#severance

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???

The first time back in Feb of ‘22…the Thursday before Super Bowl weekend. A 15 min invite dropped in my calendar at 7:30 am that Thursday…invite was sent from the Director to meet at 9 am. Was given notice of my Rif and given 30 days to find a new role or leave. Thankfully I found a new role and stayed.

The second time in July of ‘24…had moved to a different role a yr prior at the invitation of a sly director. Same sly director who asked me to join his team the year prior laid me off a year later. “Business update” dropped in my calendar around 9 am for a fifteen minute meeting at 11 am same day. I knew what it was.

But, the second time came with VSP since our group wasn’t eligible to volunteer. So, the second layoff more than doubled the severance offer given on the first layoff.

Found a role to stay, but decided it was time to get of the VZ train. Glad to have found my exit with such a nice payout and was fully employed again within six weeks.

Good luck all. If your number is up, you WILL bounce back! For everyone else, keep riding the gravy train as long as you can, but always have a backup plan.

At the global town hall held on October 22, a very courageous employee rose to ask the first question. Stating that he "was not a VP yet," he proceeded to ask Bryan Hanson to explain the rationale behind adding additional layers to the ranks of senior executives while engaging in yet another round of Q4 layoffs.

By my recollection, counting our pre-spin days, we had layoffs in 2019, received US government pay during the pandemic to avoid layoffs in 2020, and then followed with layoffs in 2021, 2022, 2023, and 2024. Now in 2025, we are sacrificing more people upon the altar of growth, while making room for more executives to augment the ranks of our C-suite. That makes the question particularly timely —Hanson fashions himself as a leader, and historically, leaders who can both speak and demonstrate shared sacrifices tend to earn followers. Hanson says a lot of the right things, but his actions indicate otherwise.

His answer was supremely unsatisfying. He provided corporate doublespeak about how we will continuously evolve, and occasionally, that evolution will cause his leadership team to eliminate jobs. That answer is the standard boilerplate C-suite talk that those folks have been spewing for many decades now. But it did not answer the question. In fact, it did not come close.

As a leader who came in claiming he wanted to flatten the hierarchy, he has significantly thickened it. The tie that binds Hanson to his clique is that they all worked with Bryan in years past. Hanson justifies his decisions by explaining that he needs people who have experienced spin-offs before. This argument, however, begs the question. Are Medtronic and Covidian alums the only people who fit that bill? At what point does this become cronyism masquerading as a meritocracy? And given the huge severance packages (Barry, for whatever personal struggles he is facing, likely earned a two-year severance package when his good old buddy Bryan figured out how to eliminate his position instead of accepting his resignation. No bad for declining a job offer.)

Despite all his flash and polish, it is hard not to wonder if Hanson is simply a pirate, out to pillage as much as he can while throwing some bo--y to his inexhaustible supply of friends. It is hard not to conclude they are feeding off what will eventually become the carcass of 3M's health care business group. And no amount of slide editing at 11 pm can paper that over.

If you’re comfortable, please share any details. Thanks.

Any legacy uniti people here who can tell us about the severance plan? Windstream cut ours and only left supplemental unemployment to make up the difference in lost salary for a few weeks, or until you got a new job.

The Comcast bloodbath has begun; knowledgeable and tenured employees are being slashed with no plan to capture or transition their knowledge. Many jobs are being cut, then re-posted with lower salaries and greater demands, or being moved to offshore sites. Severance packages are demonstrably stingier than in the past. Thanks to the "Big Beautiful Bill", Comcast has a windfall in tax breaks. Kudos to all the fools who still believe in "trickle down" economics. I wonder who Comcast. Amazon, Meta, etc. will sell to when the American working class is eliminated entirely?

Hi - i’m just wondering if anyone knows when we will get paid out our vacation days. There’s no way my vacation days were paid off for my seemingly last pay check I just received. Can we expect it with our severance or is this another kind of pay check we are getting? Sorry this is my first experience ever with this. Also have a baby on the way and am needing everything I can get from them that is mine.

Its true! I chatted with my counselor today, and it was great! I told her I'm off the bottle (barely drink at all anymore) and in fact I'm loving the job search! It's almost like Christmas, the thought of doing work I actually enjoy - in a new company with none of the BS Agile/Scrum/In-Office...(you fill in the blanks)

I was given a package 9/30/25. I've been going through the 5 stages. Yet, my counselor has told me I'm doing great! I personally am thinking - I dreaded the Tuesday after payday meetings ..... is this The One? Not anymore! Nope. And given my longevity at WF, I don't have to worry about getting re-employed right away.

You know the Mickey D's slogan...."I'm lovin it!". Well I don't even eat there, but now I'm living the slogan....there really IS life after WF! Even my wife has noticed the difference, and is giving me a lot more "attention"! Dang.....shoulda left years ago......

Should know by early Nov. There is QBR on 3 Nov in Singapore. It's with HT so it's basically final by then. Mid management being trimmed.

How would I do that, if it's possible? I have a new job lined up in a month, but it'd be great to get severance as well - and save somebody else's job in the process!

