelations

Didn't lift a finger after. No phone calls, no emails, no messages went underground right after giving notice. Best thing I ever did. Nobody missed me and I didn't miss them. Catching about 2-3 hours of rays and vitamin D a day. Kicking back and relaxing. Save your money folks. I rolled that pension out of the system into an IRA. That along with my 401K I 3-4X it in the past few years. Too many people live beyond their means at ATT. Typical corporate suburban oatmeal brains.

Presbyterian Healthcare Services, one of New Mexico’s largest health care systems, is laying off 150 employees in health plan and administrative roles as it prepares to stop offering most of its Medicare Advantage plans in 2027. The Albuquerque-based nonprofit said direct patient care positions will not be affected and that it is still trying to fill about 870 clinical jobs across its hospitals and clinics. Presbyterian said leaving most of the Medicare Advantage market will allow it to focus more resources on patient care, staffing and access, while current members will keep their coverage through the existing plan year and the organization will continue offering its Dual Plus Special Needs Plan.

https://www.krqe.com/news/albuquerque-metro/presbyterian-healthcare-services-to-layoff-150-employees-company-says/

Bryan and Michelle Hofmann, the husband-and-wife morning anchor team at KRIS 6 in Corpus Christi, are leaving the station after their positions were eliminated in company-wide layoffs. The couple, who have worked at KRIS 6 since 2022 and became popular for their on-air chemistry and personal story, said their final broadcast will be August 18, 2026. They also dismissed rumors that they were being replaced by artificial intelligence, noting that the cuts affected other journalists and staff across the company. The Hofmanns thanked viewers for embracing them and said they have not yet announced what they plan to do next.

https://www.expressnews.com/news/article/married-texas-tv-anchors-leaving-kris-6-layoffs-22380157.php

I am an RN and I was let go due to great pressure by the management. I found a much better job where people treat you as a human.

I’ve heard from a couple of people that when they gave their 2 weeks’ notice, Centene immediately cut off access to company devices but the employee was paid for those 2 weeks and health insurance continued to the end of the month.

Are any people leaders able to verify if this is the standard when someone gives notice? Or is this more an exception than the rule?

I remember someone here posted how they were overwhelmed and got a few back ups to help with their tasks and it was great.

Im overwhelmed, voiced opinion to manager and now I’m in a position to get help from other employees (off shore) that I will train…and I’m wondering if training them on this would be me pretty much me training them to take over my job… sadly

Has anyone had stories like this? Did it work out for you?

HPE: “We will treat all those transitions with the highest level of care and compassion.”
Translation:
We lead with empathy and compassion…
just kidding.
We ghost you, then act like you’re the one who did something wrong.
Nothing says “highest level of care” like a sudden calendar invite titled “Quick Sync” followed by radio silence and a severance PDF.
Anyone else getting the classic HPE special?

I was informed of my fate yesterday.

Like the two previous OPs, I work in IT. I have been here a long time. I am being told I will have two years of employment.

I will not be working very hard. I will finish my new certification goals. I will get more out of India then India gets out of me. I will use this to my advantage. I will prevail.

I will defeat the Borg.

In huddle this week, our PL said our debt SHOULD be safe. Anybody else in UM for Medicare hear the same? She briefly brushed past it so it didn’t seem super confident. Not sure if I should be happy or maybe we’re just safe FOR NOW. 😭

I heard some of my colleagues have been getting OWD and heading to NC for training. What do they actually do there? And how hard is it to get OWD?

I am on a team of about 12 and we had 2 employees within a week fired. Makes me wonder if a new approach to RIF is setting unrealistic standards, allow team to fail and fire without offering severance to save on the bottom line. Trust absolutely eroded in this company.

Joined FIS not long after Covid, things were honestly great the first year or so. Got to own things, got to work on innovative stuff. But then came the reorgs and senior leadership changes. The rest was history, everything went to sh-t for the next 3-4 years. I knew I should’ve left by year 3, but a combination of personal reasons and getting too comfortable kept me procrastinating. With all the layoffs this year I knew I couldn’t put it off anymore. thought the market would be sh-t but it’s actually not as bad as everyone make it seem. Got a couple offers within a month. I’ve been working at the new gig for about a month now, and holy sh-t has it put things into perspective. I knew FIS was disorganized but honestly it looks like a bunch of middle schoolers running a corporation looking back. And they treated their employees like human garbage, barely even count as a number, that takes a toll on your mind and body. So guys unless you’re not far from retirement, start applying TODAY, get out of there for you and your family’s sake.

