#warn

Tiffin Motorhomes Incorporated filed a WARN notice in Alabama in February 2026, resulting in 139 layoffs.

https://www.warntracker.com/company/tiffin-motorhomes-incorporated?ref=warntracker.com&utm_source=warntracker.com&utm_medium=referral

78 laid off Statewide in New Jersey, with an effective dates of 4/21/26 to 9/2/26

https://www.nj.gov/labor/assets/PDFs/WARN/2026_WARN_Notice_Archive.pdf

They exceeded the 50 employee layoff in NJ and failed to file the appropriate paperwork with the state.

As a result, they’ve advised employees who were scheduled to be laid off in 2 weeks, that they will be on payroll for another 3 months.

The best part is, the additional 3 months still does not satisfy the law. So why don’t they file with the state?

The company must now pay 1 week for every year of service in addition to 4 additional weeks pay.

“No, simply keeping employees on payroll for an additional 3 months (or any period) does not satisfy or cure a failure to file/provide the required NJ WARN notice.
Under New Jersey’s amended Worker Adjustment and Retraining Notification (NJ WARN) Act (effective since April 10, 2023, with key changes from 2020 legislation), employers must provide 90 days’ advance written notice of a covered mass layoff, termination of operations, or transfer of operations. This notice must go to affected employees, their collective bargaining representatives (if any), the chief elected official of the municipality, and the Commissioner of the New Jersey Department of Labor and Workforce Development (via specific forms and methods).
The law does not allow “pay in lieu of notice” as a substitute for providing the actual advance notice. Unlike some interpretations of federal WARN (which imposes back pay liability for the violation period but doesn’t explicitly prohibit pay-in-lieu alternatives in practice), NJ WARN is stricter in structure:
• The primary requirement is advance written notice (90 days) to allow employees time to prepare, seek new work, or access retraining.
• If an employer fails to provide the full 90 days’ notice (or any required notice), the penalty is not avoided by paying extra wages or keeping people on payroll longer. Instead, each affected employee is entitled to:
◦ Mandatory severance (one week of pay per full year of service, calculated at the higher of their average rate over the last three years or final regular rate) — this applies regardless of whether notice was given.
◦ An additional four weeks of severance pay as a specific penalty for the notice failure (this extra four weeks is not prorated for partial notice; it’s all-or-nothing if the full 90 days isn’t provided).
Keeping employees on payroll longer might reduce some practical harm (e.g., they continue earning wages and benefits), but it does not fulfill the statutory notice obligation or eliminate the employer’s liability for the additional four-week severance penalty. The law emphasizes actual advance notification, not just compensation.
Federal WARN (which NJ WARN builds on but exceeds) similarly requires 60 days’ notice with no explicit provision for pay-in-lieu as a complete substitute, and violations trigger back pay liability up to 60 days.
If a company is in this situation, the best course is usually to:
• Provide as much notice as possible immediately (even if short).
• Pay the mandatory severance plus the four-week penalty if notice was deficient.
• Consult employment counsel, as employees cannot waive these rights without state or court approval, and claims can be pursued individually or collectively.
For the official statute text and filing details, see the NJ Department of Labor site (nj.gov/labor) or the 2023 amendments PDF. This is not legal advice—specific cases depend on facts like employer size (100+ employees nationwide), number affected (50+ in NJ), and exact triggers.”

LA Semiconductor may permanently terminate up to 350 jobs. This could occur by April 10, 2026, if a facility sale fails. The company issued a WARN notice to the Idaho Department of Labor. A law firm is investigating potential violations of the WARN Act. The Pocatello facility's sale is overseen by a court-appointed receiver.

https://www.eastidahonews.com/2026/02/possibility-of-350-permanent-layoffs-looming-at-la-semiconductor-in-pocatello/

AE Regional Distribution Co., which distributes products for American Eagle Outfitters, plans to shut down its Massachusetts distribution center in Devens. The closure will result in 103 job losses, according to a Massachusetts Workers Adjustment Retraining Notice submitted to the state on Feb. 11.

• The layoffs at the facility located at 64 Jackson Road are scheduled to take place between April 12 and May 6, the filing states.

The company, previously known as Quiet Logistics, was purchased by American Eagle in 2021 for approximately $360 million. The acquisition was intended to speed up deliveries to retail stores, according to Yahoo Finance. Earlier this year, American Eagle announced it would reduce its accelerated delivery initiative and close its distribution centers.

