#layoffs

We've got an email 1:1 appointment with business objectives. I talked to others, at least 10 ppl. 15 years was not enough, for this beast.

Whoever runs this page just feeds into the craven fear people seem to love. Most people here sit at their computer and wring their hands itching and panting for the next bit of bad news to show up. Meanwhile, any jokes (e.g., the fake Kate post) get taken down. You all drool with fever waiting for "they got rid of everyone at the Broomfield office, it's empty" and "service delivery is getting rid of anyone with more than two children." Are you sad for yourselves? I know I would be if I lived for misery, real or imagined.

Will this round bring tsunami of law suits. Any remaining US citizen will get kicked out. This is it.

Getting rid of even one US citizen will help the org meet the 10% cost reduction since most 90% of the teams exist in India.

Bollywood Anil is still around—I thought he was on the list.

Guys, regarding the “so called” JV….its not!

Coming at it from a sales perspective BT have the client footprint, better infrastructure and most significantly, staff costs are significantly lower than Verizon’s

There are very few instances where Verizon has deeper client facing relationships in EMEA….especially in their own backyard (UK).

The Verizon Sales/Sales Managers/Sales Directors in are particularly vulnerable as BT run a tight ship with grading/remuneration. Just do the maths…this is all about efficiency.

Check what BT pay your role online…you will be shocked…they won’t have two pay scales…and everyone at BT isn’t getting a rise!

The support people will be retained in line with the one year commitment to avoid disruption to clients. This also allows sufficient time for Verizon clients, many of which were sold solutions that couldn’t be delivered/supported, to be standardised.

I am sorry to be bearer of bad news but you really should be updating your CV’’s…don’t be fooled…this re-badging ends badly for Verizon.

Show Verizon the same loyalty they have shown you… make the move now….before the decision is taken out of your hands.

Serious responses only please

All, my family in a different state (non hub/a 3h flight away from closest hub) needs my help. I’ll need to be there for regular medical appointments and to help them at home. I’m retirement eligible but way too young to retire. I have young kids & spouse who doesn’t work but supports the home/kids/their activities. I think I can get another job & I’m somewhat prepared. But now when I’m actually in this situation & having to decide if I should quit to support my family, it seems daunting. They’ll need my help for about 4-5 months. I could start looking for work after that. I have just enough buffer to last that time.

Should I take FMLA? Unpaid LoA? Does ageism exist i.e. would it better to try to stay?

If asking for be on surplus, is it too late for the rumored Sept date? Shd I ask for Dec?
To make matters worse, my immediate supervisor was surplussed this last round. They’re still trying to find a spot for me & our team. Currently reporting to a “leader” who is at best unhelpful & at worst goes out of his way to kick people when they’re down, publicly. Should I go to the VP (who doesn’t know me at all) to ask to be surplused? My temp supervisor will highlight the worst option instead of being sympathetic or helpful. Any advice greatly appreciated. Thanks for your time.

The C-suite/upper management obviously hasn't cared about their employees for many years. One would think they should care, at least a little bit, about work actually getting done so their departments can be profitable.

Nope, those parasites only care about their own image, personal petty grievances, and control over their employees. They are more than happy to fire the best people rather than own up to the problems they created. I guess in their cynical minds it's better to quell any resistance and come out on top, even if just for one quarter before their pathetic decisions catch up to them.

There's no point in loyalty to this company. They don't plan on returning it. Work your shift, have your coworkers back, and don't give Canon a moment extra of your time or effort.

I heard more layoffs in NYC this week.

A quantitative analyst who spent more than two decades at BNY Mellon says the bank pushed him out because he was 58 and disabled.

The former vice president filed suit against The Bank of New York Mellon Corporation in Manhattan federal court on August 7, 2026, alleging that his 2023 termination violated federal age and disability law. According to the complaint, the case brings claims under the Age Discrimination in Employment Act and the Americans with Disabilities Act.

The filing says the worker joined the bank in August 2001 as a senior quantitative analyst at age 36 and rose to vice president on the Markets Quantitative team. He contracted polio as a child, the complaint says, and has right-leg atrophy that limits his ability to stand for long stretches, climb stairs, and cross uneven ground, requiring him to walk with a cane. According to the filing, he disclosed the condition to a senior risk executive in late 2002 and signed a written agreement to work from home two days a week.

That arrangement loosened over time, the complaint says. It states that a later manager verbally approved one remote day a week, and that the worker moved to full-time remote work when the COVID-19 pandemic began.

