Thread regarding AMN Healthcare Services Inc. layoffs

@483, this is what happened to my team. They “eliminated our roles” only to create a brand new one with a new title. Despite being a perfect match, they didn’t offer any of the top-performing remote team members the chance to apply. They kept the local employees and simply gave them the new title, which shows that the role was the same.

They openly admitted several times that it was because we were remote, but the official reason cited was “role elimination.” I had been remote in that role for years, hired as a remote worker, and I had been thriving in that role.

If you’re working remotely, you are not safe. Consider other options. The job market is tough right now, so get a head start before cashing in on severance.

Email yourself anything you might need from your work computer. If you’re unsure what to grab, look up digital go bags.

Cary using Newsom hands tells me she's blowing smoke up our as--s.

@5at
Is that the reason shared? She left because of onsite presence plus kids? That in itself is a crazy position to put her in without compassion but we know it’s not the whole truth.

@57k
Leah left because she had to be in office more. She has 3 very young children including a newborn at home.

Her reasons are different from the usual, but it is a shame she left. Was a great leader.

@578
Did they just push out Leah?
Many of these people in Senior Director and above roles that “resigned” recently have not truly resigned. They are mutually separating, which to save face, will be noted as voluntary resignation.
Shady.

Don't forget to fill out the company survey...wouldn't surprise me if I'm "consolidated" after this one haha

@56w yes! I’m getting ready to quit as well without a backup plan. The leaders in my area have done a complete 180 & enforcing this toxicity.

@52f
Consolidation, is that what they are calling it now?
More layoffs more like it.
I quit without a job because I did not want to be part of that toxic culture of treating people like garbage.
The senior leaders don’t have empathy and they want that to be shuffled down to front line leaders which I wanted no part of. I didn’t want to be known as that leader that was bullied into putting people on PIPs for not meeting expectations when the goals were unrealistic for the current market.

@52f
Only those in denial will continue to buy into the superficial narrative and keep playing along. The signs have been clear for a while now, and the business continues to decline. Not even division presidents, group presidents, VPs, senior directors, or directors are exempt. Even C-level executives have been pushed out. Performance and perceived “untouchability” offer no real protection, no one is exempt from this so-called “consolidation.”

@52f what happened?? I’m on PTO, so I missed it.

You heard it, more consolidation! Cary jumped in quick to fluff that one up

I’m assuming resignations are up. I’m seeing a lot of posts on LinkedIn with tenured team members resigning & looking for their next opportunity.

@4kd
I accepted the position based on it being advertised as a remote role, which was a key factor in my decision to join. Although I live within 50 miles of the newly established HUB, the traffic is extremely challenging, commuting would take 1.5 to 2 hours each day, which makes it an unfeasible option for me. It’s not an area I would consider for work.

Currently, I work remotely for another organization that embraces the principles of the Good Jobs Strategy. (“The Good Jobs Strategy by Zeynep Ton argues that companies can achieve lower costs and higher profits by investing in their employees, rather than treating them as a cost to be minimized.”)

@3n0 yep. The executives sure aren't taking a pay cut.

@2zm so, you lived within 50 miles of the office? And took you 2 hours 1 way? Did you move into a role that is now remote?

@3rz Cary makes over 9 million a year and she doesnt lose sleep at night.

@4cd I'd love to know more about this. I have done all I can to request accommodations living over 75 miles from the office. And nothing.

Cary came in and cleaned up shop. She isn't taking a pay cut and even makes more than Susan Salka when she left.

Making 6 figures, it's easy for them to "adjust". But, the ones busting their butt and getting less than 75 cents an hour raise, they do not accommodate at all.

@2zm
Employment lawyer here:

If you were hired for a remote job and your employer later forces you to work onsite in a way that is unreasonable or burdensome, it could be considered constructive discharge, especially if the change violates your original job agreement and makes the job intolerable.

To qualify, you’d need to show:
• You were clearly hired for remote work.
• The onsite requirement is unreasonable or harmful.
• You raised concerns, and the employer didn’t accommodate.
• You resigned because of the change.

