#layoff

I’ve heard two people suggest another RIF will occur. Curious bit anyone else has heard anything. One person mentioned December.

What a joke. Swore up and down that there would be no changes and he wants stability then immediately lays off hundreds. Time to leave

Did anyone from Florence aml layoffs get rehired and how long did it take? And what position was it?

Just friend told me that they fired two guys during LEAP event in Saudi, that's crazy... guys this is not company we joined few years back.
I hope Dubai will be safe.

Based on Shankar’s email, can we conclusively assume that layoffs are done for TPG at least? It seem to hint at that direction I would say.

Do you feel something strange in Shanker sending the email about moving on from the layoff? The email is supposed to be from the CEO.

After repeated layoffs, burnout, and a media leadership culture that seems to treat people as disposable, dropping a 20+ year media agency partner without a pitch feels completely on brand. It’s the same management philosophy applied at scale: destroy institutional knowledge, call it transformation, and assume a shiny new operating model will compensate for the human damage left behind. Then send an internal email written by AI, announcing the new media partner - an email so cringe that reads like ChatGPT huffed a whiteboard full of “synergy” and “growth driver” and vomited out a LinkedIn thought-leadership post wearing a suit

Looks like Vivek is out . Verizon IT unit as a whole will go to Deloitte

An EEOC charge is a formal complaint filed with the U.S. Equal Employment Opportunity Commission (EEOC) alleging that an employer discriminated against you in violation of federal employment-discrimination law.

If you believe that you were laid off because of your race or national origin:

You file a charge with the EEOC describing what happened.

The EEOC can notify the employer and investigate.

The EEOC may request documents, interview people, and evaluate evidence.

The EEOC can potentially pursue the matter itself, particularly if it sees evidence of broader/systemic discrimination.

Eventually, the EEOC may issue a Notice of Right to Sue, which generally allows you to pursue the matter in federal court.

Importantly, you don't need a smoking-g-n statement like “we fired him because he's American.” The EEOC can consider patterns, statistics, comparator employees, hiring/termination records, and other circumstantial evidence.

Why this matters
Suppose 30 Black, White, Spanish, Chinese, etc. employees are laid off over several years, and many are replaced by Indians who subsequently hire predominantly Indian employees.

An individual employee might file an EEOC charge saying, essentially:
“I believe I was selected for termination because of my race/national origin. I also believe my termination was part of a broader practice in which similarly situated American employees are being replaced by Indian employees.”

The EEOC could potentially investigate the broader pattern, rather than simply asking whether that one employee was treated improperly.

That's one reason an EEOC charge can be significant even if a severance agreement contains a release. A severance agreement generally cannot prevent someone from filing a charge with the EEOC or participating in an EEOC investigation.

However, you generally can't wait indefinitely. For most private-sector Title VII discrimination claims, the deadline is 180 days, extended to 300 days in many circumstances where a state or local fair-employment agency also has jurisdiction.

So if someone was recently laid off, I'd speak with an employment attorney promptly rather than waiting to see how the company's hiring pattern develops.

Laid off in March from the bank, and I still can’t find work. Funny thing is I see them rehiring for a position I had but I’m not in a hub market. I was less expensive than people they kept on board, so why the he-l lay me off? I was a good worker. Now I’m afraid I’m about to lose everything. To the snakes who put this in motion for me and for so many others, remember the pain you cause others always comes back to you. Evil. This company and its management are pure evil.

Reading that layoffs may be taking place in 6 weeks in other threads in GRM. Has anyone else heard this? Any indication of numbers, ORGs or locations?

Llamasoft SCDP acquired for $1.5B out, Scoutbee in. No announcement.

I’m incredibly glad I trusted my gut and took screenshots of my personnel file and relevant emails while working from home—before I received my 60-day displacement notice. Working at a non-core site, I knew this day was coming.

After having time to process my layoff, my lawyer believes I preserved potentially crucial evidence that disappears from Workday immediately after you receive the 60-day notice, even though you can still technically access Workday.

You also lose access to Outlook within about an hour of receiving the layoff notification.

Yes, you can print your personnel file in the office, but there is a record of what you print (and will probably raise suspicion). And the company firewall prevents you from emailing files—even your own personnel file—to your personal email address.

I’m NOT suggesting anyone violate policy, access something they shouldn’t, or take confidential company information.

I’m saying this: if you’re still employed and you have legitimate access to your own employment records, understand what you’re allowed to preserve before your access changes.

Because once that window closes, you may not get the same opportunity again.

I’m very glad I listened to my gut.

