#severance

Did this same scenario happen to anyone else? I was put on a performance plan for 30 days sept 24th with a list of things to get completed. I had arguments of course of what was written on it. All bullsh-t of course. Even still I did all the things and in a meeting my boss even said I was working towards improving and looking better. Blah blah blah
30 days come and get a meeting invite and told to stay home. Literally got let go exactly 30 days later Oct 24th after my so called performance was improving.
My boss was literally reading from a script telling me I’m let go and I will receive a letter via email to sign. About a week later I received the email I had to sign it or I wouldn’t get my sh---y 60 day pay.
I see others got let go in a different way. Either way this can’t be legal. What do we do? Can we fight this?

It was difficult enough to figure out when I worked for VZ how getting the promotional 'free' new devices worked, but they are definitely not free and I've been paying what I was subsequently told was a discounted rate for them. Glad I get 50% off my mobile bill because I'm still paying $200/mo.

If I were to switch carriers now, I'm sort of assuming I would be handled like a non-employee customer and my entire device balance becomes due? I couldn't get a clear answer out of customer service today as to how much I would owe which is my typical experience with them. I looked through all 8 zillion severance docs and couldn't find any mention of this.

Wonder if TMOB is still offering to pay off devices. I mean I like my VZ service especially for international travel, but I don't like the $200/mo bill now that I'm unemployed. I also don't know if this would get rid of all the plans like $5 Neflix or if that's tied to my FiOS account. We sure don't make things easy or transparent for our customers. Well, ex-we.... I need to stop thinking like I still work there. After so long, it's hard to switch off that way of thinking.

People make sure you document everything during conversations with managers. It’s obvious they are making it uncomfortable for all of us and they do not want to pay out severance. Annual reviews are taking place shortly and they need to dish out a % of NIs. This is how they start putting the wheels in motion for terminating for cause. Document everything!!! Ask your manager to put items in writing!!! Protect yourself. 2026 is going to be a very challenging year for all of us. They simply want a toxic work environment so we leave and they keep the money.

Peace out Mondelez. It's been fun

I know the documents say 30-60 days for them to be paid out but has anyone gotten a more precise date. Specifically for the 12/19 sev group

I was impacted by one of the BS pittsburgh layoffs on December 16th. I was told that I would remain an employee through end of December and would then receive an agreement from HR to sign in order to get an extra 60 days pay.

As of 1/13, I still haven't received a box to return my computer and received nothing from HR. According to Voya, I'm still showing as an active employee and can't access any of my retirement funds until I'm terminated. Curious if anyone else laid off in December received their separation items yet. Also curious if anyone would be willing to share contact info for HR. My boss couldn't be bothered to provide me with that basic info when he fired me.

Did we get sti on our severance check or is this money still coming

Finally some good layoff news. Per Bloomberg Citi is severing 1K people this week. US centric. Pick me before I retire please.

Also FIRST!

How long to get lump sum? I sent weeks a. Go and have not heard back.

Layoffs are underway at Hayden Beverage, a beverage company with locations across Idaho and Montana, according to employees who spoke with NBC Montana on the condition of anonymity.

One employee confirmed they received a one-month severance package and said their last day will be Feb. 8.

https://nbcmontana.com/news/local/layoffs-underway-at-hayden-beverage-employees-say-last-day-is-feb-8

After talking with colleagues current and past, someone had asked does anyone know of statistics of people who declined the last VRP, only to be let go soon thereafter? As a band 4 for some time, seeing this all play out last year into this year it's uncharacteristic that last years offering of same, personnel had 30 days to make a decision whereas this year it's said they only have 10 days!

Who can make a life decision like this in 10 days..... And what about those in-betweeners..... 50 something but not yet retirement age? Many people here in the TN office have said that if you're on a list such as the VRP, you're undoubtedly on some other list somewhere else especially if you take the pass. Any cred to this?

guys, it seems this thing is serious .

I was going through Reddit and reviewing some past post from this forum.

It seems when you get inconsistent meet IM , they can fire you and they don’t even need to initiate any PIP(improvement plan)

I mean fire , not layoff - so no severance.

