#severance

This is why we know RTO is about getting rid of employees without paying them severance.

https://medium.com/@danielychang/the-basement-and-the-boardroom-7d7e7dbee7c2

Think about it. If you’re laid off and get severance, assuming you’ve been here long enough for a decent package, you at least have a safety net that gives you six plus months to find something new. It’s stressful, no doubt, but I’m not sure it’s any worse than being employed and worrying about losing your job every single day.

Public employee discussions on forums like this reveal several recurring concerns that individuals cite when pursuing wrongful‑termination claims or requesting class‑action investigation into workforce‑management practices at BNY. While these accounts represent employee perspectives rather than verified legal findings, the themes appear consistently across posts.

1. Abrupt and Unexplained Performance Rating Declines
Employees report sudden drops in performance evaluations despite prior positive reviews or long‑term satisfactory performance. Many allege that these changes lacked documentation, coaching, or clear justification, leading them to believe the ratings were adjusted to support predetermined termination decisions.

2. Use of Forced‑Ranking or Stack‑Ranking Systems
Some individuals claim that ranking methodologies required a fixed percentage of employees to be categorized as low performers, regardless of actual contribution. They argue that this system created artificial grounds for termination and disproportionately affected certain groups.

3. Pressure to Resign in Lieu of Formal Layoffs
Multiple accounts describe employees being encouraged to resign voluntarily rather than being formally laid off. Posters assert that this practice was used to avoid severance obligations or to reduce the appearance of workforce reductions.

4. Inconsistent or Withheld Severance Packages
Employees report discrepancies in severance eligibility, including reductions, denials, or last‑minute changes. These inconsistencies are cited as contributing factors in claims of unfair or unequal treatment.

5. Replacement of U.S. Roles With Lower‑Cost Offshore Positions
Some individuals allege that their roles were eliminated and subsequently transitioned to offshore teams. They argue that these decisions may reflect discriminatory or retaliatory motives, forming part of the basis for legal complaints.

6. Retaliation Following Protected Activity or Internal Complaints
A number of posters claim they were terminated shortly after raising workplace concerns, questioning new policies, or reporting issues to management. These accounts assert that the timing suggests retaliatory intent.

7. Patterns Suggesting Systemic Workforce Practices
Because many employees describe similar experiences, some argue that the issues may reflect broader organizational patterns rather than isolated incidents. This perceived consistency is a primary driver behind calls for class‑action investigation.

I see many folks hanging around waiting for a severance package. I get that I mean a kicker to go would be ideal especially if you are retirement eligible and this is your last stop in your career. If you have another opportunity outside the phone factory that meets or exceeds current salary/bonus pay and you are not retirement eligible, yet. What do employees gain by achieving retirement eligibility? What would be at risk if you left payroll 3 years before becoming eligible for retirement?

Potential known risks:
3 years of Pension contributions (assuming eligible)
30% service discount
ability to participate in AT&T healthcare plans at your cost 100%

Are there any other meaningful "benefits" at risk by leaving before eligible?

Any info on voluntary severance packages for employees over 50?

I got laid off in Jan and still have not received my severnace and vacation. I reached out to Hr but not received a response. Anyone I can reach out to? How hard is it to pay someone after 60 day notice, its not like my end date was a suprise to anyone.

DOes anyone know when the next layoff at wellmed will be? Im looking into quitting but would like to wait until the next layoffs. Just in case so i can get my severance package. Either way, im ready to get out of here

Sorry if this has been answered in a previous post, and I've got a couple of questions that I hope someone can answer.

1. So we work like normal for the final 90 days, in addition to the standard salary for these last three months, will we get severance on top of it? From what I'm seeing online, some people have said 2 weeks' pay for each year.
2. What happens to all the PTO that we had planned out for the rest of the year after June 30th? Will we be paid out for those missed days, or should I cancel those and take them between now and June 30th?

Evonik Corporation will close its Havre de Grace, Maryland plant. This closure will result in 34 employee layoffs. Separations are scheduled to begin on June 30, 2026. Layoffs will continue through December 31, 2026. The company did not publicly detail specific reasons for the shutdown.

Havre de Grace, MD

https://countryherald.com/news/havre-de-grace-md-layoff-alert-evonik-corporation-to-close-34-jobs-impacted-through-end-of-2026/

FIS Managers are going to provide severance to their buddies, Then those buddies will be hired directly as consultants with FIS.

