#layoffs

So I guess sueing CMS on 28 criteria is a better use of money?
Maybe it's time to look closer to home.

I am a system analyst, just wondering are we safe.

Artificial intelligence is significantly reshaping the technology workforce, leading to substantial job cuts across major companies. Microsoft, Oracle, and Amazon have all implemented significant layoffs, with Amazon even planning to replace a large number of jobs with automation. Meta has also considered drastic workforce reductions, and other tech firms like Block and Intel have followed suit. Experts predict that AI will continue to displace workers, particularly in coding roles, potentially leading to widespread unemployment. The current trend suggests that these AI-driven layoffs are far from over.

New York, NY

https://247wallst.com/investing/2026/10/27/is-tech-on-its-way-to-500000-layoffs/

The leadership doesn't care if SpaceX eventually proves to be a 'competitor' to VZ. They will be gone. The Poem CEO won't be around to care for any 'competition'. His job is to cut, cut and cut - offer the best 'value' for the shareholder - and get his 'bonus' for gutting the company for AI bots. And move onto to the next company he can chop up.

When SpaceX is ready to compete - it will be easy - they won't have as many layers of management bloat, they can adjust to the changing market quicker than the dinosaur telco companies, and they will focus on the customer first, not the shareholders.

The old bloated telcos from years past are struggling to rein in costs - no matter how much money they 'save' from cutting humans - the other costs for infrastructure upkeep (rising vendor prices to fix systems, generator fuel prices) will counter any 'savings'. And the AI slop chaos it will create will overwhelm the outsourced network groups.

https://www.techdirt.com/2026/06/09/ceos-who-think-ai-replaces-their-employees-are-just-bad-ceos/

Post updates here. Include region/hq and group if able. Avoid chatter and stay on topic. Recreating because it’s not July. My god what a stressful week. Good luck everyone.

Legal was hit Monday night. A mix of lawyers and legal professionals. Hard to tell how many, maybe 5% of the staff.

VMware has confirmed a limited number of employee layoffs as part of its annual workforce rebalancing. The company stated this action aligns resources with strategic objectives and customer needs. Impacted employees may be redeployed to open positions within the company. VMware is focusing on multi-cloud strategies and its AWS partnership. No further layoffs are anticipated.

Santa Clara, California

https://www.techtarget.com/news/Limited-number-of-VMware-layoffs-confirmed-in-rebalancing/864651/

New trade figures from Global Affairs Canada contradict Cleveland-Cliffs' primary reason for recent layoffs at its Stelco facilities. The data indicates that a significant portion of Canadian steel imports originate from the U.S., not the overseas markets cited by the company. Economists suggest that while domestic demand and import volumes are pressuring producers, the offshore dumping argument lacks strong support from the latest trade data. The federal government has issued a strict ultimatum to Cleveland-Cliffs to reverse the layoff notices or face legal action. This situation highlights the legal risks companies face when foreign investment commitments clash with evolving market conditions.

Hamilton, Ontario

https://www.hcamag.com/ca/news/general/trade-data-complicates-stelcos-case-for-500-hamilton-layoffs/595173

SNDL announced significant layoffs at its manufacturing facility, reducing its workforce by over 30%. These job cuts are part of a broader restructuring of its ca--abis operations, including exiting unprofitable dried flower products. The company expects cost savings to materialize in the fourth quarter. Management is also undertaking a strategic review that could involve asset sales or further efficiency measures. The success of these changes hinges on whether reduced overhead and product focus lead to sustained profitability.

Calgary, Alberta

https://finance.yahoo.com/markets/stocks/articles/sndl-stock-layoffs-know-latest-205457933.html

https://finance.yahoo.com/markets/stocks/articles/qualcomm-layoff-notices-start-november-180043223.html

Two North Jersey companies are set to eliminate a combined 174 positions early in 2027. Conduent State & Local Solutions Inc. will lay off 113 employees in Newark. Teva Pharmaceuticals USA Inc. plans to cut 61 jobs at its Fairfield location. These workforce reductions are scheduled to occur in late January and early February of the new year. The layoffs were reported in a filing with the state labor department.

https://www.nj.com/business/2026/10/fresh-wave-of-nj-layoffs-will-wipe-out-174-jobs-in-2027.html

So let me get this straight. Expand Energy decides to eliminate the ECS department, putting hardworking employees and their families out of a job, and the best leadership can come up with is a bullsh-t meeting offering $2,000 to finish the current pad?

Are you fu--ing kidding me?

And when employees ask about severance, the answer is that leadership will have more information in a couple of weeks? (Yea after the current location operations are complete and they don’t have to dangle a carrot infront of everyone)

HOW THE HE-L IS THAT NOT ALREADY FIGURED OUT?

This decision wasn’t made overnight. Management knew the department was being eliminated. There was apparently enough time to discuss a completion bonus and potential employment opportunities with Pure Frac, but somehow not enough time to determine what severance these employees would receive?

Then Tim Beard explains that the idea is to incentivize employees to transition over to Pure Frac.

WHY IS EXPAND ENERGY TRYING TO INCENTIVIZE EMPLOYEES TO WORK FOR ANOTHER COMPANY?

