#employeerelations

Confirmed via a former colleague and former boss, bankruptcy filling is making its rounds, to be officially announced on 9/14/2026.

VP for our org is based in India and has used these layoffs as pretext to totally decimate US employees.

He treats few remaining US employees as contractors and not part of his team.

IDC employees as "us" and US employees as "them" .

The product was incepted by the US employees when the VP never existed and slowly over time most of the US employees have been laid with systemic knowledge transfer.

Now the product has become a Sh-t show.

Cutting more than 90 employees across newspapers nationwide in one of its largest layoff rounds in years.

Forms went out to a lot of areas at different levels asking about ability and willingness to travel internationally. This being a part of their roles expanding. Asking about if they have passports and ability to obtain and how soon they can get passports. Heard that even lower level production roles were advised of the additional international travel as part of their roles. Our area of claims were provided the details and forms for this regarding our specific roles. Personally with my kids this is not an option for me.

RIF started sporadically beginning of September and ongoing...Some received notification early Friday before noon. And some genuine 'volunteered' to be on the 'list'. After I finished work at the end of the day, I felt surreal, sad and somber after leaving the building for ALL the people who were let go, I remember what someone said "all the good things must come to an END"

What ka the best thing that ever happened to an ex employee

Is minimed still part of Medtronic? I see minimed staff still on ms teams. Anyone know when they are completely independent?

Is minimed facing redundancies as well? I'm wondering if its a good idea to make a shift to minimed or stay in Medtronic?

Any minimeders - can to share your insights? Are things looking good on your side ? Which departments are doing well?

They (executives) truly believe you can run an oil refinery from the other side of the world using third rate talent.

Apparently the billions in profit were just not quite enough.

We no longer promote employees because they are hard working or knowledgeable in their fields. We only want compliant employees who will parrot whatever the latest acronym of the day.

Rockefeller would have been proud.

Well said, @az+1m29w550n

The Governor's Office of Information Technology has rehired 15 of the 173 employees laid off in May. This comes after a significant reorganization aimed at improving customer satisfaction and addressing cybersecurity concerns. While some former employees struggle to find new work, the agency reports progress in efficiency and cost savings. New hires for 98 positions are being processed, with most offers extended. The agency emphasizes ongoing efforts to support remaining staff through the transition.

Denver, Colorado

https://coloradosun.com/2026/09/10/colorado-information-technology-oit-jobs-layoffs-reorganization/

Despite assurances of renewed investment and a commitment to avoiding layoffs, Lee Enterprises has recently implemented staff reductions. These cuts have impacted editors and copy editors across various publications owned by the company. While the company spokesperson stated that no reporters were affected, some laid-off individuals performed reporting duties. The affected employees expressed disappointment, feeling that the actions contradict the chairman's public statements about saving local news. These layoffs raise concerns about the future direction of the company's local news operations.

St. Louis, Missouri

https://www.poynter.org/business-work/2026/lee-enterprises-layoffs-david-hoffmann/

IDEX Health & Science has announced a delay in the closure of its Bristol manufacturing facility. The company will now keep the plant operational until the end of the year. This extension is intended to fulfill customer demands and ensure an effective shutdown process. A small group of employees will have their permanent layoffs postponed until December 31st. The overall number of affected jobs remains unchanged from the original announcement.

Bristol, Connecticut

https://hartfordbusiness.com/article/bristol-life-sciences-manufacturer-delays-plant-closure-final-layoffs-until-year-end/

Harvard College Dean David J. Deming described the recent summer layoffs as a "horrible" and difficult process. He stated that the Faculty of Arts and Sciences implemented these cuts to address a significant structural deficit. Despite the challenges, Deming expressed pride in the College staff for largely maintaining student-facing programming. He acknowledged that some programs were impacted, but emphasized that most remained intact. Deming believes the restructuring, which reversed some prior administrative decisions, was a responsible approach.

Cambridge, MA

https://www.thecrimson.com/article/2026/9/11/deming-layoffs-comments/

Arkansas Department of Health officials announced a reduction in force impacting 71 positions. This includes 38 currently filled roles and 33 vacant positions that will not be refilled. The agency stated the cuts are to better align resources with budget priorities and long-term goals. Employees affected by the layoffs will be eligible for special employment consideration within state government. Officials assured that these changes will not disrupt agency or Arkansas Health Unit services.

