#severance

Requested severance a year ago and was denied. Started plan to quiet quit and leave in a year. Had 6.5 weeks pto that i used to drag out projects and be gone during critical times. They tried to get me to RTO. I gave them a doctor's note that had reqmts they could not meet so i stayed remote. I ended up implementing 1 CR before leaving this fall.
It was the easiest year i had ever worked while making other arrangements for myself.

Think strategically for yourself and plan ahead and remember you owe them NOTHING.

Whole evening shift "permanent" employees got laid off guys and I was one of them. oh well... atleast I got my severance package. Life must go on.

If im laid off can I take my pay out next yeat

Can we get food stamps right away or do we have to wait after we get our severance and 60 day pay and benefits?

I got lots of bills and little ones to feed

I got layed off today I work at Wells Fargo for 17 years in customer service in hub city

A group of around 100 remote employees working in fraud and claims was told in January of 2024 that they would be laid off in the last quarter of 2025. Today they were told the layoff has been postponed through next year due to poor planning by the executive leaders. Basically they have been holding this over everyone’s head for two years waiting for them to quit so they wouldn’t have to pay severance, but they lost that game of chicken and are now backtracking (Average tenure in the group is 15 years). They hinted at hoping people would quit now multiple times in the meeting, saying “we understand if this doesn’t work for you and you need to quit, but you wouldn’t get your severance.” Just a stunning show of terrible leadership all around, bravo to the senior leaders.

Would be nice to have on top of severance, its so close to the end of the year.

Good morning,

Thank you for joining today's webinar, and I sincerely apologize for the technical difficulties. This email will summarize the takeaway that's specific to you.

As I shared in the webinar, we have been doing work across the company to remove complexity and enable our organization to move with greater speed and agility. Through that effort, we've made the difficult decision to eliminate about 1,800 HQ and global roles.

I'm sharing today that your position is one that is being eliminated.

I recognize this is incredibly difficult news. We are very committed to supporting you through this transition.

While today will be your last day of work, you will remain on Target's payroll and be paid through January 3, 2026.

You will soon receive details about your individual transition package, including severance, benefits, and career support services. In addition, resources like Spring Health are available to support you and your family.

Later this morning, you will have the opportunity to join a session to ask questions and learn more. Our HR partners will also be available to support you directly. Please watch your email for next steps.

Thank you for the impact you've had during your time at Target. These decisions are never easy and I genuinely appreciate the commitment and contributions you have made to the company.

With respect and gratitude.
Melissa

State Farm is really not even a legitimate business anymore. Scam! Insurance companies from P&C carriers to Health Care are run with no consequences because they have so much money and too much influence. I'm in U/W and I'm done in November as I was lucky enough to get the severance. My heart goes out to those that didn't. I can absolutely guarantee you that I try to destroy SFs reputation and brand at every single opportunity. It's bad in U/W but what they have been doing to claims folks over the last decade is down right criminal and it is getting worse. JF keeps talking about the past and rolling out Ed for nostalgia but he was right there with MT destroying State Farm. He started the fire and burned down the house now he is blaming everyone and trying to act like he didn't help do it. This place is a soul ki-ling machine and its "woke" completely incompetent workforce will be the end of SF. If you can, get out, cancel your policies and spread the word to anyone you can. They try to bring down and destroy good people working hard so don't feel bad about sending back the same energy they put out! Sc--w that place!

For those who have been laid off, is medical coverage for your dependent(s) good through thre severance payments or does it only cover you?

Anyone who was let go willing to share what the severance package ended up being?

Team,

Today is a difficult day for all of us at Target. Earlier this morning, I shared with team members whose roles are being eliminated that today is their last day of work.

For the group receiving this email, you and your role remain at the company.

These are incredibly hard decisions and today carries enormous weight for everyone – especially our colleagues who are leaving. We’re committed to supporting all departing team members as they make this transition, including severance packages, benefits, career services and well-being resources.

These changes aren’t easy. And we know they’re necessary to reduce complexity, remove barriers and create the clarity and speed we need to grow and better serve our guests. To get there, we’ll need to continue the change – working in different ways, with renewed focus and effectiveness to deliver for our guests as we move into Q4.

In the next day, you’ll hear from your leader to learn what these changes mean for your team specifically and how to move through the next few weeks. We’ll all need to balance adjusting to what’s new, while keeping absolute focus on the business-critical work.

