#legal

I don't get it. Are books going to be cooked?

according to the 2025 nydfs supplemental filing, company spent $7M in out of pocket leg.al fees in 2024+$2M for l.aw division staff. $9m total not including insurance payouts\need to cut these excessive expenditures to save jobs.

I don’t want to post this but we’re not getting any answers at the store level. What is the protocol if ICE comes into a store? What do we do if customers get caught in the middle and get hurt? I have customers that ask me almost every day and I don’t know what to say to them.

I was fired from Qualcomm and they canceled my RSUs award plan.

I know probably they can cancel the RSUs I was awrded at the time of joining the company because those were tied to me keeping the job. But was right that they also canceled the stocks in was awarded after AR25? Were those tied to me keeping the job?

Strauss Borrelli PLLC is investigating Aludyne Inc. after reports of a potential mass layoff in Columbus, Georgia. The WARN Act requires advance notice for major layoffs, and as a result, some Aludyne workers may be entitled to 60 days of pay and benefits.

https://straussborrelli.com/2026/02/05/aludyne-georgia-warn-act-investigation/

• An Illinois steel company has ceased operations.
• The Illinois Department of Labor is investigating if the company violated the state's WARN Act.
• The company says it was unable to provide notice due to unforeseeable business circumstances.

https://www.pjstar.com/story/news/state/2026/02/08/illinois-company-under-investigation-after-closure-and-mass-layoffs/88546889007/

Since they announced the layoff at 3pm on Weds, and laid everyone off by 2pm Thursday, wouldn’t that violate the WARN Act? Don’t they have to give a 60 day notice?

One interesting use case for AI is to analyze all merger of equal transactions, notably WPX and Coterra with Devon. ChatGPT seems to think there is a possible claim to be made that Devon employees should be entitled to change of control severance since WPX and Coterra employees were also entitled to COC. I’m not saying Devon employees who are severed should pursue legal action, but they should consider writing their legal documents differently.

Given how much Devon’s presence means to okc you’d think they’d treat their employees better. There’s also probably some TIF clawback provisions okc could go after if someone from the news wanted to run with this.

Please look into joining either CWU or Prospect and seek legal clarity on this issue — it has real legal significance.

In the UK, if compensation terms are contractual and are materially changed without employee agreement, there may be legal implications beyond unionisation, including potential claims such as constructive dismissal or unlawful deduction of wages.

Before taking anything public, you should:
• Speak to a union organiser for guidance.
• Review the compensation plan wording carefully to determine whether it gives management discretion to make changes.
• Preserve all written evidence of previous compensation structures and related communications.

This should be approached carefully and with proper advice.

Please join a UK Trade Union and seek legal advise from the Trade Union immediately.

We are currently in the early stages of seeking formal union recognition. In the meantime, we strongly encourage you to protect your employee rights by joining a trade union.

Please do not discuss Union membership on Dell systems. Dell management does not have the right to ask you about your Trade union status.

Please be patient as we get organised. UK law is on our side.

Five former Dell Technologies employees have filed a lawsuit against the company, alleging that poor oversight of its 401(k) retirement plan led to massive losses for workers. The complaint, filed on Jan. 28 in federal court in Austin, Texas, claims Dell failed to properly manage the plan and cost participants more than $318 million.

According to the proposed class action, Dell violated the Employee Retirement Income Security Act by continuing to offer investment funds that consistently underperformed, even as stronger and less expensive alternatives were available. The plaintiffs argue that this prolonged inaction put employees’ retirement savings at risk and eroded long term returns.

Now that you have been acquired by Texas Instruments, allow me to foreshadow what’s in store based on how the Lehi acquisition went.

66% of you are getting laid off. No one is safe. Start looking NOW!

Your leadership will tell you how great TI is. How we do not do layoffs and have great profit sharing of 20%. This is a LIE. We have quarterly layoffs and profit sharing has been severely curtailed for 2026.

