#layoffs

The Wall Street Journal’s Patrick Thomas reported that “Tyson Foods, America’s largest meat supplier, is planning to close one of its largest beef-processing plants in Nebraska at a time when a cattle shortage in the U.S. squeezes meatpacking companies. The Lexington, Neb., plant employs roughly 3,000 people and can sla-ghter almost 5,000 cattle a day, according to industry estimates.”

“Tyson is the first of the big four meatpacking companies that process 85% of beef in the U.S. to close a major plant during the current cattle supply crunch,” Thomas reported. “Meatpackers including Tyson have been losing hundreds of millions of dollars processing beef because of the lowest amount of cattle on U.S. pastures since the 1950s.”

https://farmpolicynews.illinois.edu/2025/11/tyson-closing-major-beef-processing-plant-in-nebraska/

I survived, but I’m completely fizzled out, and I don’t care about the work or whatever comes next. Watching so many people get cut, many of them after years of hard, dedicated work, doesn’t motivate me at all. If anything, it just made painfully obvious what we all knew - being invested gets you absolutely nothing in return.

I’m sorry for the people who were let go, mainly because options are limited and life keeps getting harder by the day. Not because this job mattered, or should have mattered, in the first place. It all feels pointless.

OWBPA requirements (EEOC):
https://www.eeoc.gov/laws/guidance/age-discrimination-older-workers-benefit-protection-act

OWBPA explanation (U.S. Department of Labor):
https://www.dol.gov/agencies/oasam/centers-offices/human-resources-center/owbpa-guide

I don't remember getting any of this sort of information when I was laid off a few years ago. Anyone else?

Mid level management cant get a pay raise to even cover cost of living.

If money is what you work for at Hertz then knowing that the CEO makes $35 MILLION DOLLARS a year and the Fadman makes nearly half a million per year if not more, don’t be upset!
Keep the management struggling and starving then wonder why your revenue is down while you all sit pretty in your big houses with your boasting of Verizon wireless plans on LinkedIn.
It’s sickening how out of touch these people are-know your audience and pay your people!

It's Over and out to the Verizon Layoffs site until the next RIF. I'm totally burnt out.

To those still here @Verizon, see you soon!!

Cause they will never ever have layoffs.

Oh BTW said no one ever.

Layoffs January 2026. Book mark this thread

Wealth management company Cetera Financial Group laid off a “small” number of employees to streamline its operations, a company spokeswoman said on Friday. Cetera, owned by private-equity firm Genstar Capital Partners, also conducted layoffs earlier this year. The latest round didn’t affect teams that support Cetera’s thousands of financial advisors, the spokeswoman said.

https://www.barrons.com/advisor/articles/cetera-layoffs-f4a234b2

Brutal timing but this is a yearly occurrence at this point

From here, it’s only going down. Everything is changing so fast, and we’re nowhere near keeping up. If you’re smart, you’re already hunting for a new opportunity, because waiting around is just going to mean going down with this ship. At this point, it’s not a question of if it sinks, but when, and being proactive is the only way to have any control over what happens next.

Hyster-Yale is laying off part of its workforce, and the job cuts will impact eastern North Carolina.

The company will reduce its global workforce by 575 employees, including layoffs of more than 100 employees in Pitt County.

https://www.publicradioeast.org/2025-11-24/forklift-maker-announces-more-global-layoffs-greenville-location-impacted?_amp=true

SB, aka Bandy, closed the last Town Hall with a sort of “Trust me, bro” line.

Fitting, because that’s basically the financial strategy right now: trust us while we borrow new money to pay old debt and hope nobody asks why the interest bill keeps climbing.

Xerox isn’t running a literal Ponzi scheme, but the behavior rhymes: fresh debt replaces maturing debt, each round more expensive than the last, with no cash flow to reduce anything on its own.

Let's not forget some of SB's “stellar” performances in this Ponzi-like scheme:

• In September 2023, SB borrowed $500M to buy back from his lord and master Carl Icahn (a legendary activist investor who had fallen on hard times and was wrong not by decimal points but by several orders of magnitude in his calculations to buy HP) his stake in Xerox;

• In late 2024, SB borrowed another $220M to buy ITSavvy, the company then and nowadays run by a friend of the now-departed COO John B (still a board member though);

(Meanwhile, days later, SB indulged the whims of the also now-departed Chief Disruption Officer and wasted $10-20M on sponsoring the Aston Martin Aramco Formula 1 team, which wouldn't even win a Hot Wheels toy car race)

• And even though 2024 wasn't over yet, SB had time to plan how to borrow more money to acquire (well, rather than “acquire”, I would say “pay to be managed by”) Lexmark: close to $1B of extra liabilities for a company that lost about $740M last year.

