#severance

I’ll just bullet point it so to speak.

1. Got my “let’s catch up meeting” and was given the news.
2. Got a email about 2 days later from HR with instructions
3. Created my account to securely access email from C HR.
4. Downloaded a ton of paperwork they sent me.
5. Waited a few months for my end date. Eventually was sent some papers to sign.
6. 15ish or so days after my end date, I got my severance.
7. Moved my 401K to another financial institution.

No snags, no hassle, it was pretty smooth.

Anyone know exactly what tax percentage would be for those who have accepted VSP and severance?

Does anyone know if the package being offered to ANI folks is the same as it used to be and what was posted recently here?

Do we know if the Layoff Severance will be the same as VBO.? Think there is any chance we could get 3 weeks like WBD?

Got the notice that i have to relocate but the distance so i am a qualifying event which contains displacement/severance. Question is when i decline continued employment about how long does it take to get the displacement letter from the time i am suppose to report to the new location?

For those being here for many years, was there a cap on severance (#weeks paid per yr)?

Does anyone else have a townhall scheduled tomorrow?
Wondered if that means I'll get cut and some severance.

Anyone sign the separation agreement and initial release?

What if any concerns did you have with the document?

Displacement package says we can contact them after the 60 day notice period and have term code changed to retirement. Has anyone here done that and does it affect the severance payout and insurance benefits and rates during the severance period? Not wanting to sc--w this up.

For those in Minnesota whom took the VRSP in 2025 were you also able to get unemployment?

For those who had a 9/4 VSP exit date, now that you’ve had some time away, do you have any advice or recommendations for those of us preparing for the 12/11 exit date?

Anything you wish you had done before your last day, things to be aware of during the transition, or tips for navigating the weeks immediately following departure?

I’d especially appreciate any insight regarding the severance process, benefits/COBRA, unemployment, or anything that may have caught you by surprise.

Thanks in advance! I’m sure many of us approaching December 11 would appreciate hearing about your experience.

All 12 months IMO share buyback quota used up in just 6 months and the company is still left with almost 3 billions cash sitting in the company account. And yet we treat our employees like we were Greece under austerity measure. I can't wait my last day and run with my severance.

There has to be someone with a conscious that is willing to be a whistle blower . Help us disco people ! When are the lay off dates !? What are they saying …. What areas ? Do I leave or wait it out ? It’s so hard to gamble and take another job because it’s the first offer I got and I’m scared there won’t be another one , but after 15 years I don’t want to give up the severance ? Are they making people sign NDA? On either side ? Please I’m begging tell me something concrete . Why is everyone loyally secretive on the cof side !? Someone has to feel bad for us . Tell us the tea .

Why? Because we are the problem.

Centene Federal Lobbying & Spending
• Spending: Centene reported $710,000 in in-house federal lobbying spending during Q3 2025 alone, contributing to a multi-decade federal lobbying footprint totaling over $48 million.
• In-House Team: The federal in-house lobbying roster includes Simone Myrie, Erik Nicholas Hames, Danny Ly, and Jacqueline Baggett.
• Outside Firms: Centene retains external consulting and lobbying firms, including Brownstein Hyatt Farber Schreck, BGR Group, Williams & Jensen, Continental Strategy, and ALB Solutions.
• Revolving Door: Over 50% of Centene’s named federal lobbyists have previous experience in the federal government or Congress.
Political Contributions & Coalitions
• Political Action Committee (CentenePAC): Disburses non-partisan federal and state-level candidate contributions.
• Industry Coalitions: Centene allocates significant funding to major healthcare trade associations and advocacy groups—including AHIP, the Association for Community Affiliated Plans (ACAP), and the Business Roundtable—to align on broader policy advocacy.
• State Engagement: Centene maintains dedicated external affairs and government relations teams across its regional health plans (such as Health Net) to navigate state-level legislative and regulatory rules.

Has anyone heard when the severence will be paid since this is a non paydate?
Maybe by the 18th or the 1st paycheck? Terrible time of year to be delayed a paycheck but so ready to get this over with.

Union employees were given only their contractual number of weeks per year in the recent VBO. It's obvious management wasn't serious about the incentive. Why make the offer, when a similar layoff would also include the ability to apply for unemployment?

Would you leave without insurance?

If the terms of a buyout are very lucrative, people will dig in their heels and wait for it.

RAs are coming in Dec.
Many are on PIP from Nov 3 to Dec 4, so termination and probably RA will be Dec 5th
Sales will be eliminated. All will become TSL
If I can get help, please:
1- I have deals that will be closed in Dec. If RA is before it closes, I will not be paid?
2 - Also, if I don't accomplish the PIP, will I not get severance?
3- Last week I was able to put together an amazing proposal for a client - hoping it will save me. It will for sure be an insane amount of work. Is it worth it?

