#severance

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On May 13, 2026, Cisco announced a restructuring plan in order to allow it to invest in key growth opportunities including
silicon, optics, security and AI. In connection with this restructuring plan, Cisco currently estimates that it will recognize pretax charges of up to $1 billion consisting of severance and other one-time termination benefits, and other costs. Cisco expects to
recognize approximately $450 million of these charges in the fourth quarter of fiscal 2026 with the remaining amount expected
to be recognized during fiscal 2027.

Did those who were layed off get severance?

ASML and labor unions reached an agreement on a social plan. This plan seeks to reduce involuntary job losses. ASML had previously announced cutting about 1,700 management roles. The company will support impacted staff in finding new positions. Departing workers will receive severance pay and extra compensation for older workers.

https://nltimes.nl/2026/05/13/asml-reaches-deal-unions-reduce-forced-layoffs-amid-restructuring

I’m talking the only person over 40, only person who used FMLA, only person who had an ADA accommodation on their team?

• General Motors employees who were laid off Monday described their job terminations to CNBC.
• The layoffs affect about 500 to 600 employees, largely in information technology roles in Austin, Texas, and Warren, Michigan, according to a person at GM familiar with the layoffs.
• Artificial intelligence played a role in the decision, but it was not the only reason for the terminations, the person said.

https://www.cnbc.com/2026/05/12/gm-layoffs-ai-severance.html

The new trend is to fire you for performance. Zero coaching or advance warning. Let say you are rated Meets. During mid-year, you will be surprised with IC or NI with no turnaround plan. It will be some minor issue too like failing to staple your TPS report. WFA is already planning this. It’s evil and they hope you don’t sue.

This is from Meta
https://www.ibtimes.co.uk/meta-job-cuts-ai-restructuring-1796398

someone said no more 60 days of pay before severance now??

What are the severance packages looking like now? I don’t see the policy. I couldn’t find the updated version of the last one that was up with the formula. Any help would be appreciated. Planning around potential future layoffs

was laid off in January but finally landed a new gig this week, now I can cash out the remaining few months of my severance. definitely a tough job market. Spent the last 4 months applying for jobs and upskilling my tech stack. I applied for over 350 jobs, about 30% got thanks but no thanks emails, 67% completely ghosted, and the remainder varying forms of interviews. while the new job pays a little less than wf, but has a lot of career upside, great benefits, and in office requirements are much less stringent. Definitely a different job market, but there are jobs out there. try not to get discouraged

Oracle laid off an estimated 20,000 to 30,000 employees on March 31. The company offered a severance package including four weeks' pay plus one week per additional year, capped at 26 weeks. Unvested restricted stock units were forfeited upon termination. A group of affected employees attempted to collectively negotiate improved severance terms. Oracle declined these negotiations, presenting its offer as final.

https://www.ndtv.com/world-news/laid-off-oracle-employees-tried-to-negotiate-severance-after-mass-firings-company-declined-11483227

• Remove any pending vacation time if your company pays out unused PTO. You do not want approved future vacation causing issues with payout processing.
• Download or screenshot your annual reviews, performance feedback and any recognition awards. You will use these later for resume bullets, interview stories and measurable accomplishments.
• Save copies of paystubs, W-2s, benefits information, commission statements and PTO balances.
• Schedule annual medical, dental and vision appointments before insurance ends and refill prescriptions if needed.
• Start applying for jobs NOW. Do not wait. Build your LinkedIn network aggressively and use AI strategically. Gather 10 job descriptions for roles you want, feed them into AI and tailor your resume/LinkedIn around the keywords, metrics and business impact repeatedly showing up in those postings. Focus on measurable results, not responsibilities.
• Save personal contact information for coworkers, leaders and recruiters while you still have access.
• Take pictures/screenshots of dashboards, workflows, presentations, trackers or work examples you personally built so you can later recreate sanitized versions for portfolios or interview discussions. Obviously do not take confidential company or customer data.
• Focus your remaining time on transition work, documentation and knowledge transfer. Stay professional until the end. The world gets very small during layoffs and reorganizations.
• Understand your severance, COBRA costs, unemployment eligibility, 401(k)/HSA options and any RSU or stock impacts before your final day.
Most importantly: do not freeze after a layoff. The people who recover fastest usually start networking and applying immediately.

Excellent advice, bumping from @b3+1krbx7cem for visibility.

This isn't a post about rumors or Optum info, it's a post for folks that are hit by RIFs and are tight on funds. Being RIF'd is traumatic for many and in the storm one's focus could be clouded. If your money is tight and you contribute to the 401k you may want to consider immediately dropping your contribution to 0% or 1%, This will ensure your last paycheck is higher by slightly less than the amount you contribute (your tax burden will increase slightly), and even more importantly your severance check will not have whatever percentage deducted from it. Just a friendly tip for the folks get caught in the "axe the onshore web" to increase the take home.

What do I need to do to get Laid off? I wanted to leave and look for another post but I bet getting laid off was much better for the severance pay. How do I get this privilege?

Let’s get the severance going as fast as the business combination. KthxBye

As the severance document highly suggests consulting with an attorney regarding the details, has anyone consulted did already or plan to do?

I'll be eligible to retire in early 2027 and Finance is in the early stages of a reorg. I have 20 years with Shell and am age 50+, so my pension will likely be bridged if I get let go before I hit my early retirement numbers.

