#employmentattorney

Thinking about retaining an employment attorney to look over my layoff paperwork and see if there is any room to negotiate a better severance package.

If you've used a lawyer for this, how did it go? Did the company offer more, or did you end up paying legal fees out of pocket for no change? Any advice or experiences would be highly appreciated.

I have been applying everywhere, but specifically avoiding places like Optum, UHG etc, where I’m pretty sure I would get hired. I want to keep saving my severance. Has anyone else taken this approach or am I remembering the severance package terms incorrectly?

Many workers report being laid off, only to see similar roles reposted later. Employment attorney Chiquita Hall-Jackson calls this a "quiet repost" and sees it often. This practice can create significant legal exposure for employers, potentially leading to lawsuits. Workers should examine layoff demographics and document all workplace communications. Understanding legal rights during layoffs is crucial as job security evolves.

https://www.forbes.com/sites/jasminebrowley/2026/05/26/the-layoff-loophole-workers-need-to-watch-for/

Is Nike enforcing non compete agreements if you choose to leave and go to a competitor? Given it’s current state my guess would be no, but any insight here?

Title

So in the Morrisville, NC office it seems just about all of the layoffs were older employees 60+. I think there were enough older employees it might be worth a conversation with an attorney. Nothing definite, just get a professional’s point of view.

anyone remember that arbitration agreement cigna waved in your face when signing employment papers?

how to take it back

Has anybody been involved with IBM for severance negotiation during layoff in the united states through an attorney . What is the outcome when the attorney is not successful in getting a bigger package . Does IBM still pay the 3 month severance even if you tried to negotiate through an attorney ?

Can you take a short term temp/contract job and still receive the warn severance? Would it cancel it out?

The bogus performance reviews about to happen prompted me to post this. I am not venting here rather giving practical advice. Personally I had a great career at BNY before I became subject to the current state. Don’t blame your direct manager- no control. I know what they are doing and is beyond unethical. At will employment yes but you still have rights. I pushed back on them and they wrote me a check for a year salary without going to court. I see so many posts on here regarding you can’t beat the man, they are more powerful than you blah blah. This is so not true. Does anyone really think they have competent in house counsel? They do not as they were all axed too. Their representation on my case was some young attorney from Reed Smith. They settled quick in under 2 months. Don’t fold. Fight back! It’s actually not difficult. Engage an attorney and go after them. All so unfortunate. To everyone still working there, I sincerely wish you the best outcome possible. I really mean that.

I work in NJ. I have been Riffed . On salary (and working) until 2/16/2026 plus severance for a lot of weeks. IF I take a job BEFORE 2/16/2025, will I lose MY severance? Someone told me that I will . I have NOT confirmed with HR, yet. Anyone know and is in the same boat? Kind of makes me want to hold off looking for a NEW job!!!!!!!!!!! SO UNfair if true!

What happens if I decline severance?

Maybe I want to keep legal rights. severance may require waiving claims.

Maybe terms are too restrictive. noncompete or gag rules feel unfair.

Maybe i hope to negotiate. first offer seems too low....

Maybe i want clean unemployment. severance could affect benefits??????????????????????

Fu--ing, maybe I feel rushed. i do not want to sign under pressure.

I am curious if one could go on leave of absence while they are in their severance period which ends on December 26. I just received a letter in the mail telling me that the employer is going to pay for this starting on January 1, 2026. If anybody has any insight on this, I would appreciate a response.

Just an FYI, I reached out to Costello Silverman attorneys (see below).
I'll have my consultation on Friday, will update you on how it goes.
My case is a bit different if compared to others but I will be asking general questions too.
Not sure if anything can be done given the severance and 'at will' clause but I will try nonetheless.
Good luck all
https://www.costellosilverman.com/employment-law/

There was the time that if you proposed downsizing Workforce and talent to increase Revenue you would be laughed out of the room and you'd probably be let go. These are easy solutions in our short-term gains for long-term sacrifices we used to run by the notion that if you lost somebody of 10 years it takes you 10 years or more to replace that person. Then we started analyzing to how long it takes to get somebody at a basic proficiency and that's what we're targeting we can't keep PSO Partners worth anything to turn over is insane the internals that we have of such a bad attitude and are unwilling to change tactics or develop new ones all we have little to no control over partners and what they do tarnishing our brand you're the most Innovative thing was 5G well the thing was there's four G's before it so it really wasn't Innovative at all it was like the 5th sequel to a movie now a lot of us have witnessed the growth of new cell phones and smartphones and they'll probably be like the biggest business growth that will ever see in our lives and what we did with that money was really stupid there's so much we can learn from it but to have someone new from the business try to change so much so quickly as just a disaster and it's insane that the board or the shareholders would trust somebody with billions of dollars within days like literally days of being appointed but we've seen this all before huge layoffs in the past year every single time what would happen before them are people who have been executive level and above resign or retire or move to a different position that's because what was being demanded was against their core values and if it's against the core values of extremely greedy people you know it's wrong even though it might be legal.

