#severance

If my last day on payroll is 12/19 but my work anniversary is January 1 do I get a prorated amount or is it a hard cut off for years of service?

I was hired in December 2 years ago and in the RIF call I asked my manager if I will get severance based on the last day of work or notice day which will make a difference to get a 1 or 2 years based severance package.
He didn't know and said HR will contact you but no one did so I wonder what to expect as I didn't get any further communication yet after my manager's call

Looks like they are cutting everywhere. Last day is Dec 19th. Package info will be released later today.
Looking forward to great opportunities.

has anyone been able to access the severance portal yet? Every time I try to follow the login instructions, it tells me i entered the wrong username and/or PW and won't let me get any further

Does anyone know what they use to determinate the sev package? Is it 2 weeks a year? Straight 6 month salary?? Etc

This is more of a vent….

So, my layoff date is January 8th, 2025. I’ve only been with the company for 2 and a half years. I see I’m only getting a month’s worth of severance pay - the three weeks plus 40hrs of PTO. That’s bs! How am I supposed to survive? I’ve seen some companies give at least three months worth of a package. And I’ve already been looking for jobs, but I’m getting lots of rejection emails. I have a Masters in Healthcare Administration and I just saw where my degree will no longer be considered a professional degree. This year has already been a train wreck for me personally! I couldn’t even celebrate my graduation because I literally found out I was being laid off a week afterwards. 2026, please be good to us. We need jobs, income, and peace. At least I do.

This is sad for me working for almost 8 years just got laid off

I want to milk this to the maximum. I earned it after 12 years here.

Part of the 9/19 bloodbath and got laid off without notice.

Aren't we supposed to get 60 day notice due to the federal WARN act? WARN violations charge $500 per day of violation. We should be getting an extra $30,000 to our severance.

Sorry if this was already asked and answered, but posts are coming in too fast and I can't keep up. Are people getting any extended medical coverage as part of the severance package?

Got the webex from my boss's boss. I'm out. Last Day 12/20 on payroll. Severance portal opens at 1pm.

Corporate Finance Ops. I'm 53. 9 years with company. 3 years as contractor before that. Band 7.

What’s the severance package like? Enhanced and 3 weeks per year like it’s been in the past? Standard 2 weeks per year? Or is it really just 1 week per year like some rumors have mentioned?

The only thing worth anything in the retirement package is you can carry over your sup life insurance. All else seems expensive as cra*. But they do now have an option to get through ACA.

So sorry. Just had it happen to me. Was read a generic script about how I'm going to receive something 'comprehensive' when I relocated less than two years ago. Can't wait for my 2 weeks of severance!

Employed through 2/20 per NJ Law. Severance portal opens at 1ET. EPP extended 1yr though so...woohoo.

Twas the night before RIF-mas, and all through the store, not a salesman was selling, not one through the door. The severance was printed by HR with care, in hopes that the shareholders soon would be there.
The "V-Team" was nestled all stressed in their beds, while visions of metrics danced in their heads; And supervisors anxious, and I in my cap, had just settled down for a restless, short nap,
When out on the network, there rose such a clatter, I sprang from my laptop to see what was the matter. Away to my Outlook I flew like a flash, to see who was cut to save corporate cash.
The glow of the monitor on the newly fallen snow gave a lustre of panic to objects below. When, what to my wondering eyes should appear, but a mass email sent at the end of the year,
With a little old driver, so lively and grand, I knew in a moment 'twas the boss of the Brand. More rapid than 5G his notices came, And he whistled, and shouted, and called them by name:
"Now, Retail! Now, Network! Now, Admin and Billing! On, Tech Ops! on, Support! The numbers are chilling! To the end of the quarter! To the side of the wall! Now slash away! Slash away! Slash away all!"
As dry leaves that before the wild hurricane fly, When they meet with a budget, they mount to the sky; So up to the C-Suite the profits they flew, With a sleigh full of bonuses, and dividends too.
And then, in a twinkling, I heard on the call the prancing and pawing of the Town Hall. As I drew in my head and was turning around, the reduction in force came down with a bound.
He was dressed all in suits, from his head to his foot, and his reputation was covered with ashes and soot; A bundle of pink slips he had flung on his back, and he looked like a reaper just opening his pack.
His eyes—how they shifted! His dimples, how scary! His outlook was bullish, his logic was airy! He spoke not a word, but went straight to his work, and fired the veterans; then turned with a je-k,
And laying a finger aside of his nose, And hitting "Reply All," up the stock market rose; He sprang to his limo, to his board gave a whistle, And away they all flew like the down of a thistle.
But I heard him exclaim, ere he drove out of sight— "Happy RIF-mas to all, and to all a good night!"