A company spokesperson said the move is designed to allow AEO to concentrate on growth and its core portfolio of lifestyle brands.

The spokesperson added that Quiet has appreciated its customer partnerships and, when possible, is helping clients transition to alternative providers. The company also acknowledged its employees’ contributions and said it intends to provide support during the transition.

/Massachusetts
@Massachusetts
https://www.masslive.com/business/2026/02/mass-distributor-for-popular-clothing-brand-to-close-lay-off-103-people.html

Arrow Fastener plans to lay off up to 140 employees. The layoffs will occur from May through August. The company filed a WARN notice with the state this month. Arrow Fastener is a Saddle Brook-based handtool manufacturer. The company was founded in 1929.

https://patch.com/new-jersey/fairlawn-saddlebrook/layoffs-loom-century-old-bergen-county-nj-company

Five Arizona employers filed WARN notices in January 2026. These filings indicate planned workforce reductions across the state. Approximately 260 job cuts are outlined by these notices. Avelo Airlines is among the companies planning layoffs. This activity suggests a slower start to layoffs compared to late 2025.

https://www.msn.com/en-in/money/news/arizona-layoffs-rise-warn-notices-reveal-260-job-cuts-planned-across-five-employers/ar-AA1W9ETZ?apiversion=v2&domshim=1&noservercache=1&noservertelemetry=1&batchservertelemetry=1&renderwebcomponents=1&wcseo=1

Charles River Laboratories is closing its cell therapy site in Hanover, Maryland, a company spokesperson confirmed to Endpoints News on Feb. 5. The shutdown will impact 20 employees, according to a state WARN notice.

https://www.biospace.com/biospace-layoff-tracker

WARN notice said 54 laid off in Baltimore alone. However, posts on this forum comment on ~59 laid off altogether from the Global Marketing and Distribution Enablement layoffs globally. Does that mean over 90% of cuts were in Baltimore alone?

Why don’t they layoff staff in EMEA and APAC? It seems unfair.

It appears an RIF is planned for the coming week at Optum. I’m interested in how this will be carried out, and wonder if they will adhere to the WARN Act. They’ve been sued before, and if I have new found time on my hands….

https://www.dol.gov/agencies/eta/layoffs/warn

Johns Manville will lay off 150 employees. These layoffs will occur at its Willows plant in Glenn County. The company issued a WARN notice on February 6. Layoffs are scheduled to begin on April 19. The plant closure is temporary for capital projects.

https://www.sacbee.com/news/business/article314679968.html

CyraCom has closed its Las Cruces call center after a corporate acquisition, cutting 85 jobs and triggering WARN notifications to affected employees.

https://www.yahoo.com/news/articles/companies-albuquerque-las-cruces-cut-190500031.html

Anyone hear any exact date/week yet?

There are many posts about RIFs and advice often posted on social media is to watch WARN trackers. I checked several major states and don’t see many, if any, Elevance notices. But I know people in some of those states were RIFed and given the 60-day notice. (Everyone was remote so I checked physical state and IN.)

Has anyone ever actually been tipped off with the WARN trackers, specifically for Elevance?

Dear Team,

With Valentine's Day approaching, consider this my gift to you: clarity on what's really coming.

My first marriage ended the way most corporate reorganizations do: not with a conversation, but with a quiet change to the access list. On paper, everything looked perfect. Joint accounts, mortgage, vacation home, vacations booked a year out. A family calendar so packed it needed its own project manager. Six kids between us. I was coaching youth hockey on weekends, running drills in cold rinks, trying to teach kids about teamwork while my own home life was quietly skating in the opposite direction.

I hadn't slept in the house for two months. Kelley changed. More makeup. New clothes. A sudden, intense dedication to the gym that only started after 10 p.m. Three-hour workouts that ended well after midnight. Her phone was stuck to her more than the crumbs on Lofty's face after lunch. But the second I walked into a room, it flipped face-down like it was under Project Pine NDA. New password on the phone too, and not because we require her to change it every 12 weeks. Notifications cleared faster than a fat-fingered payment to a Revlon creditor.

One Tuesday I swung by the house to grab a few things. My key slid into the lock, turned halfway, and then stopped. Tried again. Nothing. That tiny metal click when the deadbolt rejected me was the most honest feedback I'd gotten in years. No conversation. No big family meeting. No carefully worded "it's not you, it's the environment" speech. Just: access revoked. No 143, but a 403. Decision made weeks earlier. Legally married, practically exited.