Most of the people I know who are staying are close to retirement. They are unhappy but see no point in starting over this late. One coworker is months away and jokes about hoping for a layoff with severance. I keep telling him that luck never seems to work that way.

I'm not joking, I'd really like to volunteer if possible.

Don’t forget the law in NJ protects you from mass layoffs of 50 or more employing a 90 day period.

The off made by the company to choose to move to another location and forgo severance is not legal in the state of Nj.

If they offer you 18 months of employment when agreeing to move and you decide to stay, they’ll still owe must pay your severance regardless.

Tell them yes you will move. Work the time offered while interviewing.

When the time comes, tell them they still owe you severance per NJ state law. If they refuse, hire an attorney.

I was laid off recently and might be starting a new job pretty soon. I’m worried about whether taking another role so soon could affect my severance. It wasn't much but I still don’t want to accidentally mess something up. I'm just trying to figure out how careful I need to be.

Wanted to share since everything is cyclical. Looks like we hit bottom on the labor market cuts. Should start turning around very soon. That’s not going to bode well for the tops attrition plans and current treatment of employees. So far they’ve managed to retain more people than they would like; however, with the market maybe starting an upswing, the talent is about to go to greener pastures with higher pay and better treatment. Going to lose the very people they would like to keep. The only thing keeping people here are waiting another year or two to retire (most people), the hangers on do nothings waiting for severance (no offense to you, but you know who you are), and the talent that’s stuck due to a bad job market. The last class of employee is the ones they don’t want to lose, but will be the first to go.

https://www.cnbc.com/amp/2026/01/08/layoff-pace-in-december-hit-lowest-level-since-mid-2024-challenger-says.html

1) If you say NO. Will submit before March 4.

They will hold you until 6mos just like what they did to the CSO folks. Basically, they do nothing getting paid. Wait until you get released so you can get the severance and can file unemployment to the state as you are marked being surplussed.

If you accepted a new job in between 6mos. That is consider a resignation.

2) if you say YES and no plan to drive on the new location - you will get terminated. State unemployment will not be an option.

The automatic rank everyone lower…
The place people on PIPs…..
The lack luster severance…..

Its all done to run off people to avoid any severance payouts AND it’s all designed to recoup money.

1.2 billion $ Russia mistake…the AI promise of cost savings….all black eyes and recouping money any way they can is the make up to cover it up.

So, use this as motivational fuel for later. The job market will get better. Trust me, there are jobs out there that pay more money than Citi, even more so since Citi is not giving up any $ for bonus’s or raises. Citi would have you believe that you’ve got a better deal “here” but at best Citi is average on pay and perks. This…all of this….that Citi is doing is a well rounded snapshot of what Citi thinks of you and your worth.

Take the hint and when things turn around, start seeking jobs outside of Citi even look beyond the financial sector. Use all of what Citi is doing to sharpen your focus on leaving. Use it as motivational fuel to leave once you find something comparable. As far as the return to office jargon…..you might as well work somewhere else for more money and go in the office there instead of here for less $.

While on medical LOA that exceeded FMLA protection I was informed that my portion was no longer available for me to return to, and that once I was cleared by my doctor to return to work I would have 30 days of unpaid leave to find another position before being terminated with no severance.
Of course it's pretty much impossible to go through the hiring process at corporate in 30 days, so i ended up being terminated.
After filing for unemployment I received a letter from the Arkansas Division of Workforce Services accusing me of fraud due to my indicating that I'd been laid off, but that Walmart had reported me as having voluntarily quit.
Fortunately I had documentation proving Walmart wrong, but I'm curious if anyone else has had this happen to them and if there might be a pattern of intentionality here on the part of Walmart to try and avoid reporting too many "quiet firings".

