#severance

Everyone is choosing 11/21 as their exit dates with some being Q12026! Chances are 9/26 WILL BE the exit date for the majority 90% of the folks, as Q3 ends and they start Q4 clean and less overhead.

October and November 21 dates are a pipe dream.

What are you all hearing /experiencing?

Ok so I'm in severance after thankfully being offered the vrp. I just received a notice from fidelity that the took an overpayment from my hsa in the amount of 37.11. Call if you did not authorize this. Some to both fidelity and pay and benefits. Nobody can give me a straight answer. 2 tickets have been opened. That can't confirm an overpayment, don't know how much it is but feel they won't take any more money. Also stated it was an error that effected 24k employees. Ok, all of my hsa is pre tax $. My pre tax dollars. I have consistently had the same amount which I specified for 2025. First this is a violation of nys labor law. Gotta go call the department of labor now and file a formal complaint.

Keep your resume polished and LinkedIn updated because opportunities can appear out of nowhere. Start building a solid emergency fund, ideally six months to a year of living expenses, so you aren’t scrambling if things go south. Try to avoid major purchases and trim unnecessary spending now, even small savings add up. And if the worst happens, use any severance wisely, take a breather, and give yourself time to regroup. Staying organized and calm can make a stressful situation much more manageable.

ive been here since STK. been working from home the last 5 years. Hardware service calls have dropped a ton. Took a service call Maybe once per month. Was planning on retiring at the end of the year. Mad as he-l that they picked me off. BUT if I left at the end of the year, i would have walked away without severance. This way I got the package. I wanted to leave on my own terms. Still Mad!!!

What a great day. I received the call this AM. I heard in my managers voice uncertainty about their own future. What a mess, they have a whole heck of a lot of stuff they need to unwind to get themselves off the firing line. For those who did not want to speak up for me that is OK, I forgive you. I do not feel bad for standing up for myself when I did. Nobody slots me into incorrect alignments and gets away with it. At this point, I appreciate the paid 60 days PTO and severance. I am going to use this as an opportunity to reset my mental health and find a better position for the remainder of my career. Feel free to position these changes as (right-sizing all you want). I have watched for years as you've hired your friends and diversity hires. Thank God those days are over for me. I should have never put up with it in the first place, but with COVID and forced RTO the market contracted making a move a little more elusive than I had hoped. Again! Thank you all very much. This is a weight off my shoulders.

In the severance document at the end, they list the job title and age of the employee who was riffed. 77% were age 40 and older. 23% were less than 40. If that isn't age discrimination on a massive scale, then what is? My role was given to another employee younger, but as experienced as I was. I was not let go for performance reasons. I'm angry and there is nothing in my discipline that I can find online making it even worse to find employment after all these years of service. They gave me almost no notice of the riff. I barely had time to say goodbye to many of my coworkers. I understand if I were old and not able to think, and not able perform my job, but that isn't and wasn't the case here.
Roughly 2% of the 102K employees (slightly less than 2K employees were riffed).
If each employee made roughly $100K (just an off the top average guess) and there were 2000 employees, the company stands to save $200M per year in direct salary costs alone. That figure doesn't include payroll taxes, health insurance premiums, 401K matching contributions which they sc--wed us on as well as they pay it out at the end of the year (and not prorated to my knowledge), they sc--wed me on vacation time that I didn't use earlier in the year to keep the project on track, nor the floater holidays that I didn't take early on but had scheduled my vacation later in the year. Also this doesn't include bonuses (which I didn't get anyway, same with stock options or other benefits. Thus in total I estimate the guys at the top saved closer to $250-280M annually. I guess greed is good for the guys at the top.

This info I from several posters on LinkedIn:
Splunk and General Engineers, Product Data Scientists at Duo, Webex- Product, Engineering and Customer Experience.

👉Other Rumoured impacts: Technical Assistance Center(TAC), Appdynamics, Meraki, Wireless Services, Public Sales/ International.

👉Webex losing ground to Microsoft Teams. Integration Challenges with Sp--k. These two units are described as Death Spiral.

👉Severance is Reportedly Minimal for those with less than 10 years of Service.

Does anyone know if past service years that had a break of more than 5 years count in the ISP severance pay?

I know a lot of us are weighing the EOI decision, and it isn’t easy. But here’s the reality: if you don’t take the EOI and land another role, you won’t receive any severance. On top of that, the Houston move date is essentially locked for July 2026.

For me, the culture here has shifted for the worse, and I don’t believe it’s worth uprooting and relocating. There are plenty of opportunities in the Bay Area worth pursuing instead. That’s why I’ve decided to take the EOI.

To those still on the fence, I truly wish you good luck in whatever path you choose. Just make sure it’s a choice that sets you up best for the future, because staying until July 2026 could mean walking away with nothing.

is there any negotiating with HR with a better severance with company standard. This would be probably related to older workers since finding another position will be difficult if not impossible

It requires not disputing it but gives no way to verify what it is. Is there a way we can check or do should I just wait to sign till after I receive it?

