#warn

NYSDOL currently looking into if Verizon violated NYS WARN laws. Contact the state WARN coordinator with any questions or inquiries:

Statewide Rapid Response Coordinator
Regenna Darrah
New York State Department of Labor
518-457-1143

WARN notices for January (google it)
They’re getting through the holidays and then tossing the rest of that 29 from the slack channel leaked. 13 gone 16 to go.

Has anyone else who has been laid off in NJ contacted an employment lawyer?

The notification itself suggests to do so, but I don't know ehere to begin. I have no illusions about retaining my job, but want t9 be clear on certain things. For instance, it sounds as if yo get another job during the WARN period (internally or externally) you might forfeit severance.

Memphis-based FedEx filed a WARN notice (Worker Adjustment and Retraining Notification) in Texas on Nov. 25. According to the notice, FedEx plans to lay off 856 employees at the FedEx Supply Chain Logistics & Electronics facility in Dallas County. The layoff date is Jan. 29, according to the notice.

https://www.commercialappeal.com/story/money/industries/logistics/2025/11/26/fedex-supply-chain-layoffs-texas/87485877007/

To all NYS employees impacted and investigation is underway as to why 90 days were not provided to us. Contact the NYSDOL to file a report or inquire about any updates warn@labor.ny.gov

https://x.com/Sen_Gounardes/status/1991521195699933189

https://straussborrelli.com/2025/11/25/verizon-new-jersey-warn-act-investigation/

If you only received a 30 daybWARN notice, CHALLENGE IT. They are trying to sc--w those of us that work remote. Your job profile probably says walnut or Irvine. Contact the Ask HR and be sure to challenge their policy (which is not the law). Here is what I sent... (the more of us that challenge their bad business practice the better for all of us)

Dear HR Department / [Specific HR Contact Name if known],
I am writing to formally acknowledge receipt of the layoff notification dated November 20, 2025, with an effective date of December 20, 2025.
Given the significant number of employees affected by the recent workforce reduction, both within California and company-wide, I have questions regarding the notice period provided under applicable state and federal laws, specifically the California WARN Act and the federal WARN Act.
The notice I received provides 30 days' advance notice. However, both the federal WARN Act and the California WARN Act generally require employers to provide at least 60 days' advance written notice for mass layoffs.
I kindly request the following information:
Clarification of the Notice Period: Please confirm if the 30-day notice period is being provided in accordance with a specific exception to the 60-day notice requirement (such as the "unforeseeable business circumstances" or "faltering company" exceptions), and if so, provide documentation supporting the applicability of that exception.
Documentation of Compliance: Please provide documentation verifying that notice has been given to the appropriate state agency (California Employment Development Department (EDD)) and local government officials as required by the WARN Act regulations. Employers can email their notices to the EDD at eddwarnnotice@edd.ca.gov.
I appreciate your prompt attention to this matter and look forward to receiving the requested information.
Sincerely,
[Your Full Name]
[Your Phone Number]
[Your Employee ID Number]

From Verizon:

Severance pay calculation - The program formula: If you become eligible for benefits under this severance program, your severance pay amount is calculated using this formula:
Your years of service TIMES
Your weekly compensation
TIMES 2

My severance document is split into “State Required Severance Pay” and “Final Severance Pay” - it looks like they’re using the NJ WARN Pay as part of the severance instead of in-addition-to. That doesn’t seem right?

Per the WARN Notice, GXO Logistics Worldwide, LLC will be laying off 69 employees in Cumberland County starting on January 12, 2026, and ending on May 30, 2026.

https://www.abc27.com/local-business/logistics-company-in-cumberland-county-to-cease-operations/

Corporate America back to its old tricks.

The obfuscating language is always telling. Just like calling a janitor a sanitation engineer is a fiction meant to obscure the job, "forever layoffs, micro firings" and such are meant to hide the real thing.

NEVER keep your layoff a secret. Just like you should discuss your paycheck, and your employer cannot legally stop you, you should discuss when your employer lets you go so everyone can know that the company is avoiding their legal responsibilities for unemployment and severance.

https://youtu.be/4Dd33C4k-Zs

Both Merck and BMS filed WARN notices for upcoming layoffs in New Jersey. The cuts reflect portfolio shifts and cost restructuring.

