#layoffs

Any confirmed layoffs coming in September or sooner. Spill the beans.

With all the constant talk regarding RIF and layoffs. Plus, rumors of a reorganization of the lines of business. The company has not asked for any reduction of headcount on the union side. What gives?

Hired to control costs and recover margins for Nike. You all know what that means, right?

5000 engineer will get laid off by sep 2026 confirmed news.

Although the exact day to announce this is still being decided to manage the optics, there will be significant layoffs in the it space shortly.

The Board of Governors of the Federal Reserve, the body overseeing the implementation of United States monetary policy, has announced the creation of five task forces intended to evaluate and improve the Fed's operations. In a press release, Federal Reserve Chairman Kevin Warsh named the "external advisers" who will lead each task force, ranging from economics professors to AI investors and corporate executives—executives like Xbox CEO Asha Sharma, who will preside over a task force on employment and productivity.

https://www.pcgamer.com/gaming-industry/us-federal-reserve-taps-xbox-ceo-asha-sharma-who-just-laid-off-3-200-employees-to-lead-task-force-on-jobs/

Our area executive has informed several managers that they can encourage employees to cut their hours to avoid layoffs, transitioning from full-time to part-time contracts. SAP HR has engaged McKinsey & Company to determine which employees will be let go, focusing primarily on full-time positions. By reducing hours, employees can sidestep impending layoffs, but the situation is more complex.

Area executives are pushing this strategy not just to save jobs but to illustrate that full-time employees are less favorable compared to part-time workers in the context of AI, which is expected to enhance productivity. While the desire to avoid layoffs is strong, there is a moral dilemma in participating in a scheme that seems designed to benefit only McKinsey and the executives, who stand to gain financially from the layoffs.

Previous layoffs at SAP cost the company €2.5 billion, with minimal savings as funds were redirected to executive bonuses, share buybacks, and AI expenses.

In Germany, refusing to accept reduced hours could jeopardize welfare benefits, complicating the decision further. The question remains: how will you respond if your manager suggests reducing your hours?

Wealth is going to have few more changes . Many grade8 s will take up g7 roles and many g8/9s will be let go . They should merre wealth with brokerage

Let's use this thread for the July 23rd layoffs. I know there are some in Optum Rx.

How many were laid off last week?

No more rumors

With JR making a comment with no real transparency, and RMC being so big does anyone have any info on business lines within RMC being impacted?

Recently there are lots of news floating around H-1b being mis-used for promotion, hiring, layoff,vendor consultant hiring, politics inside Citigroup. Here is the press release for reporting these issues and you will get compensated:

https://www.oig.dol.gov/public/Press%20Releases/OIG-Press-Release-070826.htm

Reports may be submitted to the U.S. Department of Labor OIG Hotline: 1-800-347-3756 or https://www.oig.dol.gov/hotline.htm

If you have a peer who is H-1b, then you can claim your layoff was fraudulent if you can prove it with your contribution details and hierarchy details. Your management is also held responsible for invalid promotions, salary increments to H-1b

Recently there are lots of news floating around H-1b being mis-used for promotion, hiring, layoff,etc inside Oracle. Here is the press release for reporting these issues and you will get compensated:

https://www.oig.dol.gov/public/Press%20Releases/OIG-Press-Release-070826.htm

Reports may be submitted to the U.S. Department of Labor OIG Hotline: 1-800-347-3756 or https://www.oig.dol.gov/hotline.htm

If you have a peer who is H-1b, then you can claim your layoff was fraudulent if you can prove it with your contribution details and hierarchy details from Aria

The current CISO a--hole brought his pals along from Etrade. He and his pals laid off almost every hardworking and talented person who saved his a-s from mega breaches and embarrasment. Its just a matter of time before he replaces the rest. What a corrupt dou--ebag!

Ansys still has departments that overlap with Synopsys—such as back-office and marketing—but does anyone know what process will be used to integrate them and lay off current employees?

Also, given that there have been multiple rounds of layoffs, does the company still have the financial capacity to pay severance packages if employees in these overlapping departments are laid off?

I had a long and mostly good career at Intel. I remember the early days, when it was demanding, but in exchange, there was a meaningful employer/employee relationship. Towards the end, and sadly like so much of tech, it is now just transactional, you are here for the moment, then not. In the last chapter of my career at Intel products side (DCG), I felt our mission and goals were always shifting with the rotation of VPs, job clarity and purpose were low, and you spent as much time navigating politics, turf and survival as you did actually focused on delivering anything to our customers. Still, I always saved, maxed out 401k, additional savings along the way.

When our team was hit a year ago, I took the money and ran. We only have one shot at our lives, so for the next chapter, I focused on finding a job and organization that had more meaning to me, and not about the pay or title. I landed a role that pays about 1/3 of what I made at Intel (was double digit grade level), but I have very clear job clarity, ownership, accountability, I have direct line of site where my contributions add value, there isn't a re-org every quarter, the management is stable. This is a much better space than the nonsense of working on ever shifting goals, and one day you are told what you do matters, and the next day the team is CPM'd.

