#layoffs

If you're smart, you should have been actively looking and applying for a job from the start of the year, if not sooner. No one is safe here, and I think that's been blatantly telegraphed for a while now. This is not the same company I joined 15 years ago, that's for sure.

https://commonwealthbeacon.org/economy/coca-colas-northampton-plant-closing-will-trigger-175-layoffs/

The only silver lining is that severance seems to be staying as is. That's always been my biggest concern when layoffs happen.

1. She keeps pushing for outside talent that have no idea what we do. Associates and clients just want results not supposed big name! Are we not heavy on top already? You need to keep and bring back former Fiserv talent that know how to keep the lights ON!! That is your path to success. What you are doing shows you do not care and are on your way out!

2. Bank is too big and ineffective, full of non-doers and we are still losing clients. Too many SVPs with no accountability! Sold nothing, keep moving clients from one Core to another and claim victory

3. Credit Union - That leader is a no show. Has a bunch of SVPs that again have no idea what Fiserv does and he is bringing in more to do what??!? He needs to just show up and do the job! He and his band of losers are failing forward over and the circus is not stopping

4. EmFi - does that heavy engine make any money or do anything??

It is going to take Takis too long to figure Dhivya/FIG and these SVPS out. My resume is polished and ready to go. If Fiserv does not care about FIG, why should I any more?!?!?

Major layoffs along with a shakeup at the top. I guess we were all expecting it, so I hope everybody is as prepared as they can be for this. I've been sending out some feelers in the past few months and I already have some leads, so that's helping me not panic as much.

I can't get worked up over rumors anymore. If official news comes, I'll deal with it. Until then, I'm not wasting my energy.

I'm curious how people who were laid off are doing with their job search. Is the market brutal or are you finding opportunities? Would love to hear from anyone still checking in.

"and also 50% less of the work and knowledge. And growing as people like the other poster leave or are let go soon will be a loss. I mean lots of projects canceled or put on hold to likely be abandoned later.

D-mbest thing this ceo did here and she/board will probably throw SD under the bus when you know what hits the fan and everything goes from bad to worse when people are gone.

I don’t like it but could understand closing Jax and Denver. But this move was completely asinine. Time will tell. Hopefully I am wrong but I have a pretty steady record of being right about these things here over the years."
$$$$$
50% less work. High Turnover. Slow Results or no results. Delayed & cancelled projects

Sounds like a recipe spelling disaster.

There are persistent rumors circulating that another round of layoffs is planned for the end of the calendar year, with planning expected to begin in September. According to these reports, managers will be the primary target this time around.

Urgent Note for Managers:

Prepare now. If these rumors prove accurate, you have limited time to assess your options. Update your resume, strengthen your professional network, and explore opportunities elsewhere before September.

Additionally, reviews will be artificially deflated to encourage voluntary attrition. This appears to be a deliberate strategy to make the work environment increasingly difficult, pushing people to leave on their own terms. Be aware that negative review scores in the coming months may not reflect your actual performance.

If you're a manager, this is especially critical. Document your achievements and contributions now, and don't let artificially low reviews undermine your confidence or your market value as you explore your next move.

Can we have some of those?

Any way to know how many are still left to be notified?

With the shifts happening in R2B there will be far less impacts from B2B in the mid market space. Lots of the B2B accounts fall in the 10-35 space that the new R2B teams will own, and lots of cold calling from that team into the same space. Seems there is a lot of overlap in the territories, and lots of new folks with much lower comp than the holdouts with high seniority. They have been trying to weed out many in the B2B team via quotas, new PIP process, and just plain making their lives he-l at work until they quit. Seems like there will be some consolidation, especially in the outer markets and with the folks with higher seniority that have been too stubborn to leave. Anyone hearing anything?

Well folks, more layoffs reported out of Estero today impacting Facilities and other departments. Other posts on social media indicating long timers quitting without jobs lined up. Forget back to basics and wasteful spending in throwing spaghetti at the wall and see what sticks. Anyone left should be terrified of what’s to come!

I’m in IBS Core. TPM (tech product management)… one of the product owners.

Are we getting RIF’d or laid off? Everyone under my manager has the same meeting tomorrow, including my manager.

