IT, Finance and Commercial are expected to layoff ~300 people in 2 waves starting with IT in early Q3 2025. A majority of operational support for IT will be moved to outsourced providers. Major IT restructuring will be done using the “spans and layers” concept suggested by BCG to reduce management layers.
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@ffp welp that’s mother scary thought I haven’t thought of. I guess they could cancel pensions. Could they stop the one we currently have? As in keep it?
@fd8 Exactly right, and they should probably cancel the pension too. Even successful companies these days don’t have them.
@fbr They have told us it isn't over. We know Finance houses numerous opportunities for outsourcing. These will be next. Don't let your guard down. They are not done, and they have made that clear in all town halls and videos on Chemisphere.
@fcf Paying EIP after this is as tone deaf as building an HQ with a pickleball court then laying off hundreds of employees…
@fcf it will be bad. Maybe a new all time low.
@fce no one knows and it’s driving us all insane. People are spending time trying to be super bitter, uncover who they think are writing post,or even be positive. Everyone’s heads are spinning.
What does everyone think EIP will be?
Why can no one answer the question about more layoffs?? This is driving me bonkers… how can we continue to effectively work with so much uncertainty hanging over our heads? Obviously some of us are losing sleep over it!
@fc9 We should support one another. This is not the time to isolate or bully—it’s the time to lean on our team. Whether that’s sharing resources, listening when someone needs to vent, or encouraging each other, connection will help us get through this together.
At the same time, we should remain professional in how we handle this uncertainty. The way we show up now matters—not just for this team, but for our reputations and our future opportunities. Staying steady and respectful, even in difficult times, is something that will be remembered.
@fc2 I understand what you’re trying to say, but honestly, it doesn’t feel that simple right now. Saying it’s just a ‘new chapter’ doesn’t change the fact that losing a job means losing stability, income, and security for myself and my family. It’s easy to talk about resilience, but resilience doesn’t pay the rent or cover health insurance.
Yes, we have skills and experience, but the job market isn’t always kind—especially when hundreds of people are being laid off at the same time and competing for the same roles. For some of us, the idea of a ‘new opportunity’ feels more like months of uncertainty, stress, and rejection.
I know change is part of life, but right now, this feels overwhelming and unfair. It’s hard to take comfort in big-picture ideas when the immediate reality is the fear of not being able to provide for the people I care about. I wish the company saw us as more than numbers on a spreadsheet before it came to this point.
@fc6 Sounds like everything is coming up roses for you … I understand your viewpoint but you seem to be in the wrong forum. This is for the people whiny and blaming others, not those making lemonade out of lemons.
@fc6 Thanks for waxing poetic on here dipsh-t… no one cares
@cyn A lot of names you’ve dropped here… don’t be surprised when this is removed.
@d0g You must file your charge within 180 calendar days from the date of the alleged discrimination. This extends to 300 days if a state or local anti-discrimination agency also enforces a law on the issue. Acting quickly is important, because missing the deadline can bar your claim. The more people that file, the harder it is to ignore!
@fc4 When I first heard the words “your position has been impacted,” I froze. Even though there had been rumors, I honestly didn’t think it would happen to me. At first, it was pure shock. It felt surreal, like the ground had shifted under me.
The shock quickly turned into fear and anxiety. I immediately started running numbers in my head—rent, bills, health insurance. How long could I make things work without a paycheck? The uncertainty was terrifying.
Then came anger. I had given so much of myself to this company—late nights, weekends, extra effort—and in the end, it felt like none of it mattered. I felt like I was just a number in a spreadsheet.
But underneath the anger was a lot of sadness. My job wasn’t just work—it was part of my identity. I had built relationships, routines, and a sense of belonging. Walking away from that felt like losing a piece of myself.
I also struggled with guilt. I wondered if I could have done something differently, even though I knew deep down this wasn’t about performance. And when I spoke to friends who still had their jobs, they admitted they felt guilty for staying, while others like me were shown the door.
Over time, the emotions shifted. I still carry some resentment, but I also feel a sense of hope. Being laid off forced me to pause and think about what I really want in my career. It’s given me a chance to reset, to chase opportunities I might not have considered otherwise. In a strange way, there’s even a bit of relief, because I wasn’t as happy in that role as I had convinced myself to be.
A layoff is a storm of emotions—shock, fear, anger, sadness, guilt, and eventually, sometimes, hope. It’s not just about losing a paycheck; it’s about losing stability, trust, and a piece of your identity. But I’ve also learned that how a company handles layoffs makes all the difference. Compassion, transparency, and respect can’t erase the pain, but they can soften the blow and help people move forward with dignity. Even though this was not handled that way, as I venture out into starting my own business, I will carry this knowledge forward in the treatment of my employees. Good luck to everyone and God bless!
