#severance

Beazer was bought out by Dream Finders and laid many employees off. At least 200. Notices went out days before closing that their roles wound not be continued moving forward. No severance. Partial bonuses. I’m now facing eviction. The DFH owns the Tampa Rays and all I can say is “Go Brewers”.

Im pi---d as he-l at the lack of transparency. This week has been rough as sh-t on my mental health. Im doubling down on looking for a new job after this mess.

The fact that I had to come to this board for basic info like Dates/times, severance info, etc is fu--ing crazy.

I’m hearing this is just the beginning of InfoSys if your job can’t be outsourced over seas you will likely become an I9 employee which is why they had us fill out I9 forms last year. And if you don’t take the offer you don’t get a severance and you’re just out of a job. A very slimy way to get out of having to pay you a severance. Several team members I know are not taking it.

So let me get this straight. Expand Energy decides to eliminate the ECS department, putting hardworking employees and their families out of a job, and the best leadership can come up with is a bullsh-t meeting offering $2,000 to finish the current pad?

Are you fu--ing kidding me?

And when employees ask about severance, the answer is that leadership will have more information in a couple of weeks? (Yea after the current location operations are complete and they don’t have to dangle a carrot infront of everyone)

HOW THE HE-L IS THAT NOT ALREADY FIGURED OUT?

This decision wasn’t made overnight. Management knew the department was being eliminated. There was apparently enough time to discuss a completion bonus and potential employment opportunities with Pure Frac, but somehow not enough time to determine what severance these employees would receive?

Then Tim Beard explains that the idea is to incentivize employees to transition over to Pure Frac.

WHY IS EXPAND ENERGY TRYING TO INCENTIVIZE EMPLOYEES TO WORK FOR ANOTHER COMPANY?

From an employee’s perspective, that raises a pretty obvious question: Is this an attempt to get employees transferred into another position so Expand Energy can avoid paying the severance that would otherwise be expected? Ya know, industry standard…

Whether that’s the intention or not, that’s exactly the impression this poorly handled transition creates.

Here’s what an ACTUAL incentive would look like:

A proper severance package from Expand Energy, followed by a legitimate employment opportunity with Pure Frac offering competitive pay, a comparable 14/14 schedule, travel compensation, housing accommodations, and reasonable working conditions.

Not some half-assed arrangement that potentially sends employees across the country, disrupts their entire family lives, and requires even more time away from home.

These employees already sacrifice enough time with their families. Why would anyone consider a position that makes those sacrifices even greater without substantial compensation and benefits?

And here’s another question leadership apparently failed to consider:

WHY THE HE-L WASN’T PURE FRAC AT THE MEETING?

If this transition has been in the works, why weren’t representatives from Pure Frac physically present to explain the opportunities?

Why weren’t interviews arranged at the job locations or shops? Why weren’t pay rates, schedules, benefits, travel arrangements, and housing accommodations discussed?

Employees should have been given the opportunity to sit down with the potential new employer, ask questions, and make informed decisions.

Instead, they were handed uncertainty, a $2,000 completion bonus, and a promise that more answers might come in a couple of weeks.

Seriously, how fu--ing difficult is it to plan a transition properly?

It doesn’t take much to maintain employee morale and keep the peace during a difficult situation. Communication, transparency, fair compensation, and a little respect go a long way.

Yet somehow, leadership has managed to fail in damn near every aspect of this announcement.

And let’s talk about that $2,000 bonus.

After taxes, what does that realistically amount to? Maybe $1,200–$1,400?

That’s supposed to motivate employees facing unemployment to finish production?

Here’s what leadership needs to understand.

(This isn’t a threat but rather common sense)
If Expand Energy wants the remaining locations completed safely, smoothly, and efficiently, offering a proper severance package would have gone a he-l of a long way toward maintaining morale and employee commitment.

Pair that with a genuinely incentivized employment offer from Pure Frac, including comparable compensation and working conditions, and the entire situation could have been handled differently.

Employees would have had clarity about their futures, financial security during the transition, and a legitimate reason to consider continuing their careers with the new company.

It’s really not that fu--ing complicated.

These are employees who have dedicated years of their lives to the oilfield. Employees who work long shifts, spend weeks away from their families, miss holidays, and maintain the safety and production standards that allow these companies to operate successfully.

Many have spent years building experience, relationships, and careers within these operations.

And this is how that dedication gets acknowledged?

A poorly organized meeting, unanswered questions about severance, and a $2,000 heavily taxed completion bonus?

What a complete slap in the face.

