#sarcasm

Just focus on your work. We will make sure you will be fired at the right time. We will push you to complete work by March and June, etc., but you assume you are safe even when your peer is laid off. Be honest at your work even when your manager hides that you will be moved or laid off in the next few months and talks with you simply face to face, thinking he is making a fool of you and making you work. Still, just focus on your work and assume everything is fine around you till your manager says you are done.

Sit back, relax. We will continue to contract out all the actual work. Do a bit every day, just to stay in shape, everything else will be contracted out.

Hi folks Raul here

Got to present to Morgan Stanley investors on the 2nd March. With the share price cratering in freefall they aren't buying my AI story.

I was going to tell them Employees are fully trained, engaged, and on good pay.

Execs are top notch winning new clients.

The company processes have been streamlined and i have reduced 3 layers of Management.

Customers are loving DXC in the nps scores.

We are going to get growth, obviously won't say in which decade.

Anymore ideas? Do you think i have a chance? Will they believe me.

Who is ready to show, blow everyone senseless, and get laid off in 3 months? Just put that money towards our salaries.

So the EC schlep to Lexington this week, spending first class money we don’t have, having another day off work and away from clients. But did they actually achieve anything that could not have been done remotely (or even at all)? I no the answer is no but it would nice to be told I’m wrong

After all in the past few weeks there’s been rebuttal after rebuttal of naysayers heckling the h*ll out of anyone who said that it’d not take place. It’s all a figment of your imagination.

Ask not what your company can do for you — ask what you can do for your company?

Oh yeah, but we're giving you another day off.

this is sarcasm

Juan’s outreach to the Member about how USAA will make their dollar go further is laughable. The Bank pays sh-t interest, charges predatory rates on credit cards and loans, insurance is well into the highest range. This maudlin we well get you through these tough times is spot on the Schooner Tuna ad from Mr Mom, which is comical in its form. The Tuna with a heart. Did we fire the ad people?

Because Why Follow the Spirit of the Law When You Can Obey the Letter and Still Do Whatever You Want?

Below are additional methods — the ones HR whispers about, Legal pretends not to know about, and executives call “innovative workforce agility.”

1. The “Job Swap to Nowhere” Maneuver
A classic.
Step 1: Rewrite your job description.
Step 2: Add 14 new responsibilities requiring 6 certifications you don’t have.
Step 3: Tell you you’re “no longer aligned with the role.”
Step 4: Offer you a “transition plan” that ends in unemployment — but not a layoff.
Result:
You “failed to meet new job requirements,” so it’s not a layoff.
No WARN.
No SUI spike.
No severance.
Just vibes.

2. The “We’re Eliminating Your Role, But Not Your Job” Trick
Your role is gone.
Your job is gone.
Your desk is gone.
Your access badge is gone.
But technically, you weren’t laid off — because the company still has a job title that resembles yours somewhere in the org chart.
Result:
No WARN trigger.
No unemployment claim.
No SUI increase.
Just existential confusion.

3. The “Contractor Conversion” Shuffle
Companies love this one.
• Fire employees
• Hire contractors
• Claim “no reduction in workforce” because contractors don’t count
• Move all the work offshore anyway
Result:
Headcount drops.
WARN thresholds stay untouched.
SUI exposure evaporates.
Shareholders applaud.

4. The “Layoff by Spreadsheet Error” Strategy
A modern classic.
Step 1: Send an email saying you’re laid off.
Step 2: Send another email saying it was a mistake.
Step 3: Send a third email saying it wasn’t a mistake.
Step 4: Blame Workday.
Result:
Confusion = delay.
Delay = fewer claims.
Fewer claims = lower SUI tax rate.
Also, no WARN notice because “we’re still evaluating.”

5. The “We’re Not Closing the Site, We’re Just Not Using It” Move
The building is empty.
The lights are off.
The parking lot is a wildlife sanctuary.
But officially?
The site is “operational,” just “temporarily underutilized.”
Result:
No WARN notice for site closure.
No severance obligations.
No unemployment claims.
Just raccoons.