SB & Friends claim they’ll pull out $200–300M in “synergies” by cutting overlapping functions, closing facilities, and shrinking corporate overhead.

Without those savings, the debt load gets heavier, interest expense keeps rising, and refinancing becomes harder. It’s that simple.

SB & Friends keep repeating the synergy story like it’s guaranteed.

It isn’t.

It requires flawless execution, discipline, and no surprises—things they know very little about.

Meanwhile, the core business is falling off a cliff. The only thing keeping this train moving is access to credit markets and the hope that lenders keep buying the story.

So yes: when the CEO says “Trust me, bro”, what he’s really saying is: “You are going to take a leap of faith and BELIEVE that the cuts will be implemented quickly, revenues will stop declining, and lenders will continue to be friendly”.

Except the lenders are not staying friendly anymore. S&P Global Ratings just cut Xerox’s credit rating to CCC+.

For those unfamiliar with S&P credit ratings: on a scale of 22, with 1 being “Prime” and 22 being “Lousy” (default, no money to pay bills anymore), CCC+ is 18.

S&P are also warning Xerox will burn $170–200M in cash this year and carry a debt load more than 7.5 times our earnings.

Put it in the simplest terms possible: the rating agency thinks we’re borrowing money just to stay alive, and that if anything goes wrong — if synergies slip, if revenue drops, if refinancing gets delayed — the whole structure can fall apart faster than any PowerPoint slide can explain.

At this point, the person who says "Trust me, bro" is in fact the last person you should trust.

If you are using this event to create DEI theories around how individuals were impacted, then you are either an extremely stupid person or a horrible person.

Using such mass suffering to push your propaganda- shame on you

I've heard ADS is planning cuts next month, is it true?

Unless you’re dancing with the cobras, your job is in jeopardy.

Offshoring is cheap now. But you get what you pay for. No innovation. No advancements. No improvements. There is an overall lack of understanding of US culture, well being, and best business practices. Metlife investors will suffer as the co continues to lose ground to competitors.

Is AI determined who to lay off now?

How many?

I'm just waiting for the news to drop. It's my default state of mind nowadays. How sad is that?

It’s frustrating to watch the same underperformers stay while anyone competent gets pushed out. If we actually kept our best people, constant cuts wouldn’t even be necessary.

Try and get a job and you'll see, it’s not happening.

Truelink Capital ("Truelink"), a Los Angeles based private equity firm focused on growth and long-term value creation, announced today that it has signed a definitive agreement to acquire SouthernCarlson, Inc. ("SouthernCarlson" or the "Company"), a leading distributor and service provider of construction and industrial fasteners, tools, packaging, and supplies, from Kyocera Corporation ("Kyocera"), a global Japanese conglomerate. Financial terms of the transaction were not disclosed.

https://www.prnewswire.com/news-releases/truelink-capital-to-acquire-southerncarlson-inc-from-kyocera-corporation-302624208.html

Does anybody know anything concrete about the rumored end-of-year layoffs?

Does anyone know when your upline knows who will be RA'd? I hear there is another layoff supposedly end of December and was curious when management will know.

Getting cut ended up being the best thing that’s happened to me in a long time. The real misery is with the folks who stayed behind in that sinking ship. I walked away with a clean break and a clear head. The market is rough, but even a slow search feels better than staying there.

What happened?

Don’t expect me to strike for a contract that fu--s over new members at every turn. I will continue to work BAU. I couldn’t care less about retiree benefits. Meritocracy is the only fair system, seniority doesn’t mean sh-t to me. Take the package and enjoy your pension.

I was in MW's office and got a glimpse of his game plan going forward to grow the dividend and profits for the company. Its a truly innovative list that we should be proud of! Here is what I saw!

1. Layoffs
2. Make employees miserable
3. Cut benefits

Short but powerful growth strategy!

