#severance

Hi has anyone received their bonus? I got the severance without the bonus two weeks ago. No info from Centene.

What happens if I dont sign the severance?

I have been put on a PIP in my current role and if I do not survive in the timeframe, I will be terminated. Has anyone experienced this and what is the process/ severance like if there is one ? I have been employed for about 10 years.

What is the package when one is on PIP and not showing up for ‘meetings’?

What is the point of working there if one is already on PIP? Can you just say “ give me the package terms, and if that work out for both of us, I will leave quietly like others who were LRed”

does anyone know if health insurance is included with a severance package?

Does anyone have any idea what the severance package is like for ANI these days?

https://za.investing.com/news/stock-market-news/lumen-technologies-updates-executive-severance-plan-and-ceo-agreement-93CH-4523571

Anyone else that was laid off the first week in September get their severance payment (minus the 22% for taxes) today? I was told repeatedly that I had to wait 60 days and former employees who were laid off before me said they didn’t get theirs for 60 days. I’m glad to get it early but also a little cautious that it may have been done by mistake.

Am senior software engineer. 2 months severance.

This is what is on docs in myBenefits

HOW THE PLAN WORKS

You are eligible to participate in the Plan if you are a full-time regular employee or part-time regular employee of Comcast Corporation (or one of the subsidiaries of Comcast that has adopted the Plan) employed at the level of Senior Manager, Manager, or Supervisor or as a Non-Management Exempt Employee (each, an “Employee”) and have experienced a “Qualifying Termination”, as defined in the plan

You are an Employee and your employment has been terminated by your Employer as a result of a position elimination, reduction-in-force, outsourcing, or Transaction, as determined by the Employer, in its sole discretion (an “Eligible Employee); and

You have neither accepted an alternative employment postion with a successor, subsidiary, or affiliate of your Employer nor received a Qualifying Employment Offer

If you are terminated for cause, due to death or disability, or voluntarily resign, even in circumstances where a Qualifying Termination has been announced, you will not receive the severance benefit. Your severance benefit payments commence as soon as administratively feasible following your separation from service and your execution of a written document provided by the Employer including a release of claims and other terms and conditions determined to be necessary and appropriate by the Employer.

AMOUNT OF BENEFIT

Scheduled Severance Pay: If you are eligible for severance under the terms of your Plan, your cash benefit will be in the form if severance salary continuation for a defined period of time. As set forth in the chart below, the exact duration of the severance salary continuation ranges from 6-16 weeks of certain salary amounts depending on your salary (or, in the case of ABBR-eligible employees, depending on your ABBR) in effect immediately prior to the Qualifying Termination.

Less than $50,000 - 6 Weeks
$50,000 through $74,999 - 8 weeks
$75,000 through $99,999 - 12 weeks
$100,000 through $124,999 - 14 weeks
$125,000 and above - 16 weeks

Service-Based Severance Pay. In addition to the Scheduled Severance Pay, if you have been in continuous service with the Employer for more than 3 years, you will receive an extra benefit equal to one week if severance salary continuation for each completed year of service beyond 3 years.

A lot of people have already commented on the $1B+ in restructuring costs expected in Q4, mostly severance. And I think we all know exactly what that means.

But did anyone catch Brian Roberts’ comments at the very end of the earnings call?

That had to be one of the most spectacularly tone-deaf statements I’ve ever heard from a CEO. Is this man genuinely that disconnected from reality?

He actually talked about the incredible enthusiasm he’s feeling from employees and how excited everyone is about where the company is headed.

Seriously? What alternate universe is he living in?

If he bothered to set foot on literally any floor of any company building, he’d find something slightly different: fear, uncertainty, anxiety, and people genuinely freaking out about their futures. Morale is in the gutter. But apparently, from the executive suite, it all looks like sunshine and rainbows.

Maybe Brian hasn’t spent much time in the office lately? Sounds like someone could use a little RTO himself.

And the real irony? This is a perfect illustration of exactly why the company is in the position it’s in.

Nobody dares tell Brian the truth. Not the people on the front lines, not middle management, and apparently not even the executives at the very top. People are terrified of challenging him, so instead they tell him exactly what he wants to hear.

And Brian? He doesn’t seem particularly interested in hearing anything else. Why would he? He’s already convinced himself he knows everything.

That’s what happens when you surround yourself with people who are too afraid to tell you the truth. Eventually, you start believing your own PR.

A billion dollars in severance, employees terrified about their livelihoods, and the guy at the top is celebrating how enthusiastic everyone is.

You really couldn’t make this stuff up.

