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***Verizon Layoff Reality Check (Worthwhile Read)****

Unfortunately, a lot of people who will end up impacted by Verizon layoffs and start their job search in earnest are in for a terribly unpleasant surprise, even shock!

  1. Working at Verizon doesn't automatically qualify you for a great new gig. It's corporate work that relies on a system within which many people are involved to generate the final output.

  2. Verizon's reputation in the external world is not as great as you might think.

  3. Verizon resume accomplishments don't mean much to people outside Telecom.

  4. Telecom Industry hiring is slowing.

  5. The New Jersey employment market will be flooded with people with similar skill sets making it hard to differentiate yourself from ~15,000+ other people out on the streets looking for work at the same time.

  6. Verizon pays well and there's a good chance that wherever your next job is your compensation including benefits will be significantly less.

  7. Corporate management and occupational jobs like what you had at Verizon will be harder to come by as time goes on due to companies automating via AI functions (e.g., Finance, Accounting, Legal, Marketing, Operations, etc) that previously needed to be performed by human resources.

  8. Your next position after Verizon is likely to be in a different industry and possibly in a totally new job function. Prepare yourself mentally as you'll need to be flexible if you want to continue to work.

  9. Your Verizon personal network will be vitually meaningless in your emploment search as people you thought were your friends and allies will forget you quickly. Too many others will be worried about their own job situations and those who remain at Verizon will be too busy trying to pick up the pieces of the cutback aftermath.

  10. Verizon is firing you and you will never be welcomed back. Forget about returning to Verizon at a later time as it's over no matter how personally invested you've been to VZ over the years. Put VZ in the rearview mirror and move on to your next position.

  11. Verizon will not be providing you with personal recommendations. You'll be directed to an automated employment verification system using VZ's company code which anyone looking to hire you will need to access.

  12. Verizon severance will go quickly. Immediately review and cutback on your discretionary spending. Avoid the temptation to draw on your 401k as you'll need to pay taxes and anything you draw out at a time you can least afford to and it will take you years to recover against retirement savings.

  13. Leaving Verizon employment you're going to be very self confident, however you'll soon experience periods of self doubt and discouragement as you go thru the job search process. Hang in there as this is a normal part of looking for a job.

  14. The Job Search procees has drastically changed since you went to work for Verizon. Take the time to learn how to effectively search for a job using the latest techniques and approaches.

  15. Verizon job skills are not necessarily transferable to other lines of work. You're going to need to invest time and effort into developing new skills to make yourself marketable.

  16. Your post-Verizon job search will likely take time. The average search has been ~five months so yours could longer or shorter depending on many factors including how diligently you pursue your search.

  17. If you choose to continue to work in Corporate America post-Verizon you will go thru layoffs again.

  18. You no longer work for Verizon. Your job is to find a job.

  19. Verizon's DEI policies are not practiced by many external employers (& rightfully so as everyone should be treated equally) and as such you're going to need to secure a new job based on your personal merits and abilities. If you're older don't worry as there are companies that will hire later career workers. If you're younger make sure you shed any thoughts of job entitlement and have a willingness to work hard to please your employer.

  20. After leaving Verizon you will no longer have a structured routine. Do your best to maintain a daily routine and continue doing the other aspects of your life (i.e., attending church, volunteering, socializing, etc.). Above all do not allow yourself to withdraw and become isolated.

  21. Being a Verizon Employee is no longer a part of your identity. Recognize that there are other more important aspects that make you who you are (i.e., relationship with God & family, values and beliefs, personality, interests, etc.).

  22. You will eventually get thru this period of your life and forget about Verizon. Yes, this will be a time of personal challenge, but you will emerge stronger having personally grown thru the experience.

  23. Leaving Verizon is an excellent time to reevaluate what you want out of the remainder of your life. For some it may be the opportune time to retire, while for others they may choose to reposition themselves with a new career (e.g., entrepreneurship, taking up a trade, Non-profits, ministry, other?). If you still need to work don't allow yourself to quit the workforce prematurely.

  24. Verizon is just a company. Many people mistakenly worship at the throne of the company when in reality as a human organization it will eventually fail everyone that is part of working there. Remember, the Lord has a plan for your life and he will guide and direct your steps when you trust Him (Proverbs 3:5-6).


My predictions of the process

In my head, it’s going to be like a big worksheet.

PART 1 - WHO?

Ratings are a part of it. A 3 of 5 might keep you employed, so long as there aren’t any layoffs, but if there are no 1’s or 2’s then that means the 3’s are first. Quota attainment will bear direct weight for incentive-based roles.

Job code. Individual RIF or entire team RIF.

