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I believe exit dates are two months in USA, and a month in Canada from notification date of August 14. Could someone confirm please, along with the package details? Are packages similar across the geographical area? How does it work in EMEA?
Are people able to find new jobs, hearing it’s a tough market out for anyone looking for a job. Next layoffs are around the corner in Feb 2026, so hang tight.
Happy that you get the big lump sum of money and given the opportunity to look for better pastures? Or you prefer to continue stay with the company and hope for the best?
That's all the new RTO policy is about. I've seen several articles in the past few months where CEOs openly admit they're using RTO as an attrition tool, to get people to quit and reduce workforce without paying severance. I'm just wondering, do they really care so little about the best people walking away, since that's what's most likely to happen?
Hopefully we are all set now.
I heard of a guy who got his severance mail before he had his meeting from HR. Pretty su-ky
With opt-in for RTO Phase 1 due Monday, we could use a thread to focus that chatter this upcoming week.
Are you opting in to the severance?
What made your decision easy or hard?
Have you told your manager and coworkers?
Any indication yet whether you’re out 10/31 or staying on longer?
Has anyone being released in Sept. receive ERP final paperwork?
https://www.healthleadersmedia.com/cmo/uc-health-lays-50-workers-and-eliminates-mobile-stroke-unit-budget-cutting-move
UC Health is cutting 50 jobs across its organization, citing financial pressures and the need to reduce costs. The Cincinnati-based academic health system, which has about 12,000 employees, says those affected have been offered severance and may apply for other open positions within UC Health. Earlier this year, the system disclosed plans to shut down a post-acute care facility and an assisted living facility by the end of September - moves projected to affect about 474 workers. Also, UC Health will wind down its Mobile Stroke Unit later this month, though those workers will remain employed. UC Health is headquartered in Cincinnati, Ohio.
Source: https://www.healthleadersmedia.com/cmo/uc-health-lays-50-workers-and-eliminates-mobile-stroke-unit-budget-cutting-move
I’ve chickened out so many times already, and with the job market the way it is, I’m extremely hesitant. Still, I can barely drag myself to work every day. I can’t stand this company, and I’m bored out of my mind with my job. It’s all pressure, it’s mind-numbing, and there’s absolutely no payoff. Better they give me the boot when I don’t have the guts to do it myself. That said, I don’t wish layoffs on anyone who, for whatever reason, needs this cr-p of a job.
I can’t change what will happen, and I know I won’t have any influence on the decision, especially when costs, not performance, will almost certainly be the deciding factor in these layoffs. I’d rather save my energy for whatever comes next. Severance can help bridge the gap, and no matter how bad the job market looks, there are always options. I wish it hadn’t come to this, but now that it has, the best thing is to focus on personal interests and possible solutions. And honestly, it’s not as if this has been the greatest place to work anyway.
Anyone get their ERP paperwork yet? If so, does it mention a salary increase during the severance period?
I remember reading that it is tiered by job level.
During the last week of August 2025, Senior Leadership instructed all departments to eliminate 5% of their workforce due to financial concerns with the decrease of enrollment. It seems that the individuals chosen were at random. Individuals were laid off effective immediately and were not given any prior notice. Individuals were required to turn over any and all University-owned technology. The University deactivated all individual's accounts within 24 hours. The University offered "severance" to some individuals.
What is the over/under for % of folks who EOI'd? Has the TLO sphere experienced a lot or a little murmurs of folks EOI'ing?
Layoffs until November will be paid severance after that no payout! Hoping yo get a package so I can retire!
Wondering what the latest round of lay-offs generally paid out.
If we’re not opting in do we opt out or just leave it and not sign anything?
At least 100 employees received notice on September 2nd giving them 90 days until their December 2nd termination.
My manager called me into a 9:00 a.m. meeting and said "I and requires you read to you the following statement...". The notice was legalistic and had no positive message (like perhaps You haven't done anything actionable). He had no other details for me and no specifics about severance. He said I would receive an official document within 24 hours and I received that in the evening.
Opportunity is given to apply for jobs internally, but I have much better opportunities outside and BSC just isn't a great place to work. The usual job search consulting and training is available through the so-called "talent bridge".
Severance information was listed in the document that I received and all full-time non-manager employees will receive two weeks severance plus one additional week for every complete year of service. It appears we don't get any portion of our performance bonuses like TIP because the grant date is after termination.
So a meager severance package and a dreary 90 day notice while they try to get some transition how do I say and hope that we go away at zero cost. If we leave prior to termination date we get no severance and we lose TIP bonus regardless. Leaving people at risk for being jobless and short of funds right before Christmas.
That's a cold corporate kiss-off. They definitely care more about savings than treating people fairly.
Prior to this jobs downturn for having I would have had my pickup jobs. I still am not too concerned but can't be sure. We were told in a training bridge overview session that They recommend spending 30% of our job time on training and job search. I think they'll be lucky and will say thank you if I give half. The internal corporate optics are not good when they push on people already striped of their financial stability and professional dignity.
