#employeerights

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!

Has anyone tried to get a medical exemption from RTO? Went to my doctor yesterday and found my blood pressure up 20 points from last year, cholesterol, blood sugar up too. My doc asked if I was under a lot of stress at home or work. Told him about RTO after 10 years of remote work and the stress of the commute. He offered to prescribe remote work. Will USB honor this or will they fight? Do I just give the note to my manager?

Is it paid out with severance or separately? Actually, is it paid out al all?

At what point do we employees just stop playing along with this ridiculous RTO policy?

Seriously, what happens if we collectively decide that enough is enough and stop treating 5x RTO like it’s some sacred commandment?

They can’t fire everybody. And if they tried, they’d have an even bigger problem on their hands - like a massive talent and productivity disaster worse than we are already seeing.

The irony of this whole thing is “leadership” has created a policy so unpopular that the only thing keeping it functioning may be the assumption that everyone has to comply individually.

Maybe it’s time to start asking what happens when employees realize they have leverage too.

Five-day RTO isn’t inevitable. It’s a BS policy no others in the industry follow. A policy we didn’t even follow ourselves for decades before Covid, and policies can be changed. Maybe that’s what it takes.

Are there any rules around this? I'm scheduled to come back from my leave of absence in October

Does anyone know how long its taking the firm to liquidate LP's after ISP? My last day was July 2 and I still haven't gotten my LP liquidation. Just curious if anyone that had an LP after being ISP'ed can tell me about how long it took to get the liquidation.

If I get LR’d, and don’t return my Cisco laptop will they brick it? Has anyone successfully kept their Mac laptop functioning after removing all the Cisco bloat?

Please?

I haven't seen anyone cite the Federal WARN Act in their posts or responses; with this being a layoff of more than 50 people, would the WARN Act not apply in this situation? If so, they would need to provide 60 days notice, or at least the equivalent in pay/severance. At least that's what I thought. Is my understanding incorrect?

Anyone receive a Fidelity special tax notice in the mail stating that your job changed last month? Did Centene notify fidelity before telling us that we are getting laid off? The letter came with a packet labeled SPD

Anyone go through the new reasonable accommodation remote work process with Sedgwick?

They have revamped the form specifically for BNY. This is going to lead to more lawsuits. The form basically implies they will not allow any remote accommodation.

With all the news coming out about Covid and the vaccines, any thoughts on a class action lawsuit against AT&T for mandating shots in order to return to work?

Does anyone know how the company is getting around the Worker And Retraining Notification (WARN) that I believe the company is subject to.? The numbers involved in the various RIFs imply they should be filing WARN reports.

I know the earlier round included 60 day Admin Leave which would allow them to get around it but the latest rounds don't seem to be so generous and not include the 60 day admin leave.

I’m planning to look for a new job, and I have a question about health insurance. If I’m terminated today, will my medical insurance end immediately, or will it continue through the end of the month?

Between the brain fog, fatigue and confidence taking a hit, did anyone feel HR or management quietly decided you were “past your prime”? Did you tell HR, or did you keep it to yourself? Curious if anyone’s been through this.

Former Anaheim Marriott employees have received nearly $3 million in settlement payments. This payout follows a state investigation into the hotel's violation of labor laws. California labor officials determined the hotel failed to comply with right-to-recall requirements for pandemic-related layoffs. Twenty-nine former employees will receive individual payments ranging from $50,000 to $130,000. The settlement resolves a citation initially issued for $12.5 million.

Anaheim, California

https://abc7.com/story/former-anaheim-marriott-employees-receive-shares-3-million-settlement-pandemic-layoffs/19627254/

It is wrong to replace hardworking citizens with outside control. Someone should report to the department of labor to track the lay offs by the immigration status, nationality, number of contractors recruited, internal promotions by nationality etc.
It's sad that one of the prestigious bank in the USA is controlled by the outsiders.
Please report the fraudulent activities and unethical hiring practices to the government agencies.

If you're 40+ and were just laid off in Massachusetts, three things worth knowing:

1. Your unused vacation is wages. Massachusetts law treats accrued, unused vacation as wages. It must be paid out — "use it or lose it" forfeiture isn't enforceable here. If you were involuntarily terminated, it was due on your last day. Wage Act violations carry mandatory triple damages plus attorney's fees. (Earned sick time is different and generally isn't paid out.)

2. A severance release has minimum legal terms. If you're being asked to waive age discrimination claims, federal law (the OWBPA) requires: at least 21 days to consider it — 45 if it's a group layoff — a 7-day revocation window after signing that can't be waived, written advice to consult an attorney, and something of value beyond what you were already owed.

3. In a group layoff, they owe you data. When a release is offered to a group as part of a termination program, the employer must disclose in writing the decisional unit and selection criteria, plus the job titles and ages of everyone selected and the ages of everyone in that unit who wasn't. Not names — titles and ages. If that attachment is missing, the age-claim waiver may be invalid entirely.

The clock: 300 days to file with the MCAD or EEOC. It runs from the termination, not from whenever severance negotiations wrap up. Don't let a long back-and-forth eat your deadline.

