#voluntaryseparation

et tu, Wells?

eligibility: age + service years >=70

Eligible US employees include workers at the senior director level and below whose combined years of employment and age total 70 or more.

I'd rather take a package than have to go through this over and over again. I'm being very serious. This place used to have job security. What happened to that?

Anyone know when the expected employment end date is for people who take the voluntary severance? The communication gives a July 31st assumption but says the real date will be given in May.

There's clearly a willing contingent that would instantly take them up on it.

Instead they choose to sever people who might really need the job, throwing them into the crocodile pit of the current job market.

Or they push to make working conditions annoying enough that people who have options voluntarily leave (this part of it makes zero sense to me, these are typically the people you can least afford to lose).

Meanwhile the people who stay are made increasingly miserable, both as a result of the voluntary attrition measures, as well as having to operate for years in an environment with zero job security and no end to the layoffs in sight.

How is any of this better than just yanking the bandaid off, and letting workers have a hand in their own fate?

It feels very "the cruelty is the point" to me

Rumor is, T-Mobile is going to start asking people to volunteer to separate and get the full severance.

Don't just sign up for the volunteer irif, speak to a laywer first. There are plenty of lawyers that offer free advice, even online.

If you sign up for something like this, you could miss out on benefits you would normally receive if you were irif'd involuntarily, including unemployment.

Xerox, or any business, is never looking out for you. Assume this smells just like anything else they do.

looks like OT should offer a voluntary redundancy round - they'd get a few more takers for sure! Maybe write a book on it.

Canada/US market is open for business. closed to opentext - see ya #Energizing Life Every Day!

If the severance is the same as IRIF, then it’s not worth leaving. If you volunteer you won’t be eligible for unemployment.
OP: @at+1knsb3cc4

Lotta hot air and a whole lot of inaction. “Thinking about” volunteering (some people are trying to stay, while you have to ASK to be let go?) does nothing and earns you no points among the rest of us. You say the same sh-t every RIFmas and continue to hog 1 more headcount for a job you don’t even fu--ing need.

The Associated Press plans staff cuts and a business restructuring. This move shifts focus from local print to video and national topics. Revenue from tech companies has significantly grown for the AP. A voluntary separation plan will first be offered to U.S. news staff. Layoffs will follow if insufficient voluntary interest is received.

https://www.axios.com/2026/04/06/ap-staff-cuts-restructuring

I can only imagine how many people would take a voluntary resignation package. It will never be offered in OT because of assessments done years ago. HR determined the technical debt that would occur would be too much to immediately overcome. One could dream though. The last one was 55 years and older with 10 years minimum tenure.

Rhode Island's public media entity will not lay off employees. Enough workers accepted voluntary buyouts to close a budget gap. The organization faced a $1.1 million deficit from eliminated federal funding. This funding loss was part of a federal rescission package. Ocean State Media is the new name for the merged RI PBS and The Public's Radio.

Providence, Rhode Island

https://rhodeislandcurrent.com/2025/09/18/ri-pbs-the-publics-radio-avoid-layoffs-despite-federal-defunding/

Any info on voluntary severance packages for employees over 50?

United Parcel Service withdrew its $150,000 driver buyout program. The offer was withdrawn in 13 states. The Teamsters union strongly opposed the voluntary separation. Local unions filed grievances over alleged contract violations. UPS downsizes its network due to reduced parcel volume.

Atlanta, Georgia

https://www.freightwaves.com/news/ups-retracts-driver-buyout-option-in-13-states-under-union-pressure

I’m almost ready to retire but will today for a package.
Any insights if and when and what it may happen?

Anyone throw their name in the ring for the PRP?

This post is what this site is supposed to be about, not the whining RTO bs.
So I and R in the CWA district 6 area were offered a VSP to leave, they got offered an extra 50k to leave!
so far 4 guys from our garage took it but would like to hear what other areas have been offered!
you know what happens next less techs means less managers if not enough take the offer surplus is next!

VSPP is rare. They want to control who leaves and walk you to the door.

They would have too many volunteers for VSPP offers in mass. They will just hand pick and walk people out with regular severance over the next year....

Any word on voluntary surplus or move notices coming out q2 or q3

Retirement's nowhere in sight, I just don't want to stick around hoping for better days that aren't coming. The job market's rough, but I can swing a couple months unemployed. I need a change badly enough that I'm willing to take the risk.

I have heard a few anecdotal rumors. Any truth?

This message has been sent to all Albion College employees who meet all of the criteria listed below. Being identified as an eligible employee should not be construed as a requirement to opt in to the College’s Voluntary Separation Plan or a guarantee that an employee’s application to participate will be accepted. The College will make decisions concerning the scope and breadth of individuals’ accepted participation based on the affected job titles and operational needs of the College.

