#severance

I was laid off in the last round and will be taking the severance happily. Meanwhile I have a couple of patents pending, does anyone knows you get the money later on when they are published or not? or how does this work?

I am based out of St. Paul location in BT business team and was just notified an hour ago. Been with the company for 30 years. They offered 1.5 weeks pay with 26 weeks cap. Any others got notified today?

Is anyone here affected by Enterprise Security moving over to HCL? What are they telling you about timeline? Are you assuming an eventual RIF from HCL, and what is their severance?

The Communications Workers of America (CWA) union spoke out against anticipated layoffs at Microsoft's Xbox division. CWA District 9 vice president Frank Arce confirmed expected job cuts. The union represents over 3,500 Microsoft employees. Microsoft has experienced multiple layoff events since 2022. Union members demand fair severance, internal placement, and protection against AI-driven job losses.

https://gamesbeat.com/cwa-represented-workers-at-xbox-criticize-microsoft-management-and-pending-layoffs/

Take it from somebody who was laid off last year. Looking at where the company is now, I can safely said that being cut helped me dodge a bullet. I'm honestly relieved to be out of there. Severance was more than enough to get me to my next job (took me close to three months to find one). My new job pays a little less, but it has better bennies and much better job security. I'm genuinely happy now. I know everybody is nervous with the wait, but just take this into consideration.

Looking at how much it’s costing to pay out severance, I wonder how long they’ll keep it up before making significant changes to it.

For so many reasons. I actually liked work and thought good company. Worked hard but was ok with that. Now we VSP and your performance doesn’t matter been here 9 years meeting the metric etc great reviews and am now getting the same package as someone who rested on their laurels. So unfair they don’t give a cr-p about us. VSP looks better for them vs layoffs. VSP is u get the extra severance bonus and cobra. Layoff less but maybe just won’t get the extras. Not huge difference. Going with VSP but feeling like I’m signing under duress cuz if we don’t it’s layoffs. The whole thing just su-ks all around

Based on the language in the VSP offer details, does anyone know if accepting a job offer before your last day with Centene and before you officially sign the VSP agreement will void your eligibility for the VSP and you won't receive your severance payment?

Or should you only officially accept a job offer with another employer after your last day with Centene and after you sign the VSP agreement in September?

Before you get on that call, you need to research Older Workers Benefit Protection Act (OWBPA) review period. If you were over the age of 40, you have 45 days to review and sign the severance package. Advocate for yourself.

I saw in another thread on here that taking the VSP will save Centene money in the long run. If the next round of layoffs don’t include any severance, how would it be possible to save money for Centene through the VSP?

So let me get this straight. If you accept the vsp you get 4 extra weeks of pay. If you get laid off, you get severance but it’s 4 week smaller than the vsp check?

S.L. Nusbaum announced layoffs affecting approximately 22 employees. These reductions primarily impact lower-level accounting positions. The company plans to outsource some accounting functions for efficiency. Layoffs will occur over six months, beginning in August. Affected employees will receive severance and internal job search support.

Norfolk, Virginia

https://www.pilotonline.com/2026/06/26/norfolk-based-sl-nusbaum-layoffs/

Heard that 3400 long term employees were riffed.
No one was transferred to Cognizant.

Any reason that FIS went for severance route and no transfers to Cognizant?

Anyone know what the current severance package is or what people have been receiving?

Bank will have another round of layoffs in July or August.

https://americanbazaaronline.com/2026/06/10/dell-sec-filing-signals-more-workforce-cuts-as-severance-costs-climb-482584/

Sorry if it’s in here, I did take a brief look. Anyone know what determines when VZ uses the 2 weeks per year vs. 3 weeks per year for severance? And what the max is under the 3 weeks per plan? I know the 2 week option is 35 weeks, but unsure about the rest historically.

anyone have insight into what the terms are when it comes to returning to the organization and paying back the severance? is it the same terms for everyone regardless of the amount? thinking I might be able to swing taking a year off.

I think it's possible for the organization to do what they need to do (restructuring, restabilize) and then I can see how things are a year from now.

also are there non-competes? I would hope they wouldn't tell us that we couldn't go to UHC, Cigna, Humana, etc... personally I don't feel like an organization should dictate what my next career move is.

Can someone recommend an employment lawyer to help with severance issue? Preferably from past experience.

People who got laid off in Feb- March. Have you received your severance yet? If yes then was it lump sum or bi-weekly?

