#ageism

I was surplused and last day on payroll is 11/6. In the packet, they provide an age discrimination sheet that shows the age of everyone in my organization with the same title. I am, in fact, the oldest.
I am over 50 & located in Dallas. I am a single parent so I need the severance money but I am curious if anyone else filed a lawsuit instead. Was it worth it?

Does anyone know, or has anyone heard, if the recent layoffs mainly involve employees over 40 and / or 50?

What is the benefit for folks who were laid off and are over age 40?

So we got all our severance agreement emails. But a friend got a strange attachment sent along with theirs. It’s a list of job titles, ages, and two other columns saying “selected for layoff” and “not selected for layoff”. It has no names or location. So for example it says “Med Asst Lead” and then an age next to it (ex: 25) and then an x under the “selected” or “not selected” for layoff column… It looks like it was an accident and shouldn’t have been sent to them. But I find it very strange that they included the age but no name or location

Who notices how often this company does stealth layoffs around holidays? They just let a handful of older engineers go.

I am not acusing target of Age Discrimination but want to see what other folks think about this. Based on what we know so far, do you think that age played any role in the layoff selection process? My group was completely spared but being 59 this is one of the things I've been thinking about recently. I believe that age is a category that needs to be reported when mass layoffs are taking place, hopefuly we'll share numbers too. In the meantime, please chime in if you have any info or personal observations.

Ok here are the facts and if you don't care then leave when the push you out. The medical alone is worth 22 to 25k per year exxon's part. The loss of lump sum at 50 years of age is 50 %. So lets say 500k for a 20 year service. So the medical would be 375k for 15 years coverage plus 500k equals 875k$ loss. For those with 30 or 40 years it would be much more of a loss. Those who were piped or nsied at 50 and 51 lost the most and should have consulted a lawyer. I don't know any employees separated during nre ages. At 55 you get medical and 75% of your lump sum. It goes up from there until 60 when you are at full retirement 100%. So now you know the truth about why you beloved supervisor or manager keeps asking when you will leave. There is definitely an increased pressure to get rid of older employees in comparison to years past. I and many others are being forced out and you will too youngsters. Beware the warnings and wisdom of the ones who have lived through this before.

My AVP team just hired from the outside a month ago and just surplused two others (without performance or attendance issues) -- both in Dallas.
Yes... both surplused employees over 50.

Make it make sense!

Fake data generated to show productivity gain from AI to justify layoff of old staff and hiring of low cost new staff . Long way to go before AI is proven reliable

Has anyone noticed how the vast majority of the firings this year have been people over 40? Is anyone still in touch with these people? Wondering if any of them have contacted the EEOC.

Been told that many employees 4-5 years from retirement was shown the doors this week. Some employees recently returned from any kind of leave also told they no longer have a job.
CLU, CLR, and the glass tower.

Greedy Calgary big wigs. What a joke!

Is anyone else feeling vibes from their old and newly hired “younger” coworkers suggesting that they should be retiring soon? Yes I was offered VERP but I’m nowhere near retirement age. Now that I am clearly the oldest person in my group, the atmosphere feels off and it's making me uncomfortable. I’m starting to wonder if I made a mistake not taking it

I was laid off in Greenwood Village, CO. We did not get the heads up notice, they walked us out like we stole something... no chance was given to look for other internal roles... almost veryone laid off was over 50 so pay attention to this. i heard rumors that other groups affected followed the same pattern. the mgmt told us that they were not looking at age when they were selecting people but i do not buy this statement. anyhow, if you are over 50 be careful and plan for the worse and hope for the best.

Has anyone ever successfully sued and won after being Irif'd? Out the 81 people released last week, only 9 were under 40.

I am just curious to see the ages exxon has targeted in the past. I know employees from their 30's to 60's that were piped and forced out. I know several ages 35, 42, 47, 55, 57,58, 62, 64 and 67 years olds. I know none aged 52 to 54 so no NREs. I want to know to expect as I have more than ten years to go.