Charlie keeps trimming out the lower level folks who actually keep everything running. The people doing the real work are the first to go while the higher tiers stay untouched. Every restructure makes the front line weaker and more stressed. It is hard to watch the backbone of the place get chipped away like it is nothing.

These layoffs made a lot of things clearer for me, but the biggest thing is that I really don't want to stay here any longer than I absolutely have to. I'm already looking and once I find something, even if it means taking a pay cut, I'm gone because this whole process showed exactly how little thought went into how any of us were treated. Verizon handled this in the worst way imaginable and I have no interest in being around when they repeat the same cycle, because we all know it's only a matter of time before it happens again.

Left VZ after 21 years, during last years 5K Fall VSP. Like many of you, I gave it my all. Slept with work phone by my side. Worked nights, weekends, relocated 3k miles for new job assignment. I thought Verizon was everything, I was irreplaceable and that customers who worked with me would raise a stink when I left. Here’s the skinny…VZ is a big ship. It sails on with our without any of us. If customer service suffers no one cares. As long as we equally su-k like T-MOBILE or ATT it doesn’t matter. My position wasn’t replaced, but others picked up the work and life went on. Three months latter I found a new job with less pay and benefits, but interesting work. If you’re headed out the door just know your lump sum severance benefits will be taxed and almost 40%. If you’re securing private insurance post benefits extension, know that costs can run upwards of $900 per month (private market) outside ACA and if you’re transitioning to Medicare know the severance will crush IRMA in 2028 causing Medicare costs to equal private open market premiums. Two months out leaving VZ su-ked. 14 months out super happy to be gone. 21 years of watching, or listening to self entitled middle managers, AD’s, Directors tell me the ways of the world, or tell me the sky’s blue while raining outside, or having them be dismissive of every suggestion because they know best, - yeah happy to be out. Verizon’s managerial bench is mostly comprised of 30 and 40 something managers who possess little more than the ability to execute an executive order without consideration for how the action impacts revenue or profitability. Most of these managers hold BA’s from marginal schools and advanced not because of what they accomplished or said, but due mainly by an innate ability to navigate the politics. If you’re one of the 13k being “decruited” the transition may prove uncomfortable, but the payoff will hopefully prove remarkable. Good luck.

If so, why? they did move homes and complied to RTO.

Though Verizon was one of the dream company to work for but like many of us I thought the same, worked there for more than 14 years and gave it all. Weekend work and a tons of after hours work to make our customers happy. The company literally took 2 minutes to make me a stranger. On the good side Verizon Underpays you and I realized it more when this VZ bubble broke, I realized how much I am worth of.
In some places very poor decisions were made where poor performers were kept since they were friends with the bosses and good performers were let go just because thier focus to make the best network and $u-k up to the boss or bosses boss.
In the end Im grateful to what I got but excited for the new chapter since it will pay much more than this $hitty company was paying
Request to higher ups to please review certain regions and ask why poor performers were kept when they had multiple HR complaints against them and failed in thier previous roles, friendships/ favouritism?

Layoffs are a distraction to allow the executive board to maximize their own bonuses. And their actions are vindictive towards employees.

The share price is plummeting and is likely to drop below $200 soon. SAP's AI initiative Joule is receiving poor feedback from customers and has less than 5% active adoption rate within SAP. Recent acquisitions like Signavio, Leanix and Walkme seem more focused on pushing their DEI agendas than an actual integration. Development managers are being replaced by hr personnel in HPOM. There is a disconnect in projected profiles due to high order volumes but extremely low adoption rates and upsell. Competitors are justifiably taking legal action over clear instances of copying and infringement. Meanwhile the budget for annual salary appraisals is slashed to an all-time low and there are rumors that bonuses will be capped at 50% next year. The new performance management is giving more power to bad managers and only employees who have a good relationship with their managers can now expect a decent bonus. Free cash flow is funneled into share buybacks, dividends and hefty bonuses for the executive board. Less cash means that employee benefits will lower even further in 2026.

In any other organization, such a situation would trigger a complete board overhaul and the establishment of a solid long-term strategy aimed at stabilizing stock prices and fostering growth over the next five years.

But not at SAP. The executive board seems more inclined to discuss further layoffs and say derogatory and controversial statements in every interaction. Despite all this, they will get the highest bonuses ever.

There are simply NO CONSEQUENCES for their actions. It's disheartening to witness a dysfunctional executive board that prioritizes its own interests over the company's well-being and employee trust.