Which brings me to WARN.

There's a comforting myth drifting around that if you don't see a WARN notice online, nothing bad can happen next week. That's not how WARN works. WARN doesn't require them to keep inviting you to meetings or letting your badge tap you into the office. WARN requires notice. And notice can be quietly prepaid instead of openly delivered.

That prepayment is called severance. First, a 15-minute "quick connect" or "touch base" with a mysterious HR attendee appears on your calendar. Then you join, listen to the talking points script HR sends out (pw: JaneNeedsANewYacht2026), nod through phrases like "difficult decision," "not a reflection of your performance," and the always-classic "we're rooting for your future success," and somewhere near the end you hear the line: "Today is your last working day." Your email address suddenly gets an @iuo in it (if we haven't already had no trust in you like thousands in B&TE), your name disappears from the Global Directory, your SOE ID suddenly returning "No results found," like you were a typo instead of a person. You were merely an SOE ID and now you're less to us. Well perhaps, a tad more because your firing helps me and Jane get bigger bonuses. For a while, you are still technically employed, because they are satisfying the WARN obligation with money instead of honesty. Your end date as an employee is not necessarily the same day as your last day in the office.

For a few weeks, my name was still on the mailbox. In a strictly legal sense, I was still part of the household. In the practical sense, Kelley had already completed her reorganization and filled my position with an external consultant who happens to be her personal trainer.

Yes, additional layoffs are coming VERY soon, and they're going to be huger than Lofty's giant head. Yes, those who remain may be asked to spend more time in the office "to support continuity," which is Latin for "please absorb the work of the recently disappeared."

Thank you for all that you do,

Happy Valentine's Day, lovers,
Trim

A total of 203 workers will be laid off at DHL Supply Chain’s IKEA fulfillment center in Lakeland. The company submitted a WARN notice on February 9, and job cuts are expected to start April 13.

https://www.yahoo.com/news/articles/dhl-close-lakeland-facility-cutting-222236800.html

DHL Supply Chain is laying off 203 employees. These cuts affect a Lakeland, Florida facility. The facility is an IKEA customer fulfillment center. The company reported the layoffs in a WARN notice on February 9. Employee separations are expected to begin on April 13.

https://www.theledger.com/story/business/employment/2026/02/12/203-layoffs-at-lakeland-dhl-starting-in-april-site-closing-dec-31/88626684007/?gca-cat=p&gnt-cfr=1

109 laid off in Cook County

https://www.illinoisworknet.com/LayoffRecovery/Pages/ArchivedWARNReports.aspx

Congdon Packing Company announced on Monday their plans for a mass layoff that will terminate approximately 102 employees by April 15.

The announcement was made under the Washington State WARN Act, and in compliance with the Securing Timely Notification and Benefits for Laid-Off Employees Act.

https://www.nbcrightnow.com/news/congdon-packing-company-to-lay-off-102-employees-in-yakima/article_89b089a8-4a48-404d-bbc2-0297056623f1.html

First thing in the morning..thanks BizJournal.

https://www.bizjournals.com/sanfrancisco/news/2026/02/10/wells-fargo-layoffs-sell-real-estate-wfc.html

