#layoffs

They don't value employees, and some of the tactics they're using to cut costs feel downright deceitful and unethical. If I could give them any advice, it would be to just put us out of our misery. These slow, constant layoffs where they keep cutting our best people are just torturous. If the plan is to ki-l the company, then get on with it instead of this slow, painful death march.

This scenario doesn’t apply at DXC because my salary won’t increase!! It goes to show how DXC is an outlier when it comes to rewarding employees.

On a salary of...
£ 35,000

You pay £6,280 in tax and national insurance each year.

By 2031, the OBR expects your salary to have risen to about £40,647, excluding any promotions or job changes, as wages rise roughly in line with the cost of living.

At that point, your annual tax bill will be £7,862. That's £1,581 more than you're currently paying, and £215 more than you would have paid if thresholds increased with inflation after 2028 as they were previously expected to.

Your effective personal tax rate is now 17.9%. It will have reached 19.3% by 2031.

If the thresholds hadn't been extended today, it would have reached 18.8%.

Be Aware -

10,000+ Verizon Layoffs coming in 2026 due to the Frontier merger.

It is (not) done, by far.

10,000+ Verizon Layoffs coming in 2026 due to the Frontier merger.

It is (not) done, by far.

What a surprise ? Not ! More barefaced lies and FUD from Alvind, Krabanaugh and the Pipmunks. But we all know that already. Whatever happened to Design Thinking ? It went out of fashion. We need new IBM buzzwords for putting a load of BS on Kramer.

https://www.msn.com/en-us/money/companies/ibm-s-gen-z-hiring-pledge-collides-with-harsh-layoffs/ss-AA1RcGLF?ocid=msedgntp&pc=W099&cvid=6927aafe67f94a858f69a0409678bfdc&ei=31

How many staff employees were laid off in this latest cycle?
Predicted staff to be layed off in 2026?

What’s the morale at work at the moment? It appears that those laid off are rather silent at the moment…

I hate it but not because I hate being in the office but because of my commute, gas money and spending money on tolls that I can't avoid. I actually don't mind being in office for a few hours but I do know there is no "collaboration" going on lol. People go in, get their coffee then work for a bit and peace tf out.

My team is global and most are remote. Of my team, only 5 of us live in Texas and only one of my coworkers lives in Austin/RR. The rest are remote because they aren't in Austin/RR and there is no office to go to. The other two people on my team who go into office are in New Jersey and Virginia. I guarentee they aren't "collaborating" with each other lol. They are but it's via TEAMS.

I guess I'm failing to see or understand the logic behind the FIVE day in office RTO when Dell has always been a hybrid 3 days in, 2 at home company? It just doesn't make sense to me. They want us in daily but yet, claim to be flexible to our schedule and don't care how long we stay in office. Which means for many of us, it's a coffee badging experience lmfao.

I Do understand that dell wants the company to be more office centric rather than remote which, ok I kinda get that but, what about those who are full remote with no office to go into? THey are not eligible for promotion and in all honesty, the way Dell is heading, full remote employees I feel like are gonna be on the axing block sooner than later.

I mean, there isn't ANYBODY who is going to pick up their entire family, rip their kids away from their friends and school, simply to go to fkn RR to keep a job - all on their own dime... If Dell paid for reloaction then I think a solid 50% of remote employees would move, though.

Not sure if it’s just me, but my severance calculation and agreement show 2025 STI as $0. Does that mean I would not get STI in Q1? Or is it that 2025 STI isn’t part of the “severance” and is instead just paid out in the normal course of my compensation? I have received STI every year since I started at Verizon

I’ve worked for this company for many years. Loved my job, in fact. But since they’ve become he-l-bound on implementing AI, this whole company, their company values and all the processes that used to work so well have gone straight to he-l! The new systems do not work correctly. Employees that have given so much to ensure the absolute best quality and performance for this company and our customers are put on CAPs, due to the ones making millions choosing systems that do not work, and we get the blame. These overpaid fools couldn’t do these jobs to save their greedy souls! I am so ashamed to even work here now and am looking forward to getting out.

