#severance

The week of July 6th there were a few resignations. Do not resign!

If you have not secured new employment and you are sick and tired of tedious daily activities like Salesforce. DO NOT MAKE IT EASY ON THEM... DO NOT RESIGN! Everyone's situation is a little different BUT USE CHAPTGPT ask how to negotiate a Severance and put in your exact situation and it will guide. you.

I know you are tired, overworked, feeling defeated, but that is part of their plan. Just MILK IT. If you need to enter Tasks, just make it up on the spot. If you have to enter a LOG a CALL in SF just interview CHATGPT. Say ChatGPT you are an Instructor teaching Biology what are your 3 biggest challenges? what are 3 things you wish Technology could do for you in the classroom,,,,,, and enter what it tells you. This will buy you some time and also keep the checks rolling in while you try to get Severance If they don't give you severance, Each check you receive by faking it, is basically Severance since you were about to throw in the towel and quit anyways. Good Luck!!

Hello from the otherside. Just wanted to reach out to y'all and see what kind of rumors and info we can swap.

Big thing for us this last week was our 3% automatic retirement contribution was canceled, and now all vacation time has to be used up by 12/31 every year or you lose it. No vacation time rollovers.

The rumor behind the vacation change, is that there will be big layoffs in Q1 2027, and this way they don't have to pay out the accumulated time.

Severance here (from a round in 2025) was 2 weeks per year of service, unclear on upper end caps and 1 month of benefits.

What are you hearing on your end?

For those who have received their payment, what was your timeline like to receive your compensation based on your last day of employment?

Former tech manager here. Had dinner with my old boss last night, he's retiring soon so he said he doesn't care if I let the cat out of the bag. Basically if you are remote and choose not to move to a hub, the plan is to fire you during Q4. Jobs will be shifted to USBI or hubs. The only remote employees that will be allowed to stay will require direct approval from the MC so it's out of your boss even your SVP's hands. He said they hope to sc--w you out of your severance too because you're volunteering to leave instead of taking the job offered to you 6 hours away. If you're not moving...start looking. There are still opportunities at other companies that are remote especially for senior or higher roles.

I understand that if you accept severance over time instead of a lump sum payment, you can keep your medical/dental/vision benefits. Does anyone know if those are going to be the same rates as when I was employed or will it be at the higher COBRA rates? Trying to determine if I should just lump sum it and go on my spouses benefits

For a section 16 officer to be able to negotiate an "out clause" based on the CEO's employment status is totally unheard of. Fiserv Director's will receive several "no votes" on say on pay at proxy time. The Fiserv lawyer and the CHRO who agreed to this must be also be on eggshells.

Ansys still has departments that overlap with Synopsys—such as back-office and marketing—but does anyone know what process will be used to integrate them and lay off current employees?

Also, given that there have been multiple rounds of layoffs, does the company still have the financial capacity to pay severance packages if employees in these overlapping departments are laid off?

Does severance come out of a managers budget? If so, what if they didn’t budget enough $$ for severance (they layoff more people than originally predicted)?

Has anyone received their paperwork to sign so we can get our severance payout?

A law firm is investigating Microsoft for potential violations of the WARN Act following a recent mass layoff. The company reportedly laid off 605 employees at its Redmond, Washington facility. The WARN Act requires employers to provide 60 days' advance notice of mass layoffs. The investigation will determine if Microsoft provided adequate notice to affected employees. Employees who did not receive proper notice may be entitled to severance pay and benefits.

Redmond, Washington

https://straussborrelli.com/2026/07/06/microsoft-warn-act-investigation-2/

Microsoft has reduced its global workforce by approximately 4,800 employees, representing about 2.1% of its staff. These layoffs primarily impact the sales organization and the Xbox gaming division. The company is implementing a comprehensive severance package, exceeding typical industry standards. This includes extended pay, continued stock vesting, and health insurance coverage for eligible employees. These actions coincide with Microsoft's significant investments in artificial intelligence and cloud infrastructure.

https://innotechtoday.com/the-business-of-letting-go-microsofts-new-layoff-playbook/

Time Warner and should have left it alone. That was a gem of an asset that could have had significant growth but the SBC blockheads had to get their grubby paws into it and dirty up the punch bowl. You think about all the M&A over the years and what they botched, divested, ruined etc...The hubris for an SBC Telco Executive team to think they could do better than the entertainment talent of Time Warner. With AT&T Executives I see little to no connection with the masses of customers or the overwhelming majority of the employee base. I left 2+ years ago and it was the best decision I ever made. Those hanging around based on some mythical package they think they will get.....times have changed and those days are over.