Should I unofficially tell my line manager that I'm happy to package out? What are the downsides to making this declaration upfront?

Does anyone know if there are specific employment attorneys working with Edward Jones associates? I am being set up to be let go, probably so they won’t have to pay out the large amount of severance I would be due.

I was part of the RIF on thursday. What are things in must do list before my last day and what are things i can do to optimize my package.

Look at the capital one intranet.

The “legacy discover severance plan and spd” just got updated as of May 1, 2026.

They are planning to lay off more legacy discover folks

Oracle laid off approximately 20,000 employees globally earlier this year. Former workers are now disputing the severance terms and forfeited stock grants. Many lost significant unvested equity, with one employee losing nearly $1 million. Concerns also include WARN Act protections and remote worker classification. Oracle reportedly declined to negotiate better terms despite employee petitions.

https://www.peoplematters.in/news/strategic-hr/oracle-cut-20000-jobs-now-employees-are-fighting-over-lost-stock-worth-nearly-dollar1-million-49657

H1B and J1 visas ki-led Spirit Airlines!!
Is Ford next??
Ford is full of full of Visa folks and laying off locals.
My friend list his daughter who was fighting with cancer as his position got replaced by H1B. And he lost insurance after severence.
Is there a way to stop this??

Morale’s so low at this point that a decent package would probably have people leaving willingly instead of fighting to stay. A lot of us checked out mentally a while ago.

I keep thinking the day is coming (probably sooner rather than later) when they’ll cut that too, and layoffs will become ten times harder on people. Finding a new job already isn’t easy in this market, but having a solid safety net while you search makes a huge difference.

@bc There is a docu-sign package with multiple pdfs where associate who is impacted have to sign. This is an agreement terms and conditions to get the severance pay and benefits. Like I will keep things confidential, I won't go to media, court etc etc.

Unless associate electronically sign the agreement they wont get severance benefits ( like 6 months of pay, 401k vesting, prorated bonus etc. )

This docu-sign pdfs has one file which they have to give list of people ( not names or a#, but title, role, level etc. ) who were part of RIF and their ages. It is a legal document to comply with the law that firm did not do layoff of people due to their age, this is becase of equal opportunity employer law. That list is the only real place you can find number of associates impacted.

A Reddit post in r/bell claims that Bell has been firing employees “with cause” for not returning to the office three days a week, allegedly with no severance and no prior warning.

One commenter, who says they were terminated, argues that this is unfair because they were working from their designated office two days a week plus another Bell office on a third day most weeks. They also claim they worked more than the standard 37.5 hours per week and had strong performance reviews.

Their main argument is that, while companies can set return-to-office rules, terminating someone “with cause” should normally require progressive discipline first, such as a verbal warning, written warning, suspension, and then termination, unless the behavior qualifies as severe misconduct. They argue that simply not being in the designated office three days a week, or “coffee badging,” should not automatically count as severe misconduct unless the employee is also failing to work their required hours, which could be considered time theft.

Overall, the discussion is about whether companies are using RTO enforcement as a way to terminate employees without severance, and whether missing office-day requirements should legally or ethically justify a “for cause” dismissal.

What happens to your shares if you get laid off? Do they pay you or not?

If you’re over 40 and you were affected, you will be receiving a list of those included in the layoff and a list of those not laid off. Not with names, but with titles and characteristics. It would be interesting to hear how many associates are on your layoff list.

Here’s what should be in it:

Mandatory OWBPA Disclosure (for Employees 40+)When a reduction in force (RIF) involves two or more employees and a severance waiver is requested, employers must provide a written document containing:The Decisional Unit: A description of the specific group, class, or unit of employees that was considered for the layoff (e.g., "all employees in the Accounting Department").Selection Criteria: The eligibility factors or criteria used to determine who would be laid off and who would be retained.Job Titles and Ages (Selected): A list of the job titles and ages of every individual in that decisional unit who was selected for the RIF.Job Titles and Ages (Not Selected): A list of the ages of all individuals in the same decisional unit who were not selected for the layoff.

Oracle ate all the RSU’s of laid off employees, cruel employer who didn’t pay for hard work. Oracle recruiters always push for equity compensation to inflate overall total compensation.

https://techcrunch.com/2026/05/08/laid-off-oracle-workers-tried-to-negotiate-better-severance-oracle-said-no/

Heard some G8 were force to take a pay cut and become G7 and if they didn't accept those terms. They're gone and would not even get the severance package.

About a third of our team was sent packing with a very meager severance package. Company is getting desperate. Poor financial condition stops new sales which worsens financial condition which scares new customers away. Death spiral as they circle the drain.

Does PTO get paid out with severance?

Not the "handout book".

Thank you for your attention to this matter.

Reaching out to those who were impacted by layoffs last year, especially from non-sales roles.

I understand that employees who were let go in February received 100% of their IBP, and those impacted around September/October received about 75% of their IBP.

Can anyone confirm whether employees who were let go around the June/July timeframe received any IBP payout along with their severance?

Thanks in advance.

What are the chances that we can trade severance for extended employment. I need it for my H1 process.

After todays announcement, it's sure 100% layoffs are happening, do you know what will be the severance, if they will do mass layoffs do you think they will increase severance?