Workers at Hayden Beverage say layoffs are rolling out after the company was acquired by Summit Beverage, catching many employees by surprise. One employee confirmed receiving a one-month severance package and said their last day is set for Feb. 8. Employees described the layoffs as unexpected, adding that the company had generally been fair to staff before the acquisition.

https://nbcmontana.com/news/local/layoffs-underway-at-hayden-beverage-employees-say-last-day-is-feb-8

Layoffs are underway at Hayden Beverage, a beverage distributor with locations across Idaho and Montana, according to employees who spoke anonymously. One worker said they received a one-month severance package and were told their last day would be Feb. 8. Employees described the news as unexpected, noting the company had generally treated them well. Another employee said the layoffs come after Hayden Beverage was acquired by Summit Beverage, a purchase later confirmed by a company official.

https://nbcmontana.com/news/local/layoffs-underway-at-hayden-beverage-employees-say-last-day-is-feb-8

I got my 60 day notice on October 28th.

Paydays were 11/7, 11/21, 12/5, 12/19 and then I got paid a week after on 12/26/2025.

Is it going to start on 1/16?

I’d like to think that Citi would provide the usual severance package that they’ve done in the past rather than a scaled down just two weeks only.

I’d like to see Citi NOT put the squeeze on people to run them off so as to NOT provide a severance.

Unfortunately it seems that these are two rather huge “asks”. It’s embarrassing if they don’t but I’m afraid there’s too much emphasis on reclamation of money to expect otherwise.

Offer – Private and Confidential

VIA EMAIL
To:
Personnel number:
Email:
Dear
As announced on September 29, 2025, the Company is restructuring. As part of the process, you were asked to confirm your mobility to other company locations on October 6th.
You confirmed that you are mobile to
You were therefore included in the staffing selection process for roles with the Company in
That process has led to you being selected as a successful candidate for relocation to
As a result, we are pleased to offer you continued employment as:
Role:
Location:
With an effective date currently anticipated to be in
The timing of this transition may change as business needs evolve, and we will keep you informed and provide as much notice as possible. The Company’s staffing and development processes will remain in place and continue through the transition and following the relocation.
Although the Role may begin prior to your relocation, as a condition of accepting this offer you will be required to relocate to the new location at a date determined by the Company. Relocation support will be available to you in accordance with the Company policies as previously communicated to you.
Your salary and classification level (CL) will remain unchanged in the Role.
To accept this offer, please sign and return this letter within five business days from the date of this letter. If these terms do not meet your expectations, you can decline this offer. Should you decline the offer or fail to respond to the offer within five business days, at a later time you may receive further communications such as notification that you are being placed in the redeployment pool or a communication that your employment will be terminated at a later date. Once a decision is made on your termination date you will receive a letter providing you with notice of the termination of your employment as of an effective date as determined by the Company. This letter will include an offer of a severance package which, if accepted, will entitle you to receive a severance payment provided you stay employed in good standing with the Company until your effective date of termination.
Sincerely,

Employee Acknowledgement and Acceptance
By signing below, I, _

1. Accept relocation to the Location and continued employment with the Company on the terms set out above.
2. Understand and acknowledge that the Company will strive to put me in a comparable position but cannot guarantee the exact position.
3. Understand and acknowledge that should I subsequently change my mind and refuse or fail to transition into the Role or relocate to the Location as agreed, such refusal/failure will constitute a voluntary resignation. In such circumstances, I will not be entitled to notice of termination, severance, or termination pay beyond the minimum statutory requirements, if any, that apply under the Alberta Employment Standards Code (or any other governing employment standards legislation).
4. Acknowledge and declare that I have had the opportunity to seek independent legal advice prior to signing this agreement.

Signature: ___
Date: ___

IF YOU WISH TO DECLINE THIS OFFER, PLEASE READ BELOW

If you wish to decline this offer you can select the decline button on the top right side of this Docusign template. If you do not take any action, this offer will expire at 3:00 pm MST five business days from the date of this letter and no longer be open for acceptance.

My manager is managing me out it is quite obvious. Is it part of the Schwab management playbook to make up bullsh-t compliance cases to terminate you for cause so Schwab does not have pay severance?

https://wwd.com/business-news/retail/macys-14-stores-closing-2026-1238442180/
Macy’s Discloses 14 Stores Closing This Year
The stores are part of the previously disclosed plan to close about 150 department stores, leaving 350 that will continue to operate.

