#layoffs

What happens next year or in two years? Will the bank eventually care a little less or still fire people for not complying?

So how long until all remote positions are gone now that SM is in charge?

Part of the American dream is to get a job and earn an income. In reality this job is costing me more than the income can provide because of a RTO policy that the executives can’t even bother to acknowledge a single question about. (Remember the Q&A admin was removing them during our town hall) .

3 months in to this ridiculous RTO and I have spent so much money just to make ends meet. Daycare costs, a second vehicle just to get to daycare, gas, additional insurance, and time away from family have put me in the red week after week since mid May. Retirement contributions will probably stop soon. I have about 4 vacation days remaining because I had to use so many just to handle personal life. I never had to do that while remote. I can’t remember the last time I sat down and had a home cooked dinner with my family. Not a single executive is struggling from RTO side-effects. Regardless if their position is in-person only. They get the chauffeur and a security detail, if not they get a fat paycheck that makes up the difference. We are struggling. We are burning out. We are in debt. We are on the brink of collapse. Town hall was circlej3rk session about stock performance and a 5 minute q&a where we learned about one of bills favorite books. Recent tech all hands avoided questions like the plague. If you can’t provide us answers and solutions to your own policy then why should we comply? We will sit out RTO and become more productive doing what we were doing in our remote lives. We must band together and sit out as a whole.

Side note — stock price doesn’t reflect workplace morale/efficiency/product quality.

Verizon’s had rolling layoffs through 2026 (~16,600+ cuts). One round did target 20% of management roles — later waves leaned more toward staff/HQ jobs. No one’s to blame — just cost-cutting waves.

I joined in 2021 and lost my position 2025 due to a layoff. I came from State Farm. I regret leaving for more money. Has there been a point of time where T-Mobile was even stable. I'm embarrassed to even have this company name on my CV anymore.

With mass layoffs in US, Italy, Poland, Slovenia, and elsewhere, the question arises whether the sinking Titanic will manage to stay afloat. All international operations are currently halted. Without vision and without progress... "Cu è surdu, orbu e taci, campa cent'anni 'n paci"

Your management can't help you, all your work has been taken from you, and given to vendors to create the illusion there is no work at all. Then they will either rebadge you, sell you, or put what is left into VZT.

By that time, there will be so few left you'll be happy just to have a job. When you tell your union rep what is going on they'll look at you with mild disdain or boredom and mutter the magic words "Well, they can do that".

The union has never spent a dime defending VZB techs or work... and they never will.

Company wide, just Boston?
Can anyone confirm or is this just heresay and rumors?
Of so, why even move forward with interesting internal applicants?
Doesn’t that just alienate loyal employees?
Personality, I think all the bad policies of outsourcing, visas, dei, etc is coming home to roost.
You get what you vote for and I don’t see this fixing anytime soon.
I think this is it for what we know and expect in corporate America.
We’re all just cogs in an 8 billion human machine.

San Diego Unified School District is preparing to eliminate over 200 positions. These potential cuts affect various roles, including cafeteria workers, bus drivers, and aides. The district hopes to reassign about half of the affected employees. This would leave approximately 70 individuals facing actual layoffs. Other districts in the county are also considering widespread cuts.

San Diego, California

https://www.nbcsandiego.com/news/local/hundreds-face-layoffs-san-diego-unified-school-district-cut-staff/3995669/

An Emmy-winning director at KENS5 has announced his departure after 40 years in television. He stated that his replacement was due to his parent company's adoption of AI and automation. This move is part of a broader restructuring within Tegna, the station's owner. Tegna operates numerous TV stations nationwide and has been implementing changes under its new CEO. The director's exit follows other recent job cuts and retirements at the San Antonio affiliate.

San Antonio, Texas

https://www.sacurrent.com/news/san-antonio-news/longtime-san-antonio-tv-news-director-says-hes-been-replaced-by-ai/

https://www.bizjournals.com/sanantonio/news/2026/05/08/recession-gradual-sudden.html

Frasers Group has officially acquired luxury retailer Harvey Nichols. This strategic move is part of Frasers' plan to strengthen its luxury segment. The acquisition is anticipated to lead to significant changes within Harvey Nichols. Reports indicate that job cuts and store closures are likely to follow. This development marks a major shift for the iconic British department store.

