#layoff

The Trade Desk is implementing a significant workforce reduction, impacting fifteen percent of its employees. This move is part of a strategic restructuring aimed at creating smaller, more focused operational units. The company's CEO cited a need for greater agility and sharpened focus in his internal communication. This downsizing follows a period of disappointing financial performance and significant executive turnover. The company aims to improve execution and platform capabilities through these changes.

New York, New York

https://www.businessinsider.com/the-trade-desk-lays-off-15-of-staff-2026-9

Layoffs across the United States reached their lowest point in four years during August. Employers announced 52,881 job cuts, a significant decrease from the previous year. This trend indicates a resilient job market despite a slowdown in hiring. Consumer products, food, and technology sectors saw the most significant reductions. Restructuring and economic conditions were the primary reasons for these workforce adjustments.

https://www.cbsnews.com/news/august-layoffs-hit-lowest-level-since-2022/

I normally like to keep up with the latest phone because I like technology but hesitant to upgrade because I don’t want to be locked into a contract with an employer who wants me to quit or wants to fire me.

My plan is already ridiculously priced even at employee discount. Can’t imagine being locked into paying full price to an organization that just fired me.

I think will be switching to another carrier soon or going to an MVNO. I hate eSIM by the way.

They are going to start managing people out the door that do not keep up with training, in office requirements, and so on. The announcements around this are coming any day now. I wish they would make an example now on some of the C16s that never go into the office. My boss hasn’t been in the office in a year. This other C16 comes in for 4 hours at a time. They are going to be watching our numbers but they aren’t event going in themselves.

This is a friendly PSA now that premium Copilot licenses have been extended to "all associates." Our copilot has access to most of the docs you already have access to (docs, transcripts, notes, emails, etc) + lots of internal/Elevance hosted sites, including Service Now, Pulse, and Confluence. Funny thing is, our IT teams haven't been super savvy in setting up boundaries, and the Claude models are really good at testing boundaries. So, here's what you do:

1. Open Copilot in browser and start a new chat
2. Change the "Auto" setting for model to Claude->Opus (it's version 4.8 in case you're wondering)
3. Make sure Work IQ is on (it should be by default) - that's what tells Copilot to crawl internal info
4. Prompt copilot with "Am I at risk for termination? Check all documents and resources you have access to, as well as internal sites."
5. Enjoy

You might find nothing, but you'd be shocked at the kinds of things SVPs leave lying around on SharePoint sites. I've done this weekly since I got access back in March and while I haven't been at risk, I have found out about tech reorgs, upcoming budget cuts, shadow budgets, and lots of other things that I wouldn't have known without Copilot using Opus. Have fun and be careful out there. Save local copies of docs before you spend time in them so that people don't see you actively snooping.

Q4 is here, and job security at Lumen is looking more like a temporary condition than a benefit. The hyperscaler model points toward fewer Lumen employees and more contractors doing the work we used to do, while management bets on an AI/data-center bo-m that may not live up to the hype. At this point, the question isn’t whether our jobs are safe—it’s whether our names are already on a spreadsheet waiting for the next RIF

Reading thru the displacement paperwork, it seems that we cannot submit the form to request a lump sum severance payout until you are no longer a WF employee (the day after your 60-day non working period ends). Is that true? Anyone know how long after submitting for lump sum severance payment you actually get this money? The displacement paperwork alludes that it can take another two months on top of already waiting the initial 60-days (non working period).

next Thursday we will all be heading to the unemployment line because amaozn is axing over a quarter of the position in store no more team educators teams will combine and you will have to really reapply for your job if you are atl or tl it is going to be bad

better yet- outsource all of finance . watch the stock hit $65

Is that true?

I'm at three now. Each one felt like the end of the world at the time. And each one taught me the same lesson, that you're just a number to them. No matter how hard you work, no matter how much you give, they'll cut you if it fits the spreadsheet. Sad but true.

Just wanted to remind everyone that you have until the end of September to opt out of contra benefits or you will automatically get signed up for them. If you opt out, it goes into effect t on 10/1 so if you change your mind you have until 9/30 to change. Also just putting this out there…if anyone is d-mb like me and left their pension in VZ and haven’t looked at it, you may want to. I lost $50k in the past 3 months and I’m sick about it!!!

Does anyone on the inside know when the next round of layoffs will occur? I know it's constant but it's not every month. I know it's soon and this side of Christmas but does anyone know when?

C’mon Lores….use your little knowledge of the English language to get a deal done to sell this pile of sh-t company. Or fire half the company. Either way I don’t care just doing something useful you waste of space.

If you were laid off in the US and over 40, you should receive a list of ages and titles of those affected. Can someone share the number of people laid off in their "decisional unit", as well as the number of people remaining?

Does anyone know if our severance agreement wording allocates the weeks paid out to a “ general lump sum” or allocates it to soecific calendar weeks? This will affect whether I have to wait to get unemployment benefits until after the severance benefits run out or if I can start them immediately in my state. Thanks!

I was moved under a new director earlier this year and she acts like a narcissistic bulldog that has had too much coffee. Constantly yelling on calls and on the floor, making people feel stupid, and challenging all sorts of work things that don't impact her group, and just an bad vibe all around. always loud and angry.

I'm looking for jobs elsewhere but its not easy, and I doubt HR would do anything if I Iogged a complaint (other than get me laid off next, trying to avoid that as much as I hate working here).

Hoping that Saint Louis no longer being a hub gets me reporting up to someone else soon but nothing has happened since the announcement last year. Anyone hear anything recently on the folding up of ops in saint louis??

large global layoff soon around 20,000 employees

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