#severance

Is there any chance they'll give us less than 2 weeks per year of service?

Anyone laid off in Florida since Sept received their separation agreement? If previously laid off in Florida, when did you receive the agreement?

Even if you are right or lowballed on severance. Nobody is going to sue despite tough talk.

A lawsuit with Imperial will be filled with legal costs as they drag things out every step od the way. They will ignore your lawyer, file things late, challenge procedural issues that don’t matter every step of the way.

With the working notice they have provided and mobility survey, they have done everything to appear reasonable, even if they aren’t.

Likely everyone could be entitled to slightly higher severance than what is offered, but they won’t budge. They are offering just enough that lawyers will tell people its not worth the fight.

You will spend $100,000+ fighting this only for them to marginally increase the offer as a settlement offer. Recouped legal fees if you wi. will be 60% of this at maximum.

The process is the punishment. In the meantime you will have the reputation as a troublemaker in the industry and burn through all your savings to pay the bills.

Your only hope is a class action but you will be lucky if you can find a lawyer willing or able to take it on given the varying circumstances, then the court needs to approve.

If several people sue they will make a motion in court to do case management, where they will fight for the lowest performing, shortest length of service employee to be the lead case.

They have everyone by the short and curlies, and you will all take it.

Take payments and collect UI or take lump sum and collect UI? What’s the best route?

I see HCL let the majority of people that came over from managed services go now. Post VSP I look back and am glad I took it. Really hope those whom were part of the HCL cuts make out okay in this economy.

Note for Target legal: I am not leaking anything, just republishing a public document from, the source is below:

Transition Agreement

• Key Terms:
  Amy Tu leaves her role as Target’s Chief Legal & Compliance Officer on May 21, 2025, with her job officially ending June 1, 2025. She’ll receive her regular pay until then, plus 24 months of income continuation (~$3M) and up to $30K in job placement support.

• Pros for Employee:

  • Guaranteed two years of paid income after leaving.
  • Outplacement services to help find a new job.
  • Keeps rights to certain long-term incentive plans and benefits.

• Cons for Employee:

  • Must follow strict non-compete, confidentiality, and non-disparagement rules for up to two years.
  • Loses eligibility for 2025 bonus and must cooperate with Target post-departure.

• Business Impact (for Target):

  • Ensures a smooth leadership transition and protection of company secrets.
  • Prevents a top executive from joining or helping competitors soon after leaving.

• Source: https://contracts.justia.com/companies/target-1261/contract/1339058/

If you start a new job before the 60 days are up, you won’t receive severance pay.If you get a new job but delay your start date until after 60 days, you’ll still get your severance check.This depends on the layoff terms and when you sign the severance agreement.People laid off earlier this year may have different terms.Once your contract is signed and the revocation period ends, you’re free to start a new job.

172 people let go. Some in hubs but many not. The indignity is they are forced to take a ple training to get their severance .

I'd like to start a tip thread for any impacted folks this week. I was laid off a year ago and fortunately have managed to get enough income to not net a negative this past year, but don't kid yourself -- the market is that bad out there. No matter your seniority or valued your skills, it's in your best interest to plan for an icy winter. Make this your fulltime job as soon as you're cut to put yourself in the best possible position.

1) File for unemployment immediately, do not wait til severance pay is finished. The process takes time and there is no backpay. Now, you won't be able to get checks until you stop getting income, but despite the program lasting a year you only really get up to about 6 months of checks (if receiving no other income). But if you don't find employment a year after you signed up, you can sign right back up -- and guess what? The severance pay you had received a year prior will count as your W2 earnings, qualifying you for unemployment again. If you wait 2-6 months after that, you might not have enough W2 earnings to requalify for the same amount. TLDR: file for EDD today.

2) Get on SNAP, get an EBT card. You don't need to do this if you're still earning severance, your earnings are decided based on bills and people in your household. However, aside from grocery money, you just having an EBT card gives you discounts off of your electric bill (mine's $16 off every bill), internet bill ($30/mo account for Spectrum), even Amazon Prime membership (50% off, paid monthly).

