#warn

Some 200 Dallas residents will be out of a job early next year as Southern Methodist University makes changes to its janitorial services. In late December letter, ABM Texas General Services informed the Texas Workforce Commission that 211 team members will be laid off effective March 12.

https://www.chron.com/news/article/southern-methodist-university-layoffs-21266369.php

Companies are going to avoid large layoff announcements to skirt the WARN Act. The new trend is to target specific employees directly every day with small, bite-size layoffs. It won't be departments anymore, it will be me and you with a number and date already set for us.

The Alabama layoffs are part of a broader workforce reduction at UPS, which announced in October that it had cut 48,000 jobs nationwide across its management and operations divisions, as the company works to streamline costs.

https://www.montgomeryadvertiser.com/story/news/2025/12/26/why-is-ups-cutting-128-jobs-in-al-when-will-ups-layoffs-in-al-begin/87918985007/

I asked HR some detailed questions about how WARN was applied for hybrid employees. They said remote locations didn’t meet the threshold, so they only provided 30 vs 60 days. I didn’t agree with how they explained it, but that was their final position. One thing I’d say is if you’re affected in a future RIF, don’t rush to sign anything. Ask how your work site was defined and how employees were counted, especially if you’re hybrid or remote. The lawyers do this by design. Severance is structured to neutralize WARN leverage. The release explicitly waives WARN and that’s intentional. If you’re hybrid or remote, WARN isn’t just about where you sit it’s about where you’re managed, assigned and counted.

Long time lurker, first time posting. I know we're all recovering from the Nov cuts, but I’ve been bored and reading the actual filings for the Frontier deal, and something isn't adding up.

The Union Shield: I saw the draft decision from the California judge (CPUC) yesterday. It explicitly says Vz agreed to 'No Involuntary Layoffs' for California union folks for 4 years to get the deal passed.

The Money: If they need to cut $500M in 'synergies' but can't touch the fiber techs or union reps... doesn't that mean 100% of the cuts have to come from Management/Admin?

The Calendar: The DOJ deadline to close is Feb 13.
The Kicker: The Nov layoffs happened Nov 20. The 90-day WARN clock resets around Feb 19/20.

Am I crazy, or is the company legally set up to drop a massive VSP/RIF on management specifically in early March? It feels like they are waiting for the 90-day clock to clear so they can target the non-union side.

Anyone else hearing whispers about March?

expect several months worth of small, targeted little potshots and pruning to avoid more bad PR and WARN, etc. hopefully some bigger changes will come at the top level.

Tennessee is projected to see more than 8,500 layoffs in 2025, nearly a 19% increase compared to 2024. The forecast points to a growing trend of job cuts statewide, without naming any specific companies. Instead, it highlights a broader impact on Tennessee’s employment landscape.

https://fox17.com/news/local/more-than-8500-layoffs-hit-tennessee-in-2025-nearly-19-percent-increase-from-2024-davidson-maury-putnam-williamson-wilson-county-warn-notices-department-labor-workforce-development-economy-tariffs

Date Filed Location Employees Affected Effective Date

11/10/2025 Jacksonville, FL 112 January 15, 2026
11/18/2025 Atlanta, GA 265 January 20, 2026
11/25/2025 Charlotte, NC 178 January 30, 2026
12/2/2025 Newark, NJ 94 February 5, 2026
12/5/2025 Richmond, VA 76 February 10, 2026

Today, I saw an offboarding icon on the employee website. I have never seen this before. Should Aflac employees be worried? I’ve looked for WARN notices and found none. Hoping I’m just overthinking.

Invincible Boats has submitted a WARN notice announcing 74 layoffs at its Opa-Locka plant. The site is ending production as the company transitions to a service-focused facility, though a smaller team will remain for service work.

https://boatingindustry.com/news/2025/12/09/invincible-boats-announces-planned-layoffs/

Automotive supplier Avancez is cutting its second shift this month, resulting in the permanent layoffs of 143 workers at its Hazel Park facility. The move was detailed in a notice submitted Nov. 7 by Avancez in compliance with WARN.

https://www.candgnews.com/amp/news/layoffs-hit-automotive-supplier-avancez-9722

It’s the most recent layoff in an ongoing pattern. The bank has filed 19 WARN notices for 461 eliminated positions, and 40 more workers have been told they will be laid off in January 2026.

https://who13.com/news/metro-news/63-wells-fargo-employees-to-lose-jobs-on-december-26-more-to-come/

According to board checks and current rosters, every location in every terminal is laying off employees hired from September 1, 2024 and latter, union officials co-signing off on the furloughs, off in force reduction, or various labels of the same term in every location system wide, based on research and search boards, temple, texas is the only location that hasn’t activated 675 ready to work board, all other locations have already activated and furloughed new hires. Company is staging for mass furloughs in TY&E after December 11, 2025, which is the date that employees will be able to see back pay from new contract, but in turn will be furloughed directly after, prepare yourselves boys and girls, the midnight massacre is coming.

