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The Sonoma Valley Unified School District Board will discuss potential staff layoffs. This update is a key item at their April 9 meeting. Trustees previously voted to eliminate 51 full-time equivalent positions by July 1. Affected employees received notification by March 15. Final decisions are required by May 15.
Sonoma, California
https://www.sonomanews.com/2026/04/06/staff-layoffs-update-to-be-provided-at-sonoma-valley-unified-schooboard-meeting/
Will they put you on the list if you don't complete your self evaluation? I don't understand the point of doing one if they plan to cut 10k jobs.
So another Indian hired Ravi Karanam.
Tarun Bhatnagar was paid huge joining bonus.
How much this dude get?
The game is clear - Get rid of long time workers and make your friends rich.
Shame on FIS Management.
I'm aware that People leaders and above have access to badge-in data. One of the STS leaders has been strongly recommending that employees be in the office from 8 A.M. to 5 P.M. Is this a standard expectation across firm?
The Douglas County School District will review major financial decisions. These include school consolidations, potential layoffs, and a financial emergency declaration. Layoffs of classified employees are considered due to lack of work or money. Declaring a Severe Financial Emergency requires state notification and a corrective plan. These measures aim to protect essential operations and address financial challenges.
Douglas County, Nevada
https://www.kolotv.com/2026/01/07/douglas-county-school-district-consider-consolidations-layoffs-financial-emergency-declaration/
Nebraska Wesleyan announced the elimination of 14 positions. These job cuts are part of necessary budget reductions. The university faces difficulties from declining enrollment and rising operational costs. Affected employees were offered severance packages and continued health insurance. A faculty advisory work group has been formed to review academic programs and positions.
Lincoln, Nebraska
https://www.1011now.com/2025/10/10/nebraska-wesleyan-announces-layoffs-due-budgetary-issues/
This will be my last post about temple terrace but it is 100% closing so just get ready. The ASI 3 auction is few days ago and they have Desktop, monitors and security cameras listed. The monitors listed have a unique 10 digit V asset ID so you know they’re Verizon assets. The fact they haven’t announced anything yet is kind of ridiculous and just shows you how little they actually care for their employees. I work in sales, I know a lot of you who report to that building don’t work in sales. Not sure what they’re going to have you do. I heard they’re working on rebadging most you guys though.
They’re also moving superheadend to Macdill Air Force base. This is known as Macdill relo project VZW.119.20. If you aren’t familiar with that Superheadend is, it’s basically the Brains of Verizon FIOS.
Do whatever you want with this information I don’t care. You can even deny it and tell me I’m wrong, but the amount of evidence I have is indisputable.
Today I was informed that a restructuring occurred
Your position was impacted or so I heard
To say I was surprised would be a lie
For I saw this coming in my mind's own eye
To be fired now would seem a sin
But I saw it coming. I'll take this on the chin
On day one I was told this will never last
Prepare for the worst, work hard and work fast.
I toiled and worked long hours for sure
Implementing specs, features and more
The days flew by as they do
We all go through this, we all knew
Do not feel sad for this is a new beginning
This is not the ninth, it's only the sixth inning
To the new college grads I have one request
Work hard and stay strong and be at your best
To all I have known throughout these good years.
I say to you now, be happy and of good cheer.
Ciao
And about half of the people was for it and the other half against it.
Now, it seems like 90 percent for letting go EH and about 10 percent against it.
I don't know what 10 percent against letting EH go is thinking about!! Unless they are management dwelling around this site to make sure that anything against EH and Nike gets muffled!!
Anything in particular that they do or what we should watch for to let us know they are going to either lay us off or force us to quit?
Today is the last day for many who were impacted back on January 28th. How USAA treated those in office that dark day, just remember, karma is real and not tomorrow or next month or even next year, but everything eventually gets a return.
I got paid on March 13 (my last regular pay day), and again on march 20 (the beginning of severance). It’s been 2 weeks and I didn’t get paid again, I did not take their lump sum.
Anyone having trouble with this or have any answers on this or on who to call?
Waiting…🤮🤮🤮
This is getting ridiculous!!!
We propose the following revised chargeback structure:
FWA devices: No chargeback period
CPE devices: 0–2 month chargeback period
Purchased phones: 3–6 month chargeback period
No product or service should carry a chargeback period exceeding six months. Establishing reasonable and clearly defined timelines would create a more equitable system and reduce unnecessary financial strain on employees.