June 2026
The New Board Member
Last week — on June 19, 2026 — Centene quietly expanded its Board of Directors from 9 to 10 members, appointing Lauren M. Tyler. She comes from over two decades at JPMorgan Chase, where she held roles including Global Head of HR for Asset and Wealth Management, Global Firmwide Chief Auditor, and Global Head of Investor Relations. She also sits on the boards of Cencora and Guardian Life.
On paper, this looks like a routine governance move. But the timing tells a different story.
Tyler is landing on two specific committees: Audit and Compensation and Talent. The Compensation and Talent Committee is the committee that oversees workforce decisions and pay structures — the exact committee with oversight over something like, say, a Voluntary Separation Package going out company-wide.
The Context Nobody Is Saying Out Loud
Centene reported a loss of nearly $6.7 billion in 2025. Medicaid redeterminations have been chipping away at membership for the past two years. ACA subsidy uncertainty is real. And now, with the current administration's push to reduce federal Medicaid funding, the core of Centene's business model — which is roughly 70%+ Medicaid managed care — is under direct pressure.
The VSP is not a surprise. It is a logical first move when a company needs to reduce headcount costs without triggering the optics of hard layoffs. The question everyone should be asking is: what comes after the VSP if not enough people take it?
The Macro Picture
The health sector broadly is in a tough spot right now — and this isn't just a Centene problem. Managed care organizations that depend heavily on government-sponsored programs are caught between:
Federal Medicaid funding proposals that could significantly reduce reimbursement
Rising medical costs that squeezed margins across the industry in 2024–2025
A regulatory environment that is increasingly unpredictable
Centene has actually shown some improvement — they raised their 2026 earnings guidance after Q1 results came in better than expected, largely due to successfully wrestling down medical costs. So it's not all bad. But the workforce reduction is clearly part of that margin protection strategy.
What This Means for Employees
If you are weighing the VSP, here are the honest things to consider:
Evaluate the package terms carefully. Look at severance weeks per year of service, how long COBRA coverage extends, and whether unvested equity is being paid out. Don't just look at the headline cash number.
The job market for healthcare tech is still active. Skills in Go, Kubernetes, observability tools, and cloud infrastructure are in demand outside of managed care. Your experience doesn't disappear when you leave.
Waiting may not be safer. If VSP participation is lower than targets, involuntary reductions often follow. That changes your negotiating position significantly.
The board is tightening its grip, not loosening it. Bringing in a JPMorgan finance and HR veteran onto the Compensation committee right now is a signal about the direction of governance — not a signal that things are about to get more employee-friendly.
Final Thought
The people who built this company and kept it running through a $6.7 billion loss year deserve better than a rushed exit package. But the reality is that the strategic decisions being made right now are being made at the board level, not by your direct manager or even your VP.
If you can swing it financially, taking the VSP and controlling your own exit is better than waiting to see what comes next. If you can't swing it, start building your options now regardless.
Wishing all Centene employees the best — whatever you decide.
This article reflects publicly available information and personal observations. All financial figures sourced from Centene's public SEC filings and press releases.

Heard the Chicago office was shutting down and some people were fired, offered severance or told to move to Plano or DC. Any confirmation?

Is there somewhere to look it up?

Employee Layoff Notification and Transition Details

Date/Time: June 25, 2026, 12:00 PM EDT

Overall Summary

The manager informed the employee that their role is being eliminated due to restructuring and budget changes, with a last working day of July 27. The employee was offered a severance package including three months' pay and career transition services. The employee was encouraged to apply for internal roles and continue working during the notice period.

Key Points

The employee's role is eliminated due to workforce rebalancing and budget cuts, focusing on implementation and delivery work instead of architecture roles

Severance includes a three-month payment and requires signing a separation agreement

Career transition services and internal job application support are provided, with links to be sent via email

The employee can continue working and clocking hours during the 30-day notice period

The manager confirmed multiple employees are affected but did not specify numbers

Action Items

Manager to send separation agreement, severance package details, and internal job links to the employee via email

Employee to review separation agreement and consider consulting a lawyer if needed

Employee to apply for internal roles within the company during the notice period

Open Questions

Exact number of other employees affected by the layoffs

Clarification on eligibility for recommendations to future employers

Details on responsibilities and expectations during the notice period beyond continuing current work

Q2 Earnings will be a disaster (yes, we have a few days left), and all this job cutting will continue throughout 2026.

There were no meaningful, needle-moving developments in Q2: no market-disrupting announcements, no material improvement in execution, and interest rates remain elevated. That last point matters because the company is carrying more than $20 billion in debt, making refinancing and deleveraging increasingly challenging. At current levels $35-38, this stock is not 'a bargain' - it is a value trap.

