#layoffs

Stock is down almost every single day. No purchase by our preeminent CEO. He sunk the ship, torpedoed the stock, sent us to Infinity, the company is suffering under him. I think an activist should get involved to save us. Mike should go.

What does this mean for the future of the company ? Down 11% YoY is a lot, and missed analysts forecast of $3.5bn.

Should we expect layoffs? And where would those occur ?

NOV always claims their 'Workforce is Like Family.' Then, when they hit a bump-in-the-road, family is slashed down to the bone, meanwhile, upper management still gets their bonuses.

Are you looking for an exciting opportunity to manage workforce transitions and offshore operations? We are seeking a candidate to join our operations to assist with local workforce reductions and restructuring initiatives.

Job Requirements:

• Comfortable working in a fast-paced environment to recklessly reduce headcount
• Ability to follow directives (be a Yes-man) and execute strategy without reservation (don't ask questions).
• Extensive experience in minimizing FTE value while promoting offshore and H-1B talent.
  • Familiar with AI. We've been claiming there we know AI just secure our position in the company but now the lies have caught up to us and we need someone that really knows it so we take credit from you.

Perks:

• Exemption from Return-to-Office (RTO) policy.
• Work from home and spy on employees.
• Opportunity to lead workforce management strategies (degrade employees to force them to quit).
  • High potential bonuses - the more workers terminated, the bigger the payout.

You won’t believe the tea DV was always spilling! He kept going on and on about how everyone who came over from USAA got that sweet LTIP I mean, literally down to the assistants who transferred in. Like, he made it sound like the ultimate selling point, the big perk that sealed the deal.
And don’t get me started on KS /DV she was all about bringing in her people to push out the NM crew, basically stirring up all this fear to clear house. It’s been two whole years of them making up their own rules and just lining their pockets. I heard only one is left now… what a total joke!

If we hadn’t wasted so much time talking about AI, he could have actually covered the important points he ran out of time for.

And another thing , why are people in here celebrating someone getting fired? Sampath! That says a lot about your character.

Paying 100% STI was the bare minimum. Anything less would have been flat out disrespectful after laying off 15,000 people.

At this point, just let AI write my year end performance review.

Despite 14 billion in profits in the last year. Its not out of the question for the stock to go to low 200s. Nothing matters to this company other than 1. Stock price 2. shareholders.
Hard work does not get rewarded along with all the extra hours you put in. Do the bare minimum like Peter in office space, you will get same results. A layoff, oh and sc--w that little dork Sandork Di--oani Mr 100x

Anyone notice that some teams are getting cash incentives instead of a trip? Think it's because those groups won't be around long enough to go on a trip

Yes, a 15% drop in stock price following a missed key metric combined with management downplaying the situation is generally cause for serious concern.
While downplaying bad news is a common tactic to prevent panic, it often indicates a potential disconnect between leadership and market reality, or an attempt to mask fundamental issues.
Here is a breakdown of why this scenario warrants concern and how to evaluate it:

1. Reasons for High Concern
   Significant Underperformance: A 15% drop indicates that the market views the missed metric as a major issue, likely a breach of trust or a sign of structural problems rather than a minor blip.
   Disconnection from Reality: When management "plays down" or dismisses significant negative news, it can be a sign that they are not taking the necessary corrective actions, or are trying to protect their own reputations/compensation.
   "Kitchen Sink" Warning: Executives may downplay a miss, but if that miss is accompanied by a downward revision of future guidance (a "kitchen sink" report), it indicates the company expects the pain to continue.
   High-Risk Signal: Stocks that miss earnings expectations often see continued weakness, averaging a further decline of 8.4% over the following four months, suggesting the initial 15% drop might not be the bottom.

2. When to Be Extra Concerned (Red Flags)
   Misleading Communication: If management fails to explain the root cause of the miss, or blames external factors entirely while ignoring internal failures.
   Reduced Transparency: If the company suddenly stops providing guidance or becomes less transparent about future performance.
   Insider Selling: If executives are selling their own shares while telling shareholders everything is fine.
   Loss of Talent: If the performance issues are causing high-value employees to leave.

3. What to Do Next (Investor Actions)
   Re-evaluate the Investment Thesis: Ask: "Did I buy this stock for growth, and is that growth still happening?" If the core reason for owning the stock is broken, you may need to exit.
   Check Cash Flow and Debt: A company can survive a bad quarter, but not if it has high debt and low cash.
   Look for Alternatives: If you sell, is there another company in the same sector with better management that is not experiencing these problems?
   Consider Tax-Loss Harvesting: If you are holding a significant loss, it might be an opportunity to sell and use the loss for tax benefits.

Summary: A 15% drop is a massive signal from the market. While not always a reason to immediately sell, it demands a thorough review of the company's fundamentals and a critical questioning of management's narrative.

Any layoffs in finance coming up?

https://dolpublicdocumentlibrary.ct.gov/CsblrCategory?prefix=%2Frapid_response%2Fwarn_documents

I keep hearing that O&I will be getting more work done by outsourcing companies which likely means less hiring. Does that mean more layoffs?
Anyone has any information?

WARN notice posted for Connecticut yesterday. Do you think all of those people were already notified?

This company answers to shareholders who want massive profits. You are just the means to get there and if you are in the way they remove you. It’s how companies that are publicly traded operate. If stock prices go down, they cut people. And in this case, replace with cheaper labor. Nothing and no one is going to change this. Hard facts.

https://www.sdxcentral.com/news/verizon-job-cuts-continue-warns-noncore-operations-could-be-next/

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?

Has the government done any analysis on the potential impact of AI-related layoffs with its rapid advancement over the next 5 years? I’m guessing around 75% of H1Bs may not be needed. When will the emphasis shift toward prioritizing US citizens and Permanent Residents?

