#layoffs

They had to know the stock price would go down. Cutting the workforce does nothing to improve customer service and will make it harder to address customer issues. Cutting the design team by 40% does nothing to improve the network and network performance will degrade over time. What is the actual plan, Dan? Line your pockets and split?

So as a 6 year employee, I'd receive 12 weeks? Just making sure I keep all my ducks in a row for layoffs.

IBM is & always has been about laying the unprotected class off. White men 55 & older. Then white women (= ageism + s-xism). Black men (= ageism+ racism) Black women (= ageism, s-xism, racism). So what did/does IBM do to accomplish this so methodically? They bring in incompetent black women to lay off (throw away like trash) white men to really slap employees in the face. THEN they remove your entire life from your personnel file when you ask for it. It’s like a Wormwood episode. You get your sign- on paperwork & your last “bad” appraisal (to justify their laying you off) written by the DEI hire who suddenly leaves w/a promotion after you’re RA’d. Every award, best appraisal, letters of merit & commendation magically disappear. Where did they go? IBM he-l.

African Americans at IBM can do whatever they want. An ex black co-worker of mine, who still holds her job at 62yo, said to me “if they ever try & lay me off, I’ll sue for racism & s-xism on top of age discrimination.” She never came into the office or customer site when everyone was told to do so back in 2009 -2015. She stayed at home taking care of her mother, her boys, making random Zoom appearances when necessary. She travelled w/IBM all over Europe & India. She took time off constantly (her FB & IG accounts looked like she was retired). And last year when her boss left & a white man got the job, she retained an atty, filed a letter w/the EEOC claiming racism bc she didn't get the job. She was never there but wanted a job she knew nothing about & was totally unqualified to do. What did IBM do w/just the mere threat of a lawsuit? They promoted her & gave her a 13% increase in salary. It literally PAYS to be part of a protected class.

IBM, the business world implores you, release the demographics of your layoffs from the 1970-2025. And Congratulations Arvind Krishna for your recent 23% increase in 2025 pay to $25M. Meanwhile stellar, high performing employees you & Ginni Rometty laid off (Dinobabies & a dated maternal workforce as Ginni called them) are working the graveyard shift at supermarkets, so they can feed their families & put their kids through college. Sc--w you both. Thomas Watson is spinning in his grave. One can only hope grand karma kicks in one day.

Layoffs #Demographics #PersonnelFile

There is growing sentiment among employees that GK needs to go. He’s done too much damage. If it happens would it stem the tide of layoffs?

Reports suggested up to 22,000 roles could be at risk at Microsoft this month, but the company's chief communications officer shot down those rumors as false.

https://www.windowscentral.com/microsoft/microsoft-reportedly-eyeing-massive-january-layoffs-but-the-ai-obsession-shows-no-signs-of-slowing

It's just good old offshore galore. Not much pretending anymore.

I mean, I'm being sarcastic. But not really. And these are coming after considerable reductions. I was hoping, naively, that we might get some respite. Foolish.

The Douglas County School District is preparing to review a series of high stakes financial decisions at its upcoming special board meeting later today.

Among the key discussion items are proposed school consolidation scenarios, potential layoffs of classified employees, and a possible declaration of a Severe Financial Emergency under Nevada law.

https://www.kolotv.com/2026/01/07/douglas-county-school-district-consider-consolidations-layoffs-financial-emergency-declaration/

Heard there will be a lot of laying off on the 6th of February from my source.

For those laid off in October, does anyone know when Target will send instructions for cobra and life insurance? Wouldn’t anll benefits expire this weekend?

Startled to learn the JSMF has named Penny Pennington to its board of directors. She is being added to “tap into her knowledge to help give more opportunities to underserved communities in St. Louis.” This is the same woman who has laid off St. Louisans who make her millions and sends their jobs to India. Penny is creating underserved people with less opportunities in St. Louis. I cannot believe the JSMF has named her to their board. The JSMF used to be a great organization which fostered American values for Americans, not sending resources out of the country. I will no longer be contributing to the JSMF as I am severely disappointed.

We're already handling too much work, and now we're to lose more people next week? Are you kidding me? What's wrong with people running this place? Can we get them to do our jobs just for a week, just so they can see how bad things already are? We can't afford for it to get even worse.

Some peers notified about layoffs in ATL sales team. Did you notice anything in your local office?

Everyone seems to be talking about major layoffs in January—around a 20% headcount cut before Q4 ends. Really hoping it’s not true. Any insights?

Can anyone breakdown the timeline for severance payment?

I was a retail “specialist” who got laid off literally two weeks after starting. I’ve been getting random a-s checks of varying amounts for the last 2 weeks . I have no idea what any of them mean and why I’m not getting a lump sum yet.

Verizon ruined my holiday season. The least they can do is make sure my rent is paid next month.

Starting in Q2 they are laying off half of the product org in OptumInsight and moving the jobs to India.

