#relocation

Lake Mary is the "new" flavor-of-the-day/week/month/year. Reqs are Pune-only in Pittsburgh, AI is being shoved down our throats, Pune is taking over, and teams are actively training their eventual replacements in India. The big, tall building in Pittsburgh has very large pockets of empty floors/departments and the move to the much, much smaller building across the street is on-going.

AI, layoffs, and outsourcing to India: trending high. Lake Mary- the "new" growth location in the US.

25 percent forced rankings and many layoffs coming.

I saw they finally leaked the entire location is closing. They should give employees time to find new jobs, most won't be able to relocate. How they treat employees is wrong

It’s been noticed that no jobs are being posted externally in Chatham. Now the rumours are flying that they are going to shut down the office and move us all to London. When is this happening? Can they do that? And what can we do to fight for ourselves?

Several of us are in the same situation. We all declined to relocate. Does anyone have any experience with approximately how long it took before they received the severance DocuSign email?

Who's expecting Mike to announce the new CEO's name today at the Fire Side chat?

In August this year, I declined the substantial position change to relocate to a core location. It’s now the middle of October and I have yet to receive the severance package paperwork to sign. Any idea why such a long delay? Thanks.

• Silent and regular layoffs! Fired and rehired new employees for less for the holidays.
• Took a peculiar dump on the principle of Customer Obsession.
• Mandated RTO with apparently no planning.
• Pushed gross profit to AI data centers.
• Violated rights of disabled workers.
• Dismissed Microsoft and Google AI as ‘hype cycle’
• Forced people to uproot their lives, relocate.
• Gave $8B treat to Anthropic.
• Took cumulative compensation of $500 million.

What is the typical hybrid schedule for this location? Relocating to this area and was wondering if anyone knew.

Hey everyone, what’s the latest on the Sarnia situation?
It seems discussions between management and research staff are still ongoing. There’s talk that some employees might be offered relocation options — possibly to Edmonton or other sites — instead of full severance packages.

The overall timeline also appears to be shifting, with the move now expected sometime in Q1 next year. It also sounds like some Houston teams are on hold with equipment transfers until there’s more clarity.

Does anyone have confirmed updates or insight into where things currently stand?

Tactics will be used to simply encourage employees to leave the company.
No relocation
No guarantees
No housing assistance
You are on your own.
Much of the work will be absorbed by Dallas, Contractors, and India.

Certain employees are being laid off due to the location strategy in Florida. However, Summers, Gindi, Ta, Craven, and several other executives will be operating from West Palm Beach for tax advantages. This represents a clear double standard and is a significant affront to all of us who are facing job losses.

I haven’t. And God knows what that means. Judging from the rumors, relocation offers seem to be just an easy, cost-free way to push people out in most cases. I mean, who would uproot their life for a job when job security is practically an ancient concept? I really hope this gets clarified soon. Honestly, I’d rather face losing the job than deal with this confusion and anxiety dragging on.

When NS shutdown the Roanoke, VA shops back in mid 2020 and the classification hump, I knew it wasn't going to be good...and honestly it was a mistake for them to leave!

Not sure if New Brunswick will happen for Murray Hill Nokia. Why? Verizon got a new "American" CEO and Verizon's headquarter is in New Jersey.
New Brunswick won't be big enough for all those wireless labs, optical and fixed network labs, and research labs. And it's way too expensive for just four glass walls next to vibrating train tracks, congested area, with no auditorium, no offices, no free parking for customers, limited parking for employees, no cafeteria, traffic all day long, tiny lab floor plan, etc.
Time to get a head start looking for a building that's cheaper, better fitting for future needs and expansion if Nokia is serious about gaining big customers with Billions in revenues.

Consolidation and off shoring to India. Do not transfer move to Atlanta. You want to stay in Atlanta start looking. The plan will come and be executed fast and furious. Zero relocation to go from Atlanta to Dallas area.

Everyone should say yes to relocation and make the decision more difficult for management. This could also help boost your severance when you show a willingness to relocate but the company decides to separate you.

