#involuntarydeparture

If you got the offer, consider yourself lucky. I missed it by just a few years. It's a great offer I'd have jumped at. Oh, well. It is what it is, I guess. I wonder if we'll have involuntary layoffs if not enough people accept and what kind of package will be offered in that case.

Involuntary ones.

The New School introduced a new buyout offer on May 15. This offer targets faculty members facing impending layoffs. It allows laid-off faculty to resign immediately for benefits. Benefits include salary, healthcare, and tuition waivers. The AAUP-TNS criticized the offer as an intimidation tactic.

https://www.newschoolfreepress.com/2026/05/22/the-new-school-restructuring-layoffs-involuntary-seperation-buyout/

I wouldn't have minded taking a severance package. Could have saved one of my teammates who I know couldn't afford to lose his job, and he did. I'll never understand why a voluntary round isn't always offered before an involuntary one. Wouldn't that be a win/win?

Sounds like she was pushed out.

Too many reports of people 55+ being let go in disproportionate numbers.

Timberland Regional Library reversed most planned staff layoffs. The union announced this significant change on April 15. Thirty-six involuntary layoff notices were rescinded. Eight probationary employees will still be laid off. The library system faces budget issues and seeks a levy lid lift.

Tumwater, Washington

https://chinookobserver.com/2026/04/20/library-union-says-most-trl-layoffs-have-been-reversed/

BLS released new data on North Dakota's labor market for December 2025. The state saw 2,000 fewer open positions compared to November. The job openings rate consequently dropped to 4.5 percent. Involuntary separations rose by 1,000 during December. Overall separations increased by 3,000 from the prior month.

https://www.bls.gov/regions/midwest/news-release/jobopeningslaborturnover_northdakota.htm

Not waiting for July 1 like the exec chairman stated in today's email. Bounced today. House of Cards starting to fall. Wait until the FY27 plans are shared more broadly. Going to be a lot of unhappy campers.

Humber Polytechnic has begun involuntary layoffs. A voluntary exit program was offered first. It did not meet the required budget reduction. The college faces significant financial pressures. Financial strain impacts post-secondary institutions across Ontario.

https://globalnews.ca/news/11745695/humber-college-layoffs/

Timberland Regional Library will cut 61 positions. This represents 25% of its total staff. The decision addresses a $3.8 million budget shortfall. Involuntary layoffs are set to take effect in May 2026. Three additional libraries will transition to a self-service model.

Tumwater, Washington

https://www.theolympian.com/news/local/article315076371.html

This is our third post discussing Walmart layoffs. We are gratified that our first two posts have proven to be correct and consistent with our Business Intelligence and data gathering processes.

We still think the chances of involuntary separations in the period starting 3/9 through 4/8 is elevated from less than 10% up to 30%. Two factors drive this prediction, but the factor that impacts associates right away is the performance evaluation process. Associates are nervous and they know even if their work has been acceptable, Walmart can and will give out surprise poor performance evaluations as a way to move undesirable associates toward the door. Some will simply quit and that’s a cheap solution for Walmart. Management knows they can use the eval process to move associates out without a WARN notice, so eval time is a good period to start to thin the heard.

After 4/8, all the planning meetings, budget reviews, goals & objectives, reorg and prioritization events will be wrapping up and it will be time to execute on those decisions. Projects to put AI in place to benefit profitability and reduce personnel costs will start and staffing decisions will be firmed up, and unfortunately, started. May has typically been a favorite time for Walmart to do layoff activity and there’s no reason to believe this year will be any different, especially with a new CEO wanting to show a major uptick by the end of Q2.

Regarding the tech mess, Walmart continues to pay the price for bad decisions in the past, such as questionable H1B activity, reliance on contractors, bringing in tech managers and executives who have not delivered, and a host of associate morale and trust issues.

We suggest everyone review Doug’s comments on the future of AI. There’s several nuggets of truth in there and Walmart sees AI as a way to impact operational costs in a positive direction and improve productivity.

We know some form of the following question has been asked to all executives: “How fast can you implement AI solutions and how much headcount will you free up?”

Don’t agree with us? Tell us why.

Involuntary surplus of the Houston test center today. I believe 68 of us left. Everything moving to Dallas.

Basically, someone stated that the Nov 20 layoff was some kind of exception to the prorated RSU treatment that involuntary separations receive.

