Molina layoffs aren't stopping. You can remain optimistic but prepare yourself so you don't get screwed. Anytime you leave a job, it's on you to look out for yourself. Prepare to ask all your questions while you can because Molina HR becomes scarce once you have been let go. Here are suggestions to help you in that upsetting/stressful moment. You can google it yourself and find other ideas.
How much severance will I receive? Severance isn't required by law except in certain situations, such as a union contract or when a high percentage of workers are let go without 60 days’ notice (see the WARN Act).
How is my separation going to be coded and does that coding preclude me from qualifying for unemployment benefits? Don't presume what you think of as a "lay off" isn't being coded as a termination for just cause or something else that will preclude you from cashing in on the benefits you deserve.
Will I be eligible for unemployment benefits and severance at the same time? Severance is a company decision and unemployment is a state decision. The company can't deny you unemployment, but they can say “if you are receiving unemployment, we won't give you severance”. Some companies require you to complete your severance payments before applying for unemployment. Their hope is that you'll get a job and won't ever need to apply for unemployment.
If I'm offered an internal position do I have to take it? If I don't take it, can I still receive severance? What if it's for less money or at a lower level?
What happens if I get a job externally? Can I still receive my full severance? Do I need to get a release from the company to take a job elsewhere?
Do you still consider me employed while receiving severance? What do you consider my termination date? If I'm receiving severance and someone calls to verify employment, is the answer employed or terminated? For many who were let go in the early waves at Molina, they were given 60 days of continued employment (though they were asked to leave the premises that day). That is not severance. That means you are still employed until your termination date. It's also good to be clear when Molina is suggesting to you, you are getting severance for that time frame because that is actually continued employment, not severance pay. It's taxed differently AND you won't qualify for unemployment benefits until those 60 days are up.
What happens to my health insurance? Does it stop immediately? The last day of the month? Is it extended for the period I'm receiving severance? Do I immediately need to apply for COBRA or independent insurance? Who is my contact for COBRA questions? Good luck with this. Wage Works/Conexsis is now the third party vendor Molina is contracted with for COBRA and they have horrible customer service as does Molina HR. Get your questions answered up front as much as possible.
Am I eligible for rehire? I mean, if you want to work there and you think you might have that opportunity, ask what you'd be forfeiting by doing that. That can be a game changer for you.
What will the company say is the reason for the termination? Is this a straight layoff or are there performance issues involved that will affect my reference? If a reference checker calls and asked why I left, what will you say? Don't presume you are going to get a positive reference just because your supervisor liked you. If that's the case, use them as your reference but find out what Molina is going to say about your termination/separation. This is also important regarding qualifying for unemployment benefits.
Is my manager allowed to give me a complete reference or is she required to stick to dates of service? Company policy dictates this, but sometimes it's formally written into the documents that the manager can only verify dates and titles. Understand that recruiters can often get managers to break the policy and speak up, but the policy is important. People often say things like, "Legally, they can't say anything other than confirming that you worked there". WRONG. Word of mouth is very powerful. The company policy is worth knowing because at least you can site if it was broken.
Who else are you letting go? They probably will not answer this directly, but you should be able to figure it out. If you are 40 years or older, you should receive a list of job titles and ages of the employees in your area and if they are terminated or staying. If it's a group termination and you don't receive this, ask for the ADEA (Age Discrimination in Employment Act) disclosure.
If the termination date isn't today, what happens if I quit before the end date? Will I still get severance? Do I receive a stay bonus for staying to the final day?
Am I responsible for training someone to replace me? This is often the case in a situation involving outsourcing. What are the training goals and what is the timeline? What happens if timelines aren't met? Do I still receive my severance/stay bonus on the last day even if the outsourcer isn't ready?
What rights am I required to give up in exchange for severance? This should be in the General Release that you'll have to sign to receive money. Read it very carefully. You're most likely giving up your rights to sue for almost anything, except things that are strictly prohibited by law. That can vary from state to state, so read the document carefully.
Can I have my attorney look at this agreement before signing? If they want you to sign right away, it's generally a sign that it's a bad deal for you. Any reputable company will not care that you're showing it to an attorney before signing and will, in fact, encourage you to do so. If you have an attorney review your documents, please make sure that the attorney you consult specializes in employment law.
If I have a non-compete agreement, does this layoff void that? If I don't have a non-compete, is a non-compete required to receive severance? How long does the non-compete restrict my employment options? What are the restrictions? What's the geographic restriction?
What happens to tuition reimbursement for courses I'm currently enrolled in? Can I finish the course and have the company pay? Am I required to pay for current courses? Am I required to repay for courses that I've completed? Your goal is to avoid any repayment.
What happens to any relocation assistance that I've received? Most relocation contracts have a one to two-year repayment clause if you leave before the time is up. Make sure your termination documents waive any requirement to repay.
Is outplacement help available? What company? What services are provided? Must I use the services immediately, or can I use them later? How long do I have to use the services? Is it only good in this town, or can I move across the country and still use the outsourcing help?
Who can I tell about my separation? Molina has some specifics about how long you are permitted to identify yourself as a current employee in social media.
Who can I discuss severance agreement with? My attorney? Financial planner? Spouse? Neighbor? Newspapers? Lots of companies require you to limit who you tell to your attorney, financial advisor, and spouse. You can't even tell your kids the terms of the severance. Find out the terms of the nondisclosure agreement before you speak up. In the case of Molina, shortly after the layoffs began, local news publications where the Corporate office is located, were doing outreach to employees. You really need to protect yourself and know what you can discuss.
Make sure that you have the answers to all of these questions before signing anything, otherwise, later you may regret your choice.