#severance

For those who have just gone through the consultation, and where informed they were at risk in May, can you let us know of the UK package please

Does anyone know, if you take all your vacation for the year and then get laid off, do you have to pay back the part you haven't accrued yet?

The documentation says that I will notify Citi if I find a new job during notice period, and that they will pay the balance in a lump sum. Does that basically mean you get the balance of what is left of the 90 Days' notice period, but you lose benefits as well as PTO accrual from the termination date that you give them?

Thanks

Only thing I see is 4 weeks of additional salary for VSP.
I also see prorated bonus on the VSP offer. Not sure if this is just for VSP or prorated bonus is offered on standards layoffs too. Let me know if you have any insights.

We all know an involuntary round is coming, and it'll most likely have a lesser package attached to it. So those of us who want to stay can say no to a VSP just to end up laid off a few months later and with less to show for it. Kind of makes it really hard to say no, doesn't it?

Paychex has decided to layoff approximating 10 designers and over 70 developers. They are refusing to give any reasoning or criteria for why they targeted individuals, citing AI wasn't the reason and that it was for "business needs" and "sustainability". From what I've heard they gave former employees only 9 weeks of severance.

AT&T has offered some employees option to WFH instead of surplus/severance. They want them out of wasted real estate space before the end of the 2nd quarter. Most of the location had few if any personnel. The largest was a center in GA of about 100 collection agents.

I just received my PTO payment from Citi. However, I did not receive the severance. When is severance supposed to be paid at the same time as PTO or separate?

When will I receive my severance pay after being laid off in April?

13 years as a nurse and scared of the unknown. Afraid the final pay out will be leas than the “expected” amount. Want to know what the “agreement” states before hand. Praying for everyone!

Pascal is off the payroll on Jan 1 2027 and received a 6 months notice whereas those who got surplussed today received a 2 weeks notice.

The 6 months is to complete knowledge transfer and to train the incoming CFO Jennifer Biry. Pascal’s annual compensation is approximately $12 million which means he will make $6 million before being off the payroll and heading off to the Bahamas for the rest of his life.

If they wanted any level of respectable fairness he would have the same notice period as everyone else but these executives treat their job as a full time guaranteed vacation.

If your job relocates and you decline to move with it but have the time to retire, would you be eligible for unemployment benefits in the state of Alabama. Does receiving a severance package play a factor?

if we are laid off this year, between now and December, does anyone know if we will get our bonus next year?

Never thought I would think so negatively about Centene because my experience over the past 4 years has been awesome. I missed the VSP cutoff by 2 days due to my official FTE conversion date, but I don’t think I would have applied anyways.

Curious though, if laid off September 1st, what are typical (non-VSP) severance packages like at Centene?

Now let's figure out how this is ok.
I looked over the VSP, not in detail so I might have missed some things, however, these are my questions:

what happens to your sick/accrued PTO? Did not notice any mention of this.

lets say that you do not "apply" for VSP, why arent they mentioning what the severance will be if they pick you to be layed off in August or perhaps the second round of layoffs which i suspect will be later on once they get their bearings after the first layoff.

Now lets say you "apply" for VSP, but they decline, only to later lay you off in August (as their numbers haven't been met). Doesnt seem very ethical as now they dont have to give you the additional benefit of VSP and terminate you with just the basic severance. That seems a bit shady, as this could be one of the methods to let people go and have less cost as they will not provide the additional benefit that you originally applied for.

I know that all states are different, however I think it would be nice if they looked into it and included into individualized offers the information on our ability/inability to file for unemployment.

Seems to me that this entire situation and the way it is handled is only to benefit Centene with absolutely no regard for thousands of people who have gone above and beyond in their jobs. I know that this is the state of the current corporate world, but there must be something that can be done to stand up to these bullies. I wonder if the legal department has anyone who also got the VSP and might have some ideas :)

A certain guy who used to work for you guys ("RR") from what we understand brought about this firing of competent people (especially in Tech) and offshoring to Accenture. That is currently now happening at his next stop - T Rowe Price in Baltimore. A competent IT shop is being dismantled - Laid off, but to get severance you have to agree to train the people replacing you who have little if any experience, initiative, etc. Can anyone let us know how that went for you guys? Do you know if our guy "RR" left on his own or was forced out after this turned out to be a disaster? Thank you. Training is not going well, yet the keys are expected to be handed over soon.

