#layoffs

I never seen a group of people wanting people to lose there jobs!! This is what’s wrong with the world! Bunch of of d-mb as--s

Which top level public executives are likely to be pushed into retirement soon, rather than rank and file employees?

Layoffs seem to be pretty random. Are they following any general criteria about who'll be laid off and who'll be spared?

I have been in similar shoes and I just want to send my words of encouragement out to everyone experiencing the potential grief this week. I call it grief because that’s what it is—a loss of a life, job, career, leaders, coworkers you once held dear.

Take at least a day or two to just process. Try not to be solutions oriented immediately. I already see some friends posting on LinkedIn. I know the desperation is seeping in, but please, take time to just grieve and process this first.

Then pick yourself up and reach out to friends who have left COP previously and talk to them about what they did to leave. There is a life after. You will be okay. Sending you strength.

Know someone in upper management. They say the Sofi will be moving 60% of jobs to India over the next year. Plans are already under way.

They ran reports showing a 29k headcount.

IYKYK

I want to believe that Verizon has more than 29k employees.

If layoffs happen it’s happening nov 20th or earlier.

Lists aren’t made last minute so your fate was sealed 20-30 days ago.

Initial estimates range from 15-30% depending on org but overall beverage to about 20%.

There’s likely a round 2 of layoffs early 2026.

The crisis manager article says there’s nothing to worry about - you know why?! Cause he’s a crisis manager. He’s probably on a list and has no idea lol

Lastly, these corporations you don’t hold any loyalty too. All that family talk is just bs. All those retirement emails thanking you for your service - bullsh-t. Make your money, make your connects, climb the ladder or hop to another. Do not take it personally.

Losing sleep and checking this board every 2 hours is not good for your mental state. Just get your affairs in order.

A lot of VPs, SVPs, and EVPs were given the notice. Just be thankful you weren’t one of those under heavy scrutiny. You have better odds as an underlying.

Good luck all - love you.

All of the anxious people posting lies here need to STOP

Decades of experience tossed aside. They could have been redeployed but Waters has decided that when a product is no longer wanted by the business then neither are the people involved.

Limited support will transfer to Brasov who will only be making sure UNIFI can continue to function in waters_connect, even though the backbone of waters_connect is UNIFI.

Verizon has not officially filed a public WARN notice for mass layoffs in 2025, although there are reports that the company is preparing for restructuring, staff cuts, and retail store closures. Verizon is also cutting about 2,500 jobs as part of a plan to reduce its workforce by 5% over 12 to 18 months, notes Workforce Bulletin. In September 2025, Ohio enacted its own "mini-WARN" Act, which supplements federal WARN requirements for mass layoff events.

Company news and reports
Reported layoffs: Verizon is reportedly preparing for significant staff cuts and retail store closures as part of a broader restructuring initiative, according to The Economic Times.

Workforce reduction plan: In March 2025, the company revealed plans to lay off about 2,500 employees, or 5% of its workforce, over the next 12 to 18 months, reports Fierce Network.

What is a WARN notice?
A WARN (Worker Adjustment and Retraining Notification) notice is a US federal law that requires employers to provide workers with at least 60 days' advance notice of plant closings or mass layoffs, explains the U.S. Department of Labor.

The notice provides employees with time to prepare for job loss and seek alternative employment, says Cincinnati Enquirer.

State-level WARN acts
Ohio: On September 29, 2025, Ohio joined 13 other states by enacting a "mini-WARN" Act, which supplements federal WARN notice requirements for employers in the state, notes Workforce Bulletin.
California: In October 2025, California expanded its Cal-WARN Act with the signing of Senate Bill 617, expanding the state's requirements starting in January 2026, reports California Employment Law Report.

Honest question. How does Verizon circumvent both Federal and State Law to RIF? How are they allowed not to be required to submit notice to WARN Act States?

Spoke with a supervisor who confirmed today that layoffs are coming and also added that layoffs will be for managers and stores. Also layoffs will will happen before Nov 20. It was indicated some managers will be gone before then. They had meetings today and word is they will know on Friday.

