#voluntaryseparation

If they really want to lower US headcount they'd get a little more creative. if they'd just bump me up/credit me the 10 years for the retiree medical. I'd take any EOI they'd offer. As is I'm 3 years years away and holding on for dear life.

I opted into the VBO and other than the automated email to check my system info/equipment return, I have not heard a word on next steps and timeline for separation agreement. Anyone else?

Do we know if the Layoff Severance will be the same as VBO.? Think there is any chance we could get 3 weeks like WBD?

Any chance??? I have 2 years until I qualify for retirement but not sure i can make it.... please tell me some good news

Companies sometimes use indirect methods to reduce headcount while avoiding the costs, public scrutiny, and legal risks associated with traditional layoffs.

The approaches below are commonly discussed in this context. They are speculative, but patterns of behavior can be revealing: if it walks like a duck and talks like a duck, it may be a duck.

Volunteer Exit Plan
This offers a one-time lump-sum payment in exchange for an employee’s voluntary resignation. It has been used to encourage older employees with significant retirement benefits to leave the organization. In exchange for the payment, the employee typically waives the right to collect unemployment.

Quiet Firing
This involves deliberately creating a more difficult working environment so that employees either resign or can be terminated for performance reasons. Tactics may include raising performance standards, increasing workload, or issuing formal action-plan memos and documentation. The underlying dynamic is often an unspoken competition among peers. Higher performers are retained for the next phase of the business, while those who cannot meet the new expectations are managed out. Because the separation is framed as a performance issue, the employer generally avoids unemployment liability.

Constructive Discharge
This is closely related to quiet firing but focuses more on making the job untenable through changes in working conditions. Examples include significantly increasing required in-office time (for example, shifting someone from a hybrid schedule of one week per month in the office to near-full-time on-site attendance), altering hours, or reassigning them to a more demanding customer- or agent-facing role such as claims handling. These changes are often presented as positive realignment efforts intended to “help employees keep their jobs.” At the same time, companies may expand the use of business process outsourcing (BPO) firms or hire workers outside the country to lower costs and make it easier to eliminate roles later through automation.

The question that often arises is: if the goal were truly to retain employees, why invest so much effort in making their roles less sustainable?

Formal Termination
When the methods above do not produce the desired result, the company may ultimately terminate the employee. This is typically treated as a last resort because it carries unemployment costs and a higher risk of legal claims. It tends to occur when cost reduction, restructuring, or automation takes clear priority over retaining the individual.

i have not heard anything but wondering 🤔 if Comcast will follow

Unfortunately I did not take the VSP because I thought I wouldn't find a job before the money ran put. I was not laid off and still here. To my surprise, I am now getting movement and interviews with multiple companies.

If I get an offer and put in my notice, will they let me go then and there but still required to pay me for those 2 weeks or will they let me go and not pay at all? I'm in Missouri. I ask because on previous teams, whenever someone put in their notice, suddenly they were gone and not permitted to work their final weeks and it didn't matter where they were at with their PTO.

The jobs I'm in the running for are not other insurance companies but I can still see centene making a reach to say these are competitor companies and not allow me to complete my 2 weeks. Anyone with experience or in the know, please chime in.

Does anyone know the exact date in March for VSP’ers? Thank you!

i am currently on a paid leave of absence due to mental health issues. I filed a workers comp case stating prolonged use of staring at the computer with having to focus with no opportunity to take a break has caused my mental health issues to worsen. I want to take the VSP if offered. How do i know if a new VSP will be offered. I may have to just quit and tell unemployment the job got to stressful. I am honestly not sure what to do.

For those in Minnesota whom took the VRSP in 2025 were you also able to get unemployment?

Why? Because we are the problem.

Centene Federal Lobbying & Spending
• Spending: Centene reported $710,000 in in-house federal lobbying spending during Q3 2025 alone, contributing to a multi-decade federal lobbying footprint totaling over $48 million.
• In-House Team: The federal in-house lobbying roster includes Simone Myrie, Erik Nicholas Hames, Danny Ly, and Jacqueline Baggett.
• Outside Firms: Centene retains external consulting and lobbying firms, including Brownstein Hyatt Farber Schreck, BGR Group, Williams & Jensen, Continental Strategy, and ALB Solutions.
• Revolving Door: Over 50% of Centene’s named federal lobbyists have previous experience in the federal government or Congress.
Political Contributions & Coalitions
• Political Action Committee (CentenePAC): Disburses non-partisan federal and state-level candidate contributions.
• Industry Coalitions: Centene allocates significant funding to major healthcare trade associations and advocacy groups—including AHIP, the Association for Community Affiliated Plans (ACAP), and the Business Roundtable—to align on broader policy advocacy.
• State Engagement: Centene maintains dedicated external affairs and government relations teams across its regional health plans (such as Health Net) to navigate state-level legislative and regulatory rules.

If the terms of a buyout are very lucrative, people will dig in their heels and wait for it.

I’ve heard that some people who have given their employer notice of quitting wind up being told to just turn in their computer and their last day is today/essentially being fired.
I’m wondering if this has happend to any Medtronic employees (you or someone you know)… ?

