#layoffs

Does anyone know whether the target fixed cost reductions for headcount will be executed this year or in January?

Save yourselves the increased anxiety and realize that nobody here is safe, including you.

Remote? Not safe.

Hybrid? Not safe.

Meeting or exceeding the 60+% requirement? Not safe.

Approved accommodation flexible work arrangement? Not safe.

In office full time voluntarily? Not safe.

In office full time involuntarily? Not safe.

Letter grade? Not safe.

Number grade? Not safe.

Executive? Not safe.

There have been employees who were all of the above who have lost their jobs this week alone. And in the weeks before that and in the months before that.

This company DOES. NOT. GIVE. A. FÜCK. ABOUT YOU.

If you work here, you should be worried about your job stability. That is the environment we are in. This isn't snark or exaggeration, it's simply fact.

I know a few people in the remaining UCC roles were let go today, or told their last day is Friday. Anyone here of any other departments affected?

Does anyone know how many case managers were laid off today?

We talk a lot about headcount, restructuring, and efficiency. What we don’t talk about enough is the quiet erosion happening on the ground.

When layoffs become a recurring strategy, the impact goes far beyond the people who are let go. It fundamentally changes the reality for the people who remain.

Right now, there is a massive disconnect between the boardroom and the day to day reality of the workforce. From the top, decisions look like clean adjustments on a spreadsheet. On the ground, it looks like institutional knowledge walking out the door, morale hitting a wall, and high performers burning out while trying to do the jobs of three people.

The hardest truth for leadership to see is that top talent doesn't wait around for the next round of cuts. Your best people - the ones who drive innovation, mentor others, and keep the lights on - are quietly updating their resumes and leaving on their own terms given the opportunity.

When leadership is out of touch with the human cost of these decisions, they aren't just cutting costs. They are cutting the exact foundation they need to rebuild and grow.

Culture isn't built in town halls or mission statements. It’s built in how a company treats its people when times get tough. And right now, the people doing the work are feeling the weight of decisions made by those who are insulated from the fallout and the reality they created.

Working in natgen IT currently

The culture is so weak at this Firm. They have now targeted Managing Director layoffs to make room for the new incoming class to be promoted from ED to MD in January. Jump ship before they get you. Stop talking about what a great place this is blah blah all about the client experience blah blah….Jed and Ted Pickaxe will continue.

Has anyone heard of layoffs hitting Client Legal Services office?

Based on what a senior leaders spilled over 4000 were/are being let go from Wednesday to Friday. On par with the fall 2020 cuts plus some.

NatGen the biggest chunk and an entire site in India included.

They had to delay the cuts to add more heads to the block. This was supposed to happen in October and before the third quarter numbers being announced.

Another round in Q1 27.

Starting tomorrow, EVERYONE stop using, training AI for their benefit. Dont use copilot. Override any AI systems. Make them useless. The least we can do is not train our robot replacement.

Older Worker Benefit Protection Act

The key thing to know: don't sign the severance agreement right away. If the person is over 40, federal law (the Older Workers Benefit Protection Act) gives them extra protections, and a few deadlines come up fast.

Severance and legal rights

•   If they were let go as part of a group layoff, they get 45 days to review the release and 7 days to revoke it after signing. Allstate also has to give a written list of the job titles and ages of the people selected and not selected. That list is worth reading closely for any age pattern.
•   Severance terms can often be negotiated: more weeks of pay, a prorated bonus, equity vesting, outplacement help, or extended healthcare.
•   With a release this big, paying an employment attorney for an hour to review it is usually money well spent.

WARN Act
Here's what the federal WARN Act requires of covered employers (29 U.S.C. §§ 2101–2109; 20 CFR Part 639):

1. Determine coverage

• You're covered with 100+ full-time employees, or 100+ employees working a combined 4,000+ hours a week, not counting overtime.
• Part-time workers (under 20 hours a week, or employed fewer than 6 of the last 12 months) don't count toward the 100. They're still entitled to notice if they're affected.

2. Identify a triggering event

• Plant closing: a shutdown of a single site, or of a unit within it, that causes 50+ employment losses in a 30-day period.
• Mass layoff: 500+ employees at one site, or 50–499 if that's 33% or more of the site's workforce.
• "Employment loss" means a termination (other than for cause, a voluntary resignation or retirement), a layoff longer than 6 months, or a cut of more than 50% in hours in each month of any 6-month period.
• Aggregation: separate smaller cuts within 90 days add together unless you can show they had distinct causes.

3. Give 60 days' written notice to:

• each affected employee, or their union rep if they're represented
• the state dislocated worker unit (in Tennessee, the Dept. of Labor & Workforce Development)
• the chief elected local official

4. Include the required content

• For employees: whether the action is permanent or temporary, the expected date, any bumping rights, and a company contact.
• For state and local officials: the job titles affected, the number of affected employees, and union information.

5. Watch the special situations

• Sale of a business: the seller gives notice up to the closing date, and the buyer is responsible after that.
• Temporary layoffs that get extended past 6 months can trigger notice at the point of extension.
• Exceptions can shorten the notice period, but you still have to give as much notice as you can, plus a brief statement of why it's short. The exceptions are faltering company (plant closings only), unforeseeable business circumstances, and natural disaster.
• Exemptions: temporary facilities or projects, strikes and lockouts, and offers to transfer employees within a reasonable commuting distance.

6. Know the liability

• Each affected employee can recover back pay and benefits for each day of violation, up to 60 days.
• Failing to notify local government carries a penalty of up to $500 a day.
• Courts can award attorneys' fees.
• Many employers give "pay in lieu of notice," meaning 60 days of pay and benefits. That reduces the damages, but it isn't technically compliance.