Its odd that our jobs instore has more to do with Visits...than Sales.
Its odd that Regional and Divisional teams are so comfortable disrupting...than supporting.
Its suspicious that those same people are just allowed to get it WRONG time and time again.
Granted, I work for Ga/AL/Tn Region (the absolute worst in the Country btw).

I cannot WAIT for my Severance.

1. Document your accomplishments and build a portfolio of your best work.
2. Duplicate important contact information to private accounts, where permitted.
3. Build relationships with your coworkers.
4. Build an emergency fund.
5. Get private unemployment insurance - cafii or https://safetynet.com.
6. Ask for an explanation of why you're being laid off, ideally in writing.
7. Ask when and how you'll receive your last paycheck.
8. Ask when your benefits (like health insurance) end.
9. Ask whether you'll receive any severance.
10. Do not resign.
11. File for unemployment benefits.
12. Be ready to document your job-hunting efforts (required for unemployment benefits).
13. Consider your options for short-term income.
14. Update your budget (or create one).
15. Call your creditors and update them if you cannot make payments.
16. Massively cut expenses you can live without.
17. Save, save, save…
18. Talk to friends and family / vent.
19. Make a plan for self-care. Take care of your health.
20. Ask for help if and when needed.

Originally posted September 10, 2019, by Anonymous. Post ID: @OP+10ZOP9GB

https://www.thelayoff.com/t/10ZOP9GB

Having trouble finding it in ComcastNow, workday, or anywhere else.

I was just talking with an old peer who was impacted at Discover. She has been there three years. They gave her 7 months severance. My cousin was recently impacted at USAA. He was there for less than 2 years and was given 6 months severance. They also got warn notices and paid on top of the severance for the warn period. Citi gave me 3 months plus the warn period.

Citi is absolutely horrible. Do better, Citi! The job market is absolutely horrible. It is just going to get worse. Start taking care of the people that took care of you. You are turning huge profits and sc--wing your most valuable resources.

The severance package gave me some financial breathing room when I was laid off, but it hasn't made the experience feel any less personal. I cared about the work and gave PepsiCo years of my life. Being let go with almost no acknowledgment has left a bad taste that the money can't erase.

Will employees approaching retirement have an opportunity to volunteer for separation packages, or are all decisions being made strictly by leadership?

Automattic, the company behind WordPress.com and Tumblr, has commenced layoffs across several departments. These cuts follow a recent period of significant board upheaval and executive departures. The affected teams include communications, social media, WordPress.com, and the VIP enterprise business. Insiders anticipate further reductions in the coming months. The company stated these changes are staggered to provide generous severance packages.

San Francisco, California

https://techcrunch.com/2026/10/21/automattic-begins-layoffs-following-board-upheaval-and-executive-departures/

Comcast has been moving through successive structural changes for a while now. Cable subscriber losses have been a long-running fact; broadband faces more competition from fiber and fixed wireless; the company has already spun the cable networks into Versant and announced a larger separation of NBCUniversal and Sky targeted for around mid-2027. The remaining business is being shaped around the parts that still generate returns, with pressure to run leaner and cheaper. That direction is straightforward from a strategy standpoint. It does not make the effects on people any smaller. The company is in survival mode. That does not make any particular cut more or less justified than the next one.

The pattern visible so far is roughly this: business or organizational changes get announced, shared and support functions are needed to carry the transition (knowledge transfer, process redesign, temporary capacity, cleanup of systems and ways of working), and then those same support layers get compressed once the new shape is clearer. Division-level consolidations earlier required months of overlapping structure before the shared functions themselves could be resized.

The current round of reductions across HR, talent, learning, recruiting, shared services, compensation, and related areas appears to follow the same logic, and ahead of other announcements that need their support to carry out. A lot, but not all, people were notified earlier this week with most transitions expected through year-end. Under the WARN Act that means roughly 60 days, so the effective date for those already informed is generally December 31.

Calendars are largely cleared except for specific knowledge-transfer items. If you’ve been impacted—take the time for yourself. Strategize around your next decisions.

The company offers a standard minimum severance package across the board. It is technically negotiable, but the criteria are narrow and the bar for improving it is high unless there is clear additional evidence outside the ordinary process.

For what it is, the package is more generous than a lot of companies offer in similar situations. That is also part of how these events stay quieter in the broader press.

Many of the people delivering the conversations are themselves in roles that have been or may still be affected. Business partners and support leads are not exempt from the same reductions. That is worth remembering when the conversations feel uneven.

All of these decisions read as cost line items; the human consequences sit outside the spreadsheet.

None of this changes the underlying business case. Product economics have to improve, not just at Comcast, as legacy revenue streams continue to shrink, and consumer options keep getting cheaper and more self-contained.

