Given that the SHM in April will result in a new board which will likely initiate a CIC soon afterwards, wouldn’t any layoff now without immediate vesting expose the company to potential class action lawsuits due to the Equal Protection clause of our constitution? I know we will have to sign a waiver for the severance, but if the company’s action is unconstitutional, then we can still sue. In that case, it would be wise for QC to give us unvested stocks if it wants to lay us off now. Any lawyer or people from MS organization cares to comment?
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What makes you think you are a protected class under Equal Protection clause?
Since the layoff was initiated prior to the change, and was not sure to the change likely no CIC.
You will probably be asked to sign a release to get the severance as well.
The way I see it is -
1) Folks get a 2 month notice with last date sometime in May.
2) Board changes and CIC triggers so termination date will be after CIC.
3) Accelerated RSU vesting.
If 2) doesn’t happen then no 3)