#severance

Yes you heard it here first a high up manager confirmed.

Just wondering if anyone has received the severance packet yet? HR told me that they’ll mail out after 11/3 but I haven’t got anything in my mailbox yet

2026 will be bad.... we are headed to much trouble times - the economy and politics will suffer, the worker will suffer... make sure u got degrees and some certifcations. todays job market care more about culture fit, tests, 3-6 interviews and then ghosted?? i felt this pain alredy and the stress is unreal!

so when u get that meeting invite later today, manager there but hr left out cause it’ll be a surprise.. severance, COBRA, resume helper... nobody reached out to me when i was laid off, not even ppl i reported to, nothing!! nobody has ur back.. i realy hope u got family or friends like i did, cause when that call ends, u’ll see who really matters in life...

new views will hit u hard... no loyalty, no care, no two week notice.. all that they expect from us when we leave a company!!!

They will be reducing the corporate retail store footprint. Some stores will be converting to indirects. With that being said they will be offering Voluntary VSP’s and then eventually layoffs with severence packages. 100% accurate info. Announcements coming November 19th/20th

EmployeesVerizon has declared a Special Enhanced Income Security Plan (EISP) for the Potomac Region.
Eligible employees may receive:
A $40,000 supplemental bonus + $10,000 termination bonus
$2,200 per year of service (up to 40 years)
Waiver of age-based pension reductions and band acceleration
The volunteer period runs through November 25, 2025, with off-payroll date December 14, 2025.

https://www.cwalocal2108.org/

Per news article from Ignites, BNY cut 3400 staff in the past 12 months and paid out $250 in severance.

Also mentioned in the article that approximately 50% of staff are now based outside the US; before Robin this was 40%.

I know it was talked about with HC reductions but am a little shook my fault for not exploring the job market coming up to 10 years at intel, does anyone know details about severence packages that recently been laid off in Oregon? Is it the same as before?

Severed employee here who is nearing the end of my benefits. Considering COBRA for next year, amongst other ACA options, but wondering if anyone has any ideas on 2026 COBRA rates. I called the 'hotline' this week and they still do not have any ideas on rates stating 'call back mid December'. This is getting a bit too '11th hour' for my liking as I'd like to have some time to review options if need be prior to end of year when my WF benefits run out. Wondering if anyone else is in the same predicament and if anyone has any ideas on expected % increase of COBRA benefits compared to 2025 COBRA amounts.

I’m “assuming” for those who get cut, they’ll work until 12/31 and will get 2wks pay for every yr worked, healthcare coverage for same period and STI / stock vesting paid out?

Between unclear directives like the fact that we are being given an activity score but not told what makes up the score and things like we have to be in the office 8 hours but some days there are no seats I feel like all of us are being set up to fail. That way they can go through and remove anyone they want and make up some excuse. No severance because you didn’t meet unclear targets.

i’ve been reading about people being forced to train their replacements for at least a decade, but i never thought i’d end up working for a company that does it. when i started here a few years back it felt like there was a real culture of appreciation and opportunity.

this practice is disgusting and should be outright outlawed. no one should lose severance for refusing to take on something so unfair, unethical, and demeaning. severance should acknowledge past effort, not serve as blackmail to make sure an unqualified replacement can get by.

i had to go through multiple interviews to prove my skills just to get this job, and once hired, i barely got any real training.

as they cycle through teams, many can only document so much because creativity is often needed to solve problems. writing stepbystep instructions for every situation isn’t realistic. VZ also seems blind to how much these off-shore things exaggerate the abilities of their workers....sometimes outright fabricating them.

they rely on laid-off employees to cover that up by writing detailed guides. if they want to use a bargain-bin workforce, that’s their choice, but they shouldn’t expect people like that to be top-tier or capable in a crisis and we know how often we have them and there is more coming.

So to sum it up, not a bright story tho... Layoffs at D&B started last week, WFH folks got hammered the most... We dont have the final number, it's likely between 150 to 200 employees.

Dpts with reported hits are: Product, Sales, Delivery, Cybersecurity, and IT. There were some smaller cuts Dublin and there are rumots that Canada is next.

No WARN notices have been filed, this probably means that no more than 50 folks were cut at a single location. Folks with long tenures got decent severance, it su-ked for folks that joned recently.

The patterns continue, micromanagement, privacy invasion, mandatory cameras, weekly work reports, Sapience tracking software use etc. Big Brother is watching. Also, C-level continues to su-k ba--s and Clearlake Capital is calling shots... They are loading us w/high debt, they are milking cash flow, our AI is just stupid (heh) and customers are not stupid, so they are not buying it. Toxic culture reins supreme.

