#severance

For those impacted by the wfr and are on a h1b visa, what are the options? Is Juniper going to maintain the status during the severance period?

Posting this for the inevitable questions over the coming months, or more likely next year when fears of being PIPd come up. These are the groups and the percentages for each group. Reminder: if you are in Group 4 or 5 you will not be eligible for severance. I expect very few who are let go receiving severance next year when there will be 25% of the population to choose from who would not be eligible.

Group 1 - 10% - Significantly Exceeded Expectation
Group 2 - 15% - Exceeded Expectations
Group 3 - 15% - Achieved Expectations
Group 4 - 15% - Achieved Some Expectations
Group 5 - 10% - Did Not Meet Expectations

I know alot of the items on this site give insight to what may or may not be occurring but I was recently let go and was here 27 years. I was pretty sure our department was going to have cuts so I was not shocked when I got the meeting from my manager for a random 1 on 1. What I was shocked about was that my severance which I was forecasting to be roughly a years check be dwindled down to 12 weeks due to me missing training by 2 days last year and RTO because I wasnt in office or on network long enough. I argued that this isnt fair and I was told the policies are in place for a reason so management is definitely targeting high severance people and doing what they can to make sure they don't get it. My case is not a one off either I've seen many others have the same issues here. I was in Westboro and all our jobs are gone to florida soon. Just please heed my warning and have common sense that this place doesnt want to pay a year upfront to anyone and will dig and find any reason not too. Im lucky im able to retire in a year so im not concerned about this too much, I just find It very sad this is how they treated me after so long.

The way Citi is handling layoffs is beyond disrespectful. Getting a random unexpected call saying your position is eliminated, with no clarity on severance, is barbaric. The uncertainty is hanging over those still working, waiting for their turn. It's clear to everyone, yet management acts oblivious.
I've been through layoffs before, and there's a right way to do it—team meetings, advance notice, incentives to stay and help with the transition. Citi has the resources but chooses greed instead.
They don't seem to realize this will backfire.
If they don't start treating people like human beings, they'll regret it. I'm ready to speak up and go to the media if needed. I've got nothing to lose by standing up for what's right.

Severance packages for laid off retail staff include lump sum hours of pay that vary by role, plus a health premium payment equal to three months of coverage. Some state specific vacation payouts apply, and employees have a set window to sign release agreements to receive severance.

I've seen some folks reporting 3 weeks per year of tenure and for short-term employees numbers seems to be smaller. I also see that some are reporting that lawyers are advising them to sign. Just curious if we can consolidate what we know about severance for this round of cuts so we can have it here archived for future layoff rounds (I wish I asked this last time too)...

Management is pressuring to stop severence now only in rare cases. With the revised year end process, management is making it all about performance. If you are deemed partial or not meeting in any sense, you are subject to dismissal with no severence. It can be for anything. If a project fails and wasnt your fault, too bad. Guilty by association. Yes, they CAN get away with this. Goal is 20% reductions with no severence.
Something bigger is definitely afoot.

Part of the 9/3 layoff. I signed severance document on the 4th. Anyone know when we can expect payout?

Forced to give me 90 days warn
I got job starting week after warn ended
You built policy saying no 401K match or bonus due to effective dates. Lol
Now you get to eat my 30 weeks of severance

Your dirty policies failed. Nice try no cigar.

I saw a coworker’s post who took the severance last year and guy’s on a beach somewhere, looks healthy and happy for the first time in ages. It definitely made me stop scrolling for a second and wonder what I’m still doing here.

When organizations face the difficult decision of reducing headcount, it’s important to balance business needs with employee well-being. Instead of removing people randomly, one approach could be to create a “wishlist” where employees can voluntarily express interest in leaving.

This method allows:
• Employees who are ready for their next chapter to exit with dignity.
• Critical roles and talent to be retained for business continuity.
• The process to feel more transparent and humane, reducing uncertainty and anxiety.

Such an approach acknowledges that some coworkers may already be considering new opportunities, while others are deeply committed to staying. By aligning both organizational and individual needs, CDW can manage necessary changes with empathy and fairness.

