#layoffs

Do you think AI is going to really replace humans in most jobs?
Not only at Centene but other companies. How are we supposed to find jobs with other companies if they are or will be using AI too.
Are we going to be a society of a bunch of homeless on Medicaid?
While the billionaires and millionaires pushing AI are getting richer.

I left a year ago, I am in touch with many of my past co workers. I can't tell you how many are on a verbal or written warning for not meeting metrics. This is outrageous. Skilled clinicians who have in the past met or exceeded standards are all suddenly being hammered by "management" and put on disciplinary action.
No interest in looking at unreasonable metrics. None.
Do you know how long it takes to figure out how to do this job, and at least 10 people I know are looking at being fired if they don't quit. Who is going to train the replacements if they can find any? And will those staff then be put on a PIP because they can't train AND meet metrics.

I have never been so glad to be out of this toxic hole, and I am so sad for past coworkers who come to work in dread everyday, see themselves as losers and are seriously depressed.

Essendant has announced an additional 103 layoffs in California, bringing the total confirmed workforce reductions to 1,278 across six states. These cuts are part of a larger restructuring that includes facility closures and the exploration of potential sales or new capital to prevent liquidation. The latest actions affect distribution centers in Sacramento and Perris, with layoffs scheduled for October 3rd. This expansion of job cuts follows Essendant's strategic shift away from traditional office supplies towards janitorial, sanitation, foodservice, and technology products. The company's future remains uncertain as it navigates these significant operational changes.

California

https://distributionstrategy.com/2026/08/essendant-layoffs-reach-1278-as-restructuring-expands-to-california/

FedEx is laying off 42 truck drivers as part of a nationwide network restructuring. The company is reducing its workforce by 62 employees at its Palm Springs facility. This move is a component of a larger initiative called Network 2.0. The goal is to simplify delivery operations and improve efficiency. FedEx is offering impacted employees support services.

Palm Springs, California

https://cdllife.com/2026/42-truck-drivers-affected-by-fedex-layoffs-in-palm-springs/

If you are NSI this year be very careful before choosing to try the PIP. This year managers have been told they will not be allowed to pass people on the PIP. Managers are scared of going against the guidance as passing people will be seen as not willing to make the hard choices that management material need to make. You are better off taking the PIL and using the time to look for a job.

Anyone have any anecdotal information on people leaving due to RTO. I know a few people that have but nothing outside my business line.

If you are not outstanding or excellent then did you know you are not considered regretted attrition when you quit? They do not care about or invest in anyone who is not sponsored. If you are outstanding or excellent now and have no sponsor just know it will not last. Also what happens when your sponsor leaves? Look around and learn. There is no future here. It is not a meritocracy.

Willimantic's WILI radio station has laid off several long-serving radio personalities. The cuts were made by the station's owner, Hall Broadcasting, after a review of operations. Some affected employees had been with the company for decades. The station stated the decision was difficult and impacted two positions. This news has been met with sadness by the local community.

Willimantic, CT

https://www.thechronicle.com/news/wili-layoffs-hit-home-in-willimantic-as-four-personalities-let-go/article_971e515f-ea1f-422e-809b-32d6fa91de0e.html

Paragon Space Development Corp. has laid off 70 employees due to NASA's decision to halt its lunar space station program. The company was a subcontractor responsible for life-support systems for the HALO module. NASA is now prioritizing a lunar surface base over an orbiting station. This workforce reduction is described as a difficult decision for the company. Paragon continues to focus on its core expertise in life-support systems for human spaceflight.

Tucson, Arizona

https://www.al.com/news/2026/08/nasa-lunar-program-shutdown-triggers-layoffs-at-space-contractor-one-of-the-most-difficult-decisions.html

Maryland's oldest television station, WMAR-2, has introduced a new newscast format without live anchors. This change is part of a broader strategy by parent company E.W. Scripps to expand an AI-driven, 24-hour streaming model. The station has implemented layoffs to align staffing with evolving audience consumption habits. This shift aims to provide news throughout the day via streaming, reflecting changing media preferences. The new format is being rolled out in smaller markets before wider adoption.

Baltimore, Maryland

https://www.thebanner.com/culture/film-tv/wmar-local-tv-news-anchor-layoffs-TLV5APILUBF7PMO5W75QESUJLI/

Most of the people working here today probably won’t be here three years from now. That’s the part “leadership” seems to be completely missing.

There are huge numbers of employees already past Rule of 75 who are just waiting for the right severance offer or their retirement date, whichever comes first. Add in everyone without a pension who is already looking for the exit, and AT&T is about to lose an enormous amount of institutional knowledge. And who’s replacing them?

AT&T has spent years cutting, freezing, consolidating and making the place less attractive to the exact people who are supposed to become the next generation of experts. You can’t keep gutting the workforce and then act surprised when there’s nobody left who knows how to do the work.

Stankey is right that demographics are a problem. He’s just looking at the wrong side of the equation.

