#news

Anyone notice in news articles a date for the layoff was given???

Posobiec’s post reads: “Tariff the foreign remote workers. All outsourcing should be tariffed. Countries must pay for the privilege of providing services remotely to the US the same way as goods. Apply across industries, leveled as necessary per country."

https://m.economictimes.com/news/economy/foreign-trade/trumps-advisor-navarro-needles-india-once-again/amp_articleshow/123722111.cms

Sept 5 (Reuters) - Attorneys general from Colorado and 19 other states on Friday called for a court to consider rejecting a U.S. Department of Justice's settlement allowing Hewlett-Packard Enterprise (HPE.N), opens new tab to acquire Juniper Networks for $14 billion.

The letter from the Democratic attorneys general is the latest development over the DOJ's decision to drop its attempt to block the merger, which a former DOJ official has said was influenced by politically connected lobbyists.

https://www.reuters.com/sustainability/boards-policy-regulation/hpe-juniper-deal-should-be-probed-democratic-ags-tell-court-2025-09-05/

Douglas McIntyre, Editor-in-Chief at Climate Crisis 24/7, reported that U.S. oil giants are cutting jobs despite strong profits. Citing The New York Times, he noted that ConocoPhillips plans to lay off up to 3,250 workers after its $17 billion acquisition of Marathon Oil. McIntyre explained that industry mergers, steady oil prices, and the slow pace...

https://www.msn.com/en-us/money/markets/u-s-oil-giants-slash-jobs-despite-growth

Ohio senator introduces 25% tax on companies that outsource jobs overseas | Fox News https://share.google/G3tXfTsJIrMo8qRBB

🚨🇺🇸🇮🇳 TRUMP: WE WILL CRUSH INDIA TECH WORK

Trump is reportedly considering banning American tech companies from outsourcing their work to India, and Silicon Valley is sweating bullets.

Here’s why this is huge: For decades, U.S. companies have sent IT work overseas because it’s cheaper.

In fact, by 2023, they spent a jaw-dropping $132B on outsourcing, with nearly 4 out of 10 tech jobs shipped abroad.

Most of that work went to India, which has built a $62B industry off American companies alone.

But Trump’s message is simple: if U.S. firms stop sending jobs to India, American workers win.

Supporters say it could bring back around 300,000 jobs a year that have been leaving the country.

Critics warn it could spark trade tensions with India, which has dominated outsourcing for decades thanks to lower costs.

This wouldn’t be Trump’s first move.

Back in his first term, he introduced rules to curb outsourcing, too, and now he’s hinting at doubling down.

If the ban actually happens, it could be one of the biggest shake-ups in tech and trade in years, hitting India’s economy hard and forcing U.S. companies to either hire at home or pay the price.

Source:
@nicksortor
, Forbes

https://x.com/watcherguru/status/1963999477536010484?s=46

Halliburton reduces workforce as oil activity slumps, sources say
By Shariq Khan and Liz Hampton
September 5, 2025

DENVER, Sept 5 (Reuters) - U.S. oilfield services provider Halliburton (HAL.N), has been cutting staff in recent weeks, according to two sources familiar with the matter, marking the latest workforce reduction in the U.S. oil industry as it faces rising costs and a period of lower prices and volatility.
Global benchmark Brent crude oil prices have dropped more than 10% this year amid uncertainty over global trade policies and as the Organization of the Petroleum Exporting Countries and allies raise output. U.S. oil company ConocoPhillips this week announced it would cut up to 25% of its staff to reduce costs.

