#employeerights

I took a CST job years ago, but the company never changed my job title. The CSTs in my office are being offered a package. Is the union able to get a package for someone who was not offered the package, because the company didn’t change their title? Has anyone heard of this happening before? I am waiting for a call back from my local.

Received a notification that something in workday changed to my personal email. When i attempted to login in the work laptop, access was denied. Looks like they have removed all my access. Is anyone else experiencing this? My last day is 09/04.

Get ready, managers sending email asking to see who is interested In a VSP, which in other words if no one takes it will have a surplus!
Before any of you clowns start saying that it isn't true, I am in C and E district 6 and this happened today, also we are bargained for technicians not management.
Anyone know what the percentage is or have a clue if there is a list again like last time?
Be on your guard here comes the bo-m September 15th

Will I lose my RSUs if I am PIPed and fail the PIP?

Don’t look now, but it looks like the first shoe dropped . A major federal case on telework just found that RTO for telework was uncovered as illegal and exposed for its real intention of a way to force workers off payroll. Since being laid off a little over a year ago I’ve worked in Washington knocking on doors and exposing the flood of workers from India that transpired prior to this flood of layoffs, and exposing AT&T for targeting older workers in some of their most critical and vulnerable years of working. I’ve made a lot of headway in pushing for more obstacles of this flood of workers from abroad to replace the American skilled labor. I’ve just begun with that, but this recent legal fight has just begun. While this current case that was just won singles out the RTO trick that was played on Government workforce workers, this may have a trickle down affect in the private sector. When companies like T do things that were illegal, it greatly reduces the effect of that , “no sue” paper they forced you to sign or forgo you earned severance. That’s also another thing I’m working on with my talks to senators. This little game that T has waged against the workforce should be exposed for what it is. I encourage that the ones who were impacted by this game T played with past layoffs and the upcoming layoffs with no cost to T be exposed. If you were wrapped up in this game please take some time to sit down and send an e-mail to your local state leaders especially in places like Texas and Georgia. Don’t give up just because people from upper management kicked you in your teeth. Transfer your mobile, internet and other communications to less expensive providers, make sure you hit up “friends and family” about cheaper services as well. This is the impact to the company when they abuse its older vulnerable workforce. I know from inside sources that more layoffs are upon us prior to entering the holiday season, hang in there, don’t give up, and know that your targeted voice to you local state elected leaders matter.

Curious what severance is…Any thoughts?

After successfully passing my PIP and last meeting with my manager yesterday. Today IBM sent me a termination letter. No severance. Nothing. Just take your stuff and bye.
My advice your you guys. Do not trust any manager at IBM.

I was looking through my new employee paperwork from when I started at Wells many moons ago, and at that time the company policy was 1 month of severance for every year of service. Sometime in 2017, the policy apparently changed to just 2 weeks per year.

My questions are: Can the company legally change a severance policy like that? Did employees have to sign something acknowledging the change?

I vaguely remember seeing something about this in the OWBPA or on Teamworks before I was laid off. I’m especially wondering whether older, long-tenured employees have any recourse.

Please only weigh in if you actually know the answer or have relevant experience. The snarky remarks are getting old. Thanks!

Record every meeting and conversation. To make it easier when dealing with discrimination, harassment, stealing work/ideas and false accusations. Documenting interactions protects me and ensures there’s an accurate record of what was actually said. Texas is a one‑party consent state, so you are allowed to record as long as you are part of the conversation. Simply start the recording on your phone.

https://classlawdc.com/2026/06/25/hughes-network-systems-wage-investigation/

is there any way to opt out of the tax withholding for the VSP? I understand the possibility of owing next April, but that’s not my current concern. I am in Florida, so no additional state withholding.

It is so subjective, isn't it? Use the information that you have and do what is best for you and your loved ones. Clinging to the notion of getting severance has caught up more than a few. Then, surprise, your severance is lost due to a relocation of your work to another division or company such as Cognizant. The only move to make is the one that gives you a semblance of peace in the current environment. Semblance, not actual peace.

I visited TheWorkNumber website and an entry under “Verifiers who have procured or attempted to procure your data in the past 24 months” appeared as having been pulled by Verizon in August.

Is this de rigeur for offboarding? I’d recommend everyone check theirs.

Can somebody please say what the severance package was like for the latest layoff? Just to see if there were any changes since the last round.

My manager is asking me politely to resign... Should I report it? Is there any law I can use against them?

Is it standard and final?