I know people who were laid off from other companies more than six months ago who are still looking for a job. Is the money that will be given to laid off employees really going to be enough to cover such long periods of unemployment? And on that note, does anybody know if you can get unemployment along with severance?

#1 - No severance if you’re fired for cause
# 2 - save money on payroll
# 3 - give them COBRA, but they will pay unsubsidized premiums for health insurance

To those LRed, did anyone get a payment from cisco on 10/11? what was it

If you are displaced, don't forget to take advantage of things like vision insurance, dental insurance, etc.

Also, if over 55, look into 'Rule of 55'. 'Separation from Service' in IRS speak. It allows anyone 55 or older to withdraw funds from retirement account with no penalty. You will still need to pay taxes on any non-taxed (401k) funds, but if you have pre-taxed (Roth) funds, there will be no Fed tax. You will need to look into your state situation. For example, Iowa has no tax on retirement fund income.

Talk to empower

This may have been asked in previous posts but if so I missed it. Anyone know what the benefit is to change to Retired from Displaced? Doubt there is much just curious if anyone has done that recently. Thanks.

I go on maternity leave in 6 weeks. If I’m laid off, can I negotiate my severance pay to cover the full maternity leave. The leave is already filled with Target. Are there any other protections I can ask for/negotiate on?

If you’re burned out, start saying no and stop feeling guilty about it. Managers here depend on us to keep their jobs alive, not the other way around. Half of them won’t even call you out because they’re terrified of confrontation. Keep saying no long enough, and they’ll finally lay you off with a nice severance attached. Sometimes that’s the only peace you’ll get from this place.

I know someone who’d take the severance in a heartbeat. Letting them go could save the job of someone who really needs it. Makes zero sense.

https://www.bizjournals.com/sanfrancisco/news/2025/10/14/layoffs-wells-fargo-job-cuts-wfc-severance-expense.html

Any chance severance gets cut by the time the next round hits? Has it happened before?

Please someone share what kind of severance is being offered. This time, a$$hole leadership is not even showing any humanity, just to make sure their a$$ is not targeted. What a bunch of shameless folks! If you love your friend and family, never refer them here.

That's my biggest issue right now. I can't afford to lose my job because I desperately need my health insurance. Do we get anything as part of the severance package?

If your team have H1B visa holders or you notice your business is shifting more functions to India, it's important to stay cautious and alert.

Many companies are now laying off American workers to reduce operational costs, and in some cases, employees may be unfairly labeled as underperformed to save severance.

Remember, as American workers, you have rights—if your business is laying off while still employing H1B visa holders, it raises questions about the necessity of the visas and the company's compliance. Do file a report to Department of Labor and USCIS.

As a proactive step, consider reaching out to your local congressman to advocate for stricter regulations on H1B visas and offshoring practices. Congress has already taken some actions in this direction, but additional support is needed, especially as U.S. job growth is experiencing multi-year lows.
Staying informed and engaged can help protect your rights and ensure fair employment practices.

Where is Imperial's board in all of this? Aren't they supposed to be holding management accountable that any changes are in the best interest of Shareholders?

How is this good for Imperial? Move activities from Calgary to Houston where EM folks who are less familiar with the market will oversee the activities at a much higher cost, and then funnel more chargebacks to Imperial. Move activities to GBC's for sub-standard work from a bloated GBC headcount, while paying those folks to fly all around the world and racking up more opaque chargebacks. Move profitable Trading activities out of Calgary so EM can do it instead and pocket the $. How is that good for Imperial shareholders?

Relocate staff from Calgary to Edmonton, putting a huge amount of chaos into the business, incurring huge costs for severance, relocation, and then losing many of your best employees. You're left picking your team from whoever wants to move to Edmonton, which is a minority. All other energy business is in Calgary, so those staff in Edmonton will then have to travel back to Calgary regularly for meetings, incurring more cost and time. How is that beneficial to Shareholders?

I'm sure EM has put together a nice PPT showing the board that this is good for them, but shouldn't they be putting in some critical thought? How did the board say yes to all this? The board seems to be failing shareholders, and this is ripe for an investor lawsuit.

I’ve been planning my exit for a while now. Took a few certs, kept my resume fresh, and stopped overdoing it. I’m just here until something better opens up. Severance would just be a bonus.

For those fallen during 2020 layoffs, the 5 year layoffversary is coming up. How are you celebrating departure away from the XOXic (XOM Toxic) environment? How was your experience with Layoff, good bad? And how are you doing now? Let's provide some real insight and inspiration to those still there who have only made to believe otherwise by their bosses and HR.

Here is my experience.

Extremely bad departing experience; manager reading HR script informing, never returned my personal desk items, the laptop box chaos (mixing up wrong people names with wrong addresses), bashing us in LI, classifying us a Retirees (i am sure XOM again is benefitting somehow by this move) and still sending us mail asking to donate to UW. Those dear colleagues never reached out for support, post departure dealing with benefits was bad.