I heard from an AVP and SVP that T is exiting out of the LA buildings by early next year. It seems with the DirecTV sell off being completed, the company has no need to maintain office space or further operations there.

Anyone else located in LA hear anything? Are they being laid off and offered severance or told to relocate to Dallas first before that becomes an option? Does it make sense to relocate to Dallas in such an event?

they are going to ask employees to shift near to the office staring march 2026 ?

Realistically when do SR folks need to commit to Houston by? I’m hearing conflicting information and for those of us in California, it’s extremely anxiety-inducing. Someone pls advise/help; been a really tough time with all the smokescreens and pump fakes. TIA 🙏🏿

Who would spend that much money and energy, uproot their entire family, leave jobs, commitments, and social circles, all for a position that could disappear six months later? Seriously? The age of job security and real career growth that once justified relocating feels like a thing of the past. Practically prehistoric.

Augusta Sportswear, also called Momentec Brands, will close its Sidney distribution center.
Closure date is January 30, 2026.
58 workers will lose their jobs.
All layoffs happen at once.
Reason is consolidation to a new North Carolina facility.
Company cites softer demand and rising costs.
They expect better service and lower costs after the move.
All employees will get severance.
One role will relocate to North Carolina.
A few roles may switch to remote work.

I don’t understand how any of you would comply with such an outrageous request.
I am not going to sell my house to move to be closer to an office. I am hours away from any real office.
This job isn’t that important to me. It never will be. And I don’t know why it is to you.
What really keeps you here? I rather take a few thousand pay cut and be happy elsewhere.
I will not be working in an office. I don’t care if my coworkers are or even my superior.
I won’t be doing it and I’ll laugh at anyone who thinks I will.
I would ask yourself why this job is that important to you that you would upheave your routine and life for uhg. They don’t give a f about you or your family, probably don’t pay you enough, and wouldn’t care if you ended up in the hospital tomorrow.
Just think about it.

An oil company whose headquarters are in the ClayDesta area is getting ready to bring in hundreds of new employees — they just need a place to park.

Approximately 250 employees are set to move from XTO Energy’s offices at 6401 Holiday Hill Road to the former Pioneer Natural Resources offices at 3617 N. Big Spring St.

ExxonMobil, which acquired Pioneer last year and is the parent company of XTO, is preparing to accommodate those additional employees. The company has broken ground on a new parking lot south of the Pioneer building that will have 300 additional spaces. Completion of the new parking lot is expected before next summer.

ExxonMobil is spending $10.4 million on interior renovations to the second level of the Pioneer building to accommodate the XTO employees. Completion is expected by the end of the year.

“(The renovations) reflect our ongoing commitment to our local employees and the Permian Basin community,” officials told the Reporter-Telegram. “We’re better together and, through this move, are prioritizing collaboration, knowledge sharing, productivity and company culture.”

All local ExxonMobil employees are expected to be accommodated at the corporate office, as well as the former Pioneer Midkiff location at 2625 County Road 180 in Garden City and 4815 E. Highway 80.

https://www.msn.com/en-us/money/companies/exxon-is-making-room-as-it-readies-for-more-employees-at-pioneer-campus/

I was told by our manager a reorg is comming by the end of the year. We were told some of us were moving to another site. This reorg is supposed to cut costs by reducing redundant positions. There is no talk of layoffs but movement of personnel to optimize operations. I believe it is another way of forcing more employees to leave or retire. I will retire instead of changing positions.

Next cost cut will be the end of flights and camps at Kearl.

Relocation to FTM or severance!

This past week I know 2 people from different groups who were told they need to move to the same office as their manager for co-location. Thought it was random but now confirmed that this is the next big thing.
Not sure what happens if your manager is on the other side of the country but guessing some major changes are coming like re-orgs ??!!

This is how I understand things will play out as well. If anyone can confirm, please do.

