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An Oracle RSU agreement publicly filed says unvested awards terminate when employment ends. Its definition can use the date termination notice is delivered, and excludes notice periods or garden leave from extending employment for vesting purposes. That means continued pay alone may not preserve vesting.
With September 15th being a big vesting date, I’d say with 99.9% certainty it’s coming Monday the 14th. This date was corroborated by an M7
For those who have been impacted, how long after your last paycheck did you receive your severance payment?
Fiserv's back door program TO GET RID OF GOOD PEOPLE WITHOUT SEVERANCE IS is PIP..
Manager puts you in PIP.. cr-p .. you have been here for 20+ years , recorded high performance, then puts all kinds of restrictions to not come into office , not show up in office over the weekends to make up the work.. then HR sh-t terminates in 2 minutes.. no discussion and no conversation...
We need a class action lawsuit on this process.. working with a damn good employment attorney..
For anyone who was RIF'd- how does it work with RSUs? Is that all gone or do you get paid out? I see present vesting dates are 3/1/2027 and 3/1/2028
Did any one had a better lucky not signing release of claim? And filing a lawsuit on layoffs?
Have seen several post regarding questions about severance payout. The specifics vary from country to country and the time he made to, but in the US payment is not paid on the normal pay cycle.
There is an engineer in my group who was less than a year away from reaching retiree status who was put on a PIP. She was put on a pip five years ago as well so is now fired. Fired months from being able to receive retiree benefits after more than 30 years at Exxon. Now she is fired and no longer eligible for the retiree benefits. Are others seeing this as well?
Trying to access dayforce like the instructions stated since I've yet to receive anything regarding signing off on severance or even equipment. Anyone have success or is there a way to access to instructions to make sure im not missing anything? I got an email to my personal email from dayforce about updates being made, but for some reason i cant login or reset my password either.
Do employees know there is a direct correlation between share price and employee layoffs? This Board and management team has destroyed any value in this company which constantly drives the value of PayPal lower. Now we seem to be relying on lowball buyout offers to give us any hope. I have lot of company stock from the 7 years I’ve been here and it constantly goes down. Even if they sold the company for $90 a share I would still lose money over a 7 year period!!!!! That is absolutely nuts.
My manager gave me a PIP with objectives that are completely subjective and unmeasurable. This is nothing more than a classic we-ponized PIP move and I'm wondering if there's anything I can do to fight it?
Lots of good info sharing and advice sharing here as IBM ramps up PIPs and RAs to levels no one thought possible. In 38 states below it might be a very good idea to record all mtgs with your mgmt. to protect yourself and your rights.
In the United States, you can legally record a conversation without telling the other person in 38 states and Washington, D.C., provided that you are an active participant in the conversation. These are known as one-party consent states, meaning only one person (you) needs to consent to the recording.
https://www.rev.com/blog/phone-call-recording-laws-state)
It remains a federal crime to record a conversation that you are not a part of (e.g., leaving a hidden device in a room to eavesdrop on others).
States Where You Can Record Secretly (One-Party Consent)The following states allow you to secretly record conversations you participate in:
Alabama
Alaska
Arizona
Arkansas
Colorado
Georgia
Hawaii (Note: Requires all-party consent if the recording device is installed in a private place)
Idaho
Indiana
Iowa
Kansas
Kentucky
Louisiana
Maine
Minnesota
Mississippi
Missouri
Nebraska
New Jersey
New Mexico
New York
North Carolina
North Dakota
Ohio
Oklahoma
Rhode Island
South Carolina
South Dakota
Tennessee
Texas
Utah
Vermont (Has no specific state statute, so it defaults to federal one-party rules)
Virginia
West Virginia
Wisconsin
Wyoming
Does anyone have contact info for the BYOD termination lawsuit? Apparently a few people gathered some solid evidence that they were singled out and targeted. I left the company back in January and would love to provide witness testimony in the lawsuit. I can prove that most store employees and managers participated in the same very thing that a few select were terminated for.
Why should I agree with a severance package that is below the big tech industry standard of 3 months and few weeks. They never offered me RUS or any bonuses ( only twice of 100 euros) during my 8 years work
Why can't I sue and get more?