Lots of layoffs today in US
EU to follow in next few weeks

Mostly affected are 60+ veterans

SAP keeps getting rid of all the seasoned employees because they’re too expensive and wants fresh, young people to fix the company. Problem is, nothing about the way SAP works changed after any layoffs. They just swapped people and called it innovation. And now it's shocking it's not working out.

Wonderful news this morning that the company is announcing a new family building benefit. Although it sounds like a great initiative for young workers for the company, there still lacks any new benefits or appreciation of the older workforce with Enbridge.

Curious about the age of everyone who was recently let go.

Anyone else?
I've read several posts here and elsewhere that Cigna-Evernorth-Express Scripts Layoffs in first and second quarter of 2025 targeted employees with open, active, or recently returned FMLA. I was told job elimination. I was given 2.5 month with LHH but could never get communication from Rep for job postings. Spoke to co-workers in positions I applied that were hiring managers and they never received my application. There also seems to be several people over 40, within months of 20 years, and with high cost health conditions that makes me wonder why such a high percentage of this population seems to have been targeted when same/similar roles and titles of under 40 and without FMLA were not. Can companies access health records to thin the herd?

I have great empathy for victims being let go. Ageism is alive and well. No one will claim to have lost a good job though. You lost a job with high stress, little chance of success, zero training, impossible deadlines, plenty of unhappiness all around. A management team who hates their own jobs and all their subordinates. A kiss a-s culture wrapped in total incompetency.

So true, @gy+1k7g0fqf8. I was let go today, and strangely, I feel relieved. Even with the uncertainty ahead and the sting of being discarded after ten years as if I’m worthless, the overwhelming feeling is one of finally being free of this place.

It’s always the experienced, skilled, and competent people who are shown the door first. Being older only makes it worse. It just proves that no company truly values expertise, hard work, or dedication. If they think they can run things with cheap labor and inexperienced replacements, let them try. We’ll see how far that gets them.

iHeart has begun its annual fall layoffs amid a broader push for profitability, with speculation of hundreds of cuts nationwide. In Los Angeles, KFI 640 AM let go evening host Morris W. O’Kelly minus Mo’Kelly minus his producer Tawala Sharp, imaging director Clay Roe, and Real 92.3’s overnight host Chuck Dizzle. The moves come as KFI’s ratings have softened and the station adapts after leadership changes and newsroom cuts, though KFI still tied for 14th in the market in September.

CEO Bob Pittman’s 2024 compensation drew criticism in the piece, alongside a noted 46 percent staff reduction over 10 years across the company. Separate from the layoffs, a lawsuit filed by former Alt 98.7 morning co host Renae Ravey alleges age discrimination against show host Jeff Fife minus Woody minus which iHeart and Fife have not commented on.

iHeartMedia - Los Angeles CA -

https://www.ocregister.com/2025/10/13/radio-station-layoffs-add-to-the-chill-in-the-autumn-air/

The Age Discrimination in Employment Act (ADEA) is a U.S. federal law that protects individuals who are 40 years of age or older from age-based discrimination in the workplace, covering aspects like hiring, firing, pay, promotions, and other terms of employment. Enforced by the Equal Employment Opportunity Commission (EEOC), the ADEA applies to employers with 20 or more employees, labor organizations, and employment agencies.

Listen up. If you’re looking to get a job with Chevron anywhere, please do not be fooled. Chevron is building their ENGINE facilities in India and has no intention of taking care of their American workers who have built the company.

Hey, I get it… If you need a job, use them to get a job so you can have an income and benefits while you’re looking for another job. Don’t think that they will reward you if you work really hard for the company. That’s not how Chevron operates. Their MO is to use you to produce only until they find someone to do your job cheaper, as evidenced by the recent layoffs. It’s well known that they lay off older workers to cut off their pensions and hire younger workers at lower wages systematically.

