#termination

Is there a way to tell if someone got fired on the term report?

For those that have left and received their termination packages, how long is the company offering health, dental, and life insurance benefits?

A Reddit post in r/bell claims that Bell has been firing employees “with cause” for not returning to the office three days a week, allegedly with no severance and no prior warning.

One commenter, who says they were terminated, argues that this is unfair because they were working from their designated office two days a week plus another Bell office on a third day most weeks. They also claim they worked more than the standard 37.5 hours per week and had strong performance reviews.

Their main argument is that, while companies can set return-to-office rules, terminating someone “with cause” should normally require progressive discipline first, such as a verbal warning, written warning, suspension, and then termination, unless the behavior qualifies as severe misconduct. They argue that simply not being in the designated office three days a week, or “coffee badging,” should not automatically count as severe misconduct unless the employee is also failing to work their required hours, which could be considered time theft.

Overall, the discussion is about whether companies are using RTO enforcement as a way to terminate employees without severance, and whether missing office-day requirements should legally or ethically justify a “for cause” dismissal.

Recently a number of colleagues received performance letters that clearly state they need to be 100% for Q2 or they could be subject to termination based on their performance.

Do you think this is a way for MO to downsize the company without having to pay a severance? I don’t buy for one second that he wants to add more sales representatives. We have downsized starting all the way at the top (I.e ZVP’s/Sr. Dir) but the layoffs never really hit sales.

As a rep, it will be open territory season soon. Get your popcorn ready! I feel bad for my manager. I doubt they will backfill the positions. Managers/directors will get stuck with the quota with little to no production coming out of the territory. I am sure they will be pi---d considering they are paid based on percentage of plan.

What happens to any supplemental pension or supplemental 401K savings if you are forced out at 52 and would have been NRE before (I know that is now removed). Would the company really just keep it and say tough luck?

After termination, how long does it usually take to receive communications about the pension and RRSP plans? I’ve been waiting for about 3 weeks now and wanted to follow up.

Employment is an at-will state (except for Montana).

The Employer or Employee can terminate Employment at any time.

When One gets laid off or fired, they receive their PTO… Is this PTO taxed just like regular income or do they apply a special kind of tax, such as like they do with bonuses… Or, better yet, do they apply no tax?

At least four IT Infrastructure peeps were terminated without severance pay this week following an “investigation” for “policy violations”. Witch hunt in progress. Don’t give them any excuses.

Are you aware of this?

Pleasanton City Council recently reviewed the city's financial health. Financial advisors warned of a potential downward shift in conditions. The council halted a plan to eliminate 16 city positions. Officials also voted to terminate City Manager Johnny Huizar. The council will now seek a new city manager and review Huizar's contract.

Pleasanton, TX

https://www.pleasantonexpress.com/news/pleasanton-council-halts-16-layoffs-terminates-city-manager/article_60d8a353-e73a-41b2-b58a-10a97d3791fd.html

Two New Jersey companies filed WARN notices in April. These notices indicate upcoming layoffs for 263 employees. AT&T will reduce its Bedminster workforce by 87 staff members. Alan Ritchey, Inc. is terminating 176 employees in Lopatcong Township. The logistics company's contract with the USPS was not renewed.

New Jersey

https://www.nj.com/warren/2026/04/nj-layoffs-to-affect-263-workers-at-att-alan-ritchey.html

PHK stands for Pemutusan Hubungan Kerja, which means termination of employment or layoff in Indonesia. It signifies the official end of a working relationship between an employer and an employee, often due to company cost-cutting, restructuring, or closures, particularly in sectors like manufacturing and tech.

Anybody know the official termination date they’re giving? Couple months?

I had 8 days of carryover PTO from 2025 that I wasn’t able to use. My termination date was April 16. When I reached out to HR, I was informed that I would be paid for the unused carryover PTO since I wasn’t able to use it before the April 1 deadline due to being impacted earlier in the year.

I received a payment today that appears to include accrued PTO through my termination date, but it doesn’t seem to reflect the carryover PTO from last year.

Has anyone had a similar experience, or can confirm whether carryover PTO from the prior year is paid out in this situation?

I was terminated last month, and I had a question regarding the shares that were granted to me last year. Am I still eligible to receive or keep those stocks? If so, could you guys please guide me on how I can access or claim them?

Thank you.

I have been informed that my termination will take effect after my return from FMLA/medical leave. After 12 years of working with the company, this is the outcome. honestly,just feel relieved at this point.

After your termination date any remaining stock is accelerated for you to cash out. But you do have to wait 60 days before it is available to trade. With the direction the price is going, it’s not going to be worth much.

Can anyone who has been ISP'd tell me the severance differences between the VSP and being ISP'd? My position is about to be terminated. I was offered the VSP but didn't take it because Im nowhere near retirement. I know the VSP offered 2 weeks per each year worked. Does the ISP work the same, or am I going to be shorted severance because I didn't take the VSP? Trying to figure out my life after giving 18 years to a place I thought I was going to retire that has turned into a complete dumpster fire.

Or do you get the whole thing to "improve," no matter what?

This week Washington House hearings on Artic Frost... get ready... Vz will be back in news and the puzzle on CEO immediate termination further exposes incompetence at Vz BOD!