6. The “Mandatory Relocation to an Impossible Location” Gambit
“We’re excited to announce your role is moving to:
• A city with no housing
• A country requiring a visa you can’t get
• A location that doesn’t exist on Google Maps”
If you decline, it’s a voluntary resignation.
Result:
No WARN.
No SUI.
No problem (for them).

7. The “We’re Not Eliminating Jobs — We’re Eliminating Shifts” Technique
Cut hours by 49%.
Cut shifts.
Cut schedules.
Cut sanity.
But don’t cross the 50% threshold that triggers WARN.
Result:
Employees quit.
Company celebrates “natural attrition.”
SUI tax rate stays low.
WARN stays untriggered.

8. The “Reorg Matryoshka Doll” Strategy
Every time you ask what’s happening, you’re told:
“We’re in the middle of a reorg.”
Inside that reorg is another reorg.
Inside that reorg is another reorg.
Inside that reorg is your job disappearing.
Result:
Because no single reorg eliminates enough people at once, WARN never applies.

9. The “AI Made the Decision, Not Us” Defense
“We didn’t lay you off.
The algorithm did.”
AI doesn’t trigger WARN.
AI doesn’t file unemployment.
AI doesn’t increase SUI tax rates.
AI doesn’t need severance.
Result:
The perfect scapegoat.

10. The “We’re Offering You a New Role… in Theory” Maneuver
You’re “offered” a new role that:
• Doesn’t exist
• Has no manager
• Has no responsibilities
• Has no pay band
• Has no start date
When you ask questions, they say you’re “not demonstrating flexibility.”
Result:
You resign.
They celebrate.
WARN stays silent.

11. The “We’re Not Firing You, We’re Just Not Scheduling You” Method
Used heavily in retail and banking operations.
Cut someone’s hours to zero.
Tell them they’re still employed.
Wait for them to quit.
Result:
Voluntary resignation = no WARN, no SUI.

12. The “We’re Eliminating the Team, Not the People” Illusion
Disband the team.
Scatter employees into random roles.
Let chaos do the rest.
Result:
People leave on their own.
Company avoids WARN.
SUI stays low.
HR calls it “organizational agility.”

13. The “We’re Not Laying Off Americans — We’re Globalizing Talent” Euphemism
Move work offshore.
Don’t replace U.S. employees.
Let attrition do the heavy lifting.
Result:
No WARN.
No SUI.
No headlines.
Just a lot of confused Americans.

14. The “We’re Not Cutting Jobs — We’re Cutting Budgets” Loophole
Freeze hiring.
Freeze promotions.
Freeze raises.
Freeze morale.
Eventually, people leave.
Result:
Attrition = free layoffs.
WARN = untriggered.
SUI = stable.
Leadership = thrilled.

15. The “We’re Not Downsizing — We’re Transforming” Jedi Mind Trick
If you rename layoffs as:
• Transformation
• Optimization
• Realignment
• Rebalancing
• Recalibration
• Reinvention
• Re‑synergization
…then technically, you’re not laying anyone off.
Result:
Legal compliance through vocabulary.

The Final Truth

Here’s the real truth:
Corporations don’t avoid WARN and SUI by accident.
They avoid them with the precision of a surgeon and the empathy of a parking meter.
WARN isn’t a law to them — it’s a speed limit, and they’ve figured out exactly how fast they can go without getting a ticket.
SUI isn’t a tax — it’s a penalty for being too honest about layoffs, so they simply stop being honest.
They slice layoffs into tiny pieces like a corporate charcuterie board.
They downgrade performance ratings like they’re clearing out old inventory.
They “encourage resignations” with the enthusiasm of a timeshare salesman.
They relocate jobs to places employees can’t physically reach.
They automate roles using systems trained by the very people being replaced.
And then they smile and say:
“We’re transforming our workforce.”
Which is technically true —
in the same way a woodchipper transforms a tree.
That’s the savage truth:
The laws meant to protect workers have become the blueprint for how to eliminate them quietly, cheaply, and with enough plausible deniability to make even the legal department proud.