Chevron has about $257 billion in assets. Their net profit was 35.465 billion in 2022, 21.369 billion in 2023, 17.661 billion in 2024 and they’re on track for 13.441 billion in 2025. Do you notice the downward trend in profits? That translates into layoffs and offshoring and outsourcing jobs for greater profitability.

Their recent layoffs were particularly brutal for their older workers. People dedicated their lives to the company under the false belief that they would retire with the full pension that they were promised when they started working for them. Your grandfather‘s Chevron is not the current Chevron that exists. As soon as this CEO is done taking his hatchet to Chevron and jumps ship with his golden parachute they will bring in a new CEO with lots of new and bold promises. Don’t fall for it.

Those of us who have been retained at Chevron know that our heads are on the chopping block. We have watched very intelligent, talented, dedicated, and experienced colleagues get laid off via email with the attitude to not let the door hit you in the a$$ on your way out. After 20 years with this company, I was appalled at how they treated my colleague at the end of his career here. No parting words of thanks, no retirement celebration, no words of praise or thanks…a simple kick in the a$$ via email and adios amigo.

PLEASE, if you’re thinking of a career at Chevron, DON’T. If you need a job, use them just long enough to land another job and get out as soon as you can. I’ve done my duty to alert you. If you’re reading this and decide to work for them, when it happens to you, you won’t be able to say that nobody ever told you or that you didn’t see it coming. A word to the wise is sufficient.

So , now we are in Q4. What do you anticipate mgmt doing ? Firing long timers who have been mid year “ almost meets” after many years of no issues ? Does anyone have the law firm that folks in the US have been going to ? I feel like my day is on the horizon.

New data shows 24% of people laid off between ages 50-65 can't find another job.

Those who do? Average 11% pay cut.

Men take 15% hits, women 7%.

The wait is worse: 55-64 year olds spend 26 weeks unemployed vs 19 weeks for younger workers.

Many settle for jobs without benefits, crushing retirement plans.

Half of older workers expect gradual retirement transitions.

Reality? 70% get the full stop treatment.

Save young or work forever. There's no middle ground.

• Source: Center for Retirement Research/Boston College/WSJ

Something to consider -

What this company is doing raises some serious red flags under employment law. When an employer sets rules that only apply to certain groups of employees—for example, requiring people who live within 30 miles of the office to come in while allowing those further away to remain remote—that can amount to disparate treatment or disparate impact discrimination.

Under federal law (Title VII, ADA, ADEA, etc.), employers can’t impose policies that unequally burden one group of employees over another unless they can prove it’s based on a legitimate business necessity and that there’s no less discriminatory alternative. By creating two classes of employees—one penalized for their proximity to the office and another exempt based purely on where they live—the company may be exposing itself to claims of unlawful, unequal treatment.

We have a gasilian CEO's waiting in the wings. We have left enough old people go, why not one more?

Some days I scroll through job postings and it hits me that I’m too old and too tied down to make a move. It’s a strange kind of limbo, wanting out but knowing the odds aren’t in my favor. I should’ve left when I was younger with more options, but hindsight always comes too late.

Hey, forcing people back to push attrition. Using policies that will disproportionately affect older workers and primary caregivers. All while pi----g off in demand people that can leave if they have a chance. What could go wrong? 8 is great.

The writing is on the wall. Pips are getting harder to pass. Employees in thier 40s and 50s are being pushed out. It's a huge toliet bowl that is on constant flush. I along with others are having our work outsourced. Most of the work is going to india and we just review it. We are all being systematically pushed out. All work groups are being gutted. I feel sorry for the new hires that are told the lies about a job for life. They are not told of the constant piping and cutthroat ranking system.
OP: @ag+1k687ancz

This is the gist of it. How it will all play out for regions or orgs, doesn’t really matter.

Speaking from my experience: Ansys is an old giant with employees that have been around since the beginning with no desire to leave. What do these employees do? Not much. These 'experts' have enjoyed a really comfortable job for decades, while blocking the careers of younger talent. A decent paycheck with health insurance keeps a lot of these boomers secure. They are not current with new tech and tools, but still hold power in decisions. If there is anything positive that can come from these layoffs would be a purge of these folk.

