Though the Chesapeake Energy web page does not show indication of a story running in Oklahoma City Media sources, those sources note Chesapeake confirmed a 900 staffer layoff.
Here's a list of the amenities that make working for Chesapeake attractive. http://www.chk.com/Careers/Pages/Default.aspx It has been listed as one of the best 100 companies to work for in the United States.
Chesapeake employs a large number of young employees, and many have the latest training in engineering, geology and technology specific to the task of "fracking" which has become an increasing source of concern in Oklahoma and elsewhere regarding problems with groundwater contamination and earthquakes.
Employees who are laid off in a general circumstance typically receive some version of a severance package, if only access to their health insurance and EAP benefits for another 30-90 days post dismissal.
Other companies merely pull the plug. Recent conversations overheard in public places in OKC indicated that other employers in the community when they heard of the federal shutdown, dispensed manilla envelopes which contained a letter indicating their termination from all things at the employer, but also included a complete blank packet to apply for unemployment immediately upon discharge, with instructions as to where and how one might file that.
Most articles on terminations focus on the need for the employer to handle the employee with dignity.
Downsizing is when the company pares staff for a reason. It may be an entire department or pieces and parts of many. Usually this is accompanied by some business explanation of what the company is trying to achieve, and why they think this is the only or right way to do it. Downsizing holds some lurking promise the employee may have a same or similiar reassignment in the company or be reinvented as some other kind of staffer.
Termination merely means it's the end of the game, and there's some reason things won't bounce back. Getting laid off in numbers is actually no better than being laid off alone.
The anxiety of who would get the axe when companies split or merge ( Which has actually happened lately with Chesapeake and Midstream) some rough waters with the dismissal or depature of Aubrey McClendon and now this.
One of the problems with leaving a work environment that is as comprehensive as Chesapeake, is losing immediate networking, losing major social functions, losing specialty health club options, losing cutting edge research and knowledge.... It isn't clear what percentage of these individuals are in first jobs, relocated from across the country, have young families, just bought a home...... and what steadying aid, if any they depart with.
Perhaps also something for job seekers to watch is that there are business listings of companies who are LEAST LIKELY TO LAY OFF their staff, and that may be a different listing from what job package is most exclusive, inclusive or inviting.