3) Join the paramount-alumni slack channel (paramount-alumni.slack.com) and any other post layoff groups to network and find immediate support.

4) AJCC / WIOA offers free job training and tuition reimbursement for educational courses for you to pursue a new career. Wanna go take on 1-2 semesters at a University to learn something new? You could learn anything from marketing, data security, project management, business, healthcare, any fields that the growing jobs report will support. Here's the site to find the offered courses in CA: https://wioa.i-train.org/iTrain/tpd/

Now, this application process is complicated to say the least. Every Workforce office works completely independently of one another. There is no central HQ, they're not the IRS. They're more like a McDonalds -- they're all privately owned and each offers the same stuff, just some are more well supported than others, some are a little cleaner than others. Do not trust online applications through websites like CalJobs, that online application literally goes to nobody and no one -- you need to do it in person. You need to call your local Workforce office and ask them about job training/tuition reimbursement, and how much they can offer. I called 5 different offices before I found a place an hour north, funded by Goodwill, that would pay me $5000 for schooling. You'll need a LONG list of documents to bring with you e.g. proof of citizenship, birth, address, selective service, college degree (I took a photo of my degree) -- bring them all to the orientation appointment. Once approved, you just need to supply which courses you want to take to your case manager.

Good luck out there.

Upper management in Bloomington was just briefed this morning by Atlanta and Dallas that due to high costs, low productivity, high absenteeism, non-collaborative local union and unfavorable politics for business, the Minnesota office will be announced 12/15/25 complete closure by end of first quarter for all orgs and work groups at that premise. Facilitating ease is that the current lease shall be terminated 3/31/26 as the new property owner has other plans for the site. All union workers will receive the termination plan per contract and management employees will be advised of their severance pay. Costs need to be cut and the Minnesota location does not align with the company's plans.

How do layoffs work with WARN? If WARN requirement is 60 or 90 days depending on the state, is that your severance? For someone that's been here for 1 or 2 years, would severance get bumped up to the WARN requirement instead of the 2 or 4 weeks? Thank you.

Any information on severence?

If we get axed on Tuesday, our pay and benefits are through Jan 3. Anyone know what the severance package is? I’ve heard some say it’s 1 week paid for every year worked, others say 1 month paid for every year worked. And do we know if all of it is paid out in a lump sum? Do we get compensated for unused vacation time?

I have a question over the benefits that Citigroup offers staff being laid off due to a Reduction In Force (RIF). I have heard that everyone keeps two weeks pay for each year that worked at Citigroup, but are there any other benefits offered as part of their package? What healthcare (medical) benefits are being made available? Only COBRA, or is does medical benefits continue for some time as part of the Garden Leave requirement? How about the bank annual 401K contribution, if I was to be RIF between November 2025 to February 2026, would Citigroup make any kind of contribution into my 401K in March 2026? Thanks in advance,