I see my final paycheck in the ADP site (for July 10 pay), but it does not include the severance pay. I guess this is paid separately. Does anyone know when that will be paid?

Has anyone successfully negotiated or countered the severance offer? If so, did Humana accept your counteroffer? I’d also be interested in hearing what you negotiated (such as additional pay, extended benefits, or other terms) and whether you felt the process was worthwhile.

Are there tax implications by choosing one over the other? Does that affect how you can apply for unemployment? Can’t understand why someone wouldn’t just want to get the entire severance amount in one large deposit. Thanks.

Management is rolling out a brand-new "Competency Model" framework for upcoming mid-year reviews that completely changes the rules of our jobs right after a massive layoff. They are introducing a mandatory "AI Competency" metric, requiring everyone to use AI tools daily and even "configure simple agents" just to be rated as "Effective" in their roles. This is a transparent move to force a smaller, surviving workforce to use automation to absorb all the leftover work from our departed colleagues. By rushing this out by August 31 alongside mid-year "goal adjustments," management is building a paper trail that redefines what it means to do your job well. If you don't adopt these new automated workflows, they can mark you as underperforming even if you are doing your core job perfectly, creating a loop hole for them to shift to performance-based terminations instead of layoffs so they can dodge paying severance down the road. Just when you think they can’t go any lower, they now want to take away severance pay

I understand we get out 60-days of pay for the non-working period, our accrued PTO (up to the layoff date and not including comm service time, personal holidays or floating holidays) and we get severance. However, has anyone in the US had any success getting anything else? Like paid for all your pto earned or unearned, extra benefits or perks???

Former employees of Entourage Health are alleging that the company failed to provide legally mandated entitlements following approximately 53 layoffs. These workers claim they received only two weeks' pay, despite many having years of service. They are questioning whether termination pay, severance, and notice requirements under Ontario employment law were met. The company, which filed for creditor protection, disputes that the layoffs constituted a mass termination. Affected staff have filed complaints with the Ministry of Labour and are seeking legal counsel.

Toronto, Ontario

https://stratcann.com/tag/layoffs/

Microsoft is providing laid-off US employees with a generous severance package. The offer includes up to 39 weeks of base pay, determined by seniority and tenure. Employees will also receive continued stock vesting for a period of six to twelve months. Health insurance coverage will be paid for six months, with an option for extended COBRA coverage. These terms are comparable to previous voluntary buyouts, with slightly shorter health benefits.

https://www.businessinsider.com/microsoft-severance-offers-layoffs-plan-2026-7

Salesforce has implemented job cuts affecting its AI agent and cloud software teams. A California WARN notice details 86 eliminated positions across various departments. Employees in Washington state and internationally were also impacted by these reductions. The company's severance packages are based on employee level, tenure, and age. These layoffs occur as Salesforce navigates concerns about AI's potential impact on its software offerings.

https://qz.com/salesforce-layoffs-agentforce-mulesoft-marketing-cloud-061026

Multiple healthcare organizations have recently announced substantial workforce reductions. These layoffs span various roles, from administrative to clinical positions, impacting numerous states. The primary drivers cited for these cuts include financial pressures, operational restructuring, and shifts in healthcare delivery models. Many affected employees are being offered transition support and severance packages. These widespread layoffs highlight the challenging economic climate facing the healthcare industry.

California

https://www.fiercehealthcare.com/finance/fierce-healthcare-layoff-tracker-2026-job-cuts-eliminations-health-systems-hospitals

Dignity Health | N/A

I was cut after 15 years at Centene. I was in a specialized department and fully expected to retire there, but corporate decided our roles are likely being outsourced. Shoutout to our director for actually being VERY transparent about it instead of bullsh-tting all of us. The exit package was $56k, 8 months of COBRA, and 3 months of career placement help (for most of us it's useless)... it felt pretty fair and I signed the docs... now it's time to look for the next thing

Is it just a straight up termination, or is there any kind of severance at all? I am afraid my group might be rebadged and wondering what to expect. Will there be any guaranteed period of continued employment?

Does anyone know what the payout for each year of service is with OT?

Rebadging is where Company A sells part of its business (for example software delivery) to Company B for a hefty sum and some guarantee Company A will continue business for some time with Company B.
Under this arrangement Company A avoids severance pay by requiring that Company B offers displaced workers a job with Company B.
This gets company A paid for worker displacement when ordinarily they would have to pay to displace those workers.
Company A also continues to have access to those workers and their skills through Company B.

