#layoff

March or later?

Now that the bonus pay has been posted. Or is it safer to wait till Friday once it hits the bank account?

COSI and the Ohio History Connection recently experienced layoffs. These job reductions contribute to a wider nonprofit sector crisis. Eroding federal funding exacerbates these challenges for organizations. COSI laid off 15% of its staff due to attendance and funding issues. The Ohio History Connection also reduced 30 full-time positions.

https://www.wosu.org/show/all-sides/2026-02-10/the-job-crisis-in-americas-nonprofits

Will mandatory RTO for the rest of the organization ever come? It’s a shock it hasn’t happened yet as a soft RIF. Does anyone have insight?

Roseburg Forest Products initiated another layoff round. This round affects about 146 positions. The Riddle plywood facility is impacted. Job losses now total almost 400 since September. Environmental regulations are a cited factor for industry changes.

https://kobi5.com/news/top-stories/roseburg-rep-responds-to-more-roseburg-forest-products-layoffs-293440/

You heard it here first

analyst take on ROK:

One of the first companies to address industrial automation, Rockwell Automation (NYSE:ROK) sells products that help customers extract more efficiency from their machinery.
Why Does ROK Worry Us?
Organic sales performance over the past two years indicates the company may need to make strategic adjustments or rely on M&A to catalyze faster growth
Earnings per share have contracted by 1.5% annually over the last two years, a headwind for returns as stock prices often echo long-term EPS performance
Diminishing returns on capital suggest its earlier profit pools are drying up

My take. Layoffs will continue in low amounts. Leadership and the board are cautious leaders who value their options over growth. If you are good. Leave now. If you are less than good. Hang on. Most will hang on.

Does my performance review increase/decrease chances of being laid off?

To everyone freaking out potential layoffs:

1) Ask yourself the question, would they really have another round after laying off so many people?
2) why spread the pain out over a long period? Most firms, just rip the band aid and get it over and done with in one go.
3) most of the fat has been trimmed. What's left is some muscle and bone.
4) our stock is through the roof, aliviating any pressure from Wall St. No need to take out any further costs
5) the only people served by all the layoff talk are disgruntled ex Vz folks or current employees who think we can cut our way to prosperity

I joined last year only and love this company and people but I found this website. Here people are talking about the layoffs happening soon and im worried becaus I just started. Who is also in India getting laid off? Thanks

Whoever posted this on Reddit is right. This is why Unions in the United States are of the most absolute importance. If you did this in like let's say Japan? People would see this as a leadership failure and start to distrust the company entirely... In Sweden,? They'd be paying out these employees so long that the short term gains they might want to see before ramping up again in hiring would not warrant going through this. It is truly only in America that this sort of thing is seen as feasible.

There have been a few posts or comments saying there will definitely be layoffs next week. Does anyone know the percentage of people being let go? 20 percent? 50? More?

In a follow-up message on Monday, Werkmeister said the workforce “adjustments” included less than 5%, or 90, of the company’s 1,800 employees.

https://vnews.com/2026/02/09/newport-g-n-maker-layoffs/

Who else has come to the realization that his/her TI dreams are gone forever?

I know a few have asked. I received a letter in the mail yesterday detailing my bonus information. I was not contacted via email, phone or anything in workday.

Instead of having tons of messages, let’s do this:

• Position

• Department

• Years of Service

• Severance Offered

Eddie Bauer is closing its Seattle headquarters. The outdoor apparel brand will lay off 60 employees. Its 50,000-square-foot Sodo headquarters is in Seattle. The company leased this space in 2022. This move affects the Seattle-based company's operations.

https://www.bizjournals.com/seattle/news/2026/02/09/eddie-bauer-layoffs-headquarters-closure.html

I was laid off yesterday in NY. Got warn notice email few hours later with suggestive dates of separations commencing May 6-14. That means this entire week Citi will be laying off folks in NY (atleast) plus 90 days warn notice up to May.

Smithfield announced layoffs for 190 workers in Springfield. The company will permanently close its local dry sausage facility. Layoffs are scheduled to start on April 10, 2026. The plant's production will cease by August 21, 2026. Smithfield attributes the closure to changed business requirements.

https://www.westernmassnews.com/2026/02/09/nearly-200-people-be-laid-off-longtime-springfield-business/

So is it true what I am hearing that if some people are giving there notice they are trying to convince them to stay , i hope that is not true you really can’t don’t that and i hope these people don’t listen. do what is best for you. think will this place will be in a year

After work today I visited a big Pawn shop in Detroit . Without mentioning the name, most people would be familiar with the place.
Not doubling my Ford manager of carrying through. I pawned my Ford laptop at the pawnshop. I tossed the stub walking out the door because I'm not bothering getting it back.

Sorry to hear this for a lot of you.

Last week, my bosses boss put a 1 x 1 on my calendar with no context for Wednesday, 2/11. I’ve never met with my bosses boss before (a VP). Should I be concerned it might be a layoff? I’ve been seeing threads that layoffs with Cigna only occur on Thursdays at the end of a pay cycle (which would be 2/12). Timing is close but maybe because it’s a Wednesday it’s for something different?

For the laid-off employees in 2025, how did L3Harris provide you with your W-2? At my exit intreview HR said I will receive one via regular mail. I asked them to give me an ADP link that doesn't work for non-employees. HR blames payroll,l payroll blames HR, and I am about to call the IRS so I can get my W2.

after ki-ling myself overworking and getting a raise and great review. Just got laid off today! Anyone else?