The WARN report shows several companies planning layoffs for late 2025 and early 2026, indicating that additional job cuts are likely in the coming weeks.

“Laid” off as part of a small wave of layoffs has n 2025.
Usual pattern:
layoff 20 +/- employees to avoid WARN notice requirements.
80% of employees “laid off” are over 40
Require employees to sign Separation and Release agreement to receive pay for accrued vacation and a not so generous severance of 2 weeks thus avoiding EEOC reporting.
Wait for review period of separation and release to expire.
Advertise same position and hire a younger employee to fill position.
Rinse and repeat.

Here are some rough numbers pulled from the WARN Tracker website. This shows the number of rounds of layoff occurrences for each year. For example, employees were laid off during 24 instances of layoffs in 2025. Sobering numbers to say the least!:

2026 - 1 (notice went out 11/4)
2025 - 24
2024 – 12
2023 – 16
2022 – 9
2021 – 22
2020 – 3
2019 – 7
2018 – 14
2017 – 5
2016 – 4
2015 – 1
2014 – 0
2013 – 3
2012 – 0
2011 – 10
2010 – 3
2009 – 1
2008 – 1
2007 – 1

Can you take a short term temp/contract job and still receive the warn severance? Would it cancel it out?

Philips Respironics plans to lay off nearly 200 employees at three facilities in Westmoreland County, Pa., according to a Workforce Adjustment and Retraining Notification (WARN) notice filed with the Pennsylvania Department of Labor and Industry. The layoffs, planned for Dec. 31, 2025, to June 30, 2026, will take place at facilities in Mount Pleasant, New Kensington and Murrysville.

https://www.hmenews.com/article/respironics-executes-on-previously-announced-layoffs

Here we go…..more coming in January, confirmed.

Here’s one:

Verizon will lay off 165 employees in January 2026 including 14 people in Skagit and Whatcom counties.

The telecommunications giant filed the layoff notice to the worker adjustment and retraining notification database, part of the Washington state Employment Security Department.

In the layoff notice, Verizon wrote it was undergoing a restructuring “to maximize the utilization of company facilities and resources.”

NYSDOL currently looking into if Verizon violated NYS WARN laws. Contact the state WARN coordinator with any questions or inquiries:

Statewide Rapid Response Coordinator
Regenna Darrah
New York State Department of Labor
518-457-1143

WARN notices for January (google it)
They’re getting through the holidays and then tossing the rest of that 29 from the slack channel leaked. 13 gone 16 to go.

Has anyone else who has been laid off in NJ contacted an employment lawyer?

The notification itself suggests to do so, but I don't know ehere to begin. I have no illusions about retaining my job, but want t9 be clear on certain things. For instance, it sounds as if yo get another job during the WARN period (internally or externally) you might forfeit severance.

Memphis-based FedEx filed a WARN notice (Worker Adjustment and Retraining Notification) in Texas on Nov. 25. According to the notice, FedEx plans to lay off 856 employees at the FedEx Supply Chain Logistics & Electronics facility in Dallas County. The layoff date is Jan. 29, according to the notice.

https://www.commercialappeal.com/story/money/industries/logistics/2025/11/26/fedex-supply-chain-layoffs-texas/87485877007/

To all NYS employees impacted and investigation is underway as to why 90 days were not provided to us. Contact the NYSDOL to file a report or inquire about any updates warn@labor.ny.gov

https://x.com/Sen_Gounardes/status/1991521195699933189

https://straussborrelli.com/2025/11/25/verizon-new-jersey-warn-act-investigation/

If you only received a 30 daybWARN notice, CHALLENGE IT. They are trying to sc--w those of us that work remote. Your job profile probably says walnut or Irvine. Contact the Ask HR and be sure to challenge their policy (which is not the law). Here is what I sent... (the more of us that challenge their bad business practice the better for all of us)

