#layoffs

I have heard a rumor on Reddit that there are more layoffs.

As September rolls in and the scent of cinnamon wafts through the air like a passive-aggressive performance review, BNY Mellon’s Executive Committee has declared its Q4 strategy: transformation through seasonal beverages.

Forget earnings calls or client retention—this fall, the path to corporate greatness is paved with pumpkin spice and chai foam.

The CEO’s latest social media post, hashtagged #SeptemberScaries, reads like a motivational poster taped to a severance packet. It opens with nostalgic musings about back-to-school season and ends with a rallying cry for “refocusing energy” and “embracing change”—which, in BNY parlance, means layoffs, offshoring, and a new seasonal drink menu.

“Change happens in big ways, but more often it’s the small moments—the turning of a leaf, the brewing of a latte, the quiet hum of analysts sipping espresso in the halls…”

Translation: Your job may be gone by Halloween, but at least the chai is free.

The Rise of the Pumpkin Spice King
In a bold rebranding move, the CEO has unofficially crowned himself the “Pumpkin Spice Latte King,” complete with a LinkedIn banner featuring latte art shaped like a hockey-stick growth curve.

His followers—mostly bots, interns, and one confused VP from Compliance—have responded with emojis, endorsements, and one brave comment that simply reads: “Sir, is Pune hiring?”

The EC insists this seasonal shift represents “micro and macro innovation.” Macro: offshoring 40% of U.S. roles to Pune. Micro: adding nutmeg to the breakroom menu.
The CEO now opens town halls with a steaming PSL in hand, declaring, “This isn’t just coffee—it’s culture.” Meanwhile, the culture team quietly updates the org chart to reflect the new “Pumpkin Spice Transformation Office,” reporting directly to the Chief Beverage Officer (formerly Head of Strategy).

Perks That Feel Like Punishment: Corporate Actions Edition
To celebrate the season, the EC has rolled out a new perk package under the banner of “Corporate Actions for Corporate People”:

• Free seasonal beverages—but only for those who badge in before 7:45 a.m. and survive the daily stand-up without clueless whining.
• Chai & Change Workshops—where employees learn how to reframe layoffs as “growth opportunities” and “strategic pivots.”
• Corporate Action Loyalty Points—redeemable for branded mugs, not job security.
• Pumpkin-themed performance reviews—where feedback is delivered via latte foam art and your bonus is replaced with a cinnamon stick.
  There’s even a new Teams channel called #SpiceUpYourCareer, where HR posts inspirational quotes over latte photos and ignores all questions about severance eligibility.

Transformation, One Sip at a Time
The EC’s fall strategy deck, titled “Brewing Brilliance: Q4 Acceleration Through Seasonal Rituals,” outlines a bold vision:

• Reduce U.S. headcount by 25%
• Increase Pune hiring by 40%
• Replace exit interviews with pumpkin spice surveys
• Rebrand layoffs as “seasonal transitions”

The final slide features a latte cup labeled “Culture,” with steam rising in the shape of a dollar sign and a tagline that reads: “Transformation is a beverage best served warm.”

Analysts are encouraged to “lean in” to the seasonal shift, which now includes mandatory “Latte Alignment Sessions” where teams brainstorm ways to synergize chai with compliance.

Conclusion: The Brew Before the Boo
With Halloween just eight weeks away, the EC is already planning a “Spooky Synergy” campaign. Rumor has it the CFO will dress as a giant orb (surprise!) —yes, a glowing sphere of transformation—complete with a disguised "five-head cranium" and chainsaws in both hands, symbolizing “cutting inefficiencies” and “slicing through legacy processes.”

Middle managers will be encouraged to wear costumes that reflect their Q4 goals: ghost of billable hours, zombie of deferred bonuses, or the ever-popular “Agile Werewolf” who sprints but never delivers.

But for now, it’s September. The air is crisp, the layoffs are brisk, and the new analysts are buzzing—mostly from caffeine and existential dread.

