#layoffs

What to do https://www.msn.com/en-us/lifestyle/career/don-t-apply-for-a-new-job-immediately-after-a-layoff-do-these-5-things-first-an-ex-recruiter-suggests/ar-AA1JkJRA?ocid=sapphireappshare

That's my plan. Why push yourself? Hard work gets you one of two things: a raise that doesn't even match inflation, or a spot on the layoff list.

Is that certain or just a rumor? Because sitting around for weeks not knowing will drive everyone insane.

I hope the big bad bunny doesn’t bring more layoffs this coming week.

What's the consensus? I see people here mentioning the next big round in May. It'd be nice to have even a couple of weeks where worrying about being cut isn't piled on top of everything else.

We lost more than half of our team. I have no idea how things will look from this point on. I'm worried we'll be reassigned to other teams, and I really don't want to lose my remaining coworkers or my manager. She's one of the few good ones left. I know layoffs are done, but I think the aftermath will be just as bad for the rest of us.

Training the Ai

How many were laid off in the end? 12 k with another 18k to go or have all 30k been notified already?

Honestly, Oracle’s layoffs weren't even that deep, but they’re definitely still ghosting some projects. Now they’re in this weird spot where they need bodies in Nashville, but they're being cheap and won't shell out $100k for new people, so they’re just recycling H-1B staff to save cash. If you’re a boss there, you’re basically safe from the next round of cuts as long as your team is mostly offshore or visa-heavy. This whole mess is probably just gonna stay the same until October or maybe early next year.

March preliminary numbers are coming out soon. Not going to be a surprise that number is negative and then after that they’re going to announce some more layoffs before the earnings call. Need to make more headway if the market is going to react. Anyone heard anything?

Got to know from multiple sources that a major RIF is going to be announced on April 16.
MI= MN + CNS
New leadership is preparing list.
Please comment if you have more info.
NI no idea

Several Piedmont Walton layoffs. Several employees being written up and under unwarranted investigations at Eastside.

If we had a honest fireside chat right now the following would need to be said; please add what else you think is missing
·      Xerox currently has a hiring and retention talent problem where we can’t hire or keep the right level of staffing. (Stated in 10k)
·      Xerox currently has 15-25% staff within positions that need to be re-organized into GBS positions sooner than later.
·      Xerox currently has 25-45% staff that need to be released with 25% being residue from the purchase of Lexmark.
·      Xerox when purchasing Lexmark made a mistake by acquiring $1.5 Billion in debt above and beyond the debt we already had on the books.
·      Xerox will not be able to make debt payments starting in 2027 and will most likely be filing Chapter 11 in 1st Quarter 2027.
·      Xerox is not paying vendors on timeframes favorable to the vendors to save money; every penny we get in interest is needed.
·      Our stock price in the next 90 days will go below $1.00 starting the count down till we are delisted or transferred to the penny stock section of the news paper.

Cyber LOB is going through a major shift the long-term plan for this is to have stateside executives using AI agents to manage everything in automation by the end of the year they plan on having the Cyber LOB be around 41% India staff and under 20% American staff.
For those who have not looked at the CISO LinkedIn page and his executive subordinates then you should know that they haven't fulfilled a position like the ones they are fulfilling now ever in their career let alone for a long period of time what they are good at is producing positive data analytic numbers which is what the CIO Wants.
It's a tough market all around but the executives are looking to generate their own wealth on your backs as they put you out of a job this is why they want everything automation and everything AI because they want to push the buttons to solve the problems and remove you as the middleman.
The reality is you have two choices you can start looking for another job now and hopefully find something that allows you to leave on your terms or you can continue working and hope that they keep you but in doing so you will continuously be psychologically and emotionally abused and groomed to be their push button monkeys who has no real value or thought to the real world.

The unescapable fact is that under the leadership of the CISO the entire CS LOB will have its American workforce drastically dropped by the end of this year thus following the same corporate trends that other tech companies have been doing.

You losing your job is what's going to give the CIO and others bigger paychecks and that's what it's all about it's always been what it's about so continue working those 60 plus hours breaking your back losing your family and your health being psychologically and emotionally abused by your managers in doing so thinking you're going to matter, come Tuesday in the not so distant future you will be laid off if not fired... Not because the color of your skin or because of your performance or anything like that but because you are an American and because Americans cost too much corporations like Wells Fargo are not feeling like you're worth investing in so make sure that you leave on your turns and not theirs

This is my first job, I've been here for ten months, and I'm already over it all. Between toxic work atmosphere, managers who're nothing more than bullies, and constant worries about layoffs, how are people able to do this for 40 years of their lives, some even more???

John Adams Academy announced layoffs for 68 employees across three campuses. This action followed the closure of its Lincoln high school program. The school cited low enrollment and ongoing budget deficits for the closure. Positions were eliminated at the Lincoln, Roseville, and El Dorado Hills locations. Most affected employees will conclude their work on May 29.

https://www.sacbee.com/community/roseville-placer/article315291894.html

Anyone have insight on home and community prior auth reviewers? Not enough work for everyone right now and am wondering if layoffs are imminent. Any insight is much appreciated!

They want 50k employees almost universally making less than 6 figures. That means everyone making more than that and over 40 years old need to be made as miserable as possible until they quit. Performance and knowledge DO NOT MATTER. Leadership believes all this work can be done for pennies by AI and offshore. There are plenty of H1Bs out there to replace you in their little slave commune in Frisco, TX, right next door to the new campus. The more of you that leave on your own, the less of you they have to fire. That is how they sleep at night - they think they are doing you a favor by letting you leave on your own terms instead of just firing you outright.

