Thread regarding AMN Healthcare Services Inc. layoffs

Anyone here of age 40 and over that received a severance agreement with the OWBPA (Old Worker's Benefits Protection Act) but didn't receive the required disclosure that is to be provided by federal law? The Older Workers Benefit Protection Act (OWBPA) requires employers to provide specific disclosures to employees aged 40 and over when offering severance agreements in connection with a group termination or exit incentive program. These disclosures are crucial for the validity of the severance agreement and the waiver of age discrimination claims under the Age Discrimination in Employment Act (ADEA). If you did not receive either file a claim with the EEOC AND/OR contact an employment lawyer. You cannot be requested to waive your rights to sue for age discrimination without this disclosure being provided. This is a violation that is taken seriously. If not received, request from AMN and if they refuse please post so we can gather and take action.

@3e0 resignations have been more rampant but it’s the ongoing layoffs behind the scenes. Lots of one offs regularly that people even in HR don’t know about.
Based on patterns and business trends, I believe another layoff is going to happen during the last quarter or before merit season.

@3dz are you seeing a lot of resignations? My dept has had several in the last 2 months-very strong employees and they are leaving without jobs in place.

As someone that’s part of the HR team, I would say, leave at the very first chance you get. It’s a sinking ship. They don’t care about people.

@37s I work in a sales role as a manager, so no merit raises-ever. My commission has been pennies for the last 18+ months, so I am actually making less than I did as the top producing IC in my department.

Remember team... "ALL IN" even if that means you're mentally drained, get less than COLA and are expected to keep track of more and more spreadsheets for front office to track the reasons why WE aren't hitting numbers.

I wouldn't be surprised if they are choosing who stays and who goes by who's bidding on their bake sale and purchasing stocks in their "employee buy back" special going on right now.

There are deliberate strategies in place designed to pressure employees into quitting:
• The push for a mandatory onsite requirement, led by Tomya, appears to be a calculated exit strategy.
• Refusing to adjust performance goals in response to market downturns only increases stress and workload, another method of pushing people out.
• The growing use of corrective action plans is yet another tactic being used as a forced exit strategy.

These practices reflect a harmful and inconsiderate approach. They contribute to a toxic culture, one that leadership across the board is complicit in maintaining.

@34w They have already trained their "offshore" companies, so they are waiting for us all to quit! I mean, the guy who started the company in India, WAS from AMN.

@34z the c suite does not care. They are still collecting their bonuses & very bloated salaries. I’m wondering at what point the exec jobs are on the chopping block due to their inability to turn the company around…if we get terminated due to “performance”, how many chances do the execs get before they’re ousted? How bad does it have to get before that’s the next step? Cary & her team have been at the helm for long enough that they should be held highly accountable for the downward turn…but they probably get the benefit of it being “the market” rather than a reflection of their leadership…unlike the rest of us. It’s sickening to hear that people’s lives are being impacted in awful ways due to the shenanigans of this company.

@34w that is unfortunate but it is a common theme of many — feeling mentally and physically sick at AMN.
I am so glad people are speaking up. No word from Cary and the C Suite about all of this. They don’t care. They are all about appearance and revenue.
Emily is doing discussion sessions with her team but no one cares what she has to say because they do not respect her. The damage is already done. People are just physically showing up but dead inside. I don’t blame them. She is a heartless person. I hope she is reading this and understands that is her legacy.

I hate that so many of us are struggling, but I’m glad to know I’m not alone & that I’m not losing my mind. This job has wrecked me mentally & physically. I am so burnt out & I am clinically depressed. I have heart palpitations daily, I break out into hives anytime there is a last minute meeting on the calendar, I vomit between meetings due to stress, and I have to endure the constant threat of being PIPd or just straight up termed because of poor leadership decisions. We are sending emails ffs. I am getting ready to walk away without a backup plan because I cannot physically or mentally take it anymore. I’ve lost so much weight and my hair is falling out from the stress. In my division, we’ve already had several resignations for the same issues. Wtf is the end result that they’re looking for, because I can’t imagine that it’s losing all of their good talent.