Anyone heard about any upcoming oriskany layoffs? Thought everyone was supposed to be gone last year.

The TA leadership is pathetic. They cut recruiters and support but save all managers and are left with a group an individuals who can’t lead, make decisions or train a team. They are great at things that do not matter like monthly or holiday meeting that do little for morale it usually pi---s people off.

Let’s look at these managers, one saved manager, manages BRGs. The BRGs did just fine with no manager. Salary $130k

The conductor manager - runs conductor recruiting. You just laid off the whole conductor recruiting team, but kept her.

The mechanic and engineering manager, we don’t and haven’t hired one of those roles in months. Also tech and Corporate- also, not a single hire in months. In addition she’s always on FMLA.

The top TA managers were kept even though they haven’t made a solid decision or anything productive in years.

These layoffs weee driven by friendships instead of production and once again CSX has proven to be burden in Jacksonville instead of a community partner that cares about its place in the city.

Stay away from this place

Anyone know the extent of today's layoffs?

Here is what I’ve heard more than once. If anyone knows differently please call it out / correct me-

Layoffs:
Jan 6th - End User Support
Jan 6th- Resource Planning

Upcoming
Jan 13th- Consumer / Retail
Jan 20th - Product (now under Jeff Simon/ IT)

Both upcoming are targeting a 20% reduct

Besides Great northern and Livingston, any others confirmed to close? Any surprises? New ones?

https://www.investing.com/news/stock-market-news/cvs-unitedhealth-cigna-accused-of-diverting-billions-via-shell-firms-93CH-4433238

Follow the money.

This begs the question of how budgets were managed in such a way to not only reduce bonuses and promotions but eventually cause mass layoffs.

I believe their gonna cut so much more then most think Crazy this firm will consult to cut more management but yet their benefiting Executive Hires (McKinsey Alumni): Several high-ranking Verizon executives are former McKinsey personnel, including:
Alfonso Villanueva: Recently named Executive Vice President and Chief Transformation Officer, effective November 2025. He was previously a Senior Partner at McKinsey, where he led the Telecom, Media & Technology practice across Asia Pacific

Has anyone been rehired after the 60 day period ? Not necessarily in the position you were in before. There were some very good people let go and It would be good to rehire them. Or are the laid off workers untouchable.

Sisters and Brothers,

We want to share an important update on where things stand regarding Optimum’s planned transfer of work to MasTec.

Today, CWA Local 1103 and CWA Local 1109 met with Optimum (Altice) to address the impact of this transaction on our members and to discuss a formal proposal submitted by the Union. That proposal was focused on protecting jobs, preserving service time, limiting the sharing of employee information, and ensuring members have meaningful choices. Optimum has rejected this proposal.

Below is a summary of what the Union proposed and the company’s response:

1. Option to Remain with Optimum — Rejected
2. Protection if MasTec Does Not Hire You — Rejected
3. Severance for Employees Hired by MasTec — Rejected
4. Recall Rights if Optimum Re-Enters the Business — Limited Response
   The company indicated it may consider rehiring former employees within 365 days of February 1, 2026, should Optimum re-enter the fulfillment business.
5. Limits on Employee Information Shared
   At this time, Optimum states it is still “reviewing” what information it intends to provide.

Company Position Overview

Optimum has rejected key protections, including continued employment options, severance, and the no-layoff provision. The company claims there are no available positions in other disciplines and asserts that employees not hired by MasTec would be treated as voluntary resignations—a position the Union strongly disputes and considers a layoff.

Important Guidance for Members

We understand that the compressed timeline being imposed is causing significant stress and uncertainty for everyone involved.

We recognize that this is a personal decision and that your job and livelihood are critically important. Therefore, we recommend that Field Service members apply for positions at MasTec before the January 9, 2026, deadline while this process continues.

Please understand that applying does not mean you are giving up your rights, nor does it stop the Union from continuing to fight on your behalf. The Union will continue to do everything in our power—using every legal and contractual resource available—to challenge the company’s position, demand answers, and protect your jobs. We will continue pressing both Optimum and MasTec on all fronts as we work through this transition.

The Union has already taken all available steps to protect you, including filing grievances and engaging in Effects Bargaining, and we will soon pursue full bargaining. We are also scheduled to meet directly with MasTec on January 8, 2026, to discuss expectations for a Collective Bargaining Agreement.

We will share additional updates as soon as they are available. If you have any questions or need further guidance, please contact your union leadership.

Thank you,
Mike Gallo
Executive Vice President
CWA Local 1109

To be ready for a layoff, I offer a few items. I expect more may come in the replies.

1. If you need income from a job, should should be trying NOW to find one. It’s way easier to get hired when you still have active employment on your resume.

2. Save contact information for co-workers. After you are gone, you will have difficulty connecting with them if you don’t get the contact info in advance.