The bull case largely depends on achieving more than $3 billion in free cash flow by 2028. That assumes flawless execution over the coming years. That assumption is far too optimistic. The scale of the cost reductions (layoffs, outsourcing) has significantly increased execution risk, while higher interest rates will likely slow debt reduction more than current projections suggest.

Then there’s the AI narrative. So far, it looks more like hope than evidence. Many large enterprises have discovered that indiscriminately consuming AI tokens is one of the most expensive and least efficient ways to improve productivity. Until there are measurable business outcomes—not just promises—I don’t see AI materially changing the investment case.

If you’re still at the company and haven’t started exploring other opportunities, seriously consider doing so. The current management team is delusional and underestimates both the financial complexity of the turnaround and the challenge of rebuilding the execution engine after such deep cuts. Don't expect a meaningful recovery unless the board takes decisive action.

And if you were recently laid off, I’m genuinely sorry. While it may not feel like it today, there are strong companies looking for talented people. Hopefully, you negotiated a fair severance package. Take some time to recover, then focus on your next opportunity.

I don’t care if you downvote me.. but please can you confirm if another opportunity to AEOI with a package will become available again? It’s not bad enough to leave on my own, but I will gladly volunteer if the option becomes available again (to help others keep their job, of course)..

Read between the lines, my love. The following is from a LinkedIn post:

Take the severance.
Take the buyout.
Take the "early exit" package.
Take the separation package.
Take the termination package.
When your employer starts offering them, pay attention.
Because these programs are rarely about generosity.
They're usually the corporate version of smoke in the kitchen.
A re-org is coming.
A sale is coming.
An acquisition is coming.
Layoffs are coming.
Or somebody in a conference room has decided payroll needs to lose a little weight.
Earlier this year, I had a client turn down an early retirement package because he loved his job and thought the company loved him back.
"There's no way they're going to let me go."
They did.
Four months later.

The package he turned down included
1 full year of severance
6 months of COBRA
50% of his expected annual bonus

What did he get when the layoff finally came?
6 weeks of pay.
No bonus.
No extra health coverage.

That's a brutal difference.
I know people don't want to believe the company they've given years to might be setting the stage to cut them loose.
But loyalty does not protect you. Ever.
If a company starts offering buyouts, early retirement packages, or voluntary separation deals, do not just focus on whether you want to leave.
Ask yourself why they want people to leave now.
Because not taking the offer can be like assuming the gift horse isn't about to turn around and kick you square in the a-s.

Its been over a week, and I am no where near making a decision. Over 15 years at this company...kids, mortgage...this is horrifying... If we sign - and then get cut - at least we get something - but if dont sign - and they decide to cut us - we got nothing? is that right?

I am hearing that the severance does not pay out unused PTO. If true and if others can confirm, then use PTO as you accrue them.

If you were laid off, at least you get to walk away with severance. The rest of us are stuck with more work, higher expectations, and no extra money. I'm still praying to be notified.

It is my understanding that all severance pay will be taxed similarly to annual bonuses (around 22% federal + state/ss/medicare, totaling somewhere around 35-45% in NY). Are there circumstances where employees can opt to reduce the amount of taxes taken up front? Can anyone speak to this? Any HR reps in here?

I understand it’s state-by-state and based on tenure, but what has the latest severance packages looked like for those laid off from our wonderful company? Any information is appreciated.

I wonder how long this will last. I’m guessing two years to avoid severance pay. Having accounting folks in Houston seems like they had no choice because they were totally against it originally. Thoughts????? Hopefully the new mgmt is better but that doesn’t say much

I get it. This is hard. Nobody wants to see their team shrink, nobody wants uncertainty, and nobody signs up for a job hoping to navigate a VSP or a RIF (This is not a layoff folks).

But I've been watching this forum and I want to offer a different perspective, one I don't see getting much airtime.

Companies don't offer voluntary separation packages because they hate their employees. They do it because the alternative is involuntary. A VSP with real severance, extended benefits, and time to plan your next move is genuinely a sign of a company trying to do right by people, even when the business decision behind it is painful. They could have just surprised 20% of us with RIF notices on August 1st. You can disagree with the strategy and still recognize the humanity in how it's being executed.

The personal attacks on leaders here are something else entirely. These are human beings making decisions in a brutally difficult macro environment. One that no one fully controls. Venting is understandable. But some of what I'm seeing crosses a line that doesn't reflect well on us, not on them.

Some of what I have seