#layoffs

Uber CEO Dara Khosrowshahi offered a stark view on AI's impact. He stated many executives privately admit AI will displace millions of jobs. Khosrowshahi estimates AI could replace 70-80% of human work. He acknowledged autonomous vehicles will eventually fulfill most Uber trips. This candid assessment contrasts with public statements from other tech leaders.

https://moneywise.com/news/top-stories/dara-khosrowshahi-uber-ceo-says-execs-are-lying-about-ai

Wayne Township Public Schools avoided layoffs for the 2026-27 school year. The tentative budget totals over $211 million, exceeding $200 million for the first time. However, the district faces significant financial pressures from increasing health benefit costs. Out-of-district tuition and specialized support services also contribute to rising expenses. Local property taxes are projected to increase by approximately $296 annually per average home.

Wayne, New Jersey

https://www.tapinto.net/towns/wayne/sections/education/articles/wayne-schools-avoid-layoffs-in-2026-27-tentative-budget-but-financial-pressures-remain

Portland Public Schools has reached a new agreement. This deal involves designated furlough days for staff. The measure aims to prevent teacher layoffs. This action allows the school district to manage its budget. The agreement helps avoid staff reductions.

Portland, Oregon

https://www.koin.com/video/pps-reaches-agreement-on-furlough-days-to-avoid-teacher-layoffs/11630768/

Is the now tech strategy different from MD’s? and if not, aside from new LT appointments, why the layoffs considering a justification was given for the last reorg was mere months ago.

Is the comp bleeding that bad?

No invites sent, nothing has happened in India

No layoffs

Sadly it is absolutely imminent after that:
https://www.reddit.com/r/EverHint/comments/1s17115/everhint_lens_smci_three_strikes_in_six_years_is/

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Please mention the product/team, country, no.of ic, m ppl affected etc this gives an idea where the cuts are happening where to expect next. Please avoid all other noises.

Whether it is a fake PIP program based layoff or direct layoff, if you had a good track record yet you were laid off because you are a US Citizen while the manager wants to fill your position with a H1B visa holder..

As per USCIS's Employment visa rules, employers 'vouch' that there is no equivalent American citizen available, hence they are sponsoring a foreign national for H1B visa.

But the reality is quite different. Just produce the facts related to Fiserv i.e. how many US citizens were laid off while Fiserv continuously sponsoring H1B visas and majorly Green Cards where they prove to US DOL with complete documentation that absolutely there is no citizen available for that position and ONLY that particular foreign national is the PERFECT fit that position to get the PERM clearance. How fake it can be these days..

Just provide the facts to USCIS and copy to Stephen Miller White House Deputy Chief of Staff for policy and Homeland Security, Copy to local DOL's authorities.

HR Schills will delete this message before it is read by others..

Or will my manager call me on my cellphone? Or will he wait until I come back?

Mini reorg and layoffs. Not sure the total count let go. I know of at least 5. No announcement or recognition from leadership. In fact, Vince and Devin relaxed on PTO as this went down. Anybody got more information?

What can be done legally if Americans are getting laid off while H-1B workers are not being affected, despite performing at the same level

It’s starting

Not at all. They've been looking for any excuse to cull the herd.

Anyone have details, or is this all just guessing?

May 1st will be a new beginning and fresh start for fiber. Arium & Zayos paths are uncertain but they have a future good or bad. Crown however, is damaged and the trust has been broken every Crown employee will be looking over his or her shoulders for next layoff for years to come

Those are in the know now, are YIR and external teama feedback considered during charting out who gets laid off? If GL-32 is very happy with my performance and thinks highly of my contribution, will that matter during RIF where only a few teammates are fired? I joined about a year ago, got 5/5 YIR and was told I was one of the highest rated our of 24+ on our team but the project I was working on got shelved in May due to Reorg. If I get RIFed, I cannot imagine having to find another job right now due to personal situation. My GL31 tried to move me to a different domain thats funded, but that also got stalled due to funding allocation between various teams. My only hope is my YIR and being my GL32s good list will somehow position me to survive the April layoff. No one should be going through this afternoon working so hard every single day and I did like the role despite the grind.

