#layoffs

A multibillion-dollar federal delivery contract awarded to FedEx coincided with a sharp rise in the company’s use of foreign workers, even as it carried out large-scale layoffs of U.S. employees across multiple states.

https://finance.yahoo.com/news/fedex-wins-2-2b-federal-180028951.html

I was ISP’d at the end of August as part of ER. If you’re one of us have you received your severance payment? I have not and have emailed HR Help three times and have not heard back from them.

I was talking to a Sr Director(He knew of the Nov layoff several months in advance) and he hinted that another org wide layoff is planned already and that dates are not confirmed. Could it be March 2026 like the last time?

Very fishy especially the linkedin posts from India about their annual/quarterly awards, posts about completing 6 months, 1 year, 1.5 years in TU. Seems extremely forced and artificial.

I know there was a HR level meeting when the glassdoor points dropped to 3.6 after the recent layoffs. I also heard that offer letter rejection rate is quite high recently. So, I guess the recent linkedin posts and glassdoor reviews are a damage control?

Allegedly there is going to be a MAJOR executive shakeup next year. This comes from a very good source. Store closures, executive shakeup,!reduced budgets, declining sales, get out now!! While you can!

Happy Holidays!

And looking to 2026.

Have the traditional Christmas layoffs started yet?

When are we closed on World Payments?

When is the next layoff?

None of us small folks needed this deal.

https://www.djournal.com/news/business/cadence-bank-layoffs-begin-company-maintains-it-is-committed-to-tupelo/article_05b780fe-6373-4bb7-a31e-c9da3b8be5f3.html

Yes, I’m that old. And it hasn’t been fun going through all the stages of things falling apart, only to reach a point where I can’t wait to cut ties. I hope that during the next wave someone notices that I’m over 50, therefore a zombie by current corporate standards, and finally puts me out of my misery. I’m not leaving without severance. I’ve earned it many times over the years.

Divergence -

The U.S. economy, and the stock market; specifically the (AI) trade.

Paradox - AI (Valuations), and (Extreme) volatility; in the stock market.

Recent U.S. economic, and stock market observation(s) over the past week -

The AI trade is back (for now) after reporting from Micron (MU).

AI trade valuation(s) are (trying to make a run back) to the NASDAQ high on 10/29/25 whether justified (or not).

The U.S. economy is (still) moving towards a potential Major Recession in 2026.

The Unemployment rate has reached its' highest level since October 2021 with Corporate layoffs to resume Q1 2026 with claims following.

Q1 2026 is (currently) scheduled to have Major Downsizing in the Corporate world especially in the Technology sector.

ISM manufacturing, otherwise known as PMI; has been down for (9) consecutive month's; since Trump tariffs were enacted.

Finally, November Core CPI (Inflation) came in at 2.7% but was missing data from October due to the U.S. Government shutdown.

Inflation (actually) rose month-to-month.

Canon's declining market share and toxic corporate culture isn't just in the US. China is no different! The Zhuhai and Zhongshan factories have closed. Canon China sales company is laying off employees every year. the CEO and the Japanese managers are very much into the a-s-kissing culture. This This Retired managers continue to be promoted, middle level cadres are laid off as much as possible, and younger employees are bullied. This is the worst company I have ever seen.

Any layoffs planned for ISRM?

Everything has been mismanaged so badly over the past couple of years that it would take some kind of radical jumpstart, driven by an exceptionally creative and courageous group of people, to propel us upward. And we all know that isn’t going to happen. I survived all the layoffs only to watch a steady decline and neglect of everything that actually matters - how people are treated, retention of talent, development of ideas, attention to creativity and detail, and motivation built on real stakes. Sure, the business may limp along, maybe even grow sales from time to time, but we’ve turned into a run-of-the-mill corporation peddling products. At some point, the question of why we even exist will answer itself.

Will AI replace IT first? Numerous IT professionals in my office express skepticism, claiming that AI is not as effective as it is said to be. I have utilized AI to resolve various IT issues/challenges.

My bonus was negligible compared to what it could’ve been. The primary reason was “limited impact”. This comes as a shock. I can only guess they hoping I voluntarily leave so they don’t have to pay severance.