It seems odd that the other PayPal execs are around already, but Shankar is still not replaced. I mean, he's not doing any work, not showing up for anything, not talking to his teams, not setting a strategy or a direction or anything. So clearly HE knows he's out (fingers crossed that the rest of his posse are out as well.. first of all Vivek and his reports) But still, it would be nice to know which PayPal guy will oversee the next shift of 10+k jobs to India / contractors...

https://www.cfo.com/news/despite-incoming-holiday-layoffs-cfo-bonuses-are-likely-safe-resume-org-survey-/806530/

The company isn’t ruling out additional reductions across different functions over the next two years as it ramps up usage of the technology, according to people familiar with the matter. McKinsey is also closely assessing what tasks can be carried out by AI, the people said, declining to be identified as the details are private.

https://www.ndtvprofit.com/business/mckinsey-cuts-about-200-tech-jobs-shifts-more-roles-to-ai

Any ideas?

Noticed some stores are not staying open as late this holiday season. Is that a sign they are on the chopping list? Seems to be quite a bit of overlap between that and the earlier closing stores, at least in the DMV.

DST was a sweatshop that stole the lives of many hoping to build a nice career there. Few employees were rewarded for their hard work. Most were ignored and strung along with a carrot dangling well in front of them. Although a public traded company, only the management made out well. Scammers1

Kroger is nothing without technology. The technology we design, build, and maintain is the reason this company can operate and make money.

It has been made obvious to us that our feedback means nothing. I don't know if anyone remembers when we used that "Slido" tool for anonymous feedback and by far the largest concern was that we do not support RTO.

Leadership is laying off our co-workers because of their own mistakes, pushing current employees further and further, and actively lying to us about the reason for these unpopular changes.

Tech unions are legal, and have happened before. And right now it is obvious that many of us have common ground at the same time and for the same reasons.

What, realistically, is stopping us from doing something about this? If they won't listen to our feedback, why shouldn't we force them to listen to our demands?

Not for long, I'm sure, but it's something.

Remember you’re all just a number & don’t be mad when we lay you off during the holiday season, it’s the corporate way here in the good old 🇺🇸!

Love your corporate (insert name here) CEO.

PS: I’ll be on vacation during the holidays at a tropical 🌴 location.

With Medicare advantage issues, are there layoffs within Medicare division?

Since the layoff conversations last week, I’ve noticed my coworkers have been extremely quiet/distant. I get it, life does go on and no one owes me anything, but I find it interesting and eye opening. Happy for everyone who survived (this round), cheering for anyone impacted. We’ll get through this.

VZ just announced cut 20% management or 13k to save 1B .

We hear about layoffs on this thread but we usually don't know which division they're in.

"Division Names Within Optum Insight
Here are the specific names of the major divisions within Optum Insight:
Optum Analytics
Optum Consulting
Optum Technology Solutions
Optum Clinical Services
Optum Market Access
Optum Value-Based Solutions
Each of these divisions focuses on distinct areas within the health care landscape, aiming to improve efficiency, quality of care, and patient outcomes."

Since much of the maintenance on the network has been turned over to contractors, I wonder how much longer will VZW’s Field Assurance Engineers (aka cell tech’s) last before they are caught up in the next round of layoff’s? Lots of long term employees with little to do….

SAP is currently facing a very unstable situation.

We are already witnessing this with HP and several other major companies.

https://www.cnbc.com/2025/11/25/hp-inc-shares-fall-as-company-says-it-will-cut-up-to-6000-employees.html

Despite significant layoffs and reductions in their operating costs, HP's stock has declined. Investors clearly perceive a lack of a solid plan to enhance profits, which has diminished shareholder confidence.

