#severance

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.

Apparently has been put on hold . I was initially informed that I would be released at the start of the second quarter. However, today I was informed that this decision has been reversed. While I am grateful to retain my position, I must admit that I was looking forward to the relief of not having the threat of displacement looming over me, and I would prefer to receive a severance package should they decide to terminate my employment. I am now concerned that I might receive an IM or one of those unnecessary RTO reports, which they could potentially use as justification for my dismissal. This marks the third occasion on which I have experienced a similar situation.

Net interest income rose 4% but missed expectations.
Wells Fargo forecasts $50 billion interest income for 2026, below average analyst estimate.
Net income of $1.62 per share up from year ago, missed expectations.
Bank recorded $612 million in severance expenses for job cuts.

https://www.reuters.com/business/finance/wells-fargo-profit-climbs-rising-interest-income-2026-01-14/

Today I should have received my first severance check (direct deposit) and there’s no check stub in colleague zone and so far no direct deposit. WTF

Then we can pass the savings to severance packages.

What's the pay at SVP level? 60 day notice + 10 or 12 weeks pay?Do they pay for any carry over vacation + accrued vacation for the year?

As a longtime Verizon engineering employee, today's outage is no surprise to me. In 2024, the company eliminated over 4,800 jobs in a voluntary severance program, followed by another 13,000 jobs involuntarily in 2025. Many of the people who left were senior employees who understood the network and whose jobs were to find and fix problems before they could impact customers. In their place will go an "AI" system that's not yet in place. It will be interesting to see how long it takes to restore normal operations.

If people affected feel comfortable sharing.

I've read several articles last year in which executives from companies that instituted RTO admitted that was their way of getting rid of people without having to pay them severance. They know we don't want RTO. They know that full well. That's not a bug, that's a feature. They're hoping we'll quit. Please don't do them any favors.

I was laid off in November and still haven't received severance. It is difficult to get ahold of anyone in HR. Anyone else experiencing this?

I was just denied unemployment in Florida cause of the severance I was always told we could still get unemployment

Just an FYI regarding COBRA. For reference, I am a 12/19 off payroll ex-VZ'er. I called Net Benefits when I received the "confusing letter" last week about COBRA benefits. The letter is a standard notice that employers are required to send out to employees who are let go. I asked if I needed to "sign up" for COBRA as reflected in the Net Benefits system and was advised that I did not as I was already auto-enrolled since VZ is paying for COBRA as part of the severance.
What I did find out, however, is that at the end of time period that COBRA is covered by VZ (mine is 6 months), COBRA will automatically renew if you don't contact them to cancel it and they will start send you bills for the monthly cost of the COBRA coverage. So you may want to put a reminder in your calendar to cancel if you don't plan on paying the hefty COBRA fees after VZ stops covering the costs.

Just curious, after I have signed and turned in the severance, what does the company do? Do they sign and return it to me or is their "acceptance" implied when I get a check ?

Anyone know?

Did this same scenario happen to anyone else? I was put on a performance plan for 30 days sept 24th with a list of things to get completed. I had arguments of course of what was written on it. All bullsh-t of course. Even still I did all the things and in a meeting my boss even said I was working towards improving and looking better. Blah blah blah
30 days come and get a meeting invite and told to stay home. Literally got let go exactly 30 days later Oct 24th after my so called performance was improving.
My boss was literally reading from a script telling me I’m let go and I will receive a letter via email to sign. About a week later I received the email I had to sign it or I wouldn’t get my sh---y 60 day pay.
I see others got let go in a different way. Either way this can’t be legal. What do we do? Can we fight this?

It was difficult enough to figure out when I worked for VZ how getting the promotional 'free' new devices worked, but they are definitely not free and I've been paying what I was subsequently told was a discounted rate for them. Glad I get 50% off my mobile bill because I'm still paying $200/mo.

If I were to switch carriers now, I'm sort of assuming I would be handled like a non-employee customer and my entire device balance becomes due? I couldn't get a clear answer out of customer service today as to how much I would owe which is my typical experience with them. I looked through all 8 zillion severance docs and couldn't find any mention of this.

Wonder if TMOB is still offering to pay off devices. I mean I like my VZ service especially for international travel, but I don't like the $200/mo bill now that I'm unemployed. I also don't know if this would get rid of all the plans like $5 Neflix or if that's tied to my FiOS account. We sure don't make things easy or transparent for our customers. Well, ex-we.... I need to stop thinking like I still work there. After so long, it's hard to switch off that way of thinking.

People make sure you document everything during conversations with managers. It’s obvious they are making it uncomfortable for all of us and they do not want to pay out severance. Annual reviews are taking place shortly and they need to dish out a % of NIs. This is how they start putting the wheels in motion for terminating for cause. Document everything!!! Ask your manager to put items in writing!!! Protect yourself. 2026 is going to be a very challenging year for all of us. They simply want a toxic work environment so we leave and they keep the money.

