#severance

I always thought it was 2 weeks for every year with not max. Everything I’m seeing now shows max of 26 weeks…can anyone confirm or deny this

A question for those who were laid off during the last wave, and had unspent PTO (from when they told use it up before FTO was introduced): did NetApp pay it out as part of the severance?

How should I approach my manager about volunteering for the next RIF? I won't go into too much detail here, but I have been incredibly miserable since they moved me to a new role after the first wave of VSP in 2024. It's a role I never would have applied for on my own. Originally I had hoped to stay in this role for a short period of time and then eventually move to another role internally. However, given the current state of the company, that is no longer a viable option. I was thinking of giving my notice soon (no I don't have another job lined up, but I have enough savings to get me by for quite a while). Should I approach my manager about volunteering for the next RIF so I can at least get severance? If so, how should I approach the conversation? Or should I just give notice and be done with this place?

Hi, recently laid off WF employee any chance any one can answer a question on how severance works? I was expecting a paycheck on my normal schedule as my last official day was May 31st. I hear it starts one cycle after. Do you know if I get double pay on the first severance check or am I only going to get one check for June? It would have been really good if they were clearer about this because now it kind of messes with my budget.

I was laid off in Mid Feb and they gave me a terrible package but then paid me a decent bonus later as well as my PTO, which I know some didn’t get. My colleague was laid off in October, no PTO or bonus. Another in November and they got a bonus and PTO but right before layoff and very few weeks, when mine was paid post layoff.

Borrowed from comments:US department of labor says:
Companies can legally offer different layoff packages including severance pay and continued benefits to employees in the same job grade. Since severance is generally discretionary rather than federally mandated in the U.S., packages vary based on specific variables. We don’t know if the OP was laid off while on FMLA or LTD. Packages may differ.

So no need to argue about the packages, they can vary! Healthy discourse welcome. Let’s avoid bullying and insults, we all want better work environments, treatment and so forth, for employees.

The Wage and Hour Division is responsible for enforcing some of the nation’s most comprehensive federal labor laws. This is protected and has nothing to do with your Servance package. Online filing is easy and can be anonymous as well. Would like to see how many people did it.

https://webapps.dol.gov/contactwhd/

If you get an 'IC Meets' rating, and later get written up and eventually let go, do you still get a severance package? I'm really worried about a coworker going through this right now. I always thought companies offered severance just to avoid getting sued, but now I'm not so sure. Honestly, knowing the answer affects my own strategy too. If they ever start giving me warnings and there’s no package at the end, I'd rather just quit abruptly than go through the torture of a drawn-out firing process.

Hello,

Could anyone going through the rehire process after last year CPM share their experience? Did you have to fill out the background check information before the offer or after the offer?
At what point in the process did HR communicate about severance repayment?

I am waiting for decision after interview and would like to know other experiences to preapre.

Is there somewhere I can look it up?

Imagine getting 10-percented, losing your job with no severance package, after working hard for a multi-billion dollar company for decades, just so the executive team can save a little money and look good to their investor overlords. Smh

My LinkedIn feed has been filled with pictures and comments about how great the Oracle kickoff was in Vegas this week. Followed by posts and repost of great economic news of a record year of sales.

Am I the only one who finds it offensive that in the face of tens of thousands of people laid off since August of 2025 that our former coworkers and executives celebrated what appears to have been an excellent year while those impacted by the layoff, got to watch both big spending in Vegas and outstanding numbers.

I understand they made a big deal out of the fact that partners footed the bill for the most part for SKO, but the optics are terrible and probably not 100% true.

My last comment would be that for rank-and-file employees that do not benefit the same way that say the new CFO , the C-Suite or other senior executives do reposting that material is hilarious. Don’t think you’re anything more than a name on a spreadsheet.

What it really is is just a stark reminder that these types of companies just keep moving. Meanwhile terrible severance packages versus Meta and longtime employees trying to figure out what happened and why they’re on the outside.

The fact that they went forward after all that restructuring with the week that they did says it all!!!

“$DELL NEW SEC FILING SHOWS MORE LAYOFFS ARE COMING

In March we reported Dell quietly cut 11,000 jobs. The new 10-Q covers the 13 weeks after that. It sped up.