Ongoing rolling layoffs are being executed without a clear audit of role impact or transition planning. The result is predictable: critical responsibilities are disappearing, remaining teams are absorbing gaps, and service quality is starting to degrade to the point of tipping. All company stakeholders should be paying close attention.

This pattern of cost cutting is undermining operational continuity and institutional knowledge.

For leadership—especially at the CEO level—this should be a visibility issue. If the intent is long-term efficiency, the current execution is creating the opposite: higher risk, lower resilience, and avoidable disruption for both employees and customers.

When directly questioned... certain executive leadership directly contradicts the CEOs 's thoughts and concerns on the matter and openly states they don't care. This to me says the CEO is not the one in charge anymore.

Employees who have brought in millions in revenue with decades of tenure are tossed to the side all so one executive in charge of cost cutting can get his bonus and show how many people he got rid of.

I personally remember a time when the CEO of this company looked at us as people. He once saw that we could be their very own family...thier daughters, sons, sisters, and brothers but at some point he handed over the reigns and decided to let his legacy be the destruction and upending of so many lives.

I've been trying to leave for a while, but I always chicken out. Honestly, I wouldn't mind if they made the decision for me. I have some backup to bridge me over until I find something else. I just can't do this job anymore. I've reached that breaking point where I can barely drag myself in.

Is the new Canadian dude reporting to Michelle a hatchet man or what? More people fired in the last 2 weeks than in the previous 50 years combined.

Seriously. I've seen everything at this point, and none of it makes sense. Sometimes it's the best performer on the team. Sometimes it's someone with a unique skill set. They also love going after people who've been here forever and actually know what they're doing. And then there's always that one weasel who slithers out of doing any real work and somehow never gets touched.

They're just a cover for building layoff lists. So definitely don't ki-l yourself for this lousy bank. Won't make a difference.

This last round of layoffs were brutal across the company and the area I work in got hit hard. I have mixed feelings as I still have my job (mostly care about health insurance) but the workload has doubled. I am close to retirement so I don't care too much if I get laid off. If this gets any worse, I will leave in a year to 18 months.

Sadly, I have lost trust in our Senior Leadership

• They want us all to come into work but if you look, most of them all work from their homes that are not in the Dallas area. Somehow its OK for them.
• They have shifted so many jobs to Poland and India but all the Executive Leadership jobs are in the US.
• They rarely promote team members in the US except for their Executive team.
• They don't allow any travel for the rest of us but they travel for "connecting with people". They barely connect with anyone in the US. They live in their ELT ivory tower.
• There is 0 value for your loyalty.

Record profits? Cut people, more for the top. Rough quarter? Cut people, more for the top. The math never changes. We just end up on the wrong side of it every time.

That's how bad it's become. I've been trying to find something else for months. Read the other day that it's something like 250 people fighting for every open role. The inability to change your situation no matter how hard you try is debilitating. I get overwhelmed by anxiety just thinking about losing this job.

….well here is my new AI skills showcasing a tale around the Humana experience in the last 8 months.

Once upon a time, in a kingdom not marked on any map, there stood a towering castle called Evergain. From the outside, its golden spires gleamed with promise, and travelers spoke in hushed admiration of the opportunities said to lie within its walls. But those who worked inside knew a different story.

The ruler of Evergain was a calculating figure known only as the Steward. Cloaked in polished words and grand proclamations, the Steward often spoke of loyalty, fairness, and shared success. Each year, the Steward would gather the castle’s workers—scribes, builders, planners, and keepers—and speak of how deeply their contributions were valued.

One winter, as frost clung to the castle windows, the Steward announced a grand offering: an Early Departure Pact. Those who accepted it would be rewarded with generous coin and the chance to leave their duties behind with dignity. The hall buzzed with cautious excitement. Many who had long served the castle saw this as a rare and welcome gift.

But there was a catch.

The Steward declared that certain roles—those deemed “critical to the kingdom’s future”—were forbidden from accepting the pact. These workers, who often carried the heaviest burdens, were told they were too important to leave. While others were given a choice, they were bound more tightly than ever.

