@cp Thank you for this. It's the main thing I've been worried about, because what I've heard about the contract language is super restrictive. So many Comcast job descriptions are corpo-generic. The language you mentioned would basically prevent someone from getting another job at all, and that's insane.
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@ad I agree. Now granted this was a number of years ago with Comcast. I could not change the basic terms of my severance agreement. (total payout, how it was paid etc) However I was able to have some of the language changed, the original as presented document said I could not get a job with any employer with the same job title that I had with Comcast. My attorney and I objected that those terms were to broad and that we narrowed it down that I could not hold that roll with another cable operator, which was fine with me. Basically it covered their non compete clause.
I can't believe this question is even asked. Seriously, do some of you people think you're so important that you get to negotiate how much the company will pay you and give you insurance after they fire you?
This isn't a professional sports league.
@ae mine already reflects in workday, is it too late?
@a2 how do you change your PTO
Negotiation implies you have something to negotiate with like a lawsuit. If you turn down the severance agreement they can just note that and off you go. Only thing you gain is not having agreed to nda or whatever restrictions were in the agreement.
Technically no. Realistically no.
When you were hired and you signed all the paperwork, did it say anywhere that they would pay you if they RIF'ed you? No.
Severance is something that nice companies do. Larger companies. Small companies cant afford it. So if you get something feel good about it. Same with bonuses. Its a bonus not a paycheck. When they happen its nice. I never expect them.
Everything is negotiable, but in this scenario you’re unlikely to get anything extra unless you have some very compelling leverage. Which means your best bet to get a few extra day’s paid out on your final check is to look into reclassifying any previously taken time off as flex or float instead of PTO. The first two don’t pay out on your final check but accrued and unused PTO does.
@OP lol no
No.
Last year, we couldn't even see the final "offer" until a week or so before the end of the line (12/31), and for the pay continuance to not disrupt deposit schedules (so we wouldn't miss a pay), would have had to accept the final package immediately on its release on 12/31. I was "spared" last year by way of last minute reorg but I don't have the fight in me to go another round.
Technically yes. Realistically no.