#rif

Trying to determine when the next RIFS will happen. Will it be early October with a December exit day?

Is the RIF ongoing or have they finished?

I checked the Q2 2026 NAV, and for those of us impacted by the May RIF, it's not being applied to calculate share payouts at all. It looks like nothing is being paid out post Q1. If that's accurate, years of earned compensation is just... not being paid.

I want to call out something I think is genuinely unethical about how Fidelity is handling this. Over the past several years, instead of raising base compensation, Fidelity leaned on share awards as the reward for performance. Grants from 2-3 years back that were supposed to vest and pay out over time. I put in the work to earn those.

And here's the part that really gets me: there's a clause that says you have to be actively employed on Dec 31 of a given year for those shares to pay out. Fine, maybe that makes some sense if someone quits or is fired for cause. But when the company eliminates your role — not for performance, not for anything you did — and then uses that same clause to withhold pay for work you already did years ago, that's not a "policy," that's a loophole to avoid paying people what they earned.

Fidelity talks a lot about ethics. It's in their marketing, their values statements, all of it. But quietly using a technicality to avoid paying out shares that employees earned through actual performance, right after eliminating their jobs through no fault of their own, is the opposite of that. You can't claim to value your people's hard work and then strip the payout the moment it's inconvenient for you.

Fidelity needs to actually listen and do the right thing here. Pay people what they earned through years of hard work, instead of swiping it away on a technicality the moment it's convenient.

Curious what others think. Is anyone else pushing back on this, or looking into next steps?

Verizon needs to focus on the quality of people not the friendships they have outside of work. The entire DMV needs a major shake up and they need to replace the entire leadership staff starting with Thompson. He loves to hire his friends and then over looks there sh---y performance. If you’re not a Clark County boy you’re treated differently, not trusted and quite frankly not liked.

I applied for an internal position in Feb, got some pay bump but I RIFed told last Thursday. My previous team has no opening for me and I was told I can apply for roles internally the next few weeks. WTF. Why would they hire someone internally knowing that the position is funded and rif the role in less than 5 months. The only reason given was "funding" but Sr. Dir making a lot more and who does nothing is still there. This is really messed up

Unknown date. Conversational AI expansion/ they will be repurposing some roles prior to the RIF

Coming from management line - RIFs are confirmed and they will to be double digits. Discussions are still in progress.

The history of the CTO or CIO or CDIO or GDIO or whatever title they go by.
Ratnakar 2024-Present
Amish Patel 2023-2025
Anil Bhatt 2019-2021
Ed Smith 2018-2019
Tim Skeen 2017-2018
Tom Miller 2014-2018
Andrew Lang 2008-2013
And each one of them brings in their own cronies.  Then they stop what were doing and we start all over with their agendas.  We never finish anything.
Meanwhile, more and more RIF's happen in the lower ranks, while they all walk away or get fired and leave with their golden parachutes.

Why is there another huge rif scheduled in September?

For the last two or three years we’ve had so many RIFs, and I cannot figure out why. I’ve been here for almost 17 years and this is just so unusual. We are walking on eggshells feeling like it could be us any day. There seems to be no rhyme or reason, and we seriously wonder if the company is just falling apart. Does anybody have any insight into why we’re having so many RIFs?

They are already underway with the now notorious 6:00 am emails. Kudos to the poster who included this link within a different, less active thread.

https://www.reddit.com/r/Layoffs/comments/1vs9a84/oracle_layoffs_no_longer_rumored/

I want out but would rather be RIFd. Any PL on here that can help me out with how to make myself disposable?

https://www.medicaldesignandoutsourcing.com/medtronic-ceo-pay-2026-executive-comp/

This is a 10% raise from 2025 Meanwhile stock down 27% last 5 years. Congratulations. Great job GM

Imagine the amount of RIFS that could’ve been saved if these people like GM take a pay cut for the incompetence. Sadly accountability doesn’t exist in this company. And instead they get raises.

