#employeerights

Anyone else that was laid off the first week in September get their severance payment (minus the 22% for taxes) today? I was told repeatedly that I had to wait 60 days and former employees who were laid off before me said they didn’t get theirs for 60 days. I’m glad to get it early but also a little cautious that it may have been done by mistake.

:(

Having trouble finding it in ComcastNow, workday, or anywhere else.

The past 2 years, I’ve been allowed to stay fully remote due to requesting reasonable accommodations via HR and my doctor completing the necessary paperwork on an annual basis for my disabilities. They were approved quickly and without issue.

My previous accommodation expired at the beginning of September. I was not notified it had expired until my manager let me know and then I opened a case with HR for renewal and a flexible work arrangement went in for me to continue working from home despite not needing one prior - the email from HR you receive before the review process had previously always stated we may continue working from home until a decision is made; which is no longer present in that email apparently.

My doctor (same one I’ve had every single year for this process) completed the forms as usual and faxed them in. My HR rep was impossible to get ahold of but finally confirmed receipt weeks later and said they’ve begun the review process. We are now nearing the end of October and I haven’t heard a word. I reached out to my HR rep 4 times and emailed them and eventually got a response saying they are still in the review process, there’s no updates at this time.

Key things of note:

• I saved all my previous accommodation approvals from HR and provided them
• I documented every exchange I’ve had with HR
• My job description has not changed
• my team is not and has not ever been colocated
• we were remote before 2020
• my disabilities have not changed
• my manager keeps having to put in flexible work arrangements every month due to the radio silence from HR

Reasonably, what should I do here? What recourse do I have? Why can’t I get an approval or denial yet?

Is anyone able to voluntarily exit with a package?

QCOM does culprit practice of hiring young graduate for low wages ; squeeze them by giving heavy work load eventually ruining their health. Once burnt out layoff the work force for hiring next batch of victims . QCOM performance rating are manipulated and should be challenged . So any one planning to accept QCOM offer should mitigate that company will make heavy amount of wear and tear to employee health so should ask for heavy renumeration.

https://timesofindia.indiatimes.com/etimes/trending/14-hour-shifts-chest-pain-ignored-genpact-faces-workplace-harassment-allegations-probe-ordered/articleshow/134870824.cms#google_vignette

Employees can contact about possibly starting up a union where they work in the Health Insurance Industry?

Employees in the health insurance industry working for private-sector companies can contact the Emergency Workplace Organizing Committee (EWOC) for free, confidential guidance, or reach out directly to an established labor union or the National Labor Relations Board (NLRB). *

• Please see the many hyperlinks to websites and YouTube videos, which provide an abundance of helpful information on how to get a Union started in your workplace.

Even health insurance corporations can be unionized, although they would have you to believe not. A union is way overdue and much needed in the Health Insurance industry, particularly ones that administrate Medicare Advantage and Medicaid, in behalf of the Federal Government & CMS, using Tax Payer’s hard earned dollars.

Who to Contact

• Emergency Workplace Organizing Committee (EWOC): Provides free, confidential advice and connects workers with experienced organizers to build a campaign.
• Existing Labor Unions: You can reach out to established unions that represent office, professional, or service workers (such as OPEIU - Office and Professional Employees International Union, or local service-sector and healthcare unions) to ask about affiliation.
• National Labor Relations Board (NLRB): The federal agency that oversees private-sector union elections, protects organizing rights under the National Labor Relations Act, and processes election petitions.

Key Steps to Start the Process

• Talk to Coworkers: Discreetly build support among trusted colleagues to see if a majority share common concerns.
• Form an Organizing Committee: Gather a small, representative group of coworkers from different departments to lead the effort.
• Collect Authorization Cards: Have coworkers sign union-authorization cards or a petition. If at least 30% to 50%+. sign, you can request an election or voluntary recognition.
• File for Recognition or an Election: Ask your employer for voluntary recognition based on a majority card sign-up, or file a petition for a secret-ballot election with the NLRB.

Hyperlink for National Labor Relations Board (NLRB)
https://www.nlrb.gov/about-nlrb/rights-we-protect/the-law/employees/your-right-to-form-a-union

AFL-CIO Form a Union Hub
https://aflcio.org/what-unions-do

You want to unionize your workplace, start by contacting the Emergency Workplace Organizing Committee (EWOC).
https://workerorganizing.org/support/

EWOC will follow up within 48 hours to connect you with resources and an organizer who can provide free, confidential advice.