The law firm Strauss Borrelli PLLC is investigating FIS for WARN act violations. Many of us were laid off this month without notice and this applies to us.

This is their website:
https://straussborrelli.com/2025/07/15/fis-global-warn-act-investigation

From their website:
On July 11, 2025, FIS notified the Washington Employment Security Department of its decision to conduct a mass layoff at its facility in Bellevue, Washington. The federal law, known as the Worker Adjustment and Retraining Notification (WARN) Act, requires covered employers to provide 60 days’ prior written notice to employees, their representatives, and certain government parties in the event of a mass layoff or plant closing. We are investigating whether FIS failed to provide at least 60 days’ notice before laying off 133 employees and, therefore, violated the WARN Act.

Happening the 2nd week of December.
Start looking at conference room blocks.

• Likely on Wednesday.

I’ve heard the total reductions for the year will be around +20% company wide. - They have staggered them throughout the year to limit visibility. (Plants/Regions/HQ/removing open roles and now the great “re-org”)

We haven’t seen a WARN notice, so how might they be getting around it? (Please add if you know other ways)

Paying in-lieu of notice: Instead of providing the 60-day notice, a company may choose to pay employees for the 60-day period plus any benefits they would have received.

Forced attrition: Some companies may attempt to reduce their workforce by placing good employees on performance improvement plans (PIPs) with the hope that they will quit, thus avoiding severance and WARN Act obligations.

Notice +60: company may give notice on a predetermined day allowing for the 60 days to transpire with employees “transitioning” during this time; (so not actually going around the rules)

25 years. Vbg. Original MCI employee. 64 years old. Can’t help but see it’s my age. Seems I’m the only one on my team. Oh well. Off date 2/20/26. So much for being a loyal employee.

Both NY and NJ have 90 requirements for WARN notices. How is Verizon justifying some NYers staying on until 12/19 while NJers stay on until 2/19?

Any one knows whats the last date for Texas & Florida employees? I heard for NJ it’s 02/20 (3 months) due to WARN act.

Part of the 9/19 bloodbath and got laid off without notice.

Aren't we supposed to get 60 day notice due to the federal WARN act? WARN violations charge $500 per day of violation. We should be getting an extra $30,000 to our severance.

I’m in California and I thought we were supposed to get a 60 day notice vs a 30 day notice. Is this something I should reach out to HR?

The folks in NJ are getting their 90 day WARN notice.
In Massachusetts only 30 days, despite the 60 days state law.
What gives?

https://www.ocregister.com/2025/11/18/mattel-laying-off-89-workers-in-brand-restructuring/

When does Verizon notify the New Jersey state regarding the number of people being laid-off and the date when they get laid off or the date they are off payroll? Currently, I don't see Verizon on the NJ WARN Notice for 2025 for Nov'25 or Dec'25 or 2026.

https://nj.gov/labor/assets/PDFs/WARN/2025_WARN_Notice_Archive.pdf

Has Verizon already notified other states of the upcoming layoffs? Is it listed in your states WARN notice?

As of November 18, 2025, Verizon is undergoing its largest-ever round of layoffs, affecting approximately 15,000 employees (about 15% of its roughly 100,000-person workforce). These cuts, driven by subscriber losses, rising competition from rivals like T-Mobile and AT&T, and a push for cost restructuring under new CEO Dan Schulman, are primarily targeting non-union management roles and could impact over 20% of those positions.

Additionally, around 180-200 corporate-owned retail stores are being converted to franchises, shifting those employees off Verizon’s payroll. Announcements and notifications are expected as early as this week, with some reports pointing to November 20 as a key date for broader rollout.

There is no publicly accessible “layoff list” for Verizon (or most companies), as these processes are handled internally and confidentially to comply with privacy laws and avoid leaks. The layoff list is not something employees can independently check online or through external databases. Instead, determination relies on official company communication. Below, I’ll outline the most reliable ways to find out if you’re affected, based on employee reports, past Verizon practices, and current news.

