#employeerights

If your employer fails to report layoffs to the WARN system, you may have grounds to take legal action. The Worker Adjustment and Retraining Notification (WARN) Act requires employers to provide 60 days' notice before mass layoffs or plant closures. If they do not comply, affected employees can seek compensation.

Steps to Take

1. Confirm Eligibility

• Ensure your employer has at least 100 full-time employees.
• Verify that the layoffs affect 50 or more employees at a single site within 30 days.

1. Gather Evidence

• Document the details of the layoffs, including dates, number of employees affected, and any communications from your employer.

1. Consult an Attorney

• Seek legal advice from an attorney experienced in employment law. They can help you understand your rights and the potential for a class action lawsuit.

1. File a Class Action Lawsuit

• If multiple employees are affected, you can join together to file a class action lawsuit. This can help share legal costs and strengthen your case.

Potential Compensation

If successful, you may be entitled to:

• Up to 60 days of back pay and benefits.
• Additional damages if the employer's actions were willful.

Reporting Violations

You can also report WARN Act violations to the U.S. Department of Labor. They may investigate and enforce compliance, which can support your case.

Taking these steps can help you navigate the legal process if your employer fails to report layoffs as required by the WARN Act.

What happens to protected classes during a RIF? Are any special considerations given?

Hello
Can someone please post the current retirement calculation?

I was laid-off, now past severance with no access to current docs. I am getting paperwork from WF calling me a retiree and including sign-up docs and sites for retiree benefits. Yes, I know, there are really no retirement 'benefits'. Just curious why this is happening.

Thanks

When you left XOM via PIL, how long did it take to be paid out for your remaining vacation?

WHAT CAN I DO?

I know it was talked about with HC reductions but am a little shook my fault for not exploring the job market coming up to 10 years at intel, does anyone know details about severence packages that recently been laid off in Oregon? Is it the same as before?

Just curious..... When you get laid off, does Verizon pay you for your banked time off or use it or lose it?

Do they spy on your work machine?

Does anyone know how they would check if you are in office? Can I just swipe my badge and leave?

VZ cannot put you on the list if your out on dissability..lol just some info

anyone want to share a severance template?

Will someone please post what the Bonus payout percentage is, if it was emailed yet or when they do send it? As someone that was laid off this summer, we’re eligible for pro-rated payment and I’m curious where it’s sitting at as of Q3. I saw a post about the GTH and usually they release it around the same time but haven’t seen anyone mention it.

So if you are let go what's the package like at Conoco these days? I left many years back and moved to family business. So just curious if it's better than what it used to be.
Good luck !

But business leaders are still pretending (lying) AI is taking peoples jobs.

https://arxiv.org/html/2510.26787v1

The best-performing current AI agents achieve an automation rate of 2.5%, failing to complete most projects at a level that would be accepted as commissioned work in a realistic freelancing environment. This demonstrates that despite rapid progress on knowledge and reasoning benchmarks, contemporary AI systems are far from capable of autonomously performing the diverse demands of remote labor.

I haven't noticed any emails about WF giving us 2 hrs to go vote on election day, but maybe I missed it.

Sorry, I don’t belong to a union at Verizon so I don’t understand the protections that it gives you.

Are you not able to be laid off without a special package? Or are you able to be laid off but the union will do a strike if or when Verizon does?

I looked on the intranet but can’t find the info. If you get RIF, do you get VZ non-COBRA insurance for the same length as your severance weeks? Or does VZ insurance go away on our last day of work?
Thanks.

The WARN act requires companies with over 100 full-time employees to give workers 60 days notice of layoffs. Is anyone filing an EEOC claim?

I've heard 4 wks per year.

How does optum pay out per diem weekly salary for time after the last day in office to separation date. Do they calculate an average?

There is a significant HR policy violation in the retail banking unit. District and branch managers are conducting "backdoor background checks" by calling applicants' current employers to solicit references. This practice is entirely unprofessional for U.S. Bank Management and creates an unacceptable risk by potentially exposing applicants' job search and placing their current employment in danger.

Do you know if severance includes a prorated bonus (even if the planned bonus incentive is 50 percent this year)? Also - does anyone know if it will be pay through Jan 3rd and then 6 weeks + 1 week per year of service? Or just pay through Jan 3rd and 1 week per year of service?

In the past we have 1x salary coverage for Basic Life Insurance covered by company. I do not see that for 2026. Am I overlooking it or did they take that benefit away?

Starting a thread.
Medicare retirees will no longer have dental coverage as of next year.
Would they try doing this to current employees too?

Does anyone have direct experience going from a long term disability leave of absence while their site or coworkers were laid off, and were returned to work after the layoff? I am currently on LTD and am wondering what the process will be when my doctor returns me to work. Will I get a 60 day non working notice or go directly to being laid off? The employee handbook doesn't cover this and I will be asking my manager, just wondering if anyone has already gone through this with HR.

As above. I just happened to notice it’s open (?) and ends mid Nov, as per uge.

I didn’t get an email nor I don’t think a snail mail.