So dear colleagues ... grab your corporate chai, brace for transformation, and remember: at BNY, change is brewing. Whether you’re sipping from a branded mug or packing your desk, it’s all part of the seasonal strategy.

Off we go…

Organization: Microsoft

Expected beginning date of separations: November 7, 2025

Number of affected workers: 42

Layoff or closure: Layoff

https://esd.wa.gov/employer-requirements/layoffs-and-employee-notifications/worker-adjustment-and-retraining-notification-warn-layoff-and-closure-database

Well the VMA’s are over. Let the countdown begin. Good luck fellas!! See ya on the other side.

Does anyone have any information?

The health insurance company announced in July that it planned to shutter its subsidiary Shared Health, which specifically served patients with Medicare, Medicaid and special needs.

https://www.tennessean.com/story/money/industries/health-care/2025/09/08/bluecross-blueshield-layoffs-chattanooga-tn-150-cut/85996684007/

The Houston-based oil company announced it is cutting nearly a quarter of its global workforce by the end of this year. That means between 2,600 and 3,200 employees will be impacted. Company leaders say the decision comes as they look for ways to cut costs and boost efficiency after a drop in oil prices.

https://www.khou.com/article/tech/conocophillips-layoffs-ai-houston-energy/285-9d4e12ba-fd20-4949-aaa0-d513980c4db3

I can’t imagine anyone genuinely thinking layoffs at EJ are temporary. The patterns are clear, and it’s only going to get worse unless leadership takes a serious look at long-term planning. Face it folks. Layoffs are here to stay.

The layoffs have been real one sided and asymmetrical. Time to concentrate on the CEO and the ELT as they need to bear some responsibility and weight for performance.

When will Jeff Miller be sacked? And, possible alternative CEO that can turn Halliburton around?

I'm thinking all locations that are not considered high performing will be on the chopping block. And that'll be just the start. I hate this is happening because I actually like my job here. I don't want to leave, but I'm starting to feel like I should before the you-know-what hits the fan.

I started here a few months ago and I’ve already had to face layoffs. Not exactly giving me confidence in joining. What I’m wondering is if new hires usually get any kind of cushion, or if we’re just as exposed as everyone else from day one? It'd be good to know since people are already talking about more cuts.

It appears some big news may be announced this week. I’ve heard it could affect teammates. That said, the source isn’t especially reliable, so it’s difficult to know for sure.

So many key people cut without a plan. Customers were already cancelling before this

The only strategy from executive management is to overspend on management consultants and new roles at the top. No one can understand the org

Are the IT people who are being laid off deleting the trouble tickets before doing anything to resolve them?

I panicked at first, but now, with some time to really assess my situation, it almost feels like a blessing. I wasn’t planning on leaving, but I was so unhappy that having them make that decision for me actually did me a favor. I’m still looking for something new, but I have a few interviews lined up, and even without a secured job, I’m happier than I was at Optum. Go figure.

It’s 20% below my current pay. I feel like it would be a step down, but I’m also so worried about being laid off and having nothing lined up, and missing out on this opportunity if I wait. This whole situation is incredibly stressful. Other folks who are looking, is this something you'd say yes to?

Does anybody know more about it?

I’ve learned the hard way not to get emotionally attached to a company. Treat it like a job, not a family or a mission. Give your best at work, but don’t let it control your life or define your self-worth. Trust me, nothing good comes from being a company cultist. You'll be laid off just like the rest of us when the time comes.

Our job volume is about to increase significantly with no corresponding increase in pay. We’ll have to cover the work left behind by those who were laid off, even though some of us already have more than we can handle. I swear, I’d almost rather have been laid off.

Why are people acting like this is done? Many more will lose their jobs before this is truly over. This is, at best, a short reprieve.

Where is the great culture Accenture talked about? I was discriminated and treated real bad. Horrible company.

