#layoffs

Sorry peeps, but this is therapeutic… doing the work for the reporters so they don’t have to. 🤷‍♂️

Centene expects to spend $315 million to $365 million on employee separation costs while reportedly committing $500 million to as much as $1 billion to Cognizant for technology services involving TriZetto, claims, billing and customer service. Source: https://www.beckerspayer.com/workforce/centenes-buyouts-could-have-a-315m-price-tag-for-the-rest-of-the-year/

Here’s the important part… *Investors, CMS, and the state agencies sending billions of taxpayer dollars to Centene** should ask whether the work is actually disappearing or whether Centene is trading internal capability, institutional knowledge, and direct accountability for vendor dependency.

A point of comparison: Citi is moving in the opposite direction, reducing its reliance on technology contractors from approximately 50% to 20% to strengthen data governance, risk management, and operational control. Source: https://www.reuters.com/business/finance/citigroup-plans-slash-it-contractors-hire-staff-improve-controls-2025-03-13/

Why is Centene increasing vendor dependency at exactly the moment its execution risk is increasing? Why did Citi decide to do the opposite? Both are highly regulated industries. United Healthcare is also investing heavily internally and is quarters or years ahead of Centene in that regard.

How ya'll doing? Anyone still standing or did they entirely replace you with AI? How many roles are rolled into one now? First, it was Oracle ONLY hired law school graduates for these roles and there was a very structured (for good reason) process for O contracts with a checks and balances system.

Deal Managers who project managed large $$ value, complex deals, working with Deal Specialists who assisted with first-line draft of CPQ quotes and standard T&Cs, with SalesHelp and Deal Desk separately assisting Sales with building quotes, structuring deals, and creating DAS approvals--all with different groups for the different LOBs. Then they cut numbers and had folks do ALL LOBs.

Then they collapsed DM/DSs into one role. Then they rolled in SalesHelp and Deal Desk into that role. So, essentially four roles got rolled into one. With increasingly reduced headcount, lots of turnover, NO pay raise, incentive, or even a "thank you"; rather, it was "be grateful you didn't get the axe yet". Not only did they not pay us more, they took away the source of the majority of why most of us stayed at O--overtime. They cut that. So, people went from doing one job and making significantly more money, to doing four jobs making less money. Hmm.

Not to mention management. I had five different managers in just over two years and not one of them did even a mediocre job "managing". They had NO idea how the ins and outs of contracts actually worked and could barely answer basic questions. In fact, they were always the ones coming to their reports to ask for explanations to give to their higher ups. I have no idea why some of those middle-management jobs were not cut.

But any who, if you need an idea of how severely underpaid you are, check out any other company hiring for a Deal Desk or Contract Manager position :)

I’m hearing talk of VSP’s being offered to Verizon retail corporate store employees very soon. How is this possible when every location is adding headcount and jobs are being posted ?

Company will use AI to layoff people based on number of hours worked not factoring furloughs into the equation. The more furloughs you are given the more likely you will be laid off.

Half the remaining US customer service was laid off across all brands due to "restructuring" with zero notice given. Those of us left are being trained on all brands.

My whole team in Europe is on PIP...

We were put on a PIP after being classified as low performers. There are about 15 of us, and we don’t know why we’ve all been put on it together. We assume the idea is to fire us afterward, since we haven’t been given any further information other than being told to meet the PIP objectives. However, we’ve been hearing rumors that we’re going to be fired in a month.

Someone posted awhile back that they did successfully get their end date changed. Yesterday it seems almost everyone I know that was attempting this, received the same statement from HR stating that their end date would not be changed "due to business needs" with no further explanation. Just curious if the person that posted they did get their end date changed actually did, and how they did this, what avenue they took. When I've asked about the business need (our team is slow and having to scramble daily to find work, so I'm not seeing this business need on our team when we are over staffed) but get a generic answer-and not really an answer at all. I love how the company continues to promote the culture of "transparency", "Mission Simplify", etc....

Have anyone seen those forum video and they had a singer there? I’m wondering if Fiserv don’t have budget then where is this all money coming from? Hehehhe all these SVPs who use to spend so much love to see their budget cut! Well done, doesn’t justify laying people off due to budget

No layoffs for visa workers

I was in a meeting. The VP confirmed that it will happen by the end of August. No more details.

Starting a thread for today, please share your department and how many people eliminated. Good luck!

Sooo I have been on a STD Leave of Abscence just got a random email that my workday etc all terminated ... i got notification about spectrum reach all of that.. sooo what the heck did i get let go?