I’ve been through many, many layoffs in my time in retail (20 years) and just sharing what I’ve learned having been in various roles at various levels including IC and leadership (dir+). I have also had really good friends and partners in HR and ops finance over my career who have been at various levels of need to know (and they share with me of course 😏).
THIS IS NOT INTEL - I do not have any information about TGT. This is more so sharing facts rather than feelings.
Simply put, the fiscal calendar is important when making layoff decisions. Layoffs are planned for the immediate expenses (the severance packages, outplacement programs, health insurance premiums etc) and forecasted long term savings.
You may be asking why Q4, well it’s because this is when most retail companies make their season or year. And because most of the prep work for the season is done and everything is execute mode so it doesn’t have as much impact on the immediate business.
You budget for these layoffs (yes, budget. So a layoff this big has been coming for a while). Once they are reviewed and approved by the board, goal is to get them in before Q4 so you can chip away at the expense drag that the layoff causes through revenue generation. You also want to hit the expenses in the current quarter, especially if quarterly earnings report is going to be rough. You want to minimize the impact to the next quarter.
Then long term the savings reflect in the new fiscal year and helps at a time when sales are generally slower.
In the simplest form you spend now to hopefully recoup some, protect the next quarter, and then save later in the new year.
In terms of WHO is impacted, it’s not an easy exercise and certainly not one taken lightly. I know that’s not easy to hear because it’s much easier to blame the proverbial big bad wolf, but I assure you no one in the general sense wants to be in this position. no one wants mass layoffs. Everyone would love to hire and build out their teams and be offering promotions and bonuses all the time.
Unfortunately, in addition to the sh---y macro financial environment, some poor decision making, some external factors, and some decisions made when the company was thriving (over hiring, overspending or over indexing into certain teams and initiatives) leads to this.
I’m grossly oversimplifying how the company got here but just keeping it simple.
So back to WHO. Well at the highest level (think SVP+) you would receive notice of expense reduction efforts (either a dollar amount or %) and they would look at where to cut and save (travel, discretionary spend etc) and then when there’s no more to save there, you move on to the teams. You look at where the work is currently, where it’s needed, where teams are doing similar work, or maybe work that is no longer value added, and decide where it would make sense to cut folks, where it would make sense to consolidate teams (for example if you have 3 directors with one direct report each, would it make sense to combine a team and create a team of 6 with only one director) or where it makes sense to have both a dir and a sr dir based on complexity, leadership necessity, size of team or where it might make sense to only have one over the other. At the end of the day you just have to do what’s best with the hand you’re dealt while trying to minimize the impact to operations, workload and yes, culture.
Because at the end of the day, there is a day after layoffs and morale of the teams is crucial to how you move forward (it’s kind of ironic but I digress).
I would venture to say with all of this in mind, many leaders have been quietly not backfilling roles, losing jobs through attrition (people quit and role is not rehired) or asking their leaders if there’s any work that could be stopped, moving resources from other teams where support is needed more and away from teams where there is maybe fat to trim in order to prevent or at least mitigate big cuts. But alas, sometimes the only way out is through.
Alright so who knows what, now? VPs probably knew changes were coming, and maybe could influence who and what in a general sense. Based on the posts on here, they just found out officially this week and they probably had to sign strict NDAs.
It’s also possible they walk into Monday or Tuesday and get handed a list of who and what so as to not have anything leak beforehand.
As for the people impacted…
The goal is to do this as fairly as possible.
Is it possible favorites are played when deciding who to keep? Sure.
Is it possible top performers were never at risk of losing their jobs? Sure.
Is it possible bottom performers were an easy first decision? Sure.
Is it possible a leader sees a name on a list and says “absolutely not” and a role is miraculously found for them? Sure.
Is it possible a leader sees someone moving elsewhere and says “hey actually it makes sense for this other person to go over there based on their skill and for this person to stay here”? Sure.
Will someone say “hey I actually want to retire so take me out and save someone else”? Sure.
Is it possible some people know where the bodies are hidden and so they must be protected? Sure. (I’m mostly kidding, but I’ve definitely experienced layoffs where people are asking “how are they still here” and we joke they must have compelling enough black mail to stay lol)
Will some people be promoted if it makes sense to the new org? Sure.
Will some people be demoted if it means that’s the only way they can have a role? Sure.
Is this an opportunity to finally separate someone who is so toxic and has managed to dodge every bullet until now? Sure.
Will people and leaders be moved, lose work or inherit work? Sure.
Is it possible they cut too deep and ask someone to come back? Sure.
Is it possible they didn’t cut deep enough and need to do it again? Sure.
All of this or none of this could happen (in my experience, it’s usually the latter).
At the end of the day it’s going to come down to the work, what makes sense long term for the company, how much it’s going to cost to keep or separate someone and how everyone fits into the larger strategy.
“Good” and “bad” people will go. Just as well as “good” and “bad” people will stay.
We will know eventually what happened in the “post mortem” (aka because we piece it together in here lol).
Anyways, the point of all of this is information however relevant it may be to this situation. Knowledge is power and although it might not give pause to your anxiety, at least you’ll go into the week with some understanding.