That feeling when a return offer was within your grasp... and then taken away...

The cost cutting and deferred maintenance are starting to show. Many items in campus are just left broken and not being repaired. Pathetic.
Should people be rewarded for saving money at the expense of not maintaining things? In the long run doesn’t this backfire?

Salesforce is undergoing layoffs in a story familiar to all here: top, tenured staff targeted, no logic to changes, H1b questions, etc. Maybe this isn't as different as it feels or all executives just stupid, selfish @ssholes?

Does anyone have a scooby what’s happening with the ring fence for Aberdeen folk? I’m in it and don’t want to be. What are the chances that I get saved to work something else or get to move to a different location?

Mostly asking folks who are no longer in VMW/AVGO anymore.

We all complain how bad the culture has become - i can vouch, its pi-s bad and getting worse but nobody wants to leave because we all only talk s**t but love $$ too much and lack backbone/guts to do anytime so would rather wait out to get the package and waiting for the 15th every 3 months for the cha-ching.

I for a change, have been contemplating giving the middle finger and leave but want to get a reality check from honest folks. Should I su-k it up and stay 'cuz its too terrible outside or its not as bad as its feared ? I am no dummy but not Einstein either but always been top performer since I am good at reading the room and learning on the fly.

Yep, another 12%. Media companies across the US continue to circle the drain.

https://deadline.com/2026/08/ew-scripps-layoffs-ai-local-tv-1237028507/

p.s. Feel free to add that short, toxic, fat, combative liability of a new CISO to the list. Someone who actually fits in the culture would make things better. His enemies list grows week by week.

Wondering how many took the rolls/ where and how many just said sc--w it

From Gemini:

Prompt: Rank the top 20 layoffs by number of employees laid off in the last 12 months by company

Feedback:
Over the last 12 months (August 2025 to August 2026), corporate workforce reductions have been heavily concentrated in tech, telecom, automotive, and financial services. The primary drivers remain corporate restructuring to fund massive AI infrastructure expansions, automation of legacy processes, supply-chain shifts, and cost realignment.

Top 20 Mass Layoffs by Headcount (Last 12 Months)

Rank Company Headcount Cut Primary Industry Primary Stated Driver / Context
1 Oracle ~30,000 Tech / Software Enterprise-wide cuts (approx. 18% of workforce) to redirect capital toward AI data center expansion.
2 UPS ~30,000 Logistics & Shipping Operations downsizing driven by reduced Amazon volume and network automation.
3 Citigroup ~20,000 Financial Services Multi-year corporate overhaul streamlining management layers and back-office functions.
4 Volkswagen ~19,000 Automotive Early retirement, voluntary departures, and cost reduction during EV transition in Europe.
5 Amazon ~16,000+ Tech / E-Commerce Management layer reduction, fulfillment automation, and shifts in AWS/retail teams.
6 Nestlé ~16,000 Consumer Goods Global multi-year operational efficiency and supply-chain automation program.
7 Cognizant 12,000–15,000 IT Services "Project Leap" initiative shifting delivery models toward AI-assisted IT operations.
8 Verizon ~13,000 Telecommunications Workforce optimization, debt mitigation, and expanded automated customer operations.
9 Dell ~11,000 Tech / Hardware Restructuring legacy PC/hardware divisions to pivot resources into AI server infrastructure.
10 Microsoft ~8,800 Tech / Software Targeted cuts and voluntary buyout programs (Rule of 70) across cloud and gaming divisions.
11 Meta ~8,000 Tech / Social Media Trimming Reality Labs and corporate operations to fund AI super-talent and compute clusters.
12 Procter & Gamble ~7,000 Consumer Goods Supply chain adjustments and organizational restructuring to counter tariff cost pressures.
13 HP 4,000–6,000 Tech / Hardware Multi-year workforce transformation targeting AI-driven operational efficiency.
14 Takeda Pharmaceutical ~4,500 Pharmaceuticals Centralizing corporate functions and reducing R&D pipeline redundancies.
15 Block ~4,000 Fintech Restructuring to cap headcount and pivot toward an "AI-native" operational model.
16 Cisco ~4,000 Tech / Networking Reallocating enterprise capital into AI networking, security, and optical hardware.
17 Intuit ~3,000 Tech / Software Replacing underperforming roles with investments in AI product development.
18 Morgan Stanley ~2,500 Financial Services Wealth management and investment banking cost-realignment.
19 Nike ~1,600+ Retail / Apparel Corporate overhead reduction and technology group restructuring.
20 Autodesk ~1,350 Software Sales organization restructuring amid shifts to automated self-service and cloud platforms.
Structural Trends
Capital Re-allocation to AI: Over half of the technology and IT service companies on this list explicitly framed workforce reductions not as simple distress cuts, but as cash re-allocation to acquire high-demand AI compute clusters and specialized AI talent.
Shift to Attrition & Voluntary Buyouts: Enterprise giants like Volkswagen and Microsoft favored structured voluntary buyout packages, early retirement programs, and hiring freezes over abrupt mass-termination events.