The scope of Halliburton's layoffs was not immediately clear.
Halliburton has rolled out the cuts over several weeks, according to the sources, who were directly involved in layoffs but not authorized to speak publicly. At least three business divisions had lost between 20% and 40% of employees, the sources said.
Halliburton, the third-largest global oilfield services company by revenue, did not respond to a request for comment.
Oilfield services companies provide technical expertise, equipment, and labor, including drilling, to support oil and gas exploration and production.
Houston, Texas-based Halliburton had 48,395 employees at the end of 2024, according to its latest annual report.
The company in June said it expected a sharp decline in full-year revenue, as it warned of lower activity in the oil and gas sector. It posted a 33% fall in second-quarter profit this year amid weaker demand.
On a conference call with analysts after reporting second-quarter earnings, CEO Jeff Miller noted the oilfield services market appeared very different than it did 90 days ago, citing a slowdown in North America and among large national oil companies elsewhere.
"To put it plainly, what I see tells me the oilfield services market will be softer than I previously expected over the short to medium term," he said.
Brent crude was trading below $66 on Friday, down nearly 20% from this year's peak north of $82 a barrel in mid-January, as investors braced for the OPEC+ group's meeting on Sunday. Reuters earlier reported the group will consider raising output further at that meeting.

Reporting by Liz Hampton in Denver and Shariq Khan in New York; Additional reporting by Arathy Somasekhar and Georgina McCartney in Houston Editing by Rod Nickel

https://www.reuters.com/business/world-at-work/halliburton-reduces-workforce-oil-activity-slumps-sources-say-2025-09-05/

(Bloomberg) -- Hiring plans fell to the weakest level for any August on record and intended job cuts mounted amid broader economic uncertainty, according to outplacement firm Challenger, Gray & Christmas.

US-based companies announced in August plans to add 1,494 jobs, the fewest for the month in data going back to 2009. Of the 30 industries tracked by Challenger, hiring plans were concentrated in aerospace and defense, industrial goods and retail.

Announced job cuts jumped from a year ago to almost 85,980 and marked the largest August total since 2020. Excluding the impact of the pandemic, the number was the highest for any August since the Great Recession in 2008.

https://www.bloomberg.com/news/articles/2025-09-04/us-hiring-intentions-pull-back-while-job-cut-announcements-rise

Stay tune…bigger news coming …grab the popcorn and watch the drama unfold…

https://share.google/obtceJwePnI0ZMZtL

What do y’all think of this news? Any truth to it?

https://www.galvnews.com/news/federal-agency-denies-bp-ultra-deepwater-drilling-project-in-gulf-for-now/article_25f461a4-5bf8-5f36-8347-85a82f3acf7c.html

https://techrights.org/n/2025/09/05/Many_of_the_Red_Hat_Employees_Are_Still_Looking_for_Work.shtml

The list of major companies laying off staff this year includes Oracle, Kroger, Nike, Scale AI, and more

Ally is cutting less than 5% of workers.
The digital-financial-services company Ally is laying off roughly 500 of its 11,000 employees, a spokesperson confirmed to BI.

"As we continue to right-size our company, we made the difficult decision to selectively reduce our workforce in some areas, while continuing to hire in our other areas of our business," the spokesperson said.

The spokesperson also said the company was offering severance, outplacement support, and the opportunity to apply for openings at Ally.

Ally made a similar level of cuts in October 2023, the Charlotte Observer reported.

https://www.msn.com/en-us/money/companies/the-list-of-major-companies-laying-off-staff-this-year-including-blue-origin-meta-and-microsoft/ss-AA1xcc8H?ocid=finance-verthp-feeds

https://x.com/thejobchick

"Oracle Layoffs are intense.

• Entire orgs are getting blindsided.

Cloud, Comms/Marketing, Engineering, Ops, Sales
Directors, ICs, even SVPs - all levels.

Remote and in-office. Top performers. Doesn’t matter.
People with 7, 13, 18, 20+ years at Oracle… gone!!

I was told- If you got the email for saying 'Project Updates' - that’s the bait.

You join the call.
An HR rep read a statement.
Access cut within 5 minutes.
Laptop wiped. That’s it.

• Some management didn’t even know.
• RIF decisions weren’t made by your manager.
• Not even your manager’s manager.

People found out their reports were laid off AFTER the fact... then they got cut next.

SaaS execs were reportedly told:
“Cut 10–12% of workforce by end of year.”

And yes, I'm being told some H-1B workers are being impacted as well.

This morning:

• SVPs laid off
• Longtime employees ghosted by leadership
• 1/3 of some teams already gone"

==============================================================

Oracle stock down almost $20 in the last week.