The big list is being finalized as we speak. Get your resumes dusted off, your lawyers dressed up, your data downloaded and your bathing suits on for a nice, forced summer vacation.
Much Love,
Boston Consulting Group and your Failed Leadership

Uniti is on the path to being the most poorly run company in history. They now are looking for new vice presidents in many departments because they have laid off so many and lost so much revenue they are now in panic restructure while looking to sell the whole company. Pathetic, evil, and stupid, the new Uniti motto

Oracle workforce shrinks by about 21,000 employees amid AI adoption

https://www.yahoo.com/finance/technology/ai/articles/oracle-workforce-shrinks-13-204431510.html

Oracle's total workforce declined 13%, or about 21,000 employees in fiscal ‌2026, as the cloud computing giant continued ‌restructuring its business, partly driven by the adoption of AI ​across its operations.

The company had a total workforce of 141,000 as of May 31, 2026, compared with about 162,000 as of the same period last ‌year, according to ⁠its annual report released on Monday.

Oracle spent $1.84 billion in severance payments and other ⁠exit costs related to the restructuring activities in fiscal 2026, significantly higher than the $374 million spent in ​the previous ​fiscal year, the ​filing showed.

It also said ‌in its filing that the workforce adjustments were in response to various factors, including management and product changes, performance issues, strategic shifts and acquisitions.

The decline in the workforce follows multiple reports earlier ‌this year about Oracle cutting ​thousands of jobs. The company ​did not immediately ​respond to a Reuters request for ‌comment.

Worries are quickly mounting over ​job losses ​due to AI disruption, as 196 tech companies laid off more than 119,800 employees so ​far this year, ‌according to Layoffs.fyi, a website tracking sector-wide ​job cuts.

Arizona

• Lucid Motors is cutting roughly 1,500 workers, representing about 18% of its U.S. workforce and eliminating a production shift at its Arizona factory, with keywords including electric vehicles, restructuring, cost reduction, and manufacturing.

Massachusetts

• Coca-Cola is closing its Northampton, Massachusetts plant and laying off about 175 workers, with keywords including plant closure, beverage manufacturing, state filing, and workforce reduction.
• Baystate Health has confirmed layoffs affecting an unknown number of workers in western Massachusetts amid a reported $60 million budget shortfall, with keywords including healthcare, budget deficit, nursing concerns, and workforce reduction.

New York

• Novartis is laying off 60 workers at a Flatiron biotech operation in New York following its acquisition of Tourmaline Bio, with keywords including biotechnology, acquisition, pharmaceuticals, and workforce reduction.

Ohio

• Senior Resource Connection will begin mass layoffs affecting 160 workers in Ohio starting June 30, with keywords including nonprofit, workforce reduction, staffing changes, and organizational restructuring.
• Orlando Baking Company is actively hiring as more than 700 Schwebel’s employees in Ohio face upcoming layoffs, with keywords including bakery, hiring, workforce transition, and plant employment.

California

• Kabam is consolidating its Los Angeles office and laying off an unknown number of workers, with keywords including gaming, office consolidation, restructuring, and workforce reduction.
• PlayerUnknown Productions has laid off an unknown number of workers in California after failing to secure sufficient funding, with keywords including gaming, funding shortfall, restructuring, and workforce reduction.

Minnesota

• Minnesota Star Tribune is expected to reduce newsroom staffing by about 15% through layoffs and buyouts in Minnesota, with keywords including media, newsroom cuts, buyouts, and workforce reduction.

Germany

• DB Cargo is eliminating 6,200 jobs in Germany by 2030, with keywords including rail freight, restructuring, long-term workforce reduction, and cost savings.

Company-wide/Location Not Specified

• Electronic Arts has reportedly begun layoffs affecting an unknown number of workers, with keywords including gaming, restructuring, workforce reduction, and corporate changes.
• BlackRock has conducted layoffs affecting an unknown number of workers across investment, technology, operations, and private credit teams, with keywords including asset management, efficiency efforts, restructuring, and workforce reduction.
• Meta employees are reporting morale challenges following layoffs and AI-related restructuring, with keywords including artificial intelligence, organizational change, workforce reduction, and employee relations.

Potential/Unconfirmed Layoffs

• CFPB layoffs remain tied up in federal court proceedings and no final workforce reduction has been confirmed, with keywords including litigation, appeals court, government agency, and proposed cuts.
• Spirit Airlines remains involved in litigation related to prior bankruptcy-era layoffs affecting an unknown number of workers, with keywords including bankruptcy, labor rights, legal dispute, and workforce reduction.
• Tennessee WARN filings have affected about 5,001 workers through announced closures and layoffs statewide in 2026, with keywords including WARN notices, facility closures, workforce reductions, and labor market.
• General Motors previously cut more than 1,000 workers and has introduced additional automation initiatives, with keywords including manufacturing, robotics, restructuring, and workforce reduction.

