#60daynotice

This company has to be one of the worst companies out there. I was let go in October so my 60 day ls notice period ended in December, I’ve worked for wells for over 20 years and I’ve gotten a bonus every year. But nothing this year! This is a low blow even for Wf to take away a bonus for no reason to someone that worked for the company that long.

There have been a few posts or comments saying there will definitely be layoffs next week. Does anyone know the percentage of people being let go? 20 percent? 50? More?

Horizon Blue Cross Blue Shield of New Jersey will lay off 242 employees by April 26. A Worker Adjustment and Retraining Notification filing confirmed this. The cuts slice away nearly 5% of the company's U.S. workforce.

https://wrat.com/2026/02/05/horizon-blue-cross-blue-shield-of-nj-to-cut-242-jobs-by-april-amid-financial-pressures/

How large corporations (purely hypothetically, of course…) elegantly sidestep WARN Act Requirements with the grace of a tax‑optimized ballerina.

Dear Valued Human Capital Unit,

As part of our ongoing commitment to Transparency™, Integrity™, and ***Doing Whatever Minimizes Our Regulatory Exposure™, we’d like to explain how the WARN Act works — and how we, as a forward‑thinking enterprise, heroically avoid triggering it.
“We Value Transparency — Which Is Why We Carefully Avoid Situations That Require It.”
Because nothing says transparency like never triggering a legal obligation to be transparent.

What the WARN Act Actually Says
The WARN Act requires companies to give advance notice before big layoffs:
- Federal WARN: 60 days
- New York WARN: 90 days (because New York likes to go big)

A “mass layoff” is triggered when a company lets go of a certain number of employees in a short window.
In other words:
If we fire too many of you at once, we have to tell you in advance.
And we can’t have that.
“We Care Deeply About Our People.”
Just not enough to notify them 60–90 days in advance.

How Even the Most Admired Companies Gracefully Avoid WARN Requirements

Below is our Strategic Workforce Optimization Playbook™, designed to ensure that no WARN notice ever darkens your inbox.

1. The “Rolling Layoff” Ballet
Why lay off 250 people at once when you can lay off:

• 20 this week
• 20 next week
• 20 the week after (and so on... and so on...)
  Each batch is too small to trigger WARN.
  It’s like slicing a pizza into 64 pieces so you can claim you “barely ate anything.”
  “If We Fire You in Small Enough Groups, It Doesn’t Count.”
  It’s not a mass layoff — it’s a series of unfortunate Tuesdays! :(
  “We Believe in Right‑Sizing.”
  And, just like our P-O-M model, right‑sizing is always easier when done in small, WARN‑free batches.

2. Performance Recalibration™ (formerly known as “forced ratings”)
If we classify your departure as “performance‑related,” it magically stops being a layoff.
This is why your rating went from “Exceeds Expectations” to “Needs Immediate Adult Supervision” overnight.
It’s not personal.
It’s math.
“Your Performance Didn’t Drop — Our Need to Avoid WARN Spiked.”
Funny how that works.

3. Voluntary‑Involuntary Resignation™
We gently encourage you to resign by offering:

• A severance package
• A relocation to a city you’ve never heard of
• A return‑to‑office mandate >1,200 miles from your home
• A performance plan written by someone who’s never met you
  If you resign, it doesn’t count as a layoff.
  If it doesn’t count as a layoff, we don’t owe WARN notice.
  If we don’t owe WARN notice, we can continue “right‑sizing” with stealth‑mode efficiency.
  “We’re Committed to Supporting You… As You Exit the Organization Voluntarily.”
  Voluntary exits = no WARN.
  And we love, love Voluntary Resignations.”
  Especially the ones we engineered. (wink, wink, cha-ching, heart emoji)

4. Attrition‑By‑Policy™
We don’t lay you off.
We simply:

• Close your site
• Move your job offshore
• Change your job title
• Change your job responsibilities
• Change your job location
• Change your job existence
  If you leave because your job evaporated, that’s “voluntary attrition,” not a layoff.
  WARN Act avoided.
  Mission accomplished.

