Heard another one in Aug, anyone else heard the rumours??
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@255 what have they done? Nothing. For years nothing worth speaking about. They really need to replace all the leadership and managers over there. It’s been the same folks for way to long and it’s gotten stale with very little to show for accomplishments
@10x Binod
@4x6 this is so true. Speaking from experience, take the severance and go live your life
Remember, everyone unjustly fired have landed on their feet and doing so much better.
@1xz they are not gf employees so they wouldn’t even be called a layoff .
@247 don’t worry the advanced packaging dept leadership will save us!
The market agrees with you.
This place blows.
And so it begins… If your offer comes with a written severance agreement to sign, and you’re 40+, they’re legally required to give you the 21-day window regardless of how the initial conversation is framed. Worth knowing so you don’t feel rushed into signing something you’re actually entitled to take time on. Hope you HR sc-mbags are reading this.
@1q8 we need VPs to make us stronger!! we have more VPs than TSMC, we should be able to beat them!
@1xz tell me you've been watching too much corn without telling me you've been watching too much corn
Lol. The janitronics workers having s*x in the subfabs during the day should be the first cost cutting replaced by another roomba.
@1tv so many people are about to get buttfu---d. But the incompetent leaders in Malta will live to see another day
if I get low performance ranking either in Jan or July, should I be worried?
Anyone have actual info on what's going on, or is this all still rumor mill? Heard from a couple people that a reorg/RIF is coming, curious if anyone's got real details? Timing, which teams/sites, anything concrete. Trying to figure out if I need to be worried or if this is just anxiety spiraling based on the PTO switch + COO getting cut.
@1s8 totally agree..
HR is useless.
What is worse is the whole team is a closed circle that does absolutely nothing. When dealing with real issues, they only provide generic politically correct answers that add no value
@1h4
HR has never added any value to GF. It's an extremely bloated department that should be off-site and outsourced.
It is at exec level? Or working level?
The top is getting way too heavy with all the “officers”, and VPs report to VPs. Just cut some off the top to save the people who are actually contributing
@1jz what is it at?
@1jz the natural attrition is part of the plan. Let people live under the stress of pending RIF for long enough and a percentage will leave on their own. Bonus, no severance payout for natural attrition. It’s pretty disturbing when you consider the things companies are willing to do to people (our “greatest asset”) to save some dollars. It’s just a game though, if you can filter out all the bs about humans mattering at all, I guess it gets easier to play.
Who are they going to layoff? Natural attrition is through the roof and they've replaced no one.
@10x come join the dept. you will see real quick. Iykyk
@1c5 Incompetent HR makes things up and presents them as accomplishments to secure their Job. When will the head of HR be fired? And local HR as well.
@1c5 People layoff in August won't officially separate for 30-90 days depending on level.
The unlimited PTO switch is really about getting vacation liability off the books. Once there's no accrual cap, there's no balance to owe us. But they can't just wipe the existing banked hours; in a lot of states (NY and Vermont included) that's already "earned wages," so GF legally has to cash it out first.
The weird part someone in here flagged is if layoffs hit before the new policy kicks in, people are still under the old system. GF still owes the payout anyway. Doesn't really save them anything. The only thing that makes sense is that these are just two uncoordinated initiatives colliding badly. The PTO change was probably already in motion as its own thing, and the RIF timing is driven by separate stuff (earnings call, cost-cutting push). Nobody synced the sequencing, so it just looks d-mb/contradictory rather than clever.
I'd be surprised if they announce before the cutoff date for PTO. Why make the switch to unlimited to avoid paying out vacation and then layoff before it becomes effective so you end up paying it out anyway?
Then again, this is GF we're talking about...
@1bv each department mean each manager?
confirmed: minimum 1 person from each department.
@18t But many people from India are good at manufacturing semiconductor chip.
If you have any job leads, please post them, thanks.
@10x what do you mean they are the best and know what they are doing!
The good old days are over. This place is basically a global nursing home, with people in India quietly milking the company while working remotely.
Heard from 3 separate people on the inside, with a lot of confidence, that a reorg and layoffs are coming in the next 1-2 weeks. And now there've been a few leaks that back that up, so this isn't just rumors floating around anymore. GF's Q1 2026 financials have a line item called "Structural optimization" That's classic corporate bullsh-t speak for "we're restructuring," and it usually shows up in the books before anyone tells employees officially. When companies gut the top of the org chart like that, it's usually a sign more reorg is coming down the pipeline. Their next earnings call is August 5. That's exactly the kind of moment where companies "coincidentally" announce restructuring. Either on the call itself or in the days right after. This isn't just a vibe anymore. The paper trail and the insider info are pointing the same direction. "Get ready now," not "Wait and see." Just a stranger on the internet so do with that what you will.
Another year, another layoff!!
If you were given low ratings for your mid year good luck to you.
@10n what’s with the leaders in packaging?
The leaders in packaging are the best!
Shouldn’t they do it before the earnings call? So as to boost up the stock price
So what you recommend is- smoke 'em if you got 'em?