I feel for everyone going through the RIF right now. I was there, high performer for the company, bled for the company, and there I was dismissed.

If they offer it, take the enhanced severance package. This package gives you 50% more but means you can never work at Verizon again. I asked where I could sign instantly when presented with the this option.

I found another job that pays me 25% more than when I worked at VZW, and I was a high performing leader. Honestly, VZW is a sinking ship. If you aren’t RIF’d this go round, start looking for something better. The grass is greener on the other side.

The sun will shine again, and brighter once you are out of the VZW shadow.

I was wondering if commission pay was included in the severance package. Preparing for the worst. Good luck to everyone God bless you.

I’ve worked in the retail side of the business for 8 years. I’ve seen the shift of customer service to overseas, the inflated quotas and the lack of communication between higher ups and store level management. The company has changed its direction 180 degrees and shareholder profits and faith have shifted with it. For a lot of people the job search is what scares them. I personally see severance, unemployment and time with family around the holidays as an unexpected surprise to embrace. Some people are okay with complacency, but sometimes you just need a change.

I've made decision to leave the company regardless of what happens with the layoff. I'll likely survive, but would gladly take the severance.

My question for today is: Does VZ still pay the full STI amount for 2024 if I resign in January 2026?

I’ve been with this toxic cesspool of a company for about 6 years. How much severance will they give me?

1. Download / Save Everything

Paystubs (last 6–12)

Benefits summary (health, dental, vision)

401k + pension info

ESPP / RSU info

Performance reviews

Any key project notes or achievements (non-confidential only)

1. Update Your Professional Stuff

Résumé – add current responsibilities + measurable wins

LinkedIn – match job titles, add recent projects

List of references – 3–5 colleagues who respect your work

List of ex-Verizon contacts who left and landed well

1. Personal Finance Snapshot

Months of cash runway you have right now

Credit available (just knowledge, not use)

Monthly bare-bones expenses

Rough idea of what a severance package could extend (ballpark)

1. Devices / Access

Make sure personal email and personal phone are the recovery contacts on everything.

Ensure two-factor logins for personal accounts do NOT rely solely on your work phone or work laptop.

Save anything personal stored on your work device (photos, notes).

1. Mental & Tactical Prep

Expect tomorrow to be chaotic — stay neutral, say little, sign nothing.

If hit: take the packet home, don’t make decisions in the room.

If not hit: assume more waves and start quietly building an exit plan.

1. Download / Save Everything

Paystubs (last 6–12)

Benefits summary (health, dental, vision)

401k + pension info

ESPP / RSU info

Performance reviews

Any key project notes or achievements (non-confidential only)

1. Update Your Professional Stuff

Résumé – add current responsibilities + measurable wins

LinkedIn – match job titles, add recent projects

List of references – 3–5 colleagues who respect your work

List of ex-Verizon contacts who left and landed well

1. Personal Finance Snapshot

Months of cash runway you have right now

Credit available (just knowledge, not use)

Monthly bare-bones expenses

Rough idea of what a severance package could extend (ballpark)

1. Devices / Access

Make sure personal email and personal phone are the recovery contacts on everything.

Ensure two-factor logins for personal accounts do NOT rely solely on your work phone or work laptop.

Save anything personal stored on your work device (photos, notes).

1. Mental & Tactical Prep

Expect tomorrow to be chaotic — stay neutral, say little, sign nothing.

If hit: take the packet home, don’t make decisions in the room.

If not hit: assume more waves and start quietly building an exit plan.

Dan has brought a typical corporate America culture to Verizon. Long gone are the days of making a good salary, receiving a good bonus, and having a career path. This is the way it is going to go from here on out people... And I speak from experience.

1) Bonuses will be cut
2) Raises and stock benefits will be reduced (stock might be taken away)
3) Layoffs will continue. This is due to two reasons: 1) Dan wants 30% and this first round is only 15%, and 2) Frontier transition means more people on payroll and they can't be touched for x amount of time.
4) Travel will be cut and have to be approved by SVP levels. Any spending will be scrutinized.
5) Offshore jobs will accelerate. AI will take some, but they'll take the quickest path and that's moving jobs to India.

