#severance

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.

Hello
Are severance packages paid in one lump sum or bi weekly like a pay check?

How much is severance exactly? I have only worked here 2 years. I heard it’s 1 - 2 weeks per year of service. Thats peanuts for me and I am a bit worried. I feel like it should be at least 1 month for every year of service

i heard they take 50%??????? can we defer this for 2026 as i'll have low income that year

please let me know

What are the rules for unvested RSUs? Is that addressed in the severance package?

Now I need a COSTUME that fits the VIBE: something between “Corporate Casual” and “Emotional Damage.” Otherwise, I need a costume that says “spooky, broke, and still pretending to care.” 👻🎯

Ideas so far:
• 404: Job Not Found
• Spirit Halloween Employee
• A Target logo bleeding out
• “Ghost of Corporate Past”
• Red shirt + name tag: “Ex-Targeted Employee”
• A walking Clearance Tag

It’s Friday, I’m still here, but mentally I’ve clocked out! 🧠💀 Hit me with your best ideas before I show up in a box labeled SEVERANCE PACKAGE.

Seems the RTO slow march towards getting people to quit without severance was a little too slow and AT&T did things the traditional way yesterday. Anyone have the contact details of the Business Insider folks? Gotta name and shame!

If you do get laid off on Tuesday, is that your last day at Target or is it going to be one of those instances where they tell you that you have 60 days? Or maybe you stay on for x amount of time to train your Target India replacements?

When are we going to receive our severance pay? They said it would be within two weeks of the exit date which was last Monday.

I’ve been hearing some wild rumors, and I really hope none of them are true.

Did I miss a layoff round, or are they quietly letting a few people go here and there to keep it under the radar?

Is that something that could happen? My mind keeps coming up with all the worst possible scenarios, and that is the one I cannot stop thinking about right now. It actually makes a bit of sense if the goal is to cut costs, since cutting payouts for those leaving would fit that goal. Please, someone tell me this has never happened.

ITS FINALLY MY TURN!!!
I AM OUTTA HERE WITH A SEVERANCE!

SO LONG MOFOs!!!! Fu-k this he-l hole.

This company keeps shuffling incompetent people around. I feel sorry for the few that actually run the factory.

For those of you waiting for a severance, I wish you the same joy I feel today!!

I work in HR, and I can say with 99.9% confidence that the New York and Los Angeles layoffs are scheduled for Wednesday, October 29, 2025.

Before you read the following, know that yes, it's that bad! - Most line managers still have no idea what’s coming. Only a few will find out what’s happening on Friday afternoon or early next week. Yes, even some SVPs and EVPs have been kept completely in the dark about what’s happening to their own teams. This might be because they are also being laid off and haven’t been told yet, or due to concerns about leaks. It also shows that they hasn’t had much control over the process this time. The new Skydance leadership seems to dislike how, in previous rounds at paramount, some staff had early knowledge of what was coming, so this time they’re keeping everything very close to their chests. - Yes, there is still very much a use and them.

I know for certain that I’m being laid off. I found out by accident when I was mistakenly sent a spreadsheet listing my name. (I felt humiliated) Later, my manager confirmed it was accurate and told me I wasn’t supposed to have seen it. I was officially meant to be notified next Wednesday.

However, I’m not surprised to be included since most of the teams I support are also being cut.

Important: From what I know based on previous layoffs, there’s no real negotiation. Yes, you can try to push back or ask for more, but you probably won’t get anything extra, which honestly su-ks. All communication will eventually funnel through a general HR mailbox, and the replies will be completely generic.

If you think about holding out or trying to push for a better deal, don't bother. They won’t bend, and if you try, they simply won’t pay you. The company plans to go in hard on HR compliance and will not move on severance, timing, or terms. Why drag it out when the result is already decided?

This round of layoffs combines the old Paramount process with the new Paramount Skydance approach. The compensation structure hasn’t changed, but leadership is working extremely hard to keep everything under wraps until the official announcement. They want to show in the next earnings report that they saved far more money than expected.

I love this company, but I’m starting to lose faith in the new management. Don’t blame your team or department lead for what’s happening. Seriously! They’ve been kept in the dark just like everyone else.

I have a very obvious target at my back. Seems like they are giving me time to find something else BUT I will NOT leave without the package!

How long do I have left before I’m WFRd?

How long did you wait?

Also, I could pull the reverse card and go on another burnout leave but at this stage I wouldn’t mind the package and unemployment for a bit.

Anyone have knowledge on how long it’s taking for our severance to be paid out once we have signed the legal documents? I’m trying to figure out how to pay out my bills. I heard 3 months???

The first time back in Feb of ‘22…the Thursday before Super Bowl weekend. A 15 min invite dropped in my calendar at 7:30 am that Thursday…invite was sent from the Director to meet at 9 am. Was given notice of my Rif and given 30 days to find a new role or leave. Thankfully I found a new role and stayed.