The dispute, as the complaint tells it, began with the bank's return-to-office push. In early 2022, according to the filing, staff were told to come back in person. The worker - then 57 - asked to work from home four days a week. The complaint alleges his supervisor turned him down because it would be "too much trouble" for the bank, despite his having handled the full role remotely throughout the pandemic.

The request resurfaced, the filing says. After several colleagues resigned in early 2022, the worker took on new duties and, according to the complaint, received a retention bonus that April. When he asked again for four remote days, the complaint says, the supervisor agreed and told him no formal accommodation paperwork was necessary.

The complaint then lays out a run of setbacks. It says the worker was told he was not eligible for a promotion because the candidates had already been chosen. It says the bank brought two people in their early thirties onto the New York Markets team in October 2022. And it alleges that when the bank expanded into securities lending and financing, the worker offered to help but was passed over.

The bank ended his employment in 2023, according to the complaint, along with another worker over 40. The filing alleges the bank then hired younger, non-disabled replacements who did not need a remote-work accommodation.

https://www.hcamag.com/us/specialization/employment-law/fired-quant-sues-bny-mellon-alleging-age-and-disability-bias/585567

https://www.reuters.com/business/jana-partners-cuts-stake-fiserv-filing-shows-2026-08-14/

Why does management think it is a good idea to run people off and then hire them back for even more money as hat contractors. Very generous of them!

One of the things Schwab like to bring forward is the unique "Schwamily" concept. I.e., that everyone is like a big family, and care for each other.

I would like to know if someone actually experienced that?

After working for Schwab for more than 10 years, I was laid off a couple of months ago. Many I had worked with on a daily basis for years.

How many reached out to me after I left? You know the answer. No one!

I always reached out to people I knew were laid off, and I always got the same response: "Thanks, you are the only one that reached out." So, I was not really surprised when I got the same treatment.

The Schwamily concept is an HR ploy, with no bearing in reality. Prove me wrong.

Schwab is "dog eat dog", nothing else.

RMSU is gone Nor Cal and PNW still online heard certain teams in mechanical came close to being shut down, territory got expanded here. Sounds like more TCIs will be in the works as they want everyone mobile.

Securities Fraud Investigation Into Honeywell Aerospace, Inc. (HONA) Announced – Shareholders Who Lost Money Urged To Contact Glancy Prongay Wolke & Rotter LLP, a Leading Securities Fraud Law Firm

Share

LOS ANGELES--(BUSINESS WIRE)--Glancy Prongay Wolke & Rotter LLP, a leading national shareholder rights law firm, today announced that it has commenced an investigation on behalf of Honeywell Aerospace, Inc. (“Honeywell Aerospace” or the “Company”) (NASDAQ: HONA) investors concerning the Company’s possible violations of the federal securities laws.

IF YOU ARE AN INVESTOR WHO LOST MONEY ON HONEYWELL AEROSPACE, INC. (HONA), CLICK HERE TO INQUIRE ABOUT POTENTIALLY PURSUING CLAIMS TO RECOVER YOUR LOSS.

What Happened?

On August 5, 2026, Honeywell Aerospace slashed full-year guidance for organic growth and profit, citing supply chain issues, in its first earnings report since its spinoff from Honeywell. The Company lowered its forecast for 2026 organic sales growth to 4% to 5% from a previous range of 7% to 9%. It also reduced expected pro forma standalone adjusted earnings before interest, taxes, depreciation and amortization to $4.35 billion to $4.45 billion from $4.65 billion to $4.75 billion.

On this news, shares of Honeywell Aerospace fell as much as $42.81 or 21.02% per share during intraday trading on August 6, 2026.

Contact Us To Participate or Learn More:
If you wish to learn more about this action, or if you have any questions concerning this announcement or your rights or interests with respect to these matters, please contact us.
Charles Linehan, Esq.,
Glancy Prongay Wolke & Rotter LLP,
1925 Century Park East, Suite 2100,
Los Angeles California 90067
Email: shareholders@glancylaw.com
Telephone: 310-201-9150 (Toll-Free: 888-773-9224)
Visit our website at www.glancylaw.com.
Follow us for updates on LinkedIn, Twitter, or Facebook.

Whistleblower Notice

Persons with non-public information regarding Honeywell Aerospace, Inc. should consider their options to aid the investigation or take advantage of the SEC Whistleblower Program. Under the program, whistleblowers who provide original information may receive rewards totaling up to 30 percent of any successful recovery made by the SEC. For more information, call Charles H. Linehan at 310-201-9150 or 888-773-9224 or email shareholders@glancylaw.com.

