#layoffs

https://techrights.org/n/2025/12/19/Microsoft_Over_120_Billion_Dollars_in_Debt_Prepares_Next_Round_.shtml

2025 was bad for SGL campus. What are y’alls prediction for 2026 Q1?

The 2024 layoff was an absolute cluster. The company basically lost an entire year due to one of the most inept corporate executions I've ever seen. Everything was at a standstill between December 2023, when JD made the layoff announcement, and September 2024, when EH came on board. Now think about a company of this size being at a standstill for a year... there was no way this was going to be a quick turnaround, regardless of what anyone said. Even if the layoffs made sense, their poor execution negated any impact it was supposed to have.

Heard layoff in Bangalore which happened in NOV was targeted NS and particular org???? Same people under the org in US also were impacted.. but severance was decent itseems.. any idea if it's true????

FuelCell Energy Sees Revenue Increase, Cuts Staff

FuelCell Energy announced increased revenue for its fourth quarter. Quarterly revenue rose 12% to $55 million. The company also disclosed significant workforce reductions. The workforce was cut by approximately 28%, totaling 424 employees. These measures aim to reduce costs and focus on core technology. Loc: Danbury, Connecticut

https://hartfordbusiness.com/article/fuelcell-energy-posts-4q-revenue-growth-details-restructuring-and-layoffs-in-annual-report/

Does that ever happen at this company since the leaders have no qualms about it? Or do we have to wait till January to kick off fresh 2026 waves to hit the target?

Red Lobster is laying off less than 200 restaurant-level employees in an effort to streamline operations and set it up for long-term growth.

The “targeted” cuts represent less than 1% of its workforce, the company said in a statement to Restaurant Business.

https://www.restaurantbusinessonline.com/workforce/red-lobster-lays-about-200-restaurant-employees

More to come in following quarters on how to drive efficiencies in tech. Seems of layoffs. What do you think?

To those who are leaving Tomorrow, may God iluminate your new path and help find success on your new endevours.
To those who get to stay.... May you have peaceful and joyful holidays. Please leave this board for now ......Come back in about two/three months......

Yesterday, leadership stated that individual contributors will remain the primary model moving forward, and the entire organizational hierarchy is under review. There's talk from the C-suite about increasing the number of doors per RDM to between 20 and 30. At the same time, it appears they're planning to reduce the workforce by at least 20%, which would effectively double (and in some cases triple) the workload for remaining individual contributors. This comes at a time when these teams are already significantly reduced and stretched thin. It's frustrating to hear executives celebrate strong performance while simultaneously pushing for deep staff cuts. This feels like pure corporate greed on T-Mobile's part.

Here is a breakdown of the key issues you've described and whether they are likely to have legal merit:
⚖️ Legal Merit of the Complaints:
It is highly unlikely that either of the actions described—the performance rating changes or the salary range consolidation—is illegal on its own, especially in the context of general U.S. employment law (which applies unless a specific country or state is mentioned).