No comments here yet 👀

https://variety.com/2025/tv/news/nielsen-tv-ratings-need-more-time-streaming-1236504233/

Amazon.com must face a class action on behalf of hundreds of millions of U.S. consumers over claims that the online retail giant overcharged for products sold by third-party sellers, a federal judge in Seattle has ruled. U.S. District Judge John Chun in an order unsealed on Friday certified a nationwide class involving 288 million customers and billions of transactions, marking one of the largest-ever in the United States.

The class includes buyers in the United States who purchased five or more new goods from third-party sellers on Amazon since May 26, 2017. The consumers' 2021 lawsuit said Amazon violated antitrust law by restricting third-party sellers from offering their products for lower prices elsewhere on rival platforms while they are also for sale on Amazon. Amazon's policies have allowed the company to impose inflated fees on sellers, causing shoppers to pay higher prices for purchases, the lawsuit said. Amazon has denied any wrongdoing. It has already appealed Chun's class certification order, which was first issued under seal on Aug. 6.

Amazon argued that the class was too large to be manageable and that the plaintiffs failed to show its alleged conduct had a widespread effect. Amazon also said that since 2019 it has not used a pricing program that the plaintiffs challenged. Chun found there was no evidence at this stage that the size of the class was overbroad. Other federal courts had certified class actions with millions or hundreds of millions of class members, the judge said.

• An Arkansas jury sided with plaintiffs in a class action lawsuit against State Farm Insurance alleging it shortchanged customers on claims.*

https://www.wboc.com/news/state-farm-insurance-held-liable-in-class-action-suit/video_b78e33b3-4d3c-57f5-a8b6-54d4f47c008d.html
Sep 2, 2025 Updated 4 hrs ago
__

Take a page out of this woman's book. She was sc--wed out of just under $600 on her Total Loss, and she started a 47k person class action lawsuit as the lead Plaintiff in a Arkansas. "It was more about principle, than money." She drove a Hyundai, lives in Arkansas, and is missing some teeth in the front of her mouth. Shoulda gave her the $600 SF...

Antitrust war won.

https://www.theregister.com/2025/09/03/google_doj_antitrust_ruling/

Mutual of America Financial Group Data Breach – Investigated by Federman & Sherwood
Oklahoma City, Oklahoma (August 22, 2025) – The law firm of Federman & Sherwood announces that it is investigating a data breach involving Mutual of America Financial Group, which recently filed a notice of data breach with the Attorney General of California.

According to the company’s notice, on July 22, 2025, Mutual of America inadvertently.

So spill the tea, who is the paramour?

https://www.nytimes.com/2025/09/01/business/nestle-laurent-freixe-inappropriate-relationship.html?smid=nytcore-ios-share&referringSource=articleShare

According to chatter circulating within legal, it appears Truist has reached a settlement in the "Chucky Doll" lawsuit, paying $50K to a former employee. The crux of the lawsuit stemmed from the plaintiff's claim that her mental health, which was protected under the ADA, was severely impacted when a teammate placed a Chucky doll in her chair, triggering a psychological breakdown. She was fired from Truist shortly thereafter.

If you've been on the fence about taking legal action against Truist, this could be the push you need. The company has caused irreparable harm to countless employees, negatively affecting their mental health and overall well-being. Hopefully, this settlement will inspire more individuals to pursue legal claims, leading to a wave of lawsuits across the nation!

The following transcript is Q/A with “Pondscum” in 2015 along with a 2017 YouTube video of him practicing the same talking points he spouts today. This parrot needs a new cr--ker.

https://youtu.be/vxs9phSWz_U

After the event, I caught up with David and asked him a few questions:

Can you tell us a little bit about your role as Citi's Head of Productivity?

I am often delighted, though not so surprised when people ask me what "Productivity" means. It gives me the opportunity to talk about the work we are doing every day across Citi, taking our execution to the next level, and delivering on our mission as an enabler of progress. It makes for a lively, engaging conversation on new enterprising ideas we should scale across our global organization.