I’m considering contacting a lawyer over being laid off. Would it be worth it?

I stumbled across a Reddit thread where H1Bs were complaining about how US offshoring to GCCs is negatively effecting even their ability to find work.

No matter how bad you think it is, it's much worse. These board members and their lapdog executives rayping and pillaging the lives of ordinary working people is disgusting.

I've started taking steps to start my own business because it is evident that no matter what I do, I am unsafe working in corporate America. I am unsafe working for US Bank (of India). There is no future here.

"Reclaiming our in office culture" aka "reclaiming the lives of our slaves"

I wish everyone the best in trying to find their way out of this toxic, exploitative culture. I hope everyone gets out and this company burns and bankrupts the board and the executives when it does.

Northeast CZW tech who are being forced into the Union are getting their comp sheets in September and will have 30 days to decide if they will be joining the Union or will be laid off by the end of year

Is this actually legal to force employees into the Union?

For anyone looking for an excellent employment attorney - https://www.kdh-law.com/
Anne Schiavone represented me against another company and yes, we won! Her firm practices on STL although they are located in KC. I highly recommend. I have been in touch with her recently and she appreciates the referral!

I saw a post with 21 days listed as the decision timeframe. Some countries seem to be told 7 days. What’s your experience ?
Also, when is your last day on payroll if you choose the PIL? If you are eligible to retire, do you retire the day after you leave with PIL?

Anyone working still working for Oracle should be looking at this website and the specific states where you reside: https://www.warntracker.com/company/oracle-america

Our agency missed 7 months in rolling 12, is the following statement from a previous post accurate?

"Agents that miss 7 months out of a moving 12 month measurement will get a 90 day terminaton notice in the 8th month."

With the onesy twosy layoffs still occurring why is there no info here on package? Weeks of severance? Weeks of cobra? , etc. has it drastically been reduced?

When does severance package begin if you were told day of notification was your last day? If 9/4, are you being paid through then w/regular pay?

Anyone been through this in Illinois?

I left Dell at the end of July, and as of now, there are still no sales numbers available for commission sales representatives regarding their performance. This situation feels fundamentally unfair. I'm curious if anyone has initiated a class action lawsuit, as the rollout of One Dell Way should not have occurred without ensuring that sales performance data was fully accessible to us.

Question - preparing to be laid off as we all should be, IMO. How does severance pay work - do you get one lump sum or is it continued paychecks based on your tenure. If the later, do the checks stop when you find new employment?

Has anyone here had success requesting an accommodation to continue working fully virtual due to a disability, rather than being required to meet the in-office/hybrid work requirement? This would be for a transfer position, as my current position is fully virtual (0 days onsite). I’d really appreciate hearing about your experience and how the process went.

Given the constant changing policies at FIS, does anybody know what happens when a sales person gives two weeks notice? Does your access get cut same day? Do they pay out the two weeks? No PTO to get paid out unless you live in certain states. If anybody knows, please share.

Those w/ a last day of 09/04, have you received your severance agreement?

I have a week planned vacation during my notice period. Do I have to cancel my trip? I cannot risk getting "fired" due to concerns of health insurance and family medical issues.

Calling out sick-will this impact my severance? Particularly on the last day. Note that I am in a state that has sick time laws and anti retaliation laws on the books.

I know many positions were lost but this question has been lingering in my head. Could the company have looked at how much family’s insurance costs them and decided some of us are too expensive? A lot of the one's that stayed don't have children or have insurance through their spouses (from the one's I personally know). Centene's focus with Cognizant/MAGI (AI), Salesfoce, temps, and sending jobs overseas adds more to my suspicion that employee benefits were taken into consideration.

For those who took the lump sum, were you taxed at 20-22%? Just curious. My biweekly severance has been taxed same as when I worked with the company vs the higher rate.

It is becoming quite population take a leave of absence and focus on finding a new job during the leave

So how does that work exactly ? Are you given a choice? Rebadge or quit / rebadge vs leave with severance ? I always thought it was the former, ie- no real choice. How long do you stay employed at new company? what happens after that term ( regarding severance, unemployment etc )

I have always worked under the assumption that getting laid off was better than getting rebadged. Is that accurate ?

I was reading the agreement and it basically says you are waiving any rights to sue the company. And if you find another job they will stop the PIP.

Has anybody been able to negotiate different terms for this agreement?

After working for 30+ years, all you get is 3 months of salary at the cost of waiving broad rights? Ultrageous! This company should pay packages as every other company that does layoffs!