@483
Not illegal but it could be deemed discriminatory especially if the person is in a protected class and so on.
It’s certainly unethical and from a moral standpoint this is dishonesty. It’s a terrible culture to foster. Nasty business.

@483 wouldn't be a stretch if they start pulling this move more. Layoffs to push people out then hire new people to fall in line at a cheaper rate and eventually more days in office. Gross.

@47m They also eliminated the Human Resources Generalist role and had layoffs but I noticed today on LinkedIn that they have a role up for a HR Advisor with the same work as HRG. Not sure about legal, but how is that ethical or moral?

@47k
The consistent theme here is that Tomya is pushing for a more traditional onsite work model. The ultimate goal is to have employees in the office four days a week. Although a survey was sent out a few months ago to gauge sentiment, it seems the decision to move forward with this plan is already set.

I just saw where they’re hiring recruiters for 4 days per week in office under the guise of “missing connection”. They’re laying off/performance managing anyone who is remote and rehiring to get rid of remote work.

@449
Lies! That’s not accurate based on what I’ve seen firsthand. I know for a fact that people were laid off despite strong performance. This idea that revenue-generating roles more valuable reflects a toxic culture, and it’s a key reason why the company struggles to be seen as an employer of choice. Money…money…money…yuck!

"This is your company" lol

@449 they just dumped a whole lot of top earners.

Lol polished communications.

43f Actual top revenue generators are never laid off. Ops and management scaled down due to market turn, offshore implementation, automation, and client loss. We see this across the industry.

@3rz Also, last year when hundreds were laid off, a good chunk of them were top sales performers. Some were even set to go on that trip to Mexico. However, whether intentional or not, they were eliminated before the trip. They worked themselves to the bone to generate revenue for AMN and a layoff is what they received in return.

@3rs what a wild take. You really typed that out, misspelling and all.

@OP Revenue generators are miserable too. And for the record, know how to spell.

@3rs
Complainers and not ‘complainOrs’ What a snobbish thing to say!
You continue to accept that ‘grueling, stressful job’ as normal. It’s not! Some people know their worth.

@3rs
Assuming that everyone here is still employed just shows how out of touch you are with both the reality of the situation and the company culture.

Dismissing valid concerns as “complaining” only reinforces the toxic mindset people are speaking out against. Gratitude shouldn’t be expected in exchange for being mistreated or overlooked.

Give it time, chances are, you’ll be on here sharing your own frustrations soon enough. It’s coming. Very tenured people are laid off at all levels regardless of performance.

@3rs
@3rs No one is arguing that top revenue generators shouldn’t be recognized or rewarded. But as a fellow human being, I’d personally find it hard to enjoy a luxury trip funded by the company while knowing that colleagues are being laid off and their lives disrupted. Revenue contribution doesn’t equate to being a more valuable person , everyone plays a role, and everyone matters.

The reality is, no one is immune. If the business continues to decline, even top performers could find themselves at risk. Instead of defending a company that’s cutting jobs while spending lavishly, maybe it’s worth questioning the culture that enables this. Your stance reflects the very mindset that’s causing disillusionment among so many employees. 😉

@3n0-top revenue generators deserve these trips and much more. It's a grueling, stressful job. And it is the reason why you and all the complainors on here are employed. 😉

?

@3hs 100% true.
They pay for sales people and their plus ones to go to luxury presidents club trips once per year. Why? If you are laying people off why would you do that? It is gross. It’s costs hundreds of thousands to do these trips. They fly leaders to different offices wi--y nilly. They expense expensive dinners and so on. They make me sick.

@3h2 I don’t think they will miss this. They are particular about severance agreement and will cover that.

@3dz the part that really stuck with me is when I heard about the execs still going through with the Mexico trips on the tail end of hundreds of people losing their jobs. It was disgusting. They have money for those trips, but not to pay their other team members a livable wage. They did that trip again this year-I heard it was small, but still when supposedly the financials aren’t good. I’m sure it’s a huge tax break for them, but the optics are gross.