@fbv In today’s competitive landscape, organizations are under constant pressure to reduce costs, increase efficiency, and deliver better customer experiences. Automating processes and integrating artificial intelligence (AI) have become key enablers of these goals, offering both immediate improvements and long-term strategic advantages.
Automation eliminates repetitive, manual tasks—such as data entry, report generation, scheduling, and approvals—that consume valuable employee time. By streamlining workflows, businesses can complete processes faster and with fewer resources, allowing teams to focus on higher-value, strategic initiatives. AI adds another layer by enabling machines to learn from data and make intelligent decisions without human intervention.
By reducing the need for manual labor in routine operations, companies can cut operational expenses significantly. Automated systems also reduce the likelihood of costly errors and rework, while AI-powered analytics can identify wasteful practices and suggest more cost-effective alternatives.
Human error is one of the most common causes of inefficiencies, compliance risks, and customer dissatisfaction. Automation ensures consistency in workflows, while AI can monitor transactions, detect anomalies, and enforce compliance rules in real time—minimizing risks and ensuring adherence to industry regulations.
As businesses grow, manual processes often become bottlenecks. Automation and AI solutions are highly scalable, allowing companies to handle larger volumes of work without a proportional increase in staff. This scalability helps organizations respond quickly to market changes, customer demands, and seasonal fluctuations.
AI tools can process massive amounts of data far beyond human capability, uncovering patterns and generating insights that inform better decision-making. From predictive analytics in sales forecasting to real-time customer behavior analysis, AI gives leaders a clearer view of performance drivers and growth opportunities.
Automated customer service tools, such as AI-powered chatbots and recommendation engines, provide instant, personalized support. This not only improves response times but also enhances overall customer satisfaction and loyalty. Companies that integrate AI into customer journeys can anticipate needs, resolve issues proactively, and create more tailored experiences.
Far from replacing employees, automation and AI free them from repetitive, low-value tasks. This allows staff to focus on creative problem-solving, innovation, and relationship-building—areas where human skills are irreplaceable. The result is often higher job satisfaction and engagement.
Automating processes and integrating AI is no longer optional—it’s a competitive necessity. Companies that embrace these technologies can streamline operations, reduce costs, and gain a decisive edge through better decision-making, stronger customer relationships, and greater agility in the market. By combining human expertise with intelligent automation, organizations position themselves to thrive in an increasingly digital future.
@fc2 This is sadly true. Those of us that believed in mutual loyalty are receiving a sobering reminder that people are loyal, entities are not. I hope for the sake of the many let go that you did not dedicate yourself and your time to your own detriment.
To those of you who are left, make sure that you keep your focus on where loyalty should truly lie. Take care of your families, don’t skip your children’s activities “because the company can’t function without you”. They have proven through this process that people are numbers on the ledger. Your family, children, and work/life balance for your sanity are valid and important.
Jobs are important but everyone deserves one that is not detrimental to your mental and physical health and one that doesn’t come between memories with your family.
Blind unreciprocated loyalty is how posts like these go so crazy. You give your all to a company that refers to you as a number. It’s extremely unsettling to think back to every time you chose work over an important personal task or event. So from here on out, choose wisely, choose sanity, choose family, choose memories.
At the end of your life, no one will talk about what a loyal employee you were. The only thing that will matter are the memories you made and the way you made people feel. Keeping perspective in times like these is extremely important.
@d0g This is true. If you have a valid complaint that you are reporting in good faith, they will investigate to make a final determination.
Even if they let every single one of us go tomorrow, that does not mean our story is finished. It does not mean our lives or our careers are over. It simply means a page is turning, and we will move forward into the next season of our lives with everything we have already built inside us.
The truth is that companies can make decisions that feel overwhelming and unfair, but those decisions cannot take away our knowledge, our skills, or our resilience. Every person here has been through challenges before. Every person has faced doubt, uncertainty, or hardship, and every single time we found a way through. That same strength is still with us today.
Layoffs are frightening because they feel like something is being taken away. But the reality is that what we carry within us cannot be taken. The years of experience, the training, the friendships, the lessons learned on hard days, the courage to keep showing up even when it was not easy, all of that belongs to us. That cannot be erased by a corporate choice written on a piece of paper.