Share if you'd like

I have a workable and thoughtful proposal, aiming to avoid layoffs completely while still achieving the desired cash flow for investment.
Here is a breakdown of the suggestion and some key aspects it addresses:
💡 Proposal Summary
• Goal: Avoid layoffs and fund a new investment.
• Method: Temporarily cut employee bonuses (10% to 50%) for two years.
• Investment: Use the saved bonus money to fund the project "Dan wanted to invest in."
• Incentive/Risk:
• Success: If the investment works after two years, the employees receive their deferred bonus money back as a lump-sum incentive for their sacrifice.
• Failure: If the investment fails, "Dan should accept the responsibility"
✅ Key Strengths of This Approach

1. Layoff Avoidance: This is the strongest benefit, maintaining team morale and institutional knowledge.
2. Shared Sacrifice: It frames the financial challenge as a company-wide effort, which can foster unity.
3. Incentivized Risk: The promise of a repayment and potential "extra incentive" acts as a performance bonus for the overall company strategy.
4. Accountability: The success or failure of the plan is tied directly to the leadership ("Dan") who proposed the investment, which could satisfy employees who are bearing the temporary cost.
   ❓ Considerations for Management
   While compelling, a management team would need to carefully consider the following details:
   • Legal/HR: The company would need clear legal agreements outlining the bonus deferral and repayment mechanism.
   • Employee Morale: Even with the promise of repayment, a 50% bonus cut for two years could lead to high-value employees leaving for competitors offering better immediate compensation.
   • Financial Math: They would need to ensure the 10-50\% cut actually yields enough cash to fully cover the required investment without jeopardizing other operational needs.
   • Definition of "Works": There needs to be a clear, measurable metric (e.g., specific ROI, revenue increase) defined now so there is no ambiguity about whether or not "Dan's plan" was successful two years from now.
   It's a creative way to turn a potential crisis (layoffs) into a shared, high-stakes investment with an immediate path to funding.

Anyone know how Bartlesville is fairing in the layoffs?

Sounds like there is a major reorganization in the marketing team and the corporate and business levels and multiple members of the marketing teams globally have been given a two weeks notice.

Let's talk about the possibility, consequences and impact, timing, possible stumbliing blocks, people, layoffs, pay, locations, etc.

Get ready for mass layoffs in towers!

The lucky ones are going in the transaction, even if it’s zayo.Better than this toxic a$$ EMT and new ceo leader that all he wants to do is use his audit team as the gestappo!

Bunch of roles eliminated in DDT and Operations today.

Veterans of 20+ years were let go

The layoffs, which were first reported by Crain’s New York, were disclosed in a filing with the New York State Department of Labor. In total, 660 employees are being laid off by Amazon across nine offices in New York City.

https://www.usatoday.com/story/money/2025/11/11/amazon-nyc-layoffs-restructuring-november-2025/87221740007/

Asking because we're getting nothing our manager. Total silence.

It is late fall in the United States. The leaves are changing, and the air has turned crisp. We begin to prepare for the holidays with family and friends. Christmas decorations come down from the shelves in the attic or garage. We make our homes—and sometimes our yards—festive, and we start our lists of gifts for loved ones. It is a magical time.

Oh… and Solventum begins its annual restructuring. It seems people are receiving their Christmas their pink slips from the water boy and his cronies today.

In ten minutes, we’ll get to hear how—with a little courage and some visionary leadership—we’re making the changes that will guarantee we stagger forward until the next layoff, which is in no way reassuring.

Ingraham on Fox: “Does that mean the H1-B visa thing will be deprioritized for the administration”

Trump: “We you have to have Talent”

Ingraham on Fox: “Sir, we have plenty of Talent here in America”

Trump: “No, you don’t, no you don’t, no you don’t”

Ingraham on Fox: “We’ll how did we do it before - for the entire history of our nation?”

(300,000 more jobs are expected to be lost before end of year, brining the total loss to 1,500,000 net jobs loss in 2025).

I was laid off Monday — in a 30-second phone call.

What doesn’t make sense is watching people with multiple ethics violations in a year keep their jobs. I guess being close with HR has its perks.

It’s frustrating when the people meant to protect confidentiality don’t, and when accountability seems optional. Those of us who try to do the right thing end up paying the price.