I am most grateful for the relationships I've developed working with smart, passionate, globally-minded leaders. It's one thing to deliver exceptional results responsibly. It's another to deliver them with imagination and determination. These are important characteristics that I value as I think about how to find and create more opportunities for our future global leaders.

Why is productivity so critical to an organization?

Productivity's goal is to tap into the strengths of our franchise and seek to continuously improve how our bank operates – for our clients, our shareholders, our communities, and for all our employees. This means helping the firm meet its financial targets by digitizing our core franchise processes, developing new capability-building tools to make better informed decisions, and creating new development opportunities for our best people.

At Know Your Value in Washington, D.C., you offered key tips for a successful interview. Can you highlight your top three?

Show intellectual curiosity and ask insightful questions. We live in a world where practically anything can be "Googled," so sometimes being able to answer a question is easier than knowing the right questions to ask. To differentiate candidates, I'm always looking for people who bring an inquisitive edge, an insatiable curiosity, and are also prepared to ask challenging questions – as much as I'm looking for leaders who are capable of chasing the right answers and solving tough problems.
Be a safe investment. We have seen over recent years the extreme dangers of ethical lapses that affect not only individuals, but also teams and institutions. As a hiring manager, I have a long-term outlook on the people I invest in because my team reflects on me and my peers and my company as much as my actions reflect on them. We at Citi are all one team. Volatility might be desirable to some extent in our financial markets – but not in the hiring process. As an organization of nearly a quarter million people, we need to remember how we represent each other and our respective families. To that extent, I am looking to invest in people who have the right balance of quality growth and intelligent risk-taking.
Focus on your potential. People are often too fixated on what they have achieved versus what they are capable of achieving. As someone who has been privileged and blessed to be given opportunities and challenges I never truly felt ready for, I encourage leaders to think less about being a perfect fit for any job, but instead demonstrate your appetite and willingness to adapt and learn on the job and tackle challenges you haven't yet mastered. That is, after all, the way we grow.
The Know Your Value event is focused on actionable lessons for becoming your own best advocate, and women's advocacy in particular. What advice do you have for increasing women representation at the senior level?

Whenever I hear a question like this, I immediately think about the advice I would give my daughter when she enters the work force. I would tell her to align herself with someone who is effective and understands that his or her achievement is reflective of hers; to always look for assignments that make her uncomfortable enough that she can develop and learn the skills for the next job; and finally, to focus on her potential and where she wants to be next year versus where she fits today.

At the same time, as my daughter has many more years to go until she starts a career, I think about the things I can do as an individual to pave the way. As someone who has seen his fair share of tough problems and turnaround challenges, I can tell you that this is a philosophical and tactical challenge that will require patience and a great deal of effort from everyone. First and foremost, this requires a commitment from all levels of an organization, particularly at the top, for meaningful change. I am encouraged by much of what we're doing across the company – women represent 52% of our workforce, 24% of senior managers (C15+) and 25% of Manager Director promotions this year – and we have an opportunity to make even greater strides and set the benchmark for other financial institutions.

If I can be potentially provocative philosophically – we often focus too much on the diversity of the C-Suite, and not enough on the opportunities that lead to more female representation there. In fact, there are so few C-Suite positions for both genders to begin with; it is in our best interest to focus on actions to prepare women for the C-Suite before they hit what I call the "C-suite glass ceiling." I think we are making progress – and can make even speedier progress as a company, if we continue focusing on where we can create opportunities for women that will be the stepping stones to the C-Suite in the coming years.

• SK Hynix and Samsung will need licenses for China equipment
• U.S. equipment makers KLA Corp, Lam Research and Applied Materials likely impacted
• New rule takes effect in 120 days

https://www.reuters.com/sustainability/society-equity/us-makes-it-harder-sk-hynix-samsung-make-chips-china-2025-08-29/

https://www.bloomberg.com/news/articles/2025-08-28/microsoft-engineer-pratik-pandey-dies-on-silicon-valley-campus

https://www.chron.com/business/article/exxonmobil-baytown-plant-jobs-21019567.php

“ Houston oil giant to revamp Baytown site, bringing 700 jobs”

I love that we are trying to chase what Exxon has done 10+ years ago and now while CVX has decided to go full Darth Vader and throw the baby out with the bath water, they are strategically making moves that will make us (I.e. our yes-men, short sited management) look terrible. Guess we’ll add those jobs back in 10 years too when they’ve moved on to their next strategy. #thechevronway

I’m committed to ensuring compassionate support for our colleagues who will be leaving the company as decisions are made - JR

What decisions and who is the axe coming for?

