#employeerights

but is it possible to negotiate your severance? Do we have any leverage in the whole process?

I have more than 15 years of service but am in my 40s. Alight gives me the following info when I calculate my lump sum:

One-Time Lump Sum

No payment to your beneficiary.

If married, your spouse must consent.

To choose this option, you must take all of your pension benefit(s) as a lump sum. Does this mean I cannot get a lump sum when I resign?

“This option is only available to you upon termination and at your Normal Retirement Date, or immediately upon separation if later than Normal Retirement Date.”

Been hearing that since I’ve been with the company for 10+ years, I get two weeks of severance for every year I was employed? Is this true? If so, I heard WF has a procedure in place to actually help keep you from collecting on this severance if you start working for another company within a certain amount of time? Is this true?

My last day is today but I didn’t receive my last paycheck that comes with the PTO/ sick days. Does that mean it’s coming in on Thursday?

Anyone factually know of the enhanced severance details? I know someone who was laid off a year or so ago and after 12 years they got one months pay and silently finished there two weeks.

I hope it’s better than 1 week a year and some bogus outplacement service.

Has anyone NOT signed their agreement? I wonder who all received this agreement- was it the entire company?

I received a wonderful, threatening email today saying we have to sign by 6/30 or you will not be eligible to receive pending or future LTI awards. I’m a bit confused why this is being rolled out now. No new role, no new job, not even customer facing. Simply put: I don’t believe this is even applicable to our role but there is definitely triggering language in there NOT specific to customers rather generally speaking ‘confidential information’ which seems like they are trying to give employees a gag order for retaining/documenting information (not customer related) to protect themselves by preventing employees from documenting their shady ways. Curious your thoughts….

When can I start applying for Unemployment Benefits from California?
If WARN ends on 6/1/2026, can I start applying for it now? Or do I need to wait till get the lump sum payment after 6/1?

Has anybody determined what is happening to our 401K match that we are entitled to up to our "transfer" date of 04/12/2026? This was not a voluntary resignation so I would assume we are still due our match. So do I have to leave my 401K with Fidelity until 1st qtr 2027?

Please share info on severance. I'd just like to know if there have been any changes (reductions) compared to previous rounds.

If anyone is negatively impacted by "not meeting the RTO goal" and is fired, you better run and file a case. Document that they admitted their data and reporting was inaccurate and inconsistent. They falsified reporting!!! Also, its a tad bit discriminatory if they are punishing people inconsistently and there is no Policy or equal treatment but "discretionary". This is too easy and seems targeted. Are you over 40? A woman? A POC? Regardless of whether people like it or not, there are laws that are still applicable and you cannot target, discriminate or retaliate. File complaints. Document! Document! Document! Our HR is a joke! They leave it vague depending on no one knowing their rights and think their too big of a company to fail. Learn your rights and how to fight. Too many running on fear and thats how they got you.

I mean, why not. Many of us will either be laid off soon or will leave anyway. I am not counting on any raise, but why not try it? Why make it easier for them, if they are not doing it easier for us, what is the worst that can happen, we have nothing to lose really.

“The WARN Act offers protection to workers, their families, and communities by requiring employers to give a 60-day notice to the affected employees and to both state and local representatives prior to a plant closing or mass layoff.”

So far Nike has not filed a WARN notice. Should we expect to see it if anything happens?

Anyone recently gone/currently going through redundancy in the UK?

If you've had your consultation meet was the pay offer statutory, VZ typical enhanced (month a year up to 6 months) or somewhere in between?

Anything else interesting that could help please?

Anyone knows the rules?

Question for those who were impacted during prior layoff cycles:

During the 2 months you remain an employee, do you continue to accrue PTO as you normally would? Or do they lock in your PTO balance when you're notified?

Against the farm for no payment to wfh employees for office space, utilities, and internet.

If you are fired or reprimanded because of Pega Workforce Intelligence it is defiantly cause for class action.
In summary, Pega Workforce Intelligence is generally considered a legal tool for workplace surveillance when used on company property, but it raises significant ethical and privacy concerns when not implemented transparently.