The key, if you are there navigating Lip-Bu's 'you are born to suffer and work hard' mindset, is save, save, save, and as you have more and more socked away, your options beyond Intel, and beyond tech, grow, grow and grow.

I am grateful for the wealth accumulation Intel provided my family and I over the years, and I do wish the remaining Intel colleagues the best of luck, I hope Intel and those that are there succeed (still have stock), but have to say the employment experience - from the perspective of meaning and purpose - decreased significantly from the Intel I joined in times past.

Lumen Technologies has confirmed significant layoffs impacting its Global Partner Solutions team. Approximately 90 employees were affected by these cuts, which occurred early this month. The company stated these changes are necessary to align its workforce with evolving business needs and strategic priorities. This marks the second major layoff for Lumen this year as it shifts focus towards network-as-a-service offerings. The company is prioritizing AI infrastructure and deemphasizing legacy products like voice services.

United States

https://www.channeldive.com/news/lumen-confirms-cuts-to-commercial-organization/824897/

The city of Long Beach will no longer operate a significant after-school program due to budget constraints. This decision impacts hundreds of students and leads to potential layoffs for municipal workers. The school district is seeking a new operator to ensure program continuity. State funding for the program remains secure. City officials cite a need to reallocate limited financial resources to other essential services.

Long Beach, California

https://lbpost.com/news/education/long-beach-wrap-after-school-program-layoffs

Temple University is implementing layoffs affecting 40 employees as it addresses ongoing budget deficits. This action is part of a broader strategy to cut $60 million in expenses for the upcoming fiscal year. The university is also increasing tuition by an average of 3.4% for both in-state and out-of-state students. Despite these cuts, Temple has recently experienced promising gains in first-year undergraduate enrollment. The university aims to achieve a balanced budget within the next three years.

Philadelphia, Pennsylvania

https://www.highereddive.com/news/temple-university-lays-off-40-employees-as-it-tackles-deficit/824888/

JPMorgan Chase has announced another round of layoffs impacting 172 employees at its Jersey City office. These job reductions were effective this past Wednesday. The company stated these actions are part of regular business management and staffing adjustments. This latest notice brings the total number of affected employees in New Jersey this year to 477. JPMorgan Chase remains committed to New Jersey, employing over 12,500 people in the state.

Jersey City, New Jersey

https://www.nj.com/business/2026/07/jpmorgan-chase-announces-another-round-of-layoffs-at-nj-offices.html

Most of the laid off folks are coincidentally in the above 50 age bracket, right? People who earned higher pay through knowledge and experience and are now paying for it with their jobs? Am I wrong?

Does severance come out of a managers budget? If so, what if they didn’t budget enough $$ for severance (they layoff more people than originally predicted)?

Just advice to decision makers lurking, cut directors that are useless instead of cutting low paid employees getting the job done…. There you go saved you some consultant fees.

Looks like the company is yet again laying off hundreds of people, this time laying off the whole Eli Lily team. This company is in dire distress, I would run if I was you.

I just saw a new department message about another round of underwriting associates getting moved to claims. Pages after pages of names, poor souls.

For the folks still in underwriting: Has managment become more aggressive, threatning layoffs?

I don't have any buddies left in that department, so I don't know what sort of pitch they are giving you guys.

AT&T “leadership” needs to wake up and start making hard decisions about where capital is actually creating value and stop wasting it on nonsense.

Starlink and SpaceX are no longer just interesting companies to watch and laugh about. They represent a serious long term existential threat to traditional telecom like AT&T, and Wall Street is clearly paying attention. The recent 30% decline in AT&T’s stock price reflects the growing concerns about the company’s future and its ability to compete in a changing industry.

AT&T employs roughly 100,000 people, and maintaining a large and widespread office footprint comes with enormous ongoing costs like office leases, utilities, HVAC, water, janitorial services, security, parking, maintenance, supplies, and countless other facilities expenses in the neighborhood of $2B-$4B annually.

A reduction in unnecessary office space and a more flexible virtual first approach could free up tens of billions of dollars used for real competitive investment. That’s capital could be redirected toward the things that will actually determine whether AT&T wins the next decade like network investment, technology, spectrum, AI, innovation, and attracting and retaining top talent.

Instead, we’re continuing to wastefully spend billions on office space each year while also building a new multi billion dollar HQ nobody (besides Stink) wants or needs. At a time when the company is facing its biggest competitive threat in history, is that really the best use of capital?

AT&T doesn’t need to waste more billions proving employees can sit in a building like it’s 1960 in 2026. It needs to spend its available billions proving it can compete in the future, and right now morale is so low because of RTO that nobody here is motivated or cares at all.

If leadership is serious about competing against starlink, then capital should follow strategy. Go after the easy low hanging fruit and reduce the unnecessary facilities and associated costs, rethink archaic RTO requirements, and invest those dollars where they’ll actually generate a real competitive return. Ending the RTO nonsense seems like one of the easiest and most obvious places to start.

Too bad this “leadership” team is full of proven losers who can’t admit they got it wrong, again. One man’s ego and stubbornness will be the demise of a once great American company. Sad!

