#benefits

If you are over 40 years old (in the US) you will have 21 days to evaluate the severance once it is presented you. Based on previous layoffs, it would appear Synopsys is paying at least 60 days of regular salary and benefits, in lieu of a WARN notice. It seems like this is case of gross incompetence combined with a lack of empathy on the part of the management.
OP: @a8+1kmdssyv8

Putting this info here so it doesn't get lost in replies. Apparently severance details come at a later date. Because why give people clarity when you can leave them hanging? Very inconsiderate.

There is a lot of negative sentiment here, so I want to focus on the positive stuff and why I appreciate BNY:
1) 7% 401K match - more than most financial services firms (for example, Morgan Stanley gives 4%)

2) Pretty generous vacation entitlement

3) If you leave the company, they pay for the vacation days you haven't taken

4) laid back, friendly culture in most groups

For those of you who got RIF'd and then were reimbursed, supposedly in the final paycheck, for unused accrued vacation days, are all the deductions like medical and dental taken out of the pay for the unused vacation days?

gen z, so i am ofc not eligible, but some of my coworkers retired with that. WTF is that? Cigna pays like 50% of salary at retirement forever? idk.

Did WF get rid of the employer sponsored HSA contribution?

Let help each other navigate through these troubled times instead of spreading rumors or hate.
If you can please share severance facts anonymously.
1) Does Nike accelerate vesting for all unvested RSUs ? How about options ?
2) Does Nike provide existing medical coverage during the two months on payroll ?
3) After those two months does severance include subsidized cobra coverage only ?

Ne 1 know?

Why, why, why doesn’t this company never give a COLA raise. They know these simple merit increases do nothing and barely cover the difference costs of insurance not to mention all the prescriptions they don’t cover that you have to pay out of pocket for. Then they expect stretch goals and go above and beyond but never give anyone exceeds.

Seriously- how many times do phony benefits get trotted out? There are three things people care about - layoffs, health insurance, wfh. Anything else is just fake benefits.

I'm mostly curious about the medical coverage.

Just wanted to put a feeler out there see how many people this may be affecting. People having shortened/no checks for 4-5 weeks some longer. Benefits not being funded for the union guys. Some had to pay out of pocket to keep health insurance. What do you get from Honeywell no information, no one to talk to, and they basically laugh it off like hah some people been getting really sc--wed on their pay (actually said on a meeting). The ship is sinking

Hi! I’m interested in joining Walmart - what are the bonus / stock estimates for director / sr director levels? The salary range is so wide that it’s not even helpful. Appreciate the guidance.

Hi. Looking to apply to a role at McD…are the benefits worth it at the sr director level? They don’t share any info on comp so hard to know. And the salary range is broad so that also doesn’t help. Appreciate any guidance.

Severance packages in the US have been consistent over the years: 2-4 weeks plus 1 week for every year of service, capped at 26 weeks. Plus one free month of cobra.

Garden leave was a new benefit in 2025, which kept the dejobbed on payroll and benefits for a few weeks. No idea if that was a one off or if it will become standard.

Putting this up, useful info. Found here: @bj+1kkhyebqg

Some of the news feeds reporting 18 months and other generous offerings?

The only benefit is if we move we will finally be able to afford a house. Let’s be honest allot of us at corporate are renting and cannot afford Seattle. We have a choice either move or get laid off.

“According to The Wall Street Journal, the roles moving to Nashville will include direct and indirect sourcing teams, with the company expecting to move additional jobs to Tennessee down the line.”

I am going to move if I get the offer. What about everyone else?

How many months paid cobra/ medical benefits is included as part of the severance? Also when does it kick in (i.e. the following month after termination)?

Keep getting letter after letter telling me insurance o longer covers this and that, have to book scan though 3 rd party, meds going up , some no longer covered. Just got letter saying all our Memorial Herman facilities and doctors are in jeopardy. Exxon changed to one provider, no more choice, went up on premium, try to keep you from going to any emergency room by making you pay 10-20 percent of the entire bill, and then tailored a cheap coverage plan that only help the company... after almost 30 yrs , this is about as low as I seen from the company, Billions in profit and it saves money by cutting from its employees, the new norm..... can't wait GTFO..... I'm embarrassed to even say I work here anymore. Don't come to work for this place, it will su-k the soul out of you and you will be miserable.

We pay our dues and when the contract is due, another benefit gets eliminated. Why do union leaders make so much money and NOT produce for the members?

