#layoff

I have been here just under a year what is the redundancy package? I know....

We hear the new CEO from his Dec 5th call but what’s next on the roadmap? When in the timeframe that Verizon will again see growth after the Nov 2025 mass layoff? Is Dan really the CEO that can accelerate the change? I wonder.

Has anyone in the October 29 Layoff recieved their lump sum yet? Official last day would be November 29th.

I was employed with Bank of New York Mellon (BNY) for approximately 26 years. Throughout my tenure, I remained in good standing with the company and maintained a consistent performance history..

During the first nine months of this year, I reported to a different manager than my current one. I completed both a beginning-of-year performance review and a mid-year performance review under this manager. In both reviews, my performance met expectations, and I was never advised of any performance concerns, deficiencies, or behavioral issues. I did not receive any verbal or written warnings, disciplinary notices, or improvement plans during that time.

My manager specifically told me that I met expectations and that he had spoken with colleagues with whom I worked directly. He stated that no negative feedback had been reported regarding my work or workplace behavior. At no time was I made aware of any issues that might jeopardize my employment. There was no documentation provided to me demonstrating poor performance or any other cause for termination.

Without prior notice, I was informed that my employment was being terminated. I was immediately instructed that I did not need to return to work for the remainder of December, and that all of my system and workplace access was removed at that same time. I was not provided with any explanation or supporting documentation demonstrating cause for termination or identifying any violations or performance concerns.

I was then told that I would receive a separation agreement by email and that I would need to sign this document in order to receive additional severance pay. Specifically, I was informed that if I signed the agreement — which includes a waiver of rights — I would receive an additional sixty (60) days of pay covering the months of January and February. I was told that if I did not sign the agreement and waive my rights, I would not receive this additional compensation.

At the time of termination, I had no pending disciplinary matters, no documented poor performance, and no warning of potential job loss. I was terminated abruptly after more than two decades of continuous service, without explanation, documentation, or an opportunity to address any alleged issues. I was effectively presented with a condition where I must waive my legal rights in order to receive severance compensation following an unexpected termination.

I am currently seeking legal representation from an employment attorney or firm that has experience representing former BNY Mellon employees or handling similar wrongful-termination and severance-rights cases involving large financial institutions. I am specifically looking for counsel who has previously dealt with situations involving long-tenured employees terminated without cause and asked to sign separation agreements to obtain severance pay.

I can't tell how many total, but quite a few academic positions have been eliminated across all of the schools

KM is gone!

Here we go !!!

Been on std for 2 months got called on my personal phone and laid off. How is this possible?

Anyone have credible information or evidence that a layoff will happen? Please no, “Wayfair will always lay off” post with no evidence. I am trying to piece together real evidence to see if a real one will happen soon

I hope a manager can answer this question. How does this work?
Who decided how many headcount need to be fire?
It it decided by corporate HR , manager level, VP, or some other department?

What am I missing?

Will layoffs affect offshoring in the context of it increasing or decreasing?

Not true.. faculty and course leads, coordinators are being let go

Hey everyone. Ex-FR here from a PM Market, laid off beginning of the summer. just got the strangest text. My old boss has reached out to me and said that there is an open FR position. I’m curious if others have been approached due to people jumping ship or if because SMP didn’t go well and they need more hands on deck? Don’t think they can offer me enough that would bring me back after I’ve tasted freedom along with kicking me to the curb after 9 years out of nowhere.

did anyone receive RSU's after layoffs? In my final letter, they haven't mentioned anything specifically about RSU's but on my etrrade it shows RSU vesting pending.

as a merchandiser of 15 years iwish I was offered a severance package lol

Automotive supplier Avancez is cutting its second shift this month, resulting in the permanent layoffs of 143 workers at its Hazel Park facility. The move was detailed in a notice submitted Nov. 7 by Avancez in compliance with WARN.

https://www.candgnews.com/amp/news/layoffs-hit-automotive-supplier-avancez-9722

are folks that get severance supposed to talk about what they got if it's a more generous payout than what the policy allows (2 weeks for every year)? do fired employees get severance? Has anyone heard of such a thing?

I’m one of the corporate engineers who was going to fill in for the strike and was part of the lay offs. Hope you guys still do the strike. They laid off lots of competent engineers that usually fill in for strikes. Make them feel the pain!

🫡

It is so heartbreaking reading these comments when is the next layoff, are we next?...this is honestly no way to live. Instead of being under the golden handcuffs...step outside your comfort zone and look for an alternative job! This is no way to live

Who is hoping to be laid off ? How much is your severance pay? 💰

Has anyone heard of who has been impacted as of this morning? All quiet on my end and I’m in a Corporate role.

What happens when an employee is laid off after a divestiture? Like when a severance is paid how many years of service is taken into account: is it the number of years at OT or at the new company? or do employees get a severance during divestiture? what happens to their PTO days etc.

This is not getting better. Time to get out and cut your losses. Nothing is going to change for the better. They have had their chances to do this. Never happened.

At least over the Christmas / New Years holiday you have time to retool and reassess what you want to do.

There is no logical reason under the sun to stay here. Because sooner or later you will be affected and simply be a casualty of this industry.

Make the decision to leave, your decision not theirs. At least you get out with that decency.

Not the place to be guys. Times up totally. The writing has been on the walls for a long time. Sometimes it just takes someone to tell you to read what was written and understand it.

No gold medals for staying here. Just swift kick in the head with an iron boot.

Let’s be real the whole “V Team” notion is a joke.
The new CEO walks around sipping his coffee talking about at least when Verizon lays off people before Thanksgiving, they don’t do it by text message they do it by a phone call. Yay, thank you Dan. This guy is so full of himself.