The second time in July of ‘24…had moved to a different role a yr prior at the invitation of a sly director. Same sly director who asked me to join his team the year prior laid me off a year later. “Business update” dropped in my calendar around 9 am for a fifteen minute meeting at 11 am same day. I knew what it was.

But, the second time came with VSP since our group wasn’t eligible to volunteer. So, the second layoff more than doubled the severance offer given on the first layoff.

Found a role to stay, but decided it was time to get of the VZ train. Glad to have found my exit with such a nice payout and was fully employed again within six weeks.

Good luck all. If your number is up, you WILL bounce back! For everyone else, keep riding the gravy train as long as you can, but always have a backup plan.

At the global town hall held on October 22, a very courageous employee rose to ask the first question. Stating that he "was not a VP yet," he proceeded to ask Bryan Hanson to explain the rationale behind adding additional layers to the ranks of senior executives while engaging in yet another round of Q4 layoffs.

By my recollection, counting our pre-spin days, we had layoffs in 2019, received US government pay during the pandemic to avoid layoffs in 2020, and then followed with layoffs in 2021, 2022, 2023, and 2024. Now in 2025, we are sacrificing more people upon the altar of growth, while making room for more executives to augment the ranks of our C-suite. That makes the question particularly timely —Hanson fashions himself as a leader, and historically, leaders who can both speak and demonstrate shared sacrifices tend to earn followers. Hanson says a lot of the right things, but his actions indicate otherwise.

His answer was supremely unsatisfying. He provided corporate doublespeak about how we will continuously evolve, and occasionally, that evolution will cause his leadership team to eliminate jobs. That answer is the standard boilerplate C-suite talk that those folks have been spewing for many decades now. But it did not answer the question. In fact, it did not come close.

As a leader who came in claiming he wanted to flatten the hierarchy, he has significantly thickened it. The tie that binds Hanson to his clique is that they all worked with Bryan in years past. Hanson justifies his decisions by explaining that he needs people who have experienced spin-offs before. This argument, however, begs the question. Are Medtronic and Covidian alums the only people who fit that bill? At what point does this become cronyism masquerading as a meritocracy? And given the huge severance packages (Barry, for whatever personal struggles he is facing, likely earned a two-year severance package when his good old buddy Bryan figured out how to eliminate his position instead of accepting his resignation. No bad for declining a job offer.)

Despite all his flash and polish, it is hard not to wonder if Hanson is simply a pirate, out to pillage as much as he can while throwing some bo--y to his inexhaustible supply of friends. It is hard not to conclude they are feeding off what will eventually become the carcass of 3M's health care business group. And no amount of slide editing at 11 pm can paper that over.

If you’re comfortable, please share any details. Thanks.

Any legacy uniti people here who can tell us about the severance plan? Windstream cut ours and only left supplemental unemployment to make up the difference in lost salary for a few weeks, or until you got a new job.

The Comcast bloodbath has begun; knowledgeable and tenured employees are being slashed with no plan to capture or transition their knowledge. Many jobs are being cut, then re-posted with lower salaries and greater demands, or being moved to offshore sites. Severance packages are demonstrably stingier than in the past. Thanks to the "Big Beautiful Bill", Comcast has a windfall in tax breaks. Kudos to all the fools who still believe in "trickle down" economics. I wonder who Comcast. Amazon, Meta, etc. will sell to when the American working class is eliminated entirely?

Hi - i’m just wondering if anyone knows when we will get paid out our vacation days. There’s no way my vacation days were paid off for my seemingly last pay check I just received. Can we expect it with our severance or is this another kind of pay check we are getting? Sorry this is my first experience ever with this. Also have a baby on the way and am needing everything I can get from them that is mine.

Its true! I chatted with my counselor today, and it was great! I told her I'm off the bottle (barely drink at all anymore) and in fact I'm loving the job search! It's almost like Christmas, the thought of doing work I actually enjoy - in a new company with none of the BS Agile/Scrum/In-Office...(you fill in the blanks)

I was given a package 9/30/25. I've been going through the 5 stages. Yet, my counselor has told me I'm doing great! I personally am thinking - I dreaded the Tuesday after payday meetings ..... is this The One? Not anymore! Nope. And given my longevity at WF, I don't have to worry about getting re-employed right away.

You know the Mickey D's slogan...."I'm lovin it!". Well I don't even eat there, but now I'm living the slogan....there really IS life after WF! Even my wife has noticed the difference, and is giving me a lot more "attention"! Dang.....shoulda left years ago......

Should know by early Nov. There is QBR on 3 Nov in Singapore. It's with HT so it's basically final by then. Mid management being trimmed.

How would I do that, if it's possible? I have a new job lined up in a month, but it'd be great to get severance as well - and save somebody else's job in the process!