#legal

T has been touting their new commercial attacking t-mobile even on insider. But what they aren't saying is that they received a cease and desist order to stop playing it from the source they quoted saying they didn't have authorization to use the materials. And apparently ATT is ignoring it like the honorable corporation they claim to be.

AT&T’s violation of its agreement under the Procedures and its misuse of NAD’s decisions for promotional purposes undermines NAD’s mission to promote truth and accuracy of advertising claims and foster consumer trust in the marketplace.

Also omitted their history of deceptive advertising.

https://arstechnica.com/tech-policy/2025/10/att-ad-congratulating-itself-for-its-ethics-violated-an-ad-industry-rule/

I see 9am blocked off on a L7 and L8 I think, not sure though 😢 Everyone is in my prayers!!

Anyone laid off in Florida since Sept received their separation agreement? If previously laid off in Florida, when did you receive the agreement?

Note for Target legal: I am not leaking anything, just republishing a public document from, the source is below:

Transition Agreement

• Key Terms:
  Amy Tu leaves her role as Target’s Chief Legal & Compliance Officer on May 21, 2025, with her job officially ending June 1, 2025. She’ll receive her regular pay until then, plus 24 months of income continuation (~$3M) and up to $30K in job placement support.

• Pros for Employee:

  • Guaranteed two years of paid income after leaving.
  • Outplacement services to help find a new job.
  • Keeps rights to certain long-term incentive plans and benefits.

• Cons for Employee:

  • Must follow strict non-compete, confidentiality, and non-disparagement rules for up to two years.
  • Loses eligibility for 2025 bonus and must cooperate with Target post-departure.

• Business Impact (for Target):

  • Ensures a smooth leadership transition and protection of company secrets.
  • Prevents a top executive from joining or helping competitors soon after leaving.

• Source: https://contracts.justia.com/companies/target-1261/contract/1339058/

Will those that are let go have to sign a non compete?

The Department of Justice filed charges against Peter Williams, an Australian national who served as general manager of Trenchant, a specialized cybersecurity division within L3Harris.

Federal prosecutors have accused a former executive at L3Harris Technologies’ cyber division of stealing trade secrets and selling them to an undisclosed buyer in Russia, according to court documents obtained by CyberScoop.

The Department of Justice filed charges against Peter Williams, an Australian national who served as general manager of Trenchant, a specialized cybersecurity division within L3Harris, which provides hacking and surveillance tools to Western intelligence agencies. The DOJ alleges Williams misappropriated eight trade secrets from two unnamed companies between April 2022 and August 2025, charging that he earned $1.3 million in connection with the sales.

While the filings do not specify the nature of the stolen trade secrets nor do they identify the Russian buyer, they allege Williams systematically transferred confidential proprietary data over a period spanning more than three years. Prosecutors are seeking the forfeiture of Williams’ assets, including his residence, luxury watches, jewelry, and funds in seven bank and cryptocurrency accounts, claiming these were derived from the criminal activity.

Neither Trenchant nor its parent, L3Harris, is accused of any wrongdoing in the federal complaint. An arraignment and possible plea agreement are scheduled for Oct. 29 in Washington, D.C.

Trenchant, formed in 2018 following L3Harris’s acquisition of Azimuth Security and Linchpin Labs — Australian startups that developed zero-day exploits — caters to governments in the intelligence-sharing Five Eyes alliance. These technologies, based on undisclosed vulnerabilities, are considered valuable assets in intelligence and defense circles, sometimes commanding prices in the millions, and are tightly held given their national security implications.

The allegations against Williams arrive in the wake of an internal investigation at Trenchant earlier this year, reportedly prompted by a leak of hacking tools. According to multiple former employees interviewed by TechCrunch, one former exploit developer was wrongly accused by company officials of leaking the tools, particularly exploits targeting products like Google Chrome.

Whether the Justice Department’s action is tied directly to this internal leak investigation remains unclear. Court filings do not explicitly connect the sale of secrets to the incident or elaborate on overlaps between the two events.

L3Harris, headquartered in Melbourne, Fla., declined to comment. Williams’ attorney did not reply to CyberScoop requests for comment.

https://cyberscoop.com/ex-l3harris-executive-accused-of-selling-trade-secrets-to-russia/

Payoffs this month in legal and strategy dept aka “SEAL” this month after their new CLSO is slashing jobs left and right. Horrible morale for those who stayed. The way the layoffs are handled is stone cold and heartless.