How do I start organizing a union? [1 minute video, EWOC]
https://m.youtube.com/watch?v=Wo8fQc3yR1I&pp=0gcJCY8Co7VqN5tD&ra=m

How to Start A Union: Step By Step [12 minute video, More Perfect Union]
https://m.youtube.com/watch?v=tok00IDVTz4&ra=m

How to Start a Union at Work [short article, EWOC]
https://workerorganizing.org/how-to-start-a-union-at-work/

Comments on this forum Ageism is real at BNY, as commenters describe it like a corporate stress test where leadership keeps turning up the heat to see how much fear, uncertainty and doubt the workforce can tolerate. In literal and legal terms, age discrimination means targeting workers forty and older for reduced opportunities or termination. Inside BNY, the pressure starts in the forties, becomes a flashing warning light in the fifties, and turns into a countdown clock in the sixties. The message is clear. As your career matures, leadership sees you as a cost to eliminate rather than a capability to leverage.

This behavior is not just bad management. It is corrosive to employees’ mental and emotional well-being. When people learn that tenure, knowledge and loyalty are liabilities, they stop trusting leadership, stop believing in the mission and start bracing for impact. It is also bad for business. Purging experience weakens judgment, slows delivery and erodes client confidence. And it is bad for society. Companies that treat seasoned workers like disposable parts contribute to instability, insecurity and a culture where careers have an expiration date.

BNY’s age bias exposes the gap between its public image and its internal reality. Awards like America’s Most Innovative Companies, World’s Most Admired Companies and Most Just Companies imply a workplace that values people. Yet the internal signals suggest a company that values churn, cheap labor and short-term savings.

Experienced workers do have protections. Document patterns, save emails, request written justification for role changes and consult employment attorneys who specialize in age discrimination. When leadership de‑values experience, the law becomes one of the few instruments employees can rely on but only after hiring a good attorney. It's sad when employees have to resort to their own legal tactics to defend their career and lifetime dedication to the company while leadership and institutional confidence continues to go even lower.

Have a dying parent that I’m caring for. FMLA should be used for this but I am worried I’ll be a target when layoffs start again.

Am I being paranoid or is this a real thing? US based, 20+ yrs.

If this is directly happening to you or an engineering team you work with, let me know:
• Are they being transferred to a global tech vendor/consulting firm (like Infinite, Cognizant, or Infosys), or a standard local temporary staffing agency?
• Have they been offered a severance package if they choose not to sign with the new agency?

Moving dedicated, long-term employees into temporary or independent contractor status after decades of service is a highly contentious issue that crosses severe legal boundaries. It is often a direct violation of federal and state laws.

Yes, you would get the 401(k) match.
If you are displaced today (October 17, 2026), your 60-day paid notice period will run through December 16, 2026. Because you remain an active employee of record on the corporate payroll through the end of that notice window, you will officially cross the critical December 15th eligibility deadline.

Since signing the "Agreement and Release" is required to receive severance, you may also qualify for unemployment benefits. I applied expecting unemployment payments to begin after my severance ended, but I have been receiving both simultaneously. While I live in a state that offers relatively high benefits and a longer collection period, I would encourage you to apply regardless of where you live.

Share your truth on this layoff board. Even after signing the big scary severance - they cannot harm you!

American jobs are under attack in mass and corporate America wants you, the working class, to fade off into absolute silence. What's best for Cigna is not best for YOU or your neighbor or your CHILDREN / next generation!

Speak up - share information - don't go out like a silent little minion.

Now be prepared in the replies to this thread for what is called "BOT ASTROTURFING" - this is Cigna's way of steering the narrative to a favorable opinion, shifting blame to someone or something else, or calling out the poster as crazy or posting long unrelated misinformation.

F CIGNA and speak your truth and encourage others to do the same!!

hoping you feel liberate coz Norlin is not here and he isn’t commanding this site or Jetta to command this site to delete posts

does it not feel just cool to be able to speak freely and these id--ts aren’t deleting posts?

speak up! Post more on this site!

Power to the people

Anyone know what the package entails/has entailed in the past?

Is my list complete?

1. 2-week notice
2. Unused PTO payout
3. Voya 401k
   What else?

State Representative John Roth has introduced a new bill to safeguard unemployment benefits for seasonal workers. House Bill 6420 aims to amend Michigan law to include weather as a valid reason for waiving job-search requirements during temporary layoffs. This legislation acknowledges the unique challenges faced by weather-dependent industries and their employees. Business owners have expressed support for retaining their seasonal workforce. The bill has been sent to the House Committee on Economic Competitiveness for review.

Michigan

https://gophouse.org/posts/rep-roth-introduces-plan-to-protect-seasonal-workers-during-temporary-layoffs

If you were laid off at any time did you have a lawyer write a demand letter asking for additional compensation? I am curious how this went? Thanks!

I was part of ISP. Separated officially on 9/11. Still have not received severance pay. Is anyone else still waiting??

If they let me go, can I ask for more severance. This is my first time I am encountering layoffs so I was wandering if the worker has any options with this?

The federal government has requested a Maryland court to dismiss a lawsuit filed by over 300 former federal employees. These workers claim their agency layoffs were politically motivated. The government argues that the workers cannot sue while a related board appeal is ongoing. This legal maneuver aims to halt the proceedings. The outcome could impact future challenges to government employment decisions.