From an employee’s perspective, that raises a pretty obvious question: Is this an attempt to get employees transferred into another position so Expand Energy can avoid paying the severance that would otherwise be expected? Ya know, industry standard…

Whether that’s the intention or not, that’s exactly the impression this poorly handled transition creates.

Here’s what an ACTUAL incentive would look like:

A proper severance package from Expand Energy, followed by a legitimate employment opportunity with Pure Frac offering competitive pay, a comparable 14/14 schedule, travel compensation, housing accommodations, and reasonable working conditions.

Not some half-assed arrangement that potentially sends employees across the country, disrupts their entire family lives, and requires even more time away from home.

These employees already sacrifice enough time with their families. Why would anyone consider a position that makes those sacrifices even greater without substantial compensation and benefits?

And here’s another question leadership apparently failed to consider:

WHY THE HE-L WASN’T PURE FRAC AT THE MEETING?

If this transition has been in the works, why weren’t representatives from Pure Frac physically present to explain the opportunities?

Why weren’t interviews arranged at the job locations or shops? Why weren’t pay rates, schedules, benefits, travel arrangements, and housing accommodations discussed?

Employees should have been given the opportunity to sit down with the potential new employer, ask questions, and make informed decisions.

Instead, they were handed uncertainty, a $2,000 completion bonus, and a promise that more answers might come in a couple of weeks.

Seriously, how fu--ing difficult is it to plan a transition properly?

It doesn’t take much to maintain employee morale and keep the peace during a difficult situation. Communication, transparency, fair compensation, and a little respect go a long way.

Yet somehow, leadership has managed to fail in damn near every aspect of this announcement.

And let’s talk about that $2,000 bonus.

After taxes, what does that realistically amount to? Maybe $1,200–$1,400?

That’s supposed to motivate employees facing unemployment to finish production?

Here’s what leadership needs to understand.

(This isn’t a threat but rather common sense)
If Expand Energy wants the remaining locations completed safely, smoothly, and efficiently, offering a proper severance package would have gone a he-l of a long way toward maintaining morale and employee commitment.

Pair that with a genuinely incentivized employment offer from Pure Frac, including comparable compensation and working conditions, and the entire situation could have been handled differently.

Employees would have had clarity about their futures, financial security during the transition, and a legitimate reason to consider continuing their careers with the new company.

It’s really not that fu--ing complicated.

These are employees who have dedicated years of their lives to the oilfield. Employees who work long shifts, spend weeks away from their families, miss holidays, and maintain the safety and production standards that allow these companies to operate successfully.

Many have spent years building experience, relationships, and careers within these operations.

And this is how that dedication gets acknowledged?

A poorly organized meeting, unanswered questions about severance, and a $2,000 heavily taxed completion bonus?

What a complete slap in the face.

For the Legacy SWN employees, the difference in how employees are treated is especially disappointing. There was a time when people genuinely felt valued, respected, and proud of the company and management they worked for.

Legacy SWN was a he-l of a lot better than what this has become unfortunately and everyone knew it was going to happen.

Tim Beard and the rest of leadership should have walked into that meeting with a clear severance plan, a detailed transition strategy, and Pure Frac representatives prepared to discuss actual employment opportunities.

Instead, employees were left questioning their financial futures while management apparently expects business to continue as usual.

The employees aren’t the problem here. The lack of preparation, communication, and leadership is and has been since the merge.

And to upper management: Hopefully the people making these decisions never find themselves on the receiving end of the same treatment. It’s easy to make decisions about eliminating positions when it isn’t your own paycheck, benefits, career, and family’s financial stability on the line.

Expand Energy needs to answer some very simple questions:

1. Why wasn’t severance determined before announcing the elimination of the ECS department?
2. Will ECS employees receive severance comparable to other employees whose positions have been eliminated?
3. Is the proposed transition to Pure Frac going to affect severance eligibility?
4. Why wasn’t Pure Frac present to explain actual employment opportunities?
5. Why should employees accept a $2,000 completion bonus as meaningful compensation when their careers are being eliminated?
6. What exactly is leadership doing to ensure employees and their families are treated fairly throughout this transition?

These aren’t unreasonable questions. They’re questions that should have been answered and thought about before the meeting ever took place.

Expand Energy, the way this situation has been handled is an absolute embarrassment.

There is still an opportunity to make things right. Provide the severance employees deserve, arrange legitimate employment opportunities, and communicate with the people affected like they actually matter.

Because $2,000 doesn’t replace a career, uncertainty isn’t a transition plan, and corporate bullsh-t isn’t leadership.

The ECS employees deserve better. Period.

What Compliance groups were impacted? Was ITV impacted yesterday?

Google's parent company, Alphabet, has announced significant workforce reductions, impacting 12,000 employees globally. This move brings the total number of tech layoffs in January 2023 to over 30,000. CEO Sundar Pichai cited changing economic conditions and a need to align hiring with the current reality. The affected positions span various product areas, functions, and regions across the company. This decision follows similar large-scale layoffs at other major tech firms like Microsoft and Amazon.