Netsuite

https://www.sdxcentral.com/analysis/the-5-firms-who-could-buy-intels-network-business/

Letter: Planned layoffs at Edward Jones betray its own company culture

Financial giant Edward Jones announced that it will lay off potentially hundreds of employees at its Des Peres office to improve efficiency. ("Behind the layoffs: Edward Jones looking to invest in new tech, analysts say," March 16.) That’s shocking and disappointing to many longtime employees, who see it as a shift in the 100-year-old culture created by founder Ted Jones and succeeding managing partners. The firm has always emphasized a balance between maximizing profits, stability and long-term career growth.

In 2022, Edward Jones recorded a net income of $1.4 billion, which increased to $1.6 billion in 2023. From 2023 to 2024, Managing Partner Penny Pennington's pay increased more than 15 percent, from $25.1 million to $29.1 million. Pay for other senior officials increased as well.

The impending layoffs could be avoided by reducing executive bonuses and scaling back non-essential spending. It doesn’t help to hear reports that Edward Jones has begun outsourcing support roles to India, as well as training.

While internal announcements emphasize a drive for greater efficiency, the simultaneous potential layoffs reveal a more fundamental cost-cutting strategy.

Executives appear to be placing bets on the firm’s future by sacrificing employer stability and long-term career growth. This disconnect between corporate rhetoric and employee realities is alarming to staff members, and underscores a growing insensitivity in the firm that goes deep into the culture of what made Edward Jones a special place.

Source: https://www.stltoday.com/opinion/letters/article_5de9fe5a-2115-4159-aea8-8f3597bb83d8.html

Archived at: https://archive.is/KTw0G

This as-told-to essay is based on conversations with 49-year-old Damon Duncan, who is based in Atlanta. His identity and salary have been verified by Business Insider. This conversation has been edited for length and clarity.

• Damon Duncan, a 49-year-old former sales engineer, took a drastic pay cut after he was laid off.
• Duncan's salary dropped from $148,000 to $52,000, impacting his family's lifestyle.
• Despite applying to hundreds of jobs, Duncan is struggling to re-enter the technical sales field.

Damon Duncan, a 49-year-old former sales engineer, took a drastic pay cut after he was laid off.

Duncan was laid off in 2023 and again in 2024. Since then, he has taken an entry-level position with significantly less pay.

Duncan’s salary dropped from $148,000 to $52,000, a change that has deeply impacted his family’s lifestyle. Despite applying to hundreds of jobs, he continues to struggle to re-enter the technical sales field.

This as-told-to essay is based on conversations with 49-year-old Damon Duncan, who is based in Atlanta. His identity and salary have been verified by Business Insider. This conversation has been edited for length and clarity.

I was laid off from my job as a sales engineer in April 2023. That was the last job I had in my career field.

It has now been more than two years since I worked in technical sales. I took a couple of related roles after my company went through a merger, but I was laid off for a second time in August 2024. I remained unemployed until I finally took a drastic step back — both in position and in pay.

I went from being a sales engineer, an architect, and an account executive to working at a consulting firm in an entry-level cold-calling job.

The majority of the people I work with are fresh out of college. When I sit with them in the common room, they’ll say things like, "This is my first big boy job fresh out of college," while I’m sitting there, almost 50 years old, with a child about to go to college myself.

It came with a massive pay cut

I now make about one-third of what I earned at my sales engineering job. At my former role, my base salary was $148,000, but now it is $52,000.

The layoff cost us a lot of money, and because of it, we don’t travel anymore. Our credit also took a massive hit, and we weren’t able to cosign on a loan for our daughter to attend college. She decided to take a gap year and start at a local tech school instead, building savings and credit so she can eventually take out loans and transfer.

