#jobsecurity

It's going to be he-l waiting and guessing if my location is closing. I like my job. I've been here for seven years. I hate even the thought of having to look for something else. We might not be the most high volume store, but we're doing well enough. Should I be worried?

Many of us got an email today stating that we are to start evaluating AI responses and tagging cases so that we can give feedback as to why articles are not leading to resolutions.

It is being framed like AI is going to be a tool that helps us do our jobs better. It is very clear that we are training our replacements.

It would be wise for anyone in support to start coming up with a plan b.

Did anyone relocate with only T’s salary sacrificing your spouse’s job? How are your families dealing with this huge change, knowing T’s job is still vulnerable?

So far in 2025, layoffs and discharges total 102,000 in Rhode Island, which is 36% higher than the same period in 2024.

https://usafacts.org/answers/how-many-people-are-laid-off-each-month/state/rhode-island/

New unemployment claims in Washington ticked up last week, according to the U.S. Department of Labor. Initial filings climbed to 6,643 for the week ending Feb. 7, compared with 6,294 the week before.

https://www.msn.com/en-us/money/markets/unemployment-claims-in-washington-increased-last-week/ar-AA1WjUaV

Lowe's announced a mass layoff affecting about 600 corporate and tech workers. Approximately 38% of these job cuts impact the Charlotte region. This includes positions at its Mooresville headquarters and Charlotte Tech Hub. The layoffs represent less than 1% of Lowe's total workforce. Affected employees will receive financial assistance and career transition resources.

https://www.charlotteobserver.com/news/business/article314721015.html

I'm searching for another job, and that helps. Somewhat. Because it's also made me realize just how hard finding one will be. The constant talk about offshoring and AI is starting to panic me. I have a family. A mortgage. Bills that keep climbing. The fear is almost paralyzing. And please don't tell me to just "deal with it." You all know we're hanging by a thread. So, how are you dealing with it?

Nobody talks about how job hunting starts to eat at you after a while. You send out applications and hear nothing, and eventually you start questioning your own abilities. I used to know what I brought to a team. Now I'm not so sure. How do you hold onto your sense of self when the market keeps rejecting you?

Winthrop University changed its food service vendor. This change impacted Sodexo, the previous provider. Sodexo issued a layoff notice for 177 employees. The company cited unforeseeable business circumstances. Chartwells will now provide dining services on campus.

https://www.msn.com/en-us/money/companies/vendor-change-at-local-university-triggers-layoff-notice-for-177-workers/ar-AA1JJOy5?apiversion=v2&noservercache=1&domshim=1&renderwebcomponents=1&wcseo=1&batchservertelemetry=1&noservertelemetry=1

This is exactly what the plan has always been since AI came along.

https://www.wsj.com/lifestyle/careers/ai-knowledge-capture-employees-a69a0e1c

It isn’t whether artificial intelligence is going to replace them. It’s who will control the knowledge that companies capture from their employees.

By: Matthew Call
Feb. 15, 2026 12:00 pm ET

Walk into any corporate office, and you’ll hear the same anxious conversation: Will AI eliminate white-collar jobs?

The optimists insist that new jobs will emerge to replace the ones we lose—after all, it has happened in previous tech revolutions. Pragmatists argue the workforce will simply become more productive with artificial intelligence, creating more value with minimal job cuts. And the pessimists fear entry-level knowledge workers will become obsolete altogether.

But this debate misses a crucial dynamic. Right now, workers are potentially training AI how to make them obsolete. And they often don’t realize it.

The kind of AI used by companies, called an enterprise AI system, can capture everything you do at work and use that information to train itself. These systems can record your interactions within the platform—the prompts you write, the documents you create, the queries you run.

In other words, the company can potentially track—and claim ownership of—every keystroke you make within the system, every idea you document there, every tool you build using that platform. It can identify what approaches worked best, what email language got responses and how you approached those clients. And all that knowledge can become part of the company AI, so it may eventually know, down to increasingly fine details, how you do your job.

