#benefits

What's the consensus? This is my first time being laid off in my career. Any guidance helps.

Do you know that in EMEA they cancelled all company cars, no more. All savings, everywhere. If anything happen with OpenAI deal for 30B$....

Two former TIAA employees yesterday filed an amended complaint claiming the company violated the Employee Retirement Income Security Act by investing more than 28,000 plan participants’ retirement funds in a proprietary in-house fund that has failed to meet its market benchmark since 2009. Attorneys from the AARP Foundation then joined the complaint as co-counsel “on behalf of older adults enrolled in retirement plans offered by TIAA” to its plan participants, according to a statement from AARP.

The original complaint, filed on May 20 by former TIAA employee Bryan Byrne, alleged TIAA breached its fiduciary duties under ERISA by opting for high-cost investment options in the plan’s investment menu, despite cheaper alternatives, and by not removing its underperforming CREF Growth Fund from the plan. The complaint and the amended complaint are pending in U.S. District Court for the Southern District of New York.
The amended complaint adds two new plaintiffs, Charles David Sullivan and Sarah Johnson, both former TIAA employees. The plaintiffs are seeking class action status on behalf of all participants in and beneficiaries of plans that invested in the two affected fund classes: R3 share classes, starting September 16, 2022, and the growth fund class generally, starting May 20, 2019.

The complaint also alleges that plan participants were charged millions of dollars more than TIAA’s institutional clients in higher investment fees, while TIAA profited from fee income.

“By shaving five, ten, and even fifteen basis points in higher fees from the R3 class assets from around September 16, 2022, and onward, … defendants quietly pocketed millions of dollars for themselves,” the complaint states.

The suit seeks to recover the losses to participants’ retirement savings caused by the alleged breaches.

“When companies mismanage retirement assets and seek to maximize their own profit by charging exorbitant fees, they jeopardize the retirement security of older adults, particularly harming low-and moderate-income workers,” said William Alvarado Rivera, senior vice president of litigation for the AARP Foundation, in a statement. “AARP Foundation is fighting to ensure TIAA participants get the retirement income they’ve earned—and the dignity they deserve.”

A TIAA spokesperson responded to an email from PLANSPONSOR by saying, “TIAA believes the lawsuit is without merit. The company provides its employees and participants with quality products and services that deliver strong long-term performance at competitive costs. Our mission remains focused on helping those we serve, including our own employees, achieve a financially secure retirement.”

TIAA, its board of trustees and its investment advisory review committee are represented by Goodwin Procter LLP. The AARP is represented by Sanford Heisler Sharp McKnight.

Has anyone heard details on how much of a decrease we will hear about in pto on benefit changes that will be announced on sept 10?

Does anyone know what we should expect for 2026 under Skydance as far as benefits, RTO, Vacation etc?

I cannot find the thread this was being discussed on but there is some confusion about whether vesting stops at the notification date or the termination date. So I asked HR directly. At least in the US, we will get any RSUs that vest prior to the termination date (in my case 9/22). If you are in a different location you may want to confirm with HR.

I was in the Fusion Org and would have hit my 25 year anniversary next month. Overall my immediate team lost about a 1/3 of its headcount.

Finally take care of yourselves. Oracle itself had its goods and bads like most things, but I was truly fortunate to work with some amazing people for this long. Remember that EAP benefits are still there (for 3 months) if you need them.

Does Oracle pay for the first month of COBRA 100% or the same percentage as if you were a regular current employee?

I understand after the first month of separation, you are 100% responsible for monthly COBRA premium, which can be $2000+/month for a family plan.

Can I select just the dental and VSP for COBRA and not medical?

Is that still the best option to continue with or are there any good alternatives?

If the firm expects or wants remaining associates to stay with the firm, you’d think they would give them a reason. Where’s the enhancements to comp, benefits, profit sharing, etc. that were dangled nearly two years back and mentioned again a few months ago? Haven’t heard a peep about any of that for a while.

The firm’s below-market pay already made it difficult to attract experienced talent. Now it has a bad reputation which will make recruiting even harder.

If leadership doesn’t act quick they are going to find themselves in a talent black hole. Attrition is going to spike through the roof which is maybe what the firm wants but who is going to fill those vacated roles? Candidates the firm wants aren’t going to accept mid pay AND a toxic culture. The money they’ll spend course correcting to attract talent will greatly exceed whatever savings they just captured from these layoffs. I’ve seen it before and it is not pretty for management’s pocketbook. The clock is ticking to get ahead of this disaster before it’s too late.