The current situation at Canon USA is becoming increasingly difficult for employees and sales teams alike. After rounds of layoffs and staffing reductions, the employees who remain are being asked to take on more responsibilities, more work, and more stress—without seeing meaningful compensation for the additional burden. At some point, continually asking fewer people to do more becomes unsustainable.
The sales organization is facing its own serious challenges. Rising costs in both hardware and service have driven the overall cost of doing business higher, resulting in products and solutions that are increasingly difficult to sell at a competitive price. Salespeople are then put in the position of having to discount deals simply to get them across the finish line, sacrificing much of the margin and profit potential in the process. It becomes a frustrating cycle: prices go up, customers push back, discounts increase, and salespeople are left with fewer opportunities to make a meaningful profit.

Then leadership wonders why employees are burned out, morale is low, and people don't want to work.

The consequences are already becoming apparent. People are leaving, and it is becoming increasingly difficult to replace them. When experienced employees walk out the door and the company struggles to attract qualified replacements, the workload and pressure on those who remain only increases—creating an even bigger cycle of burnout and turnover.

Canon USA needs to recognize that this is more than an employee morale issue. It is a business issue. If the company continues down the same path without addressing staffing, compensation, pricing, sales profitability, and employee workload, the road ahead could become very dark.

Employees want to succeed. Salespeople want to sell profitable solutions. Customers want competitive value. Those goals are not mutually exclusive—but they require leadership to make meaningful changes before more good people decide that the best option is to leave

https://www.medicaldesignandoutsourcing.com/medtronic-ceo-pay-2026-executive-comp/

This is a 10% raise from 2025 Meanwhile stock down 27% last 5 years. Congratulations. Great job GM

Imagine the amount of RIFS that could’ve been saved if these people like GM take a pay cut for the incompetence. Sadly accountability doesn’t exist in this company. And instead they get raises.

Nike ’s Free Cash Flow: A Key Warning Sign for Investors

Free Cash Flow (FCF) is one of the most important metrics I look at when analyzing a company because it shows how much cash remains after the business funds its capital expenditures.
For Nike, the recent trend deserves attention:

📊 Free Cash Flow
2023: $4.87B
2024: $6.62B
2025: $3.27B
2026: $2.18B

The numbers tell an important story.
Nike reached a strong $6.62 billion in FCF in 2024, but since then, FCF has fallen sharply to $2.18 billion in 2026.

That represents a decline of approximately 67% from the 2024 peak.
The key question for investors is not simply whether Nike still generates positive FCF, it does.

The more important question is:
Why is Nike generating significantly less cash from its operations?

Because capital expenditures have remained relatively controlled, the deterioration in FCF appears to be driven primarily by the decline in Operating Cash Flow.

This is something I would investigate further through:

• Revenue growth
• Operating margins
• Inventory levels
• Accounts receivable
• Working capital
• Debt
• Earnings quality
• Cash conversion
  A company can remain profitable while its cash generation deteriorates. That is why Free Cash Flow is such an important part of fundamental analysis.
  For investors, the next step is understanding whether this decline is temporary or structural.
  That distinction can significantly change the investment thesis.

Whatever consultants Wells hired for these rolling layoffs must have told them severance packages would mask the illegal discrimination well.

Now that OxyChem has sold, it looks to me that we have an EVP with nothing to do. Where am I wrong?

I recently watched a Verizon commercial featuring Trinity Tatum, the winner of the recent season of Love Island. It’s quite surprising how companies like Verizon are laying off people left and right to create commercials with reality TV stars. This highlights the company’s priorities and values.

Jeff Silverstri QA head is retiring. Thank you for trying to put quality first at BD. In spite of the messaging from above our commitment to quality is reflected by our too frequent recalls, FDA 483 and warnings letters. Head count reductions to QA and support staff. - the next guy in line will do just that, get in line. Cash in and cash out, platitudes and all.

Let’s be honest, most people aren’t staying because they’re happy here. They’re staying because the job market hasn’t given them a good enough reason to jump ship yet and they still need income to survive.

But also be honest about what that means. That’s not retention. That’s a fu--ing ticking time b0mb.

The second the job market really opens back up, all those people who have been quietly putting up with 5x RTO BS, sh---y morale, constant cuts and pointless bullsh-t are going to start walking…. And AT&T is going to be completely unprepared for it.

In the next 3-5 years, you’re going to have massive numbers of people retire, get surplussed or leave voluntarily. A ton of institutional and systems knowledge is going to walk out the door at the same time. Who’s replacing them?

You can’t gut and abuse the workforce for years and then magically find experienced people when you suddenly need them. And you sure as he-l can’t replace decades of knowledge with some new hire and a fu--ing training deck.

AT&T needs to stop obsessing over who it can cut and who sits where, and start figuring out who it absolutely cannot afford to lose.

