Thread regarding Verizon Communications Inc. layoffs

This company does not understand the meaning of transparency. Many of the voluntary reductions have never been fully voluntary. They review the list for the highest paid then produce some report, lies, in an attempt to prove that they do not reduce headcount by highest paid and many times most productive. Everything out of Upper Management's mouths is a lie. Most of them live that ridiculous credo billsh#t while preparing for a price fixing scheme they have been involved with or bribing ISIS. WHAT AN FN JOKE

@aj GREAT breakdown. And just saw this on LinkedIn - im a contractor and NOBODY is traveling this quarter https://www.linkedin.com/posts/jalonniweaver_with-layoffs-being-so-common-these-days-activity-7379588822952546304-POvK?utm_source=share&utm_medium=member_ios&rcm=ACoAABNzJykBSlqPVieNN63l5KcwSQTmHZEsWdo

Texas? Is that the Steers and queers place? No Thanks.

Phil Murphy is not fat. Your sister/wife is.
Pi-s off Red Hat.

@e6

And that’s the real tragedy here. Verizon once had the talent, the vision, and the scale to be the best in the world. Now it’s a company that measures success by how many people it can cut without triggering a WARN notice. You don’t build greatness by shrinking. You don’t inspire loyalty by hiding layoffs behind buzzwords. And you sure don’t become a leader again by managing decline just to keep a few big funds happy. As long as this is the playbook — slice, spin, repeat — Verizon will never be the best again. It’ll just be another old giant slowly disappearing from the inside out.

@aj

Here’s roughly how many jobs Verizon has cut since 2018 — including layoffs, buyouts, and workforce reductions:
• 2018: ~11,000 jobs gone (about 10,400 took a voluntary separation package)
• 2019: ~9,500 jobs cut
• 2020: ~2,800 jobs cut
• 2021: ~13,800 jobs cut
• 2022: ~1,300 jobs cut
• 2023: ~11,700 jobs cut
• 2024: ~5,800 jobs cut (plus ~4,800 more announced through early 2025)

That’s over 56,000 jobs gone in just seven years — most of it with no big WARN filings, no headlines, and no accountability.

The pattern is clear: small waves, constant reductions, and careful legal maneuvering to stay under the radar. Verizon keeps calling it “restructuring” or “realignment,” but for employees it’s just another year of jobs disappearing quietly.

@OP

For many Verizon employees, the layoffs don’t come with warning emails, press releases, or headlines — they just happen. Colleagues disappear quietly, teams shrink without explanation, and months later the company still talks publicly about “investing in people” and “building the workforce of the future.” Yet when you check the official WARN list — the state’s public record of mass layoffs — Verizon’s name is nowhere to be found.

The reality is that the company isn’t avoiding layoffs. It’s avoiding visibility. And it does so by using a series of carefully designed legal and structural tactics that keep job cuts out of public view.

1. Small, Strategic Layoffs

Instead of announcing one large round that would require a WARN filing, Verizon breaks workforce reductions into smaller groups — often 30 or 40 people at a time. Each action falls below the legal threshold, even though the total number is far larger over time.

1. Multiple Legal Entities

Verizon operates under many corporate subsidiaries. By distributing layoffs across these separate legal entities, the company ensures that no single unit technically meets the definition of a “mass layoff,” even if the overall workforce reduction is significant.

1. Rebranding Job Losses

Many cuts are not labeled as layoffs at all. They’re called “restructuring,” “realignment,” or “voluntary separation.” Some roles are outsourced entirely, meaning employees are technically transferred rather than terminated — and therefore excluded from WARN reporting requirements.

1. Gradual Workforce Reductions

Rather than one large event, Verizon spreads cuts over several months. This slow, continuous approach reduces thousands of jobs without ever triggering the reporting thresholds that would make the process public.

1. Severance and Legal Waivers

Severance agreements often include legal waivers that limit employees’ ability to challenge how the layoffs were handled. With few formal complaints, regulators are less likely to investigate, and the company continues its approach with minimal oversight.

The end result is a company that publicly emphasizes transparency, accountability, and corporate responsibility — while privately structuring its workforce reductions to avoid scrutiny. None of these methods are illegal, but they are deliberately designed to control the narrative, manage optics, and minimize public accountability.

It’s a textbook example of how corporate messaging and corporate behavior can diverge: one story for the press releases, another entirely for the people living through it.