Sep06 7am UTC - Sep08 7am UTC totals: 13 layoffs (NZ and Australia already started week).
September totals (except Sep01): 4336 layoffs, and 53 additions.
Methodology and day-by-day breakdown is in comments.

Check the WARN list online!!!!

The New York Fed reports that artificial intelligence is spreading quickly across firms in New York and Northern New Jersey, while links to job cuts remain limited. The study asked employers about how they use AI and whether those tools have changed staffing, providing a snapshot of adoption and near term plans.

In services, uptake has accelerated. Companies reporting AI use rose to 40 percent this year, up from 25 percent last year. Nearly half of service firms, 44 percent, say they plan to implement AI within the next six months. This suggests a pipeline of projects moving from testing to day to day operations, especially for customer service, content work, analytics, and internal support.

Manufacturers are adopting more gradually but the trend points upward. Reported AI use climbed from 16 percent last year to 26 percent this year. About one third of manufacturing firms plan to bring AI online in the coming half year, indicating growing interest in quality control, maintenance, and supply chain applications, even if integration with physical processes takes longer.

On employment, the survey finds only a small share of businesses connecting AI deployments to workforce reductions. Early evidence points to AI being used to streamline tasks, raise productivity, or reassign work rather than to drive broad layoffs. That does not rule out future restructuring, but it implies near term adjustments are modest and targeted.

https://menafn.com/1110027218/New-York-Fed-Reports-Rise-in-AI-Adoption-Few-Layoffs

Any layoffs there?

Any idea? It’s really inconsiderate, to put it mildly, to keep us completely in the dark. We’re all stressed out of our minds, and the only “info” we have comes from each other, half of it nothing but unsubstantiated rumors. Way to leave us with our livelihoods hanging in the balance, while we have no clue what’s really happening.

According to a letter sent by director of operations Colby Rigg, a total of 293 employees will be laid off.

https://www.14news.com/2025/09/05/perdue-farms-reports-upcoming-mass-layoff-washington-facility/

I’m hearing there might be layoffs at Candescent soon. Can anyone confirm?

After a few years at Oracle, I was let go, not because of performance but because of this AI nonsense. Still, I’m not surprised when I took this job, I knew this company didn’t care much about their employees, but I was happy to have a paycheck and lucky to pay my bills. I'm just very disappointed…

Below are a few takeaways:

My coworkers were amazing. Everyone was great to connect with.
Significant amount of training..
Compensation was below average, but it paid the bill.
Great healthcare.
Work from home.

The negative:
My management was mediocre. Some teams had great managers, but mine was a total disappointment. All he cared was to look better for his director.
No raise, work harder. No one get a raise.
The amount of work to meet your metric was nonsensical. Always under the g-n!
I worked over the weekend to do a great job, and that is the thank you!!
You learn a lot in the first year, but you get stuck in a role you will never move up!! Your skill get stagnant.
The manager only selects a few for a raise.
Manager control the amount of work you get and purposely try to sabotage you it seems. No transparency.

Bottom line
I'm sad I'm gone, but it's better I deal with this now, than waste another five years of my life in this company which I would have done.

I see many posts asking if the layoff will be over.
Be realistic with yourself. Oracle will lay off more people next year to fund its investment in AI. It's a high-debt company, and they need to trim peoples. All you can do is have a safe backup plan and upskill. Don't work hard for this company!

Oracle is all about cutting cost now, and to increase its stock value. Their new Ai platform is already a total mess. They don't care about their customers or improving their tool set.

Maybe I'm wrong with all of this but that my interpretation.

Wish everyone the best!!! Don't stay too long there!!!!

Just cut the rest of MRO, Shell's and Concho staff and bob's your uncle. I mean, that was the plan all along right ?

Federal projects are in potential danger due to the funds are been cut, close to 1000 Employees situation in deep worries

Tell me what you think will happen from now until April.

My predictions:

Cable stripped to bare bones. CBS completely restructured.

Most fully remote employees cut in November (I’m fully remote) so they don’t have to relocate anyone. International fully destroyed.

