#legal

The CRO is hiring all his buddies from his former company and firing or pushing out the tenured RVPs and AEs. The GC mysteriously decides to retire. The weird announcement about MM. Should we all be concerned?? What's the story with TG leaving after 9 years at Appian. Who is taking over the west?

Worker Adjustment and Retraining Notification Act of 1988

There's nothing noted on the WARN Act tracker about Stifel layoffs. www(dot)warntracker(dot)com.

Does anyone know how they got around this?

Here are some examples of how courts have ruled on severance (reasonable notice) for long-service professionals, especially in Alberta’s oil & gas industry. Use these as reference points when estimating your own range.
• O’Reilly v. Imperial Oil (2000) – 20-year professional employee, management-level role, awarded over 20 months due to long service and limited comparable opportunities.
• Leduc v. Canadian Natural Resources (2016) – 16-year senior technical employee, age 57, awarded 22 months, court noted downturn in oil & gas job market.
• Lukacs v. Shell Canada (1998) – 23-year senior engineer, awarded 20 months, long service in specialized technical position.
• Stevenson v. Suncor Energy (2017) – 18 years of service, management role, mid-50s, settled for around 20 months pay.
• Bishop v. Galleon Energy (2013) – 11 years of service, VP-level, awarded 18 months notice based on seniority and leadership responsibility.
• Shaw v. Acurex Corp. (2003) – 14 years of service, professional-level employee, age 48, awarded 18 months reasonable notice.
• Elliott v. Imperial Oil (1996) – 23-year supervisory employee, awarded 22 months; Imperial Oil case confirming upper-end notice for long-service roles.
• McKinley v. BC Tel (2001, Supreme Court) – key ruling establishing that employees dismissed without cause are entitled to reasonable notice under common law.
• Recent Alberta energy-sector settlements (2022–2024) – professionals with 10–20 years’ service commonly receive 18–24 months pay depending on seniority, age, and job market.
• Typical trend: Alberta professionals with long tenure (10–20 years) and senior roles receive between 18 and 24 months’ pay, sometimes higher if relocation or constructive dismissal applies.

Summary:
Energy-sector professionals with long continuous service, strong performance, and senior roles consistently fall in the 18–24 month common-law range, often translating to $400K–$550K+ total when benefits, pension contributions, and bonuses are included.

Know that should they offer you a lesser role (lower level of responsibility, Supervisor to IC, etc) in Edmonton than you have today that could be deemed a demotion and also subject to constructive dismissal, and severance.

Do not accept a demotion. Consult a lawyer before your accept a job.

i noticed somehow they rigged it so you can't print out the legal document or forward the email. Nice. I would love to know how they set that up. So if one wants to have a lawyer
look at it (probably futile). its Shakey, this packet has changes from the original one. they must be making it up as they go.

sigh.
You guys being here really does help. thank you

Wonder if severance packages will have considerations against "total compensation". Thats what we've been told for years as why we are paid less overall. Wonder if there is some legal angle that leverages this.

https://www.courier-journal.com/story/money/companies/2025/09/30/humana-ordered-by-federal-court-to-pay-32-million-in-fees-heres-why/86435535007/

Legal Risks That Arise From Allstate’s Corporate Culture

A Review Based on Employee Reports from TheLayoff.com

Overview of Allstate’s reputation and employee concerns

Toxic Workplace Allegations
Reports of fear-based management and favoritism

Potential legal exposure: hostile work environment claims, preferential treatment based on race

Retaliation Culture
Employees fear speaking out due to retaliation

Legal risk: whistleblower protection violations

Harassment Incidents
Allegations of s-xual harassment by senior staff

Legal risk: Title VII violations and liability for negligent supervision
Discriminatory Layoffs
Claims of targeting older or higher-paid employees

Legal risk: age discrimination under ADEA

AI-Driven Terminations
Pressure to adopt AI or face termination

Legal risk: wrongful termination and ADA violations if accommodations are ignored