Train people in India/Engine.” Translation…”here’s your rope, now, go make your noose and when training is complete we’ll meet you at the gallows to hang you.”

This company and its current CEO has NO MORALS. If you’re fooled by the old days when Chevron was a reputable and excellent company to work for listen up! Us old guys can alert you young guys to the dangers that lie ahead. They will cut you off before your official retirement.

Use Chevron to job hop. If you don’t know what that is, learn on TikTok. Use them just long enough (2 or 3 years) to make starter money and get experience, then use that to land your next best job with higher pay….and do that 2 or three times to get your salary up so you can make really good money during your most productive years. Do this while you’re still young enough to get enough years in at a good company that has a history of allowing people to retire and collect a full pension. Chevron now has a pattern of eliminating the old guys once they’ve properly trained their replacements. I know, I was eliminated in their last round of layoffs and now in this latest round I’m watching really good people get eliminated, while they’re too old in a really bad job market in the US, to get rehired. They did it to me and I never got rehired. Retirement doesn’t look for me anything like I had envisioned. DO NOT believe for ONE SECOND that that pension will be paid out to you for a “full retirement.” It’s a carrot dangling on a stick to keep you hopping. Do not give them your best income-producing years believing in that pension!!!!! It’s as disgusting as a man who divorces his wife after their last child turns 18 so he can avoid paying child-support and only have to pay alimony. This is NO DIFFERENT. Don’t be their bi--h.

If you quit by 35 or 40 you can still get part of your pension and you’re young enough to use your Fortune 500 experience to launch into a company that has a better history of allowing it’s pensioners to retire with dignity. Chevron now has a trend of “restructuring/reorganization” every five years to hire cheaper workers and cut off pensions. If you’re over 50 at Chevron you are “in scope” for elimination. One way or another you will be ELIMINATED just like a cockroach.

Almost every single 40 something CL28 I talk to is being told they have executive potential. DO NOT BELIEVE IT! There will be very few promotions to 29+ especially as the company continues to shrink and offshore jobs to the BTC. The company is luring to you because they need you around a little longer while they ramp up the BTC. It is a LIE to keep you working at ExxonMobil until you are older and have fewer options outside the company. By 2030 the truth will become apparent but by that time it will be too late for you to find another job due to age discrimination. Do not believe their lies and do not delay your exit while you are still young enough to find another job and move on. Even a temporary pay reduction is worth it. In a few years you will be making more especially when considering they are planning below inflation raises for the foreseeable future. #Exxodus

Data the Oracle OWBPA (Older Workers Benefit Protection Act) disclosure reveals a steep increase in the layoff rate beginning at age 60 in the DB group. Here are the percentage of people laid off by age group.

Age Band Pct Laid Off
20-24 4%
25-29 10%
30-34 6%
35-39 11%
40-44 8%
45-49 9%
50-54 10%
55-59 10%
60-64 21%
65-69 26%
70-74 34%

U.S. employees should brace for next week’s layoffs. I advise you to get any files you want to keep off of your computer by printing or emailing. Watch for discrimination among the jobs being eliminated by October 1st. Do not sign any documents at the time of layoff until you see an attorney/labor lawyer. I know many of you that will be laid off likely have grounds for a lawsuit based on ageism, gender (females young and old) retaliation, etc. Hold Cenovus accountable for their massive double standards for male vs female employee, and treatment of such during a company downsizing.

The pattern seems obvious they’re purging older workers and this has spanned multiple years now.

It sure seems like they’re really straddling the legal line regarding age discrimination.

It’s obviously difficult to prove from a legal standpoint, but there are so many stories regarding the pattern it’s hard to not see it.

That’s about as solid proof as you’ll ever get that leadership is brain-dead. No wonder we’re circling the drain.

I am 50+ and facing job search issues like anyone my age in this market after the recent layoffs. The H1b law passing perhaps will stop ageism as new grads wont come cheap as they used to