Older employees will be “managed out“ to avoid illegal age discrimination. Document everything! Save every email! Do not sign any forms without consulting a labor lawyer! HR IS YOUR ENEMY!

You will be encouraged to bust your butt during the transition. Don’t. You are probably going to lose your job. Spend that energy finding a new one.

They sent me a disclosure telling me for 90 days although I am currently within a lay off period I am not allowed to work for another firm.

First question is how tf would they even know if I got another job?
Isnt this illegal?
This place is the worst place I think I ever worked, in a way im glad the lay off came.

I realize the USA is 30-40 years behind other countries in terms of protecting employee rights from abusive and unfair working conditions, but has anyone looked into the legality of this new comp plan? Is it even legal?

Whatever happened with this?

Project Mongoose was supposed to wipe out many jobs in 2025 and replace them with AI. And from 2026 onward, we were supposed to have at lease 1-2% in layoffs every year.

So far I have heard that there are no layoffs planned. I have also heard that lists to lay off employees are being created and they'll lay off as soon as they get a green light. I have also heard that Betriebsrat and HR and executives are taking legal action against each others regarding layoffs. I have also heard that they are empowering managers to give a bad performance rating to anyone they want gone and use this new performance management to lay off employees every year.

I also heard that many colleagues in the US were laid off but when I ask my manager, she says it is fake news and I should focus on my work.

What happened to Project Mongoose?

PS: I would prefer non-political answers. Also, please keep your racism to yourself.

In a powerful legal complaint filed this month in federal court in Denver, AP, a former admissions representative for Colorado Technical University (CTU), alleges that the for-profit, online school, owned by giant Perdoceo Education Corp., systematically deceived and abused students.

https://www.republicreport.org/2026/ex-recruiter-sues-for-profit-college-chain-perdoceo-alleging-systematic-fraud/

https://nypost.com/2026/01/26/business/citigroup-sued-by-former-executive-who-says-it-mishandled-s-xual-harassment/

Legal counsel is currently evaluating the legality of the newly implemented vehicle program and is considering the initiation of a class action lawsuit. An email intake will be created for interested parties seeking to join the action. Comment if interested, so have an idea if we have the numbers.

Kristi Moody, the legal brain who said it was OK to spin off the REIT, and that we'd win the lawsuit that we actually lost and put us into bankruptcy.... Has left the building.

A casualty of restructuring the department.

Adios Kristi. Best of luck in your new endeavors.

Has anyone sought legal advice regarding expats not receiving severance if they decline their job offer? It seems unreasonable to force someone to relocate to a new city. I know the company’s stance is assumed mobility but do external lawyers agree with that?

A former Rogue Ales & Spirits employee is suing Oregon Brewing. The lawsuit alleges a violation of the WARN Act. The suit claims Oregon Brewing failed to provide 60-day notice for mass layoffs. Over 300 Rogue employees were laid off in December. The plaintiff seeks class certification, unpaid wages, and benefits.

I’m asking for those who were bullied, treated unfairly, wrongfully terminated, or laid off under questionable circumstances.

A corporate-focused attorney independently raised this question. One of my coworkers had a very strong case, but ultimately withdrew after the company terminated the manager involved. In another case, an employee reportedly received a significant settlement, suggesting these concerns may not have been isolated.

At this point, I am only trying to understand how many people may have been affected and whether there is a shared pattern worth evaluating further. This is not an accusation, and no action would be taken without professional legal advice.

If this applies to you, you’re welcome to respond or reach out privately.

It’s been a couple of months since the lawsuit dropped. Does anyone know what is occurring with this? Has anyone been let go because of it?

There’s a clause in the severance that states “you can not work for any competitor with in 12 months of accepting”. This seems highly unfair after a whole career in wireless. What an I supposed to do? Finds a completely different field and forget my years of experience? That’s so unfair… take the money and shut up or starve while you look for work!