National/Other Commentary and Analysis

• Forbes examined claims that artificial intelligence is driving layoffs and argued the causes are more complex, with keywords including AI, technology, workforce trends, and analysis.
• HRD America reported research showing layoffs can significantly reduce employee trust in management, with keywords including workplace culture, leadership, morale, and analysis.
• Silicon Valley Business Journal analyzed continuing layoff risks for technology workers despite hiring gains, with keywords including technology, labor market, employment trends, and analysis.
• Built In discussed potential long-term business costs associated with AI-driven layoffs, with keywords including artificial intelligence, workforce strategy, business risk, and analysis.
• Newsweek reported on proposed legislation requiring disclosure of layoff plans during visa applications, with keywords including immigration, legislation, transparency, and policy.
• People Matters, Forbes, Yahoo Life UK, and Let’s Data Science reported survey findings showing most executives expect AI-related workforce reductions in coming years, with keywords including artificial intelligence, executive surveys, workforce planning, and labor trends.
• Quiver Quantitative and KOLO reported on legislation that would require companies to identify AI-related layoffs, with keywords including transparency, worker protections, artificial intelligence, and legislation.
• HR Executive analyzed California employer obligations under emerging AI-related workforce regulations, with keywords including compliance, artificial intelligence, labor law, and workforce planning.
• Inc. Magazine and Wall Street Journal published commentary on AI, job security, and organizational impacts of workforce reductions, with keywords including artificial intelligence, employment, business strategy, and analysis.

Why would Centene want to keep any VSP applicant (approved or denied) until Sept 1. And then the layoffs August 1, would they work to 9/1? That’s a lot for any company to take at one time (not that I care). People leaving (voluntarily) and others laid off (fired), only leaves those staying (those doing the actual work) with extremely low moral. For those that want to leave let them go as soon as they wish. Work out for both parties. Those forced to leave let them coordinate a date with their PL. Give them a break. Don’t make them work to 9/1. Prospective new employers can’t wait that long. Don’t let them miss these opportunities. I know Centene doesn’t care and that is sad, very sad. Karma.

Has anyone received their actual money from the severance for all of us who were laid off as of 6/5? Because don’t bother calling HR. They flatly refuse to speak with you. At all.

We have to separate fact from opinion.
SF was CFO of WP when FIS acquired WP. She was appointed COO with a primary responsibility of integration of WP and FIS. Integration was so bad FIS paid an additional 950 million in 2022 for acquisition and integration costs. They settled a lawsuit for 210 million associated with the acquisition of WP. Would we agree SF did not properly integrate the two companies?

Next, she is designated as Chief Administrative Officer 2021 to 2022. Primary responsibility included transformation, M&A, and technology. I think all of FIS/WP employees would agree this didn’t happen.

Her reward, appointment as CEO of a Fortune 500 company with experience of only accounting and finance. Company Stock price Dec 16, 2022 was 69.17. Today, it is 37.47. This what 20+ million a year in CEO comp for SF earns you.

When will the firings end? It isn’t ending soon. As part of the agreement with DE Shaw, FIS agreed to 400 million in cost savings. To avoid major disruption in the business and the Warn Act, FIS is laying off people over a three year period.

Follow the money, DE Shaw share sales in subsequent FIS announcements post Dec 2022. They forced these changes. FIS BOD appointments and historical relationships with DE Shaw, Janu Partners and SF. What backroom deals between Goldstein, Ernst and DE Shaw were agreed?

Make it make sense. 20+m a year, stock price free fall, increase in C Suite personnel compared to legacy FIS, advisor fees so high CFO commented on it, nepotism hires with Performance Officer, CAO, HR. What has this C-suite and SF accomplished?

This is the same CEO that created Future Foreward, implemented all these cost savings with promised payouts, delayed payouts, divided up payout over two years and then let people go before payment. This is the FIS culture. A CFO that hates Jacksonville and US culture. A failed CAO from Hertz because they were friends in Cincinnati. BT was her best friend at WP with no accomplishments at FIS. BT is an over priced puppet. Sad part, entire company run by McKinsey.

FIS got what it deserved. SF set out to do what she promised, fire all legacy FIS and the board has done nothing.

More rifs happened today

I interned at Centene last summer into the fall which was my last semester of university. Feels like the entire world is unstable. I don't qualify for the VSP, but feeling so so anxious and depressed about the layoffs coming in August. I just started my career. However, I've been working to the bone for this company so far (I work in IT). I know most of you guys on this website are older and have much greater responsibilities (kids, mortgage, etc), but I can't help but feel like things are doomed.

When will they start cutting projects?