I understand the TA is nearly identical to what wireline west, sw, and se got, but havnt seen the details of the sbc/ameritech tentative agreement they reached over a week ago. Can anyone share? I’ve read a 5% raise up front (4/11/26) pension band increases 1% year over year, 4 year agreement, kept article 26, mlk day off, and am i understanding no layoffs for the duration as well?

ITC does nothing because there is nothing for them to do. We’re asleep.. No tech skills and no value. Fire all resilience and GT support managers. Let the vendors do the work. Put money into marketing and design. Quit pretending like tech is adding value.
Tech support managers are the worst. Micro managers with low iq. Our teams give zero sh--s due to the embarrassment of working for these clowns.

For every one part time hire belk is loosing five part time associates

For every one full time hire belk is loosing three full time associate/key holder/lead

For every one manager hire belk is loosing two managers

Is the company interested in trying to keep any District Managers that might want to take a demotion to Store Manager? This would allow the company to keep experienced people and get rid of less qualified people, no?

I am just wondering if the fact that DMs will be laid off, if that means that store managers will get fired to make room for DMs who want to stay as SMs.

Minute Maid informed UFCW Local 175 about layoffs in Peterborough. Initially, 38 employees faced job loss. UFCW Local 175 negotiated fewer permanent job losses. Only six workers were permanently affected. The other 32 employees will continue full-time work elsewhere.

https://www.globenewswire.com/news-release/2026/02/02/3230060/0/en/Union-works-to-reduce-number-of-permanent-layoffs-at-Minute-Maid-to-six-instead-of-the-previously-estimated-38.html

Mississauga, Ontario

Real talk: I don’t think Verizon is dropping another layoff bo-b.

They already swung the axe HARD, 13,000+ gone late last year. That was the ugly, one-and-done purge to stop the bleeding and buy themselves breathing room. New CEO basically said “yeah we’re still watching every dollar,” but the massive headcount reset? I am pretty sure that chapter’s closed.

Right now it feels more like cleanup and reinvest mode: patching up the customer service dumpster fire, letting AI chew through the old clunky processes instead of hiring more bodies, trying not to lose any more phone subs to T-Mobile.

If they turn around and do round 2 this soon it’d look panicked, tank morale even harder, and Wall St would eat them alive. I would bet they try to ride this leaner crew for at least the next year unless the wheels completely fall off.

For once I am actually feeling cautiously optimistic. Maybe the worst really is over. 🤞

Heard anything more about this?

Someone mentioned there were gonna be Level 3 & 4 layoffs. What happened to this rumor?

Looks like some prominent people are out

Anyone else get the vibe that layoffs are about to happen?

An ugly, but true reality. It's just a matter of time now. :(

I’ve been looking to make the transition from retail to HQ as I would like to use my degree. The recent layoff have me leery but this might be the perfect time. How are things at HQ (OP and Frisco) currently? Any advice?

Was the mobile app broken intentionally at the same time as the layoff, or was that serendipity?

App Info says Android 10 or better. When try to run on 10, it says OS update required. Guess the guy who was supposed to update the App Info was let go. Or will be shortly.

Many lay offs at the corp office and many in the hospitals.

No choice have to cut hard

Just overheard 2 HR people talking that layoffs are next week.

Does anyone know how long severance pay is? As a UM nurse we have hardly had any cases come through for all markets for over a month now. They said some members may be moved to the California team but they have not asked anyone to apply for CA license.

Got a 15min organizational update from someone that's not my supervisor. I think this is it.

Heard some rumors layoffs happened today. Any validity to that? TAS and mortgage were mentioned.

I’m not here to scare anyone but share what I’ve been told and heard but I was told there’s another RIF coming 2/19.

Many are wondering why the company layoffs are being done incrementally and not all at once or in large batch mode. The answer lies in the incentives the bank receives to operate this way. Let me explain.

What Is SUI?
State Unemployment Insurance (SUI) is a tax employers pay to fund unemployment benefits for workers who lose their jobs through no fault of their own. Every employer pays it — but not at the same rate.

Why the Rate Changes
States use an experience rating system.
This means your employer’s tax rate goes up or down based on how many former employees file unemployment claims.

• More layoffs → more unemployment claims → higher SUI tax rate.
• Fewer layoffs → fewer claims → lower SUI tax rate.

The rate can vary dramatically. In some states, employers with few layoffs pay almost nothing, while employers with heavy layoffs pay 10x or more.

How Layoffs Trigger Higher Costs

When a company lays off employees:

• Those employees file for unemployment.
• The state attributes those claims to the employer.
• The employer’s SUI tax rate increases for the next year (or several years).
• The company pays more per employee going forward.

For large employers, this can mean millions of dollars in additional annual taxes.

Why Companies Try to Avoid “Layoffs”

Because layoffs increase their tax rate, companies have a financial incentive to avoid anything that triggers an unemployment claim. This is why employees often see:

• Sudden performance downgrades
• “Voluntary resignation” pressure
• PIPs used as exit ramps
• RTO mandates that force attrition
• Location changes employees can’t meet
• “Resign or be terminated” conversations
• Severance tied to waiving unemployment claims

These tactics shift the separation from employer‑initiated to employee‑initiated, which avoids unemployment claims and keeps the SUI tax rate low.

Why This Matters
Understanding this system helps employees recognize:

• Why companies push resignations over layoffs
• Why performance ratings suddenly change
• Why severance may be tied to waiving unemployment
• Why “restructuring” is framed as “performance management”
• Why attrition‑by‑policy is cheaper than layoffs

This isn’t about conspiracy — it’s about incentives.
And incentives shape behavior that drives our illustrious culture.