Little Rock, Arkansas

https://www.kark.com/news/state-news/arkansas-department-of-health-plans-dozens-of-layoffs-in-november/

Recall the crew that faked productivity, spun up fake emergencies only they could fix, and blocked AI progress with overblown credentials?

Well, I don't since they are all mostly gone. Good deal!

We new employees have been meeting and chatting on other sites and with each other. Now that most of us have started working here, we agree with the current employees. The leaders here are terrible and the company is highly dysfunctional and there is no way we are busting our a-s for this broken place. The executives don't have a clue and show us things and decisions that we learned in business 101 that you never do. Many of us are already looking for other jobs and wondering how all of you decided to stay here as long as you did. It is a testament to your efforts because there is no fu--ing way we would. So let me speak for most of us new guys in saying we apologize and you were all right. CDW su-ks and is not an honest nor caring company to anyone.

I was recently re-allocated to a new (for me) department. I've been with the bank for 20 years and have been shuffled around before but it was usually due to old team being absorbed for another project. This time feels different. My boss and his boss pulled up to inform me that I was being moved to another department as they have an urgent need in GFC for investigations/research. I’m curious if anyone knows how/why it’s determined who gets moved off the team/department they’ve been in for 10+ years to a new department. My old team is still active and together, but I’m the one moved. For reference, Meets/Meets, B5, salaried.

Really interesting LinkedIn post from dr parsons. Sad to see him go.

I was coldly let go a few months ago. I took some time to deal with the consequences of what they did to me, but now, I'm ready to go back to work. Could mentionning TD on my resume be a deal-breaker preventing potential employers to hire me? I've stayed for 5 damn years in this sh*tty company 🤡, so it isn't something I just can hide 😞! 5 years with my mental health declining, not enough sleep, nightmares, etc. So for those of you, who like me, aren't there anymore, how did you do it? How did you convince an employer to hire you after TD? Sending hugs and take care ❤️

FYI- I received an email around 5pm with the following info:

Due to an error in Workday, your severance documents were not pushed to you as intended. Therefore, we have moved to process your severance benefits manually. Please note that you will not be able to sign your agreement in Workday due to this error. We will need you to either print, sign and scan the document to be emailed back to us, or use any electronic signature application to sign it instead.

Heard from a reliable source that a massive (600+ people) are getting let go at the beginning of October. Was told it impacts every level….Just wanted to give others a heads up in case your manager is acting funny 🫠

S-B trying to wrap himself in the work and sacrifice of others. FU Dan. VZ had over 220K employees at one time, and now under 90K, most of them kicked to the curb before Dan put his sh1t covered boot prints on the company. Hey Dan, what about those employees and their families? Guessing a number of those families went on to lose their homes and drain their 401k accounts, not to mention any health issues that could not be properly addressed because they lost their health insurance. Don't give me the BS about cutting people for the good of the company. There is and has been PLENTY of money coming into the company. That money does NOT need to keep going up to the wealthiest people in the world. Those fired employees helped build this company into the one that HAD the best network. Well, it was, at least, until you and your ilk decided the network was over engineered and decided to let the upkeep go to he-l (readers - see the fierce wireless article for Dan's characterizations). All the mid level managers and higher going along with it and participating in the RIFs are just as bad. P1ss poor human beings. Go work for a defense contractor where you can do even more damage....

Beyond 9/11, there are and have been many employees who sacrifice their time when there are natural and other disasters to get and keep the network up and available. Now, because of the cutbacks (i.e. greed of the sociopaths), even though those efforts are still needed, people are and will be stretched beyond thin when those efforts are needed.

Fierce Wireless article link:
https://www.fierce-network.com/broadband/verizon-ceo-dan-schulman-describes-himself-pretty-intense-guy

"Schulman said he wanted to emphasize four things over the past year. "The first is I wanted the company to stop being overly engineering focused and really be obsessed with our customer.” He said he would measure the success of that based on whether churn was going down and whether post-paid phone net ads were going up."

The bigger issue isn’t just layoffs — it’s what the organization is choosing to fix versus what it continues to allow.

In some areas like TS & EP, teams already seem very lean, yet people are still being let go. At the same time, other areas such as EA/Innovation in TS & EP continue to grow despite what appear to be significant overlaps in roles and responsibilities.