Then why make the employees miserable rather them treating them as assets. This shows we have money, just not to spend on employees welfare and salaries.

https://www.bloomberg.com/news/articles/2025-12-09/exxon-boosts-2030-cash-flow-forecasts-on-permian-guyana-lng?srnd=undefined&sref=NqTCpwwa

Deep cuts need to happen in tech even though that won’t fix sales.
The problem is that any survivors will have no motivation to work if the same tech leadership is in place. AC, ES (all vp down to sr managers and in some cases managers. None of them talk to each other and no root cause tech issues are ever fixed.
Truly weak leaders that micro manage or are completely checked out and no, a manager 101 course will not fix that.

Does anyone know current employee headcount? Is there a number they're trying to reach with layoffs?

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?

We were told today that our rep of 20 years of working at Verizon was let go. What type of bull sh-t is this? I would expect this from SeaWorld but not a company like Verizon.

Are we winning son?

All of GT may be a dumpster fire, but CP&I somehow manages to be the main attraction. At this point, logic has officially resigned. JS’s directs and their teams are sprinting in every possible direction like headless chickens, enthusiastically throwing work at the wall with zero business alignment and even less clarity.

My engineering manager now treats strategy like a daily horoscope - every morning comes with a brand-new “priority,” allegedly inspired by whatever whim floated down from JS overnight. Meanwhile, CP&I is aggressively hiring engineers for teams where absolutely nothing is happening… while simultaneously loaning people out to PLM because, surprise, that’s where the work is.

In a truly impressive feat of leadership gymnastics, JS laid off all contractors, declared a noble shift to a 100% FTE “engineering excellence” model, and then - plot twist - brought in external vendors to help with engineering development. One can only marvel at the cost of this enlightenment.

As for ITC, it’s probably best described as a very expensive travel club. A leadership group of about ten makes frequent pilgrimages there, producing no visible outcomes except invoices. Rough estimate: ~$200K burned for vibes and frequent-flyer miles.

All in all, CP&I remains a fascinating social experiment. With VA now inheriting Technology, I’m genuinely curious to see whether this saga ends in transformation… or just a bigger, better-funded mess.

Layoff notices are being issued to Cadence Bank staff. The job reductions stem from Huntington Bank's recent acquisition. Huntington Bank described the cuts as part of a merger integration. Huntington pledged to maintain operations in Tupelo, Mississippi. More job reductions are anticipated, though Huntington aims to restore positions by 2028.

https://www.djournal.com/news/business/cadence-bank-layoffs-begin-company-maintains-it-is-committed-to-tupelo/article_05b780fe-6373-4bb7-a31e-c9da3b8be5f3.html

Last day is today, every single person I have spoken to has asked me for something. “Hey where do I get this?” “What happens if I see this error?” “Where is the code for this process?”

If you need those questioned to be answered, then you were saved for the wrong reason. You’ll be next.

After the several rounds of layoffs and Intel using performance management to reach their final HC:

If you get put on a PIP, consider it a paid interview process… don’t even bother with burning yourself out at a company who is trying to wear out good employees.

The pay used to make the tradeoffs worth it, but weak raises ki-led that, advancement paths are basically closed, and attrition keeps accelerating, which just means more work dumped on fewer people. At this point, believing there’s a bright future here feels less like optimism and more like choosing not to see what’s right in front of us.

11/19/2025 EEOC Releases New and Updated Educational Materials on National Origin Discrimination

https://www.eeoc.gov/newsroom/eeoc-releases-new-and-updated-educational-materials-national-origin-discrimination

'Project Firewall' is an enforcement initiative launched in Sept 2025, led by the DOL in partnership with the EEOC, DOJ, and USCIS. Its primary objective is to protect the rights, wages, and job opportunities of American workers by ensuring they are prioritized for highly skilled roles and by holding employers accountable for H-1B visa program abuses.

Within this project, the EEOC’s specific role is to rigorously enforce Title VII of the Civil Rights Act against "anti-American" national origin discrimination. The agency investigates and litigates cases where employers illegally favor foreign visa holders over qualified U.S. citizens, rejecting common business excuses—such as lower labor costs or stereotypes about work ethic—as valid defenses for discriminatory hiring or termination practices.

Federal agencies look for the following red flags that may trigger a formal investigation:

1. Recruitment & Advertising Red Flags
   • Restrictive Job Language: Postings that use phrases like "H-1B preferred," "H-1B only," or "Ideal for OPT/CPT students."
   • Burdensome Application Steps: Requiring U.S. applicants to undergo more rigorous testing, longer interview processes, or more documentation than H-1B candidates (often seen during the PERM labor certification process).
   • Third-Party Vendor Practices: The EEOC warns that using staffing agencies or vendors that exclusively supply foreign visa holders is a red flag for the hiring company.