Has anyone else been contacted by a corporate auditor about everyone in the Permian cheating on the entry exam at XOM? I am still trying to understand the benefit of superintendent’s having hat contractors cheat on the test. If you want quality employees you would think you would want people that can pass the test without cheating.

For anyone who’s left this year, do you happen to know roughly how much COBRA costs per month? I’m planning my exit and want to factor that into my budgeting. I’m currently on the HSA Premium plan, if that makes a difference. Thanks!

Especially since they cut the perks at work :(

Need some advice I’m
Planning on going on short term disability due to treatment needed I know my role is safe up to 12 weeks for FMLA how about if my short term is extended to another 12 weeks , I understand I may not be paid but whatever about the benefits like my medical dental etc do I get it keep those and pay my current share of cost per usual

More companies are adopting or considering “peanut butter” pay raises, which are across the board increases given equally to all employees rather than tied to performance. While 48 percent of organizations plan to continue performance based raises, 9 percent already use uniform increases, 16 percent plan to implement them this year, and 18 percent are considering the shift.

Companies cite tight compensation budgets, cost cutting pressures, concerns about bias in performance ratings, and administrative simplicity as reasons for the approach. Some also see it as more equitable, ensuring frontline employees are not overlooked.

Experts warn that equal raises can demotivate high performers and create long term retention risks. Although a weaker job market may limit immediate departures, dissatisfied top talent may leave when opportunities improve. During the Great Resignation, low pay was a major factor in record quitting levels.

Employees disappointed with uniform raises are advised to explore other benefits, update job materials, and monitor the market, while carefully weighing any decision to leave.

https://www.cnbc.com/2026/02/22/peanut-butter-pay-raises-could-cost-companies-their-top-performers-according-to-experts-its-such-a-shortsighted-strategy.html

Does anyone know when the 2026 RSUs that were awarded will show in our benefits online account?

Remember when we had good pay, solid benefits, and you could move up without nepotism or a-s-kissing? When having Nike on your resume was an asset? Can we go back to those times? I miss liking my job. I truly do.

This message has been sent to all Albion College employees who meet all of the criteria listed below. Being identified as an eligible employee should not be construed as a requirement to opt in to the College’s Voluntary Separation Plan or a guarantee that an employee’s application to participate will be accepted. The College will make decisions concerning the scope and breadth of individuals’ accepted participation based on the affected job titles and operational needs of the College.

Albion College is offering a Voluntary Separation Plan (the “Plan”). The Plan is available to employees who meet all of the criteria listed below:

1. Salaried staff whose primary employment is in an administrative (as opposed to instructional) position,
2. who are expected to work 9 or more months per year,
3. full or part time
4. who were hired prior to 7/1/2025.

In the event the College accepts the employee’s application to participate in the Plan, the employee will be provided pay and benefits in accordance with the final schedule.

Highlights of Offer
• Severance
• Completed Years of Service (YOS) with the College based on the employee’s current hire date through the end of the current fiscal year (FY) ending June 30, 2026 multiplied by 1.25 to determine weeks of severance pay at the current weekly rate of annual salary.
• The maximum number of weeks is 17
• The minimum number of weeks is 4
• YOS will be rounded to the nearest whole year.
• Additional Severance Incentive
• If enrolled in College Health Plan, the employee will receive an additional $200 per week of severance paid in lump sum in the first pay period of the severance payment
• If the employee has opted out of the College Health Plan for the current plan year, they will receive an additional $25 per week of severance paid in lump sum in the first pay period of the severance payment
• Ability to use the full PTO fiscal year available balance provided the employee is actively working the full final work week.
• Dependent Tuition Benefits may continue as a taxable benefit under the Albion and GLCA programs only and only for dependents who are continuing their education at their current institution.

Benefits terminate upon separation of employment with the College
• The following benefits end on separation/termination date
• College Sponsored MedicalRx and/or Dental (continuation available via COBRA)
• Retirement contributions (employee (EE) & employer (ER)
• Life/AD&D/LTD including Supplemental Life/AD&D (company may offer continuation under individual plan)
• Flex Spending (continuation available via COBRA)
• EE and Spouse Tuition Benefits
• The Following benefits end on the end of month of separation/termination date
• Vision (continuation available via COBRA)
• Aflac (company may offer continuation under individual plan)
• Harrington Loan Forgiveness
• EE HSA Contributions
• EE FSA Contributions

In order to receive the benefits of the Plan, each employee will need to enter into a voluntary separation and release agreement. Employees should know, however, that once the College has accepted an employee’s application to participate in the program, the employee will have terminated his or her employment on the effective date selected by the College, which shall be May 15, 2026, regardless of whether the employee executes the Separation and Release Agreement.