$227M spent on severance in 13 weeks, up 75% from a year ago. $242M is already set aside for severance not yet paid.”

The discussion stems from Dell’s latest Form 10-Q, filed June 9, which provides an update on the company’s financial performance and operational outlook. The filing shows Dell recorded $227 million in severance-related expenses during a recent 13-week period. The amount represents a sharp increase from the same period a year earlier.

The company also disclosed that an additional $242 million has been reserved for future severance payments, a figure that has fueled speculation that more workforce reductions could be ahead.

The filing follows reports that Dell eliminated roughly 11,000 positions earlier in the fiscal year as the technology giant continued efforts to streamline operations and reallocate resources toward faster-growing segments of its business.

Alongside the quarterly report, several insider-related filings were submitted to the U.S. Securities and Exchange Commission. Forms 4 and 144, filed on June 8, disclosed changes in beneficial ownership and planned sales of restricted stock by company executives. Another Form 4 filed on June 9 by Silver Lake Group detailed a transaction involving Dell’s Class C common stock.

The workforce-related disclosures come as Dell experiences rapid growth in its artificial intelligence and infrastructure businesses. The company reported that revenue from its data center operations surged 181% year over year to $29 billion. Much of that growth was driven by demand for AI-focused servers, where revenue increased 757%, underscoring the industry’s ongoing investment in AI computing infrastructure.

READ: Dell shrinks workforce by 10% in fiscal 2026, annual reports show (March 17, 2026)

While the filing does not explicitly announce additional layoffs, the size of Dell’s severance spending and the substantial reserve set aside for future payments have prompted renewed scrutiny from investors and market observers. The company has not publicly detailed any new workforce reduction plans beyond the restructuring activities already disclosed.

As Dell continues to expand its AI and data center operations, the latest SEC filings showcase the balancing act many technology companies face as they invest aggressively in high-growth sectors while reshaping their workforce to support those priorities.

https://americanbazaaronline.com/2026/06/10/dell-sec-filing-signals-more-workforce-cuts-as-severance-costs-climb-482584/

Their intentions are clear, they want to replace as many people as possible with AI.

Today was one of the worst days I’ve ever had truly. There was a mass layoff in fraud at our site. I have so many questions.
How long did you have to wait for your severance package? Were you able to apply for new roles and did you have any luck? Any advice? 🥺

These threads must have done something to “whomever” as they are actively posting nonsense threads to keep people from seeing these ones. Here are the links! These unethical corporations hold so much power, therefore, employees need to BE AND TO STAY INFORMED. Here are the links. 😘

Hopefully one day soon, the Middle Class and employees especially will take back their power through voting, reform, etc. and be given the respect that is truly deserved. Smart organizations value customers, employees and especially the Middle Class!

📍Is there anybody in the C-Suite who could right this ship?
https://www.thelayoff.com/post/@OP+1ktrynyz8

📍Very bad layoff packages and requirements
https://www.thelayoff.com/post/@OP+1ktrm8qmj

📍Sharing from the UHG link on thelayoff
(Forced Arbitration Discussion)
https://www.thelayoff.com/post/@OP+1ktq7ytkt

📍VP quit!
https://www.thelayoff.com/post/@OP+1ktmsca1x

AT&T is expected to release its official workforce surplus notices on Friday, June 12, 2026, with internal communication and final numbers rolling out through early next week.
Current Notification Timeline Reports from internal managers and ongoing employee discussions indicate the following schedule for this wave of the strategic cost-cutting initiative:
June 12, 2026 (Afternoon): Initial surplus lists and calls are scheduled to be released. Legal and HR will finalize employee rankings based on performance metrics.
June 15, 2026: Under standing Communications Workers of America (CWA) contract terms, third-quarter surplus and layoff declarations traditionally lock in on this date.
June 16, 2026: The first formal wave of notifications is expected to officially launch.
July 1, 2026: Impacted employees are projected to be off the company payroll.
Expected ImpactThis specific reduction is rumored to focus heavily on management, aiming for an estimated 5% reduction in Level 1 Management headcount.
The structural shift is largely driven by ongoing corporate consolidation, real estate footprint downscaling, and operational moves toward regional hubs like Plano, Texas.
Severance and Next Steps: If you are affected by this surplus wave, the standard AT&T severance formula generally offers 1 to 2 weeks of pay per year of service. Represented employees will follow specific union-negotiated severance and placement provisions.