CEO:
Good afternoon, Team. I want to thank the 11 of you who were able to join this mandatory town hall on such short notice. We scheduled this meeting early and during your daily commute time so you would be more productive and there would be less chance you might attend. Your presence today demonstrates your commitment to our shared vision of Transformative Workforce Realignment™.

Before we begin, I want to address the rumors circulating online.
No, we are not conducting layoffs.
We are simply rebalancing our talent ecosystem through a series of performance‑aligned, location‑optimized, AI‑enhanced workforce transitions.

Let me explain.

“1. We Are Not Downsizing — We Are Rightsizing”

Some of you may have noticed that your colleagues have… disappeared.
This is not a layoff.
This is Strategic Talent Migration™.

We are migrating talent out of the company and into the broader economy, where they can pursue exciting new opportunities that we have thoughtfully curated by eliminating their roles.
This is what leadership looks like.

“2. Your Performance Rating Is Not About You”
You may have recently received a performance rating that surprised you.
Perhaps you were rated “Exceeds Expectations” for 14 consecutive years and suddenly received “Needs Immediate Intervention.”
Let me be clear:
This is not a reflection of your performance.
This is a reflection of our organizational tax strategy.

We are committed to avoiding WARN Act triggers, and your rating plays a critical role in that mission.

Remember:
When you grow, we grow.
When you go, our SUI tax rate stays low.

“3. Return‑to‑Office Is About Culture, Not Attrition”
Some have asked why we require you to return to the office even though:

• Your office was closed
• Your team is in three different time zones
• Your desk has been replaced by a potted plant
• Your badge no longer opens the door

Let me assure you:
RTO is not about forcing resignations.
It is about rebuilding community — specifically, the community of people who still work here after RTO.

“4. Global Talent Optimization”
We are proud to announce that we are expanding our global footprint in Pune and Manchester. This is not because labor costs are lower.
It is because we believe in unlocking global synergies.
And if those synergies happen to cost 80% less per headcount, that is simply a happy coincidence.

“5. AI Is Not Replacing You — It Is Empowering You”
Some of you have expressed concern that AI is taking over your job.
This is a misunderstanding.
AI is not replacing you.
AI is freeing you — from your responsibilities, your role, and your employment.
We are committed to ensuring a smooth transition as you train the AI that will empower your future successor.

6. “Why You Didn’t Receive a WARN Notice”
I want to address this directly.

You did not receive a WARN notice because:
• We did not lay off enough people at once
• We spread reductions across multiple 30‑day windows
• We reclassified separations as “performance‑aligned exits”
• We encouraged voluntary resignations
• We relocated roles to places you cannot physically reach
• We believe in agile workforce management

WARN notices are for companies that lack creativity.
We are innovators.

***Q&A Session***

***Employee:***
Why are so many people being rated poorly all of a sudden?
***CEO:***
Great question.
We are committed to data‑driven performance excellence, and the data shows that our reduction targets require a 17% increase in “Needs Improvement” ratings.

***Employee:***
Why are U.S. jobs being moved offshore?
***CEO:***
We are not moving jobs offshore.
We are expanding global opportunities while sunsetting domestic redundancies.

***Employee:***
Are more layoffs coming?
***CEO:***
We do not comment on future workforce transitions.
But we can confirm that ***your role is critical to our success*** — until it isn’t.

***Moderator:***  
Now that's all the time we have. Sorry (not) we can't take any more questions.

Closing Remarks

CEO:
Thank you for your continued dedication to our mission of Sustainable Workforce Optimization™.
We value each and every one of you — especially those who remain after this meeting.
Remember:
We are one team.
One vision.
One continuous reduction cycle.

Have a great rest of your day, and now please check Workday for updates to your performance rating.

What the he-l are these jokers on about? What even is "the culture"?