When we step back and look at the bigger picture, we see that life has always been about change. Sometimes the best chapters in our lives come after the hardest endings. A door closing is also a signal that another is waiting to be opened. For some, this may be a chance to rest and rediscover passions outside of work. For others, it may be the moment that sparks a new career, a new business, or an opportunity we never would have imagined without being pushed to take that leap.
We should remind ourselves that we are not defined by the name of a company on a paycheck. We are defined by our values, our character, and the way we treat others. We are defined by the courage we show when times are uncertain. We are defined by our ability to get up after we have been knocked down. That is what lasts. That is what carries us forward.
Even if the worst case happens, we will not break. We will not fold. We will not vanish. We will regroup, we will find our footing, and we will rise again. Every single one of us has more potential than any company could ever measure.
So if you are reading this and you are afraid, please remember this truth. You are more than a job title. You are more than a position on an org chart. You are more than a number on a list. You have worth that cannot be reduced or dismissed by a decision you did not make.
Take a deep breath. Stand a little taller. Know that whatever happens, we will keep moving. We will keep building. We will keep surviving. And in time, we will look back at this season and realize it was not the end at all. It was the start of something new.
No matter what comes, we will make it. Together or apart, we will carry forward. And we will remind each other, again and again, that brighter days are still ahead.
@c57 They’re choices are exercising that tagline. It just doesn’t mean what we all wanted it to mean unfortunately.
@fbw ha! What a great point!
Out of all the stupidity I’ve read on here.
To automate the jobs, you need a robust IT team and they just canned a robust IT team.
Solid point!
@fbw You are right about that. The integration and implementation can be very complex depending on the process. So what happens when it breaks? Who’s going to fix it? A help line in India?
@fbt so with saying the target was 300m.
Maybe there’s a chance the layoffs are over?
You are saying there’s a chance!
@fbs people name drop all kids of nonsense on here. I heard Kevin Heart got laid off.
@fbv I agree with you, but you also need a robust IT team to support automation and AI integration. We are moving the opposite direction.
@c17 so true. So many of the mundane repetitive processes can be replaced with AI or automated
@ex6 pretty sure the target was $300MM and there’s no way they’re anywhere close to that
@fbj who knows if there is a round two? Are we even certain there is more coming? Does not seem like anyone really knows but the powers that be.
I’m hoping it’s over. Maybe it is?
Is today rd 2?
@f6y If SpecChem is so insignificant, how is it keeping the rest of us from thriving?
That's a ridiculous assessment of Borger. Every site has issues but Borger keeps hanging in there, making money.
@eed making me wonder if there will be more cuts.
PE has and will always be the primary business. Tell yourself that you are carrying the company for now’. The reality is when specialty is down PE carried it fine. When PE is down specialty can’t carry it. That’s reality and always will be.
2 working days left in q3… when is this second round coming?
@e6t Problem is, they will probably make more money than all of PE this year. Let that sink in a bit…
Reading all of this I’m surprised Bor ger survived at all. All the talk at HQ about their last several plant and operations managers being utter failures as well as their never changing leadership team that has led them right to the edge of extinction.
I was forced to visit once to see if we could help. The shipping department was absolute chaos and the guy in charge only wanted to focus on mechanical reliability instead of running a shipping department.
The whole facility was hanging on by a thread.
Shut it down.
@d16
Once the Chaff has trained their replacements, and the non-Chaff has performed as much Knowledge Transfer as possible to LTI, the non-Chaffs systems login credentials will be removed. Then the non-Chaff becomes Chaff before year end. Going into 2026 the only people remaining will be those tasked with ensuring LTI is reported as successful and it will be part of the EIP. These reports will be spread far and wide to prove layoff of the knowledge base was a great idea. Anyone disagreeing will be in the next round if layoffs and the employees have been put on notice. Caring by Choice now means managing through fear. Yep, this is going to work out just fine, until the many unrecognized crisis's overwhelm the spin.
@cyn The supply chain GM said the quiet part out loud, but those talking points were part of the rationale for the decision-making process for the 1 August round of lay-offs. Now that they've eliminated the "chaff," what's going to be the rationale for the next wave? No more over-50 crowd to kick out. Unless you include the LT.
@ct0… Hello, thank you for your willingness to move forward. Just remember, the EEOC is a federal agency that can request any information it needs. There’s no need to first conduct your own investigation or determine who over 40 was impacted, the EEOC can require CP Chem to provide that directly. Think of the EEOC like OSHA- both are government agencies.
lol is this the same guy who went to the Super Bowl with one of his vendors during CoVID while his employees were dealing with the actual work?! He’s always been about the perks over employees, why is this news to Pru Sack??