We’ve had to cancel a lot of services we used to rely on. Typically, we could hire people to handle big tasks, but now I take them on myself during weekends.

Instead of spending my weekends with my family, I spend them fixing things around the house — rebuilding a staircase, working on cars, painting rooms, replacing light fixtures, AC plugs, light switches, and other projects.

We couldn’t afford to repair my daughter’s car, so we had to get rid of it. Now we’re down to two cars instead of three. We often have to carpool, which isn’t the end of the world, but it’s inconvenient at times. My company also required employees to return to the office, which means I now spend two hours a day commuting — one hour each way.

All of this has affected my family immensely.

I no longer understand the market

I’m trying to get back into the field that supported me for most of my 20-year career, but nobody is hiring me or even interviewing me seriously.

Since being laid off in 2023, I’ve applied to hundreds of jobs. I did receive one offer last year, but it was rescinded because of company changes. Other than that, I’ve had some interviews, but I’ve never made it to the acceptance stage.

I still apply to anywhere between two and five jobs a day.

No matter how I update my résumé or how much outreach I do, it feels pointless. I’ve followed every piece of advice — networking, customizing applications, everything. But it feels like throwing darts at paper, hoping one lands. I don’t understand the market anymore. It doesn’t make sense.

I’m doing this current job because I have bills to pay and a family to provide for. I’m stuck where I am until I can hopefully find another opportunity.

I have a feeling people assume I’m too expensive because of my experience, or that I’ll immediately leave once I find something better. But they don’t realize that I’m applying to these jobs not only because they’re in my field, but also because I view them as possible careers.

I don’t need just a job. I’m not 20 anymore. I need a career. I have three kids — one about to go to college, and two more following. I’ve got weddings to pay for in the future. Realistically, I’ll be working until I’m 80. What I need is stability.

Ageism may also be at play

I suspect some of this difficulty comes down to ageism. But older workers bring wisdom and experience. We’re not flashy, but we’re reliable.

People like me, Gen Xers, know how to be scrappy. I’m working an entry-level job right now despite having 24 years of experience. If that doesn’t prove my willingness to work hard and adapt, I don’t know what does.

Have you struggled to find a job?
Reach out to the reporter via email at aaltchek@insider.com
or through the secure messaging app Signal at aalt.19.

With the latest bay area announcement (see https://www.crn.com/news/networking/2025/cisco-layoffs-total-more-than-200-in-bay-area-cut), and seeing really good employees take the hit recently, this article has now made me lose all hope that there is a future for me at Cisco.

This company is unrecognizable from even just a few years ago. One by one they keep plucking off the good ones. It really is just a matter of time.

So... I hope to go through my five stages of grief (currently in phase 2 - anger) quickly and get to acceptance so I can plan the future and get on with my life. I'm just... sad. It didn't have to be this way.

An article came out about GBS and not a single US based associate was in this article. The future is clear and we'll soon be Bank of India

The company said it would encourage the affected employees to apply for open roles, which could lower the final layoff figure. The cuts are out of a total workforce of 15,638 employees as of last year.

https://www.sfchronicle.com/bayarea/article/intuitive-surgical-robot-maker-layoffs-sunnyvale-21016652.php

Anyone has any news?

https://www.thedailyupside.com/technology/semiconductors/ibm-and-amd-team-to-develop-quantum-centric-supercomputers/

This site used to have good information related to coming layoffs. Now all it seems to have is people complaining about upper management and/RTO. Sadly, the site is becoming more irrelevant as time passes.
So I will try one more time. Does anyone have any REAL intell on coming layoffs?

Does anyone have some additional info about this?

https://www.ynetnews.com/business/article/rkgbewtgex

https://www.wsj.com/business/energy-oil/exxon-rosneft-russia-oil-talks-f524e81f

Microsoft president responds to protesters breaching HQ, 7 arrested

Redmond Police arrested multiple protesters after they entered the executive office at Microsoft headquarters on Tuesday.

https://mynorthwest.com/local/microsoft-hqs-protesters/4124652

MyNorthwest.com

Aug/27/2025 12:24 AM

Location: Redmond, Washington