#severance

The benefits book severance section confuses me. It makes it sound like Wells Fargo will adjust or reduce your severance payment amount if you also collect unemployment. Does anybody know for sure? I’m in Oregon.

Tim: we are broke, you had fun, but there is no money. We will restructure and apply industry best practices of paying you nothing. Meanwhile let’s all go to LA we will party!

In case you haven’t heard, severance is no longer funded by the company at corporate higher level. Organizations have to absorb those costs now. Those orgs are not going to be as willing to lay people off vs just firing for whatever reason they come up with.

Has anyone heard if there will be an option to express interest again to leave with severance anytime soon? That is with 2 weeks for every year of service?

There’s a clause in the severance that states “you can not work for any competitor with in 12 months of accepting”. This seems highly unfair after a whole career in wireless. What an I supposed to do? Finds a completely different field and forget my years of experience? That’s so unfair… take the money and shut up or starve while you look for work!

I've been pretty much told that I either need to step down and walk away from my role or go through the process of being let go. Is severance even an option?

Nothing has been reduced, right?

Severance for 2026 has anyone heard any changes to the current plan?

Any announcements? What is the severance like if let go?

This week it is official, I will be unemployed for the first time in my life. I've sent out a few applications but I'm nervous. December crew- how did the timing work for vacation payouts and severance, have you gotten your money yet?

They are wanted about a 30% headcount reduction without having to pay severance.

They could completely change the vibe around here if they just handled layoffs differently. What if they actually treated people leaving with some respect, offered a good severance package, and even asked for volunteers first? It wouldn't fix everything, but it would stop morale from cratering every single time.

Around 15% of the entire labour force is being made redundant. Those who joined two to four years ago are particularly affected, with no replacements being offered, and every department is impacted. The good news is that they are being slightly more generous in negotiations over the redundancy package.

If RIF how long do you have to wait to accept another role there to avoid loosing the severance payout?

RIF in Dec and some networking in other teams and want to bring me back ..

So hearing the severance situation is at least 2 months garden pay, possibly another 8 weeks on top of that and 2x weeks for each year of service; at least from two other threads on here. Has anyone heard of the ability to negotiate for more pay and/or at least getting health benefit as longer (or a COBRA payment for say, 6 months)?

I feel it is what it is. The severence rules are laid out. Is there anything specific you should ask?

A consultant with attorneys would gain traction if they were able to determine how many “needs improvements” were handed out in prior years vs 2025 reviews. If the number increased dramatically, then can’t an argument be made that this is their attempt to term employees for they don’t have to pay out severance? I know a person who has been with the company over 20 years and never received an NI before until this year.

Looking for advice on how best to ask for a higher severance amount. Has anyone recently been able to successfully negotiate higher.

Severance is 8 weeks + 2 weeks/year worked, upto max of 26 weeks.

Is the garden leave considered as the initial 8 weeks?

If not, max severance is 8 weeks of garden leave + 26 weeks of severance, right?

https://www.superlawyers.com/resources/wrongful-termination/forced-to-quit-how-to-know-if-you-have-a-constructive-discharge-case/

Proving an employer forced you out (constructive discharge) rather than a genuine layoff involves showing their actions made your job intolerable, using documentation (emails, texts, inconsistent reasons, sudden negative reviews, shifting policies) to prove an illegal motive like discrimination or retaliation, gathering witness testimony, and showing patterns of unfair treatment (like retaining younger/less qualified employees). Key evidence includes contradictory statements from the employer, a sudden shift in performance feedback, or being pushed out after reporting issues, making your resignation legally equivalent to being fired, notes this video shows how to prove age discrimination by showing a younger employee was hired as a replacement.
Key Evidence to Gather
Documentation of Intolerable Conditions: Emails, texts, notes about harassment, unfair treatment, or creating impossible work situations.
Performance Reviews & Policies: Positive reviews before sudden negative ones, or inconsistent application of company policies.
Shifting Justifications: Employer changing reasons for termination (e.g., from restructuring to poor performance).
Witness Statements: Coworkers who observed unfair treatment or discriminatory comments.
Statistical Patterns: If a specific demographic (age, gender, race) was disproportionately targeted in layoffs.
Timing: Termination shortly after a complaint (harassment, disability, pregnancy).
Comparator Evidence: Less-qualified employees outside your protected group were retained.
Steps to Take
Document Everything: Create a detailed, chronological timeline of events, interactions, and incidents.
Report Internally (If Safe): Inform HR or management about the conditions to give the employer a chance to fix them (and to create a record).
Consult an Attorney: Before resigning, speak with an employment lawyer to see if you have a constructive discharge case, as this is a complex legal standard.
File a Claim: An attorney can help you file with the EEOC or state labor boards if you qualify.

I’m probably just a complete d-mb a$$ but I dont feel much empathy for laid off employees who have tenure assuming the severance packages match what is on magenta pulse.