Still, many accepted the offer and departed with relief. Yet not long after the farewell feasts had ended, something strange began to happen. New faces appeared in the castle—fresh recruits filling the very roles that had just been vacated. Whispers spread through the corridors: If the roles could be filled so quickly, were they ever truly meant to disappear?

Meanwhile, those labeled “critical” found their situation growing heavier. Despite their increased workload and unwavering service, no additional coin was granted to them when the time for raises came. The Steward praised their importance in speeches, yet their purses remained unchanged.

Then came the Festival of Rewards, when bonuses were distributed based on the kingdom’s success. In years past, this had been a time of celebration. But now, the coins handed out were fewer than expected. The Steward explained that the kingdom’s fortunes were tied together—that the performance of all determined the reward of each. And so, even those who had labored tirelessly received less than they had earned.

The workers began to see the pattern clearly.

Those who could leave were encouraged to go—but then replaced.
Those who could not leave were praised—but not rewarded.
And all were told the system was fair—while feeling, deep down, that it was not.

Among them was a quiet group who began to speak—not loudly, but persistently. They did not shout or rebel. Instead, they shared truths, compared stories, and held onto a simple idea: that words alone were not enough, and that fairness must be shown through action.

Over time, their voices grew stronger—not through force, but through clarity.

And though the Steward still ruled from the high tower, something had shifted in Evergain. The illusion had cracked. The workers no longer mistook polished promises for justice, nor praise for fairness.

And as in all good fairy tales, that was the beginning of change.

How hard would it be to put together an actual strategy instead of just running the same play over and over - dispose of people, repeat.

It looks like it will be in April. We'll also see what the announced third-quarter results look like, which will say a lot about the scale. I think the Senior LT already knows exactly when and how much layoffs will occur. I hope they reform the FTS properly, because the current structure and management are a disaster and a flight without a pilot.

Will see how it goes this week

New innovative product from Oracle: LaaS: Layoffs-as-a-Service :)))

The Plano campus looks like it will be great. But like everything AT&T does, it’s already behind schedule and over-budget. Rising oil, mid-terms, and potential interest rate increases won’t help. Not to mention the 1/4 Trillion they just committed to over the same timeline. I thought we still carry a huge debt load?

And if you are Rule of 75, or will be by 2029, the likelihood you ever step foot in the new buildings as an active employee is almost zero. Stash your cash! Don’t count on 6 month severance either.

Then again, with current under-30 age employees realizing what they signed up for and are fleeing after a short 1-2 year cup-of-coffee, I can’t imagine many of the current employees will see it either.

There were layoffs right after Jon left Sharp for Inova. At Inova he has been leading a lot of digital and AI transformations rapidly which makes some of us think we may see layoffs soon. Wanted to get a sense of how his stint at Sharp was and if he is a high velocity transformation chief who might leave behind a trail of bodies and layoffs or if he is someone who is great for the long haul?

Economy is getting worst. Most companies are announcing cuts, Cisco is no different. Major LR announcements in work for next Cisco Q3 earnings on May 13. This would be drastic shift caused by AI disruptions. 15-20 percent across the company. Many Delivery centers to shut.

I just read an article that said many people are forgoing PTO due to fear of layoffs, and I realized I'm one of them. They really conditioned us like dogs, didn't they?

I know case is Sampaths Baby any Sampath is gone.. Is Case very much needed to clean up mess or will there be any layoffs in case, or will Case get axed? Insight will be appreciated..

https://www.cnbc.com/2026/03/19/crypto-com-layoffs-12percent-ai-job-loss.html

What's the latest on potential April cuts? Is it coming or not?

I picked up extra work, helped other teams, and stayed late when it was needed, and in the end none of it seemed to matter. The people making the layoff calls clearly had no clue who was actually doing the work. That’s the frustrating part, when what you put in and what you get out don’t match at all.

One week it’s “focus on growth,” the next it’s cost cutting, then it’s something else entirely. No one knows what the priorities are anymore, and it shows in how teams operate. At this point, the layoffs don’t even feel shocking, they feel like the obvious outcome of nonstop chaos.

Can we have at least a week where we don't have to worry about cuts? Just a single one?

How are you mentally preparing for it ?