#rif

I can't afford to just up and quit in this economy, but I've started mass-applying for positions at various other companies that will truthfully probably pay better than what I make at HCSC anyways.

This RIF has been the catalyst I needed to get the f--k out of here.

If the board put it to the masses for a vote..

Would you vote to suspend ALL bonuses and pay raises for a year to avoid a RIF?

It’s all or nothing, if we vote to suspend bonuses and raises.. nobody gets them.

Did this impact the state plan roles?

I’m also hearing that it’s not just Mortgage being impacted. Please share any info.

Does anyone know if people were laid off from the NBS team? Or any potential RIF?

Sad day for a lot of people. So far I’ve heard C&D shifts impacted. Anyone know if A&B shifts have been called in yet? Curious because rumor is a 2nd round of cuts goes down Friday.

I was told that the margins in the insurance business is getting smaller because of "Washington". that is the major reason of the rif. Thoughts and opinions? I leans towards this is not truthful. this is what the managers were told to tell the rank and file. the real reason is imho bad decisions from c-suite.

Analog Power Products division laid off today

“Hi everyone,
I heard there may have been some layoffs today (09/25) at HCSC/BCBS. Can anyone confirm if staff reductions actually happened and, if so, which departments or levels were affected? Just trying to get clarity and hear from those who may have direct knowledge. Thanks.”

It’s going down now mainly c13 and c14. As I posted earlier this month.

That is all. Whether you make 56k or 250K. You’re still the working class at T . Gentle reminder to protect yourself, get affairs in order. Just be proactive.

So what is? Does anybody know?

Any one knows?

Is anything happening today?

If our team was already impacted, are the rest of us safe? Our manager is saying nothing.

I heard there’s going to be more major layoffs in ETX before year end or in January. Rumor is they’re bringing in Salesforce, Microsoft and AWS consultants to do all new work and then offshore teams and managers will support after that. Apparently they want 90% offshore by end of 2026 and are already at 75%

Title / org and location only.

Post any updates or news regarding the September 2025 layoffs here. Good luck to everyone!

Is the RIF happening today? Anyone let go so far?

Hi, everyone.

I will preface this post with a disclaimer:
I have been struggling while working on this post off and on all day because I believe the people who came here looking for answers should get them. I have to be cautious of what I say and how I say it to not tip off my role within the company. If this seems overly vague, I apologize, but please understand that I need to try to protect my own well-being (or what’s left of it, anyway).

Some of you may already know that there has been a clash in ideology for some time between the Board of Directors and the C-Suite Leadership team. The tumultuous acquisition of the CareAllies (HealthSpring) business has only intensified the situation. Maurice has been the mediator between the two for some time, or has at least attempted to be. He has proven unsuccessful in this effort, however.

The board independently sought out an external consultative analysis of roles and organizational structure within HCSC post-acquisition close back in March. The suggested outcome of that activity is what all of us are experiencing today and/or throughout the rest of this week.

It’s being communicated that the decisions of who has been released is based on “span of control”. In reality, it seems purely financial, but incredibly random. Some divisions were asked to eliminate 5% of their total headcount, others were given specific targeted individuals who were high in their respective pay scales (which also coincided with longer tenures in most instances).

This began today (Wednesday) with various roles across various Strategic teams, Finance, Customer Experience, Digital, IT, EPMO, various Product teams, Pharmacy, and some Customer Service Operations verticals. This impacted both HCSC and Cigna conveyed employees, but the logic behind the selections on both sides is confusing, at best. Many leaders were not clued in on these decisions until after the process was well underway.

This RIF will continue into the lower levels of both exempt and non-exempt staff throughout the rest of this week, although I cannot disclose what areas are next to be impacted. I hope you can understand.

The Org Chart will be down for some time, and you can expect to see some significant shake up at the Executive Leadership level.

If you haven’t been able to tell already, the company’s morale is about to be the lowest it’s ever been. Tensions will be high in the coming weeks and months and it’s very likely that this may not be the only round of releases before end of year.

There’s also some discussion taking place right now of a full 5 day RTO to provide expected additional attrition as a means of budgetary relief, but it was settled that this round of RIF was to happen regardless. VSPs for eligible employees is considered a potential contingency plan at this point if attrition goals are not met effectively.

Stay strong and if I can come back with more insight, I will do so.

Soooo there has obviously been a huge amount of layoffs happening.

Please— if you have gotten laid off today or if anyone knows of anyone that got laid off can you reply the department name?

Also— does anyone know of how many people they are laying off and/or if they are going to be doing this the next couple of days?

Praying we are all safe.

If you refuse an ATT offer Lumen per conf call referenced you would be effectively be quitting your Lumen job. Since you had a viable similar job option to continue working with att on the table that you refused.

Translation your punked by Lumen if you dont accept ATT offer?
You quit so No rif, No unemployment.

