#60daynotice

https://www.wdrb.com/news/business/all-1-600-kentucky-battery-plant-employees-laid-off-as-ford-pivots-away-from-ev/article_32ef2a58-eb9d-4bf4-820d-c2417b6793ea.html

So myself, along with a few others I know were let go earlier this week. We were told it was because we were being ranked “below expectations” even though NONE of us ever had a bad rating in the 10+ years we all worked there and after our Mid-Year reviews, when we were marked trending towards BE,discussions were never had with us on how to bring those ratings up. I know that this has become the trend around BNY the last few years and it’s how they try to justify things. When we were let go(we were in different departments in the bank), we were told that we will remain employees of the bank throughout the end of the year, the we will receive a separation agreement letter from HR about staying as an employee for 60 days, through the end of February. And we will receive pay for the final 60 days. I am not sure if this is what they’re considering severance pay or something else. Not much information was given and any questions asked were left unanswered. Everything was told to me by my manager and I had zero communication with HR to this point. Has anyone else also experienced this recently? If this is severance, I’m not sure how it is calculated. I was always under the impression that severance pay was 2 weeks for every year you worked, up to 20 years, but maybe I’m wrong. Will I have someone from HR reach out to me prior to receiving my letter? I had the mail courier show up at my house yesterday with 2 empty boxes to ship back my laptop and monitor. If anyone else has been dealt with this over the last week or recently and can give further guidance on what to expect, that would be greatly appreciated as we are left in the dark here. A few of us were fully WFH and some of us were Hybrid. Thanks for the info.

The Fairfax County–based IT consultancy Qbase expects to lay off 60 remote employees before the end of the year.

https://virginiabusiness.com/qbase-layoffs-remote-workers-reston-2025/

The majority of the layoffs will happen on Dec. 1, though the company says others will be let go as of Jan. 1, 2026.

https://www.kshb.com/news/local-news/manufacturer-to-lay-off-80-employees-at-plant-in-south-central-kansas

It would make sense. The round on the 20th didn’t seem to hit 15K. If that’s true, good luck to everyone. I’m also not convinced this will be the last. I’ve kind of accepted that this whole job feels temporary at this point. I just can’t stress about it anymore, I don’t have the energy left.

https://www.yahoo.com/news/articles/ups-lay-off-70-employees-212018381.html

End of 60 day notice/ beginning of Severance pay..is there a lapse in pay or
Do the paychecks continue unless
We opt for the lumpsum
Amount?

I continue to hear that all remote, even those with a medical accommodation will be laid off. No longer giving the ultimatum of, either go in, or accept your 60 day notice. I only know one medical accommodation this happened to recently, but I have to hope, that they are pointing to something performance?? Can they do that? Are they offering a chance of RTO first? Or just cleaning house on all remote?

Please post if you live in IL and were given less than 60 days. We can get more if we have the numbers.

Don’t troll, honestly im only trying to help cause no one else does.

Please post if you live in IL and were given less than 60 days. We can get more if we have the numbers.

Don’t troll, honestly im only trying to help cause no one else does.

The law firm Strauss Borrelli PLLC is investigating FIS for WARN act violations. Many of us were laid off this month without notice and this applies to us.

This is their website:
https://straussborrelli.com/2025/07/15/fis-global-warn-act-investigation

From their website:
On July 11, 2025, FIS notified the Washington Employment Security Department of its decision to conduct a mass layoff at its facility in Bellevue, Washington. The federal law, known as the Worker Adjustment and Retraining Notification (WARN) Act, requires covered employers to provide 60 days’ prior written notice to employees, their representatives, and certain government parties in the event of a mass layoff or plant closing. We are investigating whether FIS failed to provide at least 60 days’ notice before laying off 133 employees and, therefore, violated the WARN Act.

Happening the 2nd week of December.
Start looking at conference room blocks.

• Likely on Wednesday.

I’ve heard the total reductions for the year will be around +20% company wide. - They have staggered them throughout the year to limit visibility. (Plants/Regions/HQ/removing open roles and now the great “re-org”)

We haven’t seen a WARN notice, so how might they be getting around it? (Please add if you know other ways)

Paying in-lieu of notice: Instead of providing the 60-day notice, a company may choose to pay employees for the 60-day period plus any benefits they would have received.

