#benefits

I’m disappointed by severance estimate. Here’s how to get a high-level estimate using any AI tool, readymade script to use-
• Permanent employee at Imperial Oil, based at Quarry Park Office.
• Annual salary: $[X]
• Current role: [Your Role] in [Function/Department]
• Continuous service: [X years]
• Defined benefit plan: [1.5% / 2%], RRSP/401k match: [X%]
• Location: [City / Office]
• Performance Rank : [X/4]

Context to consider:
• Mass layoffs, office closures, relocation of remaining employees
• Local unemployment rate, industry outlook, company financial health
• Comprehensive benefits package

How to estimate severance:

1.  Factor in years of service, age, position, rank, and contract terms
2.  Add bonus, retirement contributions, benefits continuation
3.  Adjust for industry and location context

All consider additional factors, past legal cases examples.
Estimate my severance pay.

Steve B et al have run an iconic company to the ground. Buying a dollar store company like Lexmark was a terrible, terrible move (just like the many, many before). What a complete joke this company has become. No merit increases, no 401K match, pretty much everything for the employees blow up or 'suspended', meanwhile Steve B, Bruno, Mirlanda, etc all gave themselves raises and padded their payout when they leave. The board is asleep at the wheel, or wants to see this head down the tubes. Fu-k Steve B and his stupid plans. Run for the hills, the layoffs and the continued bad news for the people who actually do something here are her for good.

Putting this out there to hopefully save anyone who may have fallen into the same predicament I just found myself in. If you're like me, because I was told FIS covers COBRA for 3 months, you selected all the same options that you had while employed, health, dental, vision, etc. Be aware, FIS does NOT cover vision. You need to access the Health Equity Wage Works site and pay the vision amount if you have not already. Until you do so, no paperwork will be submitted by Health Equity to notify of your medical (including CVS) or dental coverage, leaving you without any medical or dental insurance.

As a former follett employee I’d like to let anyone else still working there know…. There are much better less stressful jobs. “Oh but uhhhh the vp is d-mb and we didn’t get temps for fall rush and they cut our hours” yeah no duh dummy you work for a stupid company. Unless Follett is the only employer in your area (which is unlikely) just start applying elsewhere. I work for a great employer now with better benefits, hours, pay, work environment. Your life is bigger than dead end college retail.

I feel so genuinely bad for my old market leader, she ran the Cal State East Bay Pioneer store from her college years into her 40s. And talking to her was like talking to a brick wall of follett information. Zero soul, just regurgitated slop about endless retail. My point here is don’t let that happen to you too. Life is more than shelving books and getting screamed at by pi---d off customers who’s AirPods are 4 months late due to a drop shipping issue.

The separation letter says that Oracle will pay for 1 month of Cobra insurance and that's retroactive to the termination date. Does anybody know if that includes dental and vision as well?

I just recently left Macys however I still have Macy's money can I still use this to make some purchases. I have the regular Macy's American express which I had before I starting working for the company. Just curious.

When is open enrollment for 2026 Benefits?

According to Moneycontrol, TCS is offering one of the most generous severance packages seen in the Indian IT sector. Employees will first receive three months of notice period pay, after which severance payouts will range from six months to two years of salary, depending on the length of service. Long-serving staff with 10-15 years of experience may receive packages worth up to 1.5 years of pay. Those eligible for early retirement will also be given all retirement benefits, including insurance, in addition to severance.

Employees who have been on the “bench” — without projects — for more than eight months are also impacted. Their exit packages will be smaller, typically limited to the three months’ notice pay. TCS said it will provide career transition assistance, including covering outplacement agency fees for at least three months for junior associates.

The restructuring follows earlier reports that TCS planned to cut about 2 percent of its workforce, or over 12,000 jobs. The IT employees’ union NITES has accused the company of forcing around 2,500 employees in Pune to resign, a claim TCS has strongly denied. The company maintains that only a limited number of staff have been affected and that the initiative is aimed at “realigning skills” in line with future requirements.

This wave of layoffs highlights the pressure facing traditional IT firms as automation and AI adoption accelerate. Clients are increasingly demanding advanced digital solutions and expect their outsourcing partners to deliver with smaller, more specialized teams. TCS, which employs more than 600,000 people worldwide, is now reshaping its workforce to focus on areas such as AI infrastructure, automation, and advanced analytics, while winding down legacy roles.

Any rumours on what this will entail? They're saying it's not a cost saving exercise, which I highly doubt.

I've heard that there will be a PTO change coming since we acquired Cigna. There are too many state differences which means that some states will get more PTO than others because of the differences. Also heard they may let only those affected know. Seems shady if that's the case.