TOTAL cost to sever. Current salary, banked PTO and current-year PTO on the books, RETIREMENT ELIGIBILITY, your particular state’s WARN notice period (standard 60 day federal guideline, or enhanced state overlay like NJ’s 90 days).

Tally up numbers to count Over 40’s, ethnicity breakdown, etc. for cross-section.

PART 2 - PETITIONING

Who has signed severance, who has declined. You have a period in which you can revoke your signature, after which, it becomes irrevocable. Those who have not signed their rights away - will they be offered a better deal?

I’m not a coder, but can someone confirm if there was what appeared to be the possibility to override each reference value. If so, why and when would this be used?


Is it possible to get both severance and unemployment?

Since I haven't been here long enough to qualify for anything close to a decent severance, I'm wondering if I'd still be able to file for unemployment if I end up getting hit by the cuts. I just want to know what kind of safety net I’d actually have if everything goes sideways.


Question

If someone is on WARN period notice and accepts a new job within a week, do we have to say we accepted a new job to the current employer? Will the new job affect getting both or only one (the notice period payout or severance)?

Also, let’s say I don’t say anything and take both the payout and the severance while working the new job, how would I explain the job timing overlap of two months to my future employers?


WARN Notice Not Required

A company is not always required to provide notice if it offers severance benefits, but it must comply with the WARN Act or state laws for mass layoffs and plant closings. If an employer fails to give the required 60 days' notice under the federal WARN Act, it can provide a severance package instead of notice. The severance package can serve as payment in lieu of notice and may be used to offset any damages the company owes. However, the severance package must be "voluntary," meaning it isn't already required by another law, contract, or company policy.

Key points about WARN Act and severance

WARN Act notice: For qualifying employers, the federal WARN Act requires 60 days' advance written notice for mass layoffs or plant closings.

Severance as pay in lieu of notice: An employer can offer a severance package as an alternative to the 60-day notice period. This package can include pay and benefits for the 60 days.

Offsetting damages: If an employer provides a voluntary severance package, it can be used to offset the back pay and benefits the company would otherwise owe for violating the WARN Act.

Voluntary payments: The severance package must be "voluntary," meaning it's not something the company is already legally required to pay under a separate law, contract, or established company policy. If it is a mandatory payment, it cannot be offset against WARN damages.

State-level laws: Some states have their own "WARN" acts that may require longer notice periods or have different requirements than the federal law.


Pay attention Warn notice is not required

The only thing company has to do to avoid the 90 day notice is to be giving enough severance and benefits to cover the 90 days .So they let you go today as long as your getting enough pay and benefits for next 90 days there you go.So verizon already provides severance and benefits to leave no need for prior 90 before being let go


When is severance payed out?

So, I’m in NJ and WARN Act seems to say they must give us 90 day notice of layoff.
Does that mean if I’m told on 11/20, I would remain on the payroll until 2/20/26? After that, the severance would be paid at 2 wks per yr of service? I keep hearing “they need to be off the books” in 2025. Does anyone have credible information on how that plays out?


I see a lot of questions of which I already posted the details days ago....

Layoff Communication Timeline
• EVP/SVPs: Notified last week
• VPs: Being notified this week
• AVPs/Senior Directors: To be notified next week
• Direct Managers: Will notify impacted employees on 11/20 via phone call only (no WebEx or video)

Post-Notification Details
• Impacted employees will be removed from payroll on:
• 12/20, 1/20, or 2/20, depending on state notification rules
• After notification:
• No office visits allowed
• Work limited to transition duties only

Compensation & Benefits
• Bonuses: Paid out at 100% for the year (no proration)
• Accrued vacation: Fully paid out
• Stock awards: Will fully vest at their scheduled times — no loss of stock value
• Unemployment: Eligible, even if listed as “forced retirement”
• Severance:
• 2 weeks per year of service, up to a maximum cap per job band

Additional Context
• Further layoff rounds expected over the next couple of years
• Current phase involves 20% cost reductions
• Company undergoing major restructuring — work methods and operations will significantly change


Question Regarding Severance Eligibility and Service Time Calculation

I started working at Fleetmatics, and after the acquisition, I continued my employment under Verizon Connect through today. I’m trying to understand how severance eligibility is calculated.

Does anyone know whether my years of service at Fleetmatics will also be counted toward my total service time for severance purposes? Thanks!