Hi all my laid off buddies...release is on workday but this line I'm hesitating...
Employee may not sign this release prior to their last day of unemployment and prior to receiving their final paycheck...
So we can't sign this until next Friday, which is a delay, which will allow them time to delay payout until October. Has anyone previously laid off signed this prior to their final paycheck and still received severance?
This is my only reason I'm hesitating
Are you sick of the H1B fraud at SAP. File a complaint here: https://webapps.dol.gov/contactwhd/
The procedure to file is easy, and they are responsive,,
Why are some saying there was no severance package for those involuntarily let go this time while others are saying there were? Can anyone who was laid off set the record straight?
in the agreement it says "except that Employee may not sign this Release prior to Employee’s Termination Date and prior to receiving Employee’s final paycheck.”
did anyone sign theirs today??? I'm confused lol
For those that have received the Separation Agreement for the VSP with separation date of today, 9/4: It seems like they will not produce an updated severance benefit document ahead of us needing to sign within 45 days. We’ll only have the estimate they produced originally. Does this seem accurate to others?
Reading thru the displacement paperwork, it seems that we cannot submit the form to request a lump sum severance payout until you are no longer a WF employee (the day after your 60-day non working period ends). Is that true? Anyone know how long after submitting for lump sum severance payment you actually get this money? The displacement paperwork alludes that it can take another two months on top of already waiting the initial 60-days (non working period).
To long didn’t read warning for those with minimal or no attention spans.
…. “Do we even have a HR department anymore” this line in on the post on here… really stands out.
It’s a sad question. Coated and baked Irony.
The sadness is…. Anyone with a disability has a sh*t ton of stress dealing with everything while dealing with medical conditions.
Then they have to deal with hr accommodation “specialist advisors” who would absolutely fail on their knowledge of what it means to uphold the rights of a protected class and provide adequate assistance… not to mention the clear lack of understanding, support, and decency being demonstrated by these advisors falling stunningly short of someone who should be a expert, professional, and well versed in disability accommodations.
It’s unbelievable U.S. Bank has gotten to a point where the department that oversees disability request is filled with such jarring incompetence in all levels of the management. From top to bottom to a point where this question is exploding.
The irony is….
Someone who holds the title “HR Accommdation Specialist”
Conducts themselves as who doesn’t know left from right when it comes to the protected rights of disability accommodations and will belligerently participate in the interactive process in bad faith with zero worries of legal blow back.
Like seriously….
It is sooo ironic to see that title attached to anyone who performs so poorly when it comes to performing that role so poorly when matching it to being a “specialist” in disability accommodations.
Seriously, the structure and current people put in place is beyond broken.
Incompetence was never addressed for so long……. the question…… “do we even have a hr department” is exploding.
No more operating under the pretext of mistakes happens and the possibility of things falling through cracks because such is life.
Nope. The incompetence is at a point of no return since it’s been allowed to continue and fester for so long……. Rarely acknowledged or addressed… with what seem like no will to correct and do right.
You as a faithful U.S. bank Employee should naturally be able to trust the process and believe your employer would take care of you.
U.S. Bank should and needs to make sure we have competent advisors that truly meet and uphold the title attached next to their names… especially in a department where liability should be taken seriously….
Especially at a time you need it most… and even more so….. when you are asking for help for yourself…. Which also includes help for “you” that ultimately benefits U.S. Bank from your spent time…. Your given and continued given efforts and work ….for the gain of the company as a whole, those above you, and the share holders.
You are not just a number. Used up and tossed to the side because you got disabled or have a disability.
Years of time you have given is something to not take lightly.
Sure you got your “pay”
But I am sure a lot of us are realizing how uneven this trade off is in this economy.. and how uneven the scale gets when weighed with incompetence and disability discrimination.
We are all human being giving our most priceless possessions away to this company in the form of our energy and time… regardless of disabilities or not.
But you know what…. A bigger middle finger for those who discriminate and wrong anyone with disabilities.
Disgusting behavior. And it should be called out. If you are silent… then… well… it’s a dirty weight to carry.
A disability should be taken serious when it comes to your legal rights by law.