That is good news!

It's turned into a joke. I'm now expecting to see it completely disappear in the next few rounds.

Sitting on a call and people are trying to sort out various infrastructure issues where they can’t move to NGDC. One issue brought up is simply too many needs chasing too few people too few to do the work. This is must one topic. I see it all over the place.

Good job leadership Gut the workforce and bring things to a grinding halt.

It used to be when I asked people for help most of them would go out of their way to help. Definitely seeing a “ not my job” vibe since the layoff announcement. Anybody else notice that too?

11-11-26 Patterson Companies laid off a number of IT resources including a number of combat veterans. It is especially troubling that it happened on Veterans Day. Clearly an oversight by the HR Team. Rumor is that Patterson will be outsourcing IT work to India.

For the people that got laid off today is today your last day and what was the package?

A question for current and former QuidelOrtho employees:

What was the actual selection process behind the recent layoffs?

There appears to be concern about experienced, long-tenured employees being let go while newer employees remain. When a company eliminates people with years of technical knowledge, customer relationships, and product experience, what is the long-term cost? Shareholders may be interested.

Were experience, performance, and customer impact considered in the decisions?

I’d like to hear other perspectives, particularly from employees affected by the restructuring.

Heard that most of the layoffs are happening in Sales, but a colleague mentioned that his team is safe.

Also, regarding the recent H-1B announcement, does everyone on H-1B at IBM have to leave the U.S. by the end of this year, or does this apply only to employees whose visas are expiring soon?

Anyone have more clarity on this?

well, two people on my team today in Medicare UM got laid off. I don’t know how many other people I’ve been asking around and it seems like no one knows what’s going on and both of those nurses logged off after they found out. I only know because our manager had a brief meeting and she said she didn’t know anything about other teams. Does anyone else know what’s going on?

Seems like remote workers are being layoff in multiple departments

I've heard that triple digit leaders numbers of leaders in casualty are gone.

As the Red Wedding continues, it does not appear any field adjusters or customer facing employees are being contacted. Anyone hearing otherwise?

Layoffs notices were given today with a last day of tomorrow. Allstate says its not to be talked about. Haha.

Just an observation, not meant to stir controversy or discriminatory commentary. In teams where people have shared whose being let go, the cis Caucasians gone while lgbt and others are kept. I seen this in 3 teams already where out of two or three where the white perosn was let go.

creating separate thread for discussion for specifically Allstate Health layoffs. Has anyone heard anything yet? Any calls scheduled?

I was laid off back in March. I am fortunate that I was able to land well with a great company. But we are seeing clients now scrambling during and post go lives because they are being "ghosted" by support - even if they had a support agreement in place.

I never looked at this stuff until they decided employees like myself were no longer needed.

The Centene corporate website says that Elizabeth "Betty" Brinn is the founder of Centene. Nope! Not even close to reality.

Elizabeth "Betty" Brinn founded a nonprofit entity called “Family Hospital Physician Associates” (FHPA). After her passing. Brinn's original nonprofit organization was sold to investors and converted into a for-profit operation after Michael Neidorff took over as CEO and the company was renamed Centene Corporation.

Isn't that illegal?

I’ll just bullet point it so to speak.

1. Got my “let’s catch up meeting” and was given the news.
2. Got a email about 2 days later from HR with instructions
3. Created my account to securely access email from C HR.
4. Downloaded a ton of paperwork they sent me.
5. Waited a few months for my end date. Eventually was sent some papers to sign.
6. 15ish or so days after my end date, I got my severance.
7. Moved my 401K to another financial institution.

No snags, no hassle, it was pretty smooth.

I got picked! I am actually thrilled. Since Allstate bought out NatGen, it’s been a sh-t show.

Start preparing for the next round coming soon

It doesn't matter if those posts saying ppl were poor performers or have poor mental health came from bots (which is kinda worse since it implies the company itself may be behind them) or from actual trolls, OT should care enough to shut this down. I know this is a random website were ppl can air grievances, and probably not on the radar of executives, but there is a LOT of traffic here compared to other companies on thelayoff.com. The fact that this site is blocked on company machines should tell you that they actually do know. If all of that is true, OT is absolutely one of the worst companies ever. I mean, ppl knocking each other over to get to their desks, needing armour (lol) calling people d-mb and poor performers, saying ppl have poor mental health. There may be lawsuits here for those let go for slander. All the while claiming the company is hiring hundreds and the stock is amazing, etc. When anyone with a smart phone knows any of this is not true. I would suggest that everyone just stop posting here and see what happens after a week or so. Of no real people post and we still keep getting these nonsense posts, it's time to take the layoff updates somewhere else.

Only really poor performers who wouldn't travel to office are being let go

The company is stronger without these people

We are office based and a high energy workforce that is growing rapidly

Colette Kress was at Cisco from late 2010 to September 2013. She was the
Senior vice president and chief financial officer of the Business Technology and Operations Finance organization.

This is what she got to experience during her time at Cisco:

July 2011 Eliminated 6,500 jobs, part of a major company restructuring
July 2012 Eliminated 1,300 jobs, citing global economic uncertainty
Aug 2013 Eliminated 4,000 jobs, equal to five percent of its workforce

I wonder if she got LR'd or left on her own? Probably on her own. Who would want to continue working at a company when there are constant layoffs?

Super quiet in my group with a few folks burning unused PTO.

They overhired for the model remediation. Then they promoted the managers to directors.

But there is no need for this level of data scientists. Most aren’t even doing model building, but remediation over the past 2 years and haven’t been doing data science work.

Leadership is promising AI projects, but that’s to save time to figure out what to do with this many data scientists.