#layoffs

Is this true?

Risk management and business enablement first. Next wave is wholesale credit delivery.
OP: @b0+1ks3m4ct1

I heard Optum tech had some cuts.

I never thought it would come to this - me hoping to be selected for layoffs after so many years.

So that Bill Ackman can make 5 billion instead of 3 and so that do nothing fat cats can get their multi million bonuses.

Rearranging the deck chairs on the Titanic.
The failures losing $billions haven’t been fired.
Including Bill.

Just got laid off? No sweat! https://www.thelayoff.com/oracle

Mint Video: Inside Meta's Mega Cut https://www.youtube.com/watch?v=Eozugxg3DtY

Unfortunately, your role has been eliminated as part of today's reorganization.

As a regular employee, you are eligible for the following severance offer:

Severance payment of 16 weeks, plus 2 weeks for every completed year of service, minus your notice period.

We know this is especially difficult for employees whose visa and work authorization are sponsored by Meta. The alumni portal has general immigration guidance to help address immediate questions.

Your badge has been deactivated, and your access to internal Meta systems will be removed this morning. If you are already in the office, please gather any personal items at your desk and head home.

We are grateful for your contributions. Your impact at Meta has been an important part of our story.

Sincerely,
Meta leadership

• These are the key excerpts from an email that thousands of Meta employees received. The email, obtained by Business Insider, landed in inboxes at 4:00 a.m. on Wednesday as Meta began cutting nearly 8,000 jobs, roughly 10% of its workforce.

Meta described the layoffs as part of its continued effort to run the company more efficiently and said the cuts would help offset major investments, especially its AI push.

The cuts come as Meta sharply increases spending on artificial intelligence infrastructure. The company has forecast capital expenditure between $125 billion and $145 billion this year, more than double its 2025 spending.

For employees on visas, such as H-1B workers, the uncertainty is especially severe. They may have only 60 days to find a new sponsor or leave the country, even as the tech job market remains difficult.

https://www.foxnews.com/tech/ai-layoffs-may-backfiring-companies
anyhow the article says AI related RIFs may not be payng off...

Gartner found many companies cutting workers while adopting AI are not seeing stronger ROI (ok, as expected) and the better results come from using AI to help employees work faster and smarter.

The main point is that layoffs can free up budget but cos still need skilled people... clean data, and human judgment to make AI useful...

Hearing from a few people that another round may hit by EOM ( May) or sometime in June... word going arund is bottom 10% and retirements could be part of it. Sounds like calibration season all over again.

Business transformation was supposedly the big reset, but now people are saying more org changes and headcount reductions are still coming.

Anyone else hearing this in IT, Finance, Commercial, HR, or the plants?

Feels like management already knows more than they are saying. Same pattern as last time. Silence for months, then sudden announcements.

People are posting the same question all over the public channels: How is having Teams in addition to these other products saving us any money?

The answer is that it's not. First of all, Teams will replace pretty much everything eventually, but the reason Dan wants it in right this second is so they can effectively install spyware on every employee's computer.

Teams has insanely detailed tracking on keyboard/mouse usage, activity, time spent on computer, etc., and more importantly it rolls all that information up to people managers in nice, easy to consume dashboards.

Yes all of these things already exist in some form or fashion. But the information is fragmented, and managers don't currently have access to all of it. With Teams you get one centralized spyware platform that managers can easily access and consume.

I believe that the ultimate plan is to start culling remote employees by terminating for cause based on activity metrics to reduce headcount. Many other companies in the industry use teams to micro-manage and track remote employees, and many people are posting on forums like reddit about being terminated or written up for "7% decrease in activity levels".

USAA is trying to align itself with how the industry is controlling and targeting remote employees, and if I were one of them I would make sure I had a backup plan.

Bloodbath after Memorial days weekend.

Layoffs/Stack rank fire every 6 months.

Good luck everyone.

New focus on expanded documentation they say. Do they think we are id--ts? Just ask us to directly train the AI that is meant to replace us, why don'tcha?

They have brought in three bigwigs from Microsoft and Google - come on. We know what they are here for, and it is disgusting.

I hope folks see what's coming and prepare.