GCC is another example. There seems to be ongoing conflict between leaders, with teams getting caught in the middle and even being encouraged to Speak Up against other leaders. Common Services also appears to overlap significantly with existing Service Owner responsibilities. In some cases, the teams actually doing the operational work and participating in incidents are barely visible, while common services come in afterward and present the outcome as though they drove the resolution.

The result is an increasingly political and toxic environment. People are protecting territory, competing for visibility and credit, and questioning who they can trust. Friends don’t feel like friends anymore, and leaders seem more focused on positioning against one another than working together.

If layoffs and restructuring are supposed to make the organization more efficient, why aren’t we first looking objectively at duplicated organizations, overlapping responsibilities and layers of leadership?

Whether leadership intends it or not, the current structure and behaviors are enabling this culture. And it is becoming exhausting for the people who are simply trying to do their jobs.

The Ontario Science Centre has laid off 31 employees, according to the union representing them. These job reductions have reportedly eliminated the centre's standalone science unit. The provincial government stated these changes are part of a plan to deliver science learning experiences at new locations. They also indicated that new roles would be created, with some available to affected individuals. The union expressed strong disapproval, questioning the purpose of a science centre without a science unit.

Toronto

https://www.cbc.ca/news/canada/toronto/ontario-science-centre-layoffs-9.7339625

Not a single caring word from management. Feeling nothing for laying off employees with babies. May their children be laid off when they have babies. May no one extend kindness to them when they are in trouble. Fair enough!

I am ex-O, laid off last year. Still have many friends at Oracle at high positions and 2 of them confirmed no layoffs this time. So relax all. Enjoy your weekend and don't listen to trolls who get kicks out of fear mongering.

Remember not to participate. Immediately send the email to the recycle bin where it belongs. They clearly have showed that they don't care, so, why even participate? If the responses are low maybe they will do something. The responses have been negative and they clearly don't care.

Does he still work at PayPal? What are his hours? Will he grace us again with his words of wisdom? Interviewed like he’s on a talk show?

Seriously this guy is the worst leader. He’s leaving the management up to everyone else, and everyone has the same questions. You would think that after a layoff he would get up in front of the company and talk about the next steps. Get everyone excited again.

WHERE ARE YOU ENRIQUE?!? You asked for this de-layering but nothing has changed for you.

Xerox used to be a desirable place to work, decent pay, and great benefits. However, after decades of stale salaries they are basically paying minimum wage. If you take a look at the benefits, health insurance used to be worth something, but not it's just too expensive to use if you can even afford the premiums at all. They took our guaranteed vacation days away so now they are only as good as your manager that approves them. And now I hear that the tuition reimbursement program is suspended. Is there really any reason to stay?

Looking back. Looking forward

"May this serve as a reminder of our identity as one V Team and our steadfast, enduring commitment to the communities we serve"

"When lower Manhattan was silenced by the attacks on 9/11, 14,000 V Teamers ran to the rubble..."

"Take pride in our history. The legacy of that day lives on as an enduring reminder of our unwavering commitment - we run to a crisis"

I always feel funny when anyone mentions 9/11 in the context of "We are great because of how we responded".

NEWSFLASH

Everyone that could respond, responded.

People that couldn't respond still did what they could from wherever they were across the globe.

In that moment we were not special.
In that moment we were not unique.
In that moment we were not individuals.
In that moment we were not Verizon, T-Moblie, WalMart or any other company name.

In that moment we were Human Teamers taking care of each other as best we could.

I am pretty sure those 14,000 would have run to the rubble regardless of who signed their paycheck.

Maybe it just hits different for me because I, like so many others, can almost remember that entire day by the minute and I don't recall every thinking about who I worked for.

Just wondering if anyone noticed any patterns in this round of layoffs? for example, whether certain groups seemed disproportionately affected, such as women, LGBTQ+ employees, employees over 40/50, racial or ethnic minorities, people of certain national origins or religions, pregnant employees, employees with disabilities or undergoing medical treatment, or anyone who had previously raised concerns, reported issues, discussed working conditions with coworkers, or engaged in other protected activity?

For mass layoffs in departments, for this round do they have the manager come talk to you one by one or will everyone get an email and meeting invite since it will be so many meetings?

