#severance

I was severed, last day end of the year. It is amazing how many people in my department think they are safe. Maybe its just coping at its finest. They are next, department still way too bloated.

Are impacted employees taking severance in Foster City eligible to apply for California unemployment benefits? If yes, how soon should we apply for it? After the 2 month period when actual termination happens?

we keep cutting back on support roles while investing more in AI. $80+ M in severance costs in Q3, grew quite a bit. Sales ops has been hit particularly hard, AI is now handling work that used to require 100+. more salespeople added and AI engineers but need fewer people in supporting roles... the push to do more with fewer employees will continue into 2027.

Let’s see the picture:

1. 20 packages sent to VZB techs in Florida.
2. Only 1 tech took the package
3. Almost Zero work
4. Headcount will be reduced.
5. Wall Street wins again
6. Technicians and their families lose.
7. Frontier headcount probably included?

When I was offered the VRP earlier this year, I specifically asked HR if I would be eligible for unemployment benefits. I was told explicitly that I would be. When the severance package ran out, and I hadn't found another job yet, I applied for unemployment, and was denied because I took a "Voluntary" package. Has anyone else had any experience with this?

Company announced employees must relocate or accept a severance in Engineering . Tricky this time as they only give you an electronic summary that you can NOT download. Employees have just 2 weeks to decide on severance. However, Charter will not release full severance details until employees decide to take the severance. Very shady. Employees are given weeks pay for every year of service which is capped at 39 weeks which equals 13 years. Long tenured employees getting sc--wed under the cap of 39 weeks (equals 9 months). Sr. Managers and down have same severance structure...weird. What's even weirder is employees have to accept severance before they will know their end dates.

Reports indicate that Geotab has recently implemented significant layoffs. Online discussions suggest approximately 350 employees, or about 10% of the company's staff, have been affected. Affected employees are reportedly seeking legal counsel regarding their severance entitlements. The company has not officially confirmed the number of job cuts or provided a reason. This situation highlights potential severance pay issues for non-unionized workers.

Oakville, Ontario

https://stlawyers.ca/blog-news/geotab-cuts-october-2026/

Alaska Airlines is reducing its workforce by approximately 200 management positions nationwide. This includes eliminating 48 jobs in Hawaii due to increased operational expenses. The company cited rising fuel costs and a need to streamline management as primary reasons for the cuts. Affected employees will receive severance and transition support. These layoffs are separate from the acquisition of Hawaiian Holdings.

https://www.staradvertiser.com/2026/10/30/breaking-news/alaska-airlines-cutting-48-hawaii-jobs-citing-higher-fuel-costs/

By presenting your employees with one of the worst CiC's in history. You'll be remembered as a company built in the backs of hard workers who were gladly stepped over in the end, but Dennis got his board seat!

Here it is, always at this time of year. Happy Holidays tenured employees, come and unwrap your displacement package. I wouldn't say completely blindsided by their gross actions and timing of it but blindsided enough at the amount of layoffs by a new care center director who is utterly oblivious -while they simultaneously open up a large new batch of roles. Who is approving these outrageous business decisions? Are our senior executives mentally ok? Beware everyone. You could also appear on Santa's next naughty list and a wrapped severance package under your tree too.

For those who took VSPs and ISPs, would you ever consider returning as consultants? What would be compelling enough for you? I’m not a decision maker, and I’m asking purely out of curiosity. I know many who happily took the package and made plans for retirement, but I also know others who were negatively impacted. My heart goes out to everyone whose lives were disrupted.

folks, the news about the early retirement should be a wake-up call for everyone in tech. that's roughly a third of the workforce, and whether it's voluntary exits or layoffs, the message is clear. msft and other companies are looking for ways to cut costs while pouring billions into AI & data centers (and automation). I think this trend is only going to accelerate.

my 2 c... first know your severance package and exactly how long you can survive without a paycheck. second keep at least 6 mo of living expenses saved. 3rd update your resume and linkedin NOW, not after you get laid off. finally start building your prof network outside your co. talk to people and contribute to open source, share your projects on github (very iportant), and build some credibility before you actually need it.

stop collecting useless certs and start building real AI projects. build something - a RAG app, an agent, or some automation thatsolves a problem. employers want to see what you can do not just what courses you've completed. Having a solid portfolio and knowing the right people can make a huge differnce when you're suddenly looking for work.

if you're on H1B, you need to take this even more seriously, you don't just risk losing your paycheck, you risk uprooting your entire family or whoever depends on u: your kids, your home, your immigration status, everything can be affected. i'd say put 10x the effort into networking, saving money, and preparing backup options. don't assume your co will protect you. the biggest mistake is thinking you'll deal with all this when it happens. by then you're already behind. the job market is changing FAST, and being loyal to one company isn't a career startegy anymore. Build your options now!!! even if your job feels completely secure. not trying to scare anyone, just sharing some practial advice.

the uncertaintity in tech isn't going away anytime soon and being prepared is a lot better than scrambling after getting that unexpected meeting invite.