Forced attrition: Some companies may attempt to reduce their workforce by placing good employees on performance improvement plans (PIPs) with the hope that they will quit, thus avoiding severance and WARN Act obligations.

Notice +60: company may give notice on a predetermined day allowing for the 60 days to transpire with employees “transitioning” during this time; (so not actually going around the rules)

Last day Feb 20th

Part of the 9/19 bloodbath and got laid off without notice.

Aren't we supposed to get 60 day notice due to the federal WARN act? WARN violations charge $500 per day of violation. We should be getting an extra $30,000 to our severance.

I’m in California and I thought we were supposed to get a 60 day notice vs a 30 day notice. Is this something I should reach out to HR?

The folks in NJ are getting their 90 day WARN notice.
In Massachusetts only 30 days, despite the 60 days state law.
What gives?

So if we are told on Thursday that we are being let go are we done that day or are they going to keep us working for another month after the announcement? The last round of mass layoffs that happened in 2023 they announced the layoffs in May, but kept all those employees until August or October depending on what group you were in. Just wondering if it will be immediate or if they will expect us to continue on for another 30 or 60 days before we are done.

Affected employees will receive phone calls between 8-10am, and survivors will get about a 45 minute heads-up for a 15 minute “business update” meeting where HR and ADs or above tell you who was let go. This usually occurs about 11am.

If you’re let go, you’ll likely get to leave work early on Thursday and won’t be expected to come in on Friday.

Source: This is my 6th rodeo

Just read this, and I thought others who might have missed it might want to see it too, so I'm making it into a thread. All credit goes to @a3+1ka9y513n.

AI Fleet said the layoffs were triggered by an 'unforeseeable' business disruption that left it unable to give the 60 days’ notice typically required under federal law.

https://www.statesman.com/business/article/ai-fleet-trucking-layoffs-austin-technology-21184715.php

People who are having extended life, wait until Q1 2026 round?
60K 2026 is the new normal?

Nearly 300 people are set to be laid off from a Connecticut personal care brand company and the company says it also will close a plant here.

https://www.courant.com/2025/11/15/one-of-largest-layoffs-in-a-year-coming-to-ct-this-one-includes-almost-300-people/

I know more cuts are planned for 2026, but I’m asking specifically about this round. Have all impacted already been notified, or should we expect more layoffs early next week?

A company is not always required to provide notice if it offers severance benefits, but it must comply with the WARN Act or state laws for mass layoffs and plant closings. If an employer fails to give the required 60 days' notice under the federal WARN Act, it can provide a severance package instead of notice. The severance package can serve as payment in lieu of notice and may be used to offset any damages the company owes. However, the severance package must be "voluntary," meaning it isn't already required by another law, contract, or company policy.

Key points about WARN Act and severance

WARN Act notice: For qualifying employers, the federal WARN Act requires 60 days' advance written notice for mass layoffs or plant closings.

Severance as pay in lieu of notice: An employer can offer a severance package as an alternative to the 60-day notice period. This package can include pay and benefits for the 60 days.

Offsetting damages: If an employer provides a voluntary severance package, it can be used to offset the back pay and benefits the company would otherwise owe for violating the WARN Act.

Voluntary payments: The severance package must be "voluntary," meaning it's not something the company is already legally required to pay under a separate law, contract, or established company policy. If it is a mandatory payment, it cannot be offset against WARN damages.

State-level laws: Some states have their own "WARN" acts that may require longer notice periods or have different requirements than the federal law.

WARN requires 60 calendar days' written notice. The law makes no provision for any alternative such as pay in place of a notice. While an employer who pays workers for 60 calendar days instead of giving them proper notice technically has violated WARN, the provision of pay and benefits in place of a notice is a possible option. Because WARN provides for back pay and benefits for the period of the violation, up to 60 days, generally this approach by an employer—pay in place of notice—means that the employer has already met the penalty specified in the Act, if the payment is not required to be made. WARN allows voluntary payments of wages and benefits to be offset against any damages that might be awarded.

https://webapps.dol.gov/elaws/eta/warn/faqs.asp#:~:text=An%20employer%20that%20fails%20to,not%20required%20to%20be%20made.

