#layoffs

NY/NJ region will be letting go of underperforming and non compliant RTO employees early in Q1

Are layoffs happening that week?

https://www.linkedin.com/posts/batteryvault_general-motors-indefinitely-freezes-26b-activity-7398724869489737729-xDgR

General Motors has indefinitely frozen its $2.6 billion Tennessee megafactory project and announced its largest layoff wave, cutting 3,420 jobs across its EV and battery manufacturing operations in late 2025. The majority of affected workers are from its Detroit Factory Zero EV plant and the Ultium Cells LLC battery plant in Ohio and Tennessee.

comments very appreciated...
and not forget layoffs where announced January ´26 .....

The layoffs are the only thing you can count on at Dell!

With Sean and Nina gone, Skiip has Aortic on the chopping blocks to support his other M&A plans. All the dots are connecting... Skiip (whose only expertise throughout his career is divestures and acquisitions) is brought to CV OU. Sean, and then Nina depart. No significant investments in Aortic for past several years. Market share and net profit from Aortic are declining. It's not if, it's when... or rather how soon!

Which teams have been hit and body count?

Getting less money in your budget next year? Should be no surprise, but expect more or less in the development world because of it. It’s a simple formula that the budget pays for salaries and if you have less money than you will have less employees eventually. Get the résumé out now!

• Some really big and jaw-dropping clients have now left BNY. The end is imminent (unless there is a merger, but even that is a short-term fix that will still be bad for employees).
• Offshoring to India is rampant and widespread. The goal is to make BNY America a satellite for BNY India: much cheaper cost of living and labor. Any and all mistakes they make are mitigated by the profit margin and low-risk overall point of view.

Maybe I’m naive, but I joined UHC in the BT era and my first town hall was one where he announced everyone was getting $50 to the UHC store to buy some swag. Then it was the new floating holiday. Just felt like the all employee meetings had energy and excitement and I felt like UHC was a great place to work.

Since BT’s death, it’s felt like a black cloud over the entire org. Like we’re in a free fall. Constant layoffs. Cutting employee benefits. RTO handled so poorly. Never accepting questions at the town halls and all employee meetings.

Was it always such a sh---y place to work, or was last December the catalyst for all this?

I got the boot after 15 years 3 years ago when M1 started. Are they still pushing that? I thought for sure it would have collapsed by now.

Heads up, more layoffs before Xmas holiday.

Heads up. If you're in a state that makes companies pay PTO after termination, look at your final check.

They paid roughly 1/10th my actual PTO and calculated the hours wrong.

Email them now before you sign any severance.

Under Corporate risk - Credit Risk - Risk modeling.

Massive cut yesterday.

Most of these guys are Quants making over $250K

The rumor is lots of Quants and risk analytics in corporate risk are in the chopping block early next year

It was approved by EU, yet other locations like UAE, Saudi, Qatar, Swiss, GB without law rights as in EU can be affected more. Most mid Dec.

Today they agreed with EU for that. Can’t tell more as still don’t know details, the plan is signed as I have been told.

After four years of consistently exceeding expectations in my reviews, I was terminated “for cause” despite never having been on any kind of warning, performance plan, or investigation myself.

What triggered it was a situation where one of my direct reports had received a “needs improvement” rating. In full alignment with my manager and after consulting two levels of Employee Relations, I issued an informal performance warning. When no improvement occurred after eight weeks, I followed ER’s direction again and issued a formal warning.

Shortly after, that employee went back to ER claiming I was targeting her. Although I had documentation, approvals, and full ER guidance at each step, I was suddenly terminated “for cause.” My manager was blindsided and told me HR made the decision, not him.

Because the company is at-will, HR refused to document the reason in writing. I asked very specifically for the policy provision that I broke, and they said that it had to do with conduct, but they would not give me the exact provision . There had never been any counseling from my manager, no incidents around anything that would have caused this type of result. The “for cause” designation had devastating consequences — I lost all insurance benefits within three days, leaving both myself and my fully disabled child without coverage. It also meant forfeiting my restricted share rights and other earned benefits.

I’ve since learned from credible insiders that the company has increased “for cause” terminations to avoid severance payouts.