Google ATT RTO lawsuit.

Apparently, a family member having a medical emergency that requires someone to be present isn't a valid reason for a remote work exception! I learned my lesson, I'll just call off sick instead of giving a damn about this sc-mmy org.

Copy and paste link below to view post. Don't accept "NO".

https://www.linkedin.com/feed/update/urn:li:activity:7427118095061819392/?commentUrn=urn%3Ali%3Acomment%3A%28activity%3A7427118095061819392%2C7447726858751746048%29&dashCommentUrn=urn%3Ali%3Afsd_comment%3A%287447726858751746048%2Curn%3Ali%3Aactivity%3A7427118095061819392%29

As we know, when you’ve been at Wells Fargo for 10 years, you get an additional 40 hours PTO… But they don’t give it to you at the start of the year but rather they spread it out over 12 months. If you’re let go or fired before the end of the year, how much of that 40 hours do you get … that is, would you get whatever is remaining or due to you from the separation date until the end of the year? In other words, do you that 40 hours PTO or only that much of it that has been given to you up to and ending on your separation date?

I haven't been here long, I just want to see if I'll get anything if I'm cut in the next round of layoffs.

https://www.hcamag.com/us/specialization/employment-law/former-att-director-alleges-return-to-office-mandate-drove-out-older-workers/570973

A former director is suing the company for age discrimination related to the RTO and relocation BS. She specifically cites Stankey’s remarks in 2023 about the employee demographics skewing too old. Too much to ask first but boy would it be awesome if they got nailed for this!

This week’s announcement has serious implications and indicates the company is moving towards elimination of the pension. You could have worked for decades and be days away from receiving your pension at 55 and lose it all under the new system. If you are staying for the pension and it is what is keeping you here I recommend you think hard and critically on what the chances are that you actually receive a pension. Clearly Darren wants it gone. Executives have their huge pile of RSUs and the pension means very little to them. They would like to eliminate the pension so the stock pops higher.

OLD SYSTEM
If are NRE and placed in NSI:

• you are put on a DPC. You cannot fail the DPC. Basically you couldn’t be fired for “low performance” if NRE

If you were not NRE and placed in NSI:

• if 3 times in last 5 years you have been NSI you were mandatory to be fired (PIL)
• else if you are NSI you could choose between PIP and PIL
• if you failed the PIP you were fired

NEW SYSTEM after 2026
NRE and DPC eliminated from policy. You can be fired for “low performance” even if you have worked successfully at the company for decades and are just a few months or days from reaching 55 when you would be eligible for retirement. You can lose it all.
If you are placed in NSI:

• if 2 times in last 5 years you have been NSI you are mandatory to be fired (PIL)
• else you can choose between PIP and PIL
• if you fail the PIP you are fired

NEW SYSTEM IN 2026 ONLY
NRE and DPC eliminated from policy but if you are NRE and NSI then PIP will be offered and if you don’t pass you will be fired. You can also just take the PIL.
If you are placed in NSI:

• if NOT NRE, NSI at any time in last 4 years, and NSI in 2026 you are mandatory to be fired (PIL)
• else if NSI you can choose between PIP and PIL
• if you fail the PIP you are fired

My non working period got over last month..but still didn't receive severance, anyone knows how many days does it take in Canada?

I need some advice. I was recently terminated while I was on FMLA leave and also approved for short-term disability. I have all the documentation, including doctor’s notes and medical records supporting my leave.

Is a company legally allowed to fire someone in this situation? Has anyone experienced something similar or know what my rights are?

Any guidance would really help. Thank you.

For those let go with 20+ years, how long did it take to get that years of service bonus? Paperwork said up to 30 days but was curious if it would be sooner.