Take the severance or apply for the job

Hello. I have been told I am being laid off and my term date is 6 months away. I work remotely and live in a small town. There is a job in Cargill in the same level I am that I am qualified for. Debating on whether I take the severance (about a years worth) and run or apply for the job and if I get offered it, lose my severance. Has anyone been through something similar? I can’t really start looking for a job outside yet because of my term date being so far in the future. Thanks in advance. I am just really stressing out and not sure what to do


Still in probation, fear getting laid off

Hi all ,
Firstly my heart goes out to people who got laid off ,one of my colleague got laid off and we were taken aback by the whole thing (never expected that he would be the one to be impacted by it)

I joined synopsys few months ago , I'm still in probation , I scared that they might lay me off , I can't stop thinking about it, if in the worst case scenario I get laid off , is anything that I can expect in terms of severance or anything at all ? Any advice here ? I work in TPG


Panera year three of corporate layoffs

From Reddit:
I'm not talking about the dough facilities. I'm talking about corporate staff.
There has been no notifications, no conversation, no announcements. I think this is standard operating procedure for a company that is currently being sued for failure to notify about layoffs.

Every day a different department has had people let go and by my count there are about 30 or so who have been let go. Some are offered early retirement, some are just called into a meeting with someone who is not their boss and that is that. Almost of them have been at Panera for more than 10 years. This is not who we are supposed to be but when someone shows you who they are, you should listen and so should we.

More than a few people have said that layoffs will continue until next week but no one actually knows because no one is actually saying anything. I think the only reason they are doing it this way is because they laid off a bunch of HR people last month. I'm sorry, they did not get laid off, they were told their jobs were moving to Boston and they could apply but they would get no bump in pay.

Here is what you need to do:

  • Stay calm. The decision has been made and nothing you can do will change it.
  • Give recommendations and get references. Have one last conversation with that friend or manager.
  • Download or offload anything you want to keep. Performance reviews and letters that say you did a good job, those are yours, those belong to you. Anything you produced like reports or summaries of your work, save it, change some numbers and keep it because you want to remember what you did.
  • Start looking for work now. This company is sinking and so are our opportunities.
  • If you work in the office, bring a bag in tomorrow and be ready to walk out.

If you survive the cuts keep looking for work. This company is on its way down and it will not help your career to ride it out looking for a nice severance. Our sales have not been this low since the pandemic. The people in charge have zero understanding of what this company is.


Porting # out and traveling

Pretty sure I’m getting the can. I’d like to port my number away from Verizon while I blow my severance money traveling the world. What carrier or mvno should I port to that would be cheap to travel with while being able to keep my number so I don’t miss any recruiter calls?


Media Coverage (so far) - Synopsys November 2025 Layoffs

Synopsys to Cut 10 percent of Workforce, Close Sites in Restructuring
Source WSJ
Summary Synopsys will eliminate about 10 percent of its workforce and close some sites after its Ansys acquisition. Most reductions land in fiscal 2026 with completion expected in 2027.
URL https://www.wsj.com/business/synopsys-to-cut-10-of-workforce-close-sites-in-restructuring-b4d735f3

Silicon Valley tech giant cutting up to 2,800 jobs after 35B merger
Source SF Chronicle
Summary Synopsys plans up to 2,800 layoffs as part of a restructuring tied to its 35 billion dollar Ansys merger. The firm expects 300 million to 350 million dollars in pretax charges and aims to finish by fiscal 2027.
URL https://www.sfchronicle.com/tech/article/synopsys-layoffs-ansys-acquisition-21169869.php

Synopsys plans 10 percent job cuts after Ansys deal closure
Source Reuters
Summary Synopsys will cut about 2,000 jobs after closing its 35 billion dollar Ansys acquisition and missing revenue expectations. It expects 300 million to 350 million dollars in restructuring charges with most reductions in fiscal 2026.
URL https://www.reuters.com/business/world-at-work/synopsys-cut-about-10-its-workforce-2025-11-12/

Bay Area tech company Synopsys to lay off more than 2,000 workers
Source SFGate
Summary Synopsys will lay off over 2,000 employees during fiscal 2026 with WARN filings showing early cuts in California. The move follows the Ansys acquisition as resources shift to higher growth segments.
URL https://www.sfgate.com/tech/article/synopsys-layoff-more-2000-workers-21169492.php

Another major tech company just announced thousands of layoffs
Source Gizmodo
Summary Synopsys is preparing about 2,000 layoffs tied to its Ansys acquisition and broader restructuring. Most cuts will occur in fiscal 2026 with completion targeted for 2027.
URL https://gizmodo.com/another-major-tech-company-just-announced-thousands-of-layoffs-2000685222

Synopsys to cut about 10 percent of workforce in major restructuring
Source Yahoo Finance
Summary Synopsys will remove about 2,000 jobs after its 35 billion dollar Ansys deal and a recent revenue miss. The firm expects 300 million to 350 million dollars in pretax charges largely related to severance and site closures.
URL https://finance.yahoo.com/news/synopsys-cut-10-workforce-major-143726076.html