Be prepared because we all know this is happening even though they deny it. As a mgr i can confirm they are absolutely reducing teams 25% and behind your reporting mgrs back. Most of my team was entered to meet by me and all of them show below after i went in and looked. Im not delivering any reviews when i did not do this and cannot tell people why it was done. Beyond pathetic and unethical. Open up a case with HR and ethics. Im telling you anyone below will be fired without severance but with an active case they will offer you something to avoid a lawsuit

As above. I just happened to notice it’s open (?) and ends mid Nov, as per uge.

I didn’t get an email nor I don’t think a snail mail.

They couldn’t possibly try to keep me from getting free bennies months into next year… or would they??

I know everybody is spiraling. I’m up in the middle of the night too, so trust me, I’m not doing great either, but I do have, I wouldn’t say the advantage, but the insight of being laid off twice before, so I have a better idea how this will play out. There are two things I know for sure from personal experience, and also from the experience of a few friends who’ve been through something similar.

1. If you’re laid off, you’ll feel awful. It’ll be like a punch in the gut, and it might take days or even weeks to process the anger, disappointment, fear of the unknown, and all the other emotions.

2. After it’s all said and done, you’ll be okay. You’ll shake it off, start making plans, and before you know it, you’ll have a new job. Both times I was employed again within three months, and the severance was more than enough to get me and my family through it.

And before anyone mentions the job market, I was first laid off in 2008, and trust me, this job market is golden compared to that.

My point is, yes, it won’t be pretty if you’re laid off, but it won’t be the end of the world either. Keep that in mind over the next few days, because losing hope in the future can destroy you mentally in the long run, even if you don’t end up being laid off.

I heard quite a few bottom performing L6+ folks got their notice today at AWS…… with a hearty severance. Can anyone confirm?

Yesterday’s announcement is a devastating, cold reminder: it doesn't matter how hard you work, how much you contribute, or how long you've been here. At the end of the day, we are just lines on a spreadsheet. The only way to change the power dynamic is to have a real, collective, and legally recognized voice at the table.

That's what a union is.

It’s not about "us vs. them." It's about having a binding contract that guarantees:

• Clear, fair, and seniority-based layoff procedures.
• The right to bargain over severance packages.
• A real say in the working conditions that impact our lives.
• Protection against the "at-will" system that leaves us completely vulnerable.

If we don't have a seat at the table, we will always be on the menu. This is the moment. This is the wake-up call.

This isn't about hope anymore. It's about leverage. If not now, when?

Anyone knows if we have any docs that govern layoffs? A policy or procedure doc? Guideliness? Somewhere? Something that outlines the rules (e.g., severance policy, cobra, placement help, resume building help, etc.) Do you maybe know where I can find the darn thing as internal searches are not returning anything. Copilot crashed when I asked even though I know I should not search for it as they are probably monitoring it.

Any tips would help.

Hello
Are severance packages paid in one lump sum or bi weekly like a pay check?

How much is severance exactly? I have only worked here 2 years. I heard it’s 1 - 2 weeks per year of service. Thats peanuts for me and I am a bit worried. I feel like it should be at least 1 month for every year of service

i heard they take 50%??????? can we defer this for 2026 as i'll have low income that year

please let me know

What are the rules for unvested RSUs? Is that addressed in the severance package?