For the Legacy SWN employees, the difference in how employees are treated is especially disappointing. There was a time when people genuinely felt valued, respected, and proud of the company and management they worked for.

Legacy SWN was a he-l of a lot better than what this has become unfortunately and everyone knew it was going to happen.

Tim Beard and the rest of leadership should have walked into that meeting with a clear severance plan, a detailed transition strategy, and Pure Frac representatives prepared to discuss actual employment opportunities.

Instead, employees were left questioning their financial futures while management apparently expects business to continue as usual.

The employees aren’t the problem here. The lack of preparation, communication, and leadership is and has been since the merge.

And to upper management: Hopefully the people making these decisions never find themselves on the receiving end of the same treatment. It’s easy to make decisions about eliminating positions when it isn’t your own paycheck, benefits, career, and family’s financial stability on the line.

Expand Energy needs to answer some very simple questions:

1. Why wasn’t severance determined before announcing the elimination of the ECS department?
2. Will ECS employees receive severance comparable to other employees whose positions have been eliminated?
3. Is the proposed transition to Pure Frac going to affect severance eligibility?
4. Why wasn’t Pure Frac present to explain actual employment opportunities?
5. Why should employees accept a $2,000 completion bonus as meaningful compensation when their careers are being eliminated?
6. What exactly is leadership doing to ensure employees and their families are treated fairly throughout this transition?

These aren’t unreasonable questions. They’re questions that should have been answered and thought about before the meeting ever took place.

Expand Energy, the way this situation has been handled is an absolute embarrassment.

There is still an opportunity to make things right. Provide the severance employees deserve, arrange legitimate employment opportunities, and communicate with the people affected like they actually matter.

Because $2,000 doesn’t replace a career, uncertainty isn’t a transition plan, and corporate bullsh-t isn’t leadership.

The ECS employees deserve better. Period.

Severance entitlements are being reassessed for next year following some significant payouts. There is a project to focus on reducing severance costs in key high-cost countries, with TPO leading the initiative another thanks to Bob and his benefits / compensation teams.

Couple comments here mentioned enhanced severance package. What is that? It is an ANI only thing?

Timing from RVP: Verbal notices to region-level employees concluded today. Verbal notices to HQ employees will continue tomorrow 10/28. Severance letters go out to impacted employees at region and HQ level 10/29. Godspeed, all.

Someone here says voluntary buyouts will be announced November 4, ahead of December layoffs. I haven't seen anything official, so I'm trying to sort out what's real. Has anyone received an actual notice? Which teams, locations or job grades would be eligible? If you volunteer, can FIS turn you down? What would the severance, benefits and unused PTO terms be? And if too few people volunteer, would involuntary cuts follow?

After yesterday’s announcement, I’m sure a lot of us have the same questions. Which teams have overlapping roles, and when will we find out what happens to them? What does this mean for people based in Fort Worth if the combined company is headquartered in PA? Will there be any changes before the deal closes? If jobs are cut, what severance or retention terms will apply? And what happens to our benefits and equity awards?

With all of the people posting that they lost their jobs this week, why cant people post the leadership names that also got laid off as ell. All SVP's, VP's, Sr Directors and management should be posted they put Comcast in this position and will be fine with there payouts. All of the people will not......

The Northwest Arkansas Democrat-Gazette is implementing significant layoffs. Twenty-eight positions will be eliminated by the end of 2026. This reduction represents nearly 25% of the newspaper's total staff. Declining print revenue and the digital shift are cited as the primary causes. Affected employees will receive severance and assistance.

Fayetteville, Arkansas

https://www.5newsonline.com/article/money/business/northwest-arkansas-democrat-gazette-layoff-fired/527-0e4a7cab-e998-4216-bc98-a2e6b14e6e18

If you got the call this year, hear this: you didn't fail. A company that cut 65,000 jobs since 2019 and says AI will "bring headcount down more" didn't let you go because of your worth — it let you go because of its math.

Your skills and your work leave with you. The badge stays behind.

Take the severance, take a breath, and remember: plenty of ex-WF folks landed somewhere that pays better and respects them more. Some started businesses. Some finally took the break they needed.

The next chapter is yours to write, not theirs to approve. You've got this — and this board's got you.

You have to remember that at least there's severance when you're laid off. After they spend the allocated amount for that, I'm certain they'll simply start putting people on PIPs and firing them - deserved or not. PIPs are not as simple and clear cut as layoffs but they're much cheaper.

https://www.cnbc.com/2026/10/26/microsoft-msft-voluntary-buyouts.html

https://www.reuters.com/legal/transactional/skydance-offers-buyouts-some-employees-cut-costs-after-warner-bros-merger-2026-10-26/

This is a much better idea than involuntary layoffs. Maybe we'll get another similar offer soon.