That those caught in this particular wave would have all future years (the two tranches for 2027 and the one for 2028) vest upon separation.

Any truth in this?

To the HR and/or legal representatives assigned to monitor this thread...maybe float the idea of an early retirement package option. For example, offer 5 years of age and tenure in exchange for early retirement. I wager you'd get a few takers and thus reduce the burden of another involuntary force reduction.

Thoughts to those who worked their last day today, but please spare us the sappy posts. Verizon used and abused you, then hung you out to dry. You owe no word of kindness as you exit involuntarily. Shake the dust off and move on. Sorry to those who are stuck behind in this unhealthy mess.

Talk going around today between Dallas and Atlanta is that it's cheaper to pay off Leg T union employees to get rid of them rather than keep them on the payroll considering high costs, high absenteeism, low productivity and trainability as well as non-collaberative attitudes. It's being agreed on by top leadership that it's much cheaper and far more easy to pay the termination pay per contract, and now that the watermark is no longer an obstacle, the first step will be to declare surplus which means VTP will be offered without a cap. This is expected to reduce the Leg T workforce by at least half. The remaining will be Involuntarily laid off by year end as all Leg T work is automated, outsourced and off-shored.

The Idaho National Laboratory (INL) and its contractor confirmed recent employee layoffs. Battelle Energy Alliance initiated an Involuntary Separation Program. This program aims to reduce current workforce staffing levels. Fewer than 1% of INL employees were impacted, totaling under 50 positions. The company stated this aligns the workforce with national and Department of Energy priorities.

https://www.eastidahonews.com/2026/02/idaho-national-laboratory-confirms-layoffs-have-occurred-number-of-jobs-lost-unknown/

I am thinking the ISP starts in March? Maybe March 18 to allow 30 days from previous separation? Possible, April.

With a pip. What a horrible company

Let go from Hagerstown after 11+ years, no reason given.

Just wondering if those who are declining the VSP they are eligible for have a concern about being laid off involuntarily with less benefits.

I’ve lost jobs before, but this time it felt particularly offensive and infuriating. I was dedicated, consistently a top performer, and I genuinely liked what I did. I was also lucky to have a great team. For the company to throw away valuable contributors like so many of us, and strip us of the chance to keep doing what we love really highlights how empty and pointless the corporate world has become.

I’m not saying this layoff is the end of the world, but it’s hard not to feel how disappointing, futile, and ugly it all is. In any case, good luck to all of us, both those who were let go and those who remain. Here’s hoping things start making a bit more sense again someday.

Council Chairs established and members nominated. Mobility surveys have not closed yet but ppl have already started disappearing from QP (most are involuntary). Staffing & selection process is on by first week of November and we all know how this game works - similar to how PADP is run in this company, rife with politics. Good luck to those who wants to remain employed!

I was put on the Booz Allen Bench at the end of August. It wasn't even two weeks before I received what they call at Booz Allen a lack of work notice, with a layoff date clearly stated.
While on the bench, I applied to five internal jobs, and I was turned down for all of them.
None of the hiring managers or recruiters ever contacted me regarding the jobs. You just receive a rejection form letter type of email that su-ks stating you are not being considered for the job you applied to. I had even stated on my resume I submitted to the five jobs I applied to, that I was on the bench, including stating my layoff date. Before my layoff last week, the five people hired to fill these positions had already started their first day with the company. I read these people's profiles', and they were all hired from outside the company. If you have a layoff notice in hand, you are not given any consideration to fill an internal position at Booz Allen. I'm not sure what people reading this think, but it sure told me heck of a lot about Booz Allen while personally experiencing the drama hiring managers and recruiters pull on people.

Does anyone else find it odd and totally insensitive that the group of people handling offboarding of VSP'd and ISP'd associates is named the "Execution Team"? Is this just an insensitive error naming the team or is it some type of twisted psychological play by one Penelope Pennington? Either way, very strange and off-putting.

Please don’t believe people who say this will be based on performance or value. We all know that’s not true. This is about numbers and nothing else. If your number’s in their sights, you’re gone even if you’re the most valuable and experienced person on your team. They don’t care. We’re all just numbers to them.

I keep hearing that 1000-1200 associates are going to receive the ISP. This would be a substantially higher number than what have been discussed related to Reimagined. Is anyone else hearing similar rumblings?