I am speaking from personal experience. I was actually told I had to take an 15% salary REDUCTION to stay with the company. This was over 20 years ago with EDS (Electronic Data Systems) and then when HP took over (sparked massive layoffs then too). Our CEO got a nice golden parachute on his way out.

Verizon has been very generous with their packages and I just don't see Dan carrying that onward. He is a axe man who will stop at nothing to squeeze out a little more profit.

I am glad I left corporate America and now make a comfortable salary in the private sector. I don't make as much money, but I am happy.. best job I have ever had and I make a difference.

I feel really bad for those being let go and for those staying. It's a lose-lose situation for everyone. Best of luck to all of you.

1) Another RIF in March
2) Bonuses being revamped downward
3) Severance package to include one week per year of service
4) Another RIF in August

Here is what I collected so far, had to stop at 50:
Negotiating a better severance pkg?
https://www.thelayoff.com/t/1kaeqr38f
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Would somebody who's been here for less than six months get any severance?
https://www.thelayoff.com/t/1kaeh7pbj
post @OP+1kaeh7pbj
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Non-Compete and Severance Clauses
https://www.thelayoff.com/t/1kady1hnr
post @OP+1kady1hnr
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Verizon Layoff Severance Packages in 2025
https://www.thelayoff.com/t/1kacrk8ch
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My severance
https://www.thelayoff.com/t/1kachh1qg
post @OP+1kachh1qg
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Kind of want to get the severance.
https://www.thelayoff.com/t/1kaca1eph
post @OP+1kaca1eph
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How do you receive and sign the severance paperwork?
https://www.thelayoff.com/t/1kac9a0t7
post @OP+1kac9a0t7
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How long does it actually take for severance to show up?
https://www.thelayoff.com/t/1kac1qb0f
post @OP+1kac1qb0f
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Severance package or just the door ?
https://www.thelayoff.com/t/1ka72vz4y
post @OP+1ka72vz4y
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Is it possible to get both severance and unemployment?
https://www.thelayoff.com/t/1ka686k4r
post @OP+1ka686k4r
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When is severance payed out?
https://www.thelayoff.com/t/1ka28zyww
post @OP+1ka28zyww
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Which one of you got #severance-rpts taken down
https://www.thelayoff.com/t/1ka278xkb
post @OP+1ka278xkb
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Question Regarding Severance Eligibility and Service Time Calculation
https://www.thelayoff.com/t/1ka20r3qg
post @OP+1ka20r3qg
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Severance package ?
https://www.thelayoff.com/t/1k9zjr205
post @OP+1k9zjr205
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Has anyone declined signing the terms of your severance, to preserve your right to sue, and been offered a bigger severance?
https://www.thelayoff.com/t/1k87enajg
post @OP+1k87enajg
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Severance package if RIF
https://www.thelayoff.com/t/1k7y58yvt
post @OP+1k7y58yvt
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What was your severance?
https://www.thelayoff.com/t/1k0pj225x
post @OP+1k0pj225x
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Stock together for VSPers/Enhanced Severance
https://www.thelayoff.com/t/1jqvd7qde
post @OP+1jqvd7qde
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any one able to access the severance url ? I am getting unauthorized error .
https://www.thelayoff.com/t/1jqg9tpwx
post @OP+1jqg9tpwx
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Severance payment
https://www.thelayoff.com/t/1vsvnKiS
post @OP+1vsvnKiS
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Verizon VSP severance portal link
https://www.thelayoff.com/t/1uJeFEor
post @OP+1uJeFEor
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Severance Received?
https://www.thelayoff.com/t/1uIM7RcO
post @OP+1uIM7RcO
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60 Week Severance
https://www.thelayoff.com/t/1uFkw999
post @OP+1uFkw999
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Unemployment in TX / RIF’d with severance
https://www.thelayoff.com/t/1u8OG9kB
post @OP+1u8OG9kB
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For the VSP’ers, does anyone know if vacation will be paid out with the severance? Or as a last pay check prior to the severance payout?
https://www.thelayoff.com/t/1u186Ck8
post @OP+1u186Ck8
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How much tax will they take out of the severance + bonus pay?
https://www.thelayoff.com/t/1tZy1oie
post @OP+1tZy1oie
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Historical RIF severance question
https://www.thelayoff.com/t/1tV6NucB
post @OP+1tV6NucB
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Severance Question for NJ
https://www.thelayoff.com/t/1sNYEvBW
post @OP+1sNYEvBW
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Any rumors on upcoming layoffs / severance package..
https://www.thelayoff.com/t/1sz5YgRU
post @OP+1sz5YgRU
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Do new hires receive a severance package during layoffs?
https://www.thelayoff.com/t/1qjjYJQJ
post @OP+1qjjYJQJ
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severance pkg
https://www.thelayoff.com/t/1nlyWnwu
post @OP+1nlyWnwu
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No Guarantee for Severance
https://www.thelayoff.com/t/1mSHrGkZ
post @OP+1mSHrGkZ
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Thanks for the summer off and then the severance Verizon
https://www.thelayoff.com/t/1mSYAQ1M
post @OP+1mSYAQ1M
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Severance - last day
https://www.thelayoff.com/t/1lGe942j
post @OP+1lGe942j
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What was the last round of severance like?
https://www.thelayoff.com/t/1kvUvAdQ
post @OP+1kvUvAdQ
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Can They withhold your severance?
https://www.thelayoff.com/t/1kce5s25
post @OP+1kce5s25
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Severance question
https://www.thelayoff.com/t/1jEqjxHN
post @OP+1jEqjxHN
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Enhanced severance
https://www.thelayoff.com/t/1juS7MNO
post @OP+1juS7MNO
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You’re not working towards your retirement at Verizon, you’re working for your severance
https://www.thelayoff.com/t/1jtFNs4e
post @OP+1jtFNs4e
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Severance package?
https://www.thelayoff.com/t/1jqfT7sG
post @OP+1jqfT7sG
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Severance details
https://www.thelayoff.com/t/1jpiC0ah
post @OP+1jpiC0ah
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Which of these will be in the severance package?
https://www.thelayoff.com/t/1jnWT1ln
post @OP+1jnWT1ln
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Severance time
https://www.thelayoff.com/t/1i3Le7nT
post @OP+1i3Le7nT
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Verizon Severance Package
https://www.thelayoff.com/t/1eZWNo9G
post @OP+1eZWNo9G
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A New Year: get those severance packages
https://www.thelayoff.com/t/1eAjGomc
post @OP+1eAjGomc
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What does a management severance pkg nowadays look like? 2 weeks per yr of svc maybe?
https://www.thelayoff.com/t/1aTzlN2H
post @OP+1aTzlN2H
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Is it smart to wait for severance
https://www.thelayoff.com/t/1a5NURKZ
post @OP+1a5NURKZ
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Should I file STD instead of accepting severance?
https://www.thelayoff.com/t/19dbgamu
post @OP+19dbgamu
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Severance Package changes
https://www.thelayoff.com/t/171FyOUj
post @OP+171FyOUj
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How does checking exempt affect my severance package
https://www.thelayoff.com/t/16Xcf1zT
post @OP+16Xcf1zT
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I was doing some research on common severance situations using my AI of choice and it mentioned that some have been able to negotiate a better severance offer even up to the VSP levels? Anybody know is that really a thing? I didn't think we really had any leverage in this whole thing?