Well after 13.5 years of loyal service including 2 moves halfway across the United States I was unlucky this time and got left standing. I remember when I got hired I was told during on boarding that I had essentially won the lottery and that I can work 30 years and retire a millionaire. Well I've been through 4 re-orgs across 3 business units. But hey I still have a chance to land a lesser paying role during the quick PDC. I've devoted almost 25 years of my life to the oil industry and now I'm left scratching my head wondering what I'm going to do. Do I switch industries and hope that I can find a comparable paying job or do I uproot my family once again chasing the dream to remain in the industry that has blessed me beyond my wildest dreams? I have years of knowledge but can't hang a college diploma up in my office. It's sad because I feel that the company that I dreamed of working for not value on the job knowledge the way they value a college diploma. I feel like this company is turning in to a popularity contest and upper management not wanting to be challenged with new ideas or ways of doing things they seem to want yes men/women.

To those affected by the last round of layoffs, Kroger is planned to offer severance.

Personally I was in KTD but they are offering 1 month per yr and x percent on your bonus plus any remaining time off.

I expect to receive the documents soon so I don't know how this effects unemployment claims. Please check your state and read before you sign anything or get a lawyer first.

26 weeks of part pay is a plus but it may be less than your severance so you may need to pick.

Be advised they are not withholding taxes on your severance so account for that yourself or your lawyer (preferred).

They're basically giving it to us so we don't sue them down the line, right? So is there a way to negotiate the number or any benefits that might come with it? I'm sorry if this sounds like a stupid question, but this is the first time I'm facing layoffs and I'm just curious.

Anyone else not get their severance payment on time? I signed the final paperwork on September 4 and was expecting final payment on September 22. No payment received.

Five years added to service and age. The company has come to the conclusion that senior CWA techs will not leave without an enhanced offer. Minor short term hit and they’ll basically be free of a Union workforce going forward.

People being laid off in Freising. Are you negotiating or accepting the offer?
I got 2 months of severance, not enough to wait for unemployment benefits.
If we don't accept can they fire us?

When organizations face the difficult decision of reducing headcount, it’s important to balance business needs with employee well-being. Instead of removing people randomly, one approach could be to create a “wishlist” where employees can voluntarily express interest in leaving.

This method allows:
• Employees who are ready for their next chapter to exit with dignity.
• Critical roles and talent to be retained for business continuity.
• The process to feel more transparent and humane, reducing uncertainty and anxiety.

Such an approach acknowledges that some team members may already be considering new opportunities, while others are deeply committed to staying. By aligning both organizational and individual needs, Dell can manage necessary changes with empathy and fairness.

Paying for 60 days instead of giving 60 days’ advance written notice

Employers must provide at least 60 days’ written notice; payment in a 60 day period after the fact does not substitute for notice.

Source: 29 U.S.C. § 2102(a); 20 C.F.R. § 639.2; DOL elaws Advisor

I am getting only 12 weeks of severance for 23 years of work. The 12 weeks basically add up to my salary for the remainder of the year. No f..king appreciation for my years of service! I am talking to a lawyer before signing this!

Medical and dental good until Halloween. No more contributions to HSA.

I thought I read we should get 2 weeks for every year. So I thought I should be getting 46 weeks of severance pay. Not 12 or 3 months!

I am definitely one upset former employee who feels completely disrespected and given no empathy from HCSC!

It’s beyond frustrating to watch how remote employees — many of whom have dedicated years to this company — are being slowly frozen out. If leadership has already decided that remote workers outside a few select hubs have no future here, the right thing to do is be transparent and offer severance, not string people along with empty promises and blocked opportunities.

They’ve dismantled Tech Risk under the guise of org consolidation and pushed everything into the new Corporate Functions structure. Fine. But now, they’re openly saying they’ll only hire into this “new” org if you’re located in Minneapolis, Charlotte, or New York. Translation: if you’re not physically near a hub, your career progression stops here — and you can’t even apply for internal roles.

No options. No support. Just silence.

The message is loud and clear — and it’s incredibly disrespectful to the people who’ve been loyal through tough times, reorgs, and chaos. If you’re going to treat remote employees like they don’t exist, at least have the decency to let them go with dignity — not hang them out to dry while pretending everything’s business as usual.

Workforce reductions and acquisition exits come as IT demand softens; TCS also cut staff amid industry-wide caution earlier.