How's it now; Director in a non tech but Fortune 500 making 38% more base plus 25% bonus, RSUs, better healthcare plans, less toxicity than XOM, and a learning for someone who fell for "long term career", and "family" jargons of corporates and someone who cared and took colleagues at to their face value to never trust and believe in that again. Tough but a good and an eye opening lesson.

For those other 2020 martyrs, how was your experience and where are you 5 years down the road?

Make this thread a long and full as possible to give some insight to those who remain at XOM and want to know the true experiences the fallen had. It will also help aspirant newbies to determine whether they should join XOM or not and shut up the kool-aid drinkers because their agenda to paint a rosy picture of XOM leaders and HR handling will be exposed.

What exactly does the severance include and is there a max? Is it 2 weeks for every year of service? What’s the max amount of weeks they’ll give? 50? Do they also give bonus and stocks?

Decades ago HR liaisons were very accessible. These days, HR always directs us back to our business lines. I’ve discovered that our business lines can be secretive and coy when inquiring about company policies. Never in my lifetime, here at this company, did I ever think I would be having to deal with lawyers and the EEOC just to determine my status with the company, policies, and procedures.
I highly suggest everyone on this message board simply go and send your inquiries to the EEOC and talk to lawyers about how to navigate these uncertainties in the company.
There are people who specialize in assisting employees of this company navigate their employment rights.
I’ve always wanted to be an exceptional employee. I just don’t have the time or the patience to navigate company policies and do my job at the same time.
I wish you all the best. I’m trying to determine the best route to take. Hoping I can sign my severance paperwork, soon. Though, somewhere in the back of my mind, I think I’ll be terminated with cause. No way in h*ll am I going to resign and have to give 60 days notice.
I’ll just keep collecting paychecks until they literally show me the door.
Good luck, all.

Check your states rules on WARN ACT: Some states now requires a 90-day notice before a mass layoff or the closure of a facility, a significant increase from the previous 60-day notice. The state's law, known as the (your state) WARN Act, now applies if 50 or more employees statewide are laid off and includes part-time workers in the count. If the 90-day notice is not provided, employers must pay an additional four weeks of severance pay in addition to the mandatory one week of severance per year of service.

Employer "establishment": The definition of an "establishment" has been expanded to include all facilities in (your state), and layoffs at different locations may need to be aggregated to meet the 50-employee threshold. This includes remote employees who report to a (your state) location.

Severance pay: In addition to the 90-day notice, employers must provide severance pay of at least one week for every year of service. If the 90-day notice is not given, an extra four weeks of severance pay must be provided.

If Verizon offered a package deal that was really good, would you take it. What is your definition of a really good package that you wouldn't even have to think about it and sign the next day?

I stand to get 21 weeks and am most likely on the chopping block. Am i eligible to receive unemp benefits from day 1? Texas only counts after the 'period of coverage of the severence pay'. But the verbage at:
https://efte.twc.texas.gov/release_waiver_agreements.html
""2.Incentive money, i.e., money paid to secure an employee's agreement not to file claims or lawsuits, is not regarded as severance pay for unemployment claim purposes and will not affect unemployment benefits if it is paid to obtain a release or waiver of liability from the departing employee with regard to the Civil Rights Act of 1991, or to settle a claim or lawsuit that has already been filed, or in connection with a written contract that was negotiated between the employer and employee prior to the date of the work separation.""

#2 seems to indicate that in our case , the 'Enhanced lumpsum' we receive seems to be more of a 'I wont sue you for this money' so does not count as severance money or the sake of unemp benfs?

Any advice on how to maximize probability of being laid off and obtaining the severance as soon as possible?

I predict that I’ll be terminated for cause. With decades of service, numerous awards and accolades, the company will use that to not pay my severance of six figures. All because I didn’t spend eight hours a day three days a week being a desk jockey in a cube farm.
I spent decades trying to perform exceptional service every single time. Focus used to be on getting the job and the projects completed.
This new form of micromanagement is challenging to navigate with so many new detailed company policies to observe.
I really used to like this company. My 9 to 5 was actually 5 to 9 as I found my work extremely gratifying.
So, if I don’t have any severance paperwork to sign with the disparagement clause, then hello social media, my new friends. I’ll be happy to tell the world about the inner workings I’ve seen over the past several decades. Stephen King, I might have a new horror story for you.

The day starts just like any other. You are asked to remain close to your station in the event you are selected, and the selection process usually is undertaken in the morning. It’s a nerve wracking day and you can’t help but stare at the door or entrance you know supervisors or managers would enter if you’re about to get let go. But I’ve been through 5 or so of these staff reduction days by now. Perhaps my number is up this round, maybe it isn’t, it’s out of my hands. What I do know is if my supervisor does come through that entrance this time around, I’ll be professional and gracious for the package, and that I’ll also be wearing different colours by year end.

Let’s see how many people are gone for made up issues that are buried in one of the million policies! Saves money not paying and losing your pension

Can anyone who has been laid off or taken the package shed some light on what they plan to do with their 401k after their end date?

Had layoffs on the manufacturing floor yesterday, mostly some old timers looking for a package.

Several of us are in the same situation. We all declined to relocate. Does anyone have any experience with approximately how long it took before they received the severance DocuSign email?