Paying $7 a gallon for gas, to spend $40 a day for parking, to sit in a cube and speak to no one in person. Meanwhile, other people in comparable roles, living slightly farther away are forced to work remotely with impact to their raises. This is nothing like pre-COVID because no one I work with is in my walled-off neighborhood, and everyone in my neighborhood is incredibly bitter to be there. Not too hard to see why, when this week there was an armed guard overseeing the parking entrance, asking people where they worked prior to being able to take an entrance ticket. How is this effective or responsible - fiscally, environmentally, productively, strategically, or in regard to safety? Why even have salaried employees if you intend to treat them like hourly employees? It disincentivizes them from being in the field or going above and beyond in any capacity that isn’t tracked by IP. What happened to, “We put people first,” in a culture of “do the right thing”? If the MC thinks this is the “right thing” it does not speak very highly on their behalf. Obviously, we all know they don’t really care about their team’s actual lived-experiences, but they could do a much better job of making their mandates make sense. The Talk to Us Surveys, employee banking, and PAC solicitations, in an iron-fist culture, are ironic (if not insulting) at this point. By the numbers annually: approximately 440 more hours of commuting and nearly $6,000 spent on parking alone, for a job that can be done more effectively remotely, with zero reasonable reasons given other than, “because we said so.” Bonuses are very nice, but after taxes and annual RTO hard cost expenses, the math is not mathing on the take home pay. At the bare minimum the bank could negotiate fair parking contracts in all HUB markets - public transit is not safe for many.

It won't change anything, and there will still be the associates who still want to do everything by the book in hopes that ELT will spare them. But, what if June 1st the home office was damn near empty and everyone either called out sick or WAH for some emergency reason. Imagine the signal it would send to those d-mb bags of sh!+ that sit in the corner offices. I'm sure we would all be collectively punished or lectured, but we outnumber them. They can't fire all of us, and they need us more than we need them. The 80/20 rule. 80% of the GPs and directors could take a month off and nobody would notice. 20% of home office associates who actually do the work could walk out that door and the whole thing grinds to a hault and would make a media headline. So glad to be driving 4 days a week during and energy crisis, I thought this company was all about the environment and saving the planet?

Share price in decline consecutively for years

Portfolio in decline for years

Talent in decline for years

CEO & Leadership team in decline for years

Longest period of no raises in any major IT company - they must hold the record

No strategic direction for years

I could go on and on, it is this the worst company out there?

Nike is in the middle of Founder’s Week and JDI Day is right around the corner. Now leadership wants to talk about inflection points, comebacks, legacy, courage, effort, and getting back to what made Nike great. I get the history. I get the speech. I get what they are trying to do. But from the floor, it hits different.

It is hard to hear “we are going to be fine” when the people making the biggest decisions still have titles, stock, bonuses, protection, and seats at the table. Regular teammates are the ones wondering what is next. We are wondering if raises are coming, what PSP will look like, and if we are really safe or just still here for now.

People keep saying, “At least you didn’t get laid off.” I understand what they mean, and I am not trying to minimize what teammates who were laid off are going through. Losing a job is serious. It affects families, bills, insurance, and peace of mind. But at the same time, it is hard to act like everything is okay for the people who remain.

From what I understand, some teammates who were laid off were kept on the books for a while, some received severance, and in many cases there was COBRA or some kind of transition support. That still does not make being laid off easy, but at least there was a next step. For the people still here, there has not been much clear communication. No real talk about PSP. No clear talk about raises. No clear talk about long-term stability. We are just expected to keep showing up, keep producing, keep adjusting, and be grateful because we were not cut. That does not feel like security. It feels like being minimized.

The floor has been doing the work. Teammates across all shifts have been doing the work. Production teams, support teams, trainers, technicians, leads, and everybody keeping things moving have been doing the work. People are running lines, hitting numbers, solving problems, training others, covering gaps, answering questions, fixing issues, and keeping product moving while trying to understand decisions we had no voice in.

So when leadership talks about fixing what needs fixing, I agree. But accountability should not stop at the floor. The people closest to the work should not always be the ones left carrying the weight from decisions made above us.