This letter is a general overview of the available benefits, and each employee interested in the Plan should carefully review the attached Voluntary Separation Plan 2026 and related documents. To the extent this letter is inconsistent with the Plan, the Plan documents will control.

To apply, employees must submit via the Voluntary Buyout Application - 2026 Program online form not later than March 16, 2026.
a. If an employee applies, the employee has made an irrevocable offer to resign their employment from the College, with such resignation effective May 15, 2026.
b. Once the College has accepted an employee’s application to participate in the program, the employee will have terminated his or her employment on the effective date selected by the College regardless of whether the employee executes the Separation and Release Agreement.

Last, should you have any questions or concerns about the materials that are being provided, please feel free to contact me.

UC Berkeley plans to terminate its Fall Program for First Semester (FPF). This program has supported thousands of freshmen over 43 years. The closure threatens layoffs for 29 FPF lecturers. A campus work group recommended termination due to misalignment with objectives and low student opt-ins. The lecturers' union is now bargaining to preserve their positions and benefits.

https://www.dailycal.org/news/campus/uc-berkeley-to-terminate-fall-program-for-freshmen-threatening-mass-lecturer-layoffs/article_c30602de-6e13-49f2-8c32-d726144f8308.html

Does the company always honor a two-week notice? I want to keep my benefits through May, which would require me still being employed on May 1. If I give a two week notice on April 20 will they let me stick around for the rest of the month or do they sometimes cut people right away?

Predictions for the next few months:

Phase 2: oh now we are sure we want to incentivize buyouts (if we were not b4)

New hiring to replace opt outs and quitters: they are gonna scrutinize these with eye on filling gaps with wbd employees where they can. At the same time if you are a wbd employee with lots of seniority and benefits — ehh don’t get your hopes up.

Once merged, immediate cuts to finance, ops, legal, marketing, comms, and creative that don’t make actual content.

Cutting lots of execs who don’t actually create or do deals

Stip to be lowered except for teams identified as necessary from competitive standpoint — eg folks we need to keep away from google etc.

Outsourcing to intl positions where layoffs can be easily done if needed

Outsourcing hr and legal where possible/cheaper

More use of ai to fill functions

Finally none of this will be swift or strategic. Just a long toilet bowl swirl to where it needs to get to.

High chance it all fails due to debt and reliance on shrinking linear.

Does anyone know the cost for Cobra insurance for myself just in case a lay-off comes,then I know what to expect.

Can someone explain the significance of 90 points? Do they matter only for the company contribution towards healthcare premiums or do the 90 points come into play for other benefits?

BD life sciences just joined Waters a few weeks ago and we have been trying to get a sense of the culture, benefits, salary increases, bonus, PTO days, promotion rates or lack of them, etc.

We still have the BD benefits until end of year but after that I assume it will change to Waters benefits after.

So far we have not given any info on how things will change. Any insights are highly appreciated

I visited here last year when there was a reorg and am now on the outside, so wanted to leave a few things I learned.

• There are a lot of useless managers and just as many su-k-ups to match. Don’t expect them to ever do the right thing, they won’t.
• Constant rumors wrecked people’s mental health. Many people are just trying to hang on until X date. Don’t be one. Make a kicka$$ plan B, one that you look forward to.
• The layoff process and package will not be equitable. Don’t believe you will get what others got. And don’t think they will be kind.
• Loved the benefits, the mission and the customers. Made many great friends and don’t regret my time there. But life on the outside is way better than I expected, don’t be afraid to leave.

Good luck everyone!

After 12/19 cut I now can’t seem to access my benefits or Fsa. Also stock. Anyone else have this problem and solved it? Thanks!

https://straussborrelli.com/2026/02/17/lowes-mooresville-warn-act-investigation/
Lowe’s (Mooresville) WARN Act Investigation

The changes to benefits for imaging is the worst change to benefits I can remember. This new group OneImaging that we have to go through is terrible. What should be a quick scheduling with the doctors office takes weeks to find a cut-rate imaging center nearby and tell them what days you’d prefer and hope they have availability and get back to you. Costs went way up for all kinds of ultrasounds and some other imaging types.

For those impacted by this round of RIFs- what was your severance package offer? And when does your insurance benefits end?