All of this is purely speculation, but given that remote workers are included in Phase 2, the coming layoffs will probably be related to other factors and not necessarily if you're remote or not. Then next year, you'll all be assigned a NY/LA office and you'll need to relocate by Q3, or else be let go.
OP: @ap+1k6xpxpth

Hello,

I was recently let go last week and 80% of our team was as well. Everett for years has been the step child to boston but when speaking with my manager at the time of my layoff , the hiring in Florida is going to go full steam ahead in 2026. Majority of the jobs in everett will eventually get replaced with florida hires and by the time we were set to go boston it will be a shell of its former self. I also just like many of you on this website didnt get full severance. I was capped at 12 weeks due to missing my mandatory (54 hours of training) what a lovely place to work. Im thankful I have interviews set up already working with a recruiter but I wish I left sooner.

I thought the survey was supposed to come out today, am I mistaken?

Especially about the remotes. Who in their right mind would relocate for a job, only to risk losing it a few months later anyway?

Once Chainsaw Charkie took possession of the board he told his directs one down west Palm beach next year or you are gone. CRO Derek will do anything as he's close to firing he's yes. hR is a no CFO has other offers he's a no. COO mostly uses the jet to do personal self fulfillment he's a yes. CLO is a no Compliance is a no. IA is a No. And they want to move technology out of anywhere but Iselin NJ bc Bridgette wants it and she won't be forced to go. The CxOs were shocked and really none but Charlie want to go they will shut HY which they just moved into the entirety is poorly thought. So even if you are saf now next year is worse. My hope is to find any Job where I'm not treated like a baby given more work and leave. It's the first bank in 20 years where I've asked for more work and they won't give it. So I attend the meetings I have ideas for work one took and I'm dragging it out in case they lay me off in October they don't get the work product.

Google gemini helped me realize that if you are considering a constructive dismissal claim you likely want to consider working under protest within 10-15 days from the announcement. See below for more details. But if you don’t want to forfeit you right to a constructive dismissal claim, you must notify the company that “you considers the unilateral relocation a fundamental breach of the employment contract amounting to constructive dismissal and that the employee reserves the right to initiate legal action for wrongful dismissal damages”. But don’t take my word (I’m not a lawyer), hire a lawyer and look into it yourself if are seriously considering this route. Make sure you make it to section 3.2 below.

Gemini Output:
3.1 The Doctrine of Condonation and the Critical Timeline
The doctrine of condonation remains the primary procedural hazard for the employee. To qualify for termination pay related to constructive dismissal, the employee must resign "soon after a change in employment conditions". Failure to act promptly is interpreted as acceptance of the new conditions, thereby forfeiting the claim. 
As detailed in Section I.2, the Alberta Court of Appeal's ruling in Kosteckyj v. Paramount Resources requires the employee to act within a window of approximately ten to fifteen days to register an objection and make a determination regarding resignation. Missing this window is likely to be fatal to the claim. 
3.2 Executing the Formal Objection: The "Work Under Protest" Strategy
Given the strict window for objection, employees often face a dilemma: quit prematurely and risk having no income, or stay and risk condonation. The strategy of "working under protest" offers a mechanism to preserve legal rights while minimizing the duty to mitigate damages (by remaining employed). 
Legal Requirements for "Working Under Protest"
For this strategy to be legally effective in Canada, the protest must be documented rigorously. The employee must unequivocally notify the employer in writing that they do not consent to the change and that their continued presence in the workplace, even under the new conditions, is done specifically to mitigate potential losses and does not constitute acceptance or condonation of the breach. 
Documentation should be explicit and formal, detailing that the employee considers the unilateral relocation a fundamental breach of the employment contract amounting to constructive dismissal and that the employee reserves the right to initiate legal action for wrongful dismissal damages. It is advisable to reissue this formal protest, potentially with every subsequent pay statement, to maintain a continuous, undeniable record of non-acceptance.

I was “fortunate “to land a position. Whole team has been impacted and I have no clarity on my role nor does my boss. No one can tell me when the move to Houston will be. It says if my planning and life doesn’t matter at all. I can find out that I will have to move in a month with no previous notice. I am supposed to give my all to this company which I do because I have a work ethic, but where is their work ethic?