The one-time retirement program, announced in a memo on Thursday, will be available to U.S. workers at the senior director level and below whose years of employment and age add up to 70 or higher.

Business Insider obtained a full copy of the document, an internal explanation of the so-called Voluntary Retirement Program (VRP). According to the document, eligible employees who take the buyout will receive:

A lump-sum cash payment equal to a minimum of eight weeks and a maximum of 39 weeks of base pay, based on seniority and tenure. Employees levels 64 and below will receive one week of base pay per six months of service, and employees levels 65 to 67 will receive two weeks of base pay per six months of service.
Up to five years of insurance coverage, including medical, dental, and vision for the employee and their dependents. Microsoft pays for the first year.
Continued regular stock vesting for six or 12 months, based on years of service.
Continued retirement stock vesting for employees who meet certain requirements.
Last day of employment July 1.

Disgraceful!!! Please do the dignified thing and RESIGN as soon as possible!!! Get your severance package and leave the premises...........

Dell's recent SEC filing indicates potential future workforce reductions. The company reported $227 million in severance expenses over 13 weeks. This amount marks a 75% increase from the prior year. Dell also reserved an additional $242 million for future severance payments. Earlier this fiscal year, Dell eliminated approximately 11,000 positions.

https://americanbazaaronline.com/2026/06/10/dell-sec-filing-signals-more-workforce-cuts-as-severance-costs-climb-482584/

If my friend got severance from the layoffs this year, once they collect all of it....can they reapply at Cigna and if they got a job there, do they have to give the severance back?

Asking for my friend.

First Genpact, then draining the people transferred there, then knowledge transfer to India, only to at the end not to pay any severance and drag people through a nervous breakdown. Any ex-Genpacter here to contest?
OP: @ar+1ktrvkg7w

3M GSC Poland is gonna be officially shut down. Of course they did a workaround and they're gonna "move" people instead of firing them so they can save on severances. Philippines and CR are next. They hold crucial processes so I don't think pi----g that many people off is a good idea. It's all gonna fall apart soon. It's impossible to keep any company running while disrespecting so many employees over and over again.

You asked, we listened! Our vteam family let us know they wanted to reduce vacation accrual max from 150% to 125%. This gives our superstars more time to set the foundation to play to win. It also helps reduce severance for future rifs which delights our shareholders. I am humbled, honored and energized for all we have accomplished as we continue to build the future at scale - together!

Everyone talks about Dell’s stock run and AI growth, but almost nobody talks about the long-term cost of the nonstop restructuring.

The recent numbers are pretty staggering:
• $227M spent on severance in just 13 weeks
• Another $242M already reserved for future severance payouts

And that’s only a small snapshot in time.

When you zoom out and consider the estimated 70,000+ employees impacted over the last 5–6 years, the total severance costs across all these layoff cycles could realistically be in the $2–3 billion range.

That’s an incredible amount of organizational churn that rarely gets discussed publicly.

Wall Street may reward efficiency, but these repeated cuts also come with major hidden costs:
• loss of experience and institutional knowledge
• employee morale damage
• constant reorg fatigue
• disruption to customers and internal teams

There’s a very different story underneath the headlines and stock price.

If you have not been offered voluntary separation package how likely is it you would get it if you wanted and requested it ?? >30 years in at ford .

If granted - are there any stipulations ?

That's the question. simple. yes no.

I was cut in the last round, I'd like to see if it's the same as it was then.

