#involuntarydeparture

I feel like the company is just committing psychological warfare at this point. I called HR this morning, and they said the HR department is not informed at all about involuntary layoffs. This whole process from upper "management" goes beyond unprofessional. Sarah London stated that there would be layoffs in the first week of August. I am now hearing that the date is changing or that most people, including PLs don't even know what is going on. I get having to wait for VSP results, but if the fu--ing ceo says layoffs are a certain date, I would hope they would honor that statement. I'm just so stressed and over all of this bullsh-t.

With all the VSP's approved and separation dates staggered from early September 2026 to end of 2027, we will still possibly have involuntary layoffs occur in mid August 2026 to help the company save some money. Even though we can't be transparent enough to tell you for sure, please keep work hard and diligently to ensure our providers and members are extremely satisfied.

With nearly everybody approved for VSP, is there still a need for additional layoffs?

RUMORS HAVE ALL SORTS OF DATES IN AUGUST. ANY PLs HERE THAT CAN SHARE THE ACTUALLY DATE. RUMORS ANYWHERE FROM 7/31 TO 8/13. WHICH ONE IS IT?

Im seeing lots of people from more higher up roles ( review nurse, IT, corporate analyst etc) say they got vsp offers and dates and tons of information from their dept heads it seems like about whats going on with whos leaving and who’s affected…….but has anyone heard anything regarding the call center? Are they making involuntary cuts regardless of vsp? Some people have been here 5 years and some under a year! I dont wanna start looking for another job because its so hard to find one, but if my department isnt being affected i shouldn’t be too worried then right?

With the staggering dates, will there be involuntary layoffs mid August? If so, these employees would have been identified for the restructuring. Is there an explanation anywhere of why those that didn’t opt for VSP haven’t been notified and will their dates be extended until possibly Nov 2027?

Does anyone have any knowledge of when the involuntary separation program will begin? Anyone here in the know ?

We're down 30 percent headcount and still expected to deliver the same output. With the VSP and probable subsequent involuntary layoffs, who knows how bad it'll get for those of us left behind. Can someone please tell leadership that people aren't infinite resources?

I had the impression that Chris was offered the position of next CEO, understanding that to decline meant he walked himself out the door. I guess it counted as an "involuntary termination without cause," which is worth $11M in severance.

Barry’s $11.2 million severance package for the involuntary termination of his employment without cause from Solventum is subject to his continued compliance with restrictive covenants, the company said.

https://www.medicaldesignandoutsourcing.com/solventum-ceo-pay-executive-compensation-severance-median-employee/

So, for those of us who might get laid off and we DIDNT take the VSP - do we get no pay? or just get paid the 2 weeks like I keep hearing about? Thats rather cr_ppy! Does anyone here know for sure?

So once the VSP requests are all processed by/before the 27th, how long do you all suspect it'll be before the involuntary layoffs begin?

Portland State University is reconsidering some layoff notices issued to 52 faculty members. These notices were initially sent to address a $35 million structural budget deficit. The university is currently in negotiations with its faculty union to find alternative solutions. PSU aims to minimize involuntary job losses while still managing its financial challenges. The final plan for retrenchment has been delayed to explore these possibilities further.

Portland, Oregon

https://www.registerguard.com/story/news/education/2026/07/09/portland-state-university-faculty-layoffs/90838346007/

for example, the head of Microsoft Security

There is a perfect storm brewing. Leaders have been in rooms in Mission simplify with what I heard are over 1500+ initiatives for next year. We are cutting our workforce significantly either voluntarily or involuntarily. There will be so much more visibility and scrutiny on those initiatives than every before and they will forget Sep 2nd we just lost a good portion of our team. Those of us left are going to have to make those happen while likely losing SME's during VSP and ISP losses.

With 24 hours left to decide this is front of mind.

I am trying to do my best to finish the month of June strong productivity wise. Will leadership look at our first half of the year performance in determining who they keep in the involuntary layoffs? Any insight would be helpful. Thank you.

We all know an involuntary round is coming, and it'll most likely have a lesser package attached to it. So those of us who want to stay can say no to a VSP just to end up laid off a few months later and with less to show for it. Kind of makes it really hard to say no, doesn't it?

One of the best leaders this entire company has left and they just announced her leaving with little to no detail. Remains to be seen but she had the highest character I had seen in a leader so I am sure she stood up to the wrong person in the company

Do we have any idea how many need to accept the VSP to ensure there is no need for a follow up involuntary round?

If you got the offer, consider yourself lucky. I missed it by just a few years. It's a great offer I'd have jumped at. Oh, well. It is what it is, I guess. I wonder if we'll have involuntary layoffs if not enough people accept and what kind of package will be offered in that case.

Involuntary ones.

The New School introduced a new buyout offer on May 15. This offer targets faculty members facing impending layoffs. It allows laid-off faculty to resign immediately for benefits. Benefits include salary, healthcare, and tuition waivers. The AAUP-TNS criticized the offer as an intimidation tactic.

https://www.newschoolfreepress.com/2026/05/22/the-new-school-restructuring-layoffs-involuntary-seperation-buyout/

I wouldn't have minded taking a severance package. Could have saved one of my teammates who I know couldn't afford to lose his job, and he did. I'll never understand why a voluntary round isn't always offered before an involuntary one. Wouldn't that be a win/win?

Sounds like she was pushed out.