Steps to Determine If You’re on the Layoff List

1. Monitor for Direct Notification from HR or Your Manager
. The primary and official way is through a personal phone call or email from HR, your direct manager, or an Assistant Director (AD) level executive. Based on employee discussions from previous Verizon reductions (e.g., the 2023 and 2024 rounds), affected employees are typically notified first thing in the morning—often between 8:00 AM and 10:00 AM local time. This call will include details on severance, benefits continuation (like COBRA), and next steps. If you don’t receive this by midday, it’s a strong indicator you’re not affected in this wave.


Tip: Keep your phone on and check voicemail/email frequently, especially on weekdays starting November 18-20. If you’re remote or in a different time zone, confirm your contact info in Verizon’s HR portal (e.g., via MyHR or Workday) is up to date.

1. Attend Company-Wide or Team Meetings
“Survivors” (those not laid off) often receive a follow-up group meeting or “business update” around 11:00 AM on notification day, lasting 15-45 minutes. This is where leadership (HR, ADs, or VPs) announces the changes broadly, confirms headcount reductions, and outlines impacts on remaining teams. These are usually held via Microsoft Teams or in-person for retail/corporate roles. Watch your Outlook calendar for invites labeled something like “Organizational Update” or “Q4 Restructuring Briefing.”
Why this matters: Skipping or missing this could signal you’re affected, but more likely, it’s a sign to follow up with your manager.

2. Check Internal Resources and Portals
   • Log into Verizon’s employee self-service portal (e.g., My Verizon for HR matters or the internal intranet) daily for any updates on “reduction in force” (RIF) or voluntary separation programs (VSP). In past rounds, VSP offers (e.g., enhanced severance for voluntary exits) were posted here first, allowing some employees to opt in before involuntary cuts.

   • Review your paystub or benefits summary for any flags, like frozen PTO accrual or changes to performance reviews—these can precede layoffs.
 Note: As of now, no mass WARN Act notices have been filed publicly for this 2025 round, which suggests notifications are being staggered to avoid triggering 60-day advance requirements (under federal law for mass layoffs of 50+ in certain states).

3. Network Internally and Listen for Rumors
. Discreetly talk to trusted colleagues, especially in HR or your chain of command, without spreading panic. Employee forums like TheLayoff.com and Reddit (e.g., r/verizon) report that some senior directors (Sr. Directors/ADs) receive the affected names 24-48 hours in advance, leading to subtle leaks.

Common signs from insiders include:
• Sudden “obs” (observation/performance reviews) being paused or rushed.
• Managers acting distant or scheduling vague 1:1s.
• Team-wide emails about “upskilling” or AI integration, which often precede cuts in legacy roles.
 However, avoid relying solely on rumors—Verizon has denied some exaggerated claims (e.g., mass store closures as “false”).

1. Consult External Resources for Confirmation
   • WARN Tracker or State Labor Departments: Search sites like warntracker.com or your state’s Department of Labor site (e.g., California’s EDD or New York’s DOL) for Verizon filings. These are public but lag by weeks and only cover mass events (50+ jobs at one site). No federal WARN has been filed yet for November 2025.
   • Union Support (If Applicable): If you’re in a unionized role (e.g., CWA for wireline or installers), contact your rep immediately—they negotiate protections and may have early intel. Non-union management is hit hardest here.
   • Legal/Financial Advisors: If notified, don’t sign anything without review. Verizon’s typical severance is 1-3 weeks of base pay per year of service (e.g., 10 weeks for 5 years), plus health benefits for 3-6 months, but it varies.

If You Are Affected: Immediate Next Steps
• Negotiate Severance: Past packages included $1.7-1.9 billion funds for 4,800 roles in 2024—push for extensions if needed.
• Update Your Resume/LinkedIn: Highlight transferable skills (e.g., 5G, customer ops) and network in telecom (jobs at AT&T or T-Mobile are surging).
• File for Unemployment: Eligible immediately in most states; use tools like FlexJobs for remote gigs.
• Mental Health Support: Verizon’s EAP (Employee Assistance Program) offers free counseling—access it even post-layoff.