It’s disappointing, but my integrity is something no one can take from me. I’ll be okay — and I’ll always choose honesty over politics.

LE's son's acorn didn't fall far from the tree:

https://www.msn.com/en-us/money/companies/600-paramount-skydance-employees-quit-instead-of-returning-to-the-office-and-it-cost-the-company-185-million-filings-show/ar-AA1QeuAq?uxmode=ruby&ocid=edgdhpruby&pc=DCTS&cvid=691415c2ca144a0197f8d3c562227e9a&ei=9

I wonder if LE is more interested in this industry more than high-tech.
The circus continues.

The disaster that most everyone realized was coming is directly related to the hiring of executives, for lack of a better term, from Sweden, Ireland, India, and Canada. At least two have been under investigation of wrongdoing while being the head of other companies. The next part of the disaster is allowing HR to run the business with its innate stupidity. Another part of the mix is increasing prices and forcing someone within finance to manipulate the numbers by showing increased subscribers rather than terminations based upon the increase. Forcing out the knowledge base within the company. Offshoring customer service and everything else they could get their hands on. This CEO will do no better and the price increases will continue along with layoffs. When something this large is turned into such a mess, it will take a very long time to correct. One common theme that has existed for at least ten years is the executives do not want to hear the truth. Every negative is twisted, turned, and shined so the executives can continue to believe that they are the greatest.

This is from Wireless, but still very much true. OP is @f7+1k9q3zzfe.

And now they're trying to memory hole the RA with positive news.

https://www.foxbusiness.com/video/6385004810112

Alright folks, this is the entire point of this website. Post what you know about what groups have been hit and how bad it is.

Any areas that still have all their managers?

heard rumors about more lay offs coming in December (including lower level) & a 5 day work week coming back. any confirmations?

We’ve been asking for help for months. Now suddenly there are going to be more layoffs, and we could lose even more people? If that happens, I’ll quit myself. I’m already doing the work of three people. I can’t do any more. There aren’t enough hours in a day, and to be honest, I don’t want to. I’m done being treated like a robot and expected to do more with less all the time.

Last day 12/31… anyone feel like this is pointing to something larger?

Way and his band of merry VPs and directors are leaving us all in peril, one more time.

"The hack job they did during the merger have led to a wave of dissatisfaction among investors, who are now seeking their rightful compensation. It remains to be seen who will ultimately bear the cost of these developments". This is clearly a straightforward decision, and HR is well-equipped to handle the situation effectively.

Happy bean soup Thanksgiving and merry humble pie for Christmas, y'all!

Does anyone know what’s going on? I have a feeling there’ll be even more layoffs at the end of 2025 or early 2026. Also, what do you think of the new CEO?

If your employer fails to report layoffs to the WARN system, you may have grounds to take legal action. The Worker Adjustment and Retraining Notification (WARN) Act requires employers to provide 60 days' notice before mass layoffs or plant closures. If they do not comply, affected employees can seek compensation.

Steps to Take

1. Confirm Eligibility

• Ensure your employer has at least 100 full-time employees.
• Verify that the layoffs affect 50 or more employees at a single site within 30 days.

1. Gather Evidence

• Document the details of the layoffs, including dates, number of employees affected, and any communications from your employer.

1. Consult an Attorney

• Seek legal advice from an attorney experienced in employment law. They can help you understand your rights and the potential for a class action lawsuit.

1. File a Class Action Lawsuit

• If multiple employees are affected, you can join together to file a class action lawsuit. This can help share legal costs and strengthen your case.

Potential Compensation

If successful, you may be entitled to:

• Up to 60 days of back pay and benefits.
• Additional damages if the employer's actions were willful.

Reporting Violations

You can also report WARN Act violations to the U.S. Department of Labor. They may investigate and enforce compliance, which can support your case.

Taking these steps can help you navigate the legal process if your employer fails to report layoffs as required by the WARN Act.

Anyone know how to find out how many people total (not names) were Surplus in the November 6th Layoff. Warn was not triggered but I know alot of NJ people like myself who were let go, trying to see whether total was over 50, have not signed my GR&W yet trying to see what is up with this first