You have the right to join with coworkers to address conditions at work. You have the right to form, join, or assist a labor organization for collective bargaining purposes or work together with coworkers to improve terms and conditions of employment. This protection extends to certain work-related conversations on social media. For example, employees have a right to address work-related issues and share information about pay, benefits, and working conditions with coworkers on social media platforms like Facebook, X, YouTube, and others.
You can’t be fired, disciplined, demoted, or penalized in any way for engaging in these activities.

https://www.worker.gov/social-media-activity/

Random post, but to anyone wondering/concerned if you don't return your laptop in time or are like me and forgot (for good reason and not on purpose, long story and health issues), I still got my severance pay (shrug emoji). Just realized I still had it and thought I'd share

There is an Older Workers Benefits Protection Act (OWBPA) where employees over age 40 are entitled to a 21-day review period and seven-day revocation period for severance agreements.

Would that begin once you get your formalized walking papers? How can there be a deadline to accept the buy-out and its "approximate" info if this is a federal law?

While the company lost 77 million last month. They asked the court to approve bonuses for 8;employees if certain targets are met in the bankruptcy. Isn't that the top brass job?
Employees on leave of absence right now arent paid what they are actually owed. They are paid a draw instead.
Pretty nasty to do that while employees on medical leave. Is there no level this company and Raemdonck won't stoop to.

Does anyone know of any formal policy that prohibits employees from bringing a walking pad (electric treadmill) to campus to use under their desk? I have a dedicated spot, so no hot desking involved. Or is this a classic situation of “ask forgiveness, not permission” ?

I want to remind everyone here the actual power you have.

They are scared of you, all of you.

In 2018, a bunch of women spoke up with the metoo headwind with mostly unsubstiantiated claims, it collapsed the entire SLT

in 2024, JD was forced out after that embarrassing zoom call after employee protests.

EH is spending a fortune on PR and comms to maintain a polished facade.

Every move they make, every crocodile tears, every belligerent action they conduct is coming from this fear.

These people are horrified of mass protests, walkouts or another JD moment.

That is why they float the layoff dagger over your heads to scare you to inaction while they cash in their cushy checks without doing anything.

The emperor has no clothes

California based employee, so not gonna interrupt anything while penalties rack up…

But still, I gave 4 weeks notice and helped hire my replacement. It’s kind of insane

Did anyone get severance from HCL? I've heard of at least one, but that person worked for about 3 years after the State Farm "rebranding ". I was let go after 2 years and 1 month, but didn't receive anything.

If you've been laid off and if you've signed an agreement or if you're just about to get one soon, read your agreement. The non-disparagement part is especially important to look at. There are laws about how it's supposed to be written.

Watch this video for more info and next steps: https://youtu.be/CZswI3lpQLE

Negotiate, get a better package, know your rights.

The purpose of H1b is because employers can not find citizens with those skills. Today there is no shortage of SWE's, yet Nike has so many H1b's and continues to file petition for hiring them.

I know a lot of us are worried about our jobs. I keep hearing something is coming around the end of Q2. Just thought I'd offer some tips to protect your backside (and open up the chance for other people to chip in) if something happens to you. Some of these will obviously depend on your country* etc but:

1) Download/get a copy of your employment contract (and any other associated paperwork). You should be able to download this in Fusion - personal information - document records. Do not just save it to your work laptop. Make sure to keep a copy on your own computer or wherever you can reach it in case you lose access to your work area/laptop. - This is to ensure you know the exact terms you were working to and your entitlements.

2) If you're part of any Pearson schemes or pensions, make sure to get records of that, what you've paid in, etc., any terms of schemes in reference to redundancy, and information you may need to access them if you lose access internally. It may be a pain to get the info externally.

3) Any work (that's not sensitive) you may want to use as examples for jobs in the future, make sure to save that not on your work laptop but somewhere like a secure file area or USB you can access externally.

Optional

You may want to consider joining a relevant union*, which usually offers guidance and support, especially if you think something's been done unlawfully/unfairly.

If you end up being moved to another role that's not suitable (perhaps in the hopes of them making you leave rather than paying out for redundancy), this is where having your contract will come in handy, if there isn't a clear violation (perhaps due to vagueness in your contract). You need to keep a record of everything in writing and make it clear that you have not agreed to the changes and are working 'under protest' while it gets addressed (this is where a union may come in handy).

Please feel free to add any other tips here, trying to be helpful. Hate to see people get shafted by big companies and want us to be prepared if something should happen.

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?