Then he lets you stay on the books to work during the holidays while the people who stay talk about holiday parties, your mgrs ghost you and you get quietly removed from team calls. Gotta love it. I hope the people who made it, are watching how the laid off ones are being treated. It will probably be worse next time under this new CEO’s regime.

GN&T did their usual shuffle of ADs and SDs after the RIF. For those that are unfamiliar, once a year or once every few years, they shuffle ADs and SDs from one department that they’re unqualified to lead to another where they’re typically even less qualified. It’s one of the many brilliant strategies that have allowed the competition to catch up or even surpass VZ

I love how leadership claims forced stack ranking isn’t happening. It is. 100%. India is not part of it. So if your team has 15 US and 5 India the rankings are only for the 15 US. That means one or two of you will get less than meets even if you do meet the job. And even if the Indian team is far worse. We got it in writing which is only because our manager is new and didn’t realize she shouldn’t email that kind of thing. Keep the paper trail coming! Document everything people.

Executives are considering potential budget cuts as high as 30% for the metaverse group next year, which includes the virtual worlds product Meta Horizon Worlds and its Quest virtual reality unit, according to people familiar with the talks, who asked not to be named while discussing private company plans. Cuts that high would most likely include layoffs as early as January, according to the people, though a final decision has not yet been made.

https://www.spokesman.com/stories/2025/dec/07/metas-zuckerberg-plans-deep-cuts-for-metaverse-eff/

Are you ready for that?

Layoffs occured last week on 12/4/2025 at Choice Hotels and Skytouch, both in Phoenix and Rockville.

Time to let JG go. Data Center deal is dying.

I've been "out" for awhile now and while I do believe there's value in the brands...and there's a host of great, talented people there...it is, as it stands, a sinking ship and one not worth staying on. It will for sure get worse before it gets better...and "better" might mean just a little bit better not thriving. You have a leadership team at this point that is swamped by arrogance, short-term incentives and a lack of understanding of people, team, engagement and leadership...the things that actually will grow the company long-term.
Too much debt. Sacrificing too much to protect dividend. Macro pressures. Bad leaders. A strategy that probably would work but requires a focus that isn't there. Cutting the wrong people and teams at the wrong time.

This post deserves its own thread. Found at @q4+1kbdjtt9e.

If anything, the better you are at your job, the higher the odds you get cut. The only guiding principle has been the short-term bottom line. Not long-term stability, and definitely not some bold strategic vision. That would require effort. So brace for yet another round of shedding talent and competence.

Did you get your paycheck for this week?

Got laid off earlier this year and initially felt like the rug was pulled from under me. After months of grinding job-search, I landed a more flexible, less stressful gig. Fewer perks, but more time with family, less pressure, better work-life balance. I won’t say I’m totally healed, but some part of me feels like I’m finally breathing again.

I ’ve read your posts, and I see a lot of pain, anger, and smart people struggling to land. Yes, the market is tough, and yes, offshore/H1B is a factor, but let's talk about the biggest hurdle: Your Wells Fargo Leadership Narrative.

You were trained and rewarded in a toxic, high-fear environment. Now, you’re inadvertently carrying that "WF ethos" into your interviews, and recruiters are seeing it as a massive risk.

Here is the truth: Your next employer doesn't just need your technical skills; they need assurance you aren't bringing the "poison" of an abusive, command-and-control culture with you.

1. The Red Flags Recruiters See
   When you talk about why Agile failed, or how you led a team, we listen for these immediate flags:

"I monitored their tickets..." 🚩 (Translation: I micro-managed, I didn't trust my people.)

"We couldn't innovate because it was too risky..." 🚩 (Translation: I was risk-averse, I didn't create a safe learning environment.)

"Agile failed because management we-ponized the metrics..." 🚩 (While true, it signals: You don't know how to protect your team from bad leadership.)

"I had to stack rank them..." 🚩 (Translation: You were an enforcer of a toxic system.)

1. Your New Leadership Narrative: From Enforcer to Enabler
   You need to shift your identity from a manager who enforced toxic metrics to a Servant Leader who protected and enabled their team despite the toxicity. You must demonstrate that you were a student of the anti-patterns, not an advocate.

This shift is rooted in Psychological Safety (PS)—the belief that your team can speak up without fear of punishment. When PS is high, Agile works, Innovation works, teams work. When it's low (like at WF), everything fails.

Your Goal: Convince the interviewer that you know how to build a safe and empowered team that drives innovation and takes ownership.

1. The AI Chat Practice Prompt
   Use a tool like this (Gemini, ChatGPT, etc.) to practice your new answers. Paste the following prompt into your chat, and then answer the questions the AI poses. This forces you to recondition your answers and solidify your narrative:

[Copy and paste this into an AI Chat]

"I was a manager who was recently laid off from a large financial institution that suffered a failed Agile transformation due to a deeply toxic, high-fear culture. In my interviews, I am struggling to demonstrate that I have moved past that toxic environment. I need to establish a new leadership narrative based on Psychological Safety (PS) and Servant Leadership. Assume I am in an interview for a leadership role at a healthy organization.

Please ask me the following questions and critique my answers, looking for red flags that show I am still operating from a 'command-and-control' mindset:

How do you get others to trust in your leadership?

How did you approach performance reviews and development in that high-pressure environment?

How do you foster innovation and manage technical risk on your team?"

1. What the AI Will Teach You to Say
   When you practice, your answers should evolve to focus on systems, coaching, and protection, not control. For example:

Instead of: "I monitored their work."

Say: "I shifted my focus from monitoring tasks to coaching autonomy. I established clear, measurable team goals and ensured my team felt safe enough to immediately raise impediments, knowing I would remove them."

Use the AI to refine your story until you sound like a leader who learned from the fire and is now ready to build a healthy culture. Good luck—you are capable of this shift!