Before taking a package and giving up your right to sue, Jason Hamilton said in his town hall that CSO alone has hired 60 people in Charlotte--a location that has never been on any hub list.

So any mention of too many locations or consolidation is just pure bbbbbBSsssss

So it seems that the majority of folks are planning to fake mobility to see what they are offered, even if they have no intent to move. Is this the play? If I declare immediately I am not mobile, and seek immediate severance, will I be severed sooner than if I wait to see? I can't wait to GTFO.

Every option on the table seems designed to make you quit, get you fired, or push you out in a layoff. Not even relocation looks like a saving grace if you manage to survive the cuts. It’s clear they just want to get rid of us and offshore everything that can possibly be offshored.

Anyone have an educated guess on what is going to happen to all the Denbury folks in the Plano office come November when their 2 years is up? Surely they aren't going to move them all down here when we are cutting so much.

Rumors are swirling they are shutting down the building on Wooten in Wilson, NC and moving them elsewhere. Is this true? No one is hardly in the building anymore. Either laid off or WFH.

I’m sure everyone has seen the flow chart, no by the end of Oct and you get severance. Yes…if you don’t make the get, you get severed and get the same severance. Get offered a position and decline, you get severed and get the same severance. So it appears there is no down side to saying yes to the relocation and the rejecting the position offer if you really don’t want to relocate. It doesn’t make sense….so here’s my thesis.

Summary - to prevent lawsuits, individual and class action, for forced work place move.

If you say yes to relocation, they will have data that you were fine with relocation (in a class action they’d have all the names because the survey isn’t anonymous). Then when you’re offered a position and you turn it down, you’re doing so for the position not the relocation reasoning, that’s how it would be documented in the official files. But we know the real reason people are going to say yes is to buy time…
This is all about changing the terms of your employment contract. Yes your contract has some verbiage about the company operated across Canada and can relocated you for business purposes. This is too vague and what the company is doing is constructive dismissal which has legal severance limit of 24 months of pay.
It’s easy to get a full description of this and how it works as well as cases with ruling in AB and Canada. Get Google Gemini, put it in deep research mode, prompt it to provide the employee rights when it comes to forced office relocation, and about 15 minutes later there is a very extensive report with cited examples that states it all.

This was the most interesting part in the report out I received.

VI. Corporate Risk Mitigation and Strategic Recommendations
6.1. Best Practices in Drafting and Implementation of Relocation Policies
To minimize exposure to constructive dismissal claims, employers must ensure employment documentation clearly addresses the geographic parameters of the role.
Clarity in Mobility Clauses: All employment contracts, particularly for new hires, must include an unambiguous, expressly written mobility clause. This clause must detail the specific geographic scope within which the employer retains the right to transfer the employee (e.g., "within the current city limits," "within a 30 km radius of the headquarters," or "any company site in North America"). Vague references to "transfers" are insufficient.
Retention of Recall Rights (Post-Pandemic Arrangements): For any existing remote or hybrid arrangement formalized during or after the pandemic, the employer must issue explicit, written addenda clarifying that the arrangement is temporary, revocable, and that the company explicitly retains the unilateral right to mandate a return to the physical office. This documentation is necessary to prevent the remote work arrangement from becoming an "integral term" of the contract through custom and practice, as occurred in the Nickles and Byrd decisions.
6.2. Strategic Use of Notice Periods for Contractual Change
When a necessary relocation is not explicitly permitted by contract, imposing the change unilaterally creates immediate liability. To execute a required change while mitigating CD risk, the employer must offer the employee the change with a period of advance notice equivalent to the common law reasonable notice (severance) the employee would receive upon termination.
If the employee accepts the relocation after the notice period expires, the new terms are formalized. If the employee rejects the relocation change at the end of the notice period, they are deemed terminated, but the employer has fulfilled its notice obligations by providing the time period required by common law. This strategy converts a high-risk unilateral breach into a controlled, noticed termination event.