#restructuring

Colette Kress was at Cisco from late 2010 to September 2013. She was the
Senior vice president and chief financial officer of the Business Technology and Operations Finance organization.

This is what she got to experience during her time at Cisco:

July 2011 Eliminated 6,500 jobs, part of a major company restructuring
July 2012 Eliminated 1,300 jobs, citing global economic uncertainty
Aug 2013 Eliminated 4,000 jobs, equal to five percent of its workforce

I wonder if she got LR'd or left on her own? Probably on her own. Who would want to continue working at a company when there are constant layoffs?

Are layoffs / org restructuring coming to S&T?!?

For anyone working at Blue Shield of California (or thinking bout joining) - keep an eye on what's happening. Another 54 permanent job cuts have been reported across Oakland, Long Beach, El Dorado Hills, Rancho Cordova, Lodi, Woodland Hills, and San Diego, with an effective date of 1/12/27. This follows multiple rounds of layoffs throughout 2025 and 2026. We're no longer talking about a single reorg event. These reductions have been happening repeatedly... often in small batches that don't attract much attention.

Mgmt continues to describe these moves as adjustments to changing business needs... the pattern is becoming difficult to ignore tho. Given the frequency of recent reductions, employees ARE paying attention. Have you heard anything about which departments or teams are being affected???? Are managers discussing further restructuring, hiring freezes, or positions being eliminated???? It would be useful to consolidate what we know about whats actually happening internally.

Layoffs continue to spread across industries, and the numbers are adding up. Boeing is reportedly cutting approximately 2,500 jobs in its commercial airplane division, Comcast is eliminating more than 1,000 positions, Qualcomm is reportedly reducing headcount in India and California, and GM Financial has cut around 400 jobs globally. Fortis Games is shutting down, affecting up to 440 workers, while FedEx is restructuring its network with hundreds of station closures. These are not isolated incidents. We're seeing workforce reductions across aerospace, telecommunications, technology, financial services, logistics, and entertainment.

What's particularly concerning is that companies are increasingly framing these cuts as efficiency improvements, restructuring, or AI-driven transformation. Some are eliminating positions while simultaneously hiring for different roles, as Uber Freight is reportedly doing. Meanwhile, there are reports of companies reconsidering earlier AI-related workforce reductions. The larger question is whether we're witnessing another temporary round of cost-cutting or a more permanent shift toward operating with smaller workforces. Either way, employees are absorbing much of the uncertainty, and there's little indication from these announcements that the pressure is easing.

FedEx is implementing a cost-saving initiative called "FedEx Network 2.0." This plan involves closing 475 stations nationwide by next year, with over 260 already shut down. The company expects to save $2 billion by 2027 through these cutbacks. Layoffs have impacted numerous employees as facilities reduce staff or cease operations. This overhaul aims to consolidate pickups and reduce redundancy without affecting delivery times.

https://www.cleveland.com/news/2026/11/fedex-cutbacks-to-result-in-475-station-closures-layoffs.html

Apparently mostly architects, IT managers & directors. Flattening org and cutting costs

Optimum's path likely leads to a lender deal or bankruptcy court – analyst
'Absent a breakthrough creditor agreement, Optimum is days away from a bankruptcy filing,' reckons MoffettNathanson, which is skeptical that the troubled operator can quickly find a buyer.

Picture of Jeff Baumgartner
Jeff Baumgartner,Senior Editor,Light Reading
November 9, 2026

You either have minimum 5 direct reports or none in the new org. For example, if you have 3, and you are still working in the company, you are either getting more or losing them all.

More reorgs and restructring ahead

Comcast is implementing significant job reductions across its cable and broadband divisions, impacting over 1,000 employees. This restructuring is part of a broader operational and cost transformation initiative. The company has filed layoff notices in multiple states, with the total number of affected positions potentially exceeding initial disclosures. These cuts coincide with a strategic overhaul and an anticipated charge of over $1 billion.

https://qz.com/comcast-job-cuts-connectivity-broadband-layoffs-111026

In another great move by Hertz, they are laying off all of their car salespeople, closing all car sales locations, and are going to have the car rental folks handle the auto sales.
Ridiculous.
After limiting the financing options buyers had, looking down on cash deals, having a series of bad CRMs, failed central-scheduling of customer appointments, and more, they are shutting down a division that made customers happy. Is this a surprise? Not to mention laying off a whole bunch of people just before Thanksgiving. But hey, at least they have Tom Brady and Formula 1. SMDH

I got a notification from HR and not my manager due to the Allina/Sutter merger my position is being eliminated within the Epic support model. I was told Allina is breaking the optum contract and my position was no longer needed for the rest of support.