December 15, 2025 – JINYA Hawaii. inc. (dba JINYA Ramen Bar – Honolulu), opens in a new tab
December 11, 2025 – 5 Minute Pharmacy LLC, opens in a new tab
December 1, 2025 – Autocraft Hawaii LLC , opens in a new tab
November 26, 2025 – Zetton Inc. (dba Camado Ramen Tavern), opens in a new tab
November 18, 2025 – Queen’s Medical Center Pathology Operations, opens in a new tab
October 29, 2025 – Paradise Cove Luau, opens in a new tab
October 3, 2025 – Panda Restaurant Group , opens in a new tab(Raising Cane’s)
September 22, 2025 – Pulama Lanai , opens in a new tab(Rock & Concrete Operations)
September 10, 2025 – Monsanto Technology LLC, opens in a new tab
August 21, 2025 – Watabe Wedding Corp , opens in a new tab(Follow-up to November 2024 , opens in a new tabWARN)
August 18, 2025 – Parts Center Hawaii, opens in a new tab
August 8, 2025 – Polynesian Cultural Center, opens in a new tab
August 4, 2025 – Claire’s, opens in a new tab
July 25, 2025 – Project Vision , opens in a new tab
July 16, 2025 – Hawaiian Airlines , opens in a new tab(Alaska Airlines)
July 8, 2025 – Hawaii Homeless Healthcare Hui, opens in a new tab
June 13, 2025 – Zetton Inc. , opens in a new tab(Aloha Table)
June 9, 2025 – Entertainment America, Inc. , opens in a new tab(Chuck E. Cheese – Pearl City Location)
June 9, 2025 – Watabe Wedding Corporation , opens in a new tab(Farmer’s Market Operation)
June 2, 2025 – Management & Training Corporation , opens in a new tab(Hawaii Job Corps Center)
May 8, 2025 – Oshkosh Airport Services, opens in a new tab
April 24, 2025 – Ocean Investments, LLC , opens in a new tab (53 By The Sea, Terrace By The Sea, & related wedding services)
March 13, 2025 – C&S Family of Companies (Second WARN Notice , opens in a new tab– Hawaii Logistics LLC, Hawaiian Housewares LLC, C&S Wholesale Grocers LLC)
February 21, 2025 – Project Vision , opens in a new tab
February 7, 2025 – Ginshari, Inc. – KuruKuru Sushi, opens in a new tab
February 7, 2025 – Territorial Savings Bank, opens in a new tab
February 5, 2025 – Aqua Hotels & Resorts – Aqua Skyline at Island Colony (Hotel), opens in a new tab
January 23, 2025 – Hawaiian Ice, opens in a new tab
January 22, 2025 – Alaska Airlines, opens in a new tab
January 2, 2025 – Lahaina Petroleum, opens in a new tab
January 8, 2025 – C&S Family of Companies , opens in a new tab(Hawaii Logistics LLC, Hawaiian Housewares LLC, C&S Wholesale Grocers LLC)

The 2 months admin leave is given as Walgreens did not post a WARN notice. after the admin leave. Shouldn't be allowed.

Community Wholesale Tire Dis. Inc. plans to permanently close two Hazelwood facilities and lay off about 143 employees in April, according to a notice filed with the state of Missouri.

https://www.ksdk.com/article/news/local/family-owned-tire-distributor-shutter-hazelwood-facilities/63-4378cafd-507c-4169-a9f9-9c7a46293c32

Nine Ohio companies recently filed 11 WARN notices with the state. These filings indicate hundreds of impending job losses across various sectors. Affected industries include manufacturing, retail, and services. The federal WARN Act mandates 60 days' notice for mass layoffs. Ohio's Rapid Response team offers support and resources to impacted employees.

https://www.mahoningmatters.com/news/local/article314635552.html

I just heard over the wall of a manager who knows another manager that someone in HR who knows a director who said that 90% will be laid off on Wednesday. All sites. No WARN notices though because they do it in a way that they don't have to.

If we're going to have layoffs in March, why does the Warn Act not have TransUnion listed in their January report?

I was laid off yesterday in NY. Got warn notice email few hours later with suggestive dates of separations commencing May 6-14. That means this entire week Citi will be laying off folks in NY (atleast) plus 90 days warn notice up to May.

Strauss Borrelli PLLC is investigating Smithfield Foods regarding a potential mass layoff. The firm is looking into the company's facility in Springfield, Massachusetts. Smithfield Foods notified the state of 190 employee layoffs on February 6, 2026. The investigation focuses on whether the company violated the federal WARN Act. This act generally requires employers to provide 60 days' notice before mass layoffs.

https://straussborrelli.com/2026/02/09/smithfield-foods-warn-act-investigation/

Because Why Follow the Spirit of the Law When You Can Obey the Letter and Still Do Whatever You Want?

Below are additional methods — the ones HR whispers about, Legal pretends not to know about, and executives call “innovative workforce agility.”

1. The “Job Swap to Nowhere” Maneuver
A classic.
Step 1: Rewrite your job description.
Step 2: Add 14 new responsibilities requiring 6 certifications you don’t have.
Step 3: Tell you you’re “no longer aligned with the role.”
Step 4: Offer you a “transition plan” that ends in unemployment — but not a layoff.
Result:
You “failed to meet new job requirements,” so it’s not a layoff.
No WARN.
No SUI spike.
No severance.
Just vibes.