Looks like Discovery is over according to the court docs. Any idea when the case goes to settlement or trial? Has factset disclosed the case yet or do they still think it‘s immaterial.

I'm going to post this for a 2nd time and see if it get's removed again. LMAO. I think I said the naughty words "Consent Order canceled" last time. lol.

https://asbarez.com/trump-administration-cancels-citibank-settlement-for-discrimination-against-armenians
https://www.reuters.com/legal/government/us-cfpb-scraps-citibank-discrimination-case-three-years-early-2025-10-16

Hi folks.

Is it possible to share learning from discussions with lawyers in an open platform like this? The reason I am asking is that it is too expensive to consult everything with lawyers, and not all of them are good anyways.

Kindly share your findings.

I was rif last year - no complaints about my package - about the only thing that went smooth (I talked to an hr contact based in the U.S. - they exist!)

Contacted out of the blue by a legal group regarding discrimination in i.t., but no clue how they got my information. Has anybody else been contacted?

I heard 6-10 attorneys were fired or laid off Friday

Amon got the insider information to sell the shares?
Is more storm coming?

https://finance.yahoo.com/news/qualcomm-incorporated-qcom-sued-over-144828731.html

https://straussborrelli.com/2025/05/13/national-oilwell-varco-warn-act-investigation/

The CRO is hiring all his buddies from his former company and firing or pushing out the tenured RVPs and AEs. The GC mysteriously decides to retire. The weird announcement about MM. Should we all be concerned?? What's the story with TG leaving after 9 years at Appian. Who is taking over the west?

Worker Adjustment and Retraining Notification Act of 1988

There's nothing noted on the WARN Act tracker about Stifel layoffs. www(dot)warntracker(dot)com.

Does anyone know how they got around this?

Here are some examples of how courts have ruled on severance (reasonable notice) for long-service professionals, especially in Alberta’s oil & gas industry. Use these as reference points when estimating your own range.
• O’Reilly v. Imperial Oil (2000) – 20-year professional employee, management-level role, awarded over 20 months due to long service and limited comparable opportunities.
• Leduc v. Canadian Natural Resources (2016) – 16-year senior technical employee, age 57, awarded 22 months, court noted downturn in oil & gas job market.
• Lukacs v. Shell Canada (1998) – 23-year senior engineer, awarded 20 months, long service in specialized technical position.
• Stevenson v. Suncor Energy (2017) – 18 years of service, management role, mid-50s, settled for around 20 months pay.
• Bishop v. Galleon Energy (2013) – 11 years of service, VP-level, awarded 18 months notice based on seniority and leadership responsibility.
• Shaw v. Acurex Corp. (2003) – 14 years of service, professional-level employee, age 48, awarded 18 months reasonable notice.
• Elliott v. Imperial Oil (1996) – 23-year supervisory employee, awarded 22 months; Imperial Oil case confirming upper-end notice for long-service roles.
• McKinley v. BC Tel (2001, Supreme Court) – key ruling establishing that employees dismissed without cause are entitled to reasonable notice under common law.
• Recent Alberta energy-sector settlements (2022–2024) – professionals with 10–20 years’ service commonly receive 18–24 months pay depending on seniority, age, and job market.
• Typical trend: Alberta professionals with long tenure (10–20 years) and senior roles receive between 18 and 24 months’ pay, sometimes higher if relocation or constructive dismissal applies.

Summary:
Energy-sector professionals with long continuous service, strong performance, and senior roles consistently fall in the 18–24 month common-law range, often translating to $400K–$550K+ total when benefits, pension contributions, and bonuses are included.

Know that should they offer you a lesser role (lower level of responsibility, Supervisor to IC, etc) in Edmonton than you have today that could be deemed a demotion and also subject to constructive dismissal, and severance.