Greenbelt, Maryland

https://www.law360.com/employment-authority/labor/articles/2537116/laid-off-workers-can-t-sue-amid-board-appeal-feds-say

Any changes?

If you’re going to get fired or quit soon, what steps should you take before you’re limited internal HR access is turned off?

Does anyone know how early retirement works? I’ve heard it’s if your age plus years of service is over 70. Can you ask for it or do you just get selected? What’s the exit package usually like?

If I'm laid off with severance, can I still apply for unemployment or not?

When you leave this dump, take all your sick days and then just stop showing up when you start your new job. You can probably get another 2 checks. Take back what they stole from you. #robinhood

Yellow Corp. and the Teamsters union have reached a settlement allowing for some WARN Act payments to former employees. This agreement includes approximately $17.2 million for WARN Act claims, representing five days of damages under federal law. Additionally, $1.2 million for grievance claims and $1.8 million for unused personal holidays are included. A prior agreement for $71.5 million in paid time off and sick leave claims remains in place. Payments are expected within months of court approval.

Wilmington, Delaware

https://www.freightwaves.com/news/yellow-corp-teamsters-settle-on-warn-act-claims

Maybe they need to learn how to treat their employees better?

For people who are treated unfairly and fall into an EEOC category, or maybe fall into an EEOC category, especially those under scrutiny of Indian managers, I suggest you open an EEOC inquiry case right away after an event. Because there is a timeline restriction, and the EEOC intake process takes a long time, do it as soon as possible after the event happens. You can always add more events later.

Also, in the inquiry document, try to include more details or even supporting document references or witnesses; that way, it may secure an early charge date as well. If you wait too long, all those events may become background info, and you may not get compensated for those events.

File the EEOC cases, let the EEOC know those Indian managers are ruining Americans' lives.

A lot of people who were recently cut were in the 50+ age bracket. And I mean a lot. To the point where it's bordering on age discrimination, if not even going beyond that. I was just wondering if there is ground for a class action based on that and if the answer is yes, how would somebody go about starting the process?

We need to unionize. It makes sense for the brand and historical culture of USAA. Please, someone who knows the process please start before we all get laid off!

If you are laid off/impacted, or company leaders/supervisors/HR are eyeing layoffs, or you notice any Fraud & Discrimination against American workers by the company

https://www.pbs.org/newshour/politics/watch-vance-says-microsoft-is-being-suspended-from-green-card-program-for-h-1b-visa-workers

Watch out UHG…. If Microsoft and Adobe were called out for foreign workers. Your next! It’s about time you stop undermining American workers.
Great job JD!

DOL is actively acting on PERM and H-1B abuse, anonymous reporting takes 10 minutes

https://x.com/RapidResponse47/status/2108205448063037667

My growth was impacted by H1B workers. If you personally saw hiring, internal moves, promotions, or conversions, prioritized for H-1B or EAD workers while qualified people were passed over or discouraged, you can report it without your name going to Ford.

Here is the process:

For PERM or H-1B program fraud, use DOL OIG Hotline: https://www.oig.dol.gov/hotline.htm
Select Yes for anonymous on the first screen. Ford does not get your name.

For citizenship-status discrimination in hiring, DOJ Immigrant and Employee Rights is the lead: https://www.justice.gov/crt/filing-charge

Worker hotline is 1-800-255-7688 if you want confidential guidance first.

For general immigration benefit fraud, USCIS Tip Form allows fully anonymous filing: https://www.uscis.gov/report-fraud/uscis-tip-form

A few tips to stay safe and be taken seriously:

Submit from a personal phone or computer, not a Ford device or Ford VPN
Choose anonymous or confidential, and do not request a confirmation receipt tied to your name

Stick to what you personally saw. Leader names and titles, division, approximate dates, role type, and how the opportunity was steered. No need for old emails, a clear pattern from memory helps

Do not include a private 1 to 1 detail that only you would know. Describe the pattern
Multiple independent, specific tips about the same pattern is what triggers a real look. If this affected you, this is the window where investigators are listening.

Stay safe, and share only if you are comfortable.

For those planning to get outta here before the major reductions at sites in the next year, does the month counter for 401K vesting go up on an anniversary date or month end?

My ISP severance includes x# weeks for x# years, plus prorated bonus. Looking at paystub for this upcoming payday and it includes only the salary portion, no prorated bonus payout - is that paid separately (if eligible?)

Since the current RTM promotion date was 10/1 and if you worked over 40 hours last week, guess what? You are only going to get paid overtime if you worked 40 plus hours thru 9/30.

It's been one of the worst job markets for employees for two if not three years, is it ever going to shift in our favor again? No wonder companies are getting away with insulting offers folks are actually accepting when there's no choice right now. How much longer can this last?