5. The Magical 89‑Day Window
New York WARN triggers at 90 days.
So if we restructure every 89 days, we’re not “avoiding the law.”
We’re “maximizing operational cadence.”
“We Believe in Transparency… After the Fact.”
Usually when your badge stops working.

6. The “We’re Not Laying You Off, We’re Transforming You” Strategy
We don’t eliminate your job.
We digitally liberate it.
If an AI model replaces you, that’s not a layoff.
That’s innovation.
And innovation is exempt from WARN.
(Spiritually, if not legally.)
“AI Isn’t Taking Your Job. We Are. AI Just Makes It Look Cleaner.”
And cheaper. And faster. And WARN‑free.

NOW REMIND US WHY COMPANIES DO THIS

Because WARN notices are:

• Public
• Reported to the state
• Reported to local officials
• Picked up by the media
• Bad for investor optics
• Bad for recruiting
• Bad for executive bonus season

So instead of issuing a WARN notice, we simply:

• Restructure
• Recalibrate
• Rebalance
• Re‑optimize
• Re‑imagine
• Re‑locate
• Re‑assign
• Re‑categorize
• Re‑classify
• Re‑brand layoffs as “career transitions”

Final Message

We hope this clarifies why you will never receive a WARN notice here:
We don’t do layoffs. We Just Make Staying Impossible.”
RTO policy violations, relocations, reorgs, PIPS, terminations of work from home associates — pick your poison.
We do “strategic workforce evolution.”
We evolve our workforce thoughtfully to meet future challenges.
(Translation: We avoided WARN, but you can’t prove it.)
And if that evolution happens to reduce your employment status to “former,” please know:
It’s not you.
It’s the tax code.

Had a 1:1 with my manager and was given a heads-up about another round of layoffs.

Money coming doesn't look very good, so Intel has to do more with less.

My manager doesn't know many details except that it's coming. Too low in the chain to be privileged with more details.

It has been mentioned that layoffs will occur every other Thursday (Off-pay weeks), but someone said it was EVERY Thursday… I guess we will need to wait for later Today to confirm. Has someone been laid off Today in a pay week? Or out of those days?

Strauss Borrelli PLLC is investigating Continental Tire. This concerns a mass layoff in Barnesville, Georgia. Continental notified Georgia of 235 employee layoffs on January 28, 2026. The firm believes the company may have failed WARN Act notice. Employees could receive 60 days of compensation and benefits.

https://straussborrelli.com/2026/02/03/continental-tire-warn-act-investigation/

I was a product manager laid off with no notice. The severance package su-ks. Plus given less than 60 days of pay until I'm officially laid off from company. I think they are trying to get rid of Remote employees.

DLH Solutions announced significant job reductions. The company is laying off 209 employees. This action follows a government contract transition. It marks the sixth mass workforce reduction in Tennessee this year. This is also the fourth such event in Middle Tennessee.

https://www.bizjournals.com/nashville/news/2026/02/02/dlh-solutions-mass-layoff-government-contract.html

Nashville, Tennessee

Strauss Borrelli Investigates Home Depot Layoffs

Strauss Borrelli PLLC is investigating Home Depot following recent layoffs. Home Depot announced nearly 800 job cuts in Georgia. The law firm is pursuing a potential class-action lawsuit. This action follows a WARN Act notice filed on January 28. The WARN Act requires employers to give 60 days' notice before mass layoffs.

https://www.wsbtv.com/news/local/cobb-county/law-firm-investigating-home-depot-after-800-georgia-layoffs-announced/P2X43JRV5JBSPAI247JQKV6FAA/?outputType=amp

Cobb County, Georgia

MercyOne announced additional layoffs in Iowa. Thirty-four employees at MercyOne's Mason City location received notices. These job reductions will take effect on March 17. This represents the third series of MercyOne job cuts recently. Earlier layoffs impacted 40 workers in Ottumwa and 67 in Des Moines.

https://www.kcrg.com/2026/02/02/mercyone-announces-more-layoffs-mason-city/

Cedar Rapids, Iowa

Any insight into how long is it between “pre lay off notice” and formal notice? Currently Not required to work, it’s classified as something like non-working administrative leave. Not required to come in-office. Still have teamworks access, just no systems access. Thx

Is the severance payout on a different schedule than regular payroll?