About Glancy Prongay Wolke & Rotter LLP

Glancy Prongay Wolke & Rotter LLP (“GPWR”) is a premier law firm representing investors and consumers in securities litigation and other complex class action litigation. GPWR has been consistently ranked in the Top 50 Securities Class Action Settlements by ISS Securities Class Action Services. In 2018, GPWR was ranked a top five law firm in number of securities class action settlements, and a top six law firm for total dollar size of settlements.

With four offices across the country, GPWR’s nearly 40 attorneys have won groundbreaking rulings and recovered billions of dollars for investors and consumers in securities, antitrust, consumer, and employment class actions. GPWR’s lawyers have handled cases covering a wide spectrum of corporate misconduct and relating to nearly all industries and sectors. GPWR’s past successes have been widely covered by leading news and industry publications such as The Wall Street Journal, The Financial Times, Bloomberg Businessweek, Reuters, the Associated Press, Barron’s, Investor’s Business Daily, Forbes, and Money.

This press release may be considered Attorney Advertising in some jurisdictions under the applicable law and ethical rules.

Contacts
Glancy Prongay Wolke & Rotter LLP,
1925 Century Park East, Suite 2100,
Los Angeles, CA 90067
Charles Linehan
Email: shareholders@glancylaw.com
Telephone: 310-201-9150
Toll-Free: 888-773-9224
Visit our website at: www.glancylaw.com.

I'm only 3 weeks of waiting at this point, but I see folks have been waiting since May and still haven't received it or any word from NetApp. How can we organize and get this in front of some financial reporters?

I was put on a PIP today. Should I expect to be on the RA list in september?

Significant layoffs appear to be coming in ICB London in September as part of a major restructuring. There is considerable duplication across teams within JPM Personal Investing, Chase, and Accelerator.

Richard Crozier and Mohamed Noah appear to be competing for survival, with only one likely to remain. Mark O’Donovan is also reportedly at risk. With Marianne being pushed out, he may no longer have the protection he previously benefited from, and Troy is expected to take a hard line on the cuts.

I am not going to lie or write platitudes. It took me by surprise and I has been not able to recover. Do I need to be sweet and write beautiful things??? AH ????

Do we know teams/depts that have been affected? As someone who wasn’t eligible for VSP and the reckoning fear of a layoff nearing. I am overwhelmed with the amount of work I am to inherit once my coworkers leave next month. -case management

The company is hiring in offshore locations but not in onshore.
Townhalls are in India. PIP is in action with more to come.
Why are you training your replacements?
How do onshore employees see a future here? I’m not seeing it. Help me understand the logic to stay.

Any insight as to how many CCs are expected to be let go in the next few months? It feels like doom and gloom over here - not "if" but "when"...

6-12 months?

What areas are toast first?

Seems like anyone that does repeatable tasks (monthly/quarterly reporting, etc.) can be easily replaced.
We are training AI to update models and model documentation, so eventually we won't need model owners.
Soon we'll be training AI to validate the models, so we won't need model validators.
AI is combing through our data to find improvements (i.e. automation (aka workforce reduction) ).
I've watched demos here at work where AI is writing hundreds of lines of code in real time with some simple prompts for a fraction of the cost of an army of developers.
Even the cafeterias are reducing workers. It's all self checkouts and order kiosks now.

So how long do you think you have until you are replaced?

Home based employees are going to be impacted in Q3 wait for announcements and huge layoffs in October.

Where has iTaaS gone!? Same place CareAR went!?

Dst spent millions of dollars defending their Cundiff retirement fund mistake. Then still had to pay 125 million in damages. Not an employee friendly company

I heard that after next month's big layoff each first level will have at least 35 direct reports under them.