Mass exodus due to RTO.

Engineering and streaming jobs all posted in LA, NY, SF with below median compensation.

DE outsourcing everything he possibly can to Oracle.

DE buying more IP with his dad’s money.

And I say all this as a person who absolutely loves our company. I hate what this has become. I hate to be a glass half empty person. And I’m not trying to hate on any department or division of Paramount. I’m just being completely realistic about what is going to happen here.

Ok, let’s hear it.

Never until I started working here did I think I would ever pursue a career change in a completely different field. Extra change is going toward savings and extra time (because sc--w working late now) is going toward the classes. It will be my side hustle until the glorious day I resign. And if I get laid off like so many of us, well, I'll be ready. Get out ANY way you can!

To: All Employees
From: Leadership Communications
Subject: Reinvention Update

Dear Team,
As part of our ongoing Reinvention journey, we want to take a moment to recap the tremendous progress we’ve achieved, which on closer inspection looks suspiciously like chaos:

• Q2 Results: While our financial performance was pure garbage, we see this as a powerful opportunity to demonstrate resilience and accelerate the pace of transformation, because turning failure into a buzzword is cheaper than fixing the business.

• Leadership Evolution: John B has transitioned from his role as COO to continue serving on our Board, which sounds like a noble continuation but in practice means his head was required on a silver platter. He will chair the new Integration Committee, which is a committee no one asked for but looks reassuring in press releases.

• Leadership Innovation: Our Chief Disruption Officer, Deena P, has announced she is leaving to spend more time with her family, which is the universally accepted code for “thank you for the selfies, now please go". We are grateful for the inspiration and hashtags she brought to Reinvention, because nothing drives shareholder value like social media content.

Looking forward, we are excited to announce the next step: a global headcount optimization initiative. Executives have been tasked with submitting names by end of Q3, at which point 3,600–4,800 colleagues will be invited to explore career opportunities outside the company.

As a global enterprise, we are committed to fairness, but also math: it is dramatically cheaper and faster to fire people in the U.S. than in other countries where local laws demand notice periods, unions, and dignity. Accordingly, our American colleagues should expect to play a leading role in this Reinvention milestone, because your jobs are legally the easiest to erase.

We understand there is hope that reductions will focus on less-productive management layers. While that hope is touching, history has shown us that those compiling the lists — along with their friends, spouses, siblings, and Saturday tennis partners — somehow never appear on them.

Thank you for your ongoing commitment to Reinvention. With fewer people, less stability, and more recycled jargon, we are confident that together we can continue to deliver bold PowerPoint slides that tell a story our numbers cannot.

Warm regards,

Your Leadership Team

With the brutal layoff's , I am also one of those unlucky one with close to 30 years of hard work & dedication. Anyway, hope someone can shed light o my questions below. I am based out of CA

With COBRA , Could I choose only dental & eye insurance ? I maybe wrong, medical insurance from Obama Care plans could be cheaper that COBRA. I don't see an option to just pick Eye & Dental plans.

Second question ... looks like COBRA plans could be added within 6 months of layoff's ? If I pick COBRA plans say after 4 months, does it start from that day & continues for 18 months OR no ?

Third question ..Assuming I take COBRA plan for this year, do I get an option to pick a different medical plan during Open Enrollment ?

Fourth Question .. Arag & life insurance plans are history now ? I am sure that's true

Lastly, what's everyone doing for medical plans in Lieu of COBRA offer ?

Chief HR person’s role was eliminated, COO announced retirement, numerous people across the company have been terminated. Executives in finance, accounting, entertainment committing fraud …. It’s going to be bad …. 10+ year MGM employee here and very worried about the future of this company

I work in IT as a software dev and wonder if I should update my resume to list SAFe Agile experience at USAA? Will future employers think I'm just as useless as the Release Train Engineers, Agile Coaches, Scrum Masters and the rest of the bureaucratic dead weight floating around USAA?