We will continue to stay anchored in our culture and move forward with purpose – keeping the guest at the center of what we do. I’m confident that, together, we will build a Target that’s positioned to win and grow well into the future.

With gratitude,
Melissa

If notice period in my case is 2 months, does it mean they would put me on garden leave for those two months and pay the package afterwards?

Or would I receive the pay for those two months plus the package in one go?

Assuming some would quit with RTO, saving severance and unemployment.

While this will include reducing in some areas and hiring in others, it will mean an overall reduction in our corporate workforce of approximately 14,000 roles. We’re working hard to support everyone whose role is impacted, including offering most employees 90 days to look for a new role internally (the timing will vary some based on local laws), and our recruiting teams will prioritize internal candidates to help as many people as possible find new roles within Amazon. For our teammates who are unable to find a new role at Amazon or who choose not to look for one, we’ll offer them transition support including severance pay, outplacement services, health insurance benefits, and more.

Some may ask why we’re reducing roles when the company is performing well. Across our businesses, we're delivering great customer experiences every day, innovating at a rapid rate, and producing strong business results. What we need to remember is that the world is changing quickly. This generation of AI is the most transformative technology we’ve seen since the Internet, and it's enabling companies to innovate much faster than ever before (in existing market segments and altogether new ones). We’re convicted that we need to be organized more leanly, with fewer layers and more ownership, to move as quickly as possible for our customers and business.

I’ve said it before, and I’ll say it again. The goal is to get many of us to the point where we can’t take the stress anymore and walk out on our own. That saves them money on severance. That’s why they’ll drag this out into several rounds. That’s why the culture keeps getting more toxic by the day. They want us gone, and they don’t want to pay us to leave.

Do you know if severance includes a prorated bonus (even if the planned bonus incentive is 50 percent this year)? Also - does anyone know if it will be pay through Jan 3rd and then 6 weeks + 1 week per year of service? Or just pay through Jan 3rd and 1 week per year of service?

Since the “no” group will be laid off first, is it possible the severance pot could severely be depleted by them, because the group may be larger than originally anticipated by IOL? I feel like I'm playing Squid game.

I am having anxiety, any idea about how much severance will be given.

Is there any chance they'll give us less than 2 weeks per year of service?

Anyone laid off in Florida since Sept received their separation agreement? If previously laid off in Florida, when did you receive the agreement?

Even if you are right or lowballed on severance. Nobody is going to sue despite tough talk.

A lawsuit with Imperial will be filled with legal costs as they drag things out every step od the way. They will ignore your lawyer, file things late, challenge procedural issues that don’t matter every step of the way.

With the working notice they have provided and mobility survey, they have done everything to appear reasonable, even if they aren’t.

Likely everyone could be entitled to slightly higher severance than what is offered, but they won’t budge. They are offering just enough that lawyers will tell people its not worth the fight.

You will spend $100,000+ fighting this only for them to marginally increase the offer as a settlement offer. Recouped legal fees if you wi. will be 60% of this at maximum.

The process is the punishment. In the meantime you will have the reputation as a troublemaker in the industry and burn through all your savings to pay the bills.

Your only hope is a class action but you will be lucky if you can find a lawyer willing or able to take it on given the varying circumstances, then the court needs to approve.

If several people sue they will make a motion in court to do case management, where they will fight for the lowest performing, shortest length of service employee to be the lead case.

They have everyone by the short and curlies, and you will all take it.

Take payments and collect UI or take lump sum and collect UI? What’s the best route?

I see HCL let the majority of people that came over from managed services go now. Post VSP I look back and am glad I took it. Really hope those whom were part of the HCL cuts make out okay in this economy.

Note for Target legal: I am not leaking anything, just republishing a public document from, the source is below:

Transition Agreement

• Key Terms:
  Amy Tu leaves her role as Target’s Chief Legal & Compliance Officer on May 21, 2025, with her job officially ending June 1, 2025. She’ll receive her regular pay until then, plus 24 months of income continuation (~$3M) and up to $30K in job placement support.

• Pros for Employee:

  • Guaranteed two years of paid income after leaving.
  • Outplacement services to help find a new job.
  • Keeps rights to certain long-term incentive plans and benefits.