We'll VERY likely see additonal cuts next year, they will keep restructuring and selling asset.

Our teams just had a flash call,

Bob wants to move quickly and how,

An exceptional performer was told they have 3 months to look for new role at fidelity or negotiate severance.

All that after fidelity had net revenue profit of over 3.5 B.

Why are we ruining people's lives over holidays?

Given that we are at the latter part of the year, does anyone know if one's STI gets paid since we have already hit our goals committed for the year, even if that means a prorated rate, I don't know if that happened in previous RIFs around the same time period???

Cisco is jumping on the 2025 "AI-washing" bandwagon and will cut legacy roles and hire specialists. Total predicted: 8,500 jobs cut with severance of 6 months + stock vesting acceleration

Why?
The internal AI enshitification is in full bloom (employees realizing AI is bollocks)
Cisco's partner event last week was a wake up call (thoroghly underwhelming. Full of vapourware. snoozefest)

Cisco is pushing for a $2B annual cost savings amid AI restructuring.
the rumors are for 2,000-3,000 job cuts but a real possibility of 10% slash of their 85K headcount (8,500 jobs cut)

The numbers are looking weak.
FY25 revenue stagnated at $56.65B (flat YoY), with networking down 5% despite 6% product growth. At average of $200K total comp/person (salary + benefits) an 8,500 gutting would yield $1.7B in savings. This aligns with 2024 12% (9K) trim that boosted margins 2pts

EPS guidance signals a ton of pressure. Deeper cuts fund $1B+ AI capex while offsetting tariff risks.

which shall it be? 3k or 8.5k?

Just curious..... When you get laid off, does Verizon pay you for your banked time off or use it or lose it?

200 folks were recently laid off in Boise. Severance was OK. Not good time to lose job in Idaho, now you'll have 200 people chasing 2 open job positions. I am kidding, but really not, I am exaggerating, but really I am not.

Federal-Mogul laid off 80+ people in Boaz.

• Federal-Mogul Closure: Federal-Mogul Motorparts announced it will close its Boaz, Alabama manufacturing plant on September 25, 2025, impacting 82 employees.

• Economic Reasons: The company cited economic pressures as the primary reason for the shutdown, despite efforts to maintain operations.

• Employee Support: Affected workers will receive severance packages and outplacement assistance, according to the company’s statement.

• Corporate Background: Federal-Mogul, acquired by Tenneco in 2018 and now operating under DRiV, is headquartered in Michigan with facilities across multiple U.S. states and 13 other countries.

The Boaz closure adds to a string of recent layoffs in Alabama, including workforce reductions at Boeing Huntsville and AT&T Alabama.

I was laid off waited for the severance PTO bonus all that jazz and I couldn’t be happier. I am officially retired. I can now enjoy my life without all the Wells Fargo drama between Social Security 401(k) and other investments. I’m making more than I did at Wells Fargo I’ve been in many engineering jobs And Wells Fargo is nothing but a joke. I am really glad to be gone.

Traditionally RIFd folks get 1 paycheck for every year they worked. Folks who took VSP got 3 weeks. Would be nice.

I am beyond retirement age and I have made it known that I volunteer for a RIP package. Do you think anyone will pay attention? Save a young guy, RIF me!

Was hired less than 12 months ago from an external company. Wondering if this helps or hurts in layoffs. Do you still get 2 weeks severance or less?

Directors and sr. Directors are getting 30 months package for leaving the company. Others will get max. Of 12 months package

Paused, don’t have the money to pay severance. Plan B = 4 days, 8 hours to drive attrition.

If you get notified that you are included in the RIF. When will your last day of work be?

Will your severance package be paid out in tax year 2025 or 2026?

Will you get to look for other positions inside the company?

Any other wisdom you might have to share.

With Sunoco acquiring Parkland, layoffs started Monday. Some employees laid off immediately, some of with working notice. Minimal severance apparently, the bare minimum.

As if we’re not all on edge already. Come on, this isn’t a joke for most people here.