• 2+ months garden leave
• 2 weeks additional severance per year of service on top of garden leave (max of 26 weeks total)
• Additional lump sum payment for those 20+ year lifers who already should have ample savings
• 100% bonus payout regardless of prior year performance
• Next stock vesting for ICs (even more vesting for Director +)

This means those with 8+ years of tenure are getting 6 months of severance pay plus their stock and 100% bonus? This is much better than most Fortune 500 companies right? I get that the job market su-ks but if you have been at all prudent with your finances and have an emergency fund on top of severance then this could end up being a paid vacation for many. This doesn’t even consider unemployment benefits.

I do have empathy for young people or people with kids who are trying to make it in this crazy high cost of living world. But, tenured Gen X and boomers… no empathy for you whatsoever. If you havnt been able to save and invest for the past 25-35 years then I’m sorry for whatever circumstances led to this. Hopefully this generous severance package is enough to bridge you until retirement or social security kicks in

During the severance period, does one have access to rollover from Cash balance plan to an IRA? What if displacement status is 'Retired'?

first start of consumer we are hearing; the smra sr manager role has been eliminated. sounds like at least some of them have been offered a step-down role or severance option and they have the weekend to decide. most consumer will start on tuesday and roll throughout the week

Do not sign anything, hire lawyer right away!

Sue them, report to EEOC, get more severance pay, it’s your rights!

Well, it looks like more lay offs aren’t off the table. Can anyone share what the severance packages were like in the last layoffs? They don’t have a policy that is available like at other companies I’ve worked at.

Out of curiosity I did some AI based research to see how and when a company must account for severence expenses under GAAP, taking into consideration 60 day notice periods, and basically they can incur the expense when they notify you so long as their is little chance of a reversal. additionally. if they have already made their lists for the first part of 2026 (q1/2) and are certain those positions are going away they can take the expense earlier such as in the $612MM hit we took this past quarter. So while severance expenses are expected to be lower by $700MM in 2026, part of the reason they can say that is that layoffs happening in the next few months are already paid for.

Many of us would just like to be done with CA. The constant layoffs create undue stress on the employees. The stress and the health effects are not worth a couple of dollars extra.
But I wanted the severance as many of us do. Afterall in the world of layoffs why should we get the severance when we leave.
So, this is how I did it.
1) Quietly back off on the work you do. Be less productive but not to the point where HR takes notice.
2) Throw in a couple of mistakes here and there.
3) This is key. Casually let your boss know that you are thinking about retiring or leaving the company. Nothing official and absolutely nothing in writing. Provide no solid date.
a. If you do this well, they will start planning for your departure.
4) Never quit. Just mention is casually here and there. Eventually they will plan for your departure but when you do not leave, they will be forced into a layoff.
There! Several is not many thousands of dollars in your pocket.

I'm wondering if there'd been any changes.

The cowards in management are doing everything they can to avoid a severance to those who have put years into this company to get it to a position to be acquired for $4B. Shankar and Norlin are absolute cowards with no morals or appreciation for the people who do the work.

Evolent started the new year with another round of layoffs on 01/15/26.
Approximately 125 people so far located in US, Philippines and India.

We all know the bank changed the severance package last year. But I’m hearing from long time employees that you’re able to negotiate a longer severance.
Is any of that true?

Anyone know if former employees are bonus eligible while on severance? Said employee made it through the last day of eligibility as a WF employee in 2025. I have heard rumors that those impacted may get a prorated bonus; however, there is nothing in their severance paperwork. Any insight welcome and appreciated.

Has anyone in the 12/10/25 class received their severance payment? I did a quick search and didn’t find any posts.

first time IM. will be happy if have a severence package...

Few of us were laid off today. Given 2 weeks notice and severance.

Has anyone successfully negotiated the severance package?
Any tips or tricks?

Group meeting followed by a touch base meeting informing role will be eliminated. HR executive stated that the company is moving to "A Global HR Model" and that outsourcing of Admin and "transactional" tasks will be taking place by Genpact an overseas outsourcing company. Introducing a new HR System 'Workday" to replace UKG and Cornerstone.

Claim is that it's due to a "Significant operating expenses at national and international functions". Company moving to a "globally standardized system". Something about based off the new operating model group in Austria. Leadership does not have enough information to tell when cuts will begin but will take place in phases with at least a 60 day notice. Jobs being cut from Aug 2026 though March 2027. Estimated 130 HR roles cut (half the dept) all teams affected except internal communications and HR project.

A separation support package will be provided (if they stay on till the end of employment) must be agreed to within 45 days:

• Separation pay calculated on tenure as last day. Those who work a minimum of 12 weeks after the announcement are eligible for an additional 12 weeks.
• If elect COBRA ALDI will pay COBRA fee for 6 months.
• Unused sick time and vacation time will be paid out.
• Career transition services offered for up to 6 months starting 30 days prior to separation date.
• All affected are eligible for rehire.

Decision on who was cut is based on tenure.