London, United Kingdom

https://www.retaildetail.eu/news/fashion/struggling-harvey-nichols-acquired-by-frasers-layoffs-and-closures-on-the-horizon/

Recent economic data indicates a potential downturn in the U.S. job market. Employers eliminated 23,000 positions in July, and revised figures show an additional 103,000 jobs were lost in the preceding two months. The Worker Adjustment and Retraining Notification Act, or WARN Act, mandates that larger companies provide advance notice for significant staff reductions. This federal law requires 60 days' notice for mass layoffs or plant closings affecting a substantial portion of a company's workforce. Many states offer public access to these WARN notices, allowing individuals to check for potential upcoming layoffs.

https://www.wfla.com/news/national/are-mass-layoffs-coming-most-states-let-you-check-heres-how/

Crypto ETP provider 21shares has implemented staff reductions, impacting long-standing sales and marketing roles. The company cited a need to align its structure with strategic priorities as the reason for the layoffs. While the exact number of affected employees was not disclosed, a spokesperson confirmed the company is committed to supporting those impacted. This move occurs as the broader cryptocurrency market downturn continues to pressure ETP providers. 21shares stated it is still hiring in areas aligned with its long-term strategy.

https://www.etfstream.com/articles/21shares-makes-layoffs-as-crypto-downturn-strains-etp-providers

Tyson Foods is closing its meat processing facility in Eagle Mountain, Utah. This closure will result in over 700 employees losing their jobs. The company cited a significant national cattle shortage as the primary reason for this decision. The plant had only been operational for five years. This move reflects challenges within the broader meat processing industry.

Eagle Mountain, Utah

https://www.sltrib.com/news/2026/08/16/difficult-day-tyson-foods-close/

Just saying

Time to look for a new job!

Buckle up

https://youtu.be/8LNSi-H0dbU?is=2A3umMh5PoGHW_mf

If your manager asks you to take on extra work because of laid-off colleagues, but then gives you a poor performance rating for not doing "enough" and lays you off anyway, sue.
​You can sue as an individual or join together with others to file a group class action lawsuit. In either case, keep a detailed paper trail of extra work you were asked to do.

Halliburton has been cutting across at least three divisions this year, with some units down 20 to 40 percent.

https://oilprice.com/Energy/Crude-Oil/Oil-and-Gas-Employment-Hits-a-2026-Low-Even-as-Production-Sets-Records.html

Oil and Gas Employment Hits a 2026 Low Even as Production Sets Records
By Michael Kern - Jul 18, 2026, 10:00 AM CDT

U.S. oil and gas extraction employment fell to 114,500 workers in June, the second-lowest June on record, even though domestic output is near an all-time high.
Chevron, ExxonMobil, BP, ConocoPhillips and Imperial Oil have all announced big layoffs this year, and it's mergers and automation driving it, not falling oil prices.
The jobs disappearing fastest (roustabout and wellhead labor) pay a fraction of what the jobs going unfilled (electricians, automation techs) pay, and geothermal projects and AI data centers are already soaking up some of the overflow.
Chevron is cutting up to 9,000 jobs this year. That's a fifth of its global workforce, gone, while it digests the $53 billion Hess deal. ExxonMobil trimmed 2,000. BP shed more than 5 percent of its staff, plus 3,000 contractors. ConocoPhillips is cutting 20 to 25 percent. Imperial Oil is cutting a fifth of its people and shutting its Calgary office entirely. And in June, U.S. oil and gas extraction employment fell to 114,500 workers, the second-lowest June the Bureau of Labor Statistics has on record, beaten only by the pandemic bottom of 2021.
Production didn't fall; it's near record highs…but the jobs are disappearing anyway. 
And before anyone assumes it’s renewable energy’s fault…it isn’t, not directly, at least. Nobody at Chevron got a pink slip because a wind farm opened next door. Automation, mergers, and a decade of investors who'd rather see returns than growth did this.

Ten Years, 72,800 Fewer Jobs
Back in January 2016, extraction employment topped out at 187,300, right before the price crash gutted the sector… 
A decade on, the workforce sits almost 40 percent below that number, even while wells across the Permian and Eagle Ford keep breaking output records. This year alone tells the story in miniature… 115,500 in January, a bump to 116,200 in February, then a slide every month after, down to 114,500 by June.
The May-to-June dip isn't even new. Extraction jobs have fallen in that exact window in 7 of the last 11 years. Call it seasonal if you want. The floor keeps dropping every year regardless.
One footnote worth knowing: these figures get revised constantly. May's number came in at 115,600 first, then got walked back to 115,300 a month later. Treat any single month less like gospel and more like a rough read on direction.
Extraction, though, is the smaller of the two numbers that matter here. 
Oilfield services, the drilling contractors, completions crews, pressure pumpers, employs something like 627,000 people, more than five times the extraction headcount, and it's been losing jobs even faster. 
The ripple effects run deep, too…every upstream job is estimated to support roughly 232,000 supply chain jobs and 421,000 more through spending, more than 850,000 positions riding on an industry that keeps figuring out how to need fewer people directly.
The productivity data backs this up. Output per hour jumped 11.4 percent in 2023 while labor input barely budged, and total factor productivity swung from a 14.7 percent drop in 2021 to a 30.2 percent gain two years later. Nobody's working harder out there. They're working with better tools, and fewer of them.