If you are not in good books with your managers, they are going to transfer you to third rated staffing company COGNIZANT. After a while, FIS will ask cognizant to replace you with low cost H1B visa holder.

Given today's email, does this mean there's no voluntary severance package coming soon for Phase 2 people? I had heard rumors about mid-April, but I guess that's no longer relevant after today.

I just can't do this anymore. I'd take anything else at this point, even something that pays less. I know the market is rough, I know the odds. But I've got savings, severance would buy me some time, and I'll figure it out. There will be other jobs. Putting aside the constant uncertainty and the overall sense of decline, both of which have been deeply demoralizing, I think I'm just personally burnt out. Not the best time for a major change, but it is what it is.

Are you given an option for improvement plan? If so, can you decline and receive severance?
How frequently are we seeing NSI given to MPT employees in Canada ? Seems more common than in US.

I am in the transition category. I went through a roller coaster of emotions. I am exhausted. I know many feel the same. I feel in a way cheated being "offered" to transition to new company versus severance. For those who were laid off are you comfortable sharing what was offered for severance? I am in the US been with the company for 20 years. This su-ks all around for anyone impacted

If you are retirement eligible and also being severed in 2027:
Are you considering retiring before end of 2026 to retain the 2026 annuitant benefits (and thereby forego severance package)? Or do you think it’s better to get the severance package and forego the 2026 (current) annuitant benefits package. Benefit package available for annuitants if you retire in 2027 or later is substantially worse than current annuitant benefits. Disappointed the company is making us choose!

Navient Solutions, LLC plans to lay off 128 employees. These layoffs will affect Fishers-based staff. The separations are expected to occur between October 2025 and June 2026. This action is part of a strategic transformation. Affected employees will receive severance benefits and resources.

Fishers, Indiana

https://youarecurrent.com/2025/08/19/navient-to-lay-off-128-fishers-employees/

Samfiru Tumarkin LLP is investigating recent job cuts at BIOVECTRA. The PEI-based firm began workforce reductions in March 2026. Employment lawyers are reviewing severance offers for affected non-unionized staff. Canadian law often treats such layoffs as permanent terminations. Employees may be owed significantly more severance than initially offered.

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

I learned recently severance was not legally mandated. I honestly thought it was, because, why would they pay us to leave if they didn't have to? So now I can't get that out of my head and wonder what if they really decide that severance is not something they want to bother with?

I know the conventional wisdom is to wait it out and force the company to pay you in severance. But, they'll try to deny it to you by every means they have. You just have to ask yourself one question. Is it worth it?

You'll be faced with a ticking clock of the severance checks stopping while you job hunt. No getting away from that.

Just start looking now and taking interviews with sick days or doctor's appointments and then just...leave. No two weeks' notice. No exit interview. Just tell them you quit and walk out. You don't owe them anything at all.

You'll feel great! You'll be leaving this lousy job and starting new one. No better feeling in the world. Better than waiting around in the stress test lab wondering when your number is up.

They are actively trying to exploit you in every conceivable way.

Just. Leave. Now.

Strauss Borrelli PLLC is investigating LA Semiconductor LLC. The firm is looking into a recent mass layoff in Pocatello, Idaho. LA Semiconductor notified the Idaho Department of Labor of 342 layoffs on February 9, 2026. The federal WARN Act mandates 60 days' notice for such mass layoffs. The law firm believes affected employees may be entitled to severance pay and benefits.

https://straussborrelli.com/2026/02/12/la-semiconductor-idaho-warn-act-investigation/

Hawaiian Airlines is eliminating over 400 nonunion positions. These job cuts primarily affect administrative and operational support staff in Honolulu. The layoffs are a direct result of the company's merger with Alaska Air Group. Affected employees are offered severance packages and job placement services. Front-line union jobs are not included in this round of reductions.

https://hoodline.com/2026/03/hawaiian-axes-400-honolulu-desk-jobs-as-alaska-merger-bites/

If I make it to EOQ, I've done that quarters work. If I leave before the quaterly service bonus pays out end of April, do I still get that pay?

I've been through the entire cycle of emotions. Denial, anger, trying to negotiate with myself, depression, and now I'm finally at acceptance. I've landed at the point where a severance feels like the best possible outcome. I'm actually ready for it now.

