Which teams will be impacted in September? Does anyone have any idea?
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Compliance will likely be hit since AI was implemented and the consent orders were lifted.
Scuttlebutt suggested the consent order folks are getting whacked.
@na Treating a standard severance PDF as an unchangeable law is exactly what HR relies on to keep costs down. Asking professionally isn't foolish—it's standard business practice.
Severance pay is not a gift or a reward for past work; it is payment in exchange for signing a legal release of claims. Each situation is different therefore each persons leverage is different.
Here are some examples of leverage:
Legal Risk Mitigation: Signing away the right to sue for wrongful termination, age discrimination, unpaid overtime, or hostile work environment is valuable to a company.
Smooth Transition & IP: The company often needs cooperation (handing over accounts, transitioning projects, signing non-disparagements, or returning proprietary property smoothly).
Speed and Closure: HR wants files closed quickly. Negotiating a modest bump in exchange for a quick, hassle-free sign-off gives HR what they want: immediate finality.
None of this is legal advice, each situation is different, sometimes the best option is to take the offer, sign, and move on.
@f9 Cmon now. To negotiate you need leverage. Folks being laid off have no leverage. And the severance packages are all laid out in the separation pay pdf that sits online with the handbook you sign off on every year. Stop giving folks foolish advice.
HR representatives are trained negotiators, and the initial layoff package is simply their opening offer. Most employees sign right away out of embarrassment or shock, but it is critical to treat this purely as a business transaction. If needed, consult an employment lawyer to review your terms before signing anything. If you are a protected class including certain departmental demographics, then you may have additional leverage.
Core Areas You Can NegotiateAccrued PTO & Sick Time (Earned Time):
PTO/Vacation: Ensure all accrued, unused vacation time is paid out in full. While required by law in many jurisdictions, confirm it is explicitly itemized and calculated separately from severance.
Unused Sick Time: Sick time payout is rarely legally required, but you can request that accrued sick leave be cashed out or folded into your total payout as a goodwill gesture.
Severance Pay: Request additional weeks or months of base pay anchored to your tenure, past contributions, or industry standards.
Healthcare Continuity: Ask the company to cover full COBRA premiums or maintain your active health coverage for a set duration.
Restrictive Covenants: If non-compete or non-solicit clauses restrict your ability to find work quickly, request that they be waived or narrowed—or ask for higher severance to offset the limitation.
Equity & Bonuses: Negotiate accelerated vesting for upcoming equity tranches or a prorated payout of your annual bonus.
Transition Support: Request company-funded outplacement or career coaching services.
Standard Counteroffer Framework:
"Thank you for sending over the agreement. I value my contributions to [Company] and want to ensure this transition is handled fairly for both sides. Given my track record—including [1–2 key achievements]—I’d like to request the following adjustments before signing:Full payout of all [X] accrued PTO hours and [Y] unused sick days upon termination.An adjustment in severance pay from [X weeks] to [Y weeks].Company-paid COBRA coverage through [Date].If we can update the agreement to reflect these revised terms, I am prepared to sign the release promptly."
Best Practices
Document Everything: Keep all communications in writing via email for a clear record.
Check Local Labor Laws: Rules around mandatory PTO and sick time payouts vary significantly by state/region.
Use Speed as Leverage: Offering a quick turnaround on signing the general release once terms are updated gives HR a strong incentive to accept your request.
The layoffs will be after the elections. It doesn't matter who you vote for!
All teams :(
I heard risk
I guess we would find out next week