#layoffs

The advancement of Pfizer's antibody-dr-g conjugate portfolio has not spared the former Seagen site—and those who helped develop the therapies—from layoffs.

Pfizer lays off 100 workers at former Seagen HQ in Seattle area
https://www.fiercepharma.com/pharma/pfizer-lays-100-former-seagen-hq-seattle-area

Fierce Pharma
2025-08-26 T 14:40:57.136Z
www.fiercepharma.com

sorry Charlie, I doubt you, you are a man. Now we all can retired. Already sold my part and make enough. No tension for layoff now.

As of 8/26/25, Exelixis began laying off more employees, across departments, but seeming to zero in on remote employees. Exact number not yet known.

GI just laid off people across the org in tech

There will be 10% layoffs now and 10% later at the end of the year.
Accounting, HR, and IT maybe affected.

I read in the Q2 financial report that the quarter end employment number was 16,600. Does that include Lexmark personnel? If yes, that means prior Xerox people remaining must be around 12,000 or so world wide?

How quickly will replacement hiring begin after this layoff cycle? What business function will begin hiring first?

anyone from IDC got laid off? what is the severance package ? is there any opportunity to look for internal jobs?

San Ramon, less or more jobs than you expected?

Please post which department you’re in if you were impacted by the layoffs so others in those areas have an idea..

Examples;

• Finance, Demoted
• Tech, ISP
• Marketing, ISP

Towards the end of the meeting the site director said, "Another topic i want to address, some of you have seen or heard the news about layoffs at the Fab8 site. Team i want to talk about as we evolve our team structures and position our the fab for success, we may at times need to reevaluate certain roles within the organization. So we will have a small number of employees impacted, and this conversation with the employees are ongoing and will be completed this week. And I know this decision, any job loss is stressful, but this decision is never easy. We will do all we can to support those impacted employees as they leave GF."

No mention of which roles, how many, just that it will all happen this week.

Any info on RIF for UM nurses?

Struggling economy

Any info on the September layoffs?

Rewards are over and Microsoft will now (again) move into performance based layoffs where they will be cutting under performers flagged from this and past reviews. M5 level meetings are happening and have been scheduled. If you scored a 80 or below you are at risk this round. And keep in sight that managers were trained that 80 is considered performing as you are asked, nothing more. It’s clear they are on a mission to retain high performers only , the piece they are missing is that most high performers are not high performers…just good at the social game.

• The layoffs primarily affect employees still in their probationary period, making them easier to dismiss, while public safety positions, including wildland firefighters, remain intact.
• The cuts coincide with the end of the “Fork in the Road” program, which offered employees to opportunity to resign while staying on the payroll through September.
• Other federal agencies, including the Department of Energy and Small Business Administration, are planning similar workforce reductions.

https://www.ehn.org/forest-service-layoffs-cut-10-of-agencys-workforce

https://www.timesunion.com/business/article/globalfoundries-makes-adjustments-workforce-20884231.php

Wow so instead of Christmas layoff, they made it start of school year one lol. Left that toxic company 2 years ago, and been happy ever since.

If some teammates have already received their notification, can the rest of us consider ourselves safe?

If you’re not very actively looking you’re being a fool. They are going to find every conceivable way to push you out. Questioning your scope, doubting the need for headcount, pretending to not understand functions that have existed for years and are crucial - all to hit a stock price. Opps exists solely to destroy as many lives as possible. HR is just legal cover so they can pretend there’s a “peocess.” There will be devastating layoffs in September, followed by nonsense where they choose 15% people they don’t think are cool enough (because IBM is basically a mean girl club in a jr high school) to not get bonuses hoping for attrition,, followed by more debanding - hoping for attrition, followed by a five day workweek hoping for attrition, followed by another round of devastating layoffs - which probably just barely gets us to next summer. “Operations people” at IBM are subhuman filth who only care about hurting as many of you as possible. Protect yourself. Protect your children. Get out. That has to be your full time job. Just get out.

