Thread regarding ViacomCBS layoffs

@nm Will we know after Monday 09/15/2025 those that took the buyout? Or is that up to individual affected employees to share with their co-workers? I'm asking from the practical point of view where capacity has to be plan accordingly to head count that remains in each team.

you should post the division or head of division this is happening .. i know you probably don't want to post the name but i know various people opting in that would say something about it ..

i am a remote employee hired out of state -hired in 2021 my offer letter and HR info is remote . So fully remote employees exist my salary would never support cost living los angeles ..

Some executives are now going back to HR and having them change their employment status from onsite to remote, even though they started as onsite employees living in a different state. These same leaders are finding any ways to protect themselves by manipulating how RTO phase 1 policy is applied to them and their favorites. Did you know if they opt-in for phase 1 the double trigger doesn’t apply here. Hence, asking HR to change employment location because they are at a fork in the road. I understand the importance of keeping a steady check for your family but they don’t realize they are doing it at the cost of being dishonest that impacts self and their team members . Onsite was deliberately chose as employee location in the offer letter, even if you were hired pre/during COVID times because you wanted more money in your pay check(onsite has a higher band, sl--eball) not because you had an affinity towards being in office. If HR approved this employee location change, would you return all the extra money you got paid for having an office location but in reality you were just remote. People like these are why we landed where we are because of many manipulation tactics that only benefit them. Rather than focusing on projects at hand we are focused on manipulating ways to get retained by moving to Phase 2 and causing more issues for everyone else. **ed up minds.

@qw Also, I have not seen any offer letters from anyone who was ostensibly hired into a fully remote position, but I feel like if there is even verbiage about that, the company would’ve been smart enough to leave it open ended in that they might have to return to an office at some point.

@qw I agree that the smart thing to do is to consult a lawyer or EDD, but here is the thing though, you are being presented with two opportunities (phase 1 & 2) to agree to those change in terms. If you don’t agree, you opt in to the voluntary resignation and receive severance. If you don’t opt in, you are essentially agreeing to the change in terms and committing to coming back to the office. So, how would it make sense for you to get severance and/or unemployment if you are then later fired for not coming to the office?

in CA- you can get unemployment for change in terms employment firing
if you were hired as a remote employee and that changed- you should still be eligible
check with EDD or an attorney re unemployment

@qc they haven’t said termination for not showing up means no severance. I would check w a lawyer and see whether they can just take away severance if they give it to volunteers and those they fire for no reason

@qb If you are impacted by the layoffs in October, you will get the same severance AND the ability to claim unemployment (the latter of which is most likely not possible if you take the severance opt in, depending on what state you live in, because it is considered a voluntary resignation.)

If you decide not to come into the office in January and get fired, no severance and no unemployment (although I have seen people on performance improvement plans who get terminated and still get some severance.)

Someone explain to me the downside to just waiting until they fire you in October and/or when you tell them in January that u won’t come to office. Will they not still pay severance? I don’t know the answer but just thinking out loud.

Those taking the buyout are the ones with young kids, long commutes, and have been here a long time.

They are already asking for lists and I’m sure it’ll be formalized after the Sept 15 names come out. I know a lot of people taking the buy out, but most have been here for 10+ years with good severance.

@hf right, I guessed the Sep 15 date was so close because those names & numbers will dictate how many they need to lay off. I don’t think they’re shedding as many as expected though. I don’t know a single person opting to leave.

They might be waiting til after Sept 15 to do anything in regards to lists and numbers.

i heard the october date before earnings report ... but radio silence re lists and numbers does anyone have any further info? i didn't opt in as the WARN money would be as much as the severance and i would be paid through jan/feb at least
anyone have details about streaming DTC under CH - non tech - is she reorg with her people - we were cut massively in september but can we expect more? seems like most leadership is in place for the time tho many live out of the area now and cannot see a return to LA NY offices. people without new jobs but who can't or won't RTO probably will roll the dice until January and be laid off or fired .. and get severance or warn and unemployment will be interesting to hear the numbers ... long post sorry ...

@fz someone knows something. It is known that lists are being made by —-someone. However everyone in a position to offer insight claims to know absolutely ZERO about anything (but feel free to ask questions, right?). I find this impossible to believe. How sad is it that a ton of us are getting news about our future from an anonymous rumor site before our management structure that claims “team”, “were in this together”, etc? They encourage us to work through it and everything will take care of itself - - - but will it? The lack of promised transparency is eroding any trust and excitement that I had in the event I would be included in the next iteration of the company. I would love it for all of us if I was wrong. Best of luck to all and take care of yourselves. You are not your employee #.

Understanding this is a rumor site and more likely than not, all departments will be affected with layoffs, but curious if anyone has insights on how sales will be impacted.
Are decisions bein made at the very top or are department heads, I.e EVPs given a target for how many people they need to eliminate?

@d0 Someone in a previous post said they were in HR and they were working toward 10/28 then someone else who claims to be in HR came back and said 11/11. My bet is on 10/28 because i think that was the same post that mentioned we'd get the RTO email on Thurs or Friday last week and then it turned out to be true.

@d0 last years earnings call was November 8. Q2 was right at the end of the quarter. My money is on either the 21st or 28th of Oct so they can report it in the results. But more likely the 28th as they probably need a bit more time between the RTO phase 1 sept 15 opt in deadline and that fallout and the Oct layoffs. Also Oct 31st was mentioned in that RTO email as an end date. Which would be the same end date as anyone informed on Oct 28th. Would be much easier for teams to make those changes in one sweep than in smaller bits.

To the people who replied 11/11 and then 10/28, what are your sources?!

Any insights into who will be impacted most? Will streaming be hit?

Yes it is Oct 28 (give or take a day)

@c5 what better timing to salute our fallen soldiers...

@bp Would they really do it on Veteran's Day?

@bp Ugh, two whole months of an agonizing wait.

@OP 11/11