Almost 10 years for me of his toxicity, I am finally ok with leaving IBM; I honestly don't want to stay any longer. I have PTSD at this point. My team is horibrle, mean, abusive, nasty, realy awfly awfuull. I need to pick my pieces up, but I cant stop thinking about the fact of how unfair it is IF THEY KEEP MY COMISSIONS

My warn notice ends later this week. I plan on filing for unemployment right after my official end date which is around the 16th. For those that have been laid off by Citi, were you able to get unemployment right away or did you have to wait for the severance period to end? I know they pay us a lump sum but I understand it depends upon how it is documented.

Anyone can confirm that when impacted, you remain on payroll 60 days and then two weeks per year for severance? Seeming like things have changed over recent years, looking for confirmation since seems like these layoff rounds will be the norm for a while.

Man, that recent CPM round in CCPG was basically just a "loyalty layoff." People who actually ki-led it and teams handling critical stuff for Intel got canned anyway. Meanwhile, all these useless, dead-weight CVPs, VPs, and Directors are just hanging on to collect their RSUs and APB bonus checks.

Intel’s seriously on life support right now. Honestly, if you get a severance package, just take it and walk. Word is the next wave in January is going to be performance-based, where they’ll slap "Below Expectations" on 20% of the team so they can kick them out with zero severance.

And you already know all the old-timers will still be clinging to their seats like glue.

Pace. How big will it be? $300m accrual buys a lot of severance. 1500 to 2000 heads? Where? Across the board? What does pace mean anyways? People arbitrage cease employment?

Another quarter. Another victory lap. Another round of Atlassian executives congratulating themselves on their spectacular financial performance.
Revenue growth! AI! Record numbers! What an incredible time to be an Atlassian!
Unless, of course, you're one of the 1,600 employees shown the door in March.
Eight months later, severance has run out, and many former Atlassians are still unemployed.
But hey, how about that Williams Racing sponsorship? And congratulations to everyone enjoying Sales Club in Costa Rica! Nothing says "Build with heart and balance" quite like celebrating in paradise while former colleagues struggle to find work.
Meanwhile, Canva just announced a restructuring affecting more than 1,200 employees, and Microsoft is offering voluntary buyouts to 60,000 workers.
Apparently, the hottest trend in Big Tech isn't AI. It's figuring out how many humans you can eliminate while celebrating record performance.
And here's something current Atlassians might want to consider.
If strong financial results didn't protect 1,600 employees in 2026, what makes anyone think 2027 will be different?
Another restructuring? Another strategic realignment? Another AI-driven efficiency initiative?
Nobody knows what's coming. But one thing should be painfully obvious by now: You're only indispensable until a spreadsheet says otherwise.
Remember "Open company, no bullsh-t" and "Build with heart and balance"?
Perhaps Atlassian needs a new corporate value:
Celebrate the numbers. Forget the people.
So enjoy those quarterly earnings celebrations. Enjoy Formula 1. Enjoy Costa Rica.
Just remember that the people laid off in March probably thought they were safe, too.
1,600 in 2026. How many in 2027?
Because apparently, at Atlassian, everyone is a team player.
Until they're an expense.

I wish they would offer a package to retire...I would take it.... Tired of the bs, tired of my cr-ppy peers not being in the office and nothing being done about it, tired of lying sales people, tired of getting up early to get a desk, tired of the same lunch options, who else feels this way

Like meta , google and msft ? Google is giving 2.5 months for every year worked . Sap can give atleast 1 month for every worked .
Sap HR pls read this thread .

Canva’s restructuring affects more than 1,200 people. But its severance package is earning praise.
https://www.newsweek.com/canva-exit-package-praised-tech-company-announces-layoffs-12662250

https://stlawyers.ca/blog-news/servicenow-layoffs-severance-pay/

Wells Fargo has announced further job cuts, impacting 173 positions in Iowa and Virginia. These layoffs are part of a larger trend at the financial institution, which has reduced its workforce by over 10,000 employees in the first nine months of 2026. The company's actions come despite reporting strong earnings and revenue growth in the third quarter. These reductions are aimed at streamlining operations and focusing on future growth areas. Wells Fargo will provide severance and transition assistance to affected employees.

https://www.thestreet.com/employment/wells-fargo-announces-more-layoffs-as-workforce-shrinks-by-over-10000

I know contract states we may be required to pay back but I’m curious to know if anybody has been hired back since 9/4 without having to pay back severence.