Im curious why leadership/ HR has not figured out that protecting the people that charge indirect labor (middle management) and treating your workforce like cr-p to the point they resign doesn't make you more money.. your DL money makers are quitting but your heads are so far up your own as*es you cant see this circlej--kis driving the company into the ground.

Do you think u there’s any chance of a mid year raise this year? I got one around this time last year and was shocked.. maybe because I was way below the old TSR minimum.

I doubt it.. but man we have been doing so much and endured so much BS this year. If we got it, it would help so much with gas, parking, other RTO BS. I’m just desperate.. feeling like a prisoner for Debbie and Bill. Begging them to spare me and give me their scraps.

Look like a lot of people in Fideliscare (those who didn’t take VSP) some did not read the part of potential layoff in August and some are nervous.
Another thing some think everything is business as usual yet at the same time management is in meetings. A lot of marketing reps took VSP some leaving SEPT/DEC/MAR

Seems like many of my go to resources adjacent to my account team has been retiring this week. What's going on?

If you’re comfortable sharing, I’d appreciate hearing about:

• How many years had you been with the company?
• What location were you in?
• Was it a complete surprise, or were there warning signs?
• Were you placed on a PIP beforehand, or was it unexpected?
• Were you notified by email, or in a 1:1 meeting?

I think hearing different experiences could help others better understand what to expect.

BNY has perfected a new corporate art form: mid level managers who treat LinkedIn like an audition stage and themselves like a microphone.

Every leadership post, every transformation slogan, every intern’s “growth moment” gets amplified instantly — not because it means anything, but because it might be noticed by someone above them.

It’s all about personal branding and no backbone.

On this forum, employees describe a culture where honesty is a liability and silence is survival. Yet on LinkedIn, these same managers gush about leadership, culture, and “the journey,” as if repeating the script might magically make it true.

PLEASE STOP! These are not emerging leaders. They offer no insight, no action, no original thought — just a chorus of upward aimed applause designed to look like emerging leadership.

Come on. You know exactly who I’m talking about – the typical brown nosers and chapped lips sympathizers always rushing to amplify every leadership quote, transformation slogan, or intern level “growth moment.” Call it “personal branding by echo chamber.”

The reality is that the louder the amplifiers cheer online, the quieter they are when it matters — especially in rooms where truth would actually help people. It’s not leadership. It’s survival theater.

Everywhere you look there’s a constant stream of BNY human amplifiers performing relentless positivity, endorsing perspectives they never practice and celebrating changes they privately fear.

I wonder why this has become the fabric of our current culture. Perhaps because at BNY, the safest leadership move isn’t speaking up. It’s saying nothing original and applauding everything.

Echoing power is the only growth strategy that actually works. And as far as the backbone part — Authenticity isn’t rewarded. Agreement is.

Since RTO has now been in effect for over six months, it feels like that has been long enough for a second round of hand slaps for people who are not adhering like what happened earlier in spring. Have any managers had employees flagged for not coming in enough? Just curious what the current tolerance level is.