Surveillance and Monitoring
Reports of excessive employee monitoring

Legal risk: invasion of privacy and potential labor law violations

Inconsistent Leadership
Frequent strategic pivots and unclear direction

Legal risk: constructive dismissal claims due to unstable work conditions

Morale and Mental Health
Culture described as demoralizing and chaotic

Legal risk: failure to provide a psychologically safe workplace

Lack of Transparency
Employees report being misled about job security

Legal risk: breach of implied contract or promissory estoppel

Unfair Performance Metrics
Unrealistic expectations and punitive evaluations

Legal risk: discrimination if metrics disproportionately affect protected groups

Agency Closures
Threats to close agencies for missing quotas

Legal risk: breach of franchise or employment agreements

Nepotism and Favoritism
Reports of promotions based on favoritism

Legal risk: discrimination and unfair labor practices

Misuse of Funds
Lavish spending on events amid layoffs

Legal risk: shareholder lawsuits for mismanagement

Slide 16: Lack of Due Process
Sudden terminations with little explanation

Legal risk: wrongful termination and lack of procedural fairness

Reskilling Deception
Employees retrained for roles that don’t exist

Legal risk: fraud or misrepresentation claims

CHRO Cost-Cutting Strategy
$4B savings plan linked to aggressive layoffs

Legal risk: class action suits for discriminatory downsizing

Cultural Breakdown
Engaged employees leaving first; apathy remains

Legal risk: systemic failure to retain talent and meet fiduciary duties

Conclusion and Recommendations
Summary of risks

Recommendations: culture audit, legal review, ethics training, and leadership accountability

Humana told to pay whistleblower attorney's $32m fee
Actuary also gets more than $25m for whistleblowing on giant health insurer

https://www.insurancebusinessmag.com/us/news/life-insurance/humana-told-to-pay-whistleblower-attorneys-32m-fee-550983.aspx

Managers joke about how customers will never leave SAP because of how difficult it is. Now I joke about how SAP is being investigated for it. Hahahhahahahahhahah

https://www.reuters.com/sustainability/boards-policy-regulation/eu-opens-probe-into-possible-anticompetitive-practices-by-sap-2025-09-25/

I’m so tired of this company and their office politics and BS, but it pays well enough so I plan to stay until there is an actual lay off for my contract. My whole department however, is a sh-t hole and all the supervisors are racist and discriminatory ( I am a US citizen born and raised but I’m a mixed race which my sup has made multiple comments on during our 1:1s along with a disability I have, which of course isn’t recorded through teams chat because she always turns off the recording in these meetings) I like trump too but I don’t hate people blindly and have the d-mb boomer mentality they do and clap like a brain dead seal when someone says “ work hard to get what you want back in my day”. I Took screen shots of everything and saved emails and have multiple meetings with HR which my attorney will be in attendance for. If I go down because this c u next Tuesday is trying to fire me because simply because she doesn’t like me ( which I have an abundance of proof of) , they will all be dragged with me. I suggest if you’re facing any sort of BS from your supervisor or manager you do the same, enough of this company treating their members and employees this way. It’s easy to call your states labor and workforce office and look up laws under the DOL. regardless if you work remote UHG, Optum, Well med and who ever else they bought out still need to adhere to local and national laws and can not discriminate against you because of your age, gender, race, disability or political stance. Build a case and take these id--ts down in the sinking ship with you.

Anyone have experience going this route? I know the trainings say there is a zero tolerance for retaliation, but that just means feedback. I’m just trying to understand the additional trauma this would cause me, before filing

Disconnected phone calls leave billions of dollars on the hook for Humana
Health insurance company challenges complex US star ratings system in court

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https://www.ft.com/content/926c6431-c67e-43ae-9ea9-330872d85f7f

Humana sued the government over its rating in October 2024. CMS included foreign-language assistance for customer callers in its stars metrics. To receive five stars on the call centre metric, CMS required a 100 per cent success rate for foreign language calls. Three Humana test calls involving a third-party connecting an interpreter did not work, hurting Humana’s overall star rating.

https://www.ft.com/content/926c6431-c67e-43ae-9ea9-330872d85f7f

Hope for the best prepare for the worst. Start keeping track of everything. Bi--h supervisors. Condescending co workers. All pay stubs, all career education and training, update your resume and log everything just in case. This should be done regardless of layoffs. Over document over every task and interaction. Just in case. Be well everyone.
Jesus be with you