Who's Actually Getting the Call
This year's layoff wave has less to do with oil prices than with a decade of mergers finally catching up. 
Chevron's cuts, the largest in company history, are chasing $2 billion to $3 billion in savings from folding Hess into the existing operation. 
“We do not take these actions lightly,” a spokesperson said, which is the sort of thing companies always say. BP is chasing a similar $2 billion target. ExxonMobil's cuts followed its own Pioneer deal. Merge two companies, and merging their field offices comes next, whether or not a single well changes how it produces. The services companies have a more familiar excuse…business has slowed. Halliburton has been cutting across at least three divisions this year, with some units down 20 to 40 percent. SLB has been through its own rounds of cuts and reshuffling. Both companies live and die by the rig count, and the rig count hasn't been kind.
There's a bit of irony buried in here, too. Chevron moved its headquarters from California to Houston back in 2024, calling it a bet on Texas. Some of this year's cuts landed on that same Houston campus.

West Texas Learns to Sell Electricity
Texas is the one place that complicates the whole story... 
Upstream jobs there grew for three straight months into May, then reversed hard in June, down 1,500 to 2,000 positions, one of five negative months this year. And yet Texas posted 10,409 job listings in May, up 6 percent from April, more than any other state. Houston alone had nearly 2,700 listings. 
Most of that hiring, by the way, sits in support activities and services, not extraction itself, the same layer of the industry absorbing the deepest cuts everywhere else. 
What's really rewriting the Permian right now isn't drilling. It's electricity. 
Microsoft is talking with Chevron and Engine No. 1 about a $7 billion gas plant near Pecos, built specifically to feed an AI data center, wired straight into Chevron's own gas wells instead of the overloaded Texas grid. A couple hundred miles east, OpenAI's Stargate campus in Abilene runs the same play… its own gas plant, no grid required. One of these data centers can use 5 to 6 million gallons of water a day, which works out to roughly 143,000 barrels in oilfield terms. 
Basin boosters have started talking about exporting electricity instead of barrels. And that shift is already changing who gets hired locally: electricians, welders, power technicians, not another frack crew.

Pay Doesn't Match Who's Needed
Geoscientists earn a median $99.50 an hour, more than $206,000 a year. 
Petroleum engineers aren't far off at $86.58. 
Roustabouts, the entry-level hands doing the physical work on a wellsite, earn $23.30 an hour, under $49,000 a year. Wellhead pumpers make $36.62.
Guess which end of that range is disappearing fastest… It's the bottom. 
And yet half of mining and extraction employers say they can't find enough electricians and skilled trades, even while total headcount shrinks. 
That's not really about too few workers. It's about the wrong skills sitting in the wrong hands: a modern, automated wellsite runs on sensor systems, remote monitoring and predictive maintenance, not the training a lot of the existing workforce spent years building. 
Veterans make up about 9 percent of the broader energy workforce, more than their share of the economy overall, and roughly three in ten energy workers are under 30. Both groups are exactly who geothermal startups and data center builders are trying to recruit right now.

Where the Skills Actually Go
None of this means oil and gas workers have nowhere to go. It means where they can go doesn't always match where they happen to be standing. Geothermal is the clearest match. A 2024 Energy Department estimate put the number of people who already have the drilling and subsurface skills geothermal needs at roughly 300,000. 
The actual geothermal workforce today? Just 8,870. That gap is basically all headroom. 
Drillers who've made the jump describe it as barely different work, still making a hole in the ground, still sealing it up, just chasing heat instead of hydrocarbons. 
One driller who spent a decade in New England wells now runs drilling for a geothermal company and says the safety training and the technical chops carried over almost untouched. The Energy Department has put $171.5 million behind next-generation geothermal testing, and a federal advisory panel wants dedicated training centers built to move oil and gas crews over directly, plus a plan to keep veteran workers around as mentors so decades of unwritten wellsite knowledge doesn't walk out the door with them. Zoom out further and clean energy overall looks lopsided in a way that's easy to misread. Solar, wind, EVs, efficiency and grid work together employ 3.56 million people now, more than three times the roughly 1.9 million across oil, gas and coal, and growing about three times faster than the rest of the economy. Sounds like the obvious landing spot. Except the jobs aren't where the layoffs are. Researchers have documented a real geographic mismatch: the places losing oil and gas jobs and the places adding clean energy ones are rarely the same places, and workers don't relocate for a new job even when their skills transfer cleanly. 