• Cons for Employee:

  • Must follow strict non-compete, confidentiality, and non-disparagement rules for up to two years.
  • Loses eligibility for 2025 bonus and must cooperate with Target post-departure.

• Business Impact (for Target):

  • Ensures a smooth leadership transition and protection of company secrets.
  • Prevents a top executive from joining or helping competitors soon after leaving.

• Source: https://contracts.justia.com/companies/target-1261/contract/1339058/

If you start a new job before the 60 days are up, you won’t receive severance pay.If you get a new job but delay your start date until after 60 days, you’ll still get your severance check.This depends on the layoff terms and when you sign the severance agreement.People laid off earlier this year may have different terms.Once your contract is signed and the revocation period ends, you’re free to start a new job.

172 people let go. Some in hubs but many not. The indignity is they are forced to take a ple training to get their severance .

I'd like to start a tip thread for any impacted folks this week. I was laid off a year ago and fortunately have managed to get enough income to not net a negative this past year, but don't kid yourself -- the market is that bad out there. No matter your seniority or valued your skills, it's in your best interest to plan for an icy winter. Make this your fulltime job as soon as you're cut to put yourself in the best possible position.

1) File for unemployment immediately, do not wait til severance pay is finished. The process takes time and there is no backpay. Now, you won't be able to get checks until you stop getting income, but despite the program lasting a year you only really get up to about 6 months of checks (if receiving no other income). But if you don't find employment a year after you signed up, you can sign right back up -- and guess what? The severance pay you had received a year prior will count as your W2 earnings, qualifying you for unemployment again. If you wait 2-6 months after that, you might not have enough W2 earnings to requalify for the same amount. TLDR: file for EDD today.

2) Get on SNAP, get an EBT card. You don't need to do this if you're still earning severance, your earnings are decided based on bills and people in your household. However, aside from grocery money, you just having an EBT card gives you discounts off of your electric bill (mine's $16 off every bill), internet bill ($30/mo account for Spectrum), even Amazon Prime membership (50% off, paid monthly).

3) Join the paramount-alumni slack channel (paramount-alumni.slack.com) and any other post layoff groups to network and find immediate support.

4) AJCC / WIOA offers free job training and tuition reimbursement for educational courses for you to pursue a new career. Wanna go take on 1-2 semesters at a University to learn something new? You could learn anything from marketing, data security, project management, business, healthcare, any fields that the growing jobs report will support. Here's the site to find the offered courses in CA: https://wioa.i-train.org/iTrain/tpd/

Now, this application process is complicated to say the least. Every Workforce office works completely independently of one another. There is no central HQ, they're not the IRS. They're more like a McDonalds -- they're all privately owned and each offers the same stuff, just some are more well supported than others, some are a little cleaner than others. Do not trust online applications through websites like CalJobs, that online application literally goes to nobody and no one -- you need to do it in person. You need to call your local Workforce office and ask them about job training/tuition reimbursement, and how much they can offer. I called 5 different offices before I found a place an hour north, funded by Goodwill, that would pay me $5000 for schooling. You'll need a LONG list of documents to bring with you e.g. proof of citizenship, birth, address, selective service, college degree (I took a photo of my degree) -- bring them all to the orientation appointment. Once approved, you just need to supply which courses you want to take to your case manager.

Good luck out there.

Upper management in Bloomington was just briefed this morning by Atlanta and Dallas that due to high costs, low productivity, high absenteeism, non-collaborative local union and unfavorable politics for business, the Minnesota office will be announced 12/15/25 complete closure by end of first quarter for all orgs and work groups at that premise. Facilitating ease is that the current lease shall be terminated 3/31/26 as the new property owner has other plans for the site. All union workers will receive the termination plan per contract and management employees will be advised of their severance pay. Costs need to be cut and the Minnesota location does not align with the company's plans.

How do layoffs work with WARN? If WARN requirement is 60 or 90 days depending on the state, is that your severance? For someone that's been here for 1 or 2 years, would severance get bumped up to the WARN requirement instead of the 2 or 4 weeks? Thank you.

Any information on severence?

If we get axed on Tuesday, our pay and benefits are through Jan 3. Anyone know what the severance package is? I’ve heard some say it’s 1 week paid for every year worked, others say 1 month paid for every year worked. And do we know if all of it is paid out in a lump sum? Do we get compensated for unused vacation time?