If under this scenario Company A desires to behave in this manner, a manner with no honor or respect for those that built and maintained said company.

The obvious thing to do for anyone impacted is, develop amnesia when it comes to how Company A’s systems even work. If you no longer remember how Company A’s systems work when you resume employment at Company B. Company A will have to pay a lions ransom to Company B in perpetuity to make changes to Company A’s systems. The initial pay Company A receives from Company B for the sale will be eaten away in billable’s in short order eroding any financial gains from selling off their employees like cattle.
This operating procedure is especially impactful if Company A has no internal documentation surrounding how it’s systems work.

TLDR:
If you find yourself being rebadged in 2026, it’s best to forget everything you know about your former companies systems. Let them provide documentation for you if there is no documentation spin your wheels churning out bug riddled AI slop ad nauseam, and lining your new companies pockets with all the billable hours for your bug infested code delivery.

Has anyone laid off in May (last day 6/10) received their severance yet?

Hey all. I was separated on April 24th. Last day June 27th. I can’t seem to find when severance will be paid. Anyone here know? Thank you.

Amanda Garcia-Snell, a top Portland official, resigned with a severance package. She received over $91,000 and six months of health insurance. Garcia-Snell is the sixth agency director to leave with a payout in the last year. Total severance costs for these six leaders now exceed $1 million. The city has a long-standing policy for such generous payouts.

Portland, Oregon

https://www.oregonlive.com/politics/2026/06/portland-pays-another-top-official-to-resign-as-costs-of-recent-severances-surpass-1m.html

I'm almost hoping I get cut while the package is still decent. I've heard stories about companies giving almost nothing. Could that happen here?

I can't emphasize enough the importance of documenting everything. I was a top performer and they still tried to push me out without severance. Paperwork saved me. So make sure to keep records of everything. Emails, feedback, literally everything you can think of.

or take package. And also in a debate about even giving 2 weeks notice at this point when they want me out anyway.

Initially, I was saying eff this... after 15 years - and they pull this stunt, let me take the money and run - but then I added up the taxes and considering that I have yet to get a single interview for ANYTHING... I decided to change my answer to decline the VSP... so now what? Hope I bought myself some time and hope I wont get sacked...at least not till I find something suitable. What a nightmare. Truly.

Nothing would surprise me anymore. I wouldn't put it past this leadership.

I've only been here a few months. If I get cut in the next round, am I getting any kind of severance or nothing at all?

Understand that them moving the dates around at their discretion is quite the biggest indicator that they care nothing about you or your family. It’s a for profit business and I get that. But don’t patronize me with all the CenTeam stuff. It’s a lie and we all know it. Give me my agreed upon severance package and let’s part ways before I detest this company any more than I already do.

The New York Legislature passed a bill called the "No Severance Ultimatums Act." This bill imposes new requirements on employers offering severance agreements to employees. Employers must provide 21 calendar days for consideration and a 7-day revocation period. The Act expands federal protections, like those in OWBPA, to all New York employees regardless of age. If signed into law, non-compliant severance agreements would be void and unenforceable immediately.

https://www.jdsupra.com/legalnews/new-york-s-no-severance-ultimatums-act-1086745/

Employees get laid off, while failed Executive VPs walk away with generous severance.
According to Qorvo's Executive Severance Plan, eligible Executive VPs may receive: • 12 months of base salary • Target bonus • Pro-rated annual bonus • 12 months of COBRA • Continued equity vesting for one year
Meanwhile, many employees receive much less after years of hard work.
If the company is struggling and layoffs are necessary, shouldn't the executives responsible for the business results be held to the same standard as everyone else?

I confirmed with someone high up that employees who accept the VSP will be listed as “voluntary quit” and not laid off. You should check with your state unemployment department to find out if you will qualify or not. As a part of the VSP, you also may be required to sign a document saying you forfeit unemployment by accepting the severance. I’d check with an employment lawyer though.

I didn't realize you could convert the group life &/or AD&D insurance after severance into a Whole Life policy or port to term life / AD&D policy via MetLife. I always thought those coverages were just benefits available while you're employed and once you're gone you're done and gone.

For the life in particular, what made you choose Whole or Term? Did you compare rates with other carriers? For me personally, I don't think I'll qualify for anything else with anybody else because of medical condtions, so the whole conversion is making some sense, even if I can't compare rates.

I guess I could call Big Lou.