Texas is the case in point. 
Its clean energy sector employs more than 283,000 people, but that's still only 29 percent of the state's total energy workforce. Even that growth has slowed, with policy rollbacks from this year's federal budget law putting an estimated 830,000 jobs at risk nationwide.
For most workers this isn't a straight line from a rig to a wind farm. It's whatever's actually nearby…a data center outside Abilene, a geothermal rig in New England, a services company retooling around software instead of headcount.
That doesn't make the industry disposable, either. A leaner oilfield is a more profitable one per worker, and people who survive a merger often land in better-paying, more specialized jobs than the ones they started in. It's a narrow set of job categories disappearing. Not the whole industry.

Same Industry. Fewer, Different Jobs.
The industry isn't dying…It's producing near-record volumes and probably will for a while. What's changed, though, is how few people it takes to hit those numbers, and which people those are. Fewer roughnecks, more automation technicians. Fewer roustabouts, more remote operations specialists. That pay gap is only going to get wider as the mix keeps shifting.
Whether anyone plans for it or not, the workforce is already sorting itself out.

By Michael Kern for Oilprice.com

A few weeks old but still interesting. Community Forum was closed to push people to use the AI tech support. Apparently most customers didn't know it even existed because they already vented amongst themselves on Reddit, Facebook and X (the artist formerly known as Twitter)

https://www.phonearena.com/news/verizon-betrayal-doesnt-hurt-as-it-should_id182084

How is this layoff related?
Customer sentiment is an indicator of company success.
Company success or lack thereof is an indicator of future layoffs.

Successful company has layoffs → customer satisfaction drops → customers leave → company success drops → company has to course correct and maybe stop layoffs to regain customers or face the decision to sell or close.

FedEx is closing a Phoenix facility and laying off 101 employees. This action is part of a broader company strategy to streamline operations. The company aims to simplify its delivery network with a "one van, one neighborhood" approach. Some affected employees may receive new roles, relocation assistance, or severance packages. This closure is one of over 200 facilities shut down as part of the Network 2.0 initiative.

Phoenix, Arizona

https://ktar.com/arizona-business/fedex-shuts-phoenix-facility

Two companies with operations in the Phoenix metropolitan area have announced substantial workforce reductions. A total of 354 positions are slated for elimination according to recent state filings. These layoffs impact Tendit Group and Republic National Distributing Company. Republic National Distributing Company is shedding 211 roles, while Tendit Group will cut 143 jobs. These actions are part of broader corporate restructuring and divestitures.

Phoenix, AZ

https://patch.com/arizona/phoenix/hundreds-layoffs-planned-2-companies-phoenix-warn-notices

The Arizona House of Representatives has laid off approximately 10% of its staff. These cuts affect non-partisan and administrative roles, including secretaries, security, and analysts. The layoffs are a direct result of recent state budget reductions. This action comes despite similar budget cuts affecting the State Senate and Governor's Office, which did not result in job losses. House leaders have faced scrutiny for recent expenditures on capital improvements and legal fees.

Phoenix, AZ

https://www.azfamily.com/2026/08/14/arizona-house-slashes-staff-after-budget-cuts/

Former employees and supporters of The Washington Post gathered outside the company's headquarters to protest significant recent layoffs. The rally, organized by union guilds, featured speakers who shared their personal experiences and concerns about the impact of the cuts. Journalists highlighted how the reduced newsroom staff will affect their ability to cover the local region and hold power accountable. The elimination of the entire sports department was also a point of contention for many attendees. The event underscored the deep emotional and professional impact of the widespread job reductions.

Washington, D.C.

https://wtop.com/dc/2026/02/laid%E2%80%91off-washington-post-staff-rally-outside-d-c-headquarters-after-massive-cuts/

Tulsa Public Schools has announced the elimination of 50 administrative positions. This decision is a necessary step to address the organization's financial health. The district cited declining student enrollment and increasing budget shortfalls as primary reasons for the cuts. Current employees in these roles will remain employed through June 30. These administrative realignments are intended to reduce an anticipated budget deficit.