I saw the post about Greenville layoffs. Has anyone heard anything about other sites?

I have never met a bad person that got RIFFED. It was always the nice ones that were at or close to retirement . People look at it as a punishment but in reality it’s the company way of rewarding the good ones . The truth is everyone I know wants that package but too bad the company will determine who is deserving of it .

Get back to work!

Before you downvote or respond with a negative comment, think for a moment (be aware) why you are doing so. Is it because you want to be put out of the misery but this post pours cold water over it?

The stock hasn't been able to gain (or hold onto) much ground and the close of Q3 looms. Anyone hearing about more RIFs coming? Do we have dates?

I know we're always on alert and no day is safe, but I'm talking about confirmed plans beyond just the feeling of another shoe always about to drop.

Hearing some chatter about another RIF on 8/1....something along the lines that the RIF on 7/1 wasn't the complete list in order to avoid public reporting....any truth in this?

You’re eligible for prorated AIP or full AIP in Q4 or Q1, respectively, if you’re RIF’ed prior to the March payout. Just need to make it 44 more days baby!!

For those that were RIF'd 12/25 have you received the invoice for Cobra?

Hello everyone! Hope you are all happy and healthy! I was part of the RIF that occurred last May and to say the least I am still a faithful employee .Over the past 25 years this company has helped me raise my kids, put food on my table and paid my bills on time . I have loved and hated my job but at the end of the day , still happy to have one. I have met some of the best people which in return made me a better person . You know who you are and I will always be forever thankful to U . What is there to complain about but only to be grateful..No job is perfect but if are still working for this company , consider yourself “Blessed’’. Farewell Medtronic and god bless you always! ❤️🙏

What was the severance?
2 weeks of base pay per year?
Was it capped at 6 months, is the important question?

I see talk here and there but never truly confirmation.

How is everyone who was laid off?

Do you think there will be any voluntary or involuntary RIF with pay this year?

I’m being RIF’d September 4 and I’m also due later that same month 😭 Has anyone dealt with COBRA through Centene? I’m wondering how enrollment works, whether there could be any lapse in coverage, and how I would add my newborn after delivery. Any tips or advice would be greatly appreciated!

People who go RIF'd and last date was in June - did you get your insider code of 20%?

I’ve seen too many high performers impacted by RIF over the past two years. You can give it your all and they will still axe you despite doing exactly what you are asked to. No one is safe.

Don’t give this company all your time and energy. In 20 years the only people who will remember that you worked late are your kids.

Does anyone know if you apply for an internal position and you have all qualifications to land at least an interview. Would they consider keeping you and doing a transfer or they just want you out for good?

Anyone know what happens to employees who didn’t qualify for VSP because they have less than two years of service? Are they basically safe for now, or just not being considered until the next RIF round?

Reporting this from Jacksonville FL office that three Interns who joined straight from college campus were RIF'ed.
Clearly management want certain people as employees.

I’m not sure why analysts continue treating each new Centene C-suite promise as if the last one was delivered.

In 2021, Centene told investors it was targeting a 3.3% adjusted net income margin, with the benefits of its margin-expansion plan expected to materialize in 2023 and 2024.

Drew Asher was specifically named as one of the executives driving it.

Here is what Centene actually delivered, using its own adjusted earnings and premium-and-service revenue:

• 2021: 2.58%
• 2022: 2.48%
• 2023: 2.60%
• 2024: 2.58%
• 2025: 0.59%

Four straight years of approximately 2.5%, followed by a collapse to 0.6%.

They didn’t briefly reach 3.3% and fail to sustain it. They never reached it at all.

Employees were reorganized, outsourced, offshored and RIF’d in the name of “margin.” Meanwhile, the executive specifically charged with delivering margin expansion missed Centene’s own target every single year.

Apparently, “accountability” is another expense Centene decided to eliminate.

Question to the Board: when does Drew get RIF’d???