"Bringing back a notion of taking that extra step."
"You need to have a way of thinking about health care that is different from other products."

"It's a different culture than just a commercial culture."
"To be more explicit about that, we were calling that out because we were way too tense and needed to define who we wanted to be."

Could you have used more words to say nothing, sir?

Wow, huge Shoutout to the TR Management Team. I crunched some numbers, and I have made more money shorting the TR stock over the last year than I have on my own commission.

Please allow me to buy you drinks at ASM! Can speak for the other 1000's employees that want you fired, but you are heroes in my book!

In the past month, I visited two leading microbiology labs in top U.S. hospitals. One lab had nearly 80 people performing the same task; the other had just five! Why don’t labs just start understaffing like we do! Need more yachts.

Ya'll ready to pull yourselves up by your bootstraps?

... the boot steps on you.

Hi guys, JW here. It is now near the end of the transformation notifications and I just want to say that I am truly proud of everyone for showing up to work.

To those we severed and to those we are forcing to leave (in one form or another), I’d like to say thank you for maximizing shareholder value. Thank you for the long hours and free labour.

To those who chose to stay and were notified of fulfilling positions, the company isn’t done draining the life force out of you. We will eventually and in due time also cut you out. Extend our sincerest thanks to your family for uprooting their lives to move and support your ending career.

And just a reminder to please refrain from disclosing or sharing any confidential or proprietary information outside of the company you love and trust.

Thank you for your attention to this matter.

https://www.campaignlive.com/article/verizon-fiercely-committed-diversity-inclusion-across-spectrums-says-ceo/1684973

They should make a Nobel prize for acting

As of January 2026, Intel (INTC) shares are exhibiting "meme stock" characteristics, with high volatility driven by headline-driven sentiment—specifically U.S. CHIPS Act narratives and turnaround hopes—rather than strong fundamentals. Despite a 27% gain in early 2026, shares plunged 17% in late January due to weak Q1 forecasts.

 Key Aspects of Intel's Meme Stock Status (2026): 

Disconnect from Fundamentals: Analysts describe the stock as having "meme" tendencies, with price action driven by hype rather than earnings, as the company lags significantly behind competitors in AI growth.

Volatile Performance: After an 84% gain in 2025, the stock continued to rise early in 2026 before crashing. A January 2026, 17% drop wiped out over (\$46) billion in market value following weak guidance and supply constraints.

Turnaround Hopes vs. Reality: While investors are buying into the narrative of a "comeback" and potential government support, Intel is struggling with manufacturing, losing market share to AMD and ARM.

Risky Valuation: Some models suggest the "fair price" for the stock is significantly lower than its recent trading price, highlighting the speculative nature of the current valuation. 

Interesting choice of photos for the HR email. Five employees shown in four separate photos. All very diverse. So proud to be a part of such a diverse company that is so focused on DEI!

Since we need to have open no fixed space working spaces it is critical that we differentiate ourselves from other animals in the kingdom forced into harvesting pens. Let's ask our leaders for Chevron scented candles to at least remove the negative impacts of those that harvest in the common space.

My goal is to find another Ford job where I am not required to produce any kind of work.
I just want to come into work late and leave early. During the day I want to be left alone and take hour walks around the building several times day.

So, I'd like to know what other internal Ford jobs I can apply too that meet my requirements of having to produce no tangible work.

In the lastest company communication, Ron says we 'mark a strong finish to another successful year for State Street'.

He also mentioned that he looking forward into workforce reductions. What a stand up guy!

If you heard your manager this month saying they had to attend 'transformation' meetings, this is what it was: Next Gen transformation. You and are team may get impacted.

If you ever watched the movie, Meatballs, you’ll feel a connection working for this company. All of us can chant, IT JUST DOESN’T MATTER! Poor Morty!

Guys, HP stock is at a 52 week low. Lets make another run for them. Maybe Dell. If we are going to go down, lets go down big.

“In 20026 don’t be afraid to cut everybody” off.