Once layoffs start, are they usually completed the same day? This’ll be my first layoff since I joined, and I’m more stressed than I’ve ever been. I’m worried one of the criteria will be last in, first out, which means I’m probably gone. I don’t think I can handle this dragging on for more than a day once it starts.

Anyone impacted by Dec 2025 layoffs still waiting to hear from HR? This is getting ridiculous at this point. No official notice if layoff (just the verbal convo with manager) - no severance notice, no box for laptop.

When there is good results across ABB, why are they cutting resources in Middle East countries

Following are brief recommendations on how Managers may approach Strategic Realignment discussions with associates:

1. Opening Remarks (Smile, but not too much)

• “Thank you all for joining today’s discussion about our exciting next phase.”
• “This initiative is part of our commitment to agility, efficiency, and other words that sound positive but mean ‘change is coming.’”
• “I want to reassure you that this is not a layoff. It is a realignment. The difference is mostly semantic, but Legal insists we say it.”

1. Key Messages to Deliver (Without Laughing)
   A. “We are evolving as an organization.”
   This means:
   We are eliminating roles, but we’re calling it evolution so it sounds like nature’s fault.
   B. “We are aligning talent with business needs.”
   This means:
   Some of you are no longer aligned with the business.
   Or the business is no longer aligned with you.
   Either way, alignment is ending.
   C. “We are optimizing our global footprint.”
   This means:
   Your job is moving to a place where the company pays people in gratitude and snacks.
   D. “We are committed to transparency.”
   This means:
   We will tell you everything we can, except the things we can’t, which are most things.

2. How to Answer Employee Questions (Without Actually Answering)
   Q: “Is my job safe?”
   A: “Great question. What I can say is that every role is being evaluated for future alignment.”
   (Translation: No.)
   Q: “Why did my performance rating drop?”
   A: “We’re using a new calibration model to ensure fairness and consistency.”
   (Translation: We needed numbers.)
   Q: “Why didn’t we issue a WARN notice?”
   A: “We are fully compliant with all regulations and are executing changes in a phased, thoughtful manner.”
   (Translation: We sliced the layoffs into tiny pieces like a corporate ninja.)
   Q: “Why is my role moving to Pune?”
   A: “We’re leveraging global centers of excellence to maximize efficiency.”
   (Translation: Labor arbitrage.)
   Q: “Why do I have to return to the office when my team is remote?”
   A: “RTO strengthens collaboration and culture.”
   (Translation: Attrition tool.)

3. Tone Guidance (HR Requires This Section)

• Be empathetic, but not so empathetic that employees think you can help them.
• Be supportive, but not so supportive that employees think you know what’s going on.
• Be confident, but not so confident that employees think you’re safe either.
• Avoid humor, unless it’s the unintentional kind created by corporate jargon.

1. Phrases You Must Use (Even If They Make No Sense)

• “Future‑ready workforce”
• “Talent optimization”
• “Cross‑functional agility”
• “Global alignment”
• “Strategic redeployment”
• “Enhanced operational cadence”
• “Employee‑centric transition pathways”
• “Right‑sizing for long‑term success”
  (Note: Do not use the word “layoff.” HR will appear behind you like a ghost.)

1. Phrases You Must Avoid (At All Costs)

• “Layoff”
• “Firing”
• “Job elimination”
• “Cost‑cutting”
• “Offshoring”
• “WARN Act”
• “Unemployment insurance”
• “My badge didn’t work this morning either”

1. Closing Script (Read Slowly, With Forced Optimism)

• “I want to thank each of you for your continued dedication during this exciting period of transformation.”
• “We are confident that this realignment will position us for long‑term success.”
• “Please check Workday for updates to your role, location, reporting structure, job title, and employment status.”
• “If you have questions, please reach out to HR. They have been fully briefed on how to not answer them.”

1. Manager Reminder
   If anyone asks you a question you don’t know how to answer, simply say:
   “We’re still finalizing details.”
   This phrase is legally safe, emotionally neutral, and universally applicable.

My team got hit. Me, another senior architect and my manager!

Been here for 3 years. They mentioned "financial struggles".

FYI, I'm on the I.T. side working with Epic.

Heads up everyone. It’s happening starting tomorrow. If you see communication to get as much work done before end of sprint then be prepared for RIF right after.

An Amazon delivery partner has announced plans to close its two facilities in Hampton Roads on April 1. City officials in Norfolk and Virginia Beach were informed through a formal letter outlining the upcoming shutdown.

https://www.wtkr.com/news/in-the-community/norfolk/bear-express-to-close-doors-amazon-delivery-partner-to-lay-off-all-employees

Anyone surprised? Me neither. I'm not moving to Houston even if they offer it, which I'm sure they won't for most of us.

Dvn/Expand coordinated exodus? Anyone else?

Expedia Group is laying off 100 employees. These job cuts will occur in its Austin, Texas offices. The permanent layoffs are scheduled to begin on April 1. The company stated it is eliminating roles and simplifying its structure. This follows previous global downsizing efforts by Expedia.

https://finance.yahoo.com/news/travel-giant-lay-off-100-174825352.html

In a notice filed on Jan. 14, the manufacturer of indoor vertical farming equipment said 127 people would be laid off as a result of a plant closure. The layoffs are effective Feb. 27.

It appears that 2026 layoff round has began.

If EJ wanted to improve their financial standing they would lay off lazy FAs and replace with people who were willing to work. So many of us are being laid off because of lazy FAs who drink the koolaid.
I’m east of St. Louis and can name many of them that never show up to work and “work from home” but their numbers are awful.

Any info on the South Region (WellMed, Optum Florida) RIF?

Any tips? Things I should ask?