Hey guys, I think the title pretty much explains it. You won’t be left jobless you would be jobless and carless so hoping getting an enhanced package.

When will we know about benefit changes and when will layoffs begin? Some of us will base our futures on this information!!

Hi, for fellows here, anyone know how to milk best fridge benefit before the last day?

1. ask for training , Cisco pay for a training 1 week after the impact.. and then cancel and reschedule to future months, some of the classes are good and last 1 week
   some training are free while you are at Cisco, and getting it require no approval.

2. anything else to sign up? like employee discounts and etc?

some of my past fellows did msoft discount, apple discount and etc.. travel discount. one of them went through training 2 months down the road. cost nothing.

anything else?

Just curious how many of us at Oxy are ready to retire and can, but find it hard to walk away from the job because of the pay and benefits. I am still able to perform at a high level, but the routine of waking up so early and then working all day seems to be getting old fast lately. I have no complaints about Oxy, but it just seems I have lost my drive to keep chasing it all. Anyone else find this happening after the age of 60? My current goal is to make it to the next bonus round, and cash in my stocks and take the final bonus and make 2026 my final year working.

Retiree here who lost all subsidies. Premiums on individual marketplace plans set to spike. Mercer says employer based premiums set to rise 10% for 2026. Will this huge spike lead to more job losses at the company or will benefits be reduced even more ? Got to believe it will lead to more layoffs for those over age 50 and a combination of benefit cuts and price hikes this Fall. Many companies are laying off already because of this and higher interest rates. GLP-1 dr-gs are killing the system leading to bat schit crazy panic setting in with CFOs. 50% of all costs go to overhead w/insurance companies who pay C-Suite Execs millions. Something needs to be done.

You can add additional funds to your HSA, above what you may have withheld, and transfer them to an investment account. Granted the investment account options from HSA Bank are limited but after separation from the company you can transfer those funds to Fidelity or some other account where you have a lot of investment options. This money is yours to keep and grows tax free and is not taxed on withdrawal IF used for allowed medical expenses.
When taking early retirement in 2018 my account was $53000. I paid Cobra health insurance premiums and later my Part B Medicare premiums using the HSA. Now in 2025 my HSA balance has grown to $90000 despite these significant withdrawals. (Note that withdrawals for normal health insurance premiums such as Obamacare or supplemental Medicare insurance premiums are not tax free.)
If you absolutely need the money you can withdraw it and pay the taxes, you are free to use it as you see fit.

Post Covid when the world of work is now mobile and video based, TIAA has wasted money by moving from Denver to Frisco. If anything, there should be less real estate foot print not more post pandemic. Outsourcing to Accenture in India, record Outflows, and a reputational damage with all the recent lawsuits are damaging TIAA. The Board and Senior Management are out of their league. Meanwhile, existing employees left wont get the raises they deserve or the enhanced benefits packages they need because this waste of money. The Board and Senior Management should be forced to resign.

I would not go back to IBM, no matter how good the pay or benefits are, because their RA tactics is fundamentally broken. It isn’t based on actual low performance in sales or delivery, nor is it aligned with long-term growth habits. Instead, it’s driven by biased judgment and office politics. You can do your job well, hit every target, never complain, and even outperform others on your team, yet still end up on the chopping block.

The reality is that employees are treated like numbers on someone’s spreadsheet high up in the chain... if you never had much visibility with that person, often due to weak leadership in your reporting line (no skip-level meetings, no proper alignment, there is noo support for your role), youre vulnerable... When the pressure comes, especially over just one or two quarters, you’re likely to be cut regardless of your actual contributions.

That kind of RA strategy is not only nonsense it’s also very much destructive. It ki-ls IBM. It undermines trust, demoralizes employees, and wrecks careers for no justifiable reason. it hurts both the people and the company itself.

Has anyone tried to apply for this CASDI?

A pay cut? Loss of benefits?

I have a few offers on the table paying less. Some have little to no benefits.

The math says i should stay here but its hard to put a figure for savings on things like mental well being, commute, and not being exposed to every single strain/wave of covid.

So my question is, what would you give to never have to go to the office again?

If you worked at U.S. Bank anytime since 2019 and had health insurance through them, you may have been charged extra fees — sometimes $50–$100 per month. These surcharges were added for things like smoking/vaping, keeping a spouse on your plan, or missing certain wellness checkups.
Attorneys are now investigating whether those charges were legal. Employees could be owed compensation if the surcharges violated federal or state laws.
https://openclassactions.com/investigations/us-bank-charging-employees-healthcare-insurance-surcharges.php

Doing the math, if money was in a 4.3% APR money market, I would have onthly interest = 4,000 × 0.003583 ≈ $14.33

I wish I could charge them for $14 for their mistake.