• Verizon

Seriously, GN&T employees, you need to pay better attention to what dear leader is saying!

I’m confused. According to our leaders, we have the best network. Currently experiencing nationwide outage. Great job! Customers who left will surely come running back!

Setting the foundation!!! Let’s go V Teamers!

I’ll sum the email up for you quickly:

“You American employees are too expensive and we need to make the stock price go up, we’re going to be spending the next 24 months laying off as many of you as possible to be replaced with AI and/or cheap India labor”

I appreciate the heads up, but a 2 year timeline is crazy.

Alright let’s get that network in tip top shape union men. Clean those fibers, wait for those trouble tickets and scan those 5 dollar jumper cables. Those managers need billable work we can do it. Lets create those tickets to make us look busy we can do it!

To: My Valued Cost-Centers (Employees),

​Happy New Year! As I sit here in my climate-controlled, triple-glazed corner suite, watching the sunrise over the yacht club, I couldn't help but feel a fleeting sense of warmth—though that may have just been the heated massage function on my Italian leather chair.

​2026 is the year of Synergy, Sacrifice, and Shareholder Supremacy.

​The Triumph of the Office Return
I want to personally congratulate those of you who have successfully navigated the commute to join us in the office at least 3 days a week. Seeing you all hunched over your laptops, participating in Teams meetings with the person sitting three feet away, truly warms my heart. It’s that "water cooler magic" we talked about—even if the water cooler was removed to make room for another row of unassigned lockers.

​I’m aware that some of you have complained about the Hot-Desking Lottery. Look at it as a daily adventure! Will you find a desk with a working monitor today? Or will you spend your morning playing "musical chairs" with a tangled nest of broken HDMI cables? If you find yourself working from the broom closet again, just remember: it’s not a "broom closet," it’s a Cozy Collaboration Pod™.

​Efficiency: Our North Star
​While you are busy creating value for our institutional investors, I have been busy ideating. To ensure we are squeezing every drop of "lemonade" out of our human capital, I am thrilled to announce several Employee Wellness & Productivity Initiatives for Q1:
​Bio-Break Benchmarking: We’ve noticed a slight dip in keystrokes during mid-morning. To help you stay on track, we are installing "Smart-Flush" sensors. If a restroom visit exceeds the mandated 120-second "Standard Relief Window," an automated alert will be sent to your manager to discuss your time-management skills.

​The "Big Wael" Policy: In the spirit of your favorite office slang, we’re aiming for maximum efficiency in all... movements. If you’re going to "take a Big Wael," please ensure you’ve pre-filed a "Functional Downtime" request. We wouldn't want your lack of productivity to be as disappointing as a stagnant stock price.

​Oxygen Optimization: Studies show that humans exhale carbon dioxide, which is bad for the environment (and our ESG score). We are considering a "Breath-Per-Minute" tax to encourage calm, shallow, and highly efficient respiration while at your desks.

​Vertical Desking: Why sit or stand when you can lean? We are replacing chairs with 75-degree padded planks to ensure no one gets too comfortable. Comfort is the enemy of the 52-week high.

​Looking Ahead
​Remember, every time you struggle to find a functional mouse or spend 45 minutes looking for a stapler, a shareholder somewhere gets their wings (or a slightly larger dividend). You aren't just "employees"; you are the fuel we burn to reach the moon.

​Now, stop reading this and get back to your Teams call. I can see your "Active" status flickering from here.

​In Solidarity (With the Board),
​The CEO

lol all they do is have “meetings” about work other people do and then eat expensive food on the company dime and fly around

He only has $700 million. We need to get him to a billion.

That Brian gets another 28% raise. He really needs it. I'm cool with being overlooked for any merit increases or standard of living adjustment. Brian's well being means too much for me to accept anything less for him.

It look a lot of Leadership, apathetic employees, meetings, PowerPoints, bad ideas and ineffective and incapable management to accomplish this ! # PEPPROUD

Except for Sheety, Jon Freier, Mike Katz, Jeff Simon, and Deanne.