#severance

These threads must have done something to “whomever” as they are actively posting nonsense threads to keep people from seeing these ones. Here are the links! These unethical corporations hold so much power, therefore, employees need to BE AND TO STAY INFORMED. Here are the links. 😘

Hopefully one day soon, the Middle Class and employees especially will take back their power through voting, reform, etc. and be given the respect that is truly deserved. Smart organizations value customers, employees and especially the Middle Class!

📍Is there anybody in the C-Suite who could right this ship?
https://www.thelayoff.com/post/@OP+1ktrynyz8

📍Very bad layoff packages and requirements
https://www.thelayoff.com/post/@OP+1ktrm8qmj

📍Sharing from the UHG link on thelayoff
(Forced Arbitration Discussion)
https://www.thelayoff.com/post/@OP+1ktq7ytkt

📍VP quit!
https://www.thelayoff.com/post/@OP+1ktmsca1x

AT&T is expected to release its official workforce surplus notices on Friday, June 12, 2026, with internal communication and final numbers rolling out through early next week.
Current Notification Timeline Reports from internal managers and ongoing employee discussions indicate the following schedule for this wave of the strategic cost-cutting initiative:
June 12, 2026 (Afternoon): Initial surplus lists and calls are scheduled to be released. Legal and HR will finalize employee rankings based on performance metrics.
June 15, 2026: Under standing Communications Workers of America (CWA) contract terms, third-quarter surplus and layoff declarations traditionally lock in on this date.
June 16, 2026: The first formal wave of notifications is expected to officially launch.
July 1, 2026: Impacted employees are projected to be off the company payroll.
Expected ImpactThis specific reduction is rumored to focus heavily on management, aiming for an estimated 5% reduction in Level 1 Management headcount.
The structural shift is largely driven by ongoing corporate consolidation, real estate footprint downscaling, and operational moves toward regional hubs like Plano, Texas.
Severance and Next Steps: If you are affected by this surplus wave, the standard AT&T severance formula generally offers 1 to 2 weeks of pay per year of service. Represented employees will follow specific union-negotiated severance and placement provisions.

The one-time retirement program, announced in a memo on Thursday, will be available to U.S. workers at the senior director level and below whose years of employment and age add up to 70 or higher.

Business Insider obtained a full copy of the document, an internal explanation of the so-called Voluntary Retirement Program (VRP). According to the document, eligible employees who take the buyout will receive:

A lump-sum cash payment equal to a minimum of eight weeks and a maximum of 39 weeks of base pay, based on seniority and tenure. Employees levels 64 and below will receive one week of base pay per six months of service, and employees levels 65 to 67 will receive two weeks of base pay per six months of service.
Up to five years of insurance coverage, including medical, dental, and vision for the employee and their dependents. Microsoft pays for the first year.
Continued regular stock vesting for six or 12 months, based on years of service.
Continued retirement stock vesting for employees who meet certain requirements.
Last day of employment July 1.

Disgraceful!!! Please do the dignified thing and RESIGN as soon as possible!!! Get your severance package and leave the premises...........

Dell's recent SEC filing indicates potential future workforce reductions. The company reported $227 million in severance expenses over 13 weeks. This amount marks a 75% increase from the prior year. Dell also reserved an additional $242 million for future severance payments. Earlier this fiscal year, Dell eliminated approximately 11,000 positions.

https://americanbazaaronline.com/2026/06/10/dell-sec-filing-signals-more-workforce-cuts-as-severance-costs-climb-482584/

If my friend got severance from the layoffs this year, once they collect all of it....can they reapply at Cigna and if they got a job there, do they have to give the severance back?

Asking for my friend.

First Genpact, then draining the people transferred there, then knowledge transfer to India, only to at the end not to pay any severance and drag people through a nervous breakdown. Any ex-Genpacter here to contest?
OP: @ar+1ktrvkg7w

3M GSC Poland is gonna be officially shut down. Of course they did a workaround and they're gonna "move" people instead of firing them so they can save on severances. Philippines and CR are next. They hold crucial processes so I don't think pi----g that many people off is a good idea. It's all gonna fall apart soon. It's impossible to keep any company running while disrespecting so many employees over and over again.

You asked, we listened! Our vteam family let us know they wanted to reduce vacation accrual max from 150% to 125%. This gives our superstars more time to set the foundation to play to win. It also helps reduce severance for future rifs which delights our shareholders. I am humbled, honored and energized for all we have accomplished as we continue to build the future at scale - together!

Everyone talks about Dell’s stock run and AI growth, but almost nobody talks about the long-term cost of the nonstop restructuring.

The recent numbers are pretty staggering:
• $227M spent on severance in just 13 weeks
• Another $242M already reserved for future severance payouts

And that’s only a small snapshot in time.