Exactly what @aj+1kn7ewyd6 said.

Filtering on Japan and Australia show 0 jobs. Great job tools team on getting the query working! Way to go, VZ leadership export those jobs! I see positions listed that could have been filled by people that were recently riff'd. What a BS company (leadership, that is). Bunch of greedy sociopaths and bootlickers willing to do anything to fill their own pockets.

Wouldn't it be better to hear 'You're Fired' than go through the make believe process of creating fake reviews and then dropping the ax? Thoughts?

Anyone has real info here? How many people and which business unit getting hit ?

JC
2021: ~$15.06 million 
2022: ~$17.26 million 
2023: ~$17.20 million 
2024: ~$26.25 million 
2025: ~$25.10 million 

Employees
2026: ~97,000 employees
2025: 108,000 employees
2024: 120,000 employees
2023: 133,000 employees
2022: 133,000 employees
2021: 158,000 employees

Sound familiar?

Despite their bluster, these tech bros aren’t America First.

Neither end of the political spectrum are protecting American jobs.

Stop voting based on emotion and start voting for practical solutions.

Waiting…🤮🤮🤮
This is getting ridiculous!!!

We propose the following revised chargeback structure:

FWA devices: No chargeback period

CPE devices: 0–2 month chargeback period

Purchased phones: 3–6 month chargeback period

No product or service should carry a chargeback period exceeding six months. Establishing reasonable and clearly defined timelines would create a more equitable system and reduce unnecessary financial strain on employees.

1. Insurance Costs

Healthcare costs continue to rise while compensation does not keep pace. Employees are increasingly burdened with financial decisions that should not be necessary given the company’s performance.

1. Pay Raises

Merit increases are often minimal or nonexistent, even for high-performing employees. Current compensation growth does not align with industry standards or inflation.

1. Stock Together Program

There has been little to no communication regarding the future of this program, creating uncertainty and concern among employees about its continuation.

1. Employee Appreciation

Current recognition efforts are perceived as insufficient and disconnected from employee needs. Meaningful appreciation should reflect the real contributions of frontline employees.

1. Retail Store Conditions

Retail locations are experiencing declining traffic and morale. Employees are frequently understaffed, overworked, and experiencing burnout, which negatively impacts both customer experience and retention.

1. Work-from-Home Opportunities

Remote work has proven successful but is being gradually reduced. This limits access to talent and reduces opportunities for employees who do not live near designated locations.

1. AI Implementation

The use of AI in customer routing within VCG and VBG raises concerns regarding fairness and transparency. A first-come, first-served system would provide a more equitable distribution of opportunities.

1. Retirement Benefits

Non-union employees do not receive the same retirement benefits as union employees. This disparity should be addressed to ensure fairness and long-term security for all employees.

1. Paid Time Off (PTO)

The current PTO structure requires extended tenure to earn additional time off. A more reasonable progression—such as increasing PTO every three years—would better support employee well-being. Additionally, limits on accrued PTO should be reevaluated.

1. Contractor Reduction and Domestic Hiring

A commitment was previously made by leadership, including CEO Dan Schulman, to reduce reliance on contractors. However, there has been no visible reduction in overseas sales representatives.

Employees are seeking clarity on when this commitment will be fulfilled and how it will be implemented. Specifically, we request transparency regarding plans to reduce overseas contractor roles and increase hiring of domestic internet sales representatives.

Reinvesting in a U.S.-based workforce would align with prior commitments while improving communication, consistency, and overall customer experience.

Closing

We are proud to work for Verizon and want to see the company succeed. However, that success must include fair treatment, competitive compensation, and genuine respect for employees.

So, layoffs are over and most of the VRP folks have left. David and Kari are headed toward the door. HIH hasn't gotten any worse. Spring is in the air.

With all that in the mix, how is the overall morale you are seeing among your team and co-workers in general?

https://www.youtube.com/watch?v=oU7aQ1tzBHc

Not like you were not warned.

There are enough warn notices that are circulating (state wise) that show execution dates ending till june 2026, so this is not yet over and hence no official communication of all things done - even VP+ who are trying to calm the waters are doing just that - calm the waters, but the sharks are still circling and the reports of 30K with only 12K executed with respect to RIF shows that a larger cut is coming. You bosses have lied to you before many times and are still lying!! If you are not out yet, you are still at risk - 18K is 10% of the current workforce and that is a large risk especially for people over 45, people at IC level with higher pay, people in SaaS/OCI, Sales are almost always risky, but app support is bad now.

Love seeing how these YEARS of instability and layoffs are finally paying off and that stock price is soaring. (Ouchy ouchy)

W.T.F.

Hint: Layoffs don't save companies.

What a s***show

Good old boys network has to GO.

Why is it so secretive? Are they going to reduce workforce by October ?

Exact number needed

When will it end?

It looks like the program I've been assigned to for the past 6 years is slowly being dismantled - there is no appetite to spend time & resources on risk reduction/mitigation strategies any more.

We're expecting to hear next week if the company is truly stepping away from our effort's goals. If that ends up being the decision, how long does our team have before we:

1. End up on the layoff list with HR
2. Actually get notified our positions have been eliminated?