How are selections for layoffs being done, who is flagged and who is doing flagging and based on what criteria?
9 replies (most recent on top)
Anyone in ta-d&Duh get hit this round?
@b8 so your saying he gives them inside info so they can adjust their investments. sure
@am They won't put out a formal press release about the layoffs, but guaranteed the analysts working for Citi, Goldman, Blackrock, Fidelity, etc know what's happening. These are the big "institutional" stockholders and they are rarely surprised about earnings, expenses, and layoffs. Listen to the Q4 earnings call and I bet there are questions about the reductions, or the CEO (can't name him without getting post deleted it seems) will have remarks about the "progress of our plan to reduce expenses". Any analysts worth their salt already know what happened and will adjust their stock price forecasts to account for it.
The CEO actually NEEDS them to know, to try and slow down or stop the slide in the stock price.
@an You don't accrue that way anymore and is irrelevant with the shift to fto
These changes create a financial incentive to restructure the workforce prior to implementation. Under the current system, earned PTO must be paid out—particularly for long-tenured, higher-salaried employees who typically accrue 2–3 weeks of PTO on January 1. By executing layoffs before the transition, the company avoids these payout obligations.
Additionally, removing the 401(k) match further reduces long-term compensation costs associated with high-salary employees. Delaying action until after Q1 would result in significantly higher separation costs due to accrued benefits.
In short, the timing of these changes presents a strategic opportunity to reduce overhead by prioritizing workforce adjustments before the new structure takes effect.
@ak Stock market? they said they wouldnot make a public announcement about layoffs
Sorry to disagree, but nothing about these layoffs are random. The company has a target to meet and they plan very carefully how to do it without opening themselves up to a discrimination or EEOC lawsuit.
The "impact on the business" never seems to be taken into account though. I've seen junior and/or newer people with limited impact on the business be let go, and I've seen many people who were critical to the operation of the team/business unit let go.
At the end of it all, they are reducing expenses (salary, benefit load, office space consolidation, etc) by cutting headcount, then in some cases bringing on offshore FTEs who work for a 3rd party and not on the Xerox books.
Also, I honestly don't think today's round is because of duplicate roles in Lexmark. I think those cuts will come in 2026 once they have a clearer picture of the true overlap in staff between Lex and Xrx. I think today is all about the debt load (existing Xrx and the new debt taken on with the Lex acquisition) and giving the stock market a shiny object to be distracted by for one more quarter.
In my experience it has been random although one round was just the higher salaries.
Probably same as always around here. Cut the high salaries, then sprinkle in enough lower ranking employees to avoid an EEOC or discrimination lawsuit.