Dear HR Department / [Specific HR Contact Name if known],
I am writing to formally acknowledge receipt of the layoff notification dated November 20, 2025, with an effective date of December 20, 2025.
Given the significant number of employees affected by the recent workforce reduction, both within California and company-wide, I have questions regarding the notice period provided under applicable state and federal laws, specifically the California WARN Act and the federal WARN Act.
The notice I received provides 30 days' advance notice. However, both the federal WARN Act and the California WARN Act generally require employers to provide at least 60 days' advance written notice for mass layoffs.
I kindly request the following information:
Clarification of the Notice Period: Please confirm if the 30-day notice period is being provided in accordance with a specific exception to the 60-day notice requirement (such as the "unforeseeable business circumstances" or "faltering company" exceptions), and if so, provide documentation supporting the applicability of that exception.
Documentation of Compliance: Please provide documentation verifying that notice has been given to the appropriate state agency (California Employment Development Department (EDD)) and local government officials as required by the WARN Act regulations. Employers can email their notices to the EDD at eddwarnnotice@edd.ca.gov.
I appreciate your prompt attention to this matter and look forward to receiving the requested information.
Sincerely,
[Your Full Name]
[Your Phone Number]
[Your Employee ID Number]

From Verizon:

Severance pay calculation - The program formula: If you become eligible for benefits under this severance program, your severance pay amount is calculated using this formula:
Your years of service TIMES
Your weekly compensation
TIMES 2

My severance document is split into “State Required Severance Pay” and “Final Severance Pay” - it looks like they’re using the NJ WARN Pay as part of the severance instead of in-addition-to. That doesn’t seem right?

Per the WARN Notice, GXO Logistics Worldwide, LLC will be laying off 69 employees in Cumberland County starting on January 12, 2026, and ending on May 30, 2026.

https://www.abc27.com/local-business/logistics-company-in-cumberland-county-to-cease-operations/

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

Both Merck and BMS filed WARN notices for upcoming layoffs in New Jersey. The cuts reflect portfolio shifts and cost restructuring.

The law firm Strauss Borrelli PLLC is investigating FIS for WARN act violations. Many of us were laid off this month without notice and this applies to us.

This is their website:
https://straussborrelli.com/2025/07/15/fis-global-warn-act-investigation

From their website:
On July 11, 2025, FIS notified the Washington Employment Security Department of its decision to conduct a mass layoff at its facility in Bellevue, Washington. The federal law, known as the Worker Adjustment and Retraining Notification (WARN) Act, requires covered employers to provide 60 days’ prior written notice to employees, their representatives, and certain government parties in the event of a mass layoff or plant closing. We are investigating whether FIS failed to provide at least 60 days’ notice before laying off 133 employees and, therefore, violated the WARN Act.

Happening the 2nd week of December.
Start looking at conference room blocks.

• Likely on Wednesday.

I’ve heard the total reductions for the year will be around +20% company wide. - They have staggered them throughout the year to limit visibility. (Plants/Regions/HQ/removing open roles and now the great “re-org”)

We haven’t seen a WARN notice, so how might they be getting around it? (Please add if you know other ways)

Paying in-lieu of notice: Instead of providing the 60-day notice, a company may choose to pay employees for the 60-day period plus any benefits they would have received.

Forced attrition: Some companies may attempt to reduce their workforce by placing good employees on performance improvement plans (PIPs) with the hope that they will quit, thus avoiding severance and WARN Act obligations.

Notice +60: company may give notice on a predetermined day allowing for the 60 days to transpire with employees “transitioning” during this time; (so not actually going around the rules)

25 years. Vbg. Original MCI employee. 64 years old. Can’t help but see it’s my age. Seems I’m the only one on my team. Oh well. Off date 2/20/26. So much for being a loyal employee.

Both NY and NJ have 90 requirements for WARN notices. How is Verizon justifying some NYers staying on until 12/19 while NJers stay on until 2/19?

Any one knows whats the last date for Texas & Florida employees? I heard for NJ it’s 02/20 (3 months) due to WARN act.

Part of the 9/19 bloodbath and got laid off without notice.

Aren't we supposed to get 60 day notice due to the federal WARN act? WARN violations charge $500 per day of violation. We should be getting an extra $30,000 to our severance.

I’m in California and I thought we were supposed to get a 60 day notice vs a 30 day notice. Is this something I should reach out to HR?

The folks in NJ are getting their 90 day WARN notice.
In Massachusetts only 30 days, despite the 60 days state law.
What gives?

https://www.ocregister.com/2025/11/18/mattel-laying-off-89-workers-in-brand-restructuring/

When does Verizon notify the New Jersey state regarding the number of people being laid-off and the date when they get laid off or the date they are off payroll? Currently, I don't see Verizon on the NJ WARN Notice for 2025 for Nov'25 or Dec'25 or 2026.

https://nj.gov/labor/assets/PDFs/WARN/2025_WARN_Notice_Archive.pdf

Has Verizon already notified other states of the upcoming layoffs? Is it listed in your states WARN notice?