I just had my second check in with my great champion supervisor. Well it is not going so good. I am dependent on training with another employee for one of the tasks. This person has been out on vacation for three weeks and not trained me at all. This employee also shows no enthusiasm to help me at all. I have asked the supervisor for help but not gotten any. I talked to hr and was told the supervisor was in charge of the pip plan. It really feels like they are setting me up to fail the pip. I cannot complete one of the task without guidance from this employee. I am keeping all documentation and meeting notes. In am thinking of getting a lawyer to look at them and or intervene. I am in my late 40's and have 10 years plus in. I was never encouraged to try the pip and was pushed to take the pil and leave.My supervisor seems bothered by the whole thing and shows no care or encouragement for me passing. The hr rep is even worse.I was told I could give up and convert to pil and leave if I feel as if I am not going to be successful.

Reading these other posts on here. I went out to chatgpt myself. Seems its not legal, not even close to legal in CA, for them to take our earned PTO without compensation. Can we band together and stand up?

Is everyone signing their agreements? Has anyone engaged a lawyer to review?

Those folks would survive a nuclear bo-b...

Read the thread and see what your ex employee is doing with your IP...

https://www.thelayoff.com/t/1k3rgscy7?reply=%40pm%2B1k3rgscy7%20#comment_form

Looking to file a class action. They know information integral to our decision on what to post for, share it with a select few, tell selective lies and half truths to the extent that this reorg is unfair and favors those privy to this information over others. Heard from more than a few that conversations with reps/job owners steer into way too personal questions in an attempt to disqualify us.

Don’t share too much, but if anyone knows of a specialty law firm to get started.

The DOJ has a tip line for reporting H-1B abuse:
https://www.uscis.gov/scams-fraud-and-misconduct/report-fraud/combating-fraud-and-abuse-in-the-h-1b-visa-program
https://www.uscis.gov/node/70591

AT&T Wireless: In April 2024, hackers affiliated with ShinyHunters hacked AT&T Wireless and stole data on over 110 million customers. In May, AT&T paid a $370,000 ransom to one of the group's members to delete the data

Voice of America - Washington DC (for U.S. Agency for Global Media) - Departments affected: Journalism staff - Acting chief Kari Lake announced cuts of 532 journalist positions, leaving about 100 staffers, amid ongoing legal and structural controversies. - https://www.newscaststudio.com/2025/08/30/kari-lake-announces-532-layoffs-at-voice-of-america-amid-legal-dispute/

This sort of thing is happening in every company where H1Bs are hired. The entire H1B system is corrupted and Trump should just reject all current H1Bs and all future H1Bs and all current Green Cards process while the person is still on H1B.

Walmart VP takes money from Indian contractors

https://www.ctol.digital/news/walmart-fires-vp-kickbacks-terminates-1200-contractors/

The entire IT services just got outsourced to Accenture and everyone got laid off. This is just the beginning. Marketing, finance, HR and legal are next.

https://www.monkhouselaw.com/edward-jones-layoffs/

In the next couple of days, many of us will be presented with some form of a legal document from the firm that we need to sign. I know it is always advisable to get these documents reviewed by an employment attorney.

If you have worked with any employment attorneys in the past and recommend them, please share here. Also, share any negative feedback so we can stay away from such attorneys.

Know Your Rights in a Demotion / Reorganization (Missouri Employees)

There’s a lot of rumor right now about upcoming demotions being used as a cost-cutting tactic. Some of you may be wondering: If I’m offered a big downgrade and I refuse it, am I considered “fired” or “quit”?

The truth: It depends how the company handles it, and how severe the changes are. Missouri courts have looked at this exact issue many times. Here are some important cases:

⸻

Key Missouri Cases
• Kimble v. Division of Employment Security (2013)
An IT manager’s role was eliminated; he was offered a car sales position. He refused. The court said this counted as a voluntary quit without good cause because he didn’t try to preserve his job and the pay loss was “speculative.” Result: No unemployment benefits.

Takeaway: If you refuse a different role, the state may treat it as a resignation unless the demotion is clearly unreasonable.