1. The Low Performance Ratings ("Forced Distribution")
   • The Law: In the U.S., the vast majority of employment is at-will. This means an employer can generally modify an employee's job duties, compensation, or even terminate them for any reason that is not illegal (i.e., not discriminatory).
   • Performance Reviews: Companies are legally allowed to change how they evaluate performance, introduce "forced distribution" (where a certain percentage must receive low ratings), and enforce stricter standards, even if it leads to ratings that employees feel are unfair or unexpected.
   • The Only Legal Challenge (Discrimination): A performance rating only becomes a potential legal issue if it can be proven that the rating was given based on illegal discrimination (e.g., race, gender, age, religion, disability, etc.) or in retaliation for engaging in a protected activity (like whistleblowing or reporting harassment).
   • The fact that many people are getting low ratings for the first time suggests a change in company policy, not necessarily individual illegal discrimination. For a lawsuit to succeed, a lawyer would need to show a pattern of discrimination against a protected class (e.g., "Only women received the 'Needs Improvement' rating," or "The rating was given right after I filed a formal complaint").
   • Conclusion: Being unhappy with a rating, or even feeling it was unfair, is generally not a legal issue.
2. Consolidating Salary Ranges for Remote Employees
   • The Law: Employers are free to set, change, and consolidate salary ranges and structures. They can decide to use a single, consistent salary range for all remote employees, regardless of the employee's specific location, even if some employees were previously in a higher, location-based range.
   • The Only Legal Challenge (Pay Equity): The consolidation itself is not illegal. However, the resulting salaries would still need to comply with Equal Pay laws. These laws require that employees performing substantially similar work receive equal pay, regardless of s-x (or, in some states, other protected characteristics), unless the difference is based on a factor other than s-x (like seniority, merit, or a geographical pay difference).
   • In your case, the company is moving toward more consistency, which generally reduces pay equity risk based on location differences, not increases it.
   • Conclusion: The consolidation is a standard business decision regarding compensation structure and is generally not illegal.
     📝 The Importance of Documentation
     While the actions are likely legal, the advice to document everything is still very sound advice.
   • For the Employee: Documentation helps establish a clear timeline and the company's reasoning. If an employee is eventually terminated, this documentation could be crucial evidence if they believe they have grounds for a lawsuit (i.e., if they can show the ratings were pretext for a discriminatory or retaliatory firing).
   • What to Document:
   • The New Rating: The exact rating, the written feedback, and any meetings where it was discussed.
   • Prior Performance: Previous high ratings, positive emails, and concrete examples of work that exceeded expectations before the change.
   • The Salary Change: The communication about the new salary band and how it was communicated.
   • The Thread: The general timeline and tenor of the complaints from peers.
     💡 Summary for the Thread
     Based on general U.S. employment law:
   • The actions are likely legal. Companies have wide latitude to change performance review systems and compensation structures.
   • A lawsuit would require proof of illegal discrimination or retaliation. General unfairness or bad management is not grounds for a legal case.
   • Documentation is still smart. It protects the employee by creating an evidence trail should they need to challenge the company on legitimate grounds (like discrimination) in the future.
     The best next steps for people on the thread would be to research the specific employment laws in their state and, if they suspect their individual rating or pay was based on an illegal factor like race, gender, or religion, then they should consult with an employment attorney.

Another Frankie c-suiter is leaving. Chris Augustine is retiring. I wonder if it was by choice? Word is another Indian from FIG is taking his place.

The company just announced selling the telco business to HCLTech. I would be jumping ship. If the company is politely saying that they don’t want this business anymore, then you might be worse off than at HCLTech.

I work in Fund Accounting in the NJ office as a Senior Associate. I am wondering if y’all think layoffs will hit me. I see two postings from my team that were posted recently. Will I know soon if I am to be affected?

These a--holes have the audacity to force people to wfh full time and are now asking if you will relocate so when you say no they can fire you

https://old.reddit.com/r/ATT/comments/1ppowek/att_staff_outrage_prompts_ceo_stankey_to_regret/

Anyone cut today !

What are people hearing?

Unemployment is near the 2008 housing crash level and the year is not even over yet. The Feds have activated the money printer on December 12 in preparation for company bailouts. We have the Great Recession 2.0. Car loadings are low. Trains are running conventional left and right. Post your thoughts 2026 here.

Any news? The WCs keep hiding behind the confidentiality.

The only thing he’s doing is planning ahead for the 2026 layoffs in January

Anyone drinking the Kool-Aid still? Read this: https://simplywall.st/community/narratives/us/diversified-financials/nasdaq-fisv/fiserv/puwknbpq-tech-giants-blockchain-and-fee-pressures-will-erode-profitability-e9qo/updates/3-3-analysts-have-slashed-our-fiserv-fair-value-estimate-from-ab?utm_source=Braze&utm_medium=email&utm_campaign=CommunityDigest

For those that don’t know, the Verizon stores in the houston area have had armed security in their stores for the last 10+ years.

Today we were told that beginning 01/01/2026, the following stores (Cinco Ranch, Aliana, Fulshear) will no longer need police officers due to the restructuring.

I do not know if the stores will be converting to third party or shutting down but figured it would be good to give employees a heads up to start getting their personal affairs in order.

The older workers pdf clearly showed a bias in laying off the older population of RFEs. A couple of very recent RFE hires were included in with the riffed group (to mask the age discrimination?). Were RFEs in other regions affected similarly?

Also, the CARTN RFE team already has approx. 20 contractors (not touched) supporting the build plan (entering data in the tools per the RFEs' directions, plus running plots for review by the RFEs). ALL of the 20 or so contractors appear to be from India (Amdocs, with the contractors in TX?). Are the contractors now going to planning the designs of the cell sites? How is the quality of the designs (new builds and modification projects) going to be affected given the relatively short time span contractors are working for VZ (through Amdocs)? Contractors do not have as much skin in the game as fulltime VZ employees, and it may take 6 months to a year and a half for poor quality work to show up in the network.