Ramon says it’s your execution.

Countless other articles point back to failed executive leadership

Ramon seems intent on self preservation and gaslighting his employees

One thing that is true is employees overwhelmingly believe executives are not providing a clear direction or have the right plans to improve business.

Now people are hoping they are the lucky ones to be given the severance package.

Ram now wants your feedback.

Ram - the analysts are correct, your people are defeated, and the plans are unclear.

PEPNA is a bad idea. PepsiCo has failed under vertical integration. We are are getting outmaneuvered by companies who can specialize and adapt. We are too big and carry way to many priorities. To many silos, to many internal obstacles.

It’s time to hand the keys over to operators.

Hope it happens soon.

Around 60,000 employees — or more than a quarter of the company's workforce — will be eligible and the terms will be similar to Microsoft's standard severance.

https://www.thelayoff.com/t/1m5wg98zv

Microsoft and Skydance announced employee buy outs today. Will Verizon do the same? Is rebadging happening? Will more layoffs happen in November or will they wait to do a big layoff in January? Elon vs Dan who are you choosing? Dan said 4-6 years and Elon responded 2-3 years.

I was laid off after a pretty long career at the company. I just want to share my experience. I was pretty burnt out, and after the initial shock and anger of being tricked into attending a meeting that turned out to be something completely different, I felt relief. I took advantage of the severance to actually address the burnout so that I wouldn't get into this situation ever again.

There was a lot of anxiety about what I was going to do long term, there were a lot of weeks where I wasn't sure what was going to do. Spent a lot of time applying for jobs, interviewing, and all the things that you're supposed to do. It was not fun, but honestly it really beat going back into the situation I was in before at the company.

I came out the other side a lot better, it su-ks while it was going on, but I'm glad I'm out

MS is giving 60K buyouts. Heard its 2 weeks for every 6 months of employment. Since so many are complaining about RTO, will you take it if Fido offers the same ?

First of all - sorry to folks impacted this week, this post isn't meant to be insensitive to your loss of livelihood.

However the severance packages look really good! (16 weeks + n-3 plus 12/31 end date)

In fact it got me hoping to get "the call" tomorrow. I'm not married to this organization and can't imagine a bright future for this company competing against starlink and a bajillion streaming services all of which are operated better than nbc/peacock.

My question is will this severance policy continue into next year for Mar/June rumored rounds? Can it change?

Microsoft is offering buyouts to around 60,000 employees. Read the memo.

https://www.businessinsider.com/microsoft-is-offering-buyouts-read-the-memo-2026-10

https://www.cnbc.com/2026/10/26/microsoft-msft-voluntary-buyouts.html

Something we might see from FDS?

Severance + accelerated vesting of stock + more than 1 month of COBRA insurance would be fantastic.

If it goes based on severance, you already should know what the offer is. The way DE makes it seem is there is some actual offer. It’s not.

Approx 60% cut. No severance details yet.

Take the buy out and get peace of mind or wait it out? Trying to understand the wait it out option better

People are told not to say anything or risk losing severance. Usually sent home.

The linked in posts pop up next day.

Look for the signs.

FIS to offer employees voluntary buyouts ahead of December Layoffs.

Announcements to be made 11/4/2026.

Microsoft sent its offer to company employees, offering a chance to 'leave Microsoft with financial support.' Employees must decide in early Dec and must leave on December 31.

Microsoft is offering up to 60,000 people money to quit on their own. Maybe L3Harris should follow suit and avoid the upcoming layoff,
but, L3 Harris is too cheap so it won’t happen.

Please Verizon do the same.

For those of you who have been notified Is the whole "you can stay for two months" included in the severance or separate?

Around 60,000 employees — or more than a quarter of the company's workforce — about will be eligible, a spokesperson told Business Insider, and the terms will be similar to Microsoft's standard severance.

27% of the company effectively surplus to requirements.

Narrowly escaped the cuts from last year. Any word on severance packages for these rounds?

I just got informed I am impacted and last day will be 12/31.

Disclaimer - yes, I know it's toxic but when that severance pay dries up and unemployment ends you don't say no.

Does anyone know if when you apply to a role at WF if HR or the new hiring manager actually contacts your old manager? I have no negatives in my records but just curious if anyone knows if this is regular practice.