Yes — severance doesn't block UI

• California — yes
• Illinois — yes, even if paid over time
• Washington — yes, in most cases
• North Carolina — yes
• Michigan — yes, if severance is under 1.6x your weekly benefit; reduced above that

Yes, with conditions

• New York — yes if lump sum; no/delayed if weekly payments exceed $504/wk
• New Jersey — yes if lump sum; no/delayed if paid in installments
• Texas — yes if lump sum; no/delayed if salary continuation
• Georgia — conditional; lump sum often spread over weeks (severance ÷ weekly pay)
• Pennsylvania — yes up to 40% of state average annual wage (~$28,154 for 2026); deducted above that
• Massachusetts — yes up to $600/wk; reduced above that

No — delays or reduces UI

• Florida — no; counts as income, disqualifies weeks equal to severance ÷ weekly wage
• Minnesota — no; delays if severance is FICA wages
• Ohio — no; can reduce or delay

Rule of thumb everywhere: lump sum is treated better than salary continuation, and always report the severance. Rules vary and change — verify with your state unemployment office.

Comcast’s October 29 WARN filing in Washington confirms 159 permanent layoffs across multiple departments, including VP-level positions, with separations beginning December 31.

What stands out is that Comcast has sometimes managed restructurings without WARN filings, although it has filed them in the past.

The concern is the scale. This appears to be more than eliminating a few redundant leadership roles. Comcast is making significant organizational changes across multiple functions.

The next thing to watch is whether Pennsylvania receives a WARN filing, which could provide more insight into the extent of layoffs at Comcast’s Philadelphia headquarters.

It reinforces how substantial this restructuring is. It’s not over. 👀

Curious if severance is paid out in one lump sum. And if not, is the COBRA subsidy the full severance period?

Every single person I know would rather take a package than continue working for this company. Including my entire team, my leader, my leader's leader, my direct reports, everyone. We are all pretty open and vocal all around about it. There is zero trust and faith in the ranks above. And if they were to be honest they probably would want a package.

This is such a terrible miserable place to work. No direction and no viable purpose in any processes. A lot of aimless nonsense. But they are going to pay us to leave. They want us to give up and quit. But not going to happen. Let's get those packages handed out and show us the money!!!

While making money overall, NOV is restructuring its physical footprint. During its latest earnings report, the company specifically recorded $18 million in write-downs due to facility closures and $28 million in corporate restructuring and severance costs =!Lay-offs

I'd give anything to be in your shoes. Anything.

Now im hearing that these sc-mbags lowered the severance packages to only 1 week per year served, instead of the 10-16 weeks depending on full time pay band

Is this true across the board?

Oshkosh Corporation has eliminated approximately 80 salaried, office-based positions within its Transport segment. This reduction represents less than three percent of the segment's total workforce. Employees were notified of the layoffs on October 27th and provided with severance packages. The company also recently announced third-quarter earnings that did not meet analyst predictions. Furthermore, Oshkosh Corporation has lowered its projected full-year profit.

Oshkosh, Wisconsin

https://www.thenorthwestern.com/story/money/companies/2026/10/29/oshkosh-corp-layoffs-80-salaried-workers-transport-segment/92496737007/

from prior rumor on this site, expected 16 weeks plus years of employment - 2. turns out to be exactly 1 week per year at work. and you expect daily work duties until 12/31?

I know of two people who were let go in the last couple of weeks. Both received severance. This is the first time I've heard of people being let go with severance outside of regular layoffs. Is this something that happens often?

It feels worse than I expected, to be honest. I'm petrified, considering how bad the job market is. The severance doesn't seem enough considering how low everybody's chances are at finding something new any time soon. Good luck to the rest of you, something tells me you'll need it.

I have lost access to everything. No workday or email. They said my last day would be December 31st. and then the severance package would kick in. Is this what happened to most of you? Also, did they say anything about the bonuses or RSUs?

Or did they implement any reductions?

Just had my call with my manager. There are more conversations happening today. 12 years with stellar performance and they really just bend you over. I guess the severance is supposed to the lube. Fu-k this place.

Have you received your severance package yet? Not looking for any details, just trying to figure out if they’ve started sending them out?