https://www.phonearena.com/news/we-asked-you-what-it-would-take-for-verizon-to-bring-you-back-and-the-answer-was-no-surprise_id181970
We asked you what it would take for Verizon to bring you back and the answer was no surprise.The answer probably won't shock you, but the number will.
Verizon has leaned on network reliability as its calling card for years. 52.79% of voters said cheaperplans would get them to come back to Verizon.Only 15.79% wanted a better or faster network, and 11.48% wanted improved coverage, while 19.94% said nothing would bring them back at all.To ex-Verizon subscribers: what would make you return? Better network with higher speeds.12.07%.Reliability isn't what's keeping people awayThat's a strange kind of win for Russo. If the goal really was a network nobody thinks.about, this poll suggests he mostly pulled it off. Only about 27% of respondents cited.the network or coverage as a reason to return, and that number looks smaller once
you remember plenty of longtime subscribers walked away over price hikes If ex-Verizon customers aren't shopping for a stronger signal, network bragging rights carry less weight than the monthly bill.
MVNOs like Visible and Mint Mobile, which lean almost entirely on price, are probably
better positioned to win this group back than any new 5G milestone.What the 19.94% tells us If you're one of the 19.94% who said nothing would bring you back, that's worth sitting with. Almost a fifth of respondents aren't shopping on price or performance anymore, they're just done.For everyone else, the takeaway is simpler. Verizon's reliability doesn't appear to be in question anymore, at least according to you. What's still in question is whether the carrier is willing to compete on price the way its own MVNOs already do.
Where Verizon's pitch still falls short that reliability builds trust. But trust alone doesn't win back asubscriber who already left, and this poll makes it pretty clear that price decides it for most people.Verizon has leaned on network quality as its calling card for years, and based on what.you told us, that part of the pitch isn't what's broken. The pricing pitch is. If Dan Schulman's promised customer-first era is going to move the needle with ex- subscribers, it likely runs through cheaper plans long before it runs through faster
speeds. 

https://www.cincinnati.com/story/news/2026/08/13/ohio-layoffs-closures-warn-notices-1400-jobs-july-2026/91143150007/

Any layoff so far those two weeks?

The Truth Behind the Cengage Reorg: What Employees Need to Understand Now
After the May 1st reorganization, many people inside Cengage are still trying to make sense of what’s happening — and why it feels so chaotic. The confusion isn’t accidental. It’s structural. And it’s tied directly to Cengage’s upcoming IPO and Apollo’s exit strategy.

Let’s break down what’s really going on.

1. The Reorg Isn’t About Innovation — It’s About Optics
   Externally, Cengage is presenting a clean, simplified business structure:

Higher Education
Work
School
English Language Learning

Internally, that means collapsing or gutting legacy divisions like Milady, NGL, and Gale.
The “pod” model — three reps, one Strategic Account Director, 8–12 institutions — isn’t a breakthrough. It’s a cost-cutting measure dressed up as strategy.

The goal is simple:
Make the company look streamlined and scalable to investors.

1. Apollo Needs Predictable Revenue Before the IPO
   Cengage’s private equity owners aren’t trying to build a long-term sales organization. They’re trying to stabilize revenue long enough to take the company public.

That’s why CUI contracts suddenly matter more than anything else.

CUI = predictable, multi-year, institution-wide digital access agreements.

These contracts:
lock in revenue
reduce churn
make the company look stable
help justify IPO valuation

Whether the sales team is overwhelmed or the customer experience suffers is secondary. The priority is recurring revenue, not growth.

1. The Pod Model Creates More Managers, Not More Support
   Each rep now answers to:

their discipline-specific manager
their Strategic Account Director
and indirectly, the institutional strategy team
This isn’t efficiency — it’s bureaucracy.

It’s also a way to justify higher-paid leadership roles while reducing the number of reps actually doing the work.

1. Customer Support Is Collapsing — And It’s Not a Mistake
   When divisions are gutted and expertise is lost, customers feel it immediately.

Support is slow.
Issues go unresolved.
Reps rely on Slack channels staffed by a handful of legacy employees.

This isn’t mismanagement — it’s a side effect of cost-cutting.

1. The Company Is Being Prepared for Sale, Not Success
   Look at the external financial reporting:

IPO planned for 2026
heavy cost reductions
restructuring into fewer business units
aggressive digital pivot
consolidation of product lines
pressure to show stable EBITDA

These are classic signs of a private equity exit.

Apollo wants out.
The IPO is the exit.
Everything happening internally is designed to support that outcome.

1. Employees Aren’t Crazy — The System Is
   If you feel:

confused
overwhelmed
unsupported
unsure where divisions went
unclear who owns what
buried under Salesforce tasks
pressured to travel constantly

…it’s because the system wasn’t designed for you. It was designed for investors.

1. What Employees Should Expect Next
   Based on external reporting and internal patterns:

More consolidation
More pressure on CUI
More travel
More Salesforce tracking
More leadership layers
More cost-cutting
More “innovation” that’s really restructuring
More confusion

And eventually:

A public offering
A leadership shakeup
A new round of “strategic realignment”

This is the cycle.