Healthcare costs continue to rise while compensation does not keep pace. Employees are increasingly burdened with financial decisions that should not be necessary given the company’s performance.
Merit increases are often minimal or nonexistent, even for high-performing employees. Current compensation growth does not align with industry standards or inflation.
There has been little to no communication regarding the future of this program, creating uncertainty and concern among employees about its continuation.
Current recognition efforts are perceived as insufficient and disconnected from employee needs. Meaningful appreciation should reflect the real contributions of frontline employees.
Retail locations are experiencing declining traffic and morale. Employees are frequently understaffed, overworked, and experiencing burnout, which negatively impacts both customer experience and retention.
Remote work has proven successful but is being gradually reduced. This limits access to talent and reduces opportunities for employees who do not live near designated locations.
The use of AI in customer routing within VCG and VBG raises concerns regarding fairness and transparency. A first-come, first-served system would provide a more equitable distribution of opportunities.
Non-union employees do not receive the same retirement benefits as union employees. This disparity should be addressed to ensure fairness and long-term security for all employees.
The current PTO structure requires extended tenure to earn additional time off. A more reasonable progression—such as increasing PTO every three years—would better support employee well-being. Additionally, limits on accrued PTO should be reevaluated.
A commitment was previously made by leadership, including CEO Dan Schulman, to reduce reliance on contractors. However, there has been no visible reduction in overseas sales representatives.
Employees are seeking clarity on when this commitment will be fulfilled and how it will be implemented. Specifically, we request transparency regarding plans to reduce overseas contractor roles and increase hiring of domestic internet sales representatives.
Reinvesting in a U.S.-based workforce would align with prior commitments while improving communication, consistency, and overall customer experience.
Closing
We are proud to work for Verizon and want to see the company succeed. However, that success must include fair treatment, competitive compensation, and genuine respect for employees.
So, layoffs are over and most of the VRP folks have left. David and Kari are headed toward the door. HIH hasn't gotten any worse. Spring is in the air.
With all that in the mix, how is the overall morale you are seeing among your team and co-workers in general?
Not like you were not warned.
There are enough warn notices that are circulating (state wise) that show execution dates ending till june 2026, so this is not yet over and hence no official communication of all things done - even VP+ who are trying to calm the waters are doing just that - calm the waters, but the sharks are still circling and the reports of 30K with only 12K executed with respect to RIF shows that a larger cut is coming. You bosses have lied to you before many times and are still lying!! If you are not out yet, you are still at risk - 18K is 10% of the current workforce and that is a large risk especially for people over 45, people at IC level with higher pay, people in SaaS/OCI, Sales are almost always risky, but app support is bad now.
I have over 15 years of experience, and I’m given the title of “Associate,” meanwhile someone with less than 2 years of experience is given the title of “Advanced.” I took the new D&S training. But frankly, this is BS. Heard that HR made all of the decisions and can’t even explain to management how the assigning works.
To those who got riffd, Has anyone had issues with Docusign?
I was placed on a PIP does anyone have any good advice on how to get through this successfully.
How many other people were placed on PIP’s in the last few months?
Is this a tactic to eliminate people from the workforce without doing a RIF?
It looks like the program I've been assigned to for the past 6 years is slowly being dismantled - there is no appetite to spend time & resources on risk reduction/mitigation strategies any more.
We're expecting to hear next week if the company is truly stepping away from our effort's goals. If that ends up being the decision, how long does our team have before we:
I'm not seeing the same level of employee retention, respect or overall job satisfaction moving forward after the post-merger with SNPS.
The other sad truth was the latest RIF targeted folks that had been with Ansys for 10 plus years marking them redundant and expensive talent.
Ansys was a solid company that treated their employees with respect and dignity. They wanted their employees to successful financially and career-wise.
I bet moving forward that directors and above will be the ones getting RSUs and higher salaries planing for more RIFs while everyone that does the day-to-day work suffer or pushed out.
I do my best for T and been raising my family. In 2018 I got the hint that all things may move to Dallas as they started to let go off people in CA and did a force move to Austin. However, I didn’t. Every day, I wake up with no certainty, not owning anything, living with frustration and fear on what T might do next, as I watch talent go out the door. I feel like a failure in life unable to risk anything to achieve stability. Yes I get a paycheck paying bills but no happiness
Read the email about retirement changes. Sc--wing us again. This company su-ks. And the VOA survey won’t show happy employees. Another joke and complete waste of money
Charter Communications is laying off 176 employees in Maine. These workers were informed of the decision on Wednesday. The company is transitioning work from its Portland call center. This work will move to other U.S.-based centers immediately. Affected employees can relocate or receive 90 days of pay followed by severance.