Has Cary or the C-Suite discussed the destruction of HR and what Tomya Watts and especially Emily Vander Wiele has done, not understanding the repercussions that will last for so many years to follow? Full on dictators and in HR of all places. You have lost trust and faith in hundreds, AMN.

@34d yes, expectations and goals have not been adjusted due to the market downturn. Instead, they have increase goals and expectations. I go to work everyday doing everything that is asked of me and more and I have not hit my numbers. I have been with the company for over 7 years and have been a top performer. I fear for my job and it is not for a lack of trying. I have seen people like me put on a PIP and let go. I fear I am next and I am doing the work but not yielding the results because of the market. I feel like our account management leaders at the top are barking at us. They are so removed from the day to day we face. The volume is not there and clinicians are limited.
They need to step back and assess. They are playing with people’s mental health.

@20y this is what I don’t get-with a market downturn, why are numbers not reflective of that? People are getting punished for things beyond their control. My team hasn’t hit numbers in quite a while & it’s not just the team. It’s everyone individually, even top performers. Obviously, that’s a sign of market not the person.

When I learned I was being mentioned here, I sprinted so fast to see – faster than Usain Bolt. I felt compelled to share my experience. I was hired as a remote employee and a few months ago I was informed that I would be required to work onsite twice per week. This meant nearly two-hour commute each way, essentially a full workday each week spent in the car, simply to log in and supporting employees who were not based in that office. While I technically lived within a 50-mile radius, the request was, in practice, unreasonable.
I prepared and submitted a full business case requesting an exception. My leadership supported it, noting my consistent performance. Over nearly four years, I demonstrated that I could deliver results effectively and even received an impact bonus for my contributions. Despite this, my request was denied.
The workload was often intense, at times, I was managing close to 100 employee relations cases with up to 10 involuntary terminations per week. I rarely asked for assistance and consistently built strong, trusted relationships with leaders, many of whom still reach out to share how much they valued my partnership. Employee Relations has always been more than a job to me; it is a passion. My goal has always been to empower leaders and create an environment where employees feel supported and confident in HR.
Fortunately, I have since moved into a role where I feel truly valued, heard, supported and empowered. The transition has been a blessing in disguise, and I am thriving in an environment I absolutely love. Looking back, I recognize that the change allowed me to realign with what was meant for me. I feel lighter, happier, and more fulfilled than before.
Reading these comments, I sadly agree.
Our team was unlike anything you could imagine, or will ever get, we weren’t colleagues, we were a family. And we still are. They are my sisters!

I am about to jump ship too. I am counting down the days. No one wants to stay. Imagine what that says about their leadership. Emily and Tomya are unbearable. They really have to go. I hate going to work. I’ve never felt this way about work. Emily is really a dictator and that is putting it politely. Ask her one thing in person (unannounced) about an HR law or policy and she couldn’t answer you correctly.
When I interact with her, I feel like I need a Therapist afterwards. I’m going to need mental help after I leave this company. The damage is real.

The way they have ruined HR is shocking.

I just secured a job, will be turning in my resignation shortly. I couldn’t wait for things to change. I kept hoping and hoping AMN would not go down like this, but my mental health is so much more important than Emily VW and Tomya’s dictatorship. SAVE those poor employees left before this, once beautiful ship, SINKS DEEP.

@2ht
I am also checked out. Everyone on my team is also checked on. We put on a show to keep our jobs but we do the bare minimum and await the next opportunity.
The DVPs and above are fine because they don’t have to face the daily grind but collect good bonuses. We have are expected to be overworked but I refuse to do so. I do my 8 hours and log off.
It is not a good work environment.

@2gq yes!! I am so checked out. I am aggressively looking forward something else as well. It’s really a shame that this company has gone downhill the way they have because they were truly a great place to work several years ago.

To be honest, at this point I’m just here to collect a paycheck until another opportunity comes along, and I know I’m not alone. Many of my peers feel the same way. We’ve all noticed how much the company has changed. It used to value people, but now it feels like it’s all about optics and the bottom line. That shift has been incredibly demotivating.