Was lowell worth $180M
Was Hans worth $210M
Over a 15 year time frame
Debt $175B
Stock price-$65 to $45.
Headcount reduced -187K to 87.4k
Is the avg employee ar VZ worth what it became -#1 carrier

Friends, I've been at ADP for about 20 years. I've noticed that the most common time for them to do layoffs is the last two weeks of June (right before the start of the new fiscal year). So if we make to July 1, we're probably ok, at least for a little while.

The Secret Reason Bosses Want Everyone Back in the Office, Every Day of the Week ~ NYTimes.
June 22, 2026

When the pandemic came to an end, many people who had been working from home assumed they would be allowed to maintain that habit at least a few days a week. But today in the U.S., a third of companies have forced everyone back to the office full time and have banned remote and hybrid work.

Some leaders say they insist on full-time in-person work because it boosts productivity, despite clear evidence that it does not. Others claim it’s about collaboration, creativity or culture. Our new research reveals that the objection to any work from home is more likely to be driven by something else entirely: ego.

Case by case, there may be good reasons for teams to work together in person. As a general rule, though, it turns out that ordering people back to the office full time is a power and status move. It’s a signature strategy of leaders who exhibit narcissistic qualities. They see any kind of remote work as a threat to their authority and admiration. They want to be worshiped at the office altar.

Over the past six years, we’ve studied why some leaders continue to support remote work, while others resist it. We surveyed thousands of executives, middle managers and frontline supervisors on a host of personality traits. When we later asked them about their stances on hybrid and remote work, their answers didn’t correlate with how much they trusted their employees or how much they loved being around people. The only trait that consistently predicted objections to remote work was narcissism — the tendency to be self-centered and entitled. The higher the opinions of themselves leaders expressed, the more they coveted power and status — and the more they favored return-to-office mandates.
That pattern held for chief executives of Fortune 500 companies. Since we couldn’t directly measure the size of their egos, we measured factors that many previous studies have identified as reliable proxies for narcissism: the sizes of their pay packages, their signatures and their photos in their company reports. (No, the chief executives probably aren’t directly overseeing the page layout, but their underlings have to figure out what will and won’t please the boss.) Commanding outsize compensation and projecting an outsize image sends a message right out of Ron Burgundy’s playbook: I’m kind of a big deal. We found that the higher chief executives scored on this index, the more likely they were to seek power and status by becoming chairmen of their own companies and joining the boards of other companies. These were the chief executives who made the most negative statements about remote and hybrid work during the first two years of the pandemic.

The connection between narcissistic personality traits and wanting people in the office full time is not coincidental — it’s causal. In one experiment, we got leaders to reflect on the role that a bold, assertive ego played in the success of Steve Jobs as Apple’s chief executive and Larry Ellison as Oracle’s. After participating in that exercise, leaders were more likely to oppose remote work.

None of this is to say that individual leaders who reject remote work are necessarily egomaniacs. Many factors influence workplace policies around flexibility. But our data does show that overall, self-centered leaders tend to struggle with the idea of employees making independent choices about where to work. Psychologists have long suggested that narcissism is like a dr-g — it leaves people craving a regular supply of attention and validation. Remote work deprives leaders of access to that supply.

When people aren’t in the office, it’s harder to command and control. Leaders can’t intimidate by hovering over cubicle desks and slamming doors. They can’t establish their dominance by summoning people to a conference room and pounding their fists on the table. They can’t even make direct eye contact to stare people down.

Remote work also prevents leaders from basking in the glow of employee reverence. Instead of standing out in the corner office, leaders are lost in a sea of equal squares on a screen. Instead of rapt attention, they’re met online with boredom, fatigue and interruptions from partners, children and pets. Instead of being showered with immediate gratification, they get glitchy facial expressions and delayed replies. Sycophantic reassurances from employees just don’t have the same effect if they’re on Slack.
Self-centered leaders often respond to these threats by tightening their grip. They declare that people are shirking from home instead of working from home. They threaten to fire people who aren’t on site five days a week.

Rigorous evidence shows that forcing people to come in every day backfires. Take it from studies of over 450 companies and over three million employees: Return-to-office mandates fail to increase financial returns. They succeed only in motivating star employees to quit, reducing the satisfaction of those who stay and discouraging new talent from joining. Experiments at tech companies and nonprofits show that letting people work from home part of the week boosts happiness and decreases turnover by a third — without any cost to performance. In many cases, those employees even get more done, because they don’t have to spend time commuting and don’t get distracted by office interruptions.