I wish they would offer a package to retire...I would take it.... Tired of the bs, tired of my cr-ppy peers not being in the office and nothing being done about it, tired of lying sales people, tired of getting up early to get a desk, tired of the same lunch options, who else feels this way

Like meta , google and msft ? Google is giving 2.5 months for every year worked . Sap can give atleast 1 month for every worked .
Sap HR pls read this thread .

Came home to a post office notice that Verizon sent me a certified piece of mail that I need to go to post office to sign. I will not be able to get to post office next week. (I was accepted to the recent incentive package off payroll October 11. All other information with retiring was sent by email)

Is it just me or is it overkill with all the reminder emails. Do we think that means the numbers of people completing the form are just low overall? Or not enough people accepted or what’s going on. Maybe too many people are just leaving it blank instead of saying yes or no?

Does anyone know if we get the full 2027 sick days if we are leaving earlier in the year on VSP?

Google is now offering voluntary exit packages to employees. This move follows similar actions by other major tech companies like Microsoft, Meta, and Oracle. These widespread reductions have already surpassed 100,000 job cuts this year. The reasons for these layoffs are debated, with some pointing to AI efficiency and others to costly data center investments. Experts suggest this trend may continue and potentially accelerate.

Mountain View, California

https://finance.yahoo.com/technology/articles/google-joins-surge-tech-layoffs-142859174.html

We are being offered the voluntary resignation separation program again. It feels like every month we tighten our bu-tholes bc we’re bracing for impact. It’s truly getting exhausting and quite frankly my a-s hurts. I find it funny that they added our e-mails to all the documents so that they don’t get leaked. We all know they let so many people go right after this last year so it obviously doesn’t work. How about with our base pay you also leave us with insurance coverage for a year. It’s not like the plans they offer us cover sh-t anyway. For context I’ve with the company 15 years. It’s getting ridiculously SADDD

So the company is offering another voluntary resignation program in Mike Bakers area. I think we all knew this would happen again based on increased use of AI as well as the poor financial state of the company. More information is supposed to be made available today.

I see this will be offered again in certain areas. For those of you have heard of it, is this a pro or con?

Term date 2/1

Same offers as 2025.

UHC O&E

Team I came to know from internal sources, VSP Coming soon.

I'm not sure how I'd deal with that. That's my main driver in saying yes.

This is likely just for UHG but hopefully optum as well. Many would take it.

Can employees who accepted the VSP but are still around (separation date hasn’t happened yet) get it reversed and get a new job at Centene, with “executive approval?” The agreement I saw and signed said nothing of this kind of loophole

I feel like that whole meeting was a fluff fest trying to convince everyone things are fine. Announcing right at the end that there would be another VRIF was the most important part IMO.

Seton Hall laid off 46 people in the fall 2026 semester and is requesting voluntary separations from union and non-union staff to offset a multi-million dollar deficit for the 2026-27 fiscal year. They have frozen salaries and raises and say they have frozen hiring but continue to post multiple job openings for administrative positions and faculty.

When I was offered the VRP earlier this year, I specifically asked HR if I would be eligible for unemployment benefits. I was told explicitly that I would be. When the severance package ran out, and I hadn't found another job yet, I applied for unemployment, and was denied because I took a "Voluntary" package. Has anyone else had any experience with this?

Does USAA offer VBO similar to Microsoft ? If yes, are there any criteria?

Any idea if the VBO offer we received would be the same as layoffs?

Every single person I know would rather take a package than continue working for this company. Including my entire team, my leader, my leader's leader, my direct reports, everyone. We are all pretty open and vocal all around about it. There is zero trust and faith in the ranks above. And if they were to be honest they probably would want a package.

This is such a terrible miserable place to work. No direction and no viable purpose in any processes. A lot of aimless nonsense. But they are going to pay us to leave. They want us to give up and quit. But not going to happen. Let's get those packages handed out and show us the money!!!

Seriously. Nothing is there. I see some articles from August talking about the exec shuffle we had and that's it. Is it possible this is a non event for the media. I am guessing that we got so used to these massive layoffs that people actually dont care any more. I mean, on Monday Microsoft offered voluntary separation to 60K folks, and if things like this are happening I guess nobody cares about few hundred at FNM. Whatever.

Microsoft is extending voluntary buyout offers to approximately 60,000 employees, representing about a quarter of its global workforce. This initiative aims to manage headcount and avoid further layoffs. Eligible employees at the vice president level and below in the U.S., Canada, India, and the United Kingdom can accept the offer by early December. The program builds on a successful voluntary retirement program from earlier this year. This move allows employees considering leaving to do so with support while helping the company adapt its workforce.

https://www.staradvertiser.com/2026/10/28/breaking-news/microsoft-offers-buyouts-to-about-60000-employees/

Microsoft has extended voluntary exit offers to approximately 60,000 employees globally. These offers are available to staff in India, the US, the UK, and Canada. Employees have until December 1 to accept the voluntary separation package. Those who decline the offer are anticipating potential layoffs in January or March. This move suggests a significant restructuring within the tech giant.

https://inshorts.com/en/amp_news/expect-layoffs-by-march-if-you-don-t-accept-microsoft-s-exit-offers--techie-1793268471887

Anyone think Truist will offer an early retirement package (or buyout package as some companies are calling it) again like they did several years ago? Hoping that happens sooner rather than later!!

https://share.google/9klhKfcjzyA9JDaaF

Oh, I forgot...retail mentality.