The SAP executive board is convinced that layoffs and dividends will elevate the stock price, but this approach will not work. Shareholders are not interested in quick returns through dividends; they want to see a comprehensive plan from SAP and increased investments rather than more layoffs. P23 has already demonstrated that layoffs are costly and do not significantly reduce operating expenses. The stock price began to drop sharply after the announcement of regular layoffs and superficial measures.

The only viable solution is to dismiss most of the board and develop a genuine strategy. However, supervisory board members who are attempting to hold the executive board accountable are already facing pressure and being urged to resign. Just as we witnessed half of the Betriebsrat depart during the recent layoffs, we can expect most supervisory board members to take a lucrative deal and exit.

Consequently, layoffs will persist. The stock price will continue to decline. The executive board will receive their largest bonuses ever, while leaving no budget for employee salary increases or bonuses. They will penalize employees because the workforce is too intimidated to advocate for themselves.

The Verizon Split: A ServCo/NetCo Divorce Threatened by an Outsourcing Anchor
Verizon's strategic push to separate its core business into two entities—a customer-facing ServCo and a network-operating NetCo—is a widely publicized move aimed at unlocking significant shareholder value and slashing $10 billion in operating expenses (OpEx). While structurally sound in theory, internal echoes suggest the entire separation plan is at risk of being operational chaos due to a critical pre-existing flaw: the poorly performing $2.1 billion Managed Network Services (MNS) contract with HCLTech (HCL).
This separation is not a fresh start; it is a complex IT and process de-integration effort that is being attempted while a core operational function is under external distress.
(....)

1. Amplified Operational Chaos in the Split
   The HCL underperformance is an anchor dragging down the separation process itself:
   Increased IT Migration Costs: A structural split necessitates the clean de-coupling of legacy IT systems. If HCL manages key operational platforms (e.g., MNS systems) but lacks sufficient documentation or operational control, the process of separating and replicating those systems between the new ServCo and NetCo becomes slower, more complex, and pushes the one-time separation cost (estimated at ∼$1-2 billion) higher.
   A Crippled ServCo: The new ServCo requires a seamless hand-off to HCL for its post-sale support model. If this model is already shaky, ServCo’s initial business processes—built on this flawed assumption—will be unstable. This handicaps the ServCo’s agility and customer experience from its first day of independent operation.
2. Workforce Strategy and the Risk of "Brain Drain"
   For the remaining workforce, the situation is characterized by deep distrust and volatility:
   More Internal Turmoil: Employees facing layoffs or transition will have zero confidence in the quality or stability of the outsourced HCL entity. This increases the risk of the most valuable, experienced employees choosing to quit prematurely rather than participate in the chaotic hand-off, further exacerbating the "brain drain."
   Pressure to Shadow: Verizon leadership faces internal pressure to quietly keep high-value engineers in-house to "shadow" or "fix" HCL's work. This preserves short-term service quality but utterly defeats the separation’s core OpEx reduction goal.
   The successful separation of ServCo and NetCo depends entirely on a stable operational base. If the HCLTech partnership remains an underperforming, fixed-cost liability, it will not only undermine the expected cost savings but also significantly reduce the market valuation of the customer-focused ServCo, jeopardizing the entire value-unlocking thesis of the structural split.
   The company must effectively restructure or contain the HCL relationship before or during the separation, or risk the split becoming an exercise in formalizing operational distress.

The Only Way to Fix Verizon's Valuation: Apollo's Blueprint for Structural Separation

Probably 12000 FTEs will loose their jobs. (this already happened !!!)

The days of the integrated telecom giant are over. The biggest opportunity in the sector today isn't a new product; it's a structural divorce—separating the capital-intensive NetCo (Network) from the asset-light, growth-driven ServCo (Service).

This is no longer a fringe idea; it's the defining transformation trend of the decade, and it’s the most rational path to unlock billions in trapped equity value—especially for a stock like Verizon ($VZ).