Synopsys to cut 2,000 jobs after 35B Ansys deal
Source Benzinga
Summary Synopsys will cut roughly 2,000 positions to redirect resources toward faster growing areas after the Ansys deal. The move follows several disappointing quarters and will carry significant restructuring costs.
URL https://www.benzinga.com/markets/tech/25/11/48810282/synopsys-to-cut-2000-jobs-after-35-billion-ansys-deal-shifts-focus-to-faster-growing-businesses

2,800 employees face layoffs as tech giant cuts 10 percent of workforce
Source MassLive
Summary Synopsys will eliminate about 2,800 jobs after integrating Ansys in a 35 billion dollar merger. Layoffs will occur mainly in fiscal 2026 with some already underway in California.
URL https://www.masslive.com/news/2025/11/2800-employees-face-layoffs-as-tech-giant-cuts-10-of-workforce-after-35b-merger.html

Synopsys to eliminate 10 percent of staff following Ansys integration
Source Computerworld
Summary Synopsys will cut up to 2,800 positions as it unifies chip design and simulation capabilities post Ansys acquisition. Analysts describe the move as strategic to accelerate synergy capture and strengthen competitiveness.
URL https://www.computerworld.com/article/4089177/synopsys-to-eliminate-10-of-staff-following-ansys-integration.html

Synopsys to lay off 10 percent of workforce
Source Businessworld
Summary Synopsys will remove about 2,000 jobs to streamline operations and refocus investments following the Ansys acquisition. It expects 300 million to 350 million dollars in restructuring costs through fiscal 2027.
URL https://www.businessworld.in/article/synopsys-to-lay-off-10-of-workforce-579532


Severance package

Can you anyone advice about severance. I feel the package offered was very low or is it just like this?

Completed 1 year + week
Payout includes : 2 weeks of notice pay
3 weeks pay in lieu
CIP payout
RSU (not sure, if it will be vested, vesting date in mid-dec

Is it expected or can i negotiate and if so what should i ask?


Staying here was a mistake, is it too late to EOI?

I’m going to leave next year regardless once my CIP hits. Is there a way to EOI so I get severance? What if I just stop working? Will I get severance for involuntary termination? Between a prorated CIP, Cobra, and severance it could be worth over 100k for me to do this vs. leaving voluntarily.


Brace for impact

So 15k is the number. Which is still short of the 20%. So most likely round 2 will be after January. Those lists were already made as most people suspected. If anyone has actual details on how the layoff procedure works from prior experience, please inform us is there an HR call is there a WebEx? And what are the details of the actual severance if there is any?

one out of every 10 will not be here after the following week. That will be one out of every five after January. Sad state of affairs.


The confirmed strategy

Just in this week they are laying off as many blue badge technicians as possible to replace them with green batches, multiple managers confirmed

Just go looking for jobs and you see "semi-conductor or any city intel fabs are in" are the key words, no perks or severence payouts saves intel plenty $$


All questions (except healthcare) answered here.

Layoff Communication Timeline
• EVP/SVPs: Notified last week
• VPs: Being notified this week
• AVPs/Senior Directors: To be notified next week
• Direct Managers: Will notify impacted employees on 11/20 via phone call only (no WebEx or video)

Post-Notification Details
• Impacted employees will be removed from payroll on:
• 12/20, 1/20, or 2/20, depending on state notification rules
• After notification:
• No office visits allowed
• Work limited to transition duties only

Compensation & Benefits
• Bonuses: Paid out at 100% for the year (no proration)
• Accrued vacation: Fully paid out
• Stock awards: Will fully vest at their scheduled times — no loss of stock value
• Unemployment: Eligible, even if listed as “forced retirement”
• Severance:
• 2 weeks per year of service, up to a maximum cap per job band

Additional Context
• Further layoff rounds expected over the next couple of years
• Current phase involves 20% cost reductions
• Company undergoing major restructuring — work methods and operations will significantly change


Another farewell post

Kinda tired of these LinkedIn posts bragging about ‘X years with the brand.’ Just be honest - you did solid but pretty average work most of the time, they gave you a generous severance package, which will never be repeated - and you took the deal. No need to turn it into a hero story.


TheHill: 600 Quit

  • Paramount told staff they must return to the office five days a week starting in January and offered a voluntary severance package to employees at vice president level and below who did not want to comply.
  • Around 600 people, mainly in Los Angeles and New York, chose the payout instead of coming back full time. This comes on top of earlier layoffs and broader restructuring and cost cutting after the Skydance merger, including leadership changes at CBS News and canceling “The Late Show.”
  • Critics say the new owner David Ellison is reshaping the company in ways that may also be politically aligned with President Trump, who recently settled a lawsuit with Paramount and has praised Ellison’s direction.

https://thehill.com/homenews/media/5600559-paramount-layoffs-office-return/