Albion College is offering a Voluntary Separation Plan (the “Plan”). The Plan is available to employees who meet all of the criteria listed below:

1. Salaried staff whose primary employment is in an administrative (as opposed to instructional) position,
2. who are expected to work 9 or more months per year,
3. full or part time
4. who were hired prior to 7/1/2025.

In the event the College accepts the employee’s application to participate in the Plan, the employee will be provided pay and benefits in accordance with the final schedule.

Highlights of Offer
• Severance
• Completed Years of Service (YOS) with the College based on the employee’s current hire date through the end of the current fiscal year (FY) ending June 30, 2026 multiplied by 1.25 to determine weeks of severance pay at the current weekly rate of annual salary.
• The maximum number of weeks is 17
• The minimum number of weeks is 4
• YOS will be rounded to the nearest whole year.
• Additional Severance Incentive
• If enrolled in College Health Plan, the employee will receive an additional $200 per week of severance paid in lump sum in the first pay period of the severance payment
• If the employee has opted out of the College Health Plan for the current plan year, they will receive an additional $25 per week of severance paid in lump sum in the first pay period of the severance payment
• Ability to use the full PTO fiscal year available balance provided the employee is actively working the full final work week.
• Dependent Tuition Benefits may continue as a taxable benefit under the Albion and GLCA programs only and only for dependents who are continuing their education at their current institution.

Benefits terminate upon separation of employment with the College
• The following benefits end on separation/termination date
• College Sponsored MedicalRx and/or Dental (continuation available via COBRA)
• Retirement contributions (employee (EE) & employer (ER)
• Life/AD&D/LTD including Supplemental Life/AD&D (company may offer continuation under individual plan)
• Flex Spending (continuation available via COBRA)
• EE and Spouse Tuition Benefits
• The Following benefits end on the end of month of separation/termination date
• Vision (continuation available via COBRA)
• Aflac (company may offer continuation under individual plan)
• Harrington Loan Forgiveness
• EE HSA Contributions
• EE FSA Contributions

In order to receive the benefits of the Plan, each employee will need to enter into a voluntary separation and release agreement. Employees should know, however, that once the College has accepted an employee’s application to participate in the program, the employee will have terminated his or her employment on the effective date selected by the College, which shall be May 15, 2026, regardless of whether the employee executes the Separation and Release Agreement.

This letter is a general overview of the available benefits, and each employee interested in the Plan should carefully review the attached Voluntary Separation Plan 2026 and related documents. To the extent this letter is inconsistent with the Plan, the Plan documents will control.

To apply, employees must submit via the Voluntary Buyout Application - 2026 Program online form not later than March 16, 2026.
a. If an employee applies, the employee has made an irrevocable offer to resign their employment from the College, with such resignation effective May 15, 2026.
b. Once the College has accepted an employee’s application to participate in the program, the employee will have terminated his or her employment on the effective date selected by the College regardless of whether the employee executes the Separation and Release Agreement.

Last, should you have any questions or concerns about the materials that are being provided, please feel free to contact me.

I saw here that union folks might get the option. If Verizon's planning another big round of cuts, even if mostly retail, wouldn't it make sense to start with VSP and then reassess? That way, people who really need to stay have a better shot, while plenty of people I know would jump at a voluntary package. I know I would.

Plan is coming down the line. Regardless of contract extension or not. À la ups style

$5000 per year of service to leave the company. No restrictions . 5 years or 50 years. Major downsizing is wanted by the company. No ipp offer. Across the board. They will back fill and train if needed for some job titles.

Anyone here hopes for VERP again?

There are no roles that can’t be back filled so why not take volunteers to assist in the mission of reducing workforce. Many would take it and be gone already.

Well 5 done March 13th here at the country club good luck to you all 🙏. Not sure how many at the Resort.

The content I read here continues to assure me I made the right choice by taking ERP. So many comments reflect how I felt for years after donating my time playing the NRG/Buzz-Yammer/Bold Goal/Community Day/volunteer game, thinking it would get me somewhere.

Loyalty and long-term efforts used to mean something. No more, which is why the decision I made last summer was an easy and immediate one. Especially with the current batch of self-esteem as-----ns.

Any rumors that the new Frontier employees will be offered a voluntary package?

Come on leaders. Make it happen! We are out here waiting!

Looking for suggestions and ideas on ways to self nominate for RIF in the coming round.

Great source called me and said there's chatter of VSP in March. Anyone else hearing anything? I bet a lot of ppl sign up for this one. I'm in!

Any chance they'll be offering those again sometime soon?

During our end of year reviews several of us have been told that there is a good chance of a VSP in March. I find this hard to believe so soon, but it keeps coming up! Has anyone else been told this?