Has any other former Allina person received this notice or heard about the contract break?

Another US company moving work overseas....

US Cadence offices had small yearly layoffs at the end of October in 2024, 2025, and 2026. Layoffs may coincide with internal restructuring to align teams and cut salary costs in favor of offshoring to their captive offices outside of the US. Scrutinize overly positive Glassdoor and Indeed reviews for bias.

PepsiCo is implementing job cuts affecting approximately 1,000 employees in North America. This move is part of a larger strategy to revitalize the company's performance in its domestic market. The company intends to streamline operations and foster closer collaboration among its North American teams. These layoffs come as PepsiCo previously lowered its earnings outlook due to declining beverage volumes and stagnant food sales in the region. The company aims to become faster, more connected, and more capable to drive future growth.

https://www.cnbc.com/2026/11/09/pepsico-north-america-job-cuts.html

Several biotechnology companies have recently announced substantial layoffs as part of broader restructuring efforts. Agios Pharmaceuticals is cutting over 100 R&D roles, while Ultragenyx is laying off 20% of its workforce to reduce its R&D budget. Molecular Partners plans to reduce its staff by up to 44% to focus on its pipeline. Lenz Therapeutics is also making significant cuts, with 75% of its workforce being let go. These actions reflect a challenging period for the biopharmaceutical sector, with companies re-evaluating priorities and operational strategies.

https://www.fiercebiotech.com/biotech/fierce-biotech-layoff-tracker-2026

Kitchen Design is being moved to RedVest in the new fiscal year. Anyone in the stores will be doing kitchen design with RedVest AI. All Sales Specialists will be affected as some positions will be ELIMINATED!!!
Marvin couldn’t wait to replace Store Level Jobs with AI !!!

Verizon is implementing significant job cuts, eliminating approximately 3,000 positions as part of a broader restructuring effort. The company is also divesting some of its retail store locations to streamline operations. In addition to these large-scale reductions, a WARN notice has been filed for 54 specific layoffs across nine facilities in Washington State. These targeted layoffs are scheduled to take effect on September 18, 2026. These actions reflect ongoing efforts by the telecommunications giant to optimize its cost structure and adapt to market dynamics.

https://scanx.trade/stock-market-news/companies/verizon-plans-new-round-of-layoffs-this-week/45606580

I hope when all of this goes down Aetna takes a good hard look at the multitude of layers of management. My friend is a lead director. Ready for this? Above her- AVP, VP, Sr. VP, EVP & COO, EVP & President, Chairman. I mean seriously what do the 4 layers above her even do?

We have a clear ambition for PepsiCo North America: to build a stronger, more future-fit business that delivers industry-leading growth. To do that, we need to be faster, more connected, and more capable, while continuing to invest in growth – behind our people, capabilities and brands.

Many parts of our organization were designed for a different chapter in PepsiCo’s history. They helped get us to where we are today, but the marketplace is changing; our customers increasingly expect us to operate in a more integrated way, and too much of how we work today remains complex and fragmented. We have opportunities to simplify our structures, clarify accountability, and make decisions faster.

Over the coming week, we’ll make changes across parts of our organization to address this. We will simplify how we operate, better connect teams across PEPNA, and strengthen the capabilities we need. The goal is to move faster, execute better, and invest behind the opportunities that will drive our growth.

I recognize that changes like these are difficult because they affect people. Leaders and HR will speak directly with those whose roles are impacted before broader team updates are shared. Please give those conversations, and the colleagues involved, the privacy and space they deserve.

While our organization changes, our ambition remains the same. We are building a stronger PEPNA, with clearer accountability, stronger capabilities, and greater ability to operate as one team.

I’ll follow up on Monday, November 16, with more details on the changes across PEPNA, why we are making them and what they mean for us going forward.

The Communication Workers Union (CWU) has formally written to Dell UK requesting voluntary access to UK workplaces, allowing union representatives to engage directly with employees, explain their employment rights, and provide information about trade union membership and representation.

This is a request for workplace access, not an application for formal trade union recognition.

What happens next?

Under the new UK Employment Rights Act 2025 framework, which introduced statutory workplace access rights from 30 October 2026, the following process applies to qualifying statutory requests:

• 15 working days: Dell must respond to a formal statutory access request.
• 25 working days: Where access is not agreed in full, a negotiation period allows the employer and union to seek agreement.
• Compulsory access: If agreement cannot be reached, the union can apply to the Central Arbitration Committee (CAC), which has powers to determine and enforce workplace access arrangements.

Access may include physical visits to Dell offices, digital communications, or a combination of both.