2. The “We’re Eliminating Your Role, But Not Your Job” Trick
Your role is gone.
Your job is gone.
Your desk is gone.
Your access badge is gone.
But technically, you weren’t laid off — because the company still has a job title that resembles yours somewhere in the org chart.
Result:
No WARN trigger.
No unemployment claim.
No SUI increase.
Just existential confusion.

3. The “Contractor Conversion” Shuffle
Companies love this one.
• Fire employees
• Hire contractors
• Claim “no reduction in workforce” because contractors don’t count
• Move all the work offshore anyway
Result:
Headcount drops.
WARN thresholds stay untouched.
SUI exposure evaporates.
Shareholders applaud.

4. The “Layoff by Spreadsheet Error” Strategy
A modern classic.
Step 1: Send an email saying you’re laid off.
Step 2: Send another email saying it was a mistake.
Step 3: Send a third email saying it wasn’t a mistake.
Step 4: Blame Workday.
Result:
Confusion = delay.
Delay = fewer claims.
Fewer claims = lower SUI tax rate.
Also, no WARN notice because “we’re still evaluating.”

5. The “We’re Not Closing the Site, We’re Just Not Using It” Move
The building is empty.
The lights are off.
The parking lot is a wildlife sanctuary.
But officially?
The site is “operational,” just “temporarily underutilized.”
Result:
No WARN notice for site closure.
No severance obligations.
No unemployment claims.
Just raccoons.

6. The “Mandatory Relocation to an Impossible Location” Gambit
“We’re excited to announce your role is moving to:
• A city with no housing
• A country requiring a visa you can’t get
• A location that doesn’t exist on Google Maps”
If you decline, it’s a voluntary resignation.
Result:
No WARN.
No SUI.
No problem (for them).

7. The “We’re Not Eliminating Jobs — We’re Eliminating Shifts” Technique
Cut hours by 49%.
Cut shifts.
Cut schedules.
Cut sanity.
But don’t cross the 50% threshold that triggers WARN.
Result:
Employees quit.
Company celebrates “natural attrition.”
SUI tax rate stays low.
WARN stays untriggered.

8. The “Reorg Matryoshka Doll” Strategy
Every time you ask what’s happening, you’re told:
“We’re in the middle of a reorg.”
Inside that reorg is another reorg.
Inside that reorg is another reorg.
Inside that reorg is your job disappearing.
Result:
Because no single reorg eliminates enough people at once, WARN never applies.

9. The “AI Made the Decision, Not Us” Defense
“We didn’t lay you off.
The algorithm did.”
AI doesn’t trigger WARN.
AI doesn’t file unemployment.
AI doesn’t increase SUI tax rates.
AI doesn’t need severance.
Result:
The perfect scapegoat.

10. The “We’re Offering You a New Role… in Theory” Maneuver
You’re “offered” a new role that:
• Doesn’t exist
• Has no manager
• Has no responsibilities
• Has no pay band
• Has no start date
When you ask questions, they say you’re “not demonstrating flexibility.”
Result:
You resign.
They celebrate.
WARN stays silent.

11. The “We’re Not Firing You, We’re Just Not Scheduling You” Method
Used heavily in retail and banking operations.
Cut someone’s hours to zero.
Tell them they’re still employed.
Wait for them to quit.
Result:
Voluntary resignation = no WARN, no SUI.

12. The “We’re Eliminating the Team, Not the People” Illusion
Disband the team.
Scatter employees into random roles.
Let chaos do the rest.
Result:
People leave on their own.
Company avoids WARN.
SUI stays low.
HR calls it “organizational agility.”

13. The “We’re Not Laying Off Americans — We’re Globalizing Talent” Euphemism
Move work offshore.
Don’t replace U.S. employees.
Let attrition do the heavy lifting.
Result:
No WARN.
No SUI.
No headlines.
Just a lot of confused Americans.

14. The “We’re Not Cutting Jobs — We’re Cutting Budgets” Loophole
Freeze hiring.
Freeze promotions.
Freeze raises.
Freeze morale.
Eventually, people leave.
Result:
Attrition = free layoffs.
WARN = untriggered.
SUI = stable.
Leadership = thrilled.

15. The “We’re Not Downsizing — We’re Transforming” Jedi Mind Trick
If you rename layoffs as:
• Transformation
• Optimization
• Realignment
• Rebalancing
• Recalibration
• Reinvention
• Re‑synergization
…then technically, you’re not laying anyone off.
Result:
Legal compliance through vocabulary.

