#vsp

I haven’t been employed at CF a full year yet, and I’m paying close attention to this site and how information is shared. I just got word of the lawsuit pending against two brothers who have allegedly defrauded CF. A few months prior, I learned from the town hall meeting prior to selecting the new CEO that we had an $80MM deficit in operating costs. This was in alignment with the VSP purge. I’m too young to retire but too old to be a viable candidate anywhere else, but I recognize the “last hired, first fired” scenario. I’m grateful for this site where some real convo can be had. I wish nothing but the best for seasoned vets and those like me who are chewing fingernails and wondering what’s next.

Anyone been able to confirm with the state of New York if they would approve of the UI Claim after being laid off due via the VSP? Sounds like each state is different. Based on my initial readings, sounding like this'd be an eligible scenario for UI benefits in NY.

https://www.forbes.com/sites/terdawn-deboe/2026/05/21/companies-fired-workers-for-ai-now-they-want-them-back/

Question? I was just about to put in FMLA paperwork. I know this is a HR question but does anybody know how these things work or how to place it and then do the VSP. Is it better to just put in the paperwork and hold out for the layoffs?

What if I put in for vsp and got denied because boss felt like saying no. Another round of layoffs come and there’s no enhanced benefit but now I really get laid off. I got sc--wed out of the first one because somebody decided not to approve me. Can’t I fight to get that since I volunteered for it in the first place?

I heard up to 30 out in this round. Anyone have the details? Those who could should have taken VSP when they had the chance.

Fideliscare of NJ. Care Management. If we do not apply for VSP, come end of July and they need to layoff, who makes the decision about who will be layed off? Does the direct supervisor have input? What about the manager?

Who makes the final decision and do they get additional input from anyone?

While I have survived tons of RIFs, I have never seen this company or the company I came from when we merged, offer a VSP. I’m tired. I’m sick. I am ready to leave so I applied.

Anyone else did? Yes? No? Considering? Thoughts or theories about this? Share it!!

Only thing I see is 4 weeks of additional salary for VSP.
I also see prorated bonus on the VSP offer. Not sure if this is just for VSP or prorated bonus is offered on standards layoffs too. Let me know if you have any insights.

I know of at least one person maternity leave that they never reached out to about the VSP. This person had no idea until a coworker reached out to them. I wonder how many people on leave were never informed?

So if you don’t accept the VSP, and we know there will be a wave after that. How would Centene know who gets laid off and who doesn’t? If you don’t have anything nice to say, please do not comment

I work in an area that was affected by ER. I was chatting to someone in Field Supervision one day. It seems they had quite a few people take the VSP and retire, but not much ISP or outsourcing took place.

What's the consensus on this area? What's the outlook? I would like to find a "safer" area of the firm.

Accepting VSP? Click Arrow up.

We all know an involuntary round is coming, and it'll most likely have a lesser package attached to it. So those of us who want to stay can say no to a VSP just to end up laid off a few months later and with less to show for it. Kind of makes it really hard to say no, doesn't it?

If we were really a team then anyone with a C &O or VP in their job title would take a pay cut. You know the ones making millions of dollars per year.
Employees over 60 years old who already qualify for social security benefits and can access their retirement accounts without penalty should take the VSP.
We shall see if our older coworkers thought of others younger than them who may face layoff because you stayed on instead of taking the VSP.

This voluntary layoff program is probably just the first phase of a broader restructuring. Look at the tech companies, Amazon just did this prior to their massive layoff this year. Companies start with voluntary exits to reduce headcount quietly, lower severance costs, (they save SOOO much $$$) and see which roles can naturally be eliminated before moving to any targeted involuntary cuts. Too sum it up if you choose to leave its MUCH cheaper and looks better for them.

This is also why your metrics seem to be unatainable. They move the goalposts and the employees they want to get rid of they hold them to the letter of the metrics and put them on performance plans to get them out or they just quit out of frustration.

Leadership at this company uses rolling layoffs as just part of their general business practices. VSP does a lot of things, avoid WARN Act triggers, and reduce the negative optics of “another layoff,” all while encouraging high tenured, expensive employees to self select out.

This looks like they still need to get rid of expensive administrative resources but want to do it in a controlled, lower risk way the keeps the public and legal exposure to a minimum. All at the same time giving them the talking point "we'll they left on their own".

Did any managers or Directors receive the VSP email?

PLs have been completely silent and nonexistent about the VSP.

Having 2 months to dread on this is horrible. Has anyone heard any numbers on how many people they need to remove? Departments getting hit? Anything?
If you're taking the VSP, what company are you trying for?

I have a fairly uncommon skillset, and I'm worried they might block me from leaving. If they do, I guess I could ask for a raise, but that would probably just get me laid off anyway LOL.

13 years as a nurse and scared of the unknown. Afraid the final pay out will be leas than the “expected” amount. Want to know what the “agreement” states before hand. Praying for everyone!

I am fairly young and beginning my career, I’ve been with centene for 6 years and my VSP contract is not bad. I’m contemplating taking it and walking away but my only concern is that they do not even release my department. I have been through years of “we are rebuilding” and multiple job layoff scares. I have no idea what to do and it’s driving me crazy everyday since London crusty a-s sent that email.

If you choose to apply for the VSP just know that it is stated in the FAQs that they will reach out and discuss you and your application with your leadership supv/manger etc and that will be a weighing factor in whether or not they approve you or deny you.