Tulsa, Oklahoma

https://www.kjrh.com/news/local-news/tulsa-public-schools-announces-layoffs-50-administrative-roles-impacted

Ubisoft Toronto has recently reduced its staff by 40 employees. This action is part of a broader cost-reduction strategy by the parent company, Ubisoft. The layoffs are occurring amidst significant economic pressures within the gaming sector. Remaining employees may experience an increased workload. These developments signal potential challenges for future projects.

Toronto, Ontario

https://gamedev.net/news/1757-ubisoft-toronto-hit-by-layoffs-40-staff-impacted/

PepsiCo has filed a WARN notice indicating upcoming layoffs at its Tulsa facility. The notice signals planned workforce reductions affecting 184 warehouse employees. These layoffs are expected to be permanent and begin around November 15th. The company is providing affected workers with information on other job openings. Wages and benefits will continue through their last day of employment.

Tulsa, Oklahoma

https://www.newson6.com/business/pepsi-files-warn-notice-for-layoffs-at-tulsa-bottling-plant

A former employee, Emily Cihacek, lost her job unexpectedly and experienced significant psychological stress. She has since turned to selling handmade Perler beads on Etsy to support herself. This shift reflects a broader trend of workers seeking alternative income streams through online marketplaces. While Etsy offers independence, it lacks the security of traditional employment. Experts caution that these platforms are not a universal solution for job loss.

Omaha, Nebraska

https://www.nebraskanewsservice.net/news/after-the-layoff-building-a-business-online/article_47b9778f-43ed-4a48-836f-7f0f6450ad2c.html

Omaha Steaks is ceasing its restaurant distribution operations as part of a strategic business model shift. This change necessitates local restaurants finding new meat suppliers, likely at increased prices. The company is also expanding its retail presence with new locations nationwide. Approximately two percent of the company's employees were affected by layoffs. Many laid-off workers are seeking internal transfer opportunities.

Omaha, Nebraska

https://www.3newsnow.com/central-omaha/omaha-steaks-ends-restaurant-distribution-dozens-of-employees-laid-off

“IMO lowering head count for an upcoming merger/sale.”

This was a comment on one thread, and I have heard someone else at work say the same.

Do we think this is what’s going on here?

Are there any possible pros to staying after a sale?

I also heard Abby got fed up with reporting showing that people were not doing as much work from home. (Obviously many of us work better at home and it could have been taken up with those folks. Now everyone’s being punished.

How's it looking on cuts?

We haven't had a single big layoff in a while. Now it's more of a rolling thing: trim this team one week, cancel that project the next, slice another department the following month. If you heard about the latest cuts and were surprised, then you haven't been paying attention.

Anybody hearing anything about supposed September cuts?

We're doing three jobs for one paycheck, get no support from management, and live in constant fear of layoffs. When did this become our new normal?

A Japanese company and a North American company decided to have a canoe race on the St. Lawrence River. Both teams practiced long and hard to reach their peak performance before the race.

On the big day, the Japanese won by a mile. The North Americans, very discouraged and depressed, decided to investigate the reason for the crushing defeat.

A management team made up of senior management was formed to investigate and recommend appropriate action. Their conclusion was the Japanese had 8 people rowing and 1 person steering, while the North American team had 8 people steering and 1 person rowing. So, North American management hired a consulting company and paid them a large amount of money for a second opinion. They advised that too many people were steering the boat, while not enough people were rowing.

To prevent another loss to the Japanese, the rowing team’s management structure was totally reorganized to 4 steering supervisors, 3 area steering superintendents and 1 assistant superintendent steering manager. They also implemented a new performance system that would give the 1 person rowing the boat greater incentive to work harder.
It was called the ”Rowing Team Quality First Program“, with meetings, dinners and free pens for the rower. There was discussion of getting new paddles, canoes and other equipment, extra vacation days for practices, and bonuses.

The next year the Japanese won by two miles. Humiliated, the North American management laid off the rower for poor performance, halted development of a new canoe, sold the paddles, and canceled all capital investments in new equipment. The money saved was distributed to the Senior Executives as bonuses and the next year’s racing team was outsourced to India.

The best employees get blamed and cut while the lazy, gossipy, rude ones get protected. Why does it work this way?