Do not accept a demotion. Consult a lawyer before your accept a job.

i noticed somehow they rigged it so you can't print out the legal document or forward the email. Nice. I would love to know how they set that up. So if one wants to have a lawyer
look at it (probably futile). its Shakey, this packet has changes from the original one. they must be making it up as they go.

sigh.
You guys being here really does help. thank you

Wonder if severance packages will have considerations against "total compensation". Thats what we've been told for years as why we are paid less overall. Wonder if there is some legal angle that leverages this.

https://www.courier-journal.com/story/money/companies/2025/09/30/humana-ordered-by-federal-court-to-pay-32-million-in-fees-heres-why/86435535007/

Legal Risks That Arise From Allstate’s Corporate Culture

A Review Based on Employee Reports from TheLayoff.com

Overview of Allstate’s reputation and employee concerns

Toxic Workplace Allegations
Reports of fear-based management and favoritism

Potential legal exposure: hostile work environment claims, preferential treatment based on race

Retaliation Culture
Employees fear speaking out due to retaliation

Legal risk: whistleblower protection violations

Harassment Incidents
Allegations of s-xual harassment by senior staff

Legal risk: Title VII violations and liability for negligent supervision
Discriminatory Layoffs
Claims of targeting older or higher-paid employees

Legal risk: age discrimination under ADEA

AI-Driven Terminations
Pressure to adopt AI or face termination

Legal risk: wrongful termination and ADA violations if accommodations are ignored

Surveillance and Monitoring
Reports of excessive employee monitoring

Legal risk: invasion of privacy and potential labor law violations

Inconsistent Leadership
Frequent strategic pivots and unclear direction

Legal risk: constructive dismissal claims due to unstable work conditions

Morale and Mental Health
Culture described as demoralizing and chaotic

Legal risk: failure to provide a psychologically safe workplace

Lack of Transparency
Employees report being misled about job security

Legal risk: breach of implied contract or promissory estoppel

Unfair Performance Metrics
Unrealistic expectations and punitive evaluations

Legal risk: discrimination if metrics disproportionately affect protected groups

Agency Closures
Threats to close agencies for missing quotas

Legal risk: breach of franchise or employment agreements

Nepotism and Favoritism
Reports of promotions based on favoritism

Legal risk: discrimination and unfair labor practices

Misuse of Funds
Lavish spending on events amid layoffs

Legal risk: shareholder lawsuits for mismanagement

Slide 16: Lack of Due Process
Sudden terminations with little explanation

Legal risk: wrongful termination and lack of procedural fairness

Reskilling Deception
Employees retrained for roles that don’t exist

Legal risk: fraud or misrepresentation claims

CHRO Cost-Cutting Strategy
$4B savings plan linked to aggressive layoffs

Legal risk: class action suits for discriminatory downsizing

Cultural Breakdown
Engaged employees leaving first; apathy remains

Legal risk: systemic failure to retain talent and meet fiduciary duties

Conclusion and Recommendations
Summary of risks

Recommendations: culture audit, legal review, ethics training, and leadership accountability

Humana told to pay whistleblower attorney's $32m fee
Actuary also gets more than $25m for whistleblowing on giant health insurer

https://www.insurancebusinessmag.com/us/news/life-insurance/humana-told-to-pay-whistleblower-attorneys-32m-fee-550983.aspx

Managers joke about how customers will never leave SAP because of how difficult it is. Now I joke about how SAP is being investigated for it. Hahahhahahahahhahah

https://www.reuters.com/sustainability/boards-policy-regulation/eu-opens-probe-into-possible-anticompetitive-practices-by-sap-2025-09-25/

I’m so tired of this company and their office politics and BS, but it pays well enough so I plan to stay until there is an actual lay off for my contract. My whole department however, is a sh-t hole and all the supervisors are racist and discriminatory ( I am a US citizen born and raised but I’m a mixed race which my sup has made multiple comments on during our 1:1s along with a disability I have, which of course isn’t recorded through teams chat because she always turns off the recording in these meetings) I like trump too but I don’t hate people blindly and have the d-mb boomer mentality they do and clap like a brain dead seal when someone says “ work hard to get what you want back in my day”. I Took screen shots of everything and saved emails and have multiple meetings with HR which my attorney will be in attendance for. If I go down because this c u next Tuesday is trying to fire me because simply because she doesn’t like me ( which I have an abundance of proof of) , they will all be dragged with me. I suggest if you’re facing any sort of BS from your supervisor or manager you do the same, enough of this company treating their members and employees this way. It’s easy to call your states labor and workforce office and look up laws under the DOL. regardless if you work remote UHG, Optum, Well med and who ever else they bought out still need to adhere to local and national laws and can not discriminate against you because of your age, gender, race, disability or political stance. Build a case and take these id--ts down in the sinking ship with you.