Now let's figure out how this is ok.
I looked over the VSP, not in detail so I might have missed some things, however, these are my questions:

what happens to your sick/accrued PTO? Did not notice any mention of this.

lets say that you do not "apply" for VSP, why arent they mentioning what the severance will be if they pick you to be layed off in August or perhaps the second round of layoffs which i suspect will be later on once they get their bearings after the first layoff.

Now lets say you "apply" for VSP, but they decline, only to later lay you off in August (as their numbers haven't been met). Doesnt seem very ethical as now they dont have to give you the additional benefit of VSP and terminate you with just the basic severance. That seems a bit shady, as this could be one of the methods to let people go and have less cost as they will not provide the additional benefit that you originally applied for.

I know that all states are different, however I think it would be nice if they looked into it and included into individualized offers the information on our ability/inability to file for unemployment.

Seems to me that this entire situation and the way it is handled is only to benefit Centene with absolutely no regard for thousands of people who have gone above and beyond in their jobs. I know that this is the state of the current corporate world, but there must be something that can be done to stand up to these bullies. I wonder if the legal department has anyone who also got the VSP and might have some ideas :)

Like all of you, I have been anxiously evaluating my options. For ME personally, my VSP was pretty mid, but I'm early in my career... walking away from a good job and title with a little bit of cash isnt that bad. my big worry is that they boot me earlier than September 1... not a fan that the VSP numbers may "vary." We have no leverage in this bargain other than to stay to make it more difficult during restructuring. The risk of lay off is scary... a few departments have already restructured in the past two years, so its hard to imagine they will even accept my application... Not sure how to feel about the paranoia associated with applying and being added to some "list." If anything I think this is an attempt to shed as many high earners and potentially replace at lower salaries? Idk... I hope everyone is ok lol

Ineligible for VSP states specialized roles are excluded.

I am torn between accepting VSP or not accepting. My thought is if I don’t accept I will be sc--wed eventually- if not with this round with upcoming rounds. At least with this I won’t be leaving with nothing. But then I don’t want to start over again. I am getting old. Then on the other hand if I am not one of the ones that will be laid off, the work load will be horrible. It is already bad enough and stressful as it is. The outlook of Obamacare is not looking real great from what I can tell so the likelihood of this being ongoing is high in my opinion. I just wish I knew what to do. And having to wait until July 15 to “find out your fate” basically does not help. Am I the only one that thinks this way?

I just had my 6 month anniversary on Monday so obviously I am not eligible for the VSP. I am thinking there is a good chance I will be laid off by September 1st? Do you think that is how it will go?

Centene is a such a trash company, 11 years here and the offer I received was horrible. Sarah thinks this route is the best way to go, she is going to lose a lot of people. She needs to pony up and pay her share of destruction she made. Shame on her

If I accept the VSP, do I have a better chance of being accepted then if I were to accept on Jul 1?

Somebody asked this in another thread with no answer so far. I'm hoping somebody here might know since I'm curious about it as well.

Does anyone know ….
If they reject your VSP application, are you still at risk to be laid off?

Is the VSP in lieu of salary until September 1st or would we receive salary and the VSP offer kicks in at sept 1st?

You guys got your VTP.

We're still waiting for our ESB or ESRO here in CWA D9.

Just type the website address to your home computer and the codes will work instantly. This only appears to be a problem with Centene equipment.

Why are some people getting more weeks of severance in the same position - same team - with the same years than others?

By now, is it clear what criteria was used to determine who'd get the VSP offer?

I had to register for the voluntary separation program, I put my number and email correctly. 2 hours later I am getting codes that I have requested. Do not call the number they provided. 1 hour and 18 minutes later they sent me to voicemail. Just an fyi

After reading the VSP offer, details & information and the FAQs, these are the questions I have for leadership. Please feel free to add to the list:

1. Can employees review the Separation Agreement before making a final decision? We’re being asked to make an irreversible decision (if our application is accepted) before seeing the actual release language.
2. What is the true amount I will receive of if I accept the VSP? Not the estimated amount. The concern is the amount maybe lowered after our application is approved.
3. If I decline the VSP and am later laid off, what severance amount would I receive? This amount could be lower or higher and plays a big part in the decision.
4. What percentage of VSP applications are expected to be approved?
5. What will my monthly health insurance cost be during the 6-month COBRA subsidy?
6. What will the full COBRA premium cost after the subsidy ends?
7. When should employees expect the lump-sum severance payment?
8. If rehired by Centene, what repayment obligations apply?
9. How will unemployment benefits be affected by the VSP?
10. What happens if my VSP application is approved but business needs change later?
11. How likely is it that accepted applicants will receive a September 1 separation date? The FAQs state the dates may vary.

This is honestly hilarious, Centene can not even fire us correctly...
The website wont give verification codes.
We are in the dark for hours, Cryptic emails.
Every leader is radio flipping silent.

For a company I loved to work for and with, this is ridiculous from the chiefs of the company.

Is it standard practice that some "applications" may be denied? As in, you could accept the VSP terms only to be rejected anyway? My manager made our team aware of this possibility without coming right out and saying it. He said "not everyone will get accepted" which I found out.

Obviously Centene stands to benefit from seeing how many people will bite before giving them the green light. They benefit, again, from having a final headcount by 7/2 so that they don't accidentally over-correct. Not that it makes much sense to offer the VSP to so many employees that Centene could end up needing to hire people when all's said and done, but clearly leadership isn't the brightest...

This is the first I've ever heard of one of these programs. I'm trying to gauge whether Centene's being extra shifty with the "your application may not be approved" sh-t, or if that's standard.