The movie Office Space tells us everything we need to know about how to use the little power we have to not become victims of corporate greed and cruelty. Practice Quiet-Quitting and "Not Missing Work".
Get out before you’re kicked out on your a-s without even severance to soften the hit.
I’d happily take a severance package just to walk away from this toxic environment. The long hours, mismanagement, and constant chaos have taken their toll, and no paycheck is worth that stress.
I am asking as a “ Care Navigator “… nurse with tons of clinical experience… working with CW who the h$ll are our leaders? Why aren’t they front and center? And why are we not eligible for ERP because our opinions do not matter. We are working our butts off … for what?? I would love to take the ERP and be done! That being said, I would not let my dog be treated by ANYONE at Centerwell!
Voluntary exit email yet?
I don’t even care what happens tomorrow. I’ve never felt this relieved in my entire life.
To my former colleagues: change companies at the earliest chance. Don’t stay in one place until you’re so fed up that you dread coming to work every day. I know options are limited right now, but I truly hope things turn around soon and you’ll have more choices.
The only positive I’m taking with me is the few good people I’ve met along the way, whom I deeply appreciate and respect, and the two great teams I was lucky to work with back in the day. The rest, I want to forget the moment I walk out the door.
So a coworker was laid off with some effective date in the future. I'm not going to give away the date because I want to remain anonymous. I don't trust HR detectives.
He's one of the lucky few ones that found a new job right away. They will not give him the severance if he leaves early before the final day. What a joke.
We put people first. Uh huh. Su-k it hr
At this point…can we volunteer to be let go? And if so, do volunteers get the payout? It’s seems like a better deal than staying behind to drown in work and await other rounds of RIFs… So, how do we get our name on the list?
https://www.businessinsider.com/nbcu-severance-package-details-rto-mandate-four-days-week-memo-2025-9
Does anyone know if you receive it as one lump sum or bi-weekly for the duration of your severance?
Before signing and agreeing the opt-in agreement, please make sure you fully read and understand what you are signing, particularly the part about basic severance and offset policy when you find new employment during the sev period.
Anyone know whether the severance pay will be lumpsum or month by month?
When let go, do you automatically receive a severance package? Or only if your position is eliminated? My department is terrified with a new boss coming in and we’re all wondering if we’re let go how that all works.
Laid off employees were compensated for signing a NDA disguised as a severance agreement. Former employees have to waive free speech, the ability to sue or join class action lawsuits, agree not to testify in lawsuits unless subpoena but notify them. They are restricted on where they can seek future employment (no competitors). There are stories of people being laid off less than 2 years from lifetime retirement benefits. Lay-offs camouflage the loss of earning as the company is plummeting because quality and qualified employees are replaced by cheaper overseas labor. Loyalty is expected but not given.
friday, i saw someone ask if anyone have intel on the difference between this opt-in severance vs what they might offer if you get laid off in nov.
sure it might be a d-mb question to some, but its a honest one. ive seen d-mber things that're being posted here all the time, why would this site proactively deleting just that
We were just told by our TM that personal lines will be over staffed by around 500 by the end of the year. Said people we will either be moved to claims or part of the severance/transition. She told us that they are waiting on upper leadership/HR to decide if we were going to be part of a transition plan. It's only going to get worse as more states go thru mod. I have a feeling the remote folks will be the first to be targeted. I worked in claims 13 years ago when we went through the transition in auto claims. It was awful then and my friends that are still there say it is so misrable that people are quitting daily, out on leave or getting fired. DO NOT take a claims job, you won't make it and will either quit or get fired and miss out on voluntary severance if we have that option. Again people think about it and talk to people in claims, take the severance and run! This place is an absolute total sh-t show!
What is the severance policy and payout for employees with less than 5 years of service?
If you are waiting for your exit date, you will be left waiting. Humana is stalling for time while they try to liquidate the funds to pay out the ERPs. If they file for bankruptcy, you get nothing. If they sell or merge, you get nothing. Anyone they can term, you get nothing.
Good luck getting out of this h*llhole until you are no longer useful to their benefit. It's one lie upon the previous lie with Humana.
The mutual insurer expects layoffs to occur only in "limited scenarios based on business area needs." Morss-Fischer stated, “These changes are part of our continued efforts to shape a stronger, more flexible organization for the future,” in comments provided to AM Best.
https://www.insurancebusinessmag.com/us/news/breaking-news/state-farm-rolls-out-voluntary-exit-option-says-layoffs-in-limited-scenarios-548641.aspx
It seems that they will be covering our healthcare costs (by paying the difference on COBRA) starting from the severance package in September. Does anyone know if we will receive the same healthcare support if we get laid off in November? From what I've heard, they typically cover it for about a month or two after being laid off.
Also, why wouldn't they promote the subsidized COBRA plan to encourage people to consider this option if the November severance package is less favorable?
Assuming that the much rumored Citi Tampa layoffs for September will trigger the Warn Act, do you get a 60 day non working notice and then severance (in my case 3 months) or just 30 days severance plus unused vacation. TIA.