Layoffs su-k, but they’re not always personal—Verizon’s churn (e.g., losing 7,000 postpaid subs last quarter) is the driver. If you’re not hearing anything by end of week, focus on building resilience (e.g., upskill in AI via internal training). Stay proactive, and reach out to HR for clarity if anxiety spikes. For personalized advice, consult a career coach or employment lawyer.

I have seen a ton of posts where people simply cut and paste the Federal WARN procedeure, but nobody can seem to explain something simple. Note to self: Please do not cut and paste the WARN rules here and waste all of our time reading it again! Let me give you a scenario. I live and work in NC. Verizon has several large offices in the state. If Verizon lays off less than 500 people at any one location in NC will I receive 30 or 60 days on payroll with the WARN? I have heard it defaults back to the state law and supersedes the Federal and I have also heard that Verizon normally gives 60 days, unless you are in a state with mini-warn like NJ which is 90 days. Anybody know the answer or do I have to wait until 11/20 to find out.

ai fleet, an austin trucking startup, laid off nearly 60 workers after loosing a key supplier on oct 31. the company said the situation was unforseeable, so they couldnt give the usual 60-day warning required by federal law. the layoffs started nov 4 and effected drivers and office staff at their downtown location. ai fleet uses artifical intelligence to automate trucking operations and raised $21 million in 2021 after moving from new york to austin.Retry

If I’m reading this correctly, if you work in NJ, they need to notify us 90 days in advance to avoid penalty. Do does this mean anyone told on 11/20 would be on the payroll for 90 days in NJ?

If yall haven't noticed the layoffs have started and there is more to come. They are staggering it to avoid WARN notices.

P&G has proved that experienced hires will always get step child treatment.

If someone is on WARN period notice and accepts a new job within a week, do we have to say we accepted a new job to the current employer? Will the new job affect getting both or only one (the notice period payout or severance)?

Also, let’s say I don’t say anything and take both the payout and the severance while working the new job, how would I explain the job timing overlap of two months to my future employers?

A company is not always required to provide notice if it offers severance benefits, but it must comply with the WARN Act or state laws for mass layoffs and plant closings. If an employer fails to give the required 60 days' notice under the federal WARN Act, it can provide a severance package instead of notice. The severance package can serve as payment in lieu of notice and may be used to offset any damages the company owes. However, the severance package must be "voluntary," meaning it isn't already required by another law, contract, or company policy.

Key points about WARN Act and severance

WARN Act notice: For qualifying employers, the federal WARN Act requires 60 days' advance written notice for mass layoffs or plant closings.

Severance as pay in lieu of notice: An employer can offer a severance package as an alternative to the 60-day notice period. This package can include pay and benefits for the 60 days.

Offsetting damages: If an employer provides a voluntary severance package, it can be used to offset the back pay and benefits the company would otherwise owe for violating the WARN Act.

Voluntary payments: The severance package must be "voluntary," meaning it's not something the company is already legally required to pay under a separate law, contract, or established company policy. If it is a mandatory payment, it cannot be offset against WARN damages.

State-level laws: Some states have their own "WARN" acts that may require longer notice periods or have different requirements than the federal law.

WARN requires 60 calendar days' written notice. The law makes no provision for any alternative such as pay in place of a notice. While an employer who pays workers for 60 calendar days instead of giving them proper notice technically has violated WARN, the provision of pay and benefits in place of a notice is a possible option. Because WARN provides for back pay and benefits for the period of the violation, up to 60 days, generally this approach by an employer—pay in place of notice—means that the employer has already met the penalty specified in the Act, if the payment is not required to be made. WARN allows voluntary payments of wages and benefits to be offset against any damages that might be awarded.

https://webapps.dol.gov/elaws/eta/warn/faqs.asp#:~:text=An%20employer%20that%20fails%20to,not%20required%20to%20be%20made.

The only thing company has to do to avoid the 90 day notice is to be giving enough severance and benefits to cover the 90 days .So they let you go today as long as your getting enough pay and benefits for next 90 days there you go.So verizon already provides severance and benefits to leave no need for prior 90 before being let go

So, I’m in NJ and WARN Act seems to say they must give us 90 day notice of layoff.
Does that mean if I’m told on 11/20, I would remain on the payroll until 2/20/26? After that, the severance would be paid at 2 wks per yr of service? I keep hearing “they need to be off the books” in 2025. Does anyone have credible information on how that plays out?

