Im confused…..if they have what seems to be a lot of people taking the vsp……why would they leave us hanging until mid August?? There’s tons of people who volunteered to take the vsp…..but apparently theres still a layoff threat? Shouldnt the people who took the vsp be the first to go and that be enough since they basically volunteered ?
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Those with exit dates pushed to late 2027 be cautious. The company can make that date earlier if they so choose. It also gives them time to involuntarily go exit you.
If everyone who took the VSP on your team gets a 2027 separation date, but others on your team who were not VSP eligible end up getting laid off in August, then that will be a major turning point in this entire scenario because if that does indeed happen then it will be evident that separation dates were not based on business needs but planned to ensure that those given a 2027 date will either quit or get managed out. I find it notable that most corporate employees got an early out.
@b5 They aren’t saying that those who accepted VSP with an end date a year out that they are guaranteed employment until then. In fact, those with an end date a year out are probably the ones least likely to get any type of payout of any kind an probably be fired on some bogus pip before then.
@a8 absolutely! If I had known I would have been able to accept this VSP AND stay on employed for nearly a year or more out, I would have absolutely said yes on the spot. But that is not how they presented it, and at this time , I’m in no position to be unemployed and without health insurance because I am In no position to seek other employment right now. So I’m just praying I don’t get the thrown from the ship with no life vest.
Absolutely! I got a November 2027 date with my VSP acceptance – please fire me in August! I’m offering myself up…
@OP This is the million dollar question of course! Nothing about this makes any sense
I bet if they opened a second round of VSPs you’d get more to apply. People who were on the fence now see who’s going and may want to join them.
There’s still going to be fat to trim from other departments where people did not apply for VSP.
Because they generally target specific roles and departments rather than evaluating individuals one by one. They typically decide who goes by evaluating role redundancy, cost versus value, performance history, and seniority. If they have a team whose roles are redundant or can be downsized and no one from that team took the VSP, they could be a target for a RIF.