Then comes the dangerous part for employees: The AI can pass that information along to anybody else who does your job, or in some cases just do the job itself. Over time, you could become a lot less valuable to your employer—and a lot more replaceable.

This dynamic may fundamentally change the relationship between employer and employee. The stakes are so high and so urgent that both sides are rushing to position (or protect) themselves. Executives are rapidly implementing enterprise AI systems, seeking productivity gains and competitive advantage—and they often aren’t disclosing the implications for job security and privacy. Meanwhile, at least some employees are secretly adopting personal AI tools, sometimes violating corporate policies, so that their employers can’t capture everything they know and do.

Capturing the essence

To understand what’s coming, you need to understand what enterprise AI systems actually are. These are different from the interfaces you use at home. Enterprise AI systems are platforms that integrate directly into corporate workflows—think of Microsoft Copilot embedded in Word, Excel and Outlook, or Salesforce’s Einstein AI woven into customer-relationship management. These systems sit inside the tools where you already work. And they can potentially capture much of your work within the platform, learning from many interactions, and embedding that knowledge into company-owned infrastructure.

What once lived only in employees’ heads, built through years of experience and hard-won expertise, is increasingly being institutionalized in real time. When you leave, at least some of your knowledge stays behind, embedded in systems that will be used by the AI and by your replacement (if a replacement is needed at all).

Imagine that you’re a senior software engineer debugging a system crash. You run a bunch of tests to figure out the problem, and when you discover the solution isn’t in the documentation, you develop a novel workaround. You share the solution with the company, obviously, but the expertise and techniques that you brought to the problem were all yours, in a fundamental way. You figured out the workaround because of what you know and how you work.

That is the way things used to be, anyway. When you do your work through enterprise AI, though, the system doesn’t just record your solution. It can capture your problem-solving approach: which questions you asked first, how you refined the search when initial attempts failed, potentially even the logical steps that led you from symptom to cause. The next time junior engineers face a similar crash, the system may be able to guide them through elements of the methodology you used.

You haven’t lost your expertise. But now the employer also has access to key aspects of that expertise, in a form it controls and can deploy to other employees without you. It has a partial blueprint for how you think, and some of the knowledge that once made you indispensable is now a reproducible company asset.

Making it personal

These revolutionary changes seem to put workers in a tight spot. But I believe employees have an alternative—one that isn’t easy, but could help move the power dynamic back in their favor. Specifically: Employees should consider avoiding their company AI systems when possible and use personal AI tools like ChatGPT, Claude, Gemini, Copilot or dozens of others.

These tools operate on completely different terms than enterprise AI. You access them directly. You own your prompts, your workflows, your customizations. The knowledge you create stays with you. Most critically, when you walk out the door, your AI-enhanced capabilities walk with you.

Maybe you’re required to use your company’s enterprise AI for client work. But all the strategic thinking you do before engaging with clients? Develop that using personal AI tools.

I spoke with a regional vice president at an energy company who does exactly that: He uses his firm’s enterprise system for required compliance and documentation, but develops new analytical approaches and tests complex decisions in personal AI tools. The novel insights stay his.

What can be done?

Using personal AI tools is just the first step employees should take, however. To really change the power dynamic, they can act on other fronts.

• Negotiate upfront. When joining a company, people should treat access to AI tools like intellectual-property ownership. Most employment agreements cover IP created on the job, but employees should dig further into a company’s policies before signing on: What gets captured through enterprise AI? How long is that data retained? Can you use personal AI tools for skill development? Can you request deletion of your contributions if you leave?

Most companies haven’t thought through these questions yet, which means there is room to establish reasonable boundaries before you’re locked in.

• Support collective action. Individual opt-out of AI is often impossible, so unions and professional associations need to pay attention. With collective bargaining, workers could demand transparency about the use of enterprise AI and demand fair compensation for the knowledge it gathers. Without collective power, individual employees will keep clicking “accept” on agreements that restructure their jobs simply because they have no alternative.