I have a question over the benefits that Citigroup offers staff being laid off due to a Reduction In Force (RIF). I have heard that everyone keeps two weeks pay for each year that worked at Citigroup, but are there any other benefits offered as part of their package? What healthcare (medical) benefits are being made available? Only COBRA, or is does medical benefits continue for some time as part of the Garden Leave requirement? How about the bank annual 401K contribution, if I was to be RIF between November 2025 to February 2026, would Citigroup make any kind of contribution into my 401K in March 2026? Thanks in advance,

I’ve been through many, many layoffs in my time in retail (20 years) and just sharing what I’ve learned having been in various roles at various levels including IC and leadership (dir+). I have also had really good friends and partners in HR and ops finance over my career who have been at various levels of need to know (and they share with me of course 😏).
THIS IS NOT INTEL - I do not have any information about TGT. This is more so sharing facts rather than feelings.
Simply put, the fiscal calendar is important when making layoff decisions. Layoffs are planned for the immediate expenses (the severance packages, outplacement programs, health insurance premiums etc) and forecasted long term savings.
You may be asking why Q4, well it’s because this is when most retail companies make their season or year. And because most of the prep work for the season is done and everything is execute mode so it doesn’t have as much impact on the immediate business.
You budget for these layoffs (yes, budget. So a layoff this big has been coming for a while). Once they are reviewed and approved by the board, goal is to get them in before Q4 so you can chip away at the expense drag that the layoff causes through revenue generation. You also want to hit the expenses in the current quarter, especially if quarterly earnings report is going to be rough. You want to minimize the impact to the next quarter.
Then long term the savings reflect in the new fiscal year and helps at a time when sales are generally slower.
In the simplest form you spend now to hopefully recoup some, protect the next quarter, and then save later in the new year.
In terms of WHO is impacted, it’s not an easy exercise and certainly not one taken lightly. I know that’s not easy to hear because it’s much easier to blame the proverbial big bad wolf, but I assure you no one in the general sense wants to be in this position. no one wants mass layoffs. Everyone would love to hire and build out their teams and be offering promotions and bonuses all the time.
Unfortunately, in addition to the sh---y macro financial environment, some poor decision making, some external factors, and some decisions made when the company was thriving (over hiring, overspending or over indexing into certain teams and initiatives) leads to this.
I’m grossly oversimplifying how the company got here but just keeping it simple.
So back to WHO. Well at the highest level (think SVP+) you would receive notice of expense reduction efforts (either a dollar amount or %) and they would look at where to cut and save (travel, discretionary spend etc) and then when there’s no more to save there, you move on to the teams. You look at where the work is currently, where it’s needed, where teams are doing similar work, or maybe work that is no longer value added, and decide where it would make sense to cut folks, where it would make sense to consolidate teams (for example if you have 3 directors with one direct report each, would it make sense to combine a team and create a team of 6 with only one director) or where it makes sense to have both a dir and a sr dir based on complexity, leadership necessity, size of team or where it might make sense to only have one over the other. At the end of the day you just have to do what’s best with the hand you’re dealt while trying to minimize the impact to operations, workload and yes, culture.
Because at the end of the day, there is a day after layoffs and morale of the teams is crucial to how you move forward (it’s kind of ironic but I digress).
I would venture to say with all of this in mind, many leaders have been quietly not backfilling roles, losing jobs through attrition (people quit and role is not rehired) or asking their leaders if there’s any work that could be stopped, moving resources from other teams where support is needed more and away from teams where there is maybe fat to trim in order to prevent or at least mitigate big cuts. But alas, sometimes the only way out is through.
Alright so who knows what, now? VPs probably knew changes were coming, and maybe could influence who and what in a general sense. Based on the posts on here, they just found out officially this week and they probably had to sign strict NDAs.
It’s also possible they walk into Monday or Tuesday and get handed a list of who and what so as to not have anything leak beforehand.
As for the people impacted…
The goal is to do this as fairly as possible.
Is it possible favorites are played when deciding who to keep? Sure.
Is it possible top performers were never at risk of losing their jobs? Sure.
Is it possible bottom performers were an easy first decision? Sure.
Is it possible a leader sees a name on a list and says “absolutely not” and a role is miraculously found for them? Sure.
Is it possible a leader sees someone moving elsewhere and says “hey actually it makes sense for this other person to go over there based on their skill and for this person to stay here”? Sure.
Will someone say “hey I actually want to retire so take me out and save someone else”? Sure.
Is it possible some people know where the bodies are hidden and so they must be protected? Sure. (I’m mostly kidding, but I’ve definitely experienced layoffs where people are asking “how are they still here” and we joke they must have compelling enough black mail to stay lol)
Will some people be promoted if it makes sense to the new org? Sure.
Will some people be demoted if it means that’s the only way they can have a role? Sure.
Is this an opportunity to finally separate someone who is so toxic and has managed to dodge every bullet until now? Sure.
Will people and leaders be moved, lose work or inherit work? Sure.
Is it possible they cut too deep and ask someone to come back? Sure.
Is it possible they didn’t cut deep enough and need to do it again? Sure.
All of this or none of this could happen (in my experience, it’s usually the latter).
At the end of the day it’s going to come down to the work, what makes sense long term for the company, how much it’s going to cost to keep or separate someone and how everyone fits into the larger strategy.
“Good” and “bad” people will go. Just as well as “good” and “bad” people will stay.
We will know eventually what happened in the “post mortem” (aka because we piece it together in here lol).
Anyways, the point of all of this is information however relevant it may be to this situation. Knowledge is power and although it might not give pause to your anxiety, at least you’ll go into the week with some understanding.