Wonder if severance packages will have considerations against "total compensation". Thats what we've been told for years as why we are paid less overall. Wonder if there is some legal angle that leverages this.

Nice job WF displacing people on 9/30 so they aren't still considered employees on 12/15 (with their 60 days notice) to get the entire year of 401k matching!

They are hard earned for the ones that received them. It’s not much for non execs but enough to care about them.

What happens to RDUs if:

1. You decline mobility
2. Accept mobility but not selected for job
3. Accept mobility, receive bit decline offer for job

Does anyone have insight? Lots of communication out there on many topics but zero on this one. It makes me feel they are going to fu-k us on RSUs based on the silence this far.

Why are people saying our benefits are being reduced? Where are you hearing this?

Has anyone noticed how our benefits are getting trimmed constantly? I just noticed how Humankind company matching went down ($10k match down to $7.5k). They used to offer 2 company “grants” of $500 for logging 40 hours of volunteer work. Not anymore! Just one now. What’s next from HR?

I'm really frustrated to learn that Truist will be cutting its $500 deductible and co-pay medical insurance plans in 2026. From now on, they'll only offer high deductible plans with no co-pay option. It feels like they keep stripping away employee benefits with each passing year. What’s going on?

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.

at our next quarterly update from senior Leadership, many of us are very concerned and we would like updates for these areeas:
~$50-$100M underfunding of our db plan. What is the strategy for paying this off
~how much is the health care premiums going up & will the 401k match be cut. Any layoffs planned before X-Mas ?

• status on lawsuits and employees leaving company will be forced to sign non competes non disclosureas
  ------culture survay results
  ~company revenue-profits ytd
  ----what is the company Net Promotor Score and stack rank it compared with our competitors
  ~~when are we gonna improve our website. Very few changes in calculaotrs tools and educstion for yrs. Mobile app still lags

Mr Rich and Ms Favors, along with Kristine Janofskey, we'd like updates with all of this.

If anyone hasn’t noticed yet, leave allotments in workday now have a “approved bank” amount where it looks like it’s being propped for an accrued PTO type of situation. Rumor is that other benefit changes, such as our unlimited PTO and overall flexibility is going to change for the worse.

ST. JOHN’S, NL, CANADA, September 24, 2025 – North Atlantic France SAS (“North Atlantic”) announced on May 28, 2025, that it had entered into exclusive negotiations with ExxonMobil France Holding SAS (“ExxonMobil”) for the acquisition of ExxonMobil’s entire stake in Esso Société Anonyme Française SA (“Esso S.A.F.”) and ExxonMobil Chemical France SAS by signing a put option agreement. Following the information and consultation process of employees’ representative bodies, North Atlantic today announces that it has entered into an agreement with ExxonMobil to acquire ExxonMobil’s entire stake in Esso S.A.F. (the “Controlling Block”) and EMCF.

This marks an important step in North Atlantic’s project to establish a long-term presence in France, contributing to European energy security, industrial resilience, and energy transition.

The completion of the project remains subject to customary regulatory conditions applicable to this type of operation, including foreign direct investment control in France, and finalization of certain financing arrangements.

Ted Lomond, President and CEO of North Atlantic, President of North Atlantic France stated: “Our commitment to France is long-term. By building on Gravenchon’s record of industrial excellence, we aim to strengthen energy security and resilience while accelerating the transition to lower-carbon solutions. This project reflects our ambition to grow North Atlantic into a premier transatlantic energy company, with strong foundations on both sides of the Atlantic.”

Simon Fenner, CEO of North Atlantic France stated: “With the signing of this agreement, North Atlantic reaffirms its ambition to consolidate the Gravenchon site and provide it with an ambitious development plan to serve the French energy and industrial sectors. We are firmly committed to completing the transaction by year-end.”

As a reminder, on May 28, 2025, North Atlantic had announced that following the acquisition of the Controlling Block in Esso S.A.F., it would file a mandatory tender offer for the remaining shares of Esso S.A.F. on the same financial terms as the acquisition of the Controlling Block.

Furthermore, it should be noted that the Board of Directors of Esso S.A.F. has convened a Shareholders Meeting on November 4, 2025 to deliberate on the proposal for a distribution of reserves, amounting to €60.21 per share, with payment scheduled for November 14, 2025.