I've worked in healthcare long enough to know the odds. Making it to retirement at a single company feels like winning the lottery. Layoffs, restructuring, mergers, or whatever else, but they always find a way to push you out before you get there. I'm not counting on it.

textbook layoff, saw it coming but not this soon to me
cya L3 thank you for nothing

Uber Technologies will lay off ​about 3,300 employees, or 10% of staff, in its largest cuts since the COVID-19 pandemic, to better navigate the ‌rise of robotaxis encroaching on its ride-hailing business.

https://www.reuters.com/business/world-at-work/uber-cut-3300-jobs-overhaul-bloomberg-news-reports-2026-09-02/

We know another round is coming. The only question is when.

How often do people like me get cut? I've already seen some newer faces disappear. Is it just bad luck, or are we in more danger?

I honestly don't know if I'll be here in 12 months. Do you?

What is the difference for anyone let go immediately on 8/10? They essentially rec'd four weeks additional pay just like VSP and they didn't have to work! Their severance begins 9/4 just like VSP.

I can't say I'm being laid off, but I'm definitely being pushed out. The workload is impossible and the support is nonexistent so the stress is suffocating. They're not showing me the door but they're making me want to walk through it myself. And I know I'm not the only one feeling this way.

God speed

Thank you all for working over the 4th of July holiday!! Your reward...job elimination before the Labor Day weekend! Solventum doesn't have any more class than 3M.

Nothing says “we’re thriving!” quite like opening LinkedIn to a fresh Talent Acquisition post by senior leadership celebrating how amazing L3Harris is.................…while people are being laid off.

Apparently, the corporate strategy is:

Step 1: Lay people off
Step 2: Post on LinkedIn about how incredible the culture is and how you love your recruiters
Step 3: Have mediocre mid-level leadership congratulate themselves for successfully navigating “challenging times"
Step 4: Repeat until morale is completely fictional

Talent Acquisition, please, keep posting those beautifully polished “We’re hiring!” graphics and hosting hiring events. Nothing reassures the workforce quite like watching the company recruit externally while simultaneously eliminating positions internally.

Possible reasons:

• not in a hub location
• not in the same location with manger and the team
• high title, high salaries

Good luck everyone!!

I see some people hoping to get laid off.

Anyone wish their manager would get laid off?

Several Coworkers who were laid off last year are still unemployed so if you can coast for another year - do it.

Blue Diamond Growers is continuing to reduce its Sacramento workforce. This is part of a larger plan to close its long-standing almond processing and packaging facility. The closure was initially announced in June 2025. An additional 82 jobs will be eliminated by the end of the year. This action signifies further workforce reduction at the company's Sacramento operations.

Sacramento, California

https://www.bizjournals.com/sacramento/news/2026/09/01/blue-diamond-82-more-layoffs.html

Cornerstone Building Brands will close its Walbridge facility in December. This closure will result in the layoff of 104 employees. The company cited evolving market and business conditions for the decision. Alternatives were evaluated, but the closure was deemed unavoidable. Employees have been notified of the impending layoffs.

Walbridge, Ohio

https://www.wtol.com/article/news/local/cornerstone-building-brands-walbridge-facility-closure-104-layoffs/512-1bc0e481-eec6-4e37-9cc6-f09fd788375b

HCA Healthcare has announced a reduction in a small percentage of its positions. The company cited increasing operational costs, a rise in uninsured patients, and evolving healthcare policies as reasons for the decision. These changes are intended to ensure the long-term strength and patient service capabilities of HCA Healthcare. Affected employees will receive support, including severance and outplacement services. Despite these cuts, HCA Healthcare continues to hire for roles nationwide.

Nashville, Tennessee

https://www.wkrn.com/news/local-news/nashville/hca-healthcare-layoffs/

USA will have layoffs again in September.

AT&T’s future headquarters is being built in Plano, and the message is obvious because companies do not move leadership, investment, talent, and major decision making into one place just to preserve the importance of everyone who chooses to remain somewhere else.

Plano is becoming the place where ambitious people go, where relationships with leadership are built, where important conversations happen, and where the next generation of influence inside AT&T takes shape.

People who choose not to move can keep telling themselves that location does not matter, but eventually they may find themselves hearing about decisions after they were made, watching opportunities go to people closer to the action, and wondering why their old office no longer carries the weight it once did.

Companies move forward with the people willing to move forward with them, and I have no interest in protecting yesterday’s comfort while someone else is positioning themselves for tomorrow’s opportunities.

I am excited for Plano HQ because that is where AT&T is building its future, and I intend to be there while everyone who chooses to stay behind finds out exactly what being left behind feels like. You either find yourself in Plano or on the chopping block.

I just very recently found out that you laid off our daughter for some kind of fake intelligence software?!

Do you know how much it cost us to send her to school for that train and how hard she worked to get her degree.

She has worked for your organization for over a decade and now you throw her away like a piece of trash?!

What in the world is going on over at this company?!

Centene has changed so drastically from the company I originally joined that I have no issues with leaving it behind. And I used to love my job. Sad what this leadership has turned it into.