Be prepared because we all know this is happening even though they deny it. As a mgr i can confirm they are absolutely reducing teams 25% and behind your reporting mgrs back. Most of my team was entered to meet by me and all of them show below after i went in and looked. Im not delivering any reviews when i did not do this and cannot tell people why it was done. Beyond pathetic and unethical. Open up a case with HR and ethics. Im telling you anyone below will be fired without severance but with an active case they will offer you something to avoid a lawsuit

As above. I just happened to notice it’s open (?) and ends mid Nov, as per uge.

I didn’t get an email nor I don’t think a snail mail.

They couldn’t possibly try to keep me from getting free bennies months into next year… or would they??

I know everybody is spiraling. I’m up in the middle of the night too, so trust me, I’m not doing great either, but I do have, I wouldn’t say the advantage, but the insight of being laid off twice before, so I have a better idea how this will play out. There are two things I know for sure from personal experience, and also from the experience of a few friends who’ve been through something similar.

1. If you’re laid off, you’ll feel awful. It’ll be like a punch in the gut, and it might take days or even weeks to process the anger, disappointment, fear of the unknown, and all the other emotions.

2. After it’s all said and done, you’ll be okay. You’ll shake it off, start making plans, and before you know it, you’ll have a new job. Both times I was employed again within three months, and the severance was more than enough to get me and my family through it.

And before anyone mentions the job market, I was first laid off in 2008, and trust me, this job market is golden compared to that.

My point is, yes, it won’t be pretty if you’re laid off, but it won’t be the end of the world either. Keep that in mind over the next few days, because losing hope in the future can destroy you mentally in the long run, even if you don’t end up being laid off.

I heard quite a few bottom performing L6+ folks got their notice today at AWS…… with a hearty severance. Can anyone confirm?

Yesterday’s announcement is a devastating, cold reminder: it doesn't matter how hard you work, how much you contribute, or how long you've been here. At the end of the day, we are just lines on a spreadsheet. The only way to change the power dynamic is to have a real, collective, and legally recognized voice at the table.

That's what a union is.

It’s not about "us vs. them." It's about having a binding contract that guarantees:

• Clear, fair, and seniority-based layoff procedures.
• The right to bargain over severance packages.
• A real say in the working conditions that impact our lives.
• Protection against the "at-will" system that leaves us completely vulnerable.

If we don't have a seat at the table, we will always be on the menu. This is the moment. This is the wake-up call.

This isn't about hope anymore. It's about leverage. If not now, when?

Anyone knows if we have any docs that govern layoffs? A policy or procedure doc? Guideliness? Somewhere? Something that outlines the rules (e.g., severance policy, cobra, placement help, resume building help, etc.) Do you maybe know where I can find the darn thing as internal searches are not returning anything. Copilot crashed when I asked even though I know I should not search for it as they are probably monitoring it.

Any tips would help.