Supervisor here. There was an unspoken agreement between employees and supervisors that when people were NRE we would put them in NSI to protect the team as a whole. Most employees were ok with this. Now that NRE is gone if we put the NRE engineers in NSI they will lose their retiree benefits so we are forced to put younger people in NSI. Supervisors trying to figure out what to do as they keep taking away the few levers we had to make their sh---y assessment system work. Do the math. If two NSIs in 5 years means automatic firing there is no way to protect everyone. If you have a group of five people and everyone takes a turn being NSI, after year five you have to start firing people. This is what they want.

Is anyone else noticing that Cigna’s hiring process has become extremely tedious and lacking communication? I worked here for years and left the org to gain greater experience because as I tried to advance I was running into roadblocks with my background not being enough. I have been trying to get back in for years. I make it to the hr interviews and told I’m progressing forward. Then an interview never comes and recruiters and communication is awful on just simply telling me no. Is anyone else experiencing this?

• Trinity Health - laying off 557 IT workers; second layoff wave of the year.
• MultiCare Health System - 100+ layoffs plus hospital/clinic closures in Washington.
• Lee Enterprises - staff cuts across its newspapers.
• Merck - another round of layoffs at its Rahway, New Jersey campus; 88 layoffs had also been announced there in June.
• McClatchy - major layoffs at newspapers nationwide, including the Lexington Herald-Leader.
• IG Group - reportedly preparing hundreds of layoffs as part of a consumer-business restructuring.
• Rugged Liner - 90 employees being laid off in connection with the closure of its Owosso operation.
• The Trade Desk - laying off more than 500 employees.
• Conifer / Tenet subsidiary - cutting 1,000+ jobs tied to the departure of a major customer.
• Texas Family Initiative LLC - planning a permanent mass layoff affecting 307 employees.
• Channel 4 - roughly 300 jobs reportedly at risk in what was expected to be its biggest round of layoffs.
• News 4 San Antonio and KABB Fox 29 - layoffs reported at the sister TV stations.
• Colorado Office of Information Technology - 173 state workers had been laid off; 15 were later rehired.
• Columbia - two of four career-advisor positions were eliminated in a recent round of staff layoffs.
• Full Sail University - named in a roundup about college layoffs; individual layoff count not provided.
• Illinois Institute of Technology (IIT) - named in a roundup about college layoffs; individual layoff count not provided.
• Johns Hopkins - named in a roundup about college layoffs; individual layoff count not provided.
• Blueprint Medicines - said to have had the largest employee impact in an August biopharma layoff roundup.
• Oracle - described as having laid off more than 20,000 people.
• ESPN - mentioned in connection with a recent round of layoffs.
• Meta - mentioned in a story about a former employee who had been laid off.
• Blizzard / Microsoft - mentioned in stories discussing previous layoffs and new union protections against layoffs.
• Volkswagen / JLR - mentioned in connection with layoffs affecting thousands of jobs.
• Cognizant - mentioned in an article that references layoffs and reduced office space.

I'm happy to have gotten the VTP payout of 104 weeks pay.

An actor with the initials MW famous quote:
"My theory on Feds/replace with employees/ is that they're like mushrooms-Feed'm sh_t and keep'm in the dark!"
Sounds like LT's new company plan.

Is it true that new hires with less than 1 year tenure are given the "developing contributor" primarily due to them being new to role and not really because of performance reasons? Also, what are the implications of this rating?. I believe getting rated the same next year will spell doom and gloom.

What’s the maximum number of years a manager can stay in their role? I remember my first manager telling me it’s usually around three years, since company doesn't want the same person ranking the same batch of employees over and over for too long.

Anyone else on Italy?

I’m sorry, but this message is a pretty tone-deaf way to communicate with employees, especially right now.

“Pre-order week is for our customers first.” Got it, Jon. Apparently employees, many of whom are also customers and shareholders, can wait our turn.

After another round of layoffs and with employees being asked to do more with less, telling the people who actually work here that we’re simply not the priority is… certainly a choice.

We can talk all day about putting customers first, but employees aren’t some separate category from the business. We ARE customers. We ARE shareholders. And we’re the people responsible for delivering the experience you’re telling customers to buy.

The continued framing of employees as a number or a resource rather than people who have invested years of their lives into this company is exactly why messaging like this lands so poorly.

There was a much better way to say “customers get first access” without essentially reminding employees where ELT believes we rank.

Tone matters. Especially right now.