By
DAVID MOIN
Plus Icon

JANUARY 8, 2026, 5:59PM

Macy’s Inc., continuing to execute on its three-year “Bold New Chapter” reinvigoration strategy, disclosed 14 Macy’s locations that will be closed this year.
“In executing our strategy, we continue to review our portfolio and make careful decisions about where and how we invest, including closing underproductive stores and streamlining operations,” Tony Spring, chairman and chief executive officer of Macy’s, wrote to employees in a memo, a copy of which was obtained by WWD.

“These decisions are not made lightly,” Spring wrote. “We communicated directly with affected colleagues first and are providing support, including transfer opportunities where available, as well as severance and outplacement resources where applicable. We thank all those colleagues for their dedication and service to the company.”

The 14 locations are part of the previously announced plan to close approximately 150 Macy’s department stores, leaving 350 remaining. In 2025, 66 stores were closed.

The strategy also calls for investing in 125 “Reimagine” stores, which are receiving increased staffing in high-traffic areas such as women’s shoes and the fitting room areas, fresher products and improved visuals. Last quarter, the 125 stores achieved comparable sales growth of 2.7 percent. They continue to outperform the overall Macy’s department store chain.

“These targeted changes allow us to focus where it will have the greatest impact — reimagining our best stores, enhancing customer service, expanding our luxury business, and advancing our supply chain capabilities,” Spring said.

“Nearly two years into our Bold New Chapter strategy, the focus of our work remains the same: strengthen our stores, simplify how we operate, and invest in the experiences that matter most to our customers. Today, that work is centered on disciplined execution and continuous improvement, with strategic investments that are guided by what customers value most.”

Spring also indicated that Macy’s net promoter scores are improving, that Bloomingdale’s delivered 9 percent comp sales growth during the third quarter, Bluemercury delivered its 19th consecutive quarter of comp sales growth and the supply chain is being modernized.

The 14 stores being closed are:

Fox Run – Newington, N.H.
Livingston – Livingston, N.J.
Marley Station – Glen Burnie, Md.
Boulevard – Amherst, N.Y.
Crossroads Center – St. Cloud, Minn.
Rivertown Crossings – Grandville, Mich.
West Valley Mall – Tracy, Calif.
Pittsburgh Mills – Tarentum, Pa.
La Palmera – Corpus Christi, Tex.
Northlake Mall – Atlanta
Triangle Town Center – Raleigh, N.C.
Grossmont – La Mesa, Calif.
Interstate – Ramsey, N.J.
Budget House – Tukwila, Wash.

Sounds pretty sure thing there will be a regular eisp in march for union side.Pretty much after the frontier communication merger is over.Sound alike it will be across board to all groups but with limited head count.Not to say if an area has some more people in one location that want it yet not so many in another they can’t shuffle it around under that director .But no way if they ask for 2 they let a whole gang leave just not sensible !Good luck 2026

Anyone heard if there will be severance offerings for voluntary retirement program? Seems other MAPs are offering.

65 yr old must retire in the next few months or severance will be forfeited. Can't afford to retire but hand is forced.

Why this push?

Does UHG provide out placement services to severed employees. If so, which company?

What does it say about a company when an employee with nearly twenty years of service is actively hoping to be laid off? That's the situation I find myself in now. I've given this place my all for almost two decades, and the best outcome I can imagine is to be let go with a severance package. That's a clear sign of how far things have fallen and how broken the environment has become.

I just saw my severance lump they took close to 20000 in taxes do we get any of that back

So, if you are offered VRP and decline it, and then get laid off anyway, is the only difference COBRA coverage? Do you still get 2 weeks per year of service? Are there any other differences or perqs to VRP?
TIA!

If they don’t cut me this year. I’m 100% leaving next year. I can’t be waiting for severance packages. This place feels like cancerous where I’m slowly dying….

So as a 6 year employee, I'd receive 12 weeks? Just making sure I keep all my ducks in a row for layoffs.