3. Decide if severance is worth losing the option to sue Xerox. Since severance varies and may change soon, this one is up to individual circumstances. Before signing a general release, consider this.

4. Begin monitoring the HR policy regarding severance. It’s very likely that
   this may adjust downward. If you see it, it gives time to think before you are IRIFed. For example, #3.

5. If you used your Xerox.com (or Lex whatever) email address for personal use such as password recovery, change it. You don’t want to forget a password in the future and then realize you used a business email for recovery that you no longer have access to.

6. Take advantage of unused health insurance entitlements before they disappear.

7. Understand that health insurance continuance is an option, but WAY more expensive. For me in the US, cost was 5X.

8. Clean your desk so that is you are walked out, all your personal things are already gone or fit into a box you can take when you are escorted out.

9. Remember you may have employee discounts that may expire after you are gone.

Any more?

This all started with Babb when he move the corporate headquarters to Dallas to spend time with his grandchildren. Then he put Farmer in place and he is totally incompetent at running the organization. Now everyone will lose their jobs and he will ride off with millions. What a shame for the employees that care about the organization, the history and their customers.

We made it through another year, but I hate what this company has become. Biweekly check-ins with inexperienced managers who now get to define your worth. Verint installed on our laptops, where five minutes of inactivity is enough to trigger a flag. Quality metrics attached to every single employee.

There was a time when working hard and being productive actually meant something. Now, every action is scrutinized. The good employees have become the problem, while inexperienced new hires are pushed through boot camps that teach them the wrong way to do the job. Then they’re sent to us with questions, and we’re expected to train them on top of everything else.

The place is a mess. At this point, I’m just counting the days until retirement—or a layoff.

The truth of it all is this….
Other banks made the bold claim that by the EOY there will be tremendous cost savings. Citi, like so many times in the past, did not want to be left out, so they made the same boast. Needless to say, its not unfolded as they thought. There’s been no huge cost savings to the level they thought, so they are scrambling to recoup some bucks. Cutting to the bone to feed into the shell game to the shareholders and the board “see, we saved money like we said”.

Needless to say and\or its quite evident, this does NOT affect Jane Fraser’s recent massive boost in pay. For that, just chop more heads.

This is important, never forget that Jane’s increase in salary while they are chopping heads or needlessly placing people on PIPs, has been deemed acceptable. THIS is what they think of the value you bring to the table and how expendable you truly are.

We've heard the phrase "up and out promotion" before. I've seen it happen especially for limited availability positions....IE new manager comes in and they have a buddy they'd love to give a promotion to, but even managers have headcount targets and can't necessarily create new Senior Engineer positions..so they find a way to force out someone currently in that position so they can give it to their friend.

For departments with many GSR engineers, in-line promotion can bring you from a 6->7->8 eventually with no tangible difference in responsibilities.

My question is during layoffs.. do you think you'd be safer as a higher paid lower GSR.. or at a higher GSR and lower on the pay scale? I know there's dept headcount reduction targets during cuts, and they can be based on X number per GSR.

The university cut 14 staff positions and 21 faculty positions.

What are people getting in the latest rounds?

Three locations are being designated as primary “home offices”: Austin, Nashville, and either Oklahoma City or Santa Clara.
Employees outside of these locations will be classified as remote for the purposes of promotion consideration and internal role changes.

In parallel, employees below I8 who choose not to relocate to one of these locations will be targeted for layoffs.

They expect to let everyone else ride it out until they leave Dell, but don't expect any growth.

Exceptions are expected, and this should not be interpreted as a blanket action for all sub-I8 roles. Outcomes will likely vary by organization and team, and specifics may differ accordingly.

A Moorestown firm has announced plans to lay off 180 workers at a call center.

Pioneer Credit Recovery Inc. will terminate their employment March 31, according to a notice filed with the New Jersey Department of Labor & Workforce Development.

https://www.courierpostonline.com/story/news/local/south-jersey/2026/01/06/pioneer-credit-recovery-moorestown-layoffs-job-losses-hiring-route-38-nj-unemployment/88046874007/

Any other orgs?

I've pretty much accepted that this job is temporary, and the axe can fall at any time. Don't become complacent. There will always be more rounds of layoffs. The sooner people recognize this, the easier it will be to deal with the stress. A couple of weeks' breather is the best we can hope for. Better to direct your energy toward what’s good for you - always look for other opportunities, and don't invest yourself here beyond the bare minimum.

Any layoffs today?

This has been confirmed in a statement on social media, where CEO Denny Unger revealed that "due to industry forces beyond control" the developer is being forced to lay off around 70% of its staff, with the cuts happening as of tomorrow, January 7. 30% of the developers will remain employed to "continue the mission."

https://www.gamereactor.eu/pi---l-whip-developer-cloudhead-games-is-facing-major-layoffs-70-of-studio-laid-off-1656613/