(And, just to put it out there, if anyone is ready to pipe up that I, or others, don’t want to work, like the majority of forks opposed to RTO, I am much more productive at home and we’ll never see the value of commuting to sit on zoom calls all day with 95% of my colleagues who are still remote. So please just save your feeble little fingers the effort of typing out a response and scroll on by. K, thx!)

"Anthropic is hiring an “Insider Risk Investigator” to investigate employees, conduct sensitive interviews, analyze internal logs, and look for insider threats." the CEO is worried the younger generation works for money instead of the company’s ‘mission.’ He’s right I always use ExxonMobil’s corporate buzzwords and statements to pay bills. The mission is for employees; the paycheck is for executives.

This isn’t a layoff post, but it’s a precursor. Word is finally leaking out that Senior Managers are getting individual reports on employees… how active they are, and they’re also able to select platforms by seal ID how much time every employee is spending in each program. What they promised wouldn’t happen is here. Word is leaking out all over corporate sectors and mid managers are warning ppl.

Departure posts on LinkedIn are again on rise? Is it because of PIPs, people retiring or leaving in droves? Whats going on? All the departees seem to be saying how good of an experience they have had but yet leaving?

Are your regions threatening write-ups if you don’t make your flu goals? I am hearing rumblings in mine …. Whatever I can go be a Pharmacist elsewhere - Good Luck Su-kamore.

Now that the VSP program has finalized we know the company will be moving forward with involuntary layoffs. Does Centene still have to submit a WARN notice? I did some research and the VSP does not fall under a WARN notice so if Centene decides to lay off more people they have to submit one. My question is, is the WARN notice only for a significant cut in workforce or even if they have a small number of layoffs to do.
I didn’t take the VSP and I’m ok with that but I’m honestly annoyed with not knowing if I’m going to have a job in 60 days or not. The games are getting old.

Level 50, my stock grants are down from 65k last year to 55k this year. How much have you got? Please also mention your level.

Following significant layoffs at ZeniMax, the director of Elder Scrolls Online has issued a statement to address player concerns. He emphasized that the game is "here to stay" and that the development team remains dedicated to its future growth. While assuring the game's longevity, the director acknowledged that content releases will now prioritize quality over strict deadlines. Some planned 2026 content, including a new trial and combat refresh, has been rescheduled for 2027. The studio is also fostering closer collaboration with Bethesda Game Studios to enhance development efforts.

Baltimore, Maryland

https://www.videogameschronicle.com/news/eso-is-here-to-stay-elder-scrolls-online-studio-is-working-closer-with-bethesda-to-build-the-future-following-layoffs/

Two hundred and five former El Paso Independent School District employees are grappling with their futures following recent job reductions. Many of these individuals are educators and support staff who are now seeking new opportunities. The district has provided data indicating some former employees have returned to EPISD in different roles. This transition period presents significant challenges for those affected by the layoffs. The start of the new school year brings uncertainty for these individuals.

El Paso, Texas

https://www.elpasotimes.com/story/news/education/episd/2026/07/30/episd-layoffs-take-emotional-toll-on-staff-students/90932010007/

Any word on what the severance package will look like for the upcoming RIF in MS? A month to go and we havent seen anything.

That seems to be the modus operandi with Dell now. Show up Friday morning only to be told that today is your last with the company after decades employed with the company.

Why can't they let long term employees know they'll be laid off ? Especially employees at or near retirement age. So I treat every Friday as if it's my last. But it sure is tempting to simply leave now.

The only reason for my staying is for the cheaper cost of health insurance, which I'm still carrying our older kids on, and a better retirement lifestyle. But yeah, I treat every Friday expecting it to be my last.

More mass layoffs NOT coming within the next year, this wasn’t the start of monthly rounds thankfully, though I wouldn’t be surprised if a couple roles across departments are eliminated, but that’s common occurrence nowadays. This was confirmed directly from leadership in my orgs townhall.

Is there a video or something to confirm this?

What on earth is going on with this new thought that everyone has to now partner with everyone else, partner with colleagues, their own team members, partner across teams, own areas and partner with similar areas across multiple teams and think about partnering with a view across teams we don’t usually work directly with across Cisco . It was hard enough having a few focus areas but this sounds like a a complete nightmare to manage and I fear it’s going to be hard on already strapped employees after all the recent. LRs!