Just got off a call with a bunch of colleagues that were let go. Good talk but it was really surprising that some of them, after been kicked to the curb via an effing EMAIL after in some cases 20+ years are still in contact with their former team and HELPING them? I suspect that some will have to go back to their home country or whatever but ORACLE LET YOU GO! There is no loyalty there, I'd rather take on a lesser role than go back like a sniveling little coward! I have some pride and can go back to being a Mom and wife then consider if working again makes sense...
Call me crass but there is no effing way I am going to help a company that let me go in this manner. I know a lot of us had a lot of our identity tied up in working, sad actually as its 'Work to live not live to Work' Unless you have an ugly husband (or wife) and would rather work than be with them. The paychecks are nice but there is a lot of meaning to life outside of money. Remember that...

I do not mind employees working virtually. My concern is that since the five-day return-to-office mandate, the company has appeared to operate under two different sets of expectations, with some virtual employees continuing to work from home without a strong or clearly stated business reason. This has created a growing divide between virtual and onsite employees.

In practice, it can feel as though some virtual employees are able to overcompete in meetings, dominate discussions, and keep important information within their own circles rather than sharing it broadly with onsite colleagues. Meanwhile, onsite employees are expected to follow stricter rules and operate at a disadvantage. Over time, this dynamic is hurting collaboration, damaging our culture, and undermining the goal of winning together as one.

Honestly if this is not a COBC violation, I don’t know what is. But I am opening up a formal complaint to get virtuals back in line.

As we know, when you’ve been at Wells Fargo for 10 years, you get an additional 40 hours PTO… But they don’t give it to you at the start of the year but rather they spread it out over 12 months. If you’re let go or fired before the end of the year, how much of that 40 hours do you get … that is, would you get whatever is remaining or due to you from the separation date until the end of the year? In other words, do you that 40 hours PTO or only that much of it that has been given to you up to and ending on your separation date?

I was hired for a mid level position. They were going to pay me twice as much as my previous job so it was hard to say 'no". I went thru 2 months of training and then was supposed to work with a mentor(where the real learning happens)..just a mere 3 days after my training I was let go due to "concerns you arent ready for the mentor stage yet". I relocated hundreds of miles away for nothing! Just a completely stone hearded bunch of invididuals.

I have heard recently that all those who have "Needs significant improvement" in past 4-5 years will be terminated.

Has anyone heard about this? Like what the fu-k imperial was so understaffed with people working in stress.
This company only looks after the baseline.

I need some advice. I was recently terminated while I was on FMLA leave and also approved for short-term disability. I have all the documentation, including doctor’s notes and medical records supporting my leave.

Is a company legally allowed to fire someone in this situation? Has anyone experienced something similar or know what my rights are?

Any guidance would really help. Thank you.

Clearly the next step will be to either:

1. Lengthen the time window (e.g. 2nd NSI during career = automatic separation)
2. Change to mandatory separation in first NSI

Is it better to resign or be terminated? Looking at the angle of payments and how quickly you can exit the kingdom.

If an IBM employee is put on a PIP - say for example - Seller not making their quota (assuming nothing else was a problem), and the employee is terminated as a result of the PIP, will IBM fight unemployment pay? I have received conflicting information. One person was adamant that the only ways to not be able to claim unemployment are 1) the employee quit on their own 2) insubordination.

Looks like adjustments will come much easier than expected…2 MLRP strikes within 5 years and you are to be separated…welcome to the jungle…

My manager has been putting me on a performance improvement plan since the last quarter. There are seven people in our group, and I feel like I was being singled out compared to others. I have been with the company for 17 years and, for the last 16 years, I consistently met performance expectations every year. However, in the most recent middle and year-end reviews, I was marked as not meeting expectations, which feels inconsistent and surprising.

Additionally, there have been significant changes in the team, including the introduction of more offshore resources, which has impacted the overall team structure and workload distribution.

There is also another person in my team who has had performance issues and took leave last month, Overall, this job has felt very draining on people, especially recently.

Today, I was terminated from my position. I feel it’s time for me to reset, reflect, and carefully think about my next steps and career direction. Wishing everyone the best moving forward.

No warning. All work stopped today. Find another job.

United Furniture Industries (UFI) terminated nearly 2,700 employees without warning. Workers received late-night text messages informing them of immediate job loss. The company cited "unforeseen business circumstances" for the decision. Layoffs were permanent, and benefits were cut without COBRA continuation. A federal lawsuit alleges a WARN Act violation.

Mississippi

https://www.themanufacturer.com/articles/mississippi-furniture-maker-fires-thousands-of-employees-via-text-just-days-before-thanksgiving/

Employees being walked out of locations that may be closing the brick and mortars.

Hi all,
I’m mentally drained at Wells Fargo. My manager has been pushing a “performance” issue that feels completely unfair (I’d rather not get into the details on that). Today I straight-up told my boss I’m exhausted from the constant stress and asked if they could just lay me off instead of firing me for performance.
Quick questions:
• If fired how good is COBRA insurance? Or does it offer?
• Can I still get unemployment on a performance termination?
• Do they pay out remaining vacation days either way?

Any advice on handling this or what others did? I need some mental relief before jumping to another job.
Thanks!

Will there be warning if anything bad happens?

Can anyone comment on what, if any, is Alcon's "package" for employees who they would like to, or decide to, get rid of? Not people impacted by a structured RIF or layoff like we just had. Just those "one off" exits that happen all year long.

That could be PIP'd and fired, or outright fired for performance (not cause). Or "encouraged" to leave: can the employee "negotiate" an exit?