There are still manager and directors in IT who are fully remote. One lives in New Orleans and rumor has it he doesn’t get to the office often.
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@sh that’s universal at an anecdotal level I’m just saying ignorance has a price at some point
@sh I am not that foolish. While the stuff I work on might be important, there will be cuts across the board irrespective of individual contributions. If the plan is to cut larger chunks, my days are definitely numbered.
@nh I am sure you feel what you do is business crucial and some other person might say what you are doing is not.
@nh many people even within the company don’t understand what certain roles play. Yeah there are some still bloated areas for sure but not 15-20 pct of what’s left. Pct goals never work because they are typically done without the necessary due diligence forcing teams to be short staffed which in the long run costs more than it saves.
@ng I highly doubt that. Take a look around at what people are doing. Are these really business crucial processes? I think they can easily cut 15% without much impact. And another 15% with little bit of planning.
@n9 it’s not that simple. They’ve not yet cut too deep but to get below 6500/7000 there will be business impacts and disruption that can’t be easily overcome
@k7 he has 4 years in his multiple chairs. It is a long time to do whatever he wants. Don’t forget that nobody is talking about the full IPO, just a 10-15% sale in the current regulatory format.
AND, top leadership wants to show lower expenses when the business slows down. For now, they will be laying off people consistently and relentlessly. Ask anyone in Finance.
@jy once the company goes public, it's out of Pulte's control and any further reduction doesn't really matter. So while it's not overnight, it's also not over long period of time.
@cz the goal the to get it to about 4000 people. Not overnight, of course.
@e3 you might get sued for being delusional.
@e2 what kind of nonsense is this?
How can they sue us?
They can bring a claim under U.S. anti‑discrimination law. Typically the process looks like this:
File a charge with the EEOC (or a comparable state agency). The employee submits a complaint describing the discriminatory treatment. The agency will investigate, may try to mediate, and will issue a “right‑to‑sue” letter if it finds cause—or after the statutory 180‑day waiting period expires.
Receive the right‑to‑sue notice. Once the EEOC (or state agency) issues this letter, the employee has a limited window—usually 90 days—to file a civil lawsuit in federal (or state) court.
Initiate a lawsuit.
If I work in HR at Freddie Mac and we are doing an ongoing reduction in force targeting anyone of non-Indian descent, and Indians of a low caste. Can they sue me personally?
While the corporation is the primary target of discrimination lawsuits, you could face a personal suit if a plaintiff can show that you intentionally and individually discriminated outside the normal scope of your employment. Because the legal landscape varies by jurisdiction and the facts matter greatly, the safest course is to obtain formal legal advice before proceeding with any demographic‑based RIF.
@cz Only? You haven't been following Pulte's posts, have you?
@OP But we only have around 8000 employees in total.