For any manager reading this: even when you follow the handbook, document everything, and align every decision with HR, you can still find yourself on the wrong side of a political or cost-driven decision. Protect yourself — document, back up every file externally, and understand the financial implications before trusting HR’s “guidance.”

It means there are no more layoffs. Or there are no more employees to layoff.

Hi team,

As we’ve shared, PowerSchool is entering a new chapter focused on simplifying, streamlining, and strengthening how we work. We’ve been transparent about the need for change to drive sustained growth and unlock the value our customers expect.

As a result, we are moving forward with a restructuring of our organization to streamline our management model; one built for clarity, accountability, and speed. This will help us focus on what matters most: delivering for our customers, strengthening our operations, and setting PowerSchool up for long-term success.

Today, our PX and leadership teams are meeting with these impacted individuals. For some, today will be their last day at PowerSchool, while others are being asked to remain in their current roles for a transition period before departing. Furthermore, as part of these personnel changes intended to streamline our operations, we are moving some employees into new teams. This is the only company-wide workforce action planned based on our projected performance going forward.

I want all our employees to be aware that these actions are taking place now and that the notifications will be completed by close of business local time. After we complete the notification process, I will be hosting a global Town Hall at 8AM PT on December 11 to address open questions and share additional details of what’s changing and what’s ahead.

This is a comprehensive effort across all our company operations to eliminate redundancies and unnecessary costs. We looked at consolidating our technology stack, removing underutilized or unused applications, and simplified processes to reduce costs in other areas of the business.

While this yielded significant savings, we’ve had to make the difficult decision to downsize our workforce to eliminate duplicative work and realign our organizational structure with current priorities and performance. This decision was not made lightly. The individuals impacted have contributed to the success of PowerSchool and in general they have all performed well for the company. We wish them the best in the future.

We are supporting every impacted individual through their transition with as much clarity and care as possible. Employees that are separating from the organization will receive severance and additional compensation based on tenure and local regulations. They will also receive continued support from our PX team as well as outplacement services.

This is a difficult time for impacted employees, so we ask for understanding and kindness towards these colleagues. Please take time to support one another and reach out to your manager or the PX team if you have questions or need any support.

Thank you,
Antonio Pietri, CEO

Thanks Sprint. You are ki-ling another company.

For the last 6 months, I've seen so many people getting fired and all very senior management too. Like just boss is not fired. 3 people above them got fired. And the whole team is now getting renamed and all that. The new people even don't know the product and capabilities.
Some people were really great leaders and they were like in BNY for 18 years and so.
I don't think they're firing people in lower level but feeling nervous.

What a f ing joke, Drum on a Town Hole says i know what everyone is asking about pay, so to get rid of the question, if applicable to you be paid sometime in March dont know dates speak with jenny ragger. Youll fall of your chair if you listen to the replay.

Wtf doesnt know dates not interested, knows employees have voted up the issue to the top.

Who gives a shiite about the new brand and AI pipedreams when you dont give a f about employees.

This company is now trying to b5ll its way as a AI outfit, good luck..

For the last 6 months, I've seen so many people getting fired and all very senior management too. Like just boss is not fired. 3 people above them got fired. And the whole team is now getting renamed and all that. The new people even don't know the product and capabilities.
Some people were really great leaders and they were like in BNY for 18 years and so.
I don't think they're firing people in lower level but feeling nervous.

There are postings I see this week of roles I know 100% were a pay grade higher which is now lower by one level.
So take away our bonus, lower 401, lower raise, more workload, less people and now downgrading roles.
Fu-k you optum.

Folks laughed at me when I warned my coworkers that FISV was a $60 stock dressed up as a $230 fantasy after the NYSE move. The signs were obvious: manipulated optics, a dying point-of-sale market, hemorrhaging top talent from core banking, and an obsession with squeezing every last accounting trick to fake financial health. Fast-forward to today, the lipstick finally wore off. I had hopes for Mike, but his decisions speak for themselves: he’s following accountants instead of customers, chasing short-term numbers instead of long-term stability. Infinite Group is nothing more than a payroll-tax dodge to inflate EBITDA, a temporary illusion that collapses once the tax tools run out. By 2026, they’ll have nothing left to hide behind. This stock is heading to $30. As someone from a family of attorneys, I’m stunned no employee has sued for blatant misclassification designed to dodge IRS obligations. It’s astonishing they’ve gotten away with it this long.