The Final Truth

Here’s the real truth:
Corporations don’t avoid WARN and SUI by accident.
They avoid them with the precision of a surgeon and the empathy of a parking meter.
WARN isn’t a law to them — it’s a speed limit, and they’ve figured out exactly how fast they can go without getting a ticket.
SUI isn’t a tax — it’s a penalty for being too honest about layoffs, so they simply stop being honest.
They slice layoffs into tiny pieces like a corporate charcuterie board.
They downgrade performance ratings like they’re clearing out old inventory.
They “encourage resignations” with the enthusiasm of a timeshare salesman.
They relocate jobs to places employees can’t physically reach.
They automate roles using systems trained by the very people being replaced.
And then they smile and say:
“We’re transforming our workforce.”
Which is technically true —
in the same way a woodchipper transforms a tree.
That’s the savage truth:
The laws meant to protect workers have become the blueprint for how to eliminate them quietly, cheaply, and with enough plausible deniability to make even the legal department proud.

Dura-Shiloh will close its Goshen, Indiana plant by March 31st. This closure will result in 172 employee terminations. The company issued a WARN notice on February 2nd. A law firm is investigating an alleged WARN Act violation. The notice provided 57 days, which is less than the required 60 days

https://wsbt.com/news/local/goshen-dura-shiloh-plant-closure-to-lay-off-hundreds-as-shutdown-nears

Strauss Borrelli PLLC is investigating First Brands Group LLC. This concerns a potential mass layoff at its McHenry, Illinois facility. First Brands Group notified the state of its decision on February 3, 2026. The layoff affected 389 employees. The firm is investigating if the company failed to provide 60 days' notice under the WARN Act.

https://straussborrelli.com/2026/02/06/first-brands-group-illinois-warn-act-investigation/

The U.S. Corporate Services unit of Philip Morris International is set to close its Richmond office in April, affecting 135 workers. Layoffs are scheduled to start April 17, per a WARN filing.

https://www.cspdailynews.com/tobacco/pmi-close-richmond-office-cut-135-positions-site

Strauss Borrelli PLLC is investigating Aludyne Inc. after reports of a potential mass layoff in Columbus, Georgia. The WARN Act requires advance notice for major layoffs, and as a result, some Aludyne workers may be entitled to 60 days of pay and benefits.

https://straussborrelli.com/2026/02/05/aludyne-georgia-warn-act-investigation/

• An Illinois steel company has ceased operations.
• The Illinois Department of Labor is investigating if the company violated the state's WARN Act.
• The company says it was unable to provide notice due to unforeseeable business circumstances.

https://www.pjstar.com/story/news/state/2026/02/08/illinois-company-under-investigation-after-closure-and-mass-layoffs/88546889007/

Since they announced the layoff at 3pm on Weds, and laid everyone off by 2pm Thursday, wouldn’t that violate the WARN Act? Don’t they have to give a 60 day notice?

From what I’ve seen they have fired more than 5,000 employees but I don’t see the WARN acts out anywhere?? Only for the state of WA and KY… but I know they have fired all over the country so- WTF?!

https://kydev.my.salesforce.com/sfc/p/#t00000004X3h/a/eq00000M6GGj/Yf18rFfiq7i9NKtvhRtKlBMX7v2yXq7s8g_.HwdUHDs

74 laid off in Kentucky. Job Titles Below Notice Dated 1/30/26

Coach, Sales Development
Expert, SMB Sales Development
Lead Expert, SMB Sales Development
Manager, Sales Development
Sr Expert, ENT Sales Development
Sr Expert, Sales Development - SMB

Anyone who’s still on through 2/20 (NJ WARN Act) get their computer locked out this morning? We still have two weeks .. but my concession cell device works fine. Slack, email, etc ok on the phone but computer locked down.

The layoffs - which are expected to be permanent - were attributed to "operational changes in CVS Health Aetna's Small Group business segment," according to the letter. Layoffs will occur between early April and late July, according to the letter.

https://www.msn.com/en-us/money/companies/cvs-health-to-lay-off-over-300-remote-employees-who-report-to-aetna-hq-in-hartford/ar-AA1VKElx

The company reported to Iowa WARN it will let go of 49 employees at the Wells Fargo West Des Moines campus on South Jordan Creek Parkway near Mills Civic Parkway. Those employees will clock out for the last time on April 4.

https://www.kcci.com/article/wells-fargo-west-des-moines-layoffs-dozens-jobs-cut/70259337