Posting for someone I know who got let go in June but did not receive their PSP last week, which was unexpected since they were still on the payroll post May 31. Was wondering if others experienced this or what the next steps should be?

is it effective immediately? Or you get 2 months? 3-4 months severance?

If you could share your BU and location

Is it worth getting a lawyer?

Has anyone received the severance pay calculation or pay stub showing how the company determines the final amount? If you received it by mail, how long after the severance payment did you get it?

Just a PSA to all you burnouts (I am one of you) that you can just tell your boss "no." And you can do it a whole bunch before Optum fires you. Working for a company with an accountability problem means your boss is a coward who really doesn't want to confront you on your sh-t. It's also super likely that he or she is a parasite who is entirely dependent on your work for their survival. Most of them need you more than you need them. And, most are holding off on firing people so they have candidates to sacrifice for the next month's RIF. You want some of that sweet severance? Tell your boss "No" for a few months. I promise you'll be less burnt out and you'll be at the top of that RIF list.

I love you all. Break the chains

What is the outlook for SNF care coordinators for Home & Community Care Transitions (formerly naviHealth)? I am tempted to move on but don’t want to miss my chance at getting severance pay, especially with all of the recent talk about unprofitable Medicare Advantage plans. Also - anyone know when Humana is next scheduled to renew (or not renew) their contracts?

“Occurs when an employer makes an employee's working conditions so intolerable that the employee feels compelled to resign.” I’m a senior manager whose role was changed to essentially degrading admin work this year, through no fault of my own — politics rule in toxic workplaces. Anyone else hanging on by a thread with how they are being treated and hoping for a severance package by EOY?

whitford corporation (ppg industries) – elverson, pennsylvania – specialty coatings manufacturer – closing plant at 47 park ave. – 82 employees affected – layoffs between august 19, 2025 and december 31, 2026 – operations cease by january 15, 2027 – full closure by march 31, 2027 – part of global cost-reduction initiative – severance and transfer opportunities available

No, I am not on a PIP but was on my first run at Dell, lol. Fkn Pro support bro...

If you get put on a PIP you are still expected to show up and do your job every day. If you choose to just not come in anymore then, they will just fire you - which is literally what a PIP is for anyways - but you won't get any type of severance, or pay for no shows, so might as well milk them for that check.

If you are put on a PIP, they are basically trying to force you to quit. Your job is 100x harder on a PIP than it should be and are micromanaged like a mo-o. Instead of quitting, continue to go in, do whatever tf you want to do and make sure it's the absolute bare minimum. A paycheck is a paycheck so, make dell pay you out for doing a cr-p job. They legally have to pay you so, do the minimum possible. They plan on firing you anyways so who tf cares at this point?

Go in. Do the bare minimum at most. Just show up and pretend to work in all honesty...

I was on a PIP years ago when i was in the Pro Support dept. and I showed up, did the bare minimum, collected my checks and that was it. They monitored our calls and etc... via a program called (I think it was called anyways) "ICE" and I disabled that, then ran a simple script to prevent an automatic reinstall. So I'd take calls, talk for a while then hang up to make it seem as if i was "working."

Which was hilarious becuase I was called in a week later or so to go over my PIP cr-p and they were baffled as to how and why they had no records of anything after xyz date. I told them idfk, just doing my job bros. They didn't have an answer because they had no idea how or why it wasn't being tracked so, that was that.

A week before I was to fail my PIP I quit. Applied for unemployment and received it. Got paid for an extra check as well because my manager was "fond" of me lmfao.

Long story short, drag that sh-t out and milk it. Do the minimum to stay on the PIP and then when it's coming to an end, just quit. BUT, do it professionally. As in tell your manager first because then you might not get unemployment.

If someone gets displaced say on Tuesday, August 19, does that mean they can interview for a job but tell the prospective employer they can start on October 20th? 61 days after the displacement..

Hi I understand from reading bp share policy, upon termination of bp employment, bp has discretion to allow its ex-employee to keep the restricted shares (if they are a good leaver etc). Does anyone know who's decision it is to allow the employee to keep the shares? Any other insights as to what process / considerations for the decision. I am getting no information from my line manager.

So Cargill let go of employees at the beginning of December (same as every other cargill employee affected by the layoffs) and we still haven't seen a single dollar to our name? Thank you for letting us spend the holidays without any money and stressing. Really putting people first huh? The teams are more worried about their christmas events than making the process smoother. Please don't think about working for Cargill Costa Rica, they are all talk and don't live up to their values.

That’s all.

I am part of RIF about 2 weeks back and the health care insurence company they gave 6 weeks off Severance package.. but we all know it’s a pre planned one they hired in india last year October and forced to give knowledge transfer and then followed by poor rating with no comments or reason given and now they announced layoffs. I am not convinced it’s a RIF as even after layoff team mates from offshore forcing and sending messages for KT . Can I challenge as it was unfair with HR dept as I deserve better Severance package. I disagreed with rating as no written or verbal reason given for poor performance and after rejecting rating still no reply from my manager. #layoff #severance