After much deliberation, I have decided to sue my manager and Fannie Mae, both. I fought hard with myself over this, and I seriously considered taking the severance money and staying quiet. After all, I need the money. But I have decided to move forward for the following reasons:

1. I am established in my field, and it is wrong for me to be laid off from my full-time position while Fannie Mae continues to hire contractors an full-timers.
2. My manager is a bully. Over the last year, he has forced four "senior" managers out of the organization. He did the same thing over the previous five years, shrinking his organization from 100 people to 10. He got away with all these.
3. I reported my manager’s erratic behavior to him directly and to his manager, a senior vice president, on two occasions. No action was taken.
4. I kept a detailed log of his bullying, name-calling, and erratic behavior.
5. I applied for internal positions and was close to receiving an offer. My manager could not accept the idea of me moving to another team with a promotion, and he was afraid others would learn more about his behavior.

Signing the severance agreement would prevent me from suing my manager or Fannie Mae. I want change. I want common sense to prevail, and I want others to benefit from my doing the right thing.

How long did it take for you to get your payout?

ServiceNow is implementing a global workforce restructuring, impacting employees in India, the UK, and the US. The company is focusing on AI-driven efficiencies and specialized skills as part of this strategic shift. While the exact number of layoffs remains undisclosed, severance costs have significantly increased in 2026. ServiceNow aims to maintain its overall headcount by the end of the year despite these changes. This restructuring is occurring amidst a decline in the company's stock performance.

Santa Clara, California

https://www.peoplematters.in/news/strategic-hr/servicenow-layoffs-hit-uk-us-and-india-as-company-restructures-workforce-53222

Qualcomm incurred $332 million in restructuring charges during its fiscal year 2026, a significant increase from $39 million the previous year. These costs were primarily attributed to severance payments as the company reshapes its business. The majority of these expenses occurred in the final quarter of the fiscal year. This financial disclosure coincides with plans for further workforce reductions following annual employee reviews. Despite these cuts, the company's overall employee count increased year-over-year.

San Diego, California

https://www.calcalistech.com/ctechnews/article/8x75ackbs

Block is providing laid-off US employees with a minimum of 60 days' pay and severance. Affected workers will receive at least seven weeks of base pay, with an additional week for each year of service. Those who sign a severance agreement will get an extra 30 days of pay, totaling 90 days without working. The company is also offering three months of COBRA premium coverage for healthcare and a $5,000 transition assistance payment. These terms differ slightly from previous layoffs, particularly regarding healthcare coverage duration.

https://www.businessinsider.com/block-november-layoffs-severance-package-2026-11

Humana is playing a nasty game. The are laying people off and before you can get your severance you have to sign an agreement that gives up so many of your rights. It is as if they are forcing people to be silent about being treated unfairly, retaliated against and humiliated by leadership. They offer severance which is 2 weeks for every year worked and an AIP payout the following year. This job market is terrible but allowing Humana to continue to get away with this is not good. Humana leadership is horrible and HR IS NOT for the employee. They support and protect horrible managers

Lets go plant and installers techs! They need us, let's go! They need us to do all this work, look around you. Thousands laid off. Time to stabilize the remaining workforce.

Immediate Job Protections & Cost Savings

• Severance Packages: Unions negotiate standardized, guaranteed severance pay based on tenure, ensuring departing workers are not left at the mercy of arbitrary corporate policies.
• Health Insurance Extension: Labor contracts often secure extended healthcare coverage for laid-off employees, giving them a vital safety net while searching for new jobs.
• Seniority Protections: Collective bargaining agreements typically enforce a "last in, first out" rule, preventing management from targeting specific employees based on personal bias or higher salary brackets.

Fintech firm Block has initiated another round of job cuts this year, impacting employees across its Cash App and Square divisions. The company cited the use of improved tools for routine tasks and a strategic refocusing of teams on more complex issues. Affected employees will receive separation packages and transition support, mirroring provisions from earlier layoffs. These reductions follow Block's recent announcement of strong third-quarter financial results and an increased full-year outlook. The company continues its drive for operational streamlining and efficiency, with leadership emphasizing the evolving role of AI in business operations.

San Francisco, California

https://www.businessinsider.com/jack-dorsey-block-layoffs-second-round-job-cuts-cash-app-2026-11

Working for Nielsen as a Canadian employee (software engineering) since Oct 2019 and just got let go. Not really a shock to me as the writing was on the wall for North American employees. I definitely did get more than the minimum (which is 2 weeks per year of service under Ontario Employment Standards Act), but I'm just wondering if it's worth being greedy and trying to negotiate even more with a lawyer. I heard that a lot of the time they don't budge, but not sure if things are applied differently Canadian vs American or something

Question for anyone who has received a severance package from Cigna. If you get laid off, get a severance package and find a new job outside of Cigna, does your Cigna severance end once you start a new job or does it continue?