#benefits

Anyone else think it is asinine that we have Anthem Blue Cross Blue Shield or Cigna as our offerings for insurance? Even Centene thinks their insurance su-ks. What a bunch of cr-p.

Laid eyes on the merit increase matrix for 2027, and it's as pathetic as the firm's leadership. Since we're all now meeting expectations because it's impossible to exceed (guess they're saving those ratings for EJ India), increases for meets will range from 0.9% (over 110% of midpoint) to 4% (under 90% of midpoint).

So yay... I'm just barely over midpoint (by $567), so I will get an amazing 2.1% raise for 2027.

But ELT will continue taking home their 8-figure payouts and not caring in the least about the people actually doing the work. I've said for a while now that my loyalty to EDJ is gone but that I wasn't actively looking to move. And stupid me decided to go ahead and buy in to the LP offering.

So either I'm stuck until the LP loan is paid off (18months +/-) or I have to find a way to pay that off so they can liquidate my LP and go to a competitor since it seems every other firm's pay & benefits are better than this dumpster fire.

For contributions like profit sharing, is there a vesting period, or is that money yours once it hits? I know for employee matching there is a vesting schedule, but unsure about profit sharing.

Displacement package says we can contact them after the 60 day notice period and have term code changed to retirement. Has anyone here done that and does it affect the severance payout and insurance benefits and rates during the severance period? Not wanting to sc--w this up.

The amount of negative changes in the past several years has brought down morale and is impacting my mental health. The department I’m in has changed PTO bidding, supervisors/managers are constantly changing and have no idea what lengths we go through daily to meet our metrics while getting little to no support in trying to grow your career, and no acknowledgment or thanks for taking on stretch assignments. What is the point of trying? I’m constantly ignored while making suggestions on improvements. It feels as though they are making all these changes (worsening of our health insurance plans, taking certain benefit coverages away, changing department PTO processes, little to no pay increase, minimal bonus) to edge employees closer to resigning so they don’t have to provide us severance or unemployment. Defeating to say the least.

For those who had a 9/4 VSP exit date, now that you’ve had some time away, do you have any advice or recommendations for those of us preparing for the 12/11 exit date?

Anything you wish you had done before your last day, things to be aware of during the transition, or tips for navigating the weeks immediately following departure?

I’d especially appreciate any insight regarding the severance process, benefits/COBRA, unemployment, or anything that may have caught you by surprise.

Thanks in advance! I’m sure many of us approaching December 11 would appreciate hearing about your experience.

By any chance, has anyone noticed any announcements recently about new programs being offered to Fidelity employees starting in 2027? IN PARTICULAR, insurance products from Farmers Insurance?

For those who started as 3Mers (corporate) and are now Solventumers(?!) and maybe now 3Mers again... what are the pros and cons of working for each company??

For those who started as 3Mers (in corporate) and are now Solventumers(?!) and maybe now 3Mers again... what are the pros and cons of working for each company??

Anyone in hampton roads impacted by Sentara leaving Anthem? My home is surrounded by sentara hospitals and We rely on sentara labs, ER and even for any procedure. I dont see any hospitals even around 20mile radius and we need prepare for any emergency situation.

Do we have any alternative?

Canva’s restructuring affects more than 1,200 people. But its severance package is earning praise.
https://www.newsweek.com/canva-exit-package-praised-tech-company-announces-layoffs-12662250

For the associates who are later in their career, you probably make too much money to qualify for a Life Essential Kit, you don't need fertility coverage, you don't need child care, you've completed your education, and you bought a house, what benefits are available for you?

I’m interested in learning more about Capital One’s MBA education benefits. I understand the company offers educational assistance for employees pursuing graduate degrees, but I’m curious about how the benefit works in practice.

For employees who have pursued an MBA, is the assistance generally limited to the standard $5,250 annual tuition benefit, or does Capital One offer additional funding through direct tuition sponsorship, prepaid tuition programs, stipends, fellowships, or other arrangements?

Are there opportunities for additional MBA funding based on job level, performance, tenure, or participation in leadership development programs?

I’d especially appreciate hearing from current or former employees who have personally taken advantage of these benefits and can share what Capital One actually covered.

I'm surprised the company even publishes the numbers, but they pay $1,160.12 per pay cycle for the Classic plan, and $1,024.71 for the HSA plan.

You choosing the HSA plan saves the company $3,520.66 annually, and they give you $1,000 for choosing that plan.

Isn't it time that lifts a little to account for inflation? Its been stuck at $1,000 for 10+ years. Split in half the savings would at least bump it to ~$1750.

Come on MPC, share the savings and stop pocketing the $2,520 difference.

Those who got laid off/VSP, when did your centene provided health insurance terminate? Did you have insurance through the end of the month for the month you left?

Block is providing laid-off US employees with a minimum of 60 days' pay and severance. Affected workers will receive at least seven weeks of base pay, with an additional week for each year of service. Those who sign a severance agreement will get an extra 30 days of pay, totaling 90 days without working. The company is also offering three months of COBRA premium coverage for healthcare and a $5,000 transition assistance payment. These terms differ slightly from previous layoffs, particularly regarding healthcare coverage duration.

https://www.businessinsider.com/block-november-layoffs-severance-package-2026-11

I called a friend at F5 to discuss stock. He is very happy that stock price tanked. He mentioned that he will buy more espp stock for the current cycle as well and optimistic that stock go to $500 range again. Looks like he is going to make 30-40k a year in espp. He is going to have quality hotizontal time with that money. Congrats to all of you who has this benefit.

Lets go plant and installers techs! They need us, let's go! They need us to do all this work, look around you. Thousands laid off. Time to stabilize the remaining workforce.