•   Mickles v. Maxi Beauty Supply (2019)

A manager was demoted by text to a clerk position. She quit. The court said she had good cause to quit—the demotion was unfair and handled poorly. She qualified for unemployment benefits.

Takeaway: How the employer handles the demotion (fair process vs. unfair surprise) matters.
• Sokol v. Labor & Indus. Relations Comm’n (1997)
Employer changed contract terms; worker refused to accept. The court said this was a discharge, not a resignation.

Takeaway: If the company outright says “You’re done if you don’t accept these changes,” that’s a termination.

• Von Hoffman Press v. Industrial Comm’n (1972)
Worker declined being forced into full-time after working part-time. Employer fired her. Court ruled this was a discharge.

Takeaway: If they change the deal and then end your job, that’s not a voluntary quit.

• Armco Steel Corp. v. Labor & Indus. Relations Comm’n (1977)
Worker declined a transfer with a 44% pay cut. Court found she had good cause to refuse and qualified for unemployment.

Takeaway: Major pay cuts are recognized as good cause to decline.

What this means for you

1. If you accept the demotion → You remain employed, but you may have little legal recourse later.
2. If you refuse → It matters whether:
   • The company terminates you (that’s a discharge).
   • Or they frame it as you “resigned” (that’s voluntary leaving).
3. Unemployment eligibility hinges on whether the demotion was so significant (pay cut, loss of prestige, unfair handling) that a “reasonable worker” would quit. Courts will look at that.
   1. Document everything → How the offer was made, the pay difference, responsibilities lost, communications with HR/management.

Bottom line
• Not every demotion refusal = “resignation.”
• Missouri courts do side with employees when the change is drastic, unfair, or essentially a way to push you out.
• If you’re faced with this, don’t just walk away silently. Make the company say whether you’re terminated. That distinction matters for unemployment and legal rights.

Disclaimer: This is general information based on Missouri case law, not legal advice. If you’re directly affected, consult an employment attorney.

To switch things up. I have a question. I'm not ELT, not a GP, nor high ranking DL. I'm just a professional associate in my 30s with 15 years experience at this firm and industry. I am in FA facing role, so we have most likely have spoken.

I am curious to what the field actually wants HQ to look like or be. I'm sure you have answered, but I'm not in a position to see those answers. Since this is all anonymous, I figured I could get good perspective. Are service areas still valued? Or should HQ just provide tools and tech, then you at the branch will perform the OPs work?

Should the firm abandon compliance and legal and push risk onto each individual branch?

I know you FAs give up a big portion of pay, so I am just curious and how you envision a Home Office environment if one at all?

After Tuesday things are changing. Maybe for the HQ associates still around, the answers you provide could help. I know I don't mind constructive criticism. But we ultimately have an HR department, so we may not always hear real opinions. What are some real talking points and opinions from the field about HQ?

Not layoff related but question if someone who works at USAA currently
Has been arrested and then released is that grounds for termination ? Should it be reported to USAA (

U.S. Bank discriminates against their older employees making the persons life miserable forcing them to retire or quit. They zero in on them and harass them relentlessly until they break that person. The bank has no loyalty or respect for their employees with 25 years or more of service in reality they would rather bring in a herd of contractors to replace all their long term employees especially the aged employees.

A statistical overrepresentation of one hired or promoted group IS enough grounds to file a title VII case for discrimination and force HR groups into revealing internal communications and policies regarding hiring and promoting practices.

We all know this occurs industry wide, and across most industries… Might be worth filing these cases when we have a DOJ that is anti DEI?

Any good law firm recommendation that will fight on a contingency basis? Potentially looking at 7 figure settlement. Corruption and violation of law from senior management all the way to C level.

CEO Chris Winfrey and CFO Jessica Fisher in big trouble. Read the article on Broadband Breakfast online.

Keep all your documents. Document everything. Keep a copy at home. Get ready for the force out. And get an attorney if you are forced out. If you are written up you will have to sign that you received/acknowledge it but do a follow up email with why you disagree with the write up. DOCUMENT EVERYTHING IN WRITING. DO NOT VOLUNTARY RESIGN make them fire you as thats better for your law suit and unemployment benefit.