Asking here because I’ll never get a honest answer on company letterhead. You have so much FMLA time (12 weeks) then you have so much Short Term Disability (26 weeks), which can run concurrently. Do people who need to go beyond the protected 12 weeks risk weeks 13, 14, etc. being used against them when RIF time comes around?

Getting close to the end of the third quarter. How far into October do they start RIF’s???

Was told to expect exit date after 1/1/26. What is going on? Did anybody get earlier exit date? Any update on lay-offs/RIFs/off-shore? What a mess.

Today was the chopping day at NGS. Many managers. Directors. And lower level people riffed in preparation for JG bid. They cut to the bone marrow on this one. All their experience. Knowledge base and loyalty they got rid of. I hope they don’t get it.

A month ahead of the RIF, just give everyone a heads up on which orgs will be affected. That way people can budget accordingly and the rumor mill doesn't cause worry and panic across the organization.
And, we could tamp down on false rumors that people outside of the organization are reading.

Anyone has any information about upcoming RIFs? Dates, teams etc..

If it was not for this site, I would have no idea that such a RIF was taking place and I know of no one who had been ‘let go’.
Has the organisation shown in Teams been updated? Some higher up folk have not been on line since 9/4.

Supposedly Humana is struggling so horrible that ERP and RIFs are necessary.

Raise your hand if you were informed that they sent the corporate Stars associates to Manila to meet face to face with the very company, Shearwater Health, that replaced the Humana associates who did the Stars stuff when the scores were great. Imagine all of those company travel expense reports. This is how Humana's leadership chose to spend money instead of keeping loyal staff.

Not sure of any advance notice posted on this site but it is definitely happening now. Just heard from 3 employees directly impacted in his org. There already aren’t enough people to do the work as it is.

September 18, 2025
A Sincere Letter to Our Valued Team,
I am writing to you today with a heavy heart and a clear mind. As many of you know, I've always been a champion of efficiency, of "right-sizing" our corporate structure, and of what I've often referred to as "Transforming to Win" or "Leading Performance". I've always seen these actions as necessary, as a way to trim the fat and make us lean, mean, and profitable.
But lately, something has changed. My quarterly "talent re-calibration" became a monthly habit, then a weekly compulsion, and, if I'm being honest, sometimes an afternoon delight. I started seeing patterns in the employee directory that only I could see—a department with 12 people was "bloated," one with six was "inefficient," and one with a single person was "a silo." The spreadsheet with names and metrics became a siren's call. The little "delete" button next to your names became a part of me.
I would tell myself it was for the good of the company, that the stock price depended on it, or that we were just "optimizing for future growth." But in the quiet moments, I knew the truth. I am addicted to layoffs. The rush of sending that email, the satisfying thud of the "send" button, the immediate emptiness in the office as cubicles go dark—it's a high I just can't quit.
My family and friends have tried to intervene. They've found me at all hours of the night in the office, muttering about synergy and streamlining, with a half-eaten bag of chips and a list of employees whose positions are "redundant." Last week, I tried to lay off the mailman. Yesterday, I almost fired my own son for "not meeting key performance indicators" on his homework.
It’s clear I need help.
This is why, effective immediately, I will be checking into a specialized rehab facility. It’s called "Re-org Anonymous," and I am hopeful their 12-step program, which includes admitting I have a problem and making amends, will help me recover. I'll be working on my compulsive behaviors, focusing on healthy communication, and, most importantly, learning to value people over profit margins.
My temporary replacement, a well-balanced and very stable consultant who has a proven track record of not laying off anyone for at least three years, will be in charge. Please give them your full support.
Wish me luck. I'll see you all on the other side. And please, for the love of all that is profitable, don't mention the word "headcount" in my presence.

Sincerely,
Your CEO (and recovering "Optimizer")

We're cutting capacity down by 25 percent, and they already announced that'll be accompanied by significant cuts. I don't think anybody's safe right now. I just hope they get it over with quickly, so we don't have to wait, wonder, and stress over it for weeks or even longer.

https://thenevadaglobe.com/702times/massive-layoffs-ahead-for-drais-beachclub-moves-afterhours-ceases/

Are new employees treated differently, or is it luck of the draw like everyone else?

It isn't hard to see that Humana has a leadership that is designed to lead by fear. This isn't done in an obvious manner, it's covert. The constant threats of RIFs, PIPS, DAs, reorgs, etc are designed to keep you in lock step, constantly aiming for perfection least you become a target. It's sickening that humans are treated this way by a "human" company. The founders would be appalled and ashamed by what this company has become. I have never in my life known of a more oppressive company. Yet, people stay- until they don't and it is only when they don't that they understand what has happened to them.

Were any KM3 juniors let go during the last cut?

I wish the rest of you luck.