Companies will keep concentrating resources where the remaining profit is. For Comcast, spinoff timelines create additional room for further adjustments once the new entities are cleanly separated. Shared functions that are currently carrying the transition work are not automatically protected past the point where the numbers no longer support the old footprint. The same pressure is visible on the NBCUniversal side of the split. Being named to move with a spinoff is not a shield.

A few practical observations for anyone still inside:

The organization is concentrating heavily on headquarters locations. Remaining or newly designed roles are largely expected out of Philadelphia and New York. Virtual or remote arrangements are being viewed more skeptically and appear more likely to surface earlier in notification lists under the current emphasis on in-person work.

Roles are being posted for people already in notified lanes to apply into. In practice this functions as a post-and-reapply process rather than an automatic placement into a leaner version of the prior work.

Some people will self-select out. Others will not see a clear lane presented as an option. Reading the actual job postings, the location requirements, and which teams are still actively hiring versus which are only absorbing knowledge transfer gives a clearer picture than internal messaging alone.

Communications around continuity and opportunity exist in part to limit a mass exodus. That is ordinary corporate practice in these situations. It does not change the underlying numbers, or the direction of the business.

The cuts have not stopped as a one-time event. This wave is larger and more visible, but reductions continue in smaller cycles elsewhere.

Leadership has been direct about the performance of the organization and about the need for these kinds of changes; the board put people in place who would execute them.
Advice that follows from the above: start looking regardless of where you sit, unless you have a confirmed and funded role on the far side of a spinoff—and even then treat that as provisional. Waiting for walking papers is a valid choice. Applying internally is a valid choice. Leaving is a valid choice. Sitting comfortably idle is not. Evolve the work you do, internally or externally. Even if you do, do not be surprised if a later conversation places you in the same process as everyone else.

The point is not that every role disappears tomorrow. It is that people still have a window to decide how they want their next step to read, rather than only reacting once the window closes.

This is costing the company a significant amount of money in severance and transition support. That is by design. It keeps the process orderly and the external noise lower. I cannot emphasize enough—it does not change the direction of the business.

18 months here. Has anyone at Comcast successfully negotiated a better severance package after being laid off? I know some companies do this. Is the standard offer take-it-or-leave-it, or is there room to negotiate additional weeks of pay, extended benefits, or other terms? Curious whether anyone has actually tried this and what happened.

The Pella Corporation facility in Reidsville will be closing its doors. This closure will result in the termination of employment for 133 workers. Some affected employees will receive a minimum of eight weeks of severance pay. The company cited an excess of manufacturing capacity and anticipated stronger growth elsewhere. This plant opened in 2019 with significant state and county incentives.

Reidsville, North Carolina

https://www.bpr.org/2026-10-20/pella-reidsville-plant-closing-layoffs

Verizon is highly likely to continue executing job cuts through the end of the year, driven by CEO Dan Schulman’s strict mandate to reduce operating expenses by $5 billion and the planned completion of the company's new AI tech stack by November. Rather than a single shock announcement on the Q3 earnings call, leadership is expected to execute these layoffs as rolling, programmatic reductions targeting specific departments as automation comes online.
The potential size of these upcoming cuts is anchored by the $959 million Verizon still holds in its severance reserve. Depending on the tenure and salary profiles of the targeted employees, this capital provides the financial runway for a substantial headcount reduction:
5,300 to 6,400 jobs if the cuts are heavily weighted toward highly compensated senior tech roles, management, or expensive voluntary early retirement packages.
8,000 to 12,000 jobs if applied to a broad corporate mix of mid-level IT, operations, HR, and marketing roles.
Up to 19,000+ jobs if the reductions disproportionately target newer hires, customer service, or retail staff with lower base salaries and minimal tenure.
Ultimately, the combination of aggressive OPEX targets, imminent AI deployments, and nearly a billion dollars in allocated severance capital points toward an estimated 8,000 to 12,000 corporate roles remaining vulnerable to targeted restructuring over the coming months.

Any chance in near future

What have the severance packages been for the recent layoffs?

She is full of herself. This past year has been completely stressful for all of us. Our anxiety has been through the roof with this whole multi year restructuring. Each of us wondering if we will make it through the next round is not an ideal way to live. You say you are being transparent but you are not. I was impacted recently and I would say there hasn’t been support in finding other roles. The severance packages are also pretty horrible.

https://youtube.com/shorts/ubh68153EEM?si=1FWKMQW9RKOQKPwX

Does anyone know if HCSC pays severance to an employee that gets fired (and not laid off, made redundant, etc.)?