Peace out Mondelez. It's been fun

I know the documents say 30-60 days for them to be paid out but has anyone gotten a more precise date. Specifically for the 12/19 sev group

I was impacted by one of the BS pittsburgh layoffs on December 16th. I was told that I would remain an employee through end of December and would then receive an agreement from HR to sign in order to get an extra 60 days pay.

As of 1/13, I still haven't received a box to return my computer and received nothing from HR. According to Voya, I'm still showing as an active employee and can't access any of my retirement funds until I'm terminated. Curious if anyone else laid off in December received their separation items yet. Also curious if anyone would be willing to share contact info for HR. My boss couldn't be bothered to provide me with that basic info when he fired me.

Did we get sti on our severance check or is this money still coming

Finally some good layoff news. Per Bloomberg Citi is severing 1K people this week. US centric. Pick me before I retire please.

Also FIRST!

How long to get lump sum? I sent weeks a. Go and have not heard back.

Layoffs are underway at Hayden Beverage, a beverage company with locations across Idaho and Montana, according to employees who spoke with NBC Montana on the condition of anonymity.

One employee confirmed they received a one-month severance package and said their last day will be Feb. 8.

https://nbcmontana.com/news/local/layoffs-underway-at-hayden-beverage-employees-say-last-day-is-feb-8

After talking with colleagues current and past, someone had asked does anyone know of statistics of people who declined the last VRP, only to be let go soon thereafter? As a band 4 for some time, seeing this all play out last year into this year it's uncharacteristic that last years offering of same, personnel had 30 days to make a decision whereas this year it's said they only have 10 days!

Who can make a life decision like this in 10 days..... And what about those in-betweeners..... 50 something but not yet retirement age? Many people here in the TN office have said that if you're on a list such as the VRP, you're undoubtedly on some other list somewhere else especially if you take the pass. Any cred to this?

guys, it seems this thing is serious .

I was going through Reddit and reviewing some past post from this forum.

It seems when you get inconsistent meet IM , they can fire you and they don’t even need to initiate any PIP(improvement plan)

I mean fire , not layoff - so no severance.

Most of the people I know who are staying are close to retirement. They are unhappy but see no point in starting over this late. One coworker is months away and jokes about hoping for a layoff with severance. I keep telling him that luck never seems to work that way.

I'm not joking, I'd really like to volunteer if possible.

Don’t forget the law in NJ protects you from mass layoffs of 50 or more employing a 90 day period.

The off made by the company to choose to move to another location and forgo severance is not legal in the state of Nj.

If they offer you 18 months of employment when agreeing to move and you decide to stay, they’ll still owe must pay your severance regardless.

Tell them yes you will move. Work the time offered while interviewing.

When the time comes, tell them they still owe you severance per NJ state law. If they refuse, hire an attorney.

I was laid off recently and might be starting a new job pretty soon. I’m worried about whether taking another role so soon could affect my severance. It wasn't much but I still don’t want to accidentally mess something up. I'm just trying to figure out how careful I need to be.

Wanted to share since everything is cyclical. Looks like we hit bottom on the labor market cuts. Should start turning around very soon. That’s not going to bode well for the tops attrition plans and current treatment of employees. So far they’ve managed to retain more people than they would like; however, with the market maybe starting an upswing, the talent is about to go to greener pastures with higher pay and better treatment. Going to lose the very people they would like to keep. The only thing keeping people here are waiting another year or two to retire (most people), the hangers on do nothings waiting for severance (no offense to you, but you know who you are), and the talent that’s stuck due to a bad job market. The last class of employee is the ones they don’t want to lose, but will be the first to go.

https://www.cnbc.com/amp/2026/01/08/layoff-pace-in-december-hit-lowest-level-since-mid-2024-challenger-says.html

1) If you say NO. Will submit before March 4.

They will hold you until 6mos just like what they did to the CSO folks. Basically, they do nothing getting paid. Wait until you get released so you can get the severance and can file unemployment to the state as you are marked being surplussed.

If you accepted a new job in between 6mos. That is consider a resignation.

2) if you say YES and no plan to drive on the new location - you will get terminated. State unemployment will not be an option.

The automatic rank everyone lower…
The place people on PIPs…..
The lack luster severance…..

Its all done to run off people to avoid any severance payouts AND it’s all designed to recoup money.

1.2 billion $ Russia mistake…the AI promise of cost savings….all black eyes and recouping money any way they can is the make up to cover it up.

So, use this as motivational fuel for later. The job market will get better. Trust me, there are jobs out there that pay more money than Citi, even more so since Citi is not giving up any $ for bonus’s or raises. Citi would have you believe that you’ve got a better deal “here” but at best Citi is average on pay and perks. This…all of this….that Citi is doing is a well rounded snapshot of what Citi thinks of you and your worth.

Take the hint and when things turn around, start seeking jobs outside of Citi even look beyond the financial sector. Use all of what Citi is doing to sharpen your focus on leaving. Use it as motivational fuel to leave once you find something comparable. As far as the return to office jargon…..you might as well work somewhere else for more money and go in the office there instead of here for less $.