How long does it take to receive severance email and paperwork to sign? Some people are approaching the end of the 60 day non working notice but haven’t received the email

Please don't rip my head off for this post. I have read the act and the "single site/location" of 500 or more employees confuses me. Im not a damn lawyer. I'm in a state that falls under the Federal guidelines of 60 days. Any wisdom if Vz will have to follow this law? (Bracing for incoming fire)

Some in APAC were let go this morning (APAC time) and some are being invited to a meeting in EMEA and US now while I am writing.

Last day 12/31… anyone feel like this is pointing to something larger?

If your employer fails to report layoffs to the WARN system, you may have grounds to take legal action. The Worker Adjustment and Retraining Notification (WARN) Act requires employers to provide 60 days' notice before mass layoffs or plant closures. If they do not comply, affected employees can seek compensation.

Steps to Take

1. Confirm Eligibility

• Ensure your employer has at least 100 full-time employees.
• Verify that the layoffs affect 50 or more employees at a single site within 30 days.

1. Gather Evidence

• Document the details of the layoffs, including dates, number of employees affected, and any communications from your employer.

1. Consult an Attorney

• Seek legal advice from an attorney experienced in employment law. They can help you understand your rights and the potential for a class action lawsuit.

1. File a Class Action Lawsuit

• If multiple employees are affected, you can join together to file a class action lawsuit. This can help share legal costs and strengthen your case.

Potential Compensation

If successful, you may be entitled to:

• Up to 60 days of back pay and benefits.
• Additional damages if the employer's actions were willful.

Reporting Violations

You can also report WARN Act violations to the U.S. Department of Labor. They may investigate and enforce compliance, which can support your case.

Taking these steps can help you navigate the legal process if your employer fails to report layoffs as required by the WARN Act.

Just notified today not really surprised. Over 55 in the US

Any insight on the impact for the next big yearly layoff that occurs every 2nd week of Jan.? I estimate 15% for 2026.

Title: Frito-Lay eliminates 500 jobs as it closes Orlando plants
Source: Orlando Sentinel
URL: https://www.orlandosentinel.com/2025/11/05/frito-lay-eliminates-500-jobs-as-it-closes-orlando-plants/
Summary: Frito-Lay will shutter two Orlando facilities and cut about 500 jobs, including 454 positions at its Silver Star Road site, according to a letter to the Florida Department of Commerce. Roles span mechanics, packaging, and warehouse staff, with the company citing business needs for the closures.

Title: 'Difficult decision': Orlando Frito-Lay plant to close
Source: WESH 2
URL: https://www.wesh.com/article/orlando-frito-lay-plant-closes/69253930
Summary: PepsiCo Foods U.S. is closing manufacturing and warehouse operations at its Orlando Frito-Lay plant, resulting in nearly 500 layoffs. The company said the move was driven by business needs and promised pay, benefits, and transition support.

Title: Frito-Lay abruptly shutters Orlando plant, cutting 500 jobs
Source: Orlando Weekly
URL: https://www.orlandoweekly.com/news/frito-lay-abruptly-shutters-orlando-plant-cutting-500-jobs/
Summary: A WARN letter states 454 workers at 2800 Silver Star Road were terminated immediately and another 46 jobs at a Park Oaks Avenue warehouse will be cut in May 2026. Frito-Lay says affected employees will receive 60 days pay in lieu of notice plus transition assistance.

Title: Frito-Lay facilities close in Orlando; nearly 500 jobs lost ahead of holidays
Source: Yahoo News via WOFL
URL: https://www.yahoo.com/news/articles/frito-lay-facilities-close-orlando-150813803.html
Summary: PepsiCo is shutting a Frito-Lay manufacturing plant on Silver Star Road and a support warehouse on Park Oaks Avenue, eliminating 454 jobs now and 46 by May 9, 2026. The company says it will offer pay, benefits, and job placement help while working with state and local agencies.

Do we have enough 60+ people in Oxy that will be enough not to trigger an involuntary layoffs? I don’t know what percentage of people they are looking at reducing if it will come down to letting more people go in the coming months. What’s your take on this?

Palo Alto employee here. Will get notified on Dec and last day 60 days later. Question: What kind of continuing healthcare coverage does Broadcom offer during the severance period? Continuing the existing plan for a period of time?

And I assume after that, the option to purchase Cobra coverage?

Any word on if, when and where?

The WARN act requires companies with over 100 full-time employees to give workers 60 days notice of layoffs. Is anyone filing an EEOC claim?

Confirmed for FIN