Immediate Job Protections & Cost Savings

• Severance Packages: Unions negotiate standardized, guaranteed severance pay based on tenure, ensuring departing workers are not left at the mercy of arbitrary corporate policies.
• Health Insurance Extension: Labor contracts often secure extended healthcare coverage for laid-off employees, giving them a vital safety net while searching for new jobs.
• Seniority Protections: Collective bargaining agreements typically enforce a "last in, first out" rule, preventing management from targeting specific employees based on personal bias or higher salary brackets.

Does anyone know if we get the full 2027 sick days if we are leaving earlier in the year on VSP?

Question for anyone who has received a severance package from Cigna. If you get laid off, get a severance package and find a new job outside of Cigna, does your Cigna severance end once you start a new job or does it continue?

We are being offered the voluntary resignation separation program again. It feels like every month we tighten our bu-tholes bc we’re bracing for impact. It’s truly getting exhausting and quite frankly my a-s hurts. I find it funny that they added our e-mails to all the documents so that they don’t get leaked. We all know they let so many people go right after this last year so it obviously doesn’t work. How about with our base pay you also leave us with insurance coverage for a year. It’s not like the plans they offer us cover sh-t anyway. For context I’ve with the company 15 years. It’s getting ridiculously SADDD

Mark Cuban said that Cigna is Overcharging Employers that Use Cigna. Doesn’t Humana force their employees to get their health insurance through Cigna Health Insurance?

Mark Cuban Says Public Companies Found They Were ‘Ripped Off’ On Healthcare But Won’t Say So On Earnings Calls
https://finance.yahoo.com/healthcare/articles/mark-cuban-says-public-companies-155820186.html

It says workday. But I don’t see anything in workday. I already passed notice period and on severance period.

Hello all. Can you share some information about working at Costco. What is the healthcare insurance plan from Costco covered and monthly premium?

The cost for healthcare insurance has gone up each year. In 2027, without subsidies a family of 2 will pay an average monthly premium of $2800 to $3000 per month with high deductible. I am considering not to buy healthcare insurance, pay cash for the service. The other option is to move to another country to live, low cost of living, $2500 a year for healthcare insurance.

I just got my WF Retirement Health Plan documents today. The WF Retiree HSA plan dropped dental and vision last year so it's medical only. Here are the prices for 2027 for just yourself:
HSA Plan: $1941/month
Kaiser: $1572
Co-Pay Plan: $2028
Just passing it along so you can plan.......

HSA HDHP is 22% more money out of my paycheck compared to last year.

HSA HDHP $600 company contribution hasn't increased for at least a decade.

Industry standard is over $700 for HSA HDHP's for anyone....and $600 is what they offer their own employees?

Absolutely disgusting.

I'm shopping around or opting out of coverage. This is ridiculous.

Are we seriously only being given Aetna as an option? This place gets more disgusting . I remember when we would have a cafeteria full of companies that came to give you detail and now this d-mb and dwindled even that down to sh-t. But hey the price is higher too so

Website builder Squarespace is reducing its workforce by 19 percent, impacting approximately 300 employees. This decision is part of an effort to simplify operations and sharpen company priorities. The company stated these changes are intended to position Squarespace for future growth. Affected employees will receive 16 weeks of pay and continued healthcare benefits. These layoffs follow Squarespace's recent AI integration and acquisition by Permira.

https://www.theverge.com/tech/1024447/squarespace-layoffs-19-percent

If you take the package but put in for LTD when you filled out your medical for 2027 how does that work? Would you be eligible while you are being paid out if something happens or will the company stop that benefit.

Yes, the job market is not ideal, but I don't know anybody who didn't have a job within three months. Plus, leaving Citi can only bring you better pay, benefits, and culture. Being laid off is a win at this point.

Management hyped up getting better health plans this year, which just means a more expensive one. They massively hiked the premiums for the top tiers, and for the basic plan, they quietly raised our deductibles and out-of-pocket limits. Its frustrating to see which direction the company is going

Is it possible to redeem after layoff?

Looking to buy a Dell ultra wide for my home setup, but I’ve heard from folks at other banks that their company offers some discounts. Does TIAA offer anything like this?

Another large corporation in Boston is having the same problem of tenured employees not willing to retire in this economic environment. They are revamping their retirement benefits to entice people to go. Not a buyout. Changing it for all employees. Heard it from the horses mouth.

https://insurancenewsnet.com/innarticle/kraft-heinz-aramark-sue-unitedhealth-over-bogus-health-claims

This is the company FIS leadership chose to manage the FIS-paid healthcare plan in 2027. Someone didn't do their homework

Microsoft is reportedly offering voluntary buyout packages to approximately 60,000 employees, representing over a quarter of its workforce. An ex-VP of HR at Microsoft advises employees to carefully evaluate these offers, considering factors like compensation, benefits, and equity vesting. The decision hinges on individual financial situations, retirement plans, and the current challenging tech job market. Taking a buyout could provide a head start in job searching if layoffs follow. Expanding professional networks is also crucial for navigating career transitions.

Redmond, Washington

https://www.businessinsider.com/ex-vp-hr-microsoft-what-employees-may-not-realize-2026-10

I was laid off yesteday as part of this layoff round. I'm pregnant. They were was fully aware of my pregnancy which makes this whole situation even more bad. Does anyone know if these layoffs were limited to FLEX employees, or were other teams and employment types affected as well? Also, if anyone has been through something similar, especially while pregnant... I'd really appreciate any advice on severance, benefits, health insurance (or potential legal paths). I'm still trying to process everything and figure out what to do next.

...while you still have access!