The timing of all this feels strange. Founder’s Week is happening. JDI Day is coming. Big speeches. Big messages. Big legacy talk. Meanwhile, a lot of regular teammates are sitting with uncertainty. People show up to these events because they want to belong. They want to believe in the company. They want to be part of something bigger. I respect that. But I also think some people do not fully see how much weight is being carried by the people with the least power.

I do not need more inspiration right now. I need real communication. I need transparency. I need leadership to explain what is actually being fixed and show that they understand the weight this puts on everyday teammates, not just the brand, the stock price, or the comeback story.

Nike talks about doing the work. The floor has been doing the work. All shifts have been doing the work. Now leadership needs to do the harder work too. Be transparent. Be accountable. Explain the plan. Stop acting like people should be quiet just because they survived the last round.

The comeback cannot just be a message from the top. It has to show up in how people are treated.

Strong story doesn't save companies. Strong work do!

I like that and He's correct—companies survive on output, not narrative.

But that's a principle for stable times.

When the house is already on fire, "just keep working hard" starts to sound less like wisdom and more like a way to keep people holding the hose while the roof caves in. It won't save anyone.

...but CVS can't afford to give a cost-of-living increase to their employees.

https://www.moomoo.com/news/post/70410806/cvs-health-cvsus-director-sells-us-317-47-million-in?level=1&data_ticket=1779459073784388

https://www.marketbeat.com/stocks/NYSE/CVS/insider-trades/

Will anyone tell us please how long this job restructuring will affect this loss of jobs? Its like the company frozen? I am stuck in job reassignment for being burned out by the call center. No one has said anything. Im tired of the lapse of communication between upper management and us. If someone can anonymously say something here about when this job restructuring will end, please do. I cant take waiting anymore. Its like they want us to quitml.

https://www.quiverquant.com/news/%24GFS+stock+is+up+10%25+today.+Here%27s+what+we+see+in+our+data

$GFS insiders have traded $GFS stock on the open market 17 times in the past 6 months. Of those trades, 0 have been purchases and 17 have been sales.

Let the fun times begin cause it’s almost upon us. Who wants to place bets that we will see a repeat of last year with falsifying ratings so they can terminate people based on bogus performance? Then Robbie can look amazing for saving the bank millions without saying how

Even if survived this round feels like would already be lined up for the next one. They have zero answers for how to actually win back market share as they aren't willing to invest in actual long term fixes. Everything has just been short term survival till next quarter talk even with the new leadership.

And to top it off they've backed clover as the growth engine. When it's a rubbish product in comparison to much more nimble competitors out there. And also one of the tightest margin spaces that exist in payments.

An on point post by @ag+1ks3fbqb9.

Your manager doesn't matter at all. They don't do anything regarding whether you remain employed or not, they learn of you getting fired about an hour before they let you know...they are useless so don't worry about pleasing your management.

Concordia University faces significant financial challenges. The university expects to implement layoffs to address a $35-million budget gap. Even with these cuts, a $20.7-million deficit is projected for 2026-27. Declining international student enrollment and rising costs contribute to the financial strain. Federal and provincial policy changes have impacted revenue streams.

Montreal, Quebec

https://montrealgazette.com/news/concordia-university-layoffs-budget-cuts/

WiseTech Global is cutting approximately 2,000 jobs. The company is reducing its global workforce by nearly 30%. The logistics software company attributes these reductions to AI capabilities. CEO Zubin Appoo stated manual coding is no longer the core engineering act. The stock market reacted positively, with shares jumping 11.1%.

https://cryptobriefing.com/wisetech-layoffs-ai-workforce-reduction/

Project management firm ClickUp laid off 22% of its employees. CEO Zeb Evans stated this was a deliberate restructuring, not a cost-saving measure. The company is reorganizing its operations around artificial intelligence. Remaining employees could see annual salary bands up to $1 million. Evans believes other companies will also adopt similar proactive changes.

https://www.ndtvprofit.com/business/clickup-layoffs-startup-cuts-22-workforce-despite-strongest-business-ceo-explains-why-11530884

Acrisure is implementing significant layoffs across its operations. The company will reduce its workforce by 11%. This impacts approximately 2,250 employees. Technology advancements, AI, and digital platforms are cited as reasons. The layoffs will begin this week and continue through 2027.

https://coverager.com/acrisure-announces-layoffs/

Spokane Public Schools anticipates significant staff reductions. Superintendent Adam Swinyard discussed potential layoffs with the board. The district may eliminate 150 to 500 jobs. Declining student numbers and state funding volatility are factors. Budget shortfalls persist even with a successful levy renewal.