When you zoom out and consider the estimated 70,000+ employees impacted over the last 5–6 years, the total severance costs across all these layoff cycles could realistically be in the $2–3 billion range.

That’s an incredible amount of organizational churn that rarely gets discussed publicly.

Wall Street may reward efficiency, but these repeated cuts also come with major hidden costs:
• loss of experience and institutional knowledge
• employee morale damage
• constant reorg fatigue
• disruption to customers and internal teams

There’s a very different story underneath the headlines and stock price.

If you have not been offered voluntary separation package how likely is it you would get it if you wanted and requested it ?? >30 years in at ford .

If granted - are there any stipulations ?

That's the question. simple. yes no.

I was cut in the last round, I'd like to see if it's the same as it was then.

Since Andrew left, and he only led for approximately 4.5 years or so, the treatment of employees has gone down to the gutter. The only period in which employees were treated fairly was during his tenure. Look up the history of UHG leadership and you will see what I’m saying. I was recently laid off after working here for 15 years. They not only offered me 5 weeks of pay, they put very “questionable language” in my layoff package.
Accepting their layoff package is accepting more abuse on the way out.
• If they get sued you should be on their side.
• If you were mistreated and (I’m watering this part down) or if you saw someone being mistreated, by accepting their severance you are saying it never happened.
• If you catch wind of them potentially being sued, you should warn them
• Also they added that you should not expect any payment for any of this! hahahahaha!!!!!!
• And if they call you for help with work after you’ve left, you have 48 hours to get back to them and help. This is teetering on… “fill in the blanks”…. and not even enforceable!
Who do their lawyers think they are? Very thuggish! I asked others that were laid off with me and they had similar language. And one that worked for 3 years only got 2 weeks worth of a paycheck.
This is all provable and true! To those of you still there, this is how they treat you after years of service, that’s if they don’t put you on a CAP or PIP to manage you out like someone said in a post on the UHG link here. They did this recently to my friend who worked in UHC for 25 years!

Since Andrew left, and he only led for approximately 4.5 years or so, the treatment of employees has gone down to the gutter. The only period in which employees were treated fairly was during his tenure. Look up the history of UHG leadership and you will see what I’m saying. I was recently laid off after working here for 15 years. They not only offered me 5 weeks of pay, they put very “questionable language” in my layoff package.
Accepting their layoff package is accepting more abuse on the way out.
• If they get sued you should be on their side.
• If you were mistreated and (I’m watering this part down) or if you saw someone being mistreated, by accepting their severance you are saying it never happened.
• If you catch wind of them potentially being sued, you should warn them
• Also they added that you should not expect any payment for any of this! hahahahaha!!!!!!
• And if they call you for help with work after you’ve left, you have 48 hours to get back to them and help. This is teetering on… “fill in the blanks”…. and not even enforceable!
Who do their lawyers think they are? Very thuggish! I asked others that were laid off with me and they had similar language. And one that worked for 3 years only got 2 weeks worth of a paycheck.
This is all provable and true! To those of you still there, this is how they treat you after years of service, that’s if they don’t put you on a CAP or PIP to manage you out like someone said in a post on the UHG link here. They did this recently to my friend who worked in UHC for 25 years!

Does anyone know when is the next wave of layoff coming and if they would be giving us severance package? I am sick of upper management

A friend in GD was fired today for not going into the office. No severance package, realy firing. Has this happened in any other group? Was this just GD or did it occur in other BUs/CFs?

This situation is deeply disheartening. I have not encountered a single employee here who is genuinely happy with their working conditions. What is even more concerning is the complete lack of external coverage or awareness regarding what the staff is going through.

​While no job is perfect, it is demoralizing to realize that we are all unhappy, yet nothing changes. Instead, we just face increased pressure that makes us feel entirely disposable. I truly hope this workplace can organize and unionize in the future so that employees have better protections and receive a fair severance package if they are let go.

Laurentian University recently completed final severance payouts to former employees. These payments arrived years after their 2021 termination during CCAA restructuring. Creditors, including former staff, received 25 percent of their original owed amounts. The university sold property for $53.5 million to fund these distributions. This marks the final step in a lengthy and difficult insolvency process.

Sudbury, Ontario

https://www.sudbury.com/local-news/five-years-after-ccaa-layoffs-terminated-laurentian-employees-finally-receive-payouts-12391438

Les Schwab Tire Centers laid off 70 employees. These cuts occurred at its Bend, Oregon corporate offices. The company stated this is part of a restructuring effort. Approximately 430 employees remain at the headquarters. Laid-off workers will receive severance and extended benefits.

