#layoffs

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Spirit Airlines has rescinded its plans for temporary layoffs, meaning these job cuts will no longer proceed.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/

https://arizonadigitalfreepress.com/wells-fargo-expects-more-job-cuts-will-roll-out-ai-gradually-in-2026/

San Luis Coastal schools have approved substantial budget cuts totaling $5 million. This decision is directly setting the stage for impending layoffs within the district. The educational institution, located in San Luis, California, is facing significant financial restructuring. These budget reductions mean that job positions are at risk of being eliminated. Consequently, employees of San Luis Coastal schools can expect to be affected by these upcoming layoffs.

https://www.kcbx.org/education/2025-12-18/san-luis-coastal-schools-approve-5-million-in-budget-cuts-setting-stage-for-layoffs

I am close to retirement, but constant cuts have made every day feel uncertain. I can’t believe that the final years of my career will be constant stress and anxiety about cuts. Getting through that will be harder than it should, but there ain’t much I can do about it.

Recent layoffs have impacted the workforce, yet Oregon forecasts steady economic growth and a 6% increase in jobs over the next decade.

Knowing the management excellence and expedience, and the fact that there was no real plan beyond merciless cuts, who knows how long it will take for the dust to settle and for there to be even a semblance of an organized workflow. My team is already feeling the pain, and it’s only going to get worse in the coming months. We were stretched thin to begin with. It certainly didn’t help that they somehow managed to get rid of the very people who actually knew what they were doing.

https://techrights.org/n/2025/12/19/Microsoft_Over_120_Billion_Dollars_in_Debt_Prepares_Next_Round_.shtml

2025 was bad for SGL campus. What are y’alls prediction for 2026 Q1?

The 2024 layoff was an absolute cluster. The company basically lost an entire year due to one of the most inept corporate executions I've ever seen. Everything was at a standstill between December 2023, when JD made the layoff announcement, and September 2024, when EH came on board. Now think about a company of this size being at a standstill for a year... there was no way this was going to be a quick turnaround, regardless of what anyone said. Even if the layoffs made sense, their poor execution negated any impact it was supposed to have.

Heard layoff in Bangalore which happened in NOV was targeted NS and particular org???? Same people under the org in US also were impacted.. but severance was decent itseems.. any idea if it's true????

FuelCell Energy Sees Revenue Increase, Cuts Staff

FuelCell Energy announced increased revenue for its fourth quarter. Quarterly revenue rose 12% to $55 million. The company also disclosed significant workforce reductions. The workforce was cut by approximately 28%, totaling 424 employees. These measures aim to reduce costs and focus on core technology. Loc: Danbury, Connecticut

https://hartfordbusiness.com/article/fuelcell-energy-posts-4q-revenue-growth-details-restructuring-and-layoffs-in-annual-report/

Does that ever happen at this company since the leaders have no qualms about it? Or do we have to wait till January to kick off fresh 2026 waves to hit the target?

Red Lobster is laying off less than 200 restaurant-level employees in an effort to streamline operations and set it up for long-term growth.

The “targeted” cuts represent less than 1% of its workforce, the company said in a statement to Restaurant Business.

https://www.restaurantbusinessonline.com/workforce/red-lobster-lays-about-200-restaurant-employees

More to come in following quarters on how to drive efficiencies in tech. Seems of layoffs. What do you think?

To those who are leaving Tomorrow, may God iluminate your new path and help find success on your new endevours.
To those who get to stay.... May you have peaceful and joyful holidays. Please leave this board for now ......Come back in about two/three months......

Yesterday, leadership stated that individual contributors will remain the primary model moving forward, and the entire organizational hierarchy is under review. There's talk from the C-suite about increasing the number of doors per RDM to between 20 and 30. At the same time, it appears they're planning to reduce the workforce by at least 20%, which would effectively double (and in some cases triple) the workload for remaining individual contributors. This comes at a time when these teams are already significantly reduced and stretched thin. It's frustrating to hear executives celebrate strong performance while simultaneously pushing for deep staff cuts. This feels like pure corporate greed on T-Mobile's part.

Here is a breakdown of the key issues you've described and whether they are likely to have legal merit:
⚖️ Legal Merit of the Complaints:
It is highly unlikely that either of the actions described—the performance rating changes or the salary range consolidation—is illegal on its own, especially in the context of general U.S. employment law (which applies unless a specific country or state is mentioned).