Spokane, Washington

https://starlocalmedia.com/spokane-public-schools-faces-major-layoffs-regardless-of-tax-renewal/article_04d3de80-5e50-5af7-9866-1ba608937bf7.html

Naropa University will eliminate 11 core faculty and about 40 instructor positions. This addresses a structural operating deficit of roughly $2 million. Six core faculty volunteered for leave; five others were offered it. Approximately 40 instructors will not have their contracts renewed but can teach as adjuncts. The university seeks to adjust its business model and ensure future stability.

Boulder, Colorado

https://www.dailycamera.com/2026/05/21/naropa-boulder-layoff-faculty-budget/

Staff at Southern Berkshire schools received layoff notices on May 19. Superintendent Brian Ricca confirmed 21.3 full-time-equivalent positions are being cut. The district faces a budget deficit exceeding $1 million for the upcoming fiscal year. The teachers union president reported widespread anger and a sense of betrayal among staff. Ricca plans to propose rehiring some laid-off staff using available excess funds.

Sheffield, Massachusetts

https://theberkshireedge.com/layoffs-deepen-crisis-in-southern-berkshire-regional-school-district-as-mood-turns-really-really-miserable/

Intuit and Credit Karma recently conducted layoffs. These cuts affected hundreds of workers. Employees in Oakland, San Francisco, and Mountain View were impacted. The layoffs occurred across the Bay Area. This represents a mass reduction in staff.

Oakland, California

https://www.bizjournals.com/sanfrancisco/news/2026/05/21/intuit-layoffs-credit-karma-oakland-mountain-view.html

First Student's Plymouth site will dismiss 125 employees. The Wayzata District ended its transportation agreement. Operations at Plymouth cease by July 31. Bus operators and mechanics are among those impacted. The school board selected a lower-cost provider.

Plymouth, Minnesota

https://kstp.com/kstp-news/local-news/layoffs-at-local-first-student-bus-company-after-wayzata-school-district-changes-service/

The Juneau Assembly approved budget cuts following a lengthy finance committee meeting. Members voted to close and sell the Mount Jumbo Gym. They also decided to reduce funding for the Juneau-Douglas City Museum by $261,000. This reduction will lead to two staff layoffs and drastically reduced museum hours. Further cuts affected Travel Juneau and an administrative support position.

Juneau, Alaska

https://www.ktoo.org/2026/05/21/juneau-assembly-moves-forward-with-mount-jumbo-gym-closure-museum-staff-layoffs/

The company announced a 17% reduction in its global full-time workforce. This cut affects just under 3,100 employees worldwide.The changes aim to co-locate teams and reduce organizational complexity.

https://www.rgj.com/story/news/money/business/2026/05/21/intuit-shutting-down-reno-office-amid-global-layoffs/90198994007/

Watertown City Council adopted its new budget on Thursday. The approved spending plan includes an 8 percent property tax increase. This budget will result in three employee layoffs. Affected positions are a police records clerk, a library clerk, and a code enforcement officer. Ten other positions were eliminated through attrition or vacancy.

Watertown, New York

https://www.wwnytv.com/2026/05/21/watertown-adopts-budget-with-tax-increase-layoffs/

The Los Angeles Unified Board voted to approve significant job reductions. This action eliminates 657 positions within the school district’s central office. The district anticipates these cuts will save $90 million annually. These reductions are part of an ongoing fiscal stabilization plan. Further budget cuts and thousands of additional layoffs are projected for the coming years.

Los Angeles, California

https://laist.com/news/education/lausd-reduction-in-force-vote-may-2026-budget-preview

Sacramento City Unified approved additional staff terminations. This decision added to over 500 layoff notices authorized earlier. The board acted against an administrative judge's recommendation for about 100 employees. These cuts aim to address a $170 million budget deficit. District leaders seek to avoid state intervention with these measures.

Sacramento, California

https://www.abridged.org/news/sacramento-school-board-decides-on-more-layoffs/