They couldn’t possibly try to keep me from getting free bennies months into next year… or would they??

they increased the premium by 9.5% for FY2026, is this the real inflation?

https://www.pocketgamer.biz/over-400-blizzard-employees-have-voted-to-unionise-under-the-communications-workers-of-america/

https://www.portugalpulse.com/microsoft-portugal-proceeds-with-collective-dismissal-of-68-workers/

Did you guys recently have layoffs in SF? If yes, how many people were let go and what kind of severance payment was provided to the employees??

I’m struggling to understand why we’re laying off People Team staff just because they’re remote, yet we’ve recently made remote hires in leadership roles who won’t be subjected to the same treatment. It feels inconsistent and unfair.
Anyone else smell the makings of a lawsuit?!!

BNYM has been saying they ‘need’ to layoff employees to cut costs for several Years now. How is this still a valid/acceptable statement???
I’d LOVE to see the financial records supporting BNYMs stance to continuously layoff employees, yet have thousand of open Career Opportunities available. It is costly to hire new employees, and layoffs create a fear based environment. Why isn’t BNYM committed to Develop and Retain employees???

I worked at Gartner for several years. These layoffs come to no surprise to me, especially as free AI websites become better and more robust. Gartner hires new sales people in waiting for others to quit, get fired, or leave for other roles(inside or outside the company). They literally hire you to sit on the "bench". I worked within the startup sales division, 1-50 Employees, Gartner can help them grow, that is no doubt, however, when I was there, startup funding was in the sh----r. I achieved quota my first year but after that, my territory got taken and the new territory I was given, 2/3 of it was in the Artic Circle... Working with startups, they have incredibly small budgets, we had to sell at the same price that our medium to large sales teams sold at, tell me how that makes sense... That being said, we were not allowed to sell 1 year contracts, unless management liked you. I provided 9 verbal and written commitments to my manager for 1 year contracts with significantly higher than base price asking and was denied. Base was 57,300, I was selling them in the 70s... guess their money isn't green enough(BTW avg deal size was 61k). Gartner really only sold on their name, they are just a consulting firm, nothing else. I knew that the small business division was dying. The first manager I had, was essentially worthless, their onboarding and training is also worthless, and many, many people will agree.
Even with the 9 written commitments, they tried to PIP me twice and I clearly beat it, until the 3rd time, they found out my wife was to have a baby in the middle of the 60 window, that they guarantee you have, and they fired me, obviously I was going to take my full paternity leave. I couldn't be better off at my company now.
The company is garbage, the consultants, while extremely educated aren't as hands on as they claim to be. Gartner says you have unlimited access to them... no you don't. They let you read research notes, thats pretty much it. Management is so out of touch with reality and what sales people are going through, they should be RIFFED.

This is a bit of a rant, but I feel it's important to share my observations from my time at Signavio. Over the past year, I've noticed that many managers are situated far from their teams, with some teams in Berlin and their managers located in India or Walldorf. This arrangement leads to significant travel expenses for managers who frequently visit their teams, while they enjoy the flexibility of working from home, expecting their teams to be in the office. Recently, Signavio invested heavily in a hackathon for their global teams, all while the rest of SAP was grappling with layoffs and budget cuts. Meanwhile, employees at Signavio seem to switch roles one to two times a year, often receiving substantial salary increases and stock options, with many positions not even listed on the SAP job portal due to special hiring permissions. Additionally, stock options for 2024-2025 have primarily been allocated to long-term SAP employees, creating a divide where seasoned veterans tend to share these benefits among themselves. Furthermore, a significant majority of managers in Signavio come from an SAP background, leaving former Signavio employees limited to expert roles, with the notable exception of DEI coaches who have transitioned into development manager positions, often earning more than technical staff despite lacking technical expertise.

I believe that even though Signavio is a relatively new addition to SAP, its employees deserve the same treatment as their SAP counterparts. It's crucial to focus on retaining the talent that has been with Signavio for years, rather than allowing the leadership to be dominated by long-time SAP veterans who seem more interested in securing their own financial futures. As someone who transitioned from SAP to Signavio, I find the current situation unfair and hope for changes to prevent it from devolving into another problematic scenario like Qualtrics.

When a state of emergency is declared and you’re a non-essential employee who could have worked remotely, but your employer still required you to travel in dangerous conditions, a court could view that as Negligence or Reckless disregard for safety — especially if:

•   🌪️ Officials explicitly urged people to stay off the roads.
•   🧑‍💻 You asked to work remotely and were denied without a valid reason.
•   🚗 The accident happened while following their instruction to report to work.

The Age Discrimination in Employment Act (ADEA) is a U.S. federal law that protects individuals who are 40 years of age or older from age-based discrimination in the workplace, covering aspects like hiring, firing, pay, promotions, and other terms of employment. Enforced by the Equal Employment Opportunity Commission (EEOC), the ADEA applies to employers with 20 or more employees, labor organizations, and employment agencies.

there are a bunch of us looking to form a union over better pay, working conditions, and treatment. there are planned mtgs in nyc, boca, and phoenix area. Who on this board would be interested to attend. we'll serve food. thanks.