I don't know if anyone else can relate but I'm suffering hair loss, weight loss and inability to function day to day. The severance is a joke and will only cover 3 months rent and they tax the living daylgihts out of it from what iv heard . I know they never tell us the truth which is slowly driving me into insanity. They're already laying off. I feel like I'm sharpening the axe that's going to behead me in the end. My espp has accumulated $15 dollars in gross in 8 months. I cannot think

I'm on a PIP in the US, and seem to be able to complete it (who knows really), but what happens after that?

I heard that those who clear the PIP will be RA'd, but is that pretty much guaranteed? What exactly is the end result even if I do manage to finish the PIP?

There's no severance with PIPs from what I understand, so I'm hoping I can make it to the RA.

Has anyone lawyered up after they received their severance ultimatum? If so, was it worth it?

One of my boys got the severance today. Gone effective today. It’s starting

I work for Oracle for more than 10+ years. I have witnessed several scenarios where Oracle failed to improve the standards of its employees.

1. Oracle's salary is less than Asian service companies like Infosys, etc..
2. The increments are always in low 2-5% max
3. Oracle's severance in recent layoffs were so poor and the way it treated its employees during those layoffs raises alarm
4. Oracle's health benefits to laidoff employees is also bad
5. A consultant who works for a company can afford to buy a house rather than an Oracle employee
6. Manager's / Directors push me to share my talent to Indian team ??
7. Lots of CMTS & Architects are boot and pant li---rs of their managers. They don't have real talents. Just attend the meetings and push the job
8. Most of the hide and seek games are done through attending the meetings and providing restricted access.
9. Promotion, Hikes, Appreciations never happens. If so they are rare events.

In short Oracle doesn't have talent to groom the talents.

My severance ends this spring and I typically do an FSA. Do they claw back the amount that won’t be taken from my checks? How long do I have to use the funds after my severance ends? I had assumed I had the calendar year to use it but retirees told me that they only have a short time to use it all. Thanks!

I'm now at the point where I'm hoping to be cut now, to avoid an even smaller package down the road. I used to hope not to be laid off, but the way we're going, it's only a matter of time for those of us of a certain age, so now I've pivoted to just hoping to get the best deal out of it. Sad but that's our new reality.

Things like which groups and teams will be affected, which locations, how many people, if there'll be any changes to severance...stuff like that. What's with the lack of transparency?

Regarding US employees, as we approach financial insolvency, at what point does management look at reducing severence payouts in order to further cut expenses?

Obviously, once in Chapter 11, all severance bets are off. But how bad do things have to get before payouts start to get cut?

An auto parts facility in St. Thomas will reduce its output as some operations are relocated. The parent company, Standard Motor Products, cited global competitiveness and market pressures for the decision. An unspecified number of employees will be affected by layoffs. Affected staff will receive severance packages, including health care and outplacement services. This move is part of a broader restructuring plan by SMP.

https://www.cbc.ca/news/canada/london/st-thomas-auto-parts-plant-to-cut-production-move-some-work-to-mexico-9.7384399

St. Thomas, Ontario

Strategy Framework: How You Should Handle This

If your goal is to exit the company with financial support rather than transitioning to a temporary agency, use this step-by-step plan:

Phase 1: Review Existing Agreements

• Check your original employment contract or company handbook for a formal Severance Policy.
• Look for a "Change in Control" or "Substantial Reduction in Compensation" clause, which sometimes triggers severance if your pay or benefits drop significantly under the new agency.

Phase 2: Request the Transition Details in Writing

• Ask for the exact terms of the contract with Cognizant or Infinite.
• Compare the new hourly rate, health insurance costs, and paid time off (PTO) to your current package.

Phase 3: Leverage Discrepancies to Negotiate Severance

• If the agency position pays less or lacks comparable benefits, use that as leverage.
• Approach HR and say: "I want to stay, but this agency transition represents a material reduction in my compensation and benefits. Since my original position is being eliminated, I request that the company offer me the standard severance package instead."

If this is directly happening to you or an engineering team you work with, let me know:
• Are they being transferred to a global tech vendor/consulting firm (like Infinite, Cognizant, or Infosys), or a standard local temporary staffing agency?
• Have they been offered a severance package if they choose not to sign with the new agency?

• Remove corporate cell phones and force on-call employees to pay for cell service and phone.
• Move all positions to Canada/India etc to get cheaper labor, lower salary and medical costs
• Ensure that no employee has a long tenure to limit severance (mainly in Canada)

Some of these already seem to be in progress - list out others that you might think are plausible

Since signing the "Agreement and Release" is required to receive severance, you may also qualify for unemployment benefits. I applied expecting unemployment payments to begin after my severance ended, but I have been receiving both simultaneously. While I live in a state that offers relatively high benefits and a longer collection period, I would encourage you to apply regardless of where you live.