General information, not legal advice — I'm not an attorney. If you're holding a severance agreement, have an employment lawyer look at it before you sign.

I've heard everything from 3 weeks per year down to 2 weeks total. Where's the actual official info available?

Hear me out - they want you to quit because they don’t have to pay severance or unemployment if you quit. Hang on for dear life. Do whatever it takes to get your badge swipes so they don’t fire you for cause or dock your bonus. They don’t really want casual collisions or collaboration. They know we are sitting on zoom calls everyday with teams in other locations. Work your 8 hours - no more no less - don’t be flexible for offshore or other time zones. Then they will be forced to make the “difficult decisions”. Don’t be an overachiever. Bare minimum people…

What was your severance and notice in the latest layoffs in California? I'm wondering if they keep on the payroll through the WARN period, with healthcare, then give you a lump sum severance after the WARN period expires?

Did you get an email, a phone call, or a zoom meet notification?

Did you get any time to clean out your laptop?

With rumors of big layoffs soon, the tagline has to be:

BE PREPARED!

What was your experience?

Wondering if they'll pay PTO if we live in States where it's mandated? Anyone has thoughts, experience, or comments on this?

Has anyone heard that going forward, anyone that receive severance will have it capped at 7 weeks?

How does it make sense that private companies receive billions in American taxpayer dollars to run government funded programs (like Medicare and Medicaid), but are then allowed to lay off American workers and offshore those exact jobs overseas?

1. How does this build our economy?
   When public funds pay for these contracts, shouldn't a primary goal be keeping those tax dollars circulating within the U.S. economy? Offshoring eliminates middle-class administrative jobs, taking wage tax revenues and local spending power completely out of our communities.

2. How does this benefit the average citizen?
   The standard corporate argument is "cost savings," but rarely do those savings translate into lower healthcare costs or better services for the public. Instead, taxpayers fund the contracts, domestic workers lose their livelihoods, and profits go to corporate margins. (Sarah)

3. Why are foreign entities allowed to manage our sensitive data?
   This is the most concerning part. Millions of members' Social Security numbers, home addresses, financial details, and medical/disability records are being accessed, processed, and stored in databases overseas. Even with Business Associate Agreements and basic CMS/HIPAA compliance, sending sensitive American data outside U.S. legal jurisdiction creates obvious security and privacy risks? Were we not just trying to ban TikTok for data reasons but sending our most private information is okay to send overseas?

Most of these are rhetorical as I know the main answer is that this is for millionaires/billionaires to gain more money and that they don’t actually care about the American people.

And Sarah if you’re wanting to reinvest into the company, why don’t you use some of your massive salary?

Not sure what the correctly terminology is, but for those that are having the company Reimburse them for education expenses, how will it work if those employees are laid off. Is there a requirement that the employee must work for the company a certain number of years?

They are using reviews to set us up for termination with no severance. It’s happening to well-respected employees who have propped this company up for years through all their corporate governance issues, consumer abuses and scandals. (I like to believe there are still some good managers here, but they are reporting to people who have made it to the top at Wells Fargo. People don’t make it to the top at Wells Fargo without being ruthless and narcissistic.)

Don’t assume your review is a meaningless routine HR checking of boxes.

• If you disagree with something written in your review, politely and factually correct false claims in writing. Ask for specific examples of where you failed, and submit your written rebuttal to add to your personnel file.
• Do not lightly sign a review you disagree with, or a disciplinary write-up on the spot. Add a brief note next to your signature stating that you receipt-only sign and disagree with the assessment.
• Maintain a file on a personal device of past positive reviews, emails, chat logs, and project data (however you can do so within company policy) to prove your performance. Assume you may need it.

Does a regular severance package come with any healthcare coverage for an extended period or not?

Any workers looking to unionize and protect ourselves against layoffs and offshoring? As americans we have rights! BETTER CALL SAUL!

When you tell your manager you’re not relocating, will they terminate you or force you to resign? What’s better from a benefits standpoint?

If you return to work for Pepsi after your severance ends, does the company count all your previous years of service towards vacation time ?
Anyone dealt with this situation ?

I've been throwing out loads of applications after being laid off and one of the questions asked when submitting your resume is if you are hispanic or latino, this seems strange to me considering they then ask for your ethnicity. Now of course its your choice whether to answer or not but for the hispanic or latino question there is only yes or no. This is the case through Workday applications for numerous companies, does anyone know why?

I feel like we could argue that layoffs were gonna happen anyway- but anyone know?

I heard it mentioned that over-60s get extended Cobra, but I wasn't able to confirm it yet.

I had heard but it’s not been verified that for those of us leaving 9/4 that we should be careful and not use all our vacation time left because we haven’t actually earned time for Oct, Nov or Dec. Can someone co firm? I know we can’t take time last 2 weeks because that’s clearly written on the FAQ.

Protect our jobs there are still layoff talks and job cuts being discussed

I know these are difficult times. To keep this thread useful, please comment only if you or someone you know has been laid off. This will help others understand the impact across teams and regions.

Please reply using the following format:

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