Too many reports of people 55+ being let go in disproportionate numbers.

Timberland Regional Library reversed most planned staff layoffs. The union announced this significant change on April 15. Thirty-six involuntary layoff notices were rescinded. Eight probationary employees will still be laid off. The library system faces budget issues and seeks a levy lid lift.

Tumwater, Washington

https://chinookobserver.com/2026/04/20/library-union-says-most-trl-layoffs-have-been-reversed/

BLS released new data on North Dakota's labor market for December 2025. The state saw 2,000 fewer open positions compared to November. The job openings rate consequently dropped to 4.5 percent. Involuntary separations rose by 1,000 during December. Overall separations increased by 3,000 from the prior month.

https://www.bls.gov/regions/midwest/news-release/jobopeningslaborturnover_northdakota.htm

Not waiting for July 1 like the exec chairman stated in today's email. Bounced today. House of Cards starting to fall. Wait until the FY27 plans are shared more broadly. Going to be a lot of unhappy campers.

Humber Polytechnic has begun involuntary layoffs. A voluntary exit program was offered first. It did not meet the required budget reduction. The college faces significant financial pressures. Financial strain impacts post-secondary institutions across Ontario.

https://globalnews.ca/news/11745695/humber-college-layoffs/

Timberland Regional Library will cut 61 positions. This represents 25% of its total staff. The decision addresses a $3.8 million budget shortfall. Involuntary layoffs are set to take effect in May 2026. Three additional libraries will transition to a self-service model.

Tumwater, Washington

https://www.theolympian.com/news/local/article315076371.html

This is our third post discussing Walmart layoffs. We are gratified that our first two posts have proven to be correct and consistent with our Business Intelligence and data gathering processes.

We still think the chances of involuntary separations in the period starting 3/9 through 4/8 is elevated from less than 10% up to 30%. Two factors drive this prediction, but the factor that impacts associates right away is the performance evaluation process. Associates are nervous and they know even if their work has been acceptable, Walmart can and will give out surprise poor performance evaluations as a way to move undesirable associates toward the door. Some will simply quit and that’s a cheap solution for Walmart. Management knows they can use the eval process to move associates out without a WARN notice, so eval time is a good period to start to thin the heard.

After 4/8, all the planning meetings, budget reviews, goals & objectives, reorg and prioritization events will be wrapping up and it will be time to execute on those decisions. Projects to put AI in place to benefit profitability and reduce personnel costs will start and staffing decisions will be firmed up, and unfortunately, started. May has typically been a favorite time for Walmart to do layoff activity and there’s no reason to believe this year will be any different, especially with a new CEO wanting to show a major uptick by the end of Q2.

Regarding the tech mess, Walmart continues to pay the price for bad decisions in the past, such as questionable H1B activity, reliance on contractors, bringing in tech managers and executives who have not delivered, and a host of associate morale and trust issues.

We suggest everyone review Doug’s comments on the future of AI. There’s several nuggets of truth in there and Walmart sees AI as a way to impact operational costs in a positive direction and improve productivity.

We know some form of the following question has been asked to all executives: “How fast can you implement AI solutions and how much headcount will you free up?”

Don’t agree with us? Tell us why.

Involuntary surplus of the Houston test center today. I believe 68 of us left. Everything moving to Dallas.

Basically, someone stated that the Nov 20 layoff was some kind of exception to the prorated RSU treatment that involuntary separations receive.

That those caught in this particular wave would have all future years (the two tranches for 2027 and the one for 2028) vest upon separation.

Any truth in this?

To the HR and/or legal representatives assigned to monitor this thread...maybe float the idea of an early retirement package option. For example, offer 5 years of age and tenure in exchange for early retirement. I wager you'd get a few takers and thus reduce the burden of another involuntary force reduction.

Thoughts to those who worked their last day today, but please spare us the sappy posts. Verizon used and abused you, then hung you out to dry. You owe no word of kindness as you exit involuntarily. Shake the dust off and move on. Sorry to those who are stuck behind in this unhealthy mess.

Talk going around today between Dallas and Atlanta is that it's cheaper to pay off Leg T union employees to get rid of them rather than keep them on the payroll considering high costs, high absenteeism, low productivity and trainability as well as non-collaberative attitudes. It's being agreed on by top leadership that it's much cheaper and far more easy to pay the termination pay per contract, and now that the watermark is no longer an obstacle, the first step will be to declare surplus which means VTP will be offered without a cap. This is expected to reduce the Leg T workforce by at least half. The remaining will be Involuntarily laid off by year end as all Leg T work is automated, outsourced and off-shored.

The Idaho National Laboratory (INL) and its contractor confirmed recent employee layoffs. Battelle Energy Alliance initiated an Involuntary Separation Program. This program aims to reduce current workforce staffing levels. Fewer than 1% of INL employees were impacted, totaling under 50 positions. The company stated this aligns the workforce with national and Department of Energy priorities.

https://www.eastidahonews.com/2026/02/idaho-national-laboratory-confirms-layoffs-have-occurred-number-of-jobs-lost-unknown/

I am thinking the ISP starts in March? Maybe March 18 to allow 30 days from previous separation? Possible, April.

With a pip. What a horrible company

Let go from Hagerstown after 11+ years, no reason given.

Just wondering if those who are declining the VSP they are eligible for have a concern about being laid off involuntarily with less benefits.