I know I'm kind of going all over the place just trying to say that times have changed it's sad to see The Innovation is dead. But I do foresee though is possible class action lawsuits for psychological trauma because everyone's psychological well-being has not been well taken care of during this situation this really should be something that's pursued I really highly recommend talking to an employment law attorney especially if you felt any anxiety or that you've had to take time off or that things have been really hard around the home or even if you include cost from seeking treatment and if you haven't definitely look into it because your mental well-being it's worth more than what any company could ever pay you

If someone is on WARN period notice and accepts a new job within a week, do we have to say we accepted a new job to the current employer? Will the new job affect getting both or only one (the notice period payout or severance)?

Also, let’s say I don’t say anything and take both the payout and the severance while working the new job, how would I explain the job timing overlap of two months to my future employers?

Has anyone taken an employment reference letter from Oracle after being laid off (for next employer)? If so, does it mention any reason for termination (eg laid off)?

Watch this clip. Around the 12 minute mark, they start talking about severance. Really useful info
https://youtu.be/qb6cmCqt-T0?si=w3kf34ySQephSN1y

Also - check out this severance calculator to see if you are owed additional severance. Probably not entirely accurate but it'll give you a general idea.
https://www.severancepaycalculator.com/
It's supplied by Simfuru|Tumarkin. Those lawyers who are on the employment law show on Global every Saturday morning.
Lawyer up. I've got calls in with numerous law firms to see who will give me the best price.
Don't let these sc-mbags get away with not giving you what you are owed/deserve.

If you are laid off and H1B in your team is not laid off- do you have a good court case

I got notified yesterday...

should i talk to a lawyer first or just sign the papers??

what kind of lawyer do i even need for this.

How do i know if what they offer is fair or if theyre trynna lowball me. can i get more money or benefits if i wait or negoiate.

what do i ask the lawyer when i talk to them??????????????

stream of thought: what happens if i already signed but change my mind. is it better to sign fast or wait a few days. do i have to pay the lawyer right away or only if i win something. how much do lawyers like this usually cost?????

Also.... what should i not say or do right now so i dont mess this up.

I am a relatively new employee (less than 3 years) but the company I interviewed for is asking for a non-compete waiver to join. What are my options? Does anybody know the procedure?

Has anyone consulted legal counsel regarding their recent layoff? Recommendations?

I was laid off on March 5th of this year. At the skip-level meeting, my Director and HR said I could apply for any position within six months. Once I hit the six-month mark, I applied for three jobs and was rejected for all of them. Is it possible that HR lied, even though the layoff document clearly states I can reapply to any position after six months? I am afraid that my manager blocked me from getting rehired. How can I find out? Because if she did, I want to sue. I can not trust that woman, she smiles in your face and stabs you in the back.

So , now we are in Q4. What do you anticipate mgmt doing ? Firing long timers who have been mid year “ almost meets” after many years of no issues ? Does anyone have the law firm that folks in the US have been going to ? I feel like my day is on the horizon.

Know that should they offer you a lesser role (lower level of responsibility, Supervisor to IC, etc) in Edmonton than you have today that could be deemed a demotion and also subject to constructive dismissal, and severance.

Do not accept a demotion. Consult a lawyer before your accept a job.

i understand stuff like code or stuff not published. but how about working for a ct with a
support contract that my name would be on?

Your employment with Oracle created obligations on your behalf with respect to certain
confidential, proprietary and trade secret information belonging to Oracle (“Proprietary
Information”) as reflected in the Proprietary Information Agreement (“PIA”) that you signed as
a condition of joining Oracle.
• By signing the PIA, you promised not to use Proprietary Information for any
purpose following your Oracle employment.
• You acknowledge that by signing the PIA, you are prohibited from recruiting Oracle
employees for employment with any employer other than Oracle for a specified
period of time following the termination of your Oracle employment. The
foregoing contractual prohibition will not apply to you if you reside or work in
California or any other jurisdiction that prohibits such a term; however you
understand that this exclusion from the scope of the contractual obligation in this
paragraph does not authorize conduct that is a misappropriation of Proprietary
Information, unfair competition or other wrongful act.
• You acknowledge that, if you signed the PIA on or after June 1, 1996, you are
expressly prohibited, for a specified period of time following the termination of your
employment, for your own account or for the account of any other person or entity,
from soliciting, calling on or providing services similar to those which you provided
to customers or clients of Oracle during your employment, for any of Oracle's
customers or clients or prospective customers or clients if you solicited, called on or
performed services for that Oracle customer or client or prospective customer or
client for a specified period of time preceding your termination. The foregoing
contractual prohibition will not apply to you if you reside or work in California or any
other jurisdiction that prohibits such a term; however you understand that this
exclusion from the scope of the contractual obligation in this paragraph does not
authorize conduct that is a misappropriation of Proprietary Information, unfair
competition or other wrongful act.

Thank you