Heavenly Father, I lift up my fears and anxieties about our jobs and the future of Edward Jones to You. Please grant us peace that surpasses understanding and help us to trust that You are in control. Deliver us from fear, and fill us with Your perfect love that casts out all fear. Be our rock, fortress, and protector during this uncertain time. Help me to not become so focused on my circumstances that I neglect Your blessings. Lord, help me to remember that my identity is in You, not my job. I trust that You will provide for me and see me through this difficult time. You have a purpose for me, and I choose to trust Your process, even when I don't understand it. Help me to see that this may be a difficult time, but it is not the end of the story. Help me to give thanks in all things and to remember that You are in all my tomorrows. In Jesus's name I pray. Amen

I hope and pray that everyone finds peace in the coming days. If you are separated from the firm, I pray that it is a blessing in disguise. Stay strong.

Not sure how many were impacted but know some in Global Payments were let go today all in favor of the needful. More good Americans now jobless because Robin Vince favors Pune scammers

Restructuring and layoffs are coming. Personally darlings, I think they will sell off a division in order to get the stock prices up.

Rumor is the board has engaged an efficient expert- what would you tell them to do/look at first?

I’ll start- you could easily cut 50% of the grade 15’s and above and 80% of executives with no real impact and use that money to fund real workers.

I'll be doing very little work until this is over. Not because I don't want to or I'm protesting, I just don't think I'll be capable of anything beyond the most basic stuff. It's not just about being laid off. Losing my health insurance with my chronic issues would be devastating for me. This will be a long week.

Ford will stop production of the Escape, just like the other discontinue models. Ford can't compete with Toyota, Kia, Hyundai, Mazda, or Nissan any more. The sales number of the Escape continue to drop and Ford is loosing money making the Escape.

Same as these models: Edge, Fusion, Taurus, Fiesta, Focus, Explorer Hybrid, Transit Connect.

For Mach E, and Lightning are next on the list.

Soon Ford will not be able compete in the pickup truck industry. This is when Ford will declare bankruptcy.

Ever since engineering decision-making was shifted to the India office, the work culture has noticeably declined. Some individuals there seem more focused on personal gain and career growth rather than respecting colleagues. This has created an environment where only that mindset tends to thrive. Additionally, underlying social biases, such as caste-based attitudes, sometimes surface. The impact of this power shift has been felt even more strongly by the Indian employees in the U.S. office.

Welp, here we are. Today (and tomorrow) is the day.

Feel free to share your experience, vent, etc. as we get Reimagined.

Remember that the top five Edward Jones executives in 2024 received over $100 million dollars. The time to unionize is now to ensure the front line employees don’t get robbed by the home office C-suites and GP’s. Ted Jones is spinning in his grave… something, something, something splitting work not profits lol.

1.  Penny Pennington – ~$29.06 M
2.  Kenneth Cella Jr. – ~$22.27 M
3.  Francis LaQuinta – ~$20 M
4.  Kristin Johnson – ~$20 M
5.  Andrew Miedler – ~$18.7 M

Home Depot's second-quarter earnings report revealed disappointing results, with the company missing analysts' expectations. This has raised concerns about its performance in the current retail environment.

https://finance.yahoo.com/news/live/earnings-live-zoom-stock-jumps-as-markets-turn-their-focus-to-nvidia-earnings-210250806.html

Any truth to the rumors?

When will LC be fired? He's non existent and IT is a complete disaster after the re-org. Morale in the toilet and there was no plan at all for what happened after the cut 50% or more of US staff. I've heard Engine is a disaster as well. Also wonder if MW will ever show his face again to employees. Only way to hear from him is to see him talk to Wall Street Sc-m on TV.

Has there been anything new?

The latest round of layoffs has taken some of the most skilled and experienced people off the team. Losing that knowledge and expertise is a huge hit, and I can't see how this benefits the company at all. Why are the people who built real value the ones being let go?

If you believe your role is untouchable, think again. There is always someone ready to take a position for less and the company will not hesitate. It is better to accept that nothing is guaranteed and plan accordingly instead of assuming you are safe. Disney is not the same company it once was.

I understand why people are stressing, so am I. But if I had to choose between getting into work and learning I was laid off and having at least some warning to be able to prepare myself both mentally and in other ways, I'd chose the second option. Neither is good, but being blindsided with layoffs still seems worse to me.

Has anyone received a raise or RSU during layoffs?

WF culture summed up by Deep Research analysis of thelayoff.com

Summary

Based on a qualitative analysis of employee discussions on a public forum, the internal health of Wells Fargo appears to be in a state of significant distress. The corporate environment is marked by pervasive anxiety, a deep erosion of psychological safety, and a cultural disconnect. The key drivers of this sentiment are recurrent and often uncommunicated layoffs, a return-to-office (RTO) mandate, and a perceived culture that prioritizes corporate allegiance over individual performance. For a prospective employee, the landscape is one of extreme caution, where job insecurity and arbitrary change are constant threats.