I’ve been with the company for over a decade, and it’s disheartening to see how far it’s drifted from its original values. Tomya’s push for in-office presence, for example, feels out of touch. I’m now required to go into the office to do the same work I’ve done remotely for years, even though my leader and team are fully remote. I don’t engage much anymore, and that’s intentional. I prefer to focus on getting my work done efficiently, which I do best from home. She is bad for the company. Reading all this, I don’t know how HR can recover from this - trust issues.

These days, I give exactly what’s required, my 8 hours. No more, no less. I don’t see a reason to invest extra time in a company that no longer invests in its people

@OP Anyone else notice that when the layoffs happen, the stock gets a little boost??

It’s clear that leadership, including Tomya, Emily, and the rest of the C-Suite, is well aware of the conversations happening here. They’re watching, and it’s probably a good thing, because now they can see how people actually feel. Just as they put on a polished face publicly while hiding the truth, employees are doing the same to them behind closed doors. Being talked about behind your back isn’t pleasant but it’s the reality when you’ve lost people’s trust. That speaks volumes about the kind of leadership in place. They think when they converse people would truly express their feelings. On the surface everyone will appear happy because if you dare express otherwise you are in the chopping block even further.

What’s even more disappointing is the lack of transparency around the ongoing layoffs, which continue quietly on a smaller scale, almost weekly. It seems leadership believes that if they don’t address the issue, it doesn’t exist. After everything that’s been said and seen, you’d expect some kind of meaningful change but nothing has improved. Instead, those who remain, especially in HR, are being stretched to their limits, expected to carry the workload of those who are gone. That’s not just unsustainable, it’s cruel. No amount of positive spin or polished messaging can cover that up.

@20y same here. Every leader that made the org worth staying is gone. The ones that are left are vile & do not care about their team members.

When I first joined the organization, I truly believed I had landed my dream job at a dream company. But unfortunately, things have changed. I still love the work I do, and I genuinely appreciate my peers, but the environment has shifted significantly. Leadership has become so hyper-focused on metrics that it feels like they’ve lost sight of the people behind the numbers.

With the market downturn and the business underperforming, expectations haven’t adjusted. Instead, we’re being asked to deliver the same, if not more, with significantly fewer resources. With reduced headcount, I often feel like I’m doing the work of three people, and the stress has become overwhelming. It’s disheartening to say, but I no longer look forward to working at AMN.

What’s most troubling is how the company has handled its people. Rather than approaching workforce reductions with transparency and compassion, such as through respectful RIFs with severance , many were simply performance managed out. It was a cold and undignified approach, especially after the company rapidly hired during COVID to meet demand. That kind of treatment speaks volumes about the culture, and sadly, it no longer feels like an employer of choice. I wouldn’t want to be associated with AMN.

@1yf yes. The micromanaging has significantly increased in the past few months. It’s not just account management. The constant threat of layoffs and PIPs is so stressful. The gaslighting is out of control as well. Smiling to your face and presenting you with a write up at your next conversation. I’ve been exit planning for a year because I’ve seen the writing on the wall since last year. I have been seriously job hunting for a few months & haven’t been able to find anything yet. As soon as I do, I am out. I cannot wait.

People are hanging on by a thread waiting for an opportunity to leave. People are not happy there. There is so much micromanaging in account management from the division head down. Empathy left a while ago. Everyone is just a number.

@1tr oops.. talented are being laid off & poor employees on final written warnings are kept. **

Over the past year, AMN has taken a noticeable downturn. Talented employees have been “laid off” or kept on final written warnings, while salaried staff are expected to be on call 24/7—despite pay cuts and increased responsibilities. When I joined, under previous leadership, AMN was an incredible place to work. Leadership valued their people, and it showed. Now, the focus seems to be on profits over people. Unfortunately, that shift is hard to miss, and I suspect clients are beginning to take notice—if they haven’t already. The loss of so many outstanding Directors and recruiters last year may have only been the start.

@1pw
A tanking workforce will affect their bottom line. There is no trust in that company. No one fully trust each other. Even the executives are in that boat.

@1nn we cannot count on rich investors/board members giving a da*n about the everyday hourly workers. It doesn’t serve their interests to care about us. The only language they understand is how it impacts their bottom lines.