Use this thread to post what you learn about layoffs today (orgs, levels, offices, severance, etc.)

I was laid off yesteday as part of this layoff round. I'm pregnant. They were was fully aware of my pregnancy which makes this whole situation even more bad. Does anyone know if these layoffs were limited to FLEX employees, or were other teams and employment types affected as well? Also, if anyone has been through something similar, especially while pregnant... I'd really appreciate any advice on severance, benefits, health insurance (or potential legal paths). I'm still trying to process everything and figure out what to do next.

There are 20-50 layoffs everyday. Around 200 every week.
The slow bleed continues. The staff members are not getting any extra dime for employment buyouts.
The executive employees get golden parachute. Their severance package has cash payment plus stock.

Anyone think Truist will offer an early retirement package (or buyout package as some companies are calling it) again like they did several years ago? Hoping that happens sooner rather than later!!

Thank you to everyone who shared valuable information on here about this entire ordeal. Hard to believe every piece of information we got was via an online forum and not communicated to us via leadership. To all those impacted, may your severance be large and your job search be smooth. This was truly heart-wrenching to watch it unfold. Much love and support to everyone.

Hi everyone,

Today, we're making difficult choices about where we invest and how we organize Dropbox to achieve the product and growth priorities that will matter most for our long-term strategy. As part of these changes, we've made the decision to eliminate about 200 roles across Engineering, Product, Design, and G&A teams (approximately 9% of our global workforce). For most impacted Dropboxers, today will be their last day.

S-team and I take full ownership of this decision and recognize that these colleagues have made meaningful contributions to Dropbox, our products, our customers, and our teams. Our first priority today is to treat every person affected with the care and respect they deserve.

Changes to Senior Leadership

I also want to share that Ali Dasdan has decided to move on from Dropbox. During his time here, Ali led and strengthened many of the technical capabilities we'll rely on as we move into the next phase of our transformation. I'm grateful for his leadership, his partnership, and the foundation he and the team have put in place. Ali's last day is November 18th, and he'll be focused on ensuring a smooth transition through next month. We wish him all the best in what comes next.

Why we're making these changes

Our business is profitable, and we've built real momentum this year. Our two-year strategy sets a clear direction for growth: solving more of our customers' critical workflows; reaching more of our chosen customers, including larger companies; and bringing our technology to new markets.

Delivering on that strategy requires concentrating our resources on the priorities that will have the greatest potential for customer impact and growth.

That means making hard choices about where we invest, how we're organized, and what work we simplify, scale back, or stop. Those choices include the difficult decision to reduce the size of our team.

How we'll prioritize going forward

In order to be successful, we can't take the same work and spread it across fewer people. We'll streamline teams and concentrate support and resources against product areas that have the highest impact on our customers and Dropbox as a business.

Taking care of impacted employees

To those leaving Dropbox, we're committed to supporting you through this transition. Departing Dropboxers are eligible for a severance package in line with the following:

Severance, equity, and transition support:

Sixteen weeks of pay beginning today, plus one additional week for each completed year at Dropbox. International packages will reflect local practices and legal requirements

Q4 equity vesting

For employees on the Corporate Bonus plan, a prorated lump-sum payment based on their 2026 bonus target

Immigration support for impacted visa holders

Healthcare and well-being:

U.S. employees will receive six months of COBRA subsidy, if elected and eligible

Modern Health access will continue through the end of the separation month to support mental well-being, with extension options detailed in severance packages

Payment for eligible current and approved upcoming paid leaves, including medical and family leave

Additional support:

Devices: Impacted employees will be eligible to keep (1) Dropbox laptop, (1) mobile device if assigned, and all existing desktop peripherals

Job placement: Job placement services and career coaching will be available at no cost

What comes next

Right now, our focus is on the colleagues who are leaving Dropbox. Please give them the space and support they need.

And to everyone leaving Dropbox: thank you. Your work to build our capabilities, serve our customers, and contribute to our culture has been deeply meaningful. I'm grateful for everything you've contributed.

Ashraf

Can somebody share what's the package like, please?

Oh, I forgot...retail mentality.

We know more layoffs are coming. I'm wondering if there's a chance severance might undergo some changes before then. Has that happened before?

UnityPoint Health is continuing its restructuring efforts in Iowa with significant layoffs. The healthcare system plans to eliminate 230 positions in early 2027. These changes are part of a broader strategy to address rising costs and financial pressures within the healthcare industry. The company has already laid off hundreds of employees in 2026. Affected employees are being offered severance and career transition support.

Iowa

https://koel.com/ixp/676/p/unitypoint-iowa-layoffs/