Mountain View, California

https://www.techtarget.com/news/Tech-workforce-cuts-accelerate-with-Alphabet-layoff/850818/

E.W. Scripps has implemented layoffs at its Milwaukee television station, TMJ4. Over a dozen employees were affected by these workforce reductions. The affected roles primarily included behind-the-scenes positions. On-air talent was not part of this latest round of cuts. This action is part of broader organizational changes within Scripps.

Milwaukee, Wisconsin

https://www.jsonline.com/story/money/business/2026/10/27/more-than-a-dozen-laid-off-at-tmj4-as-scripps-embraces-ai-automation/92465858007/

Toledo firefighters may face layoffs if a proposed safety levy does not pass in the upcoming election. Union president Joe Cira informed members of the potential job losses. The levy, Issue 16, aims to fund emergency services through a temporary income tax. If the levy fails, the Toledo Fire and Rescue Department could be forced to reduce its staff. This could impact response times and the department's ability to train new recruits.

Toledo, OH

https://www.13abc.com/2026/10/28/toledo-firefighters-could-face-layoffs-if-safety-levy-fails/

Any updates to the CB sales teams?

Any one hear or get the email ?

E.W. Scripps Company is implementing significant layoffs, impacting 431 employees across the organization. The CEO stated that the company aims to rehire approximately 100 of these affected individuals into new positions. This move is part of a broader "enterprise-wide transformation" initiative. The company hopes to fill many of the new roles with existing staff. This restructuring signals a period of change for the media company.

New York, NY

https://tvnewscheck.com/business/article/scripps-layoffs-continue-with-431-cuts-as-ceo-promises-100-new-jobs-in-enterprise-wide-transformation/

Microsoft is offering voluntary buyouts to approximately 60,000 employees, representing about 27% of its global workforce. This move is intended to help manage significant capital expenditures related to artificial intelligence infrastructure. The offer is available to eligible employees in the U.S., Canada, India, and the U.K. This initiative follows previous voluntary programs and job cuts implemented by the company. The decision to accept the buyout is up to the individual employees, with a deadline in early December.

https://finance.yahoo.com/technology/ai/articles/tech-way-500-000-layoffs-195418765.html

Wonder what additional plants are being reviewed for closure or selling off?

Consolidating info here. Post your general group and if you were affected today. Keep chatter/off topic to a minimum. Hopefully today is the final day of announcements, good luck everyone.

Should be quite predictable by now, but again here we go right before earnings. More people just vanished. People that you would think were valuable, but alas dispensable considering more holes in the revenue and not as many took the early out as wanted. So, back to the grind, time to again take on more work from those dearly departed.

Who around you just vanished into thin air?

What do you think the grand plan is?

Do they go even more lean once ODW is launched?

Does SalesChat replace sales? Seems to be happening with Services AI bot.

What does the future look like for sales? IT? Support? Product Groups? Engineers? RevOps?

Also, as hard as it is, DON’T let this impact you. We don’t get paid enough to worry about it. Close your laptop and go home to enjoy your family life. They don’t care about us so why should we care about them. If ODW fails then it fails. Not my problem

Seems there could be two separate things going on here. 3000 layoffs AND all the tech jobs going to India.

A Humana spokesperson told WHAS11 News in a statement Tuesday they evaluate their staffing needs on an ongoing basis. They make adjustments when necessary in order to "meet the needs of our business and create greater value for our members and patients."

https://www.whas11.com/article/money/business/humana-appears-reorganize-jobs/417-face9438-a32d-4536-9773-7e75c3917cb8

Is there a way to know how big was this round?

I mean, with such strong Q3 results and raised expectations, we should feel safe for a while. There's no need to cut even more folks when we're doing so well. Right? Right? /s

Cisco’s CMO has to generate more revenue on the same budget. Here’s where she’s placing her bets

Carrie Palin is expected to generate more revenue from Cisco’s marketing organization every year. She’s also expected to do it with essentially the same budget.

https://fortune.com/article/cisco-cmo-generate-more-revenue-same-budget-placing-bets/

How many others received this absolutely non-reassuring reassurance? Considering there are only two months left in the year, does that mean it's open season again starting in January?

This reeks of desperation. SLT is scrambling to stay afloat. They’re dumping whatever they can overboard. Im not impacted (yet) but I’m planning my exit. Trust me, it’s not an if but when they come for you. AI and CEIC are coming like an iceberg.

Has leadership communicated a reduction target or explained what declining the offer means?

Is this a way for them to get people to quit before they do layoffs? Are there going to be layoffs next year?

Any idea who they are coming for tomorrow and the rest of the week? Any meetings known or calendar invites? Thank you to everyone sharing on this board. I know it’s none of this is easy and we’re all just trying our best here.

It makes no sense to any of us why our director was the only one on the Comp Ops team impacted by this. He’s an amazing leader who genuinely cares about his team and the company. It really looks like they just created a role one level higher to push him out.
I don't get why the company pushes out the best leaders. His comp knowledge and work ethic are irreplaceable, and it's hard to imagine working for anyone else. He was my biggest supporter, and I'm honestly so disappointed in leadership right now.

I haven't seen anyone in CA affected yet, are there cuts coming to that org?