Anyone have experience going this route? I know the trainings say there is a zero tolerance for retaliation, but that just means feedback. I’m just trying to understand the additional trauma this would cause me, before filing

Disconnected phone calls leave billions of dollars on the hook for Humana
Health insurance company challenges complex US star ratings system in court

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https://www.ft.com/content/926c6431-c67e-43ae-9ea9-330872d85f7f

Humana sued the government over its rating in October 2024. CMS included foreign-language assistance for customer callers in its stars metrics. To receive five stars on the call centre metric, CMS required a 100 per cent success rate for foreign language calls. Three Humana test calls involving a third-party connecting an interpreter did not work, hurting Humana’s overall star rating.

https://www.ft.com/content/926c6431-c67e-43ae-9ea9-330872d85f7f

Hope for the best prepare for the worst. Start keeping track of everything. Bi--h supervisors. Condescending co workers. All pay stubs, all career education and training, update your resume and log everything just in case. This should be done regardless of layoffs. Over document over every task and interaction. Just in case. Be well everyone.
Jesus be with you

I just had my second check in with my great champion supervisor. Well it is not going so good. I am dependent on training with another employee for one of the tasks. This person has been out on vacation for three weeks and not trained me at all. This employee also shows no enthusiasm to help me at all. I have asked the supervisor for help but not gotten any. I talked to hr and was told the supervisor was in charge of the pip plan. It really feels like they are setting me up to fail the pip. I cannot complete one of the task without guidance from this employee. I am keeping all documentation and meeting notes. In am thinking of getting a lawyer to look at them and or intervene. I am in my late 40's and have 10 years plus in. I was never encouraged to try the pip and was pushed to take the pil and leave.My supervisor seems bothered by the whole thing and shows no care or encouragement for me passing. The hr rep is even worse.I was told I could give up and convert to pil and leave if I feel as if I am not going to be successful.

Reading these other posts on here. I went out to chatgpt myself. Seems its not legal, not even close to legal in CA, for them to take our earned PTO without compensation. Can we band together and stand up?

Is everyone signing their agreements? Has anyone engaged a lawyer to review?

Those folks would survive a nuclear bo-b...

Read the thread and see what your ex employee is doing with your IP...

https://www.thelayoff.com/t/1k3rgscy7?reply=%40pm%2B1k3rgscy7%20#comment_form

Looking to file a class action. They know information integral to our decision on what to post for, share it with a select few, tell selective lies and half truths to the extent that this reorg is unfair and favors those privy to this information over others. Heard from more than a few that conversations with reps/job owners steer into way too personal questions in an attempt to disqualify us.

Don’t share too much, but if anyone knows of a specialty law firm to get started.

The DOJ has a tip line for reporting H-1B abuse:
https://www.uscis.gov/scams-fraud-and-misconduct/report-fraud/combating-fraud-and-abuse-in-the-h-1b-visa-program
https://www.uscis.gov/node/70591

AT&T Wireless: In April 2024, hackers affiliated with ShinyHunters hacked AT&T Wireless and stole data on over 110 million customers. In May, AT&T paid a $370,000 ransom to one of the group's members to delete the data

Voice of America - Washington DC (for U.S. Agency for Global Media) - Departments affected: Journalism staff - Acting chief Kari Lake announced cuts of 532 journalist positions, leaving about 100 staffers, amid ongoing legal and structural controversies. - https://www.newscaststudio.com/2025/08/30/kari-lake-announces-532-layoffs-at-voice-of-america-amid-legal-dispute/

This sort of thing is happening in every company where H1Bs are hired. The entire H1B system is corrupted and Trump should just reject all current H1Bs and all future H1Bs and all current Green Cards process while the person is still on H1B.

Walmart VP takes money from Indian contractors

https://www.ctol.digital/news/walmart-fires-vp-kickbacks-terminates-1200-contractors/

The entire IT services just got outsourced to Accenture and everyone got laid off. This is just the beginning. Marketing, finance, HR and legal are next.