It would not surprise me if they lay off more people tomorrow.

Layoff of operational leaders, will this expand to Optum type layoffs?

The way the company is being run is unsustainable and frankly, deeply disappointing. Chris Cartwright has 100% bought into this ba----dized form of capitalism in America where shareholder value is the benchmark of success and nothing more.

There is no concern or respect for the employees, the single concern is profit and profit margin, but only for shareholders.

We continue layoffs despite being highly profitable and overachieving in regard to our forecast. We continue to have our resources and tools stripped away in attempts to save cost. The expectation then falls to the remaining employees to do more with less. The real economy (food prices, healthcare costs, childcare) is in recession due to rapid inflation and heading toward depression, yet employee pay has not even remotely kept up with rising real life costs.

Additionally, we are currently launching a platform for fraud prevention that is embarrassingly underdeveloped due to a lack of resources in software, developers, and engineers. This project is being spearheaded by an Advisor who is so blinded by career ambition that their lazer focus is on getting the product launched, so that they can receive the accolades and career advancement that comes with such success, but this Advisor seems unable to see that they are driving the launch of a product that is simply not ready to face customers. This lack of foresight is common here and I believe it’s because those affected are the boots on the ground employees who’s workloads and expectations continue to rise, but those in managerial or advisor positions do not have to feel the day-to-day impact of this approach.

To continue, every idea comes from the top down. The voices of the frontline employees are often ignored. Live training is avoided at all costs, even when it is explicitly requested or the need expressed. In fact, employees are often condescended to with responses like, “we encourage you to be more proactive in your training” and explore other resources such as a wiki page; suggesting that as if it weren’t a grossly false equivalency. In addition, the responsibility is placed on frontline level employees to document and log every single action that that is taken. There seems to have been very minimal effort on the part of management to figure out and implement a way to track employee productivity that is more comprehensive than insisting that their employees take the time and effort to not only do the work, but then log their work so that management doesn’t have to take the time and energy to do so. All of this despite a strong push for increased efficiency. Does no one in leadership or management see how this looks to the average employee? It is so ridiculous that it’s laughable—and believe me, employees are laughing amongst one another because it’s either that or cry.

Moreover, the current climate in this country has not adequately been addressed by TransUnion leadership or HR. There are ICE body snatchers out in this country, the epicenter of which is Chicago at the moment, and the silence from this organization is deafening. Violence is occurring in this company’s front yard, but not one individual in leadership has had the courage to acknowledge it; no emails with resources for what employees should do should they be illegally detained, No support for our colleagues who may be targeted simply for how they look, nothing.

Cartwright and Venkat are displaying for every employee how ethically and morally bankrupt this organization is with the two of them at the helm.

It’s embarrassing and it is despicable.

Corporate America back to its old tricks.

The obfuscating language is always telling. Just like calling a janitor a sanitation engineer is a fiction meant to obscure the job, "forever layoffs, micro firings" and such are meant to hide the real thing.

NEVER keep your layoff a secret. Just like you should discuss your paycheck, and your employer cannot legally stop you, you should discuss when your employer lets you go so everyone can know that the company is avoiding their legal responsibilities for unemployment and severance.

https://youtu.be/4Dd33C4k-Zs

It's not fun whatsoever to watch coworkers, friends and/or family loose their livelihood. I know many at Verizon who've been going thru this round of layoffs turmoil, and amongst them some who lost their jobs. It's very hard watching people you know suffer, however it is a reality of working at large corporations.

Honestly, it's something you inadvertently sign up for when you take a corporate position, especially in the Telecommunications industry which has regularly had staff cutbacks for nearly ~45 years beginning with the breakup the AT&T Bell System in 1982.

I've worked in Telecom (AT&T, Verizon, Virgin Mobile, Sprint, T-Mobile and Boost) since the mid-1980's and have been thru major rounds of layoffs literally dozens of times (impacted 1 time personally when AT&T shut down their entire Consumer Business in 2003) so I can certainly emphasize with others enduring the same.

This could well be Verizon's "new norm" going forward (also Telcom & Corp America) with AI, automation and operational changes significantly take hold.

P.s., I've previously worked closely with Verizon's CEO, Dan Schulman at AT&T and Virgin Mobile over the years. He's a good Executive doing what's necessary to right Verizon's lagging performance.