Concerted employee action may start to change the AI calculus. Employers may find that enterprise AI systems do capture knowledge, but at a steep cost: They may drive away the most talented employees, ones who realize they can build more valuable, portable capabilities with personal tools.

AI is breaking the traditional model of employment in real time faster than anyone realizes. The companies and employees who understand these dynamics will position themselves to capture AI’s benefits. Those who don’t may find themselves on the losing side of the biggest workplace shift in a generation.

{Matthew Call is an associate professor in the department of management at Texas A&M University’s Mays Business School.}

This place is done. It's not a question of whether you'll get cut anymore, it's just a matter of when. Best advice: start looking now while you're still employed and can be picky.

I'm terrified of losing my job. I've been trying to find something else, anything, just in case, but the market is dead. Every email notification makes my heart stop. This is going to be a brutal month.

Forcing employees to worry about their jobs nonstop is a perfect way to destroy morale and crater productivity. You can see it playing out in real time.

I see so many posts from people wanting to leave for somewhere "safe." Hate to break it to you, but that place doesn't exist anymore. Everyone's laying off. If you hate it here for other reasons, yeah, go find something better. But if it's just about layoff fears, you're probably gonna be disappointed wherever you end up.

It's every day it is something! They are fully aware it needs to be fixed. It effects our Metrics when we lose calls or can't run a wizard due to the pink banner we all get!

Is it too much to ask for a few weeks without layoff rumors? As soon as one round ends, the next one starts getting whispered about. I'm so tired of never being able to let my guard down.

Colour me red! More layoffs this month! Send us all on the dole

Centene is navigating significant financial pressures heading into 2026, including a massive $6.6 billion loss in 2025 and projected 20% increases in 2026 ACA premium costs, which have driven ongoing restructuring and, for 2026, an environment of continued instability and potential, ongoing, or expected job reductions rather than a single, massive 2026 announcement.

Continued Instability: Following 2023's 2,000-job reduction, employees have reported ongoing, major layoffs and restructuring as of early 2026.

Financial Pressures: Centene reported a $1.1 billion loss for the fourth quarter of 2025, with a $6.6 billion loss for the full year 2025.

Market Challenges: The company is managing lower-than-expected enrollment in ACA plans, significant hits to Medicare Advantage revenue, and rising Medicaid costs.

Expected Trends: Analysts and reports suggest potential further cuts as the company attempts to stabilize after facing immense pressures on Medicaid and marketplace plans.

Although a specific "2026 headline" of X,X-X jobs has not been announced as of early 2026, the company is actively undergoing restructuring to manage significant losses, according to reports in early 2026.

Let's put some consideration to this considering that a lot of jobs will be going overseas. It's a last attempt at keeping some of the roles stateside.

Pennsylvania ranks third nationally for layoff notices this year. Approximately 4,000 workers in the state have received notices for 2026. Amazon Fresh is cutting 983 jobs by closing six Philadelphia-area stores. The GIANT supermarket chain also plans to eliminate about 500 jobs. Economists view these notices as a signal, but not a complete economic picture.

https://www.newsfromthestates.com/article/amid-mixed-employment-news-nation-pennsylvania-third-country-layoff-notices

Cargill will close its Milwaukee ground beef facility. This decision impacts 221 employees. The plant will wind down production in April and fully close in May. Local organizations are mobilizing to support the displaced workers. Jobs Work MKE and Employ Milwaukee are offering free career workshops.

https://www.tmj4.com/news/milwaukee-county/cargill-layoffs-prompt-milwaukee-workforce-organizations-to-mobilize-support-for-221-workers

Does anyone know the logic behind who was determined to be JE’d?

Unless they spring some nasty surprise at the last moment. I don't even like my job, but I'm still relieved. I'm juggling so much in life right now that losing this job would probably bring it all crashing down. I imagine most of you are in the same position. What I really hate is that we've been brought to this, fighting tooth and nail for a job we'd gladly ditch for something better. There don't seem to be many better ones these days.