Salary workers…. Did you get your post increase in January 1st?
WA state minimum wage went up meaning the minimum a salary worker can make in WA state as of Jan 1 2026 raised to $80,168.40 annually. It’s weird the focus was on layoffs and we didn’t get our increase
I will be contacting a lawyer and LNI

https://www.pacermonitor.com/public/case/62513869/Avaya_LLC_v_ConvergeOne,_Inc

A consultant with attorneys would gain traction if they were able to determine how many “needs improvements” were handed out in prior years vs 2025 reviews. If the number increased dramatically, then can’t an argument be made that this is their attempt to term employees for they don’t have to pay out severance? I know a person who has been with the company over 20 years and never received an NI before until this year.

#stayfree a buddy if mine got laid off and took a bunch of his personal files while now tmobile is charging her with stealing company data. She's freaking out stay free everyone

Do not sign anything, hire lawyer right away!

Ex-Schwabbie here. If you are dissatisfied with work conditions, pay, treatment from leadership I would highly encourage you to check out the NLRA. It gives private sector non-supervisory employees the right to discuss such issues on social media, teams, a huddle, or even a screen saver. These are rights guaranteed regardless if you are part of a union or not. Check out the definitions of concerted activity. You have the right to bring up these questions and concerns to your leaders. If they retaliate then you have yourself a very strong legal case. Retaliation includes your work (phone calls) being more scrutinized than that of your peers. There is a reason Schwab doesn't train you on the NLRA.

Hi, all. I was wondering if BNY discloses reasons for termination to a new employer (also a bank) during the background check. I was told that legally previous employer can only share / verify dates of employment and title. But is there a possibility of this information being shared whether it's by phone or some type of system? Thank you.

So, in 2012, Citibank paid $158.3 million to settle federal allegations tied to defective FHA loans. In the DOJ’s complaint is a line that still matters. In 2010, Ross Leckie, then a senior leader at CitiMortgage, told staff to “drive this rate down by brute force” to meet a 5% defect target, even as quality-control teams flagged serious loan problems. The goal wasn’t fixing defects. It was fixing the number. That email is quoted in a federal complaint.
Today, the same individual is a Vice President at Fannie Mae. This isn’t about criminal charges. It’s about leadership judgment, tone, and culture.
“Drive it down by brute force” isn’t just a bad line. It reflects a culture where optics beat substance and targets beat controls. That culture is exactly what regulators, taxpayers, and markets expect GSEs to leave behind. It also raises an unavoidable question:
If defect rates were something to be pushed down rather than examined, what else could be getting massaged, minimized, or buried?
This is how systemic failures form. Not from one bad loan, but from leadership that treats controls as obstacles instead of safeguards.
FHFA talks about fraud prevention and data integrity. Culture change gets mentioned a lot too. But culture doesn’t change through training decks or rewritten policies. It changes when leadership changes. Leadership overhaul isn’t about punishment. It’s about credibility. It’s about signaling that the old way of protecting metrics, protecting reputations, and protecting insiders is over.
Because until leadership changes, the culture won’t. And until the culture changes, the same question will linger:
If they were willing to “drive it down by brute force” then, what are they driving down now?
If the culture is broken, the fix starts at the top. Paper trails don’t disappear.
And neither do patterns.

Don’t forget the law in NJ protects you from mass layoffs of 50 or more employing a 90 day period.

The off made by the company to choose to move to another location and forgo severance is not legal in the state of Nj.

If they offer you 18 months of employment when agreeing to move and you decide to stay, they’ll still owe must pay your severance regardless.

Tell them yes you will move. Work the time offered while interviewing.

When the time comes, tell them they still owe you severance per NJ state law. If they refuse, hire an attorney.

With the uncertainty within the federal sector and new PEGA trial, how soon before layoffs are announced?

Does the board face any legal risk given that they haven't acted in the best interest of the company?

Shareholders seek legal advice on the fairness of bd deal to their stock.merger shifted out to July.batra trying to go it alone is going to backfire on a disastrous merger.

https://www.wealthmanagement.com/regulation-compliance/federal-court-sanctions-envestnet-for-destroying-evidence-in-trade-secrets-case