Since Andrew left, and he only led for approximately 4.5 years or so, the treatment of employees has gone down to the gutter. The only period in which employees were treated fairly was during his tenure. Look up the history of UHG leadership and you will see what I’m saying. I was recently laid off after working here for 15 years. They not only offered me 5 weeks of pay, they put very “questionable language” in my layoff package.
Accepting their layoff package is accepting more abuse on the way out.
• If they get sued you should be on their side.
• If you were mistreated and (I’m watering this part down) or if you saw someone being mistreated, by accepting their severance you are saying it never happened.
• If you catch wind of them potentially being sued, you should warn them
• Also they added that you should not expect any payment for any of this! hahahahaha!!!!!!
• And if they call you for help with work after you’ve left, you have 48 hours to get back to them and help. This is teetering on… “fill in the blanks”…. and not even enforceable!
Who do their lawyers think they are? Very thuggish! I asked others that were laid off with me and they had similar language. And one that worked for 3 years only got 2 weeks worth of a paycheck.
This is all provable and true! To those of you still there, this is how they treat you after years of service, that’s if they don’t put you on a CAP or PIP to manage you out like someone said in a post on the UHG link here. They did this recently to my friend who worked in UHC for 25 years!

Since Andrew left, and he only led for approximately 4.5 years or so, the treatment of employees has gone down to the gutter. The only period in which employees were treated fairly was during his tenure. Look up the history of UHG leadership and you will see what I’m saying. I was recently laid off after working here for 15 years. They not only offered me 5 weeks of pay, they put very “questionable language” in my layoff package.
Accepting their layoff package is accepting more abuse on the way out.
• If they get sued you should be on their side.
• If you were mistreated and (I’m watering this part down) or if you saw someone being mistreated, by accepting their severance you are saying it never happened.
• If you catch wind of them potentially being sued, you should warn them
• Also they added that you should not expect any payment for any of this! hahahahaha!!!!!!
• And if they call you for help with work after you’ve left, you have 48 hours to get back to them and help. This is teetering on… “fill in the blanks”…. and not even enforceable!
Who do their lawyers think they are? Very thuggish! I asked others that were laid off with me and they had similar language. And one that worked for 3 years only got 2 weeks worth of a paycheck.
This is all provable and true! To those of you still there, this is how they treat you after years of service, that’s if they don’t put you on a CAP or PIP to manage you out like someone said in a post on the UHG link here. They did this recently to my friend who worked in UHC for 25 years!

Does anyone know when is the next wave of layoff coming and if they would be giving us severance package? I am sick of upper management

A friend in GD was fired today for not going into the office. No severance package, realy firing. Has this happened in any other group? Was this just GD or did it occur in other BUs/CFs?

This situation is deeply disheartening. I have not encountered a single employee here who is genuinely happy with their working conditions. What is even more concerning is the complete lack of external coverage or awareness regarding what the staff is going through.

​While no job is perfect, it is demoralizing to realize that we are all unhappy, yet nothing changes. Instead, we just face increased pressure that makes us feel entirely disposable. I truly hope this workplace can organize and unionize in the future so that employees have better protections and receive a fair severance package if they are let go.

Laurentian University recently completed final severance payouts to former employees. These payments arrived years after their 2021 termination during CCAA restructuring. Creditors, including former staff, received 25 percent of their original owed amounts. The university sold property for $53.5 million to fund these distributions. This marks the final step in a lengthy and difficult insolvency process.

Sudbury, Ontario

https://www.sudbury.com/local-news/five-years-after-ccaa-layoffs-terminated-laurentian-employees-finally-receive-payouts-12391438

Les Schwab Tire Centers laid off 70 employees. These cuts occurred at its Bend, Oregon corporate offices. The company stated this is part of a restructuring effort. Approximately 430 employees remain at the headquarters. Laid-off workers will receive severance and extended benefits.

Bend, Oregon

https://www.oregonlive.com/business/2026/06/les-schwab-lays-off-70-at-oregon-headquarters.html

Is it worth trying to negotiate a better leaving package at ANI?

Or is that just me?

Those changes tend to drop out of nowhere but they matter too much to only find out when cuts actually happen.

I would have walked away from this place ages ago if I wasn't waiting on a payout.

I actually want them to lay me off and collect my severance. kind of want to let my manager know if he has to pick and choose between people on the team, he can pick me, but I don’t want that to be taken as me resigning and missing out on severance. Best way to handle this?

The severance money is paid with condition that you will not write anything against company on social media. The moment company finds out, will stop your biweekly payout.

My career and life is so much better without Verizon
Thanks for all the severance money and vacation days I stole since I never marked them. Went to good cause paying for kids college. Verizon bucks and would never work there again. 30 years strong. Bye bye