Portland, Maine
https://wgme.com/news/local/charter-communications-lays-off-176-maine-employees-spectrum-call-center-unemployment
Anyone else noticing targeting older experienced employees to push them out .?
After more than two decades here, how the he-l am I to take this as "just business?"
We are able to hire warm bodies . That is all. $14-$16 starting, some positions have zero applications. 😳😳 and if we do hire don’t expect much out of them.
It seems BNY is preparing for its next round of layoffs by trying to make people leave voluntarily (shock horror). I’ve been a people manager here for several years now and was told last week I will no longer be a people manager because I’m not senior enough (need to be Sr Dr or above), my staff are in a different location and there aren’t enough people in the team. Every time I hired I wasn’t able to hire in my location because it was ‘too expensive’, whilst at the same time new MDs and Sr Dr’s were being hired at ease. The team I’m in has reduced from 32 to 18 FTE over the last 18 months and we’ve not been allowed to replace anyone. This is a clear tactic by the company to get people at my level to leave by making us all utterly miserable, and if that fails they’ll just use it as an excuse to give a lower performance rating. They do something like this every time a layoff round is coming to get people to leave voluntarily and save them paying out. Got to hand it to them though, they really have created the most toxic and intolerable workplace that ever existed, so they are meeting their metrics in that regard and we all know how important metrics are at BNY.
The (Bottom Line) is that (No Matter What) Corporate (AI Workforce Displacement) is going to (Increase) into 2027 (at least) -
A (Perfect) recent example is Oracle who just (Prioritized) Ai spending over Employees by laying off 25,000 on W, 4/1/26.
Employees are (Always) considered a line-item (Expense) due to the (Cost) of salary, and benefits by a Corporation.
AI RPA (Robotic Process Automation), and other AI efficiencies contribute to the Corporate bottom line.
Per the LEI - Leading Economic Index, a Major Recession is enroute > 2027.
Oakland City University anticipates a mass layoff. The university issued a WARN notice. Some employees received the notification. All university staff could be impacted. A local newspaper obtained the email.
Oakland City, Indiana
https://www.courierpress.com/story/news/local/2026/04/02/oakland-city-university-warns-employees-of-mass-layoff/89435291007/
Anyone else hear of others getting put on so called coaching plans? I was put on one last fall and somehow made it out. Others weren’t so fortunate. Hearing about some others here lately that have been put on them during Q3
Having worked with every one of them, I'm genuinely happy I'm leaving intel in two weeks. This is a fu--ing embarrassment.
I'm hearing last mile delivery should have nothing to worry about because the remote Associates that didn't want to move to Arkansas were let go. Thoughts?
Things feel eerily quiet.
https://www.indiatoday.in/amp/jobs/story/oracle-lays-off-12000-in-india-here-is-the-severance-package-employees-say-they-got-tchc-2890049-2026-04-01
We are a team of 7 and 6 of us received an meeting invitation from HR individually for tomorrow morning. My manager is very confused about it too and colleagues at office strongly thinks it has to do with the lay offs. Its better to get severance and leave this place at this point. I'll update tomorrow about the outcome but it's 99% we are being eliminated.
Hour Media acquired SagaCity Media, a regional publishing group. The purchase price for SagaCity Media was $1.6 million. Layoff notices were sent to employees, including Portland Monthly staff. Net proceeds from the sale will go to First Fed due to SagaCity's $2.6 million debt. A court-appointed receiver oversaw the purchase agreement.
https://www.oregonlive.com/portland/2026/04/layoffs-hit-trend-setting-portland-magazine-as-regional-publishing-group-sold-for-16m.html
Title says it all. All of my doctors are with memorial hermann so I guess I will have to find new ones. Life just keeps getting better and better at excon. So far this year I have spent 1600.00 for a heart scan, 700.00 for specialized blood work and 200.00 for an emergency room co pay plus 10% 600.00. My co worker spent 1200.00 for a colonoscopy. Another exxon employee was denied GLP 1 medication because their a1c was too low for diabetes. Funny thing is without the glp1 medication their a1c was over 7 but with gp1 it was below 6.5. You would think with stock price and money exxon has made they could afford to take care of the employees health care not. I guess indian btcs don't need health care and it is cheaper in india. A company that does not care about the health of its employees is a shameful place to work at. It is not just exxon health insurance is getting worse for everyone in the usa.