Dell must inform employees of their trade union rights

From 1 January 2027, new legislation will require employers, including Dell UK, to provide workers with written information explaining their right to join a trade union.

This represents an important strengthening of employee awareness and workplace rights.

The wider employment reforms are being implemented in stages throughout 2026 and 2027.

Why is this particularly relevant to Dell UK employees?

The request comes during a period of considerable uncertainty across Dell UK, including:

• Ongoing restructuring and redundancies.
• Office relocations and increased commuting pressures for affected employees.
• Growing dissatisfaction surrounding commission structures and compensation arrangements.
• Uncertainty about the potential impact of artificial intelligence on existing roles and future employment.
• Employee frustration surrounding the implementation of new internal tools and systems, that perhaps have created additional operational challenges.

Against this backdrop, access to independent workplace advice, representation and support is increasingly important.

What does this mean for employees?

Trade union membership is a legal right in the UK. Employees are entitled to join an independent trade union, seek advice and obtain representation where applicable.

Employees do not need their employer’s permission to join a union, and membership does not depend on the union being formally recognised by Dell.

Union membership can provide access to independent advice and representation on matters including redundancy, restructuring, workplace grievances, disciplinary proceedings and employment rights.

In the current climate, we would strongly recommend that Dell UK employees seriously consider joining a trade union.

With continued restructuring, changes to working arrangements and increasing uncertainty about the future of employment, independent representation and access to professional advice may prove increasingly valuable.

Employees should understand their rights, know their options and make informed decisions about their future.

Another quarter. Another victory lap. Another round of Atlassian executives congratulating themselves on their spectacular financial performance.
Revenue growth! AI! Record numbers! What an incredible time to be an Atlassian!
Unless, of course, you're one of the 1,600 employees shown the door in March.
Eight months later, severance has run out, and many former Atlassians are still unemployed.
But hey, how about that Williams Racing sponsorship? And congratulations to everyone enjoying Sales Club in Costa Rica! Nothing says "Build with heart and balance" quite like celebrating in paradise while former colleagues struggle to find work.
Meanwhile, Canva just announced a restructuring affecting more than 1,200 employees, and Microsoft is offering voluntary buyouts to 60,000 workers.
Apparently, the hottest trend in Big Tech isn't AI. It's figuring out how many humans you can eliminate while celebrating record performance.
And here's something current Atlassians might want to consider.
If strong financial results didn't protect 1,600 employees in 2026, what makes anyone think 2027 will be different?
Another restructuring? Another strategic realignment? Another AI-driven efficiency initiative?
Nobody knows what's coming. But one thing should be painfully obvious by now: You're only indispensable until a spreadsheet says otherwise.
Remember "Open company, no bullsh-t" and "Build with heart and balance"?
Perhaps Atlassian needs a new corporate value:
Celebrate the numbers. Forget the people.
So enjoy those quarterly earnings celebrations. Enjoy Formula 1. Enjoy Costa Rica.
Just remember that the people laid off in March probably thought they were safe, too.
1,600 in 2026. How many in 2027?
Because apparently, at Atlassian, everyone is a team player.
Until they're an expense.

With the split being front and center, I have not seen any WARN notices go out from the last rounds.

Curious to see what if any DDAT was let go since there were no threads here.

The board can spin the latest news all they want, but if you look at the raw financial metrics and corporate baggage, the writing is on the wall for a massive cost-restructuring.

The smoking g-n just hit the SEC database on November 5, 2026. L3Harris filed a Form 8-K confirming it closed a massive $1.0 billion senior note offering ($500 million at 5.200% due 2029 and $500 million at 5.400% due 2032). Corporate communications will call this routine capital management, but let’s look at the financial realities:

The Fixed-Overhead Interest Squeeze (The 8-K Reality)

L3Harris is running straight into a massive $1.8 billion debt maturity wall over the next 60 days specifically, $550 million in 3.85% senior notes due December 15, 2026, and $1.25 billion in 5.40% notes due January 15, 2027. Rolling over $550 million of older debt from a 3.85% interest rate to a 5.200% rate creates an immediate, structural spike in annualized corporate borrowing costs. Because bondholders must be paid first, operating profit margins are taking a direct hit, forcing CEO Sam Mehta to balance the ledger by aggressively slashing variable labor costs.

Massive Cash Capital Outflows

The company is aggressively leaking liquid cash to handle self-inflicted institutional wounds. On top of absorbing $84 million in combined DOJ fraud settlements for overcharging on ROVER/VORTEX systems and double-billing basic hardware components, the board just approved an $80 million stock-and-option separation package to slide Christopher Kubasik out the door after his code-of-conduct investigation. Add in the multi-million dollar legal fees draining corporate cash to fight Viasat in the Delaware Court of Chancery over the $2 billion Link-16 acquisition adjustments, hundreds of millions of dollars are leaving the balance sheet with zero operational return.