HR and management have to participate in the interactive process in good faith.
This means they cannot delay (unreasonably such as the silence like we are reading here or unnecessarily dragging out the process either by lack of response or insubstantial actions/responses during the interactive process.
Make sure to keep a clean and documented record of the interactive process to support your accommodation request as being reasonable and is able to prove if bad faith is being conducted by hr or management during the interactive process.
If you are in this sad and unfortunate situation, then register and create an account online with eeoc. It is very easy and straightforward process to start and defend your protected rights.
At this point, it seems like this is the only way to preserve your rights and the only language that is understood to get your rightfully deserved accommodations for disabilities.
The bare minimum and absolute MUST…… employers have to do………. is participate in the interactive process in GOOD FAITH and 100% without a doubt approve an accommodation request if it can be proven as being…….. REASONABLE.
NO one is doing any favors for you outside of that.
It’s the LAW.
The employee is doing their job as required by us bank and the LAW to fulfill their title of being a hr advisor disability specialist.
Hr and managers cannot deny your disability accommodations based on their own preferences, attitude, prejudice, or what kind of mood they are that day.
And you better believe they will CONFIDENTLY provide bogus denial reasons and switch things up when it comes to your job duties as a form of discrimination or retaliation to deny you… trying to slyly get around the law sc--wing you with a smile…
Read. There is a lot of nuance when it comes to approving and denying accommodations.
Make sure you know…. Your disability accommodation has to be approved under the law. As long as it is lawfully Reasonable and does create a burden for the company as defined by law.
And chances are… such a big company like us bank will have a incredible hard time proving your accommodation is a burden or is unreasonable.
The bare minimum and absolute must is fixed. It’s not up for debate or misconceptions that will ultimately result to misconduct because the LAW needs to be followed.
No confusion. Nothing to do or talk about other than what is required under the law and interactive process.
Period. Unbelievable the amount of incompetence in a department where this should be an unchangeable screen saver for each manager and hr employee.
Use it. Just like how any employer would do it against you without hesitation.
Just wanted to remind everyone that you have until the end of September to opt out of contra benefits or you will automatically get signed up for them. If you opt out, it goes into effect t on 10/1 so if you change your mind you have until 9/30 to change. Also just putting this out there…if anyone is d-mb like me and left their pension in VZ and haven’t looked at it, you may want to. I lost $50k in the past 3 months and I’m sick about it!!!
If you were laid off in the US and over 40, you should receive a list of ages and titles of those affected. Can someone share the number of people laid off in their "decisional unit", as well as the number of people remaining?
Does anyone know if our severance agreement wording allocates the weeks paid out to a “ general lump sum” or allocates it to soecific calendar weeks? This will affect whether I have to wait to get unemployment benefits until after the severance benefits run out or if I can start them immediately in my state. Thanks!
Does anyone know when benefits will expire after VSP separation date 9/4?
An EEOC charge is a formal complaint filed with the U.S. Equal Employment Opportunity Commission (EEOC) alleging that an employer discriminated against you in violation of federal employment-discrimination law.
If you believe that you were laid off because of your race or national origin:
You file a charge with the EEOC describing what happened.
The EEOC can notify the employer and investigate.
The EEOC may request documents, interview people, and evaluate evidence.
The EEOC can potentially pursue the matter itself, particularly if it sees evidence of broader/systemic discrimination.
Eventually, the EEOC may issue a Notice of Right to Sue, which generally allows you to pursue the matter in federal court.
Importantly, you don't need a smoking-g-n statement like “we fired him because he's American.” The EEOC can consider patterns, statistics, comparator employees, hiring/termination records, and other circumstantial evidence.
Why this matters
Suppose 30 Black, White, Spanish, Chinese, etc. employees are laid off over several years, and many are replaced by Indians who subsequently hire predominantly Indian employees.
An individual employee might file an EEOC charge saying, essentially:
“I believe I was selected for termination because of my race/national origin. I also believe my termination was part of a broader practice in which similarly situated American employees are being replaced by Indian employees.”
The EEOC could potentially investigate the broader pattern, rather than simply asking whether that one employee was treated improperly.