@1hb 100% this. There are more cuts coming based on the financial results presented. Any leader that says that there aren’t is gaslighting you. Teams are imploding with the lack of transparency & the disintegration of trust between team members and ALL levels of leadership. Take control of your career and start looking for your next opportunity. Don’t be caught off guard when your position is eliminated or you are termed for performance outside of your control.

Financial results are not improving. More cuts are inevitable. Brace yourself for more in the last quarter. It’s becoming an expectation.
Start looking for something else no matter your role and tenure. You’re disposable too.

@1dc
Major shareholders: AMN Healthcare Services, Inc.
Name Equities % Valuation
BlackRock Advisors LLC
14.98 %
Vanguard Fiduciary Trust Co.
11.44 %
STATE STREET CORPORATION
4.208 %
Fidelity Management & Research Co. LLC
3.519 %
Newtyn Management LLC
3.142 %
Millennium Management LLC
2.874 %
D.E. Shaw & Co., Inc.
2.574 %
DFA Australia Ltd.
2.363 %
Geode Capital Management LLC
2.302 %
Eaton Vance Management
2.265 %

Top shareholders need to know too.

The earnings call is today. I am interested to hear if the layoffs are brought up by the executives or if any of the investors ask about headcount.

@19d My favorite was when upper management told us to quit bi--hing around the office and to just do it... and then weeks later created office hours so we could "come to her with any questions or concerns".

@1b0 Who are the rest of the so-called beloved executives? They’re all cut from the same cloth. They sit around the table, making decisions together while pocketing hundreds of thousands in bonuses, even as the company struggles to retain its people. Don’t be misled by the friendly smiles; behind the scenes, they’re absolutely ruthless.

To the rest of the C-Suite that we know and love - where are you? How are you allowing the destitution and destruction of HR to happen under Emily Vander Wiele and Tomya Watt? HR will crumble, and your departments will suffer. You need to save the few HR people you have left before there is a grand exodus all due to these 2 new leaders. No one will stay if you don’t fix this. That stock will plummet beyond what you could imagine. All because of 2 people that are as cold as ice and have no clue about people or operations. They are at the wrong company, unless the plan was to dissolve AMN - then they are in the right place afterall.

@19w for sure. As someone who has been promoted from individual contributor to a director through my 20 year career, I’ve always been told that it’s not about true reality as the hourly or mid level leaders see it, it’s about the story you put together for the senior leaders/execs. They’re too busy for the minutia. That is how real challenges are continuing to be so pervasive across the organization. Strong leaders know how to delegate & influence change, but with the deep understanding of the type of change that is needed. That is how you build a team with resilience and trust, especially when things are challenging.

@19w totally agree. We have so many real issues that need to be addressed other than a logo tshirt being seen. I am seeing some concerning things with directors forcing people to do 2-3 full time jobs with no additional pay & impossible goals because it’s literally 2-3 full time jobs just to demote or PIP them out. With what I’ve seen, someone could work 7 days per week (no OT because of budget) and not be remotely close to hitting their goals. We’ve had several resignations from tenured high performing team members. It’s bad. The issues on my team are fairly straightforward to address, but department/division leadership choose to focus on people being on camera, in an office at least 8hrs per day, or engaging in toxic positivity with their teams because that’s what motivates people to perform. Department/division leadership are also master gas lighters. Tell you that it’s just a tough market & then turn around and PIP you when the goals are not achievable because it’s multiple full time jobs.

@19d
Louder! Most of us can’t even begin to unpack everything happening behind the scenes, from the C-suite on down. If board members spent just one week undercover, I guarantee certain individuals would no longer have a place in this organization.

The C-suite will never act against their own interests. Reports and communications are consistently shaped to paint a rosier picture than reality. Even leadership feedback is filtered to protect feelings, everything is about saving face. It’s all surface-level.

Meanwhile, we’re focused on the wrong things, initiatives that do nothing to improve productivity or results. Take the new “dress for success” policy, for example. Why are we prioritizing wardrobe guidelines when the business is underperforming? Has the company really been hindered by someone wearing a baseball cap, a Nike logo, or being off-camera during a call? People are so disengaged.

Let’s focus on what actually moves the needle - starting with firing CPO and Emily.