There are limits to the benefit of flexible office policies. Research suggests that working from home for more than half the week can be isolating — it’s harder to build connections and cultures. It’s also more difficult to encourage creative collisions, informal learning and mentoring. But it doesn’t take five days a week to accomplish these goals. In fact, it turns out that people are most collaborative and creative when they work remotely part of the week. They can use a day or two at home to focus on individual deep work and reserve the rest of the week for communication and collective problem-solving. It’s well documented that too much togetherness breeds groupthink (not to mention germs). When we spend some time apart, we actually generate more innovative ideas and make smarter decisions.

Hybrid work does have its own challenges for leaders. It’s not fun to try to inspire through a recorded video message or lead a brainstorming session on a digital whiteboard. But to maintain a competitive advantage in an increasingly flexible world, it’s time for leaders to put their egos aside and master the art of managing from afar.

https://www.nytimes.com/2026/06/22/opinion/office-work-wfh-bosses.html?s

I agree with some of your comments; however, people over 60 do not qualify for Social Security until 65 unless they take reductions, and they also do not qualify for Medicare benefits until 65. Therefore, I think it’s unfair to expect older workers to give up an income for someone else. Everyone is in the same boat, dealing with different life circumstances, and we all have to make very difficult decisions. Having to sacrifice for "younger" employees should not be another factor in that decision.

I have been working all my life, and I don't really have any retirement funds. I receive $1,350 per month from Social Security and $2,000 per month from Centene. Meanwhile, I pay $3,500 monthly for my mortgage, plus car insurance, electricity, water, food, etc. Each month I short, so I must withdraw money from my retirement account to make my monthly payments. Every time I do, I get hit with a stiff penalty of $400 to $600 just to access my own funds.

They are asking us (the foot soldiers) to retire, but the fat cats are not required to do so. Sarah London gets $20 million per year plus bonuses, commissions, and other perks. I work from home, and back when Neidorff was the CEO, we got paid for our internet, received bonuses, and earned salaries for hitting our monthly goals.

I am not going to retire voluntarily—they must fire me! I am a good, responsible worker with an excellent education and extensive experience. I bring much more than just labor to the company: I bring ethics, the satisfaction of a job well done, and a genuine appreciation for our members. Get out the fat cats who are destroying Centene!

This is very sad that most of the companies are adapting to new tech like AI and laying off due to improvements but at FIS a "BIG BANKING PRODUCT" related company people are being laid off due to poor management

Heard that there is an announcement today. Wonder if it’s going to be massive layoffs??!

we had a huge onsite then my vp lost his job. reorg already done under Brenda and MED. VPs gone, sr dir gone, MED gone. how many leaders are being cut next under Barsam's new vp from ny?

Think about how big companies budget. They basically split their money into two buckets: Running the business (the day-to-day survival stuff like claims, compliance, and basic IT) and Changing/Improving the business (the future stuff like innovation, strategy, and customer experience).

If you’re sitting in that second bucket right now, you need to prepare for a heavy hit—and yes, that includes the VPs. These departments are massive cost centers, and honestly, Centene isn’t worrying about NPS scores or customer satisfaction right now. I mean, that much is obvious after losing 2 million members, with probably more on the way.

Leadership is in total survival mode. They are strictly focused on weathering this massive membership drop and hacking down operating expenses. Customer strategy, future-thinking roles, and tracking NPS are suddenly being treated as expensive, non-essential luxuries for this fiscal year.

HR? Goodbye. Customer Strategy? Goodbye. And if you’re in UX & Design, my best advice is to find your way onto a locked-in, fully funded project as fast as you can.

I'm not sure how they will have US layoffs when July 3 is a holiday. I checked in talent central. I work for SMBC and I think they are still doing financial projections or have a buyer that doesn't want to pay. I hate this company and hope I'm part of this round, but I will probably be spared because of financial year end.

Report layoffs, layoff rumors and insider info here. I'll start: OI big time

https://hrexecutive.com/inside-meta-layoffs-and-ai-shakeups-have-pushed-morale-to-the-edge/

So I am a bit confused why would mass layoffs happen right before open enrollment? Who is going to handle that when 1) people voluntarily leave 2) people are still going to get laid off after that 3) I doubt Centene would get back 2 million members from this enrollment period.

I would. No hesitation.

Unsure who or how many or particularly anything more then a Eisp offer is coming to field in July !!It is confirmed anyone who is of the age along with has the financial ability don’t be a fool take it .The universal tech is coming you will be doing everything /anything .This was a back door agreement mark me

We all know more cuts are coming. But I'm looking at other companies and they're all in the same shape. I'd leave if I could find somewhere better, but I can't. And the stress of all this is really taking a toll on me physically. I honest to goodness don't know what to do.