Vanishing Billing Codes via Congressional Scrutiny

With the House of Representatives flipping control after the midterms, the political cover the corporate PAC spent heavily to maintain has completely collapsed. Incoming House Armed Services Committee Chairman Adam Smith has explicitly vowed to aggressively probe defense industrial equity investments and "sweetheart deals." High-profile, politically exposed programs like the controversial $934 million Qatari 747 luxury modification contract face immediate audits, freezes, or forced re-competes. The moment a program undergoes a forced freeze, its project billing codes vanish. Systems and software engineers cannot sit on "unallocated overhead" for long without damaging quarterly margins, making quick, project-based engineering layoffs inevitable.

Global Facility Gridlock and Reputation Flight

The friction isn't just in Washington. In Europe, the relocation of the Brighton arms factory to Unit 3 at Panattoni Park in Burgess Hill is entirely gridlocked due to public protests over F-35 component manufacturing and intense scrutiny over local council redactions. When a manufacturing facility's transition hits a wall, local assembly workers, facility engineers, and site coordinators face immediate displacement because there is no active floor space to execute contract deliveries. Combine this operational halt with defensive, voluntary resignations from elite software talent trying to distance their resumes from the ICE data leak, and the company is facing an operational crisis.

When and Where Will the Ax Fall?

Expect the operational restructuring to hit in two distinct waves:

Phase 1 (Late Q4 2026 / Early January 2027): The immediate target will be non-technical, white-collar corporate overhead. Following corporate-wide mandates to tighten operational expenditures, corporate recruiters, marketing units, administrative support layers, and middle-management functions will face automated cost-rationalization cuts as the company protects its cash reserves ahead of the January 15 debt deadline.

Phase 2 (Late Q1 / Early Q2 2027): Project-based workforce reductions will strike systems engineering, cyber specialists, and defense assembly teams the moment multi-committee congressional subpoenas actively freeze federal funding lines or international lease agreements fall through.

If a project team is sitting on unallocated overhead or exposed billing codes, it is time for team members to update their resumes and look for insulated, high-priority safe harbors within more secure, non-audited programs before the consolidation engine kicks into overdrive.

Wow. Quite a few internal job postings at woodcreek. Many in HR and commercial. A few in HSSE and Subsea IMR saying they are associated with restructuring? Who has insight on that?

Sharing some of my observations and experiences in the Carelon care navigation and BH divisions. Seems to be almost weekly changes in leadership, monthly shifts in priority initiatives. The actual goals and objectives are obvious: Find ways to create numbers out of thin air to demonstrate any kind of value (nonexistent), systematically eliminate whole depts and and cut teams back to skeleton crew numbers, while at the same time increasing metrics. Create useless campaigns and programs to be managed by nonclinical associates to reduce FTE costs. Pretend that all is well and automation is the cure for past failures (while existing automation is a joke). Push their bs technology and blame frontline associates rather than admit that these systems are absolute trash.

Boots on the ground sentiments are grounded in constant fear of the next layoffs and surviving the wrath of sociopathic leadership. Morale is at an all time low.

On the other hand, if you lack any type of integrity, enjoy doing a job that only supports fluff for SLT bonuses, throw people under the bus, lack humility and do not ask any questions or voice concerns...you will THRIVE in Carelon. Anxiously waiting for any opportunity to get out of this joke of an organization. Maybe its not purgatory, maybe it is actual he-l.

Q1 FY27 is in the books, and leadership wants a gold star for a margin bump while the business keeps shrinking. Revenue down again. Digital, the channel this company bet the whole farm on, falling double digits. Nike’s own stores down too. And their guidance for the full year: sales falling high-single digits. That is the plan. Out loud. To investors.

What’s the answer from the top? Another branded “transformation.” Remember the cost realignment from March? Now there’s “Pace,” a shiny name for the same move: billions in “savings” through 2031, paid for with a billion dollars in charges that are mostly people. Two layoff rounds in one year and the slide deck still calls it momentum.

Nobody up there gets laid off for missing. The people who get cut are the ones who actually build the product: developers, tooling, designers, the folks who keep the factories and seasons on track. Meanwhile the stock is trading where it was over a decade ago and every quarter gets a new acronym instead of a new idea.

You don’t cost-cut your way back to being Nike. You win with product people want and a culture talent wants to stay in. Leadership has spent years torching both.

Stop renaming the problem. Fix it.