2. Retention & Termination Red Flags
   • Unequal "Bench" Treatment: Terminating American workers who are between projects (on the bench) while retaining visa holders in the same status.
   • Sudden U.S. Staff Layoffs: A spike in U.S. worker terminations followed immediately by petitions for new H-1B visas in similar roles.
   • The 90-Day Rule: Displacing a U.S. worker within 90 days (before or after) of filing an H-1B petition for a similar position.

3. Operational & Compensation Red Flags
   • Wage Disparities: Paying visa guest workers significantly less than similarly situated American workers, which the EEOC views as evidence of a preference for "lower labor costs" over merit.
   • Worksite Inconsistencies: Moving H-1B workers to unlisted client sites or roles not described in their Labor Condition Application (LCA).
   • Stereotype-Based Rationales: Internal communications or manager statements suggesting that foreign workers have a "better work ethic" or are "more productive" than Americans.

4. Systemic Indicators
   • Data Anomalies: Significant statistical differences between the percentage of qualified U.S. applicants in the local labor market and the percentage actually hired by the company.
   • Whistleblower Reports: Increased weight is given to reports from current employees regarding "unwelcome remarks" or conduct that suggests a hostile environment for U.S. citizens.

References:
• EEOC Technical Assistance Document: "Discrimination Against American Workers Is Against the Law" (November 19, 2025).
• Department of Labor (DOL) News Release: "US Department of Labor launches Project Firewall to protect America's highly skilled workforce" (September 19, 2025).
• Joint Agency Press Release: "DOL–EEOC Partnership Expands Coordinated Enforcement on National Origin Discrimination Under 'Project Firewall'" (November 24, 2025).

Someone on my team left and took a pay cut, which honestly surprised me. The work here isn’t terrible, the pay’s fine, and the people are decent. I get the anxiety around layoffs, but I didn’t realize it was pushing people that far.

Confirmed massive layoffs happening after the new year. Up to 40% of collab, 25% of sales, 50% of security and 20% of data center will be notified between January 7th - 10th.
G2 quote from All hands meeting: "We must capitalize on growth areas going into Q1 and Q2 26, unfortunately radical measures must be taken to accomplish our business goals with the emerging use of AI. It is not easy to make this decision, but we must let people go"

Managers have warned us to start looking for other positions.
Hardest hit will be engineers on Webex & Contact centre

Sanford, St. Mary’s, Cordele, Tulsa, and several other locations will be closing in 2026 permanently. In the meanwhile, the company is describing the new "market stores" as a new concept that'll help Belk just like the outlet talks of a few years back lol.

Looks like the next few months are going to be a slow-motion collapse. Leadership might bail, CSG will keep bleeding out, and the AI server sugar high won’t last. When the bubble pops, the stock could crater below 70. RevOps won’t save us, and the new tool launching in May might just choke what’s left of the org. Meanwhile, certain leaders will keep shouting confidence while everything burns behind them.

As you know, many of us in the Symantec and Carbon Black divisions are in a resting-and-vesting mindset. We don’t care whether the division performs well; we only care about the RSUs going into our pockets.

Either you are delusional or clueless about what to do with our division, but please keep us and continue granting us more RSUs.

Some received emails that today will be their last day, no severance.....

Looks like next year will kick off with the merging of BFS into AFO. This is aligning with the one title tech as mapped out earlier. As a previous DT I hate to hear this because AFO does not treat people well. If I was a DT still I would move to construction asap. Otherwise be prepared for a lot of residential work and a whole new set of guidelines you will NOT like.

Has anyone heard anything about Q1 layoffs?

January layoffs will be massive. Especially in GD where expected cuts in workforce will be between 20 to 30% from each teams. Mostly ranging from A2 to AVP level.

Will they really let people go 2 days before Christmas?

Spirit Airlines has rescinded its plans for temporary layoffs, meaning these job cuts will no longer proceed. The airline had previously announced its intention to implement temporary staffing reductions. This reversal means that employees who were facing these temporary job losses will now retain their positions. Spirit Airlines is the company directly affected by this decision. The rescinded layoffs were specifically planned for its operations in New York City.

https://pix11.com/news/local-news/queens/spirit-airlines-to-temporarily-layoff-hundreds-in-nyc/