Really short sighted on the part of management.

After laying off over 2000 employees in 2025, we were notified in an all hands meeting near the end of November that they were done with cuts "for the rest of the year." During an IT All Hands meeting in December, Brian announced that we should expect a 25-40% reduction in staff due to AI implementation (which they strongly pushed on everyone).

Which one will be shut down? District 19 IAM is passing out New York Dock agreements to members.

AB Closes 3 plants - Fairfield, Merrimack and Newark - Employees allegedly given opportunities at other breweries.

Toxic corporate environment - I know because I lived it.

With the high degree of managerial incompetence that is plaguing this company how does one mange to let himself be PIPed out ?
Proving that someone is incompetent and is not performing well requires some degree of technical sophistication that MOST of the managers we have are not capable of.
I have seen this a lot around here, oh they put me on a PIP. Technically it is very difficult to fake prove that someone is incompetent unless the person is indeed incompetent. The performance factor will always be arguable and no judge in this world will grant Cisco reasonable grounds for termination with the current workload level most of us have. Adding more to that to push you out is practically impossible. The current workload as is it is already border line, medically and from legal perspective.

So my opinion is that when I see that people are complaining about being PIPed out, is that they really needed to be

To all the managers that are giving bogus reviews and letting people go before Christmas, rest well... You could be next! Your job can be moved offshore at any time too. Keep drinking the Kool-aid they are serving. They are NOT for the employees. It's all about GREED! Merry Christmas!!!

Caroline (SVP) is visiting Lake Mary today. Anyone know the purpose of their visit a day prior to the last day of the folks affected by the layoffs? The leaders already look like they are putting on fake smiles and fake energy.

Those of us who survived are still in limbo.. there is no new plan or no new priorities.

I do not know what’s going on

Dell is just moving the deck chairs around in the titanic for 2026. We’ve got the same leaders in ISG and CSG but in new positions because they’ve either laid off or the other good leaders quit or moved into different roles. Now we are stuck with the ignorant and arrogant. We are going to go through the same ideas but they’ll be “new” because they came from new, unqualified people who just have no business being in their roles. They way they got to them wasn’t by earning them but because people left or moved. Now we all have to deal with the “new” but not “new” ideas.

The realities are simple. We need better leadership. Leadership that’s not going to think they’re amazing but industry leaders with a real perspective on the industry.

Right now we’ve got a bunch of kids a$$ leaders who all have their own agenda. If you can leave in 2026 you should. It’s going to be a frustrating year.

BTW - hammer them on the eNPS.

Nineteen layoffs are expected in Fort Myers as a window installation hub prepares to close. An unnamed company operating the installation center is ceasing its operations. This decision will lead to significant job reductions for the local workforce. The closure marks the end of the window installation hub's presence in the city. The layoffs will directly affect 19 employees in Fort Myers.

https://www.businessobserverfl.com/news/2025/dec/17/layoffs-fort-myers-installation-hub-closes/

https://www.livemint.com/news/us-news/h1b-and-h-4-visa-holders-face-prudential-visa-revocation-what-does-it-mean-and-will-it-affect-their-stay-in-the-us-11765718081536.html

A round focused on middle management and across the organization.

Srini/CEO did imply things would settle down by March, 2026.

This place operates like a spreadsheet with badges. If you are not part of the small group steering decisions, you are just a cost line waiting to be adjusted. There are companies that still treat people like long-term investments. T is not one of them.

1 or 2 Managerial staff laid off recently on gaming side.

Intercept Pharmaceuticals is undergoing a significant restructuring, which includes 146 layoffs across its operations. This move comes shortly after the withdrawal of its liver disease dr-g, Ocaliva, from the market. The layoffs are a direct consequence of the company's strategic re-evaluation and market adjustments. Affected employees will be impacted as the company realigns its operational focus in response to recent challenges. This restructuring aims to streamline Intercept's operations following the major product withdrawal.

https://www.fiercepharma.com/pharma/intercept-heels-ocaliva-withdrawal-restructures-146-layoffs

The strategy is simple, keep making $500 - $750 million a year profit. Make the employees and other assets sweat to enable the Execs to make millions and enjoy other perks. Employ weak Exec froends who are not capable, Come up with fantasy themes like Cloud Right, Technical Debt, AI, Rebranding, musical chairs to keep employees and investors on board. Rinse and repeat for years.