Medline Industries is reducing its workforce by 304 employees. These layoffs are intended to streamline company operations. Most affected positions are in corporate roles. The company is also exiting its hospital bed business. This move comes as the business faces a recall.

Northfield, Illinois

https://www.chicagobusiness.com/health-care/ccb-medline-layoffs-homecare-beds-20261105/

SportsNet New York has canceled two of its flagship shows, "Baseball Night in New York" and "SportsNite." The regional sports network has also shuttered its website and laid off a significant portion of its editorial staff. These immediate changes mean the network will no longer air these popular programs. SNY will continue to produce pre- and postgame shows for the Mets and Jets, as well as the "Mets Hot Stove" show. Some on-air contributors will remain with the network.

New York, NY

https://metsmerizedonline.com/report-sny-cancels-two-programs-amidst-major-layoffs/

Some people were let go in the new structure. Still no vision, what sticks to the wall in 2027. Rumors abound some more restructuring coming in early 2027

ServiceNow is implementing a global workforce restructuring, impacting employees in India, the UK, and the US. The company is focusing on AI-driven efficiencies and specialized skills as part of this strategic shift. While the exact number of layoffs remains undisclosed, severance costs have significantly increased in 2026. ServiceNow aims to maintain its overall headcount by the end of the year despite these changes. This restructuring is occurring amidst a decline in the company's stock performance.

Santa Clara, California

https://www.peoplematters.in/news/strategic-hr/servicenow-layoffs-hit-uk-us-and-india-as-company-restructures-workforce-53222

Qualcomm incurred $332 million in restructuring charges during its fiscal year 2026, a significant increase from $39 million the previous year. These costs were primarily attributed to severance payments as the company reshapes its business. The majority of these expenses occurred in the final quarter of the fiscal year. This financial disclosure coincides with plans for further workforce reductions following annual employee reviews. Despite these cuts, the company's overall employee count increased year-over-year.

San Diego, California

https://www.calcalistech.com/ctechnews/article/8x75ackbs

Disney Entertainment Television is preparing for significant layoffs as part of a company-wide restructuring. Managers have been given targets for cost savings, with some aiming for a 20% reduction. These cuts are expected to be intertwined with a reorganization led by Chairman Debra OConnell, likely beginning in early 2027. The TV networks division is anticipated to be heavily impacted due to a strategic shift away from the declining linear TV business. This move follows previous reductions and a recent sale of a stake in A+E Global Media.

Burbank, California

https://deadline.com/2026/11/disney-tv-restructuring-speculation-layoffs-debra-oconnell-1237214926/

VBG VGS "R2B" all being sold off to indirect.

Heard that there is a big shake up coming to the property division of National General. Anyone hear anything?

Anyone else receive a 15-minute Employee Information Session invite from the CPO for November 10, sent to around 400 employees? The subject says “Mandatory Attendance,” but the description says attendance is recommended. Does anyone know if this is related to layoffs, restructuring, or general company updates?

Most of the people are from El Paso location
It’s quite interesting

Fintech firm Block has initiated another round of job cuts this year, impacting employees across its Cash App and Square divisions. The company cited the use of improved tools for routine tasks and a strategic refocusing of teams on more complex issues. Affected employees will receive separation packages and transition support, mirroring provisions from earlier layoffs. These reductions follow Block's recent announcement of strong third-quarter financial results and an increased full-year outlook. The company continues its drive for operational streamlining and efficiency, with leadership emphasizing the evolving role of AI in business operations.

San Francisco, California

https://www.businessinsider.com/jack-dorsey-block-layoffs-second-round-job-cuts-cash-app-2026-11

Amazon has initiated another round of corporate job reductions, impacting roles within its e-store and devices divisions. These recent layoffs, totaling fewer than 1,000 in the e-store and approximately 250 in devices and services, follow larger waves of job cuts from late 2025 and early 2026. The company's strategy appears to involve smaller, more frequent layoffs, a pattern observed across the tech industry. This approach, while potentially efficient for resource management, can foster employee uncertainty and negatively affect morale. Despite these cuts, Amazon's retail and web services segments have reported strong financial performance.

https://www.inc.com/chloe-rosenberg/amazon-is-cutting-jobs-again-the-size-of-the-layoffs-isnt-the-most-alarming-part/91430970

Kraft Heinz is selling its coffee business as part of a strategic shift. The company is also undergoing layoffs at Cavana. Further details on the coffee business sale were not provided. The extent of the job reductions at Cavana remains undisclosed. These actions reflect ongoing changes within the food and beverage industry.

Tampa, Florida

https://www.clickorlando.com/video/news/2026/11/05/money-matters-kraft-heinz-to-sell-its-coffee-business-layoffs-at-cavana/