RAP going away sounds like generic cost cutting to me. But losing all of your vacation at the end of the calendar year just means it’s far cheaper to lay people off in Q1 2027.

I wonder if the VSP will be offered again if they don't get the number that they were wanting. I was back & forth, but decided not to take it. Now I'm wondering if I should have.

Do you feel employees are safer from layoffs if they’re on a larger team versus smaller team or does it just not matter?

Not much left there. Are they targeting layers of management?

What is the date where people will officially get the vsp? Quite a few people I am working with are checked out and wondering if they took it.

I understand October 2 is the last day for sales reps if they didn’t get a territory, if I have that right. Other than that what is the significance of October 2 for this company? What is the purpose of October 2, why not finish the year out? Thanksgiving and Christmas would be so close. That doesn’t even make sense!!
Is it a $ thing? Seems like there wouldn’t be enough people to work!! Who’s going to work all this? There’s only SO MUCH one person can do!!

A significant majority of HR leaders anticipate further workforce reductions in 2026. Many organizations are now treating job cuts as a routine management strategy rather than a last resort. This trend is driven by a need to acquire specific skills and adapt to volatile market conditions. Despite these widespread layoffs, a notable perception gap exists regarding internal redeployment programs. The constant uncertainty surrounding job security is also impacting the well-being of both employees and HR professionals.

https://www.thehrdigest.com/87-of-hr-leaders-are-planning-layoffs-in-2026/

https://investors.xerox.com/static-files/101bb5f2-18b8-4db1-897e-52c1c92a3bc7

So, LP has a golden parachute, that pays out for 24 months, or in one lump sum, at 2x his annual salary. This expires on 12/31/26 if there has not been a "Change in Control" of the company (i.e., CH 11).

CH11 before 12/31/26 = LP get 2x salary lump sum and a yet undetermined bonus.
CH11 after 12/31/26 = LP gets nothing.

Maybe there is a filing where they extended that date? If there is one, please share a link, but as this stands, LP can (will) get a multi-million dollar payout if this all goes bust before 2027.

Bonus: This was filed years ago, so it will probably hold up in court. The one they filed on 7/2/26? Not so much...

Has anyone received their paperwork to sign so we can get our severance payout?

Microsoft's Xbox division is under fire on social media following significant job cuts. The company plans to eliminate approximately 4,800 positions, with 1,600 of those impacting its gaming unit. This announcement comes shortly after Microsoft received approval to hire over 2,200 foreign workers via H-1B visas. Critics argue this indicates a preference for foreign labor over domestic employees, leading to accusations of prioritizing cost savings. Microsoft maintains that these decisions are business-driven and that H-1B employees were also affected by the layoffs.

https://www.thehindubusinessline.com/info-tech/microsoft-faces-social-media-backlash-over-xbox-layoffs-after-h-1b-visa-approvals/article71205199.ece

Is next week zero hour for their bloated management structure?

Tick tock.

Two major hospital systems in Kern County are implementing workforce changes amidst industry-wide financial challenges. Dignity Health plans to lay off 57 employees, including 33 nurses, at Bakersfield Memorial Hospital by September. Adventist Health also disclosed the reclassification of 125 workers, with only three actual job losses in Kern County, as affected employees were offered other positions. These adjustments reflect broader pressures on medical centers due to rising costs and complex payer dynamics. Industry experts point to state and federal policy changes impacting healthcare coverage and reimbursement rates as significant contributing factors to these financial strains.

Bakersfield, California

https://www.bakersfield.com/news/kern-hospitals-issue-79-layoff-notices-amid-healthcare-shifts/article_9b59205d-6d41-438f-bb39-9ccb6258694b.amp.html

A lot of people are reading Xerox’s retention plan as if it were a secret bankruptcy announcement.

It is not.

What it actually says is simple: "Xerox is under pressure". No surprise there.

"Xerox is going through transformation, restructuring, Lexmark integration and balance-sheet work". Also not news.

"Xerox wants selected critical people to stay for the next two years while that work gets done".

That is the point.

The plan is cash-based and paid in 8 quarterly instalments. So nobody gets a giant cheque on day one.

If someone leaves, they generally lose the unpaid part. That is why it is called a retention plan :-)

Note: the 8-K says the CEO and CFO are not expected to participate. So the “top two are cashing out before collapse” theory is weak.

Does this mean Xerox is financially healthy? No.

Does it prove Chapter 11 is imminent? Also no.

Does it prove delisting? No.

The serious interpretation is much simpler: Xerox is in a high-risk execution period and is paying selected people to stay long enough to help get through it.

Fair questions: Who gets it? How much? Are they the right people?

Bad questions:
“Is this proof of bankruptcy?”
“Is this proof the stock is going to zero?”
“Is this SLT stealing bonuses before the end?”

Occam's razor tells us that the simplest explanation is usually the one closest to the truth.

So here it goes: Xerox is buying continuity during an extremely difficult transformation (with no guarantee that it will be completed).

No conspiracy required.

https://www.sec.gov/ix?doc=/Archives/edgar/data/0001770450/000119312526294480/d111689d8k.htm