Next week is D-Day. Dell is a joke!
8 replies (most recent on top)
Did any one got invite ?
The severance is a standardized payout based on your years of service and job grade. The only negotiable thing about it is whether you sign or not. If you agitate then they will happily countersue you so don't even go there. Severance is a goodwill gesture to buy your silence.
Sadly...I must agree with this. The severance is a gift, not a mandatory negotiation.
The options are walk away penniless or fight a monster company & hope to prove wrongful termination.
I say, take the money and try & move on.
Yes...Dell is callous, probably breaks multiple employment laws, execs have become millionaires on the backs of the daily workers...but...what ya gonna do?
@ab In today’s world they will pull their severance offer and give you nothing as they walk you out the door.
@ab thanks ChatGPT
@ab nope no negotiating. you must represent a law firm it's hoping somebody hires y'all when you know you're not gonna get them anymore. And if someone does go that route, it's gonna take years to settle. Don't kid yourself Dell's well protective and they're legal department has spent years mastering how nobody is gonna beat them for a WFR severance package.
@ab Wrong, its a take it or do without situation
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 Negotiate
Accrued 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.