#benefits

To those that were rebadged as Infinite employees, are you all on a contract basis now or not? Were you able to keep your same salary from Fiserv over? Are the benefits similar, or better/worse? How do promotions work with a 3rd party vendor or is your career progression over once you get rebadged?

Looking for real advice on steps to take in preparation for a possible layoff. What files/information to save, what resources to take advantage of while we still have them, etc. My biggest concern is a lack of medical and dental insurance for my family since I'm the one providing those benefits. Has anyone successfully negotiated an extension of benefits as part of their severance?

How does the benefits work after the 60 day WARN period? Do you take COBRA for health insurance or by any chance do you get full benefits until your severance runs off? I.e. Citi contributes to your medical benefits until the end of the severance pay period
Thanks

Just from reading slack channels. Even employees don't believe in the stock.

Something supposed to be a benefit is now a financial burden.

Another "benefit" down the drain it goes.

Hey everyone, quick question if someone files for short-term disability and it’s under review with MetLife, do they need to use PTO while waiting or does coverage start right away? Also, should they inform their manager, HR, or both? Appreciate any insight.

New Texas SNAP Rules Now in Effect, Candy and Sweet Drinks No Longer Covered

Starting Wednesday, April 1, 2026, Texans who receive SNAP benefits can no longer use them to buy candy, drinks with artificial sweeteners, or beverages with 5 grams or more of added sugar under new statewide restrictions.

What documents do I need to apply for short-term disability? I recently fell down the stairs, and my doctor advised that I need at least two months of rest.

Also, is there a specific place I should apply or a phone number I can call for assistance? I would appreciate your help. Thank you.

I logged into fidelity.com and checked my 401k and it seems the profit sharing contribution was not made...it has been made on 3/31 for the past couple of years - not a huge amount but it was a nice little annual boost. Does this go away too in this brave new world?

Hi all,
I’m mentally drained at Wells Fargo. My manager has been pushing a “performance” issue that feels completely unfair (I’d rather not get into the details on that). Today I straight-up told my boss I’m exhausted from the constant stress and asked if they could just lay me off instead of firing me for performance.
Quick questions:
• If fired how good is COBRA insurance? Or does it offer?
• Can I still get unemployment on a performance termination?
• Do they pay out remaining vacation days either way?

Any advice on handling this or what others did? I need some mental relief before jumping to another job.
Thanks!

What is the typical package and what all does it entail?

Basically the title. How much are they giving in terms of medical/dental/vision and base pay?

How many weeks based on years of service?

Is it true that people who didn't take the VSP were still laid off effective 4/1 with no lump sum or benefits?

The wording is a bit vague, "you will remain an oracle employee until 4/10" and "Your benefits will continue through 4/10".

Given that ICs fill out pay slips, I'm unsure if this means I am being paid until 4/10, or my benefits are active until then.

Hi can anyone confirm what is the current package. How many weeks for service yrs.

Notice period from now until April 10, followed by 4 weeks for first year worked and one week for every year thereafter. 6 months or more counts as one year.

Nothing on health/bennies yet

Will we still have access to mysites once laid off? Also how do ongoing benefits that expire at the end of year go? FSA, wellhub, and health equity? Do we need to use that all before termination, or end of severance, or end of year?

If you are in the US and you get RIFed, if you added wellhub then your gympass is still active and you will be charged monthly unless you cancel. One of the great things about Oracle is that you will get no further contact from anyone at Oracle about anything (unless you have peoples numbers). I don't even think your manager is allowed to talk to you. You are cut off pretty instantly, and it is a shock.

I suggest a regular gym routine or some kind of physical activity to help you keep your sanity.

Hi All - I need help from folks who are planning to retire or that went through the retirement process. Here is a thread on Chevron's page, it's customized I hope we can put together something similar to help our folks as well: https://www.thelayoff.com/t/1kmrb08g5 or @OP+1kmrb08g5 "So, you've started thinking about RETIREMENT"

If you have time chime in with bits or pieces and, after a week or two I will consolidate everything into a long master post named "Exxon: Retirement Planning Considerations".

I am sure I am missing some key points but here is what comes to mind right now:

1. Ret. eligibility details (thresholds, yrs, pts)
2. Key milestone impcts (what changes materially)
3. Equity / vesting rules (RSUs, timing)
4. Bonus treatment after one leaves
5. Pre-65 healthcare costs (monthly premiums, coverage)
6. Post-65 healthcare reality (medcare, supplements, totals)
7. Company contribution levels (amts, caps, trends)
8. COBRA transition experience (costs, surprises)
9. Retiree vs employee benefits (what gets better or worse)
10. Out-of-pocket expectations (deductibles, exposure)
11. Real monthly cost examples (individual??? family?)
12. Financial planning lessons (mistakes, what mattered most to u)
13. Longterm benefit risks (changes, reductions, uncertainty)
14. Timeline considerations (when staying longer helps)
15. Anything you wish known (critical hindsight insights)

Add what you can. Specific details are most useful.