I’m almost ready to retire but will today for a package.
Any insights if and when and what it may happen?

If it is true that people who decline the offer to move to the partner will not have an opportunity to collect severance package, how is this legal?? Has anyone reached put to an attorney? The handbook is very clear…you are not eligible for severance package if you decline a position WITHIN the company. The positions being offered are NOT within the company!

I was just informed by my manager that RIFs are happening next week and I am on the reduction list. Anyone who is non-billable is in the crosshairs. No word on what the severance package looks like.

For folks being pushed to accepting a job with another company. If your employer has consistently paid severance to employees in the past, in a manner that led you to reasonably believe severance was a part of your employment arrangement. You will need to show which employees got paid, how much, and under what circumstances (for example, when laid off). It is more difficult to prove a contract based on past practices, but if your employer always paid severance to former employees, you may have a plausible claim. An employment lawyer can help you figure out whether you are entitled to severance based on your employer's practices.

That was a particularly sh---y thing to do. It would seem that there were many long term employees eligible. Someone did the math and decided to create a plan to avoid paying it. At the very least, the severance took some of the sting and created a cushion for departing employees. This was a vile trick to play on them. It would be worthwhile to let the Jacksonville paper of record know what they are doing. Someone should pick up the phone.

Can anyone explain what they mean in the severance package by "In general, you will have a minimum of 90 days to exercise any vested unexercised stock option shares. Information pertaining to stock options can be found on the plan summary on E*Trade. As deadlines to exercise may vary, you are responsible to review your option agreements and the applicable plans to determine your individual deadlines to exercise. "

I have both vested and unvested stocks. Do I lose the vested stock if I don't exercise them?

Do I lose the UNvested stock options if they vest 90 days after my official termination date (26 May)?

I can (will) read through the Etrade documentation, but if someone here knows, that would be helpful.

Thanks in advance

If anyone's okay sharing. Thanks.

Layoffs across major Bay Area tech companies like Meta, Google, and Salesforce have continued into 2026, reflecting a shift in the job market after years of aggressive hiring. While demand still exists for highly skilled workers, companies are becoming more selective and offering smaller severance packages. Most laid-off employees are finding new jobs within three to six months, though some searches are stretching up to a year. High living costs in the region make job loss especially difficult, as unemployment benefits are limited and often far below previous salaries.

https://www.sfchronicle.com/personal-finance/article/bay-area-tech-layoffs-finances-22079770.php

I was offered 10 weeks after 4 years , Ontario, Canada.

Everything that's been happening with bennies and cuts and toxicity has one goal and one goal only. To get as many of us out as they can without costing them a single dollar. They're pushing us to quit to save money on severance. It's really that simple.

Epic Games is laying off over 1,000 employees. This decision follows a downturn in Fortnite engagement since 2025. The company is spending significantly more than it is making. These cuts, along with $500 million in cost savings, aim for stability. Impacted employees will receive severance, healthcare, and accelerated stock options.

https://www.epicgames.com/site/en-US/news/todays-layoffs

Would they do that?
If ch 11 is filed is severance also gone?

lot machine manufacturer IGT is laying off 700 workers globally. This reduction represents about 10 percent of the company's workforce. CEO Hector Fernandez stated the move aligns resources with business priorities. The company aims to streamline operations for future growth. Severance packages and transition resources are being provided to affected employees.

Las Vegas, Nevada

https://www.reviewjournal.com/business/casinos-gaming/this-nevada-company-is-laying-off-700-workers-worldwide-3728489/

When to expect the following:

Regular pay for work up to 3/13
Severance lump sum payment
Unused PTO (floating and accrued)
Stock program refund (April Session)

I'm interviewing now and may get an offer soon. If I do, can I volunteer to be laid off to get a package?

If you are over 40 years old (in the US) you will have 21 days to evaluate the severance once it is presented you. Based on previous layoffs, it would appear Synopsys is paying at least 60 days of regular salary and benefits, in lieu of a WARN notice. It seems like this is case of gross incompetence combined with a lack of empathy on the part of the management.
OP: @a8+1kmdssyv8

Putting this info here so it doesn't get lost in replies. Apparently severance details come at a later date. Because why give people clarity when you can leave them hanging? Very inconsiderate.