Especially the non-pension employees. They aren’t tied here forever. When the market improves, they can leave, and they absolutely will.

The “leadership” team seems to think people will tolerate anything because they have nowhere else to go. They think they have a hostage situation created by a bad job market.

When that changes, we’re going to see just how many people were actually choosing to stay.

Tick-Tock, John…

The day after massive layoffs TK posts pics of her family smiling and having fun and taking time to recharge. How nice while the rest of us are struggling and some of us lost our jobs. Want to know why people hate the WF execs? This is why.

So much for cost savings in technology. Everyone from Europe and NA in May lost their jobs to pad this guy's payroll.

Whole teams in Risk and Compliance are gone.

Obviously many of these posts are coming from employees or former employees. With that being said, the company is gravely in debt.
Which positions are unnecessary to continue the operation of the business?
Please list them in response. Maybe just maybe upper leadership will wake up instead of continuously bleeding money to unnecessary employees with unnecessary job titles.
Decrease your liabilities boys!

Announcement was quick and departure was swift, any updates on reasoning?

Noticing a lot of notices on LinkedIn. Right after their prom too, ouch!

One of Fauci's associates just pled guilty to conspiracy and covering up what they were doing.
None of what is coming to light bothers the covidians or the people who targeted and fired the unjabbed. Or, worse, they made you get jabbed and then laid you off a few months later, anyway. No remorse, no conscience- nothing but silence. Astonishing.

Been hearing about layoffs all this week. Time to brush up the ol resume if you haven’t. certain regions are also on a travel ban to save money

Humana has laid off or lost 30k employees since 2021. That’s really all we needed to know.

Seriously, if the comp. is going down then why are they hiring?
OK, they remove the employees with high salaries, give more work to those who are still there, but then still hire new ones (obviously less pay) does that mean the teams that are hiring are not being affected by layoffs?
Or are the employees that are being given more work complaining so much they actually decide to hire to help them?
Maybe I will be answering my own question now, maybe they are hiring to laying off regardless what happens... Meanwhile the newly hired employee has no clue he'll be let go soon.
Anyone know if this is the strategy they are doing?

I have never met a bad person that got RIFFED. It was always the nice ones that were at or close to retirement . People look at it as a punishment but in reality it’s the company way of rewarding the good ones . The truth is everyone I know wants that package but too bad the company will determine who is deserving of it .

☕ Coffee? Check.
📅 Calendar? Check.
😰 Existential dread? Check.
👔 Manager + HR meeting? Oh… sh-t.

Good luck to everyone tomorrow as we gather for that very special corporate tradition known as “Career Roulette Thursday.”

Remember, no matter what happens, your company has a carefully prepared plan for your future…

…it just may not include you. 😂

And somewhere in India or the Philippines, someone is already polishing their résumé.

May the odds, the severance, and your remaining PTO be ever in your favor. 🍀

I am exhausted spending nights and weekends to meet leadership’s expectations! Then they pile on more work! AI trainings? Spend 3 hours to learn something we’ve all been using for the past year. Quarterly Connects? Waste 6 hours every quarter writing BS that goes nowhere. Meetings? Spend multiple hours every day, get nothing done, and still have questions afterwards. The buck stops here! Management is a failure at every level. If you work here and still think this company will be around in 5 years, you are mistaken. If you own stock, sell immediately. Get out while you can

We have all noticed, including people in neighboring departments, that all the fire and fury about AI back in the Spring has disappeared. Also, many national articles about AI buyer’s remorse and people who were laid off being rehired; many errors with AI; AI not reaping any real benefits. Also- I have heard that part 3 of that AI test has been moved back to next year (the one where they want a 6-page thing). AI=dot com bo-m and bust?

With headcount reduction ongoing if you dropped this year then don’t plan on anything improving going forward. The question is how quickly will you reach NSI?

Just stopped by to thank the current employees for keeping the ship afloat long enough for my pension to clear and hit my IRA. I wish you all the best. Severance is a great thing after hitting the MR75. Good luck to you all!

I’m only working for this company now for the pay cheque.

Motivation is at an all time low, as little as 2-3 years back I was pretty keen.

All I’m doing now is digging in as long as I can to maximise the payment to see me out the door.

Who else feels the same?

The last month or two my motivation has been on the floor — and I can see the same in every single department here in Ireland.

The uncertainty is harder to deal with than the news itself would be. Just tell us.

I'm hoping PayPal will have the decency to inform staff this month and not keep this soap opera going any longer. If we have no update by the end of the month, I'm going to make the conscious decision to just get on with things — otherwise my mental health will be on the floor.