As for Ryan C, don’t insult your associates by stating forming strategic alliance with infinite for best practices. Heck, many don’t know who they work for and who their manager is just a sweat shop, as long as the timesheet is submitted by Friday.

Is anyone else out there also a survivor of SA from execs at Robert Half? happened to me twice — 2009 and 2020 — both times by direct bosses. told my current manager and she literally just replied asking for more Jo’s. Forbes top employer.

If there is a global financial reset like they are talking about, employed or not, we’re all in trouble. Half the economist don’t want to talk about it out of fear that it’d cause a panic sell of stocks, which in turn expedites it. The other half have been singing it from the rafters as a warning. IF it does happen, your dollar is worthless. Your paycheck regardless of amount will all be equal, the same value, nada. What concerns me is that economist all over the globe are worried about the same thing and are leaning more toward a “when” instead of an “if” it will happen. Thoughts?

Layoffs are now happening in the UK as the latest disaster to be of build and run teams is forced upon the UK business.
The patients are running this asylum.
SLT driving poorly thought out changes to hide the car crash that is onedev and pass blame down the food chain.

Not sure about others. Nothing says Happy Holidays like a pink slip...nice.

#iworkatdelluntilthestockstartstodip

Any thoughts on what the payout will be for 2025?
I can imagine that the targets are made more difficult for 2026 to save money
Also can foresee the end of the LTI and other non contractual benefits

Any updates regarding December lay offs at Freising site?

2 days into the ridiculous new Pepsi plan. 3 to go.
Hey, how are we going to hit plan next year. I’ve got an idea that I think is great. Announcement goes out on Monday about a Reorg. Then let’s fire 15 to 20% of our employees, doesn’t matter if they’re good or not. Then, make people wait up to 5 days to find out their future and offer them a take it or leave offer. Destroy moral and motivation to move the company forward.
What a great idea. That’s why they make the big bucks!

It looks like T-Mobile is also laying people off. Impacting managers and directors rather than ICs from what I can gather online but I have no direct knowledge.

It’s likely that the new CEOs at VZ and TMUS are engaged in a price war hence the cost cutting.

A good post from “Neo” in the Citrix Systems forum:

https://www.thelayoff.com/t/1kc3j9256

You work for wealthy people that invested 16 billion dollars to make a substantial profit using whatever playbook is at hand. That's just business.

Clearly and contrary to the vision of the founders of Citrix, they are just interested in low effort approaches because they are efficient money wise. Making everything cheaper and simpler to manage in order to pursue a financial Eye Candy effect, for an eventual sale or a return to the public space, is an example.

There is no interest in keeping strong teams or long term plans for product innovation, its just paint. Layoffs are not personal (and not particular to these guys), they just don't care about keeping you because you are the negative term in their growth/profit equation. So they will minimize you (head count) with all the techniques available in the book (forced % of layoffs, silent firing, colleagues competition for forced rankings, internal divisions, fear, you name it)

So where are you positioned in this game? You are the exploited employee they (or any other company) will squeeze until the product is at visible risk. You will willingly accept recurrent extra loads of work, cause you are scared to loose you livelihood and you have no other choice. Also you are the next person to be laid off (its about when, not if) On the other hand you also have free will, knowledge and skills (don't buy into the AI BS, you are needed), and dignity.

Now, if you know the game, the players, and the rules, you would likely be better off using this platform also to bring ideas on what can be done to make it a bit more fair to you and your colleagues and to minimize irrational expoitation, unethical meassures, and everything else everyone has been posting here. (Never forget this is Corporate America, don't expect miracles)

Complaining, and spreading subjective fear (distict from useful info and heads up) will only work against you as that is the expected behavior.

There are problems, bring ideas to help solve or make them better.
After all, you were all hired for your problem solving skills and intelligence.
Use it!

PD: This post encourages fairness and ethics. Expect pushback, misleading statements, and attacks from some players in the comments section.