Do the new Work Leads get any benefits for their new role? I’ve heard they do more than before (we all do) but they supposedly have additions responsibilities. Do they get raises or something else? Seeing the pressure they have I wouldn’t want that job but wonder if Dell makes it worth it. They need to do much more because the managers all have 20++ people and no way can they be on top of all activities. NO WAY.

Anyone else hear rumors that unlimited PTO is going away next year?

My manager once again has let the cat out of the bag. You will likely hear in the coming weeks about significant additional cuts that they are going to do state side so they can reposition jobs overseas. They might as well rename the company Manilla Payments. Expect to see increase cost for our cr-p benefits (perhaps as high as 5%) and maybe 2% raises next year.

I had a quick question for those of you who’ve experienced a promotion at Cummins. When moving to the next level, what kind of salary hike did you typically see? Was it a standard percentage increase, or did it vary a lot depending on the role/location?

Also, are there any additional perks or benefits that come with a promotion (things like stock options, allowances, bonuses, or other support) that aren’t always clearly communicated but are good to know about?

0/10. Benefits used to be great. They are average at best. Seriously read our layoff.com then read SoFi’s. It su-ks here.

Recently let go.

If I get a consulting/contract gig, can I maintain my WF insurance during the duration of the severance period?

Was covering cobra premiums part of severance?

Is it possible to quit and collect unemployment benefits in NYS?

Ok so I'm in severance after thankfully being offered the vrp. I just received a notice from fidelity that the took an overpayment from my hsa in the amount of 37.11. Call if you did not authorize this. Some to both fidelity and pay and benefits. Nobody can give me a straight answer. 2 tickets have been opened. That can't confirm an overpayment, don't know how much it is but feel they won't take any more money. Also stated it was an error that effected 24k employees. Ok, all of my hsa is pre tax $. My pre tax dollars. I have consistently had the same amount which I specified for 2025. First this is a violation of nys labor law. Gotta go call the department of labor now and file a formal complaint.

I heard they were ditching it and instead going to give us $2500/$5000 on Jan 1 to put towards purchasing health insurance from the state exchange. I went in the web to see how much that would cost and it's over $1800/ mo so that's not even 3 mos they'd be paying for.

Can anyone confirm if this is true?

In the severance document at the end, they list the job title and age of the employee who was riffed. 77% were age 40 and older. 23% were less than 40. If that isn't age discrimination on a massive scale, then what is? My role was given to another employee younger, but as experienced as I was. I was not let go for performance reasons. I'm angry and there is nothing in my discipline that I can find online making it even worse to find employment after all these years of service. They gave me almost no notice of the riff. I barely had time to say goodbye to many of my coworkers. I understand if I were old and not able to think, and not able perform my job, but that isn't and wasn't the case here.
Roughly 2% of the 102K employees (slightly less than 2K employees were riffed).
If each employee made roughly $100K (just an off the top average guess) and there were 2000 employees, the company stands to save $200M per year in direct salary costs alone. That figure doesn't include payroll taxes, health insurance premiums, 401K matching contributions which they sc--wed us on as well as they pay it out at the end of the year (and not prorated to my knowledge), they sc--wed me on vacation time that I didn't use earlier in the year to keep the project on track, nor the floater holidays that I didn't take early on but had scheduled my vacation later in the year. Also this doesn't include bonuses (which I didn't get anyway, same with stock options or other benefits. Thus in total I estimate the guys at the top saved closer to $250-280M annually. I guess greed is good for the guys at the top.

Does anyone know if past service years that had a break of more than 5 years count in the ISP severance pay?

I work at U.S. Bank right now and got offered a new internal position. questions are:

• How successful have fellow internal folks been at negotiating salary? Any tips on how to maximize salary without going overboard?
• Has anyone been able to negotiate their vacation package (e.g., 2 weeks to 3 weeks) or any other benefits?
• any other areas that other internal folks have been successful at negotiating?

For context, I was offered around $65K which I feel is low and $80-85K is more in line with industry and based on my skills. Thanks for any advice you might all have.

I suppose it varies by region. I've looked at the Obamacare policies and even the platinum plans are lousy.

If you are 65 or older, sign up for Medicare (Parts A and B) even if it means paying the income-based surcharge. If you lose your job, Medicare will only begin on the first day of the following month, and it can take time to get supplemental plans in place. COBRA will not cover you once you are eligible for Medicare. If you have an accident or a serious illness during that gap, you could be left without any coverage.