1. The Low Performance Ratings ("Forced Distribution")
   • The Law: In the U.S., the vast majority of employment is at-will. This means an employer can generally modify an employee's job duties, compensation, or even terminate them for any reason that is not illegal (i.e., not discriminatory).
   • Performance Reviews: Companies are legally allowed to change how they evaluate performance, introduce "forced distribution" (where a certain percentage must receive low ratings), and enforce stricter standards, even if it leads to ratings that employees feel are unfair or unexpected.
   • The Only Legal Challenge (Discrimination): A performance rating only becomes a potential legal issue if it can be proven that the rating was given based on illegal discrimination (e.g., race, gender, age, religion, disability, etc.) or in retaliation for engaging in a protected activity (like whistleblowing or reporting harassment).
   • The fact that many people are getting low ratings for the first time suggests a change in company policy, not necessarily individual illegal discrimination. For a lawsuit to succeed, a lawyer would need to show a pattern of discrimination against a protected class (e.g., "Only women received the 'Needs Improvement' rating," or "The rating was given right after I filed a formal complaint").
   • Conclusion: Being unhappy with a rating, or even feeling it was unfair, is generally not a legal issue.
2. Consolidating Salary Ranges for Remote Employees
   • The Law: Employers are free to set, change, and consolidate salary ranges and structures. They can decide to use a single, consistent salary range for all remote employees, regardless of the employee's specific location, even if some employees were previously in a higher, location-based range.
   • The Only Legal Challenge (Pay Equity): The consolidation itself is not illegal. However, the resulting salaries would still need to comply with Equal Pay laws. These laws require that employees performing substantially similar work receive equal pay, regardless of s-x (or, in some states, other protected characteristics), unless the difference is based on a factor other than s-x (like seniority, merit, or a geographical pay difference).
   • In your case, the company is moving toward more consistency, which generally reduces pay equity risk based on location differences, not increases it.
   • Conclusion: The consolidation is a standard business decision regarding compensation structure and is generally not illegal.
     📝 The Importance of Documentation
     While the actions are likely legal, the advice to document everything is still very sound advice.
   • For the Employee: Documentation helps establish a clear timeline and the company's reasoning. If an employee is eventually terminated, this documentation could be crucial evidence if they believe they have grounds for a lawsuit (i.e., if they can show the ratings were pretext for a discriminatory or retaliatory firing).
   • What to Document:
   • The New Rating: The exact rating, the written feedback, and any meetings where it was discussed.
   • Prior Performance: Previous high ratings, positive emails, and concrete examples of work that exceeded expectations before the change.
   • The Salary Change: The communication about the new salary band and how it was communicated.
   • The Thread: The general timeline and tenor of the complaints from peers.
     💡 Summary for the Thread
     Based on general U.S. employment law:
   • The actions are likely legal. Companies have wide latitude to change performance review systems and compensation structures.
   • A lawsuit would require proof of illegal discrimination or retaliation. General unfairness or bad management is not grounds for a legal case.
   • Documentation is still smart. It protects the employee by creating an evidence trail should they need to challenge the company on legitimate grounds (like discrimination) in the future.
     The best next steps for people on the thread would be to research the specific employment laws in their state and, if they suspect their individual rating or pay was based on an illegal factor like race, gender, or religion, then they should consult with an employment attorney.

Another Frankie c-suiter is leaving. Chris Augustine is retiring. I wonder if it was by choice? Word is another Indian from FIG is taking his place.

The company just announced selling the telco business to HCLTech. I would be jumping ship. If the company is politely saying that they don’t want this business anymore, then you might be worse off than at HCLTech.

I work in Fund Accounting in the NJ office as a Senior Associate. I am wondering if y’all think layoffs will hit me. I see two postings from my team that were posted recently. Will I know soon if I am to be affected?

These a--holes have the audacity to force people to wfh full time and are now asking if you will relocate so when you say no they can fire you

https://old.reddit.com/r/ATT/comments/1ppowek/att_staff_outrage_prompts_ceo_stankey_to_regret/

Anyone cut today !

What are people hearing?

Unemployment is near the 2008 housing crash level and the year is not even over yet. The Feds have activated the money printer on December 12 in preparation for company bailouts. We have the Great Recession 2.0. Car loadings are low. Trains are running conventional left and right. Post your thoughts 2026 here.

Any news? The WCs keep hiding behind the confidentiality.

The only thing he’s doing is planning ahead for the 2026 layoffs in January

Anyone drinking the Kool-Aid still? Read this: https://simplywall.st/community/narratives/us/diversified-financials/nasdaq-fisv/fiserv/puwknbpq-tech-giants-blockchain-and-fee-pressures-will-erode-profitability-e9qo/updates/3-3-analysts-have-slashed-our-fiserv-fair-value-estimate-from-ab?utm_source=Braze&utm_medium=email&utm_campaign=CommunityDigest

For those that don’t know, the Verizon stores in the houston area have had armed security in their stores for the last 10+ years.

Today we were told that beginning 01/01/2026, the following stores (Cinco Ranch, Aliana, Fulshear) will no longer need police officers due to the restructuring.

I do not know if the stores will be converting to third party or shutting down but figured it would be good to give employees a heads up to start getting their personal affairs in order.