Bend, Oregon

https://www.oregonlive.com/business/2026/06/les-schwab-lays-off-70-at-oregon-headquarters.html

Is it worth trying to negotiate a better leaving package at ANI?

Or is that just me?

Those changes tend to drop out of nowhere but they matter too much to only find out when cuts actually happen.

I would have walked away from this place ages ago if I wasn't waiting on a payout.

I actually want them to lay me off and collect my severance. kind of want to let my manager know if he has to pick and choose between people on the team, he can pick me, but I don’t want that to be taken as me resigning and missing out on severance. Best way to handle this?

The severance money is paid with condition that you will not write anything against company on social media. The moment company finds out, will stop your biweekly payout.

My career and life is so much better without Verizon
Thanks for all the severance money and vacation days I stole since I never marked them. Went to good cause paying for kids college. Verizon bucks and would never work there again. 30 years strong. Bye bye

I was laid off in April and I did something stupid! My network connection was not cut immediately and I e mailed my resume, my reviews and also some reports I used to produce to my home e mail. The purpose was to prepare myself to interviews.
Now somebody from CSIS e mailed me to talk regarding this…

Now- is there any example of severance not being paid due to this? I will have a zoom call with them to explain, but should I start looking for a lawyer in case they do not pay my severance? Would Citi go to the hassle of lawyers for a situation like this?
Pls ease my mind…
Thank you

I have been applying everywhere, but specifically avoiding places like Optum, UHG etc, where I’m pretty sure I would get hired. I want to keep saving my severance. Has anyone else taken this approach or am I remembering the severance package terms incorrectly?

Packages coming. 2months max severance. Goal is 90% of engineering at LCC's by 2029

I just returned to work on 5/28 after being out on short term disability for a heart condition. Apparently I missed the mass video firing? I came back to see my supervisor and others in my team chat as "user unknown" Confused, I reached out to get some understanding of what I missed, I was ignored. So I clocked in and began my day. Member choice center btw. About 2 hours in, I received a meeting invite and was informed that my job was eliminated and was to clock out after the meeting. Which actually is fine because this job was soul su-king and I found something better. I do have a question about severance though. How long does it take to get severance and the email with info on that?

If you came in from an acquired company, was your time at the acquired company counted toward your severance? Came into NetApp via SolidFire and I want to know if my pre-NetApp time should be counted.

Hearing rumors that another opportunity to AEOI with an actual severance package (2 weeks for every year of service) might be available in 1Q 2027. Anyone hearing the same? Can anyone confirm?

so was told by management that charlie severance has run out and if you get laid off your LOB has to pay it… I suspect more firings in store with no package

Are there any companies out there that are worth a damn and hiring? Doesn't have to be a bank or FI, just somewhere that those of us who are Grade 12 and up might be able to take our talent, while also being paid well, given solid benefits, treated with dignity, and not put through months of radio silence or fruitless interviews?

Trust and believe, I am doing my best to hold out for the inevitable layoff and severance, but in the meantime, may as well ask.

This company has already almost cost me my life once and I'm rapidly approaching complete hopelessness. There has GOT to be something better out there, right?

...Right?

What has been the recent severance packages for those getting laid off? I’m curious about the severance base pay (for below job grade 12’s) and additional pay from number of service years.

Does anyone know if FIS pays severance in lump sum or as paychecks? If the latter, do they have a clawback clause if I’m employed during severance pay period? Im anticipating to be on the next round, trying to plan ahead.

So just a little update from our oh-so-generous employer: we still have jobs, how lucky we are, but of course it comes with a lovely caveat. We either uproot our entire lives and relocate, or for some of us, we’re stuck here with no options due to legal or personal reasons. And they gave us the super generous advice that we can apply to new positions here, except surprise, there aren’t any that most of us qualify for. So we just get to work for two more months, no big deal, and then we get a whopping two months of garden leave, which by the way is a huge downgrade from the four months they gave people last time. And we only have 10 days to decide: apply, relocate, or do nothing. If I don’t find something in these four months, well, I have no choice but to take the severance and say goodbye. What a dream, right?

And even if I do relocate, what makes me trust that I won’t just get laid off again two months after I completely uproot my life?

Oh, and on top of that, they still expect us to perform as usual over the next two months, making sure we hit all our targets and keep up our usual standards. What makes them think that’s even realistic after all this?

I've heard through the grapevine that there are upcoming changes to severance and it's not good. Nobody I've talked to has any more details than that. Has anyone heard anything?

Confirmed cuts are coming this fall, although this won't be sudden.

Impacted folks will be communicated that they have X number of weeks to transition into a new role within fidelity or negotiate severance.

Some folks will be given till end of year to figure out their fate.

The list is already in the process and your skip level will communicate the decision to you.