The answer isn’t simply squeezing more work out of fewer people. It’s retaining the people under 55, developing replacements before the experienced workforce walks out the door, and actually giving talented people a reason to build a career here.

Instead, we’re making the job less attractive with 5x RTO, cutting benefits, cutting headcount and watching experienced people walk. You can’t retire decades of knowledge and replace it with a PowerPoint and a new hire.

AT&T is going to find out very quickly that you can’t cut your way through a talent shortage.

Wescom Financial Credit Union reported its strongest quarterly earnings in over three years during the second quarter. This financial improvement followed a reduction in its workforce, which impacted 72 employees in Southern California. While employee expenses decreased, this was only one of several factors contributing to the earnings growth. Non-employee operating expenses also fell, and net revenue saw an increase. The credit union's return on assets (ROA) significantly improved compared to previous quarters.

https://www.cutimes.com/2026/08/13/wescom-financials-q2-earnings-rise-after-layoffs/

Nationwide layoffs at Cumulus Media have resulted in the departure of two long-serving radio personalities from KFRU in Mid-Missouri. David Gaines and Simon Rose were affected by these company-wide reductions. Rose had a career spanning 37 years at KFRU and 33 years at KBXR. His former co-host expressed disappointment, calling the cuts a loss for local radio. Cumulus Media recently emerged from Chapter 11 bankruptcy.

Columbia, Missouri

https://abc17news.com/news/2026/08/13/cumulus-media-layoffs-impact-longtime-mid-missouri-radio-hosts/

Netflix is closing two of its internal game development studios, Night School and Moonloot. This move signifies a continued reduction in the streaming giant's in-house game studio operations. Night School, known for "Oxenfree," recently released a game on Netflix that received positive remarks. The company stated these closures are part of a strategic shift to focus on specific game genres. These actions follow previous studio shutdowns and sales by Netflix.

Los Angeles, California

https://www.gamefile.news/p/netflix-closes-night-school-moonloot

Citi makes it look like paradise. The team culture doesn't matter when the entire company is broken. I catch myself doing and saying things I never would have anywhere else, just to keep my head above water. If you aren't cutthroat, you get destroyed. Anyone with integrity sticks out like a sore thumb here.

Prepare to be shown the door. Turning 50 is like putting a target on your back here.

Alterra Mountain Co. has recently implemented layoffs. These job cuts occurred shortly after state and city officials fast-tracked incentives. The incentives were intended to help retain the company's local presence. The exact number of employees affected is not specified. This development follows recent efforts to secure the company's operations.

Denver, Colorado

https://www.bizjournals.com/denver/news/2026/08/13/alterra-mountain-co-layoffs-hq-move.html

I just accepted a new role that starts on 08/24. If Verizon walks me out the day I resign (Monday), that actually works perfectly for my timeline. But if I give notice (I don't want to burn any bridges) and they keep me the full two weeks, I'll need to negotiate my start date, which is far from ideal since they specified how much they need to fill that role ASAP. What's been everyone else's experience lately? Do they keep you or let you go immediately?

I really hate what this world has become.

Biggest bunch of Muppets I have ever dealth with

Destroyed morale, productivity down all cus they can't just execute a fricking plan regarding layoffs

Worse company EVER

Women in Energy! Between the brain fog, fatigue and confidence taking a hit, did anyone feel HR or management quietly decided you were “past your prime”? Did you tell HR, or did you keep it to yourself? Curious if anyone’s been through this.

Does anyone else have a problem buying the absolute BS that comes with these recent townhalls? Trying to oversell the progress of the company even among the financial losses, low clinician satisfaction and lack of moral within employees? They keep preaching that they are listening to grievances, yet they continue pushing next agendas and plans for changes when we aren’t stable enough to implement successfully. Saying they want more automation = less need for manpower = layoffs. But they don’t say it.

What did everyone think about Ryan saying layoffs are now part of the “new normal” and to expect them going forward?

Will the phone calls be made tomorrow?

I’ve been following the news and doing some financial planning. I’ve been thinking from a net worth perspective instead of just cash flow.

I get that if you’re already a multi-millionaire, instability from a potential layoff doesn’t keep you up at night. I’m curious though, at what net worth did you personally stop fretting much about this kind of risk?

The usual advice is to save up 6 months of expenses in cash, but I’m curious from the asset side.

Is this an OK question to ask here? Just trying to do some planning when the rumors are floating around.

I want LRs. Where are they ?

So my supervisor posted something in our teams chat……definitely a script but no one in our department was getting laid off. However im seeing some chatter on fb and LinkedIn that there’s potentially more layoffs to come? Anyone else know anything or is this just bs?

For those who were let go or knew someone who was let go due to RIF the past 3 days, were you or they tenured? Or was it mostly new hires that were let go?

Quite a few notices were emailed out to employees affected this week.

If the workforce collectively refuses to sign the promissory notes or buy into the new Class B LP structure, the firm's engineered restructuring playbook faces a critical roadblock. Management cannot easily absorb the capital shortfall, leading to a predictable sequence of operational and financial outcomes.

1. The Buyout Capital Shortfall

The entire structural transition relies on employee debt to fund the exit package for the retiring founders and legacy General Partners.

• Frozen Payouts: If associates refuse the loans, the capital pool remains empty. The legacy partners cannot convert their illiquid paper wealth into upfront cash.
• Failed Restructuring: The firm cannot execute the internal leveraged transition as planned, leaving the aging ownership stuck holding the risk of a declining asset.

1. A Fast-Tracked Outside Private Equity Fire Sale

Because the owners are determined to achieve liquidity and exit the asset, a failure to sell the firm internally will trigger an immediate pivot to outside buyers.

• Abandoning the Narrative: The "employee-owned" corporate narrative will be completely discarded over a weekend.
• The PE Handover: Management will quietly initiate an aggressive fire sale to a predatory Private Equity (PE) firm or a direct corporate competitor. The old partners will accept a lower valuation just to get cash, handing the remaining skeleton crew over to an outside management team focused strictly on radical cost cutting.

1. The RTO Surveillance State Backfires

The harsh 4-day hourly tracking and the removal of family flexibility were designed to cause "controlled attrition" to thin out payroll liabilities before the transaction.

• The Talent Drain Acceleration: If employees reject the equity offering, the hostile environment loses its only theoretical financial incentive.
• Operational Collapse: High-performing and specialized workers will exit rapidly, leaving the firm as an hollowed-out operational shell that can no longer sustain its client base or defend its valuation to lenders.

1. Technical Default on Bank Covenants

The commercial banks funding the baseline operational loans operate under strict financial covenants tied to firm revenue and margin stability.

• Margin Compression: If productivity collapses because the workforce is disaffected and shrinking, the firm will miss its near-term financial targets.
• Bank Foreclosure: Missing these metrics triggers a technical default. The lending banks retain the legal right to step in, seize corporate assets, remove the Managing Partner, and liquidate the firm's intellectual property to recoup their cash.

1. Increased Internal Hostility and Cash Freezes

In a final, desperate attempt to force profitability metrics into alignment before the timeline expires, the lame-duck Managing Partner will shift from incentivization to absolute financial pressure.

• Total Cash Compensation Freezes: Annual cash bonuses will be entirely eliminated, and baseline salaries will be frozen indefinitely under the guise of "restructuring headwinds."
• Data-Driven Layoffs: A third or fourth round of aggressive terminations will be executed, using the 4-day hourly tracking logs and AI adoption metrics as a paper trail to eliminate headcount without paying severance.

I got my finances in order and ready for layoffs. Anyone know when is the next layoff storms? Or do you know if they are offering volunteer leave with severance?

Although I generally agree with the sentiment towards Sarah London, this would not have happened if our elected officials had crossed party lines to solve the issues with the cost of health insurance. Thanks to our friends in DC, people lost health coverage because it is unaffordable resulting in businesses losing business, resulting in the workers long jobs.

Make it make sense. You fire the employee who created the only system we use to track out daily work is out...but other employees were chosen to stay to now run said system....If they're reading this, you have the opportunity to claim your work bad.

MW Components is closing its Houston plant, resulting in 53 job losses. This action follows the company's recent acquisition. The manufacturer has notified the Texas Workforce Commission of the layoffs. The closure impacts a significant portion of the plant's workforce. This development marks a swift change for the newly acquired entity.

Houston, Texas

https://www.bizjournals.com/houston/news/2026/06/11/mw-components-plant-closure-layoffs.html

Energy technology firm Baker Hughes is shutting down a Houston location. This closure will result in 174 employees losing their jobs. The layoffs are scheduled to commence this month and extend into 2027. Affected roles span manufacturing, engineering, materials, purchasing, and support functions. The company has not provided a specific reason for the facility's closure.

Houston, Texas

https://www.click2houston.com/news/local/2026/07/09/baker-hughes-to-close-houston-facility-lay-off-174-employees/

Houston ISD's state-appointed board of managers has authorized a reduction in the district's workforce. This action allows administrators to eliminate or reassign hundreds of employees. The district is facing declining enrollment, which impacts state funding. This move comes as HISD continues to recruit new teachers. The board's decision has drawn criticism from elected officials and community members.

Houston, Texas

https://www.houstonpublicmedia.org/articles/education/2026/04/10/548725/hisd-board-reduction-in-force-houston-teachers-hiring-event/

A new report indicates Seattle's housing market is experiencing a significant slowdown. This decline is attributed to widespread layoffs within the tech industry, creating buyer uncertainty. Pending home sales have dropped sharply, reflecting a cautious approach from potential homeowners. Despite a slight price decrease, the median home price remains very high. The tech sector's instability is a primary driver of this market sluggishness.

Seattle, Washington

https://seattlered.com/housing/seattle-area-housing-market-slows-as-tech-layoffs-create-uncertainty-report/4119798