"The business optimization program has two parts. One related to rapid talent rotation that Julie mentioned, which reflects severance associated with headcount reductions that we are making in a compressed timeline, and second, related to the divestiture of two acquisitions that are no longer aligned with our strategic priorities," CFO Angie Park added.

https://www.moneycontrol.com/news/business/information-technology/layoffs-acquisition-pullbacks-slower-growth-accenture-hints-at-grim-picture-for-fy26-13580710.html

Acquisition Pullbacks:

Messaging: "didn't align with our strategic priorities"

"Accenture also announced plans to exit certain non-core businesses and divest assets worth $865 million as part of its ongoing portfolio optimization strategy. The move is aimed at reallocating resources toward higher-growth areas, particularly AI, digital services, and cloud-driven initiatives, enabling the company to streamline operations while strengthening its focus on emerging technologies."

I was trying to get clarifications on detail breakup of Severance Pay Formula from HR. Pointed to Non VPN Access: [External Ask HR Portal]- https://hrhelp.custhelp.com/

Once I get the detail breakup of unused vacation, formula used for final payout, I will fight for a few days

Please bookmark & that will save you 3 days for a normal reply from HR Via E-Mail

The package states #14 that you will not receive severance until company assets are returned, and it also states that you will receive the box to return within 3 weeks AFTER your separation. That means no payout for 3-5 weeks? receive box, ship back, Oracle tracks and then release of Severance.
Are you ready for no $$ for that long? I wasnt.

For those officially let go, please confirm or share if you’ve received official promised email (assuming it’s Docusign) and if it includes list of those titles let go.

Obviously they’re working around WARN in the U.S. but any idea? When Lehi was hit you could put info together from severance sheets. Wondering how concerned remaining employees should be. And investors.

Anyone else still waiting for the severance letter? HR told us that they would send them to a personal email today.

Rumors flying all day. Does anyone have information regarding EUC terms?

For those expecting a golden parachute, consider this a warning: the bank does not want to pay severance. They already stretched funding for layoffs this year, and the idea of generous packages next year is a myth.

What you will likely see instead is a rise in “inconsistently meets” ratings or worse. If you miss your 4x8 schedule targets or fail to stay “in the zone” with daily activity metrics, don’t assume it will be overlooked. Ignore this at your own risk.

The system is designed to keep you boxed in. Step the wrong way and you may quickly find yourself on a PIP and out the door. This isn’t about development—it’s about attrition. They don’t need to force you out if the conditions drive you to quit on your own.

And don’t make the mistake others have made by filing complaints during leave—you risk being terminated for cause. Right now, management is looking for any excuse to cut costs.

That’s the reality. Take it seriously.

Will someone in the know please share if a VSP is planned and what the terms would likely be? I've seen a few comments that suggest one is coming.

I'm not really looking for opinions but for someone who knows to share.

Is it the usual deal, or have there been any changes?

Am I crazy for hoping to get a call? That 60 days sounds nice and the way they’re moving makes it feel like whoever is left will be worked to the bone.

What happens if you were offered the ERP but declined it?

Did you already sign the severance agreement?

Companies like Oracle are expected to prepare employees for future technologies? Were there any yearly training plan offered?

I would have hoped there were some future technologies or some kind of training offered for any employees to make them get ready for internal or external positions.

What are your thoughts on this?

Do you feel like it might be the right time for the company to offer management employees with pensions a retirement package?

With everything changing so quickly in the business and with fewer people coming in under the old pension structure, it feels like it could make sense for AT&T to consider giving us that option. For some, it could be the opportunity to retire earlier. For others, it could open the door for fresh talent and new ideas.

Curious how you all see it—would you take it if they offered? Or do you think it’s better to wait it out?

There has not been any massive layoff at Ansys. Did Synopsis past layoffs offer severance packages?

Severance packages updated for 2025, specific for customer care line of business (coaches/TM/ up to directors) in T-Nation. (Magenta Pulse)

to those LRed (positions eliminated), if they go to interview and accept job offer before Oct 13. will they lose the package?

Are separation packages still being used within the bank?
For the first time I got a dos-not-meet rating during my mid-year review, thinking they are preparing for a layoff without the package - what do oyu think?
Is that true that when you get DOES-NOT-MEET - you are not eligible for a PACKAGE...