Final Thought
Cengage isn’t dying — but it is being reshaped for Wall Street, not for employees or customers. Once you understand that, the chaos makes sense.

The pod model, the travel requirements, the collapsing divisions, the lack of support — none of it is accidental. It’s all part of the IPO playbook.

And employees deserve to know the truth.

It's difficult to tell when the next large surplus event will happen, We've heard rumblings that something will happen around the next 30-60 days. Keep in mind that there seems to be defined strategy as to who is being selected for surplus during the June-July lay-offs I was taken 100% by surprise when it happened to my team, 4 people were let go and 2 of those held top 10 rankings for YTD sales performance across the entire organization -the common denominator was that 3 of the 4 were the oldest and most tenured members of the team. The best thing you can do is max out your 401K as much as possible, and figure out a way to balance your PTO -as you'll be paid for any earned unused PTO, keep up to date on your health, medical, dental, and vision, and manage all the reimbursement and award account credits money you can in order to squeeze every dollar from T that you can. Also network internally and externally to help position yourself if you are surplussed, most of the people that I know who've been laid-off and found work quickly did so through networking, contacts and referrals rather than head-hunters, or resume blasts. The surplus model is to serve you notice with 12-14 or so days left in the month with a surplussed employee's last day on payroll being the first of that next month where you'll keep all of your insurances until the end of that month, then go on COBRA or Medicare if you have no other options. Any severance less about 30% in Fed, SS, Medicare taxes will be paid out around the closest pay-cycle date 45 days from when you sign your letter.

Bumped from @a9+1kzycbrxv.

Sites that have completed or close to completion with high split will be reduced before eoy..... this is for field groups and so on.

Been here 11 years and other than Covid this is the worst things have ever been. Moving too quickly before making corrections. Its causing burn out and patients are suffering. So many mid to upper level management positions and not enough feet on the ground. I personally know around 10 people looking to get out. Best preferred place to work my butt. They are ki-ling us! It has to stop. We have so much opportunity to do good here. I want to see things through but these uppers are forcing our hand. Every sector is a sh-t show. At least we have the AI roleplays set up though!

This place is a f'n joke! Surplusing employees while vendors (his vendor) are adding complete unnecessary teams (and they are boasting about having him in their pocket and the promises he has made to them). This vendor rep was boasting about it this week right in the center of 7th floor. Many of us heard it! Our CIO is pushing his agenda while long term good employees getting sc--wed. When does it stop? Mark my word- we will all be gone soon. I have over two decades with T and I have never seen anything like this mess. It is not strategic, it is self motivated by our "leader".

I could not find MyComputerCareer in the Layoff website, but it should be. This company experienced regular layoffs, almost as if they were on a 2-3 year schedule. They have these values that are not upheld, love, ethics, excellence, customer first. They are a typical predatory institutiton that the DOE, DOL and DOJ should look into.

Final stage of recruitment process for another company

However I know how lean my team runs and how much me leaving will add the pressure to them all

I feel guilty even though logically I know I shouldn't and how stupid that is

I can't be the only one to deal with these emotions though, in even considering actually resigning

I like all the people I work with and my manager. Its the company direction and dysfunction that I don't believe in

I got terminated at Centene. My performance was exceptional; I belonged to different groups and associations, participated in voluntary groups, helped and assisted other colleagues, completed trainings, and maintained exceptional metrics (more than 60 daily calls). I was truly a dedicated team member.

But I got laid off. I am now without a salary, debts are mounting, and I am going to lose my house and cannot pay utilities or my children's college tuition. I have completed around 120 resumes and applications and don't have any answers yet.

Thanks, Centene, for your support for your employees—the support that makes all of you richer every day with our efforts and work.

Can anybody give me a # on how many CDW Education employees were paid off in July? I work here and over the last week two that zip reached out to are no longer here (Ed. Ambassadors) and another is posting in LinkedIn that he has now retired. Who is left?

So hearing pretty reliable sources at least in the New York/New Jersey area that the only EISP offered will be to inside people like clerks.Sounds like the company wants to not only train the new hires longer but Hire a few more before allowing field ops techs to leave .Its all about head count .Regardless of busy days or slow days they have to keep a certain headcount.I almost imagine it is required in case of a natural disaster or such but who knows they may just be waiting out the older groups