I can't get interviews for roles that match my experience, so I've been applying for entry level jobs just to get some money coming in, since severance is melting away. Each one of them said I'm overqualified and would leave too fast. So what am I supposed to do?

For those promised a severance package towards the end of 2027, are you considering leaving/retiring before the end of this year? Just to escape Polaris, workplace toxicity and overall dysfunction the company is sinking into further each day ?
Despite the promised payout, does your sanity seem like too high a price to pay in order to receive the severance/settlement ?
(Also, what if they keep moving the end date later than year end 2027??)

To those who were SEPARATED from Fidelity at the end of May, have you started getting your severance pay? I got my PTO paid out but not the severance pay....wonder what the he-l is taking them so long. Also, has your 401 balance updated for vesting? I lost a bunch due to not vesting at 100% but statement still shows the "what would have been" figure, which, frankly, pi---s me off.

Has anyone attempted to negotiate for a higher severance during the layoffs?

Do health care benefits continue during your severance package, or do they stop after the 60 day non-working period?

Is the VSP in lieu of salary until September 1st or would we receive salary and the VSP offer kicks in at sept 1st?

Why are some people getting more weeks of severance in the same position - same team - with the same years than others?

After reading the VSP offer, details & information and the FAQs, these are the questions I have for leadership. Please feel free to add to the list:

1. Can employees review the Separation Agreement before making a final decision? We’re being asked to make an irreversible decision (if our application is accepted) before seeing the actual release language.
2. What is the true amount I will receive of if I accept the VSP? Not the estimated amount. The concern is the amount maybe lowered after our application is approved.
3. If I decline the VSP and am later laid off, what severance amount would I receive? This amount could be lower or higher and plays a big part in the decision.
4. What percentage of VSP applications are expected to be approved?
5. What will my monthly health insurance cost be during the 6-month COBRA subsidy?
6. What will the full COBRA premium cost after the subsidy ends?
7. When should employees expect the lump-sum severance payment?
8. If rehired by Centene, what repayment obligations apply?
9. How will unemployment benefits be affected by the VSP?
10. What happens if my VSP application is approved but business needs change later?
11. How likely is it that accepted applicants will receive a September 1 separation date? The FAQs state the dates may vary.

I got my VSP offer this morning and am considering it. I'm trying to figure out what I would get if I don't accept it, and get laid off instead. Does anyone know what the typical severance is during these rounds of layoffs? I'd like to compare it to my VSP offer.

I just opened my severance package, and I’m honestly a little flabbergasted. After being employed 8 years with the company, my offer is less than $25,000.

What concerns me even more is the wording. It keeps saying “you may” instead of clearly stating what will happen. Nothing about it feels guaranteed, which makes me question whether they’re actually committing to what they’re offering OR trying to to terminate me prior to the Sept 1st date.

Are you seeing the rates being subsidized ? The paperwork said cobra will be subsidized to what one paid as active employee for the x weeks of severance. Cobra paperwork has a scandalous $ for indi+ family. Any leads on how you addressed this ? TIA.

Do we have any idea how many need to accept the VSP to ensure there is no need for a follow up involuntary round?

So now we have a Voluntary Separation Program. So quitting with extra steps.

If you get surplused please post the following info:

Landline or Wireless
Your VP Org
Management or Union
Years of service vs weeks of severance
Did you reject the RTO new location mandate

I'm curious to see if all those claiming union layoffs are correct.

Thank you

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?

Bell Canada is reportedly conducting a major layoff in June 2026. Hundreds of workers across various teams are affected by this restructuring. Multiple employees have contacted a law firm to review their severance offers. One report alleges a pregnant employee was among those let go.

https://stlawyers.ca/blog-news/bell-job-cuts-june-2026/

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?