During the discussions between ExxonMobil and North Atlantic over the past months, the two parties agreed to a downward adjustment of the purchase price for the Controlling Block, to reflect certain social liabilities. This downward adjustment will not affect the price offered to minority shareholders of Esso S.A.F. in the context of the mandatory tender offer for the remaining shares, which will be determined after taking into account the various adjustments described in the press release dated May 28, 2025, namely:

• a downward adjustment to reflect the amount of cash distributed by Esso S.A.F. prior to the date of completion of the acquisition of the Controlling Block (i.e., an amount of €113.21 per share, corresponding to a dividend of €53 per share payable on July 10, 2025, and an amount of €60.21 per share in respect of the distribution proposed by Esso S.A.F. and to be paid on November 14, 2025, subject to the approval of the Esso S.A.F. shareholders meeting);

• upward adjustment by a ticking fee mechanism corresponding to accrued interest on (i) a first base amount of €362,000,000 at the euro short-term rate plus 2% per annum between March 2, 2025 and the closing date, and (ii) a second base amount of €950,000,000 at a rate of 2.4% per annum between March 2, 2025 and the closing date;

• upward or downward adjustment to reflect the change in the euro value of Esso S.A.F.’s inventory and equal to the difference between the crude oil value of ten (10) million barrels as of December 31, 2024 and the crude oil value of the same number of barrels as of a period prior to closing that will depend on the date of the contemplated transfer of the ownership of ESAF inventory to a bank.

The final price for the acquisition of the Controlling Block will be definitively set prior to the completion of the transaction and will be communicated to the market in due course.

The completion of the transaction is still expected in Q4 2025. North Atlantic reiterates its commitment to delivering a comprehensive and well-managed transition, with the intention to maintain employment and existing compensation and benefits.

https://northatlantic.ca/media-releases/north-atlantic-france-sas-milestone-project-majority-stake-in-esso-societe-anonyme-francaise-exxonmobil-chemical-france-sas/

There's a lot of talk about growing share price of Honeywell Aerospace. Does that mean remaining Honeywell will take a beating such that it affects 401(k) and other benefits? Would we bear the brunt of the remaining company and how would non-Aero people be affected?

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.

John....let me help you demoralize the workforce even more. Do this John. Take away the
service anniversary awards. Please do it John. Then remove any and all employee discounts. Also good work on pension plan increases. They are virtually non existent.
Cobb count teacher pensions in the state of Georgia get 3% every year. You are a cheap worthless pathetic divider in chief. It is no longer a desirable place to work. You and your cronies have gutted every aspect of what it used to be. You have as--ulted the low hanging fruit ( 1st level managers ) to the max because they have no voice as the union members do. The company culture will never rebound until you and your henchmen go somewhere. Anywhere would be good. Just go.

With new 100k fee, Dell will not apply most H1B visa and offer applicants same job but oversea office. Or if necessary, Dell can hire minimum residence in US. Either way , it is a huge cost savings.

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!

Another warning, if you have pension, you have a target. I had pension, I was threatened for a year, that I had to leave the department because "two men don't like you". Then I cut because they didn't need that position. HR was truly, well HR. That position, word for word, was just posted on the public internet. They are truly cutting the old folks for cheaper people, even at the chance of lawsuits.

good luck everyone.

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Laid off in August. Just received an email/articles from fidelity showing the options for one's 401k on the former employer's plan. I'm particular interested in the option of leaving the money in former employer plan.

From fidelity's article, it mentions (not specific to Oracle's plan), one of considerations of leaving the money in former employer's is withdrawal options may be limited, saying "For instance, you may not be able to take a partial withdrawal; you may have to take the entire balance.".

I'm wondering if anyone knows what's the withdrawal options are in oracle's plan after leaving the company. Can we withdraw partially from it?

And any advises (pros, cons) for taking this option of leaving it as is in fidelity?
Thanks for advise in advance.

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

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?

What is the purpose of this survey if not to reduce our benefits ?

Please help this old boomer… retired and need to pay my life insurance.

Anyone qualify for ERP but did not get the opportunity because your role is too “critical”? Want to talk as backfills are taking place for those that were offered ERP and accepted because THEIR roles are deemed critical.

Does anyone know anything about pension bridging? I've heard rumors that pension bridging is potentially available if you are within two years of being eligible to retire, but details are light beyond that.

Hello - can anyone help to dispel the CORBRA for WFR. Do we get CORBRA sponsor from Juniper/HPE for 4 months, or do we have to pay the full amount from our pocket? I don't see clear information regarding COBRA. Thanks

I want my raise, my healthcare, and job protections. The union can and will get it for us.

Ouch, that gotta hurt. Centene to pay $1 billion dollars in rebates back to ACA Missouri policyholders. Sting.

Not sure what grows around here.....Senior level roles seem to always be filled with outside hires, promotional opportunities are slim to none. Pay certainly does not grow to keep teammates even with inflation. Benefits shrink like a cheap t-shirt (e.g., 401K match reduction). We are Truist and we are unstoppable, good grief.