That's one reason an EEOC charge can be significant even if a severance agreement contains a release. A severance agreement generally cannot prevent someone from filing a charge with the EEOC or participating in an EEOC investigation.
However, you generally can't wait indefinitely. For most private-sector Title VII discrimination claims, the deadline is 180 days, extended to 300 days in many circumstances where a state or local fair-employment agency also has jurisdiction.
So if someone was recently laid off, I'd speak with an employment attorney promptly rather than waiting to see how the company's hiring pattern develops.
What other Discovery Materials should be sought and potentially made public relating to Shujat Khan v. General Motors and Tuan Le v. General Motors?
For example, data regarding new employee hiring by age and position may clearly present a preference towards younger workers, consistent with GM’s internal non-disclosed practices of rejecting candidates by age.
Additionally, collecting the data from Workday for notes made on job applicant’s profiles may also help provide context into GM’s current rank-and-yank methodology.
Removing the excuses from GM by forcing them to turn over data regarding hiring and firing of new and existing employees, as well as disclosing the specific measurable criteria for how GM ranks employees may prove beneficial, if made public from court filings.
Additional discovery materials may be requested, which could remove the curtain behind GM’s practices and may also lead to publicly outing the GM party responsible for implementing and executing age discrimination. It’s worth a try.
I’m incredibly glad I trusted my gut and took screenshots of my personnel file and relevant emails while working from home—before I received my 60-day displacement notice. Working at a non-core site, I knew this day was coming.
After having time to process my layoff, my lawyer believes I preserved potentially crucial evidence that disappears from Workday immediately after you receive the 60-day notice, even though you can still technically access Workday.
You also lose access to Outlook within about an hour of receiving the layoff notification.
Yes, you can print your personnel file in the office, but there is a record of what you print (and will probably raise suspicion). And the company firewall prevents you from emailing files—even your own personnel file—to your personal email address.
I’m NOT suggesting anyone violate policy, access something they shouldn’t, or take confidential company information.
I’m saying this: if you’re still employed and you have legitimate access to your own employment records, understand what you’re allowed to preserve before your access changes.
Because once that window closes, you may not get the same opportunity again.
I’m very glad I listened to my gut.
Why give more when they're paying less? Work your wage.
Exactly what was your severance package. Including country, weeks of pay, stock, health insurance. Anything else….
I've heard horror stories about deductions and unpaid vacation for folks who quit. Anyone deal with that?
Good morning, so I was just curious I’ve been with Centene for 4.5 years, this is probably the worst I’ve seen it… mentally and physically I’m drained! When say drained it’s not a joke, can we get FMLA for something like this? I’m in New York if that helps….
How's that fair?
How long does it take to get severance payment once papers are signed?
I expect to be cut this month in September (USA) and I was wondering how the package on the 8th was structured.
Thanks in advance!!
I was hit back in March and among the first to confirm it was happening here. What’s followed has been the hardest job search I’ve had in my decades-long career. Some of this is sales specific, but I hope it’s useful to everyone.
Above all, remember that this is just a job. You are not what you do for a living. Don’t let a layoff defeat you, and don’t treat it like a vacation. If you need to, take a short time to experience the loss, but then get back up and back into the fight. You’ve got this!
I’ve been experiencing so much racism since I entered this company. I am not even sure who to go to about this or who to trust, but this has been such a terrible experience. This is something this company needs to work on.
I took a CST job years ago, but the company never changed my job title. The CSTs in my office are being offered a package. Is the union able to get a package for someone who was not offered the package, because the company didn’t change their title? Has anyone heard of this happening before? I am waiting for a call back from my local.
Received a notification that something in workday changed to my personal email. When i attempted to login in the work laptop, access was denied. Looks like they have removed all my access. Is anyone else experiencing this? My last day is 09/04.
Get ready, managers sending email asking to see who is interested In a VSP, which in other words if no one takes it will have a surplus!
Before any of you clowns start saying that it isn't true, I am in C and E district 6 and this happened today, also we are bargained for technicians not management.
Anyone know what the percentage is or have a clue if there is a list again like last time?
Be on your guard here comes the bo-m September 15th