Left on as a “special advisor” so he can keep his $20 million. F the board for even allowing that and F Dan for immediately cutting positions as a means to cost cutting when it is public knowledge that we are paying the man who ran us in to the ground what is basically a massive severance. If I were looking to save I would see that $20 million as a good start

If anything at all, give that S-B the same 2 weeks a year that the rest of us get. Terrible optics and a glaring example of corruption.

Has anyone else noticed “stock together” is now gone from “your total rewards” page?

Furthermore, according to the last non-voluntary severance documents, they paid you a prorated amount of your stock units.

That would equate to 83% of THIS years stock award you will get to keep. The rest for the following years will be forfeited.

Hello. I have money and am losing my work passion. It’s mostly as a result of workload and how frustrating it is to accomplish the most basic of things.
If I volunteer for lay off, what are the implications? Is the severance one year for someone with 25 years of service? Am I going to give up a good bonus score? I know scores are manipulated to achieve certain payouts. I am on the fence about continuing here, but I know I am very good at my job.

For those that are impacted by the reduction in force, please check or have someone go over the severance agreement to see if there's a timeframe set for a non-compete clause. This would include verbiage regarding a timeframe of which you may be illegible for employment by a similar company offering a similar or slightly different role. While some states do have limitations on this, please exercise due diligence.

Example: You may be barred from working in a telecom or similar company for a period of six months before they would consider hiring you. You would go through the whole interview process, but then get hung up during the final selection due to this.

How many others have pivoted from "oh, God, please don't let it be me," to "fu-k it, give me my severance" since this all started?