Two weeks ago I received my normal paycheck. Last week I was paid again—slightly more than usual—which I believe included my PTO payout. This week should have been a regular pay period, but I haven’t received anything.

My 60-day working period ended last week, and I’m now officially on severance. I just want to understand how the payment timing works going forward.

Does anyone have an idea the final count of folks impacted across the entire layoff period (October - Jan)?

Benchmark Electronics will lay off 65 workers. These layoffs will occur in Phoenix. The electronics manufacturer filed a state notice. This notice details affected positions and cut dates. It also explains the reasons for this decision.

https://www.bizjournals.com/phoenix/news/2026/01/28/benchmark-electronics-layoffs.html

Companies are requires to give 60 days notice if they’re going to lay off 50+ people. The only way to get around this is to lay off in smaller numbers or spread layoffs across different locations.

Since the Cigna is doing mass layoffs, it seems likely that more than 50 people will be laid off per location.

So why haven’t we seen any WARN notices?

Wells Fargo has announced another round of layoffs in Iowa, affecting 33 employees at the company's Jordan Creek Campus in West Des Moines, with the changes taking effect on March 20.

https://www.kcci.com/article/wells-fargo-announces-layoffs-at-west-des-moines-campus/70133417

A former Rogue Ales & Spirits employee is suing Oregon Brewing. The lawsuit alleges a violation of the WARN Act. The suit claims Oregon Brewing failed to provide 60-day notice for mass layoffs. Over 300 Rogue employees were laid off in December. The plaintiff seeks class certification, unpaid wages, and benefits.

At least 16 were cut this week. We were given 3 days notice. Most were in content creation in the zyBooks division.

Wiley is circling the drain. Senior managers are incompetent and clinging to ideas that don't work just to save face. Upper management is trying to shoehorn AI into applications where it doesn't make sense. All while the stock is hovering around a 5-year low.

Congrats on crashing the plane into the mountain.

Here it goes again for this company. Layoffs have happened this past week. They say never again and here we go again. More to come in these next six months. That lie about it not happening and it happened.

Out of curiosity I did some AI based research to see how and when a company must account for severence expenses under GAAP, taking into consideration 60 day notice periods, and basically they can incur the expense when they notify you so long as their is little chance of a reversal. additionally. if they have already made their lists for the first part of 2026 (q1/2) and are certain those positions are going away they can take the expense earlier such as in the $612MM hit we took this past quarter. So while severance expenses are expected to be lower by $700MM in 2026, part of the reason they can say that is that layoffs happening in the next few months are already paid for.

Group meeting followed by a touch base meeting informing role will be eliminated. HR executive stated that the company is moving to "A Global HR Model" and that outsourcing of Admin and "transactional" tasks will be taking place by Genpact an overseas outsourcing company. Introducing a new HR System 'Workday" to replace UKG and Cornerstone.

Claim is that it's due to a "Significant operating expenses at national and international functions". Company moving to a "globally standardized system". Something about based off the new operating model group in Austria. Leadership does not have enough information to tell when cuts will begin but will take place in phases with at least a 60 day notice. Jobs being cut from Aug 2026 though March 2027. Estimated 130 HR roles cut (half the dept) all teams affected except internal communications and HR project.

A separation support package will be provided (if they stay on till the end of employment) must be agreed to within 45 days:

• Separation pay calculated on tenure as last day. Those who work a minimum of 12 weeks after the announcement are eligible for an additional 12 weeks.
• If elect COBRA ALDI will pay COBRA fee for 6 months.
• Unused sick time and vacation time will be paid out.
• Career transition services offered for up to 6 months starting 30 days prior to separation date.
• All affected are eligible for rehire.