But younger people should definitely not waste any more of their time. There's no future at this company, and even if there were, all of you could do better somewhere else.

did anyone see it? Someone asked about job cuts, and he said we are 74 management employees over right now which is 2%, but our normal churn is 3% (people leaving on their own), so he doesn't expect any cuts this year.

His words not mine. Just curious with everyone posting rumors of huge layoffs coming this month, when is that going to happen because Bill says it isn't. I also asked my VP, and he said he hasn't heard anything about a layoff. He's told me about one every time way in advance when somethings up. According to him they are very pleased with financials, and we expect to be in the black by end of the year with customer acquisition and profits.

Everyone is leaving. Everyone! Get your resume ready! Get away now!

Are they safe?

I would really like to have a weekend or two without dreading the next week. Why not just tell us, ffs? This scrambling for scraps of information is its own kind of torture.

She said she was implemented AI into her workflows… oh really? Give me 1 example of how you’re doing this

Also, I like how Mike avoided the question about AI taking jobs. He refused to specifically say if AI would or would not take jobs

I wake up every day thinking if I will lose my job today. Not how I can service clients. And did she just say everyone will get raises and they will be good? Who is everyone? And in July?

A total of 203 workers will be laid off at DHL Supply Chain’s IKEA fulfillment center in Lakeland. The company submitted a WARN notice on February 9, and job cuts are expected to start April 13.

https://www.yahoo.com/news/articles/dhl-close-lakeland-facility-cutting-222236800.html

The Corpus Christi Army Depot faces potential job reductions. Thousands of jobs are at risk due to military shifts in aircraft maintenance. The depot contributes over $1.6 billion annually to the regional economy. Local businesses and schools anticipate significant negative impacts from these cuts. Community leaders hope these vital jobs will be protected.

https://www.kristv.com/news/local-news/in-your-neighborhood/corpus-christi/flour-bluff/corpus-christi-army-depot-job-cuts-could-impact-hundreds-as-military-shifts-aircraft-maintenance

There is 150 million left in the plan for right sizing the company, that's roughly 1500 jobs

Will this happen before end of financial year ?

PeaceHealth announced the elimination of 94 positions across its system. These layoffs include 26 roles in Bellingham, Washington. The affected jobs range from hospice care to cancer research. The health system cited financial challenges for the decision. These changes are effective starting April 12.

https://www.cascadiadaily.com/2026/feb/11/peacehealth-to-eliminate-94-positions-system-wide-including-26-jobs-in-bellingham/

https://www.mlive.com/news/ann-arbor/2026/02/new-exclusive-golf-course-could-open-southwest-of-ann-arbor.html

For active layoffs happening now, it’s probably too late. For others, how do you survive at a company like Nike for more than a decade? What tips or tricks do you have?

I've been in a role as administrative support the past 5 years and feel as though my days may be numbered. I've tried applying out but I've heard that any administrative clerks and support are stuck. I've applied for about 20 different positions over the last year and have been with the company 10 years with a solid resume. No interviews at all. I am worried my role is not significant enough for them and would not be surprised if they RIFd me. Has anyone else experienced this feeling like you're being blocked?

Is it weird that I'd like to be laid off? I am burnt out and was thinking of quitting anyway.
What can I do to get laid off while they still offer severance?

Target is implementing significant job reductions across its operations. The company plans to eliminate 107 positions as part of these layoffs. These specific job cuts will impact employees located in New Jersey. This move is occurring amid a broader series of layoffs being carried out by the retail giant. The headline does not specify particular cities within New Jersey affected by these job losses.

https://njbiz.com/target-layoffs-new-jersey-107-jobs/

Washington state experienced a significant number of job layoffs during January. The state ranked third nationally for the highest volume of these workforce reductions. The technology sector was particularly hard hit by these job cuts across the state. This indicates a challenging start to the year for employment within the region. No specific companies were named as the headline points to a broader industry trend.

https://www.khq.com/news/washington-ranks-3rd-in-u-s-for-january-job-layoffs-tech-hit-hard/article_68ea874d-909f-48c5-a777-dab0c6d879c5.html