Target:
https://filecache.investorroom.com/mr5ir_centene/114/CNC%20MS%20Conference_Final.pdf

Results:

https://investors.centene.com/2022-02-08-CENTENE-CORPORATION-REPORTS-2021-RESULTS

https://investors.centene.com/2023-02-07-CENTENE-CORPORATION-REPORTS-2022-RESULTS

https://investors.centene.com/2024-02-06-CENTENE-CORPORATION-REPORTS-2023-RESULTS

https://investors.centene.com/2025-02-04-CENTENE-CORPORATION-REPORTS-2024-RESULTS

https://investors.centene.com/2026-02-06-CENTENE-CORPORATION-REPORTS-2025-RESULTS-AND-ANNOUNCES-2026-GUIDANCE

With all the talk about RIFs lately, I'm thinking strategically about my next move here.

I'm not necessarily looking to grow, lead, innovate, take on stretch assignments, contribute, or “make an impact.” At this point, I'd really just like to find a role that is unlikely to be eliminated or increase in responsibilities, and that I can comfortably occupy for the next 20 years until retirement.

Ideally I'm looking for something where:

• The work is important enough that they can't eliminate the position, but not so important that people can easily identify what I do
• Answers within the parameters of a maximum of 4 possibilities, no judgment or thinking required
• Clearly defined responsibilities so I can confidently say “that's outside my scope.”
• There is little expectation to volunteer for additional work.
  -“That's how we've always done it” is considered a perfectly acceptable process improvement strategy.
• My eventual career goal of “retiring from here” is viewed as a strength rather than a lack of ambition.

For those of you who have successfully moved internally to survive multiple rounds of RIFs: what types of roles should I be looking for?

I'm trying to find my forever home here, not my next career challenge. Ideally, I'd like to get into a role where I can learn a minimum, and then hand everything else off to someone who is still interested in career development.

Any internal career survival experts have advice on which jobs we have internally that suit these goals?

For those who were let go or knew someone who was let go due to RIF the past 3 days, were you or they tenured? Or was it mostly new hires that were let go?

Are there any RIFs from tech review yet? It seems they are going down the line by department type so far.

Someone crucial to the daily and long-term operations of our team was let go today in a RIF. Our work will slow down and become more difficult because of it. Those we support will feel the consequences, too.

Don’t let anyone tell you that those let go are only the bad employees. This was someone with years of dedicated service who performed at a high level. Leadership at this company is only interested in a short term gains. There is no longterm strategy.

The company is upside down. They look at numbers oppose to quality of client support and ability to decrease the workload. Company really should rethink the process and start RIFs from top to bottom. Way too many Leads, Sup, Manager, director positioned in terms of the acquired workload chain.

INCOMING!

https://www.businessinsider.com/oracle-is-planning-another-round-of-job-cuts-this-month-2026-8

I want to know if direct PLs were given any say in exactly who they let go from their teams. I’m also just curious about the criteria for who stays and who goes in general. Were you told a number or a job title you had to RIF, were you given exact names, was it based on past performance, etc?

My team lost its newest hire (who was honestly great, so I’m bummed for them) plus someone who’d been around for 5-10 years and was admittedly unexpected — unless PLs got to choose.

So Cameron is interviewed by “Business Roundtable” who in-turn post on their LinkedIn page , QUOTE- “ The American Dream is all about opportunity, the belief that with hard work, determination and the right support, you can really accomplish anything in this country “ -Cameron Brady

Are you kidding me ? What kind of lies from the straight pits of he-l is this non sense and did McKinsey write that for him . Tell that to the countless bodies, families and lives shattered over the last years since his tyrannical leadership and 1000’s of folks ( many really good folks ) laid off after their “hard work and determination” got them a big fat RIF.

Nobody that has any sense and knows Global Payments believes this cr-p and is drinking this kool aid juice are they ?

Does anyone know how hard PHCO L&D was hit? I've heard a lot of VSPs were accepted and a manager was RIFd.