Now I need a COSTUME that fits the VIBE: something between “Corporate Casual” and “Emotional Damage.” Otherwise, I need a costume that says “spooky, broke, and still pretending to care.” 👻🎯

Ideas so far:
• 404: Job Not Found
• Spirit Halloween Employee
• A Target logo bleeding out
• “Ghost of Corporate Past”
• Red shirt + name tag: “Ex-Targeted Employee”
• A walking Clearance Tag

It’s Friday, I’m still here, but mentally I’ve clocked out! 🧠💀 Hit me with your best ideas before I show up in a box labeled SEVERANCE PACKAGE.

Seems the RTO slow march towards getting people to quit without severance was a little too slow and AT&T did things the traditional way yesterday. Anyone have the contact details of the Business Insider folks? Gotta name and shame!

If you do get laid off on Tuesday, is that your last day at Target or is it going to be one of those instances where they tell you that you have 60 days? Or maybe you stay on for x amount of time to train your Target India replacements?

When are we going to receive our severance pay? They said it would be within two weeks of the exit date which was last Monday.

I’ve been hearing some wild rumors, and I really hope none of them are true.

Did I miss a layoff round, or are they quietly letting a few people go here and there to keep it under the radar?

Is that something that could happen? My mind keeps coming up with all the worst possible scenarios, and that is the one I cannot stop thinking about right now. It actually makes a bit of sense if the goal is to cut costs, since cutting payouts for those leaving would fit that goal. Please, someone tell me this has never happened.

ITS FINALLY MY TURN!!!
I AM OUTTA HERE WITH A SEVERANCE!

SO LONG MOFOs!!!! Fu-k this he-l hole.

This company keeps shuffling incompetent people around. I feel sorry for the few that actually run the factory.

For those of you waiting for a severance, I wish you the same joy I feel today!!

I work in HR, and I can say with 99.9% confidence that the New York and Los Angeles layoffs are scheduled for Wednesday, October 29, 2025.

Before you read the following, know that yes, it's that bad! - Most line managers still have no idea what’s coming. Only a few will find out what’s happening on Friday afternoon or early next week. Yes, even some SVPs and EVPs have been kept completely in the dark about what’s happening to their own teams. This might be because they are also being laid off and haven’t been told yet, or due to concerns about leaks. It also shows that they hasn’t had much control over the process this time. The new Skydance leadership seems to dislike how, in previous rounds at paramount, some staff had early knowledge of what was coming, so this time they’re keeping everything very close to their chests. - Yes, there is still very much a use and them.

I know for certain that I’m being laid off. I found out by accident when I was mistakenly sent a spreadsheet listing my name. (I felt humiliated) Later, my manager confirmed it was accurate and told me I wasn’t supposed to have seen it. I was officially meant to be notified next Wednesday.

However, I’m not surprised to be included since most of the teams I support are also being cut.

Important: From what I know based on previous layoffs, there’s no real negotiation. Yes, you can try to push back or ask for more, but you probably won’t get anything extra, which honestly su-ks. All communication will eventually funnel through a general HR mailbox, and the replies will be completely generic.

If you think about holding out or trying to push for a better deal, don't bother. They won’t bend, and if you try, they simply won’t pay you. The company plans to go in hard on HR compliance and will not move on severance, timing, or terms. Why drag it out when the result is already decided?

This round of layoffs combines the old Paramount process with the new Paramount Skydance approach. The compensation structure hasn’t changed, but leadership is working extremely hard to keep everything under wraps until the official announcement. They want to show in the next earnings report that they saved far more money than expected.

I love this company, but I’m starting to lose faith in the new management. Don’t blame your team or department lead for what’s happening. Seriously! They’ve been kept in the dark just like everyone else.

I have a very obvious target at my back. Seems like they are giving me time to find something else BUT I will NOT leave without the package!

How long do I have left before I’m WFRd?

How long did you wait?

Also, I could pull the reverse card and go on another burnout leave but at this stage I wouldn’t mind the package and unemployment for a bit.

Anyone have knowledge on how long it’s taking for our severance to be paid out once we have signed the legal documents? I’m trying to figure out how to pay out my bills. I heard 3 months???