Does anyone know if get layoff, do you loss your healthcare benefit the same day? I heard Oracle will end your healthcare the same day. Is it true?

VERIZON COMMUNICATIONS INC director and officer Daniel H. Schulman reported a compensation-related award of phantom stock linked to the company’s common shares. On this Form 4, he acquired 183.933 units of phantom stock at an indicated value of $14.47 per unit through a deferred compensation plan.

Awful leadership
Open favoritism
You can forget about coaching or career development
You’re treated as a number and replaceable
Pay and benefits are subpar
Little to no accountability
And so on...

https://memorialhermann.org/about-us/bcbstx-negotiations

In the latest endless hit to our benefits, all Memorial Hermann providers will not be in-network starting April 1st, unless thisis resolved.

Please stop the layoff immediately id--ts !

Cut your salaries and compensation to raise employees wages and benefits. F-c k yo id--ts at Intel

Any info on voluntary severance packages for employees over 50?

Here are few things to take in consideration. Bookmark this thread, you will need it. I hope others will chime in and cover things that I am missing but would be useful for ret. planning. Also, I might be off on a couple of things here, please correct me. Here we go:
1) “90 points” is a key milestone

• It typically equals age + years of service
• Hitting 90 generally qualifies you for full retirement status
• You also typically need at least ~10 years of service to receive retiree benefits at all
• Below that (for example 75 to 89), benefits may be reduced or prorated
• Even small differences matter - dropping from 90 to 89 points can increase your share of healthcare costs

2) Stock and bonus implications matter

• At 90 points, equity awards (RSUs, performance shares, SARs, etc.) often fully vest
• You may also retain eligibility for bonuses issued after leaving payroll
• Below that threshold, vesting may be partial or forfeited based on time worked
• These equity outcomes can be a major part of total retirement value

3) Healthcare is still expensive even with company support

• Pre-65: expect roughly several hundred dollars per month even with Chevron subsidies
• Example shared: around $800/month for individual coverage after leaving employment
• Post-65: total costs (Medicare + supplement + dental/vision) can reach ~$1,000/month for a couple
• Chevron’s contribution is relatively small (around ~$100/month range)
• Coverage quality is often considered strong, but you are paying significantly more than as an employee

4) Retiree benefits are weaker than employee benefits

• You may keep access to similar plans, but the company pays a smaller share
• Costs shift from “paycheck deduction” to direct out-of-pocket payments, which feels materially different
• Contributions are sometimes prorated based on your “points” level
• There is also risk that company contributions could drop further over time

5) Medicare is not “free”

• You must pay Medicare Part B premiums
• High earners pay extra through IRMAA surcharges
• IRMAA (Income-Related Monthly Adjustment Amount) is an additional charge on Medicare premiums based on your income, which can significantly increase monthly costs for higher earners
• You will likely also need a supplemental (gap) plan and possibly dental/vision

6) Long-term risk: benefits can shrink

• Retiree medical contributions from Chevron have remained small and relatively flat over time
• Some retirees reported large premium increases (for example ~80% over several years)
• Benefits depend on company performance and policy - they are not guaranteed to improve
• Planning should assume rising costs and limited company support

7) Financial planning is critical

• Retirement income (Social Security, dividends, etc.) can push you into higher cost brackets for healthcare
• You cannot rely on “appearing low income” to reduce costs if you have substantial assets or income streams
• Many retirees bridge the gap to Medicare using savings or tax strategies
• Healthcare becomes one of the largest and least predictable expenses in retirement

I started my career at a startup, then joined EM, and after a few years I moved to Amazon. I see a lot of comments claiming that big tech companies are just as toxic as XOM, but that hasn’t been my experience. Amazon is competitive, sure, but it’s a much healthier kind of competition. At XOM, people would take credit for your work or try to humiliate you if you weren’t part of their internal “cult.” My experience at Amazon has been nothing like that. I’m not saying everything is perfect, but the benefits, pay, and overall environment are significantly better, and the competition feels more professional rather than personal. For me XOM culture was way too toxic.

I am in the transition category. I went through a roller coaster of emotions. I am exhausted. I know many feel the same. I feel in a way cheated being "offered" to transition to new company versus severance. For those who were laid off are you comfortable sharing what was offered for severance? I am in the US been with the company for 20 years. This su-ks all around for anyone impacted

If you are retirement eligible and also being severed in 2027:
Are you considering retiring before end of 2026 to retain the 2026 annuitant benefits (and thereby forego severance package)? Or do you think it’s better to get the severance package and forego the 2026 (current) annuitant benefits package. Benefit package available for annuitants if you retire in 2027 or later is substantially worse than current annuitant benefits. Disappointed the company is making us choose!

Yeah, it was and remains awful. Take care of yourselves first, just like the airline safety instruction. Take a couple of days to process, and make a plan that suits you best. Sending out peace and strength. If you have time to wring out everything from your benefits do it, as cr-ppy as they are.

I'm sure that I'm not the only one that got/is getting the letter that Navia was hacked.

3rd "we've gotten hacked" letter this year that I have received

Wonder if they are using F5 products?

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?