Decision on who was cut is based on tenure.

I was let go last year along with 200+ people. I considered myself lucky cause at least we got an informal notice ahead of time and that allowed me time to make financial decisions. Last day of work was end of March, followed by 60 days of pay work (all the way to end of May), followed by vacation pay in June and package arrived beginning of July. So lucky, some people experience longer delays. That said, nothing prepared me for how bad the job market is. It's 1000% an employers market. I have a graduate degree, certifications, 15+ years of experience, I stay current with technology (not a dinosaur), I live in the suburbs of major city, etc yet I'm still out there. I am not the only one from my group, some are back to work but took significant pay cuts working for smaller institutions, others are doing odd jobs, others went back to do extra certifications/school, etc. So if there's a strong signal your team will be impacted, I suggest you to start looking and start saving money. It's wild out there, it's as bad or worse than the 2008 crisis. This is not fear mongering! If you have some savings and have stayed many years at citi wait for the package, its good and will give you a buffer but if you don't have a money cushion then don't wait and start looking. I will add, I have kids and no other potential employer has match Citi's health insurance (as expensive as it's) so bear it in mind.

I was impacted by one of the BS pittsburgh layoffs on December 16th. I was told that I would remain an employee through end of December and would then receive an agreement from HR to sign in order to get an extra 60 days pay.

As of 1/13, I still haven't received a box to return my computer and received nothing from HR. According to Voya, I'm still showing as an active employee and can't access any of my retirement funds until I'm terminated. Curious if anyone else laid off in December received their separation items yet. Also curious if anyone would be willing to share contact info for HR. My boss couldn't be bothered to provide me with that basic info when he fired me.

I got my 60 day notice on October 28th.

Paydays were 11/7, 11/21, 12/5, 12/19 and then I got paid a week after on 12/26/2025.

Is it going to start on 1/16?

When will the layoffs start?

Has anyone been rehired after the 60 day period ? Not necessarily in the position you were in before. There were some very good people let go and It would be good to rehire them. Or are the laid off workers untouchable.

Pre-notice arrived today for Raleigh NC Auto. Should receive full notice before end of Feb. 2026 More info to come.

Yes, we have been told anyone and everyone not currently working at an approved KNL will get their letter next week. Under 50 miles you will be expected to report to your new location the 1st week of March. Greater than 50 miles you have 60 days to say yes or no. If you say yes, you have till March 2027 to report. If you say no, you go to the surplus list and expect to be layed off by June 2026.
OP: @ax+1kdxp30g9

Putting this up for visibility.

Yes, more layoffs are coming but not before new year... all signs point to January/February time frame. Its about time they do something about our decline! They should have leaned out a while back but didn't want to pay out people's packages so instead they tried to push people out or change people's job to create a scenario that would allow them to let people go without a cause.

Bumping this for info, the OP is @10d+1kbqefsjs.

Confused on what the last day is if you are apart of the lay offs. I was told the 20th and now it’s the 31st. Which is it?

I got laid off and was wondering if I will have to pay the full amount after the 60 days.

I signed the documents and got confirmation, but haven't heard anything since.

Who is naughty or nice? The layoff list is being checked twice. Hope you’re not on it and stuff!!! Layoffs coming in January!!! Say it ain’t so! And stuff.

Has anyone heard of any layoffs going to be happening in Burlington to get us to all fit? I don't know how there going to fit us all in. What's the word someone had to know something.

The state Department of Labor reported potential layoffs affecting 832 employees at a school bus yard in Mount Vernon and 885 more in Brooklyn.
On October 20, Pride Transportation Services Inc. informed the state of its plans to permanently lay off 1,717 workers at the two sites by the end of October. The notice was made public on December 10.

https://westfaironline.com/courts/mount-vernon-bus-business-signaled-832-layoffs/