Section 1: The Context of Corporate Transition

Employee discussions reveal that corporate directives, such as layoffs and RTO policies, are major sources of discontent and uncertainty.

1.1 The Layoff as a Continuous Process

Layoffs at Wells Fargo are not viewed as isolated events but as a recurring, systemic process. The forum frequently references "Termination Tuesday" , a term that has become part of the professional lexicon for some employees. This suggests a predictable schedule for job cuts, creating a state of perpetual anxiety and anticipation. The discussions also mention rumors of "another large round of layoffs in mid-September, especially in Tech". The routinization of layoffs signals that job security is not part of the social contract, creating a "waiting for the other shoe to drop" mentality that hinders productivity and innovation.

1.2 The Return-to-Office Mandate

The Return-to-Office (RTO) mandate, which requires employees to come in "3 days per week" , is a frequent and contentious topic. It is widely perceived as an arbitrary policy and a symbol of management's distrust. The passive resistance, such as questioning whether it is acceptable to "work only four hours in the office" , indicates that employees feel they are complying with the letter of the law but not the spirit. This dynamic erodes the trust between management and the workforce, shifting the relationship from a partnership to a command-and-control dynamic.

Section 2: The State of Employee Morale

The emotional landscape of the Wells Fargo workforce is one of stress, burnout, and profound disillusionment.

2.1 Disillusionment and the Sense of Liberation

The most powerful indicator of low morale is the surprising sense of liberation expressed by employees who have been laid off. Comments that being laid off was the "best week in the last decade" and the expression of being "free" are a profound indictment of the company's work culture. This suggests that the work environment has become a source of immense psychological burden and professional suffering, where job loss is seen as a release from stress and a form of mental and emotional imprisonment.

2.2 Burnout and Compensation Resentment

Discussions on the "infinite workday" and widespread burnout point to a culture of overwork where employees feel compelled to be constantly available to prove their value in a climate of job insecurity. At the same time, discussions about "salary compression" where "lower roles are reclassified to higher roles without a pay increase" are a source of significant resentment. Employees see this as a sign of disrespect, a clear message that the company is willing to extract more value without offering a commensurate reward.

Section 3: The Erosion of Psychological Safety

Psychological safety, the belief that one will not be punished for speaking up, has been critically compromised.

The constant discussion of layoffs and the ominous presence of "Termination Tuesday" create a climate where employees cannot feel secure. The anecdote of an individual being "laid off after 14 years" shows that even long-term loyalty offers no protection. This lack of security forces employees into a defensive, self-protective posture that hinders collaboration and productive risk-taking.

A particularly damning piece of evidence is the anecdote that a laid-off employee's "exact job was being offered to temps at a lower wage". This demonstrates that the company views its human capital as a fungible commodity. The cynical rejection of corporate justifications, such as the belief that "AI is (still) mostly a scapegoat" for layoffs , further reveals a deep distrust of management's motives.

Section 4: The Cultural Disconnect

The discussions reveal a profound cultural critique of the organization. The description of Wells Fargo as a "cult" where "performance is less valued than being a 'True Believer'" is a critical insight. This suggests a culture where success is based on ideological loyalty and conformity rather than objective performance or competence. This system stifles critical thinking and innovation, as political savvy is rewarded over genuine results.

The use of "buzzwords" and the perception of managers "doing NOTHING" indicate a lack of authentic leadership and a significant disconnect between corporate communication and the reality of day-to-day work.

Section 5: Insights for a New Employee

For a prospective employee, the report provides a candid assessment. The official corporate narrative is likely at odds with the lived reality of the workforce. A new employee will be entering a culture defined by anxiety and mistrust, where job insecurity is a constant threat and loyalty is not rewarded.

The advice is to be pragmatic and self-reliant. A new employee should not rely on the company for job security or psychological safety. The evidence suggests that job tenure offers no protection and that management is viewed as indifferent to the personal toll of its policies. It is recommended that a new employee approach the role with the understanding that the company's primary focus is on cost-cutting and control, and that their well-being is a secondary concern.

Does anyone know when the Birmingham, AL layoffs will be?