The Problem: Blended Multiples Suppress Value
Integrated carriers suffer from a blended market multiple problem. The network's capital drag suppresses returns, while the dynamic service business is undervalued. The result? Chronically low P/E ratios and stagnant shares despite strong cash generation.
The Solution: Apollo’s Reverse LBO ServCo Play
Private Equity firms like Apollo Global Management are experts at complex carve-outs. Their blueprint for a newly-separated ServCo: a Reverse LBO that transforms a utility stock into a premium tech-enabled platform, commanding a 2x multiple expansion.

Phase 1: The Asset-Light Transformation (Years 1-2)
Digital-First Cost Structure: Replacing legacy IT with cloud-native BSS/OSS and using AI to overhaul customer service, driving a 20-30% OpEx reduction.
Pure-Play Aggregation: ServCo pivots entirely to the customer, bundling connectivity with high-margin services (security, streaming, IoT). Result: 5-10% ARPU increase and up to 25% churn reduction.

Deleveraging: Cost savings are rapidly converted into financial firepower to stabilize the balance sheet.

What are your thoughts ?
Light Reading Fierce Network
hashtag#Telecom hashtag#Verizon hashtag#PrivateEquity hashtag#Valuation hashtag#ApolloGlobalManagement hashtag#Strategy hashtag#StructuralSeparation

Anyone else’s computer already get completely reimaged and erased and locked down without any warning?? I thought we were supposed to be working until the 19th. Is this normal?

Anyone else’s computer already get completely reimaged and erased and locked down without any warning?? I thought we were supposed to be working until the 19th. Is this normal?

Massive lay offs “restructuring” in May 2025 in all locations of Innovage. Poorly communicated & poorly planned. In 2024 & 2025 , they were hiring a lot of people & even giving referral bonuses, but only to be layed off. Up until a week before the lay off , they were hiring therapists. Suddenly they rescinded the offer, then maybe After a week, they laid off PT’s/OTs, rehab aides, etc. Why did they even hire so many, then lay them off.

I can’t find info on when we will get severance check.

Is there any legs to the rumored layoff on 12/3 before the tree lighting?

She was challenged several weeks ago on this board to go on CNBC to be interviewed and by golly, she did ! Albeit a soft ball interview with Sharon Epperson for DEI reasons.

Let's be honest here, if she interviewed with Jim Cramer, David Faber, or Sara Eisen, she'd be eaten alive trying to defend her missteps. It is ironic that even Roger Ferguson has appeared on CNBC as a contributor more times in the last year, then Duckett has appeared on CNBC in 5 yrs.

There are rumors and whispers she is losing internal support. All of a sudden, we see a flurry of activity from her lately in an attempt to save face and her job. So many speeches and public appearances that she has no real time to run TIAA like she is supposed to and this begs the question; who is really running TIAA ? She is paid millions and the company is chaos and no one is at the helm. She collects hundreds of thousands of dollars as a Nike Board Member & a pair of Air Jordans.

Instead, they have Jay Leno headline the TIAA FutureWise conference with the CEO laughing herself all the way to the Bank while many long term TIAA employees are being laid off. Shoot, maybe is she ran AI to run the company, it would be in much better financial shape today. It's funny how she criticized AI, but sold out to Accenture as they promised us the world with AI driven solutions which have not materialized.

TIAA FutureWise Conference (November 2025) In a discussion with CNBC, she advised that retirement investors should focus on building diversified portfolios and guaranteed income streams rather than worrying about an AI

Why so many QA rules in TAC team? They just focus on case update timely or not. They don’t even have any technical knowledge! Even layoff BB QA and they can re-join TAC team as RB then keep audit TAC cases… So rediculous

I'm thinking less than normal because NDA was pushed back a quarter.

How’s morale for you? I am exhausted from the layoffs. Wish they would just get the firing over with already. This place su-ks now.

I saw in previous post same thing was stated .Being told we need to carry a bigger load now.Im relieved to survive the rif but I’m just not sure it’s fair we now have to carry an even bigger load!I mean why should we be expected to carry our own load plus now everyone else load that was let go.Does anyone agree or should we just deal with the bigger load

Do you get health insurance benefits after they lay you off?