Sorry that were all here again trying to figure out how these decisions are being made. Ive been here 20+ years, worked for a lot of leaders at the top (some currently still there) and without giving out too many details -- unfortunately this is far too common in the tech industry. My peers and I have survived some major ones since 2015-- (some were impacted, relo'd, VSP, Rif'd --lots of great talent that was lost in the last decade) This happens pretty routine with some being larger when we changed leaders/strategy since the days of Lowell McCadams... Anyways, I've had a couple of discussions with several groups and take this comment as an educated guess (some claim they heard this from some decision makers) and if it helps you predict your outcome so that you can decide on next steps, then great-- but also remember that at this point-- all those decisions have already been made so "try" not to let this consume you (I know much easier said than done!) but just trust that you can't change that outcome so hopefully you can make peace with whatever happens from now until Thursday. That being said here's what I've heard

1. If you were asked to work from home this week -- you may be impacted -- this makes sense as to try and not have a huge emotionally charged situation happen in office on Thursday-- it may impact you or your overall group

2. Band 5 and up were suppose to be notified today, Band 6 (ADs) notified tomorrow, and the rest on Thursday --- Seems that some people are notified today so this seems to be likely as well

3. There will be guidance on who is rif'd to prevent law suits. It wont be random or get rid of x people, it most likely will be based on the following - Anyone on a performance PIP or write up, anyone tagged as "home based" and not near an office location (may be department specific) --- Everyone knows that theres a push for minimum 3 days in the office and BAU prior to covid... so if you moved, or aren't near an office then they may offer you the choice to move but with the interest rate etc. this option may not be likely for most-- *again this make sense just based on the direction of employees being hybrid or in office preferred. Not to say no departments/jobs can work from home, but that being the norm will change to the exception --FYI this is 14,500 emps alone across the enterprise (I have the exact number but don't need more people poking around how I know that!)

4. no Brainer- redundancy will be eliminated-- And for consumer it will start with the Sales leaders hierarchy-- This is not new folks, it will mean Indirect/Retail Market leaders will be consolidated starting on the sales side (heard this went from 6 to 4 today, but I haven't confirmed and someone from CSO told me this, but haven't checked so if someone can verify here thanks)----> which means DMs/managers,reps, store closures or plans to convert those to indirect, then their support teams will be consolidated which are field ops, field enablement, training, merch, HR, talent acquisition etc) and marketing groups that got beefed up again will get consolidated **more on this on #5, but this is also not a new way to make these decisions so it overall makes sense. When Krista left and Market leaders were stood up-- they just followed suit generally to the prior markets -- but we had a larger hierarch of AREA and consolidating it from 6-4 MPs make sense to do the same task with less people and just spread the out more.

5.) this one is a little bit more specific/niche to department/job function that's tied to the consolidating of Sales MPs --- this is general educated guess so it may be completely off-- but there's always been a move to group Retail and Indirect together in one umbrella-- which started even back in the days when Kevin was here before he came back. -- SO again not a new way to "consolidate" this means that strategy and operations needs to align-- which typically means Finance supports enterprise budget/data and these are your aggregated info/data folks (some consolidation may happen here also) but generally they don't support a particularly niche but support enterprise-- so everyone uses their info since thats what the leaders get, then you get the folks below them that take their info and break it down to dashboards and data, analysis for leaders tasked with managing people's performance/KPI and metrics -- these are probably your GTS folks, developers that get a jira, data scientist, data visualization, business intelligence roles (think MeTREX, tableau dashboards etc), groups managing resources that are EDW based, GCP developers etc-- (again may get touched but depends if theres overlap and redundancies---- )
But then theres other "rouge" reporting/strategy groups that do similar roles/functions but are either niche, or specific to a group--- back in the days, this would be your region reporting folks not in a finance umbrella or reporting folks that are with non/reporting titles and are in none data groups--- Making the choice on how to consolidate this will probably entail more than general guidance-- (back then it was streamlining titles, departments, or number of employees a manager has etc.) but if you're supporting more of a niche- then it may not align with overall strategy so you may also be impacted. This is probably the most vague--- but if you think Finance is the law with the numbers, then there are groups that support that that under that umbrella-- the further you get away from finance and move into supporting data/ops specific to a leader then this is most likely unnecessary redundancy--- (formatting colors, creating specific market reports etc) <<--- again this is speculation but in the past has been pretty common way to reduce headcount. Yes, a leader may want the report to look this way, and they dont want to go to 2 dashboards to get what's being consolidated for them, but this is now a nice to have and not a necessity

6.) lastly, this might be the main/first wave ,but most likely once the dust settles there will be further refinement in 2026--- Q1 to determine what is redundant or no longer needed. This could also be when they take salary into consideration (which would be terrible since I'm at the upper end of my band) but from what I heard Salary at this point may not be the main criteria but may be used later since most likely it's not just related to "bodies" being reduced, but savings in overall cost.