If you are located in an office like Burbank that did not get the warn notice and you are let go before 12/31, have you tried to negotiate with HR to get a higher severance? Were you successful?

https://straussborrelli.com/2025/11/13/synopsys-warn-act-investigation/

Please don't rip my head off for this post. I have read the act and the "single site/location" of 500 or more employees confuses me. Im not a damn lawyer. I'm in a state that falls under the Federal guidelines of 60 days. Any wisdom if Vz will have to follow this law? (Bracing for incoming fire)

Verizon has not officially filed a public WARN notice for mass layoffs in 2025, although there are reports that the company is preparing for restructuring, staff cuts, and retail store closures. Verizon is also cutting about 2,500 jobs as part of a plan to reduce its workforce by 5% over 12 to 18 months, notes Workforce Bulletin. In September 2025, Ohio enacted its own "mini-WARN" Act, which supplements federal WARN requirements for mass layoff events.

Company news and reports
Reported layoffs: Verizon is reportedly preparing for significant staff cuts and retail store closures as part of a broader restructuring initiative, according to The Economic Times.

Workforce reduction plan: In March 2025, the company revealed plans to lay off about 2,500 employees, or 5% of its workforce, over the next 12 to 18 months, reports Fierce Network.

What is a WARN notice?
A WARN (Worker Adjustment and Retraining Notification) notice is a US federal law that requires employers to provide workers with at least 60 days' advance notice of plant closings or mass layoffs, explains the U.S. Department of Labor.

The notice provides employees with time to prepare for job loss and seek alternative employment, says Cincinnati Enquirer.

State-level WARN acts
Ohio: On September 29, 2025, Ohio joined 13 other states by enacting a "mini-WARN" Act, which supplements federal WARN notice requirements for employers in the state, notes Workforce Bulletin.
California: In October 2025, California expanded its Cal-WARN Act with the signing of Senate Bill 617, expanding the state's requirements starting in January 2026, reports California Employment Law Report.

Honest question. How does Verizon circumvent both Federal and State Law to RIF? How are they allowed not to be required to submit notice to WARN Act States?

Anyone know how to find out how many people total (not names) were Surplus in the November 6th Layoff. Warn was not triggered but I know alot of NJ people like myself who were let go, trying to see whether total was over 50, have not signed my GR&W yet trying to see what is up with this first

This company knows how to go under the radar with these layoffs. That’s why it’s important to post here because it’s the only way to stay informed when the Warn act isn’t triggered

Company: Collins Aerospace
Source: KCRG

New details emerge in Collins Aerospace layoff
Summary: Collins Aerospace confirmed a restructuring with Iowa WARN indicating three positions affected in Cedar Rapids, with layoffs effective December 31. The company said it is reducing costs and optimizing its structure to reinvest in high priority programs. ([https://www.kcrg.com][13])
City: Cedar Rapids
State: Iowa
https://www.kcrg.com/2025/11/06/new-details-emerge-collins-aerospace-layoff/

Company: Baker & Taylor
Source: Illinois Policy

Baker & Taylor library supplier closing, laying off 318

Summary: Library wholesaler Baker & Taylor is winding down operations by year end and laid off 318 workers at its Momence distribution center in October. The closure followed a failed acquisition and contributed to a surge in Illinois WARN notices.

City: Momence
State: Illinois

https://www.illinoispolicy.org/baker-taylor-library-supplier-closing-laying-off-318/

Company: Rad Power Bikes
Source: Bicycle Retailer and Industry News

Rad Power facing potential mass layoffs, shutdown
Summary: Rad Power Bikes filed a precautionary WARN in Washington and told officials it may lay off 64 employees in January, while stressing no final decision has been made. Internal communications warned the company could cease operations without new funding.
City: Seattle
State: Washington
https://www.bicycleretailer.com/industry-news/2025/11/10/rad-power-announces-64-layoffs-reports-point-possible-shutdown