The first value listed on the vaunted Solventum mission slide is Put People First. I don't get it. How can senior leadership say with a straight face that they "put people first" when they so obviously do not? They could change it to "Put People at the VP Level or Above First and Everyone Else Second" and that would more accurately capture it. But why lie about it? Why not be honest and say, "Put Stock Price First"? (Bryan Hanson couldn't figure out stock price gains at Zimmer, but we'll set that aside for a second.) Why say you're "transparent" when you're not? Why send a company-wide email announcing a 4-year "Transform for the Future Initiative" six minutes before announcing that initiative on a quarterly earnings call? So many questions. Here's an idea, which I know no CEO will ever implement. What if, instead of creating Transform for the Future Initiatives, hiring more SVPs, and laying off more peons to cut costs and "reallocate resources," what if a CEO did something real and radical? What if a CEO said something like this: "I was going to lay off 2,000 more employees this year, but then I said no. We put people first here, so I'm putting my money where my mouth is. I'm cutting my salary, bonus, and stock incentive compensation package this year down to the average Solventum employee levels, and all my direct reports will do the same. Any new hires at the VP level or above in the next two years will NOT get signing bonuses. For example, we won't give singing bonuses like the one we gave to Tammy Gomez that is approximately equivalent to 30 years of the average worker's salary. Also, no more guaranteed severance packages that exceed one year of salary. In other words, we will actually implement the value we hold most dear, and we will PUT PEOPLE FIRST!" Okay, I know this will never happen. I live on the planet earth. But imagine if it did. Imagine how loyal of a following a CEO would get from his or her tens of thousands of employees. Imagine how little it would matter financially to that CEO and his direct reports, all of whom are already rich. He could even ratchet their salaries right back up again after "the year of impoverishment" and no one would care. And in the meantime, he would have gained a cultlike following of people ready to take a bullet for him. I'd argue he would get even richer over time. And most importantly, for one tiny flash of an instant of his career, he would be putting people first. I dare you, Bryan.

I was informed last week that my job was impacted by the layoffs and offered a severance package. Another job came up in the company I could apply for. It is a step down but I’d keep my benefits. Not sure if I should take the severance and run or try for the position…. Any feedback?

This company has become disgusting — the blatantly corrupt rating systems and hiring/firing practices are not only unethical, they’re borderline illegal. It’s only a matter of time before lawsuits force accountability. The so‑called leadership team has destroyed what was once a company I loved, and they made my final years here miserable.

I survived over a year of my toxic, cowardly boss trying to push me out. I battled him every step of the way and never backed down. Eventually, he dropped the hammer — but I’m proud I stood my ground. Now I can’t wait to join a better firm and work hard to bring business away from this pathetic leadership team.

I truly hope none of you experience the same fate. I never thought it could happen to me, after putting in so much blood, sweat, and tears and being respected by so many colleagues. But the reality is clear: if an insecure, jealous, and cowardly manager wants you gone, they will find a way.

For me, it’s time to move forward — stronger, wiser, and determined to make sure this toxic culture doesn’t win.

Watch this clip. Around the 12 minute mark, they start talking about severance. Really useful info
https://youtu.be/qb6cmCqt-T0?si=w3kf34ySQephSN1y

Also - check out this severance calculator to see if you are owed additional severance. Probably not entirely accurate but it'll give you a general idea.
https://www.severancepaycalculator.com/
It's supplied by Simfuru|Tumarkin. Those lawyers who are on the employment law show on Global every Saturday morning.
Lawyer up. I've got calls in with numerous law firms to see who will give me the best price.
Don't let these sc-mbags get away with not giving you what you are owed/deserve.

Severance package was updated effective 11/1, that other poster was right

It's gonna be a fire sale.

Man, Control Management was banged on.

I didn't believe it, but this site actually had legit info. I see approximately 270 were severanced this week. I say approximately because the total count of severees went up by that number compared to a week ago, but every 60 days names drop off the list so some could be excluded from the count. I didn't do a full name comparison.

Of course the "proof!!!!" posts will come. Look up D Jank and his tree. Looks like he alone lost 8. 270 is not a huge number by any means, but they keep carving away.

if you got let go last week, do you get subsidized cobra for your entire severance period or just through end of year (for example, if severance pay would end in early summer).

One of your best opportunities to voice displeasure with Trane is to leave a negative review on company review sites like Glassdoor or Indeed before you sign any severance agreement (or even after, if it allows). There is power in numbers, and it's time for the company to feel some pain related to its recent poor decisions.

This is an opportunity for you to warn other good people and hard workers about this company and its executive leadership team. Nothing brings about change like public pressure and a dose of shame. You can make a difference!

My boss has been bullying me. Gave me tasks that can’t be done. They fired me with cause today. No severance.

Am software engineer.

This group is closer to penny wize, dollar foolish than most. Here's why. Remember all the times BH mentioned de-layering and reducing decision making authority? The exact opposite is true. I know this as I look at the list of job grades of those recently axed. Nothing higher than manager and overall average job grade let go is 9. At the same time we (they) mint more VP's. The consistent and frequent additions to the "C" suite ONLY increases beaurocrocy, time and effort to approve low $, low risk investments. Lastly, the severance for these folks was drastically REDUCED compared to previous January layoff. The thing about boiling frogs is, they all end up cooked. Demand leaders with integrity, not these imposters.

anyone want to share a severance template?