#benefits

The only thing company has to do to avoid the 90 day notice is to be giving enough severance and benefits to cover the 90 days .So they let you go today as long as your getting enough pay and benefits for next 90 days there you go.So verizon already provides severance and benefits to leave no need for prior 90 before being let go

It ends today. I’ve been pondering one thing as relates to flex and as a severed employee I have to get a live human on the phone. I don’t think I can do it online be it on the web or the workday app.

hi, if by 11/7/2025 pay, I have reached the IRS limit of total gross income (base + bonus) and the limit for total contributions (before and after-tax from employee and chevron match), what else can I do now to continue receiving chevron's 8% match to the end of 2025?

What is Charter's retirement age and years of service is needed to retire? Also, does Charter offers subsidized health insurance in retirement? With the merger, I'm sure this policy will change to either Cox's terms or stay as Charter after the merger. Hopefully people can hold on to receive those retirement benefits.

No more anniversary recognition check. Still get the gift, for now.

Got laid off yesterday. Have been working in synopsys from last 3.6yrs. Not sure what range of severance package should expect?
No formal HR communication!
Any help regarding Irish benifits?

Thiight the town hall was filled with energy and engagement. Wonderful to see. It’s obvious how much the executive team prioritizes us employees. The town halls are always so engaging. I commend them. Love our benefits too.

... just not Legacy Xerox folks. That's fu--ing delightful.

Can you anyone advice about severance. I feel the package offered was very low or is it just like this?

Completed 1 year + week
Payout includes : 2 weeks of notice pay
3 weeks pay in lieu
CIP payout
RSU (not sure, if it will be vested, vesting date in mid-dec

Is it expected or can i negotiate and if so what should i ask?

Thanks to the Johnny and Jeffrey sh-t show, our insurance tripled in cost. Same exact options at a worse provider. This is what Leadership and The Board thinks of us who gave them decades of our lives.

Layoff Communication Timeline
• EVP/SVPs: Notified last week
• VPs: Being notified this week
• AVPs/Senior Directors: To be notified next week
• Direct Managers: Will notify impacted employees on 11/20 via phone call only (no WebEx or video)

⸻

Post-Notification Details
• Impacted employees will be removed from payroll on:
• 12/20, 1/20, or 2/20, depending on state notification rules
• After notification:
• No office visits allowed
• Work limited to transition duties only

⸻

Compensation & Benefits
• Bonuses: Paid out at 100% for the year (no proration)
• Accrued vacation: Fully paid out
• Stock awards: Will fully vest at their scheduled times — no loss of stock value
• Unemployment: Eligible, even if listed as “forced retirement”
• Severance:
• 2 weeks per year of service, up to a maximum cap per job band

⸻

Additional Context
• Further layoff rounds expected over the next couple of years
• Current phase involves 20% cost reductions
• Company undergoing major restructuring — work methods and operations will significantly change

I’ve retired, still not Medicare eligible and my insurance carrier is changing during COBRA. I don’t know why. I’ve called HR/Benefits 3 times, each time I speak with someone, they tell me that I will have answer within a few days. I had the one person create a ticket number, of course, no one informs me of anything. Today, when I called for the 3rd time, rep tells me the answer they put in the ticket was “insurance carrier changed”. No sh$$ sherlock, yes I know that, that’s what I’m asking is why did it change.
Would anyone know why it would change. Yes, my address changed to a different state, so I’m assuming that’s the reason why.

Hello
Can someone please post the current retirement calculation?

I was laid-off, now past severance with no access to current docs. I am getting paperwork from WF calling me a retiree and including sign-up docs and sites for retiree benefits. Yes, I know, there are really no retirement 'benefits'. Just curious why this is happening.

Thanks

Benefits in 2026 are virtually nonexistent, and I can't believe there hasn't been a lawsuit. Wages are equally terrible. It’s a shame. Employees face exploitation at every level, while management is taking advantage of workers whenever they can.

Planning for some time off after this. Navigating healthcare while unemployed sounds like a nightmare.

For the co-pay plan, there's a premium increase of about 34%. That and the deductibles are going up across the board. Glad we're able to sacrifice for the shareholders!

Severed employee here who is nearing the end of my benefits. Considering COBRA for next year, amongst other ACA options, but wondering if anyone has any ideas on 2026 COBRA rates. I called the 'hotline' this week and they still do not have any ideas on rates stating 'call back mid December'. This is getting a bit too '11th hour' for my liking as I'd like to have some time to review options if need be prior to end of year when my WF benefits run out. Wondering if anyone else is in the same predicament and if anyone has any ideas on expected % increase of COBRA benefits compared to 2025 COBRA amounts.

Did anyone else receive a “Continuation Coverage Rights Under COBRA” letter from Synopsys today? It specifies that it’s not a notice of termination, but the timing feels off. It may be related to the acquisition, though given that one of the usual COBRA triggers is loss of employment, the timing could have been handled better.

I’m “assuming” for those who get cut, they’ll work until 12/31 and will get 2wks pay for every yr worked, healthcare coverage for same period and STI / stock vesting paid out?

Traditionally RIFd folks get 1 paycheck for every year they worked. Folks who took VSP got 3 weeks. Would be nice.