That being said-- feel free to chime in if you heard similar things... Having gone through so many of these and lost countless talented coworkers (most went to FAANG companies or other major tech ones!) one thing about Verizon-- if you've been here long enough-- then you are most likely highly skilled, trained and able to transfer those skills to multiple industries so if you are impacted-- I'm hopeful that your experience will be appreciated in other industries and you will eventually land somewhere. But it doesn't get any easier-- there's some really amazing talented folks that are always impacted by this and survivors remorse is also very real. A lot of us in 2015, even though we made it, still felt a heavy burden seeing our friends/co-workers be impacted. I know this isn't saying much-- but having personally worked with Kevin (and NO I am not a Kevin stand) from what I know he is a good guy and I don't think at least for him at his level this decision is easy and I also know some of the people that work under him and the ones I do know, in the past this has weighed heavily on them. I don't have much of an opinion on Dan but whats right for the investors may not always be great for the work culture but it's something thats gotta be done and for better or worse it happens in all tech industries-- so if this is not something you want to be in year after year maybe use your severance to decide what you want for yourself career wise next time --

Good luck everyone and hopefully I will see some of you on the other side of this!

Severance packages for laid-off Verizon employees are not one-size-fits-all—they vary based on factors like tenure, job band (e.g., below Band 5 vs. senior levels), union status, and whether the layoff is voluntary (VSP) or involuntary (RIF).

Based on historical patterns, recent voluntary programs, and employee reports, here’s what you can typically expect.

Note: These are general guidelines from prior rounds; actual terms for the 2025 cuts may differ slightly, and you should review your specific offer letter or consult HR/legal counsel before signing (signing often waives rights to sue).

Standard Severance Components

• Base Pay Continuation:

•  For most non-senior roles (below Band 5): 2 weeks of pay per year of service, with a minimum of 2 weeks and a maximum of 35 weeks.

•  For voluntary separation programs (VSP) or enhanced packages: Often 3 weeks per year, up to 60 weeks in past offers (e.g., 2018 and 2020 rounds).

•  Example: With 10 years of service, you’d get about 20–30 weeks of pay (roughly 5–7.5 months) at the standard/enhanced rate, based on your base salary plus short-term incentives (STI) divided by 52 weeks.

• Payout of Accrued Benefits:

•  Full payout of unused PTO/vacation time.

•  Pro-rated STI (performance bonus) and long-term incentives (LTI/stock) for the current year.

•  In some cases, personal hours or retention bonuses if applicable (e.g., from prior outsourcing deals).

• Health Benefits Continuation:

•  Medical, dental, and vision coverage typically extended for the duration of your severance period (e.g., up to 35–60 weeks).

•  COBRA subsidies may cover part or all of the premium for 6–11 months post-severance.

• Other Perks:

•  Outplacement services (career coaching, resume help) for 3–6 months.

•  Potential unemployment eligibility for up to 6 months after severance ends (though VSP takers may initially be ineligible).

•  No repayment if rehired by Verizon, but pro-rated adjustments apply.

Will we be distributed the stock grants awarded over the past three years if let go?

I reached out to friends and am hopeful to have a job lined up within next 2 weeks. If that's the case, would a RIF work out in my favor? Take the severance and push out my start date until I'm off VZ payroll?

If it is beneficial to me... Could I still volunteer between now and 11/20?

Standard severance would have been: $92K. But, I took VSP last year and I got $170K instead. VSP was the better choice me thinks.

I know many of you are kicking yourselves for not taking the VSP package but I want to share some positives of not taking it and getting RIF’d (assuming you get the max 35 weeks)

• had you taken it last year and had a last day of September, your insurance would now be running out at the end of this month. Instead, you have it through the end of this year and for another 7 months
• your severance pay will likely hit in 2026 making the tax impact much much smaller
• you don’t have a non compete and are can be rehired at Verizon. VSPers can never be employed by VZ or a subsidiary again
• instead of 60 weeks of pay, you essentially got 100 (granite you had to work for 65 of them. But that’s still more money in your packet than if you took the VSP)

Just wanted to provide a more positive outlook on this crummy situation. Best of luck to everyone.