How long does Verizon let you keep the 50% employee discount after leaving? I upgraded my phone earlier this year, so I’d still owe on that, but I’m trying to figure out how long the discount stays before I lose it. Any former employees know how it works?

Healthcare Insurance premiums for 2026.

ACA (Affordable Care Act) Medicaid.

Medicare for (most normal civilian) retirees over 65.

No one knows.

The plight of their future health.

The ACA (Affordable Care Act) Medicaid is (not) free for the Majority that are (actually) enrolled in it..

For many, their ACA Medicaid healthcare premiums will double; starting in 2026.

Many ACA Medicaid participants have Very Serious illnesses like cancer with Very High healthcare, and associated prescription costs.

For (most normal civilian) retirees, once they reach 65; the standard Medicare Part B premium for 2026 will (Increase) to $206.50 per month.

In fact, Medicare premiums for (most normal civilian) retirees Increases every year.

2026 Medicare premiums -

None of this is free (except for Part A much-reduced benefits).

Part A - Payers - $310.00 a month (30-39 work credits) and $563.00 a month (<30 work credits).

Some do the free but with much-reduced benefits.

Part B - Payers - $206.50 per month.

Part D - Prescriptions - $50.00 per month.

Healthcare Insurance premium costs tend to (Increase) every year (no matter the plan) ACA, workplace; Medicaid; Medicare; or private.

My Manager was pitching one of the “benefits” from my RA

I haven’t even looked at what was in my RA Letter

Are they reputable? Or is it more of a Resume chop shop?

The usual old folks in higher up positions, that make all the money at Zebra, said how important it is to work from the office by wanting you to come into the office 3 days a week. As usual, companies like this pull this stuff to force you to quit as their new form of layoffs. While they say that they are profiting and growing, we get no significant raises. In fact, raises at Zebra are MUCH LOWER, than other companies. The higher up postions line their pockets, us regular folk barely get any scraps or a good wage to fight this inflation. They also love outsourcing people at Zebra instead of focusing on Americans. American company that doesn't care about Americans. Sub-par benefits, sub-par bonuses, sub-par raises. They try to convice you to only rely on Google Gemini AI summeries as they are heavly shoveling AI down your throat so you don't think for yourself. AI is just a tool that's not even 100% correct... As usual, consume their propagana that, how those higher ups love to think here. Examples of their mindset below:

• Corporate BS = good
  come in to the office or else = good
• Remote work = bad
• Hire a bunch of overseas people to pay them cheaply and give those people remote work = good
• Give the worst raises and bonuses = good
• Hire postions that track every bit of your time AND don't understand your job so they can try fire you = good

How can these higher ups say they care for their employees when they think like this?

Did they announce a change?

Excited for today’s benefits fair. Lots of terrific benefits TIAA provides to us employees. We actually are very lucky.

U.S. employee, been on COBRA for a time after getting laid off. Heard nothing about open enrollment to continue coverage. CSG HR and COBRA admin no nothing about it. When is the open enrollment period this year?

So if you are let go what's the package like at Conoco these days? I left many years back and moved to family business. So just curious if it's better than what it used to be.
Good luck !

Can we just assume we’ll have none of these benefits anymore?

I'm looking at how COBRA rates are quoted and it almost looks like COBRA rates aren't geographic specific -- nationwide. (?) So they almost look CHEAPER to me (Northern California) than FTE rates. Am I mis-reading or can somebody confirm what I'm seeing?

COBRA rates: https://teamworks.wellsfargo.com/pdf/ABE_2026/RS_COBRA.pdf

Like, let's say your severance period ends on June 18, '26.

For MEDICAL, I have to have the date of service by before June 18 to count?

For a FLEX ACCOUNT, I assume there's a certain amount that has been funded by that date and then I have to have the expense incurred by that date? And how long do I have to get reimbursment?

For WELLNESS DOLLARS- I just have to do the activities by June 18?

I've found that benefits information / support is lacking for severed employees. The annual enrollment is by phone only (no online apparently) and there's nothing written that describes the specifics for how the final partial-year benefits work. Yeah I'm going to call but some of you have may have some interesting tidbits that my phone call won't uncover.

https://stlawyers.ca/blog-news/ibm-job-cuts-november-2025/

How does the culture/pay/benefits compare with TIAA? Is it easier ti transition to one of these companies being a TIAA employee?
Specifically in tech

Waters Wexford Christmas is coming so be nice and reward Ur employees very well, ie up to 1500euro tax free gift cards,oh wait same old hampers and cheap vouchers that we can't use in many shops AHH well maybe I can dream of better days.

If you were smart you would all use your sick time before November 20th. You wont get paid out sick time if your laid off.. might as well use it. I suspect this is what one of my trainers did. They said he's taking some time away from the business and they don't know when he will be back lol

It’s curious how benefit solutions keeps calling this a vital benefit but meanwhile, they probably wish most of us gone or d.ead.
And the cost of this stuff just went up 6%. That’s nearly 4 times more than the rate my salary went up. Benefits are supposed to be beneficial. All I do is get poorer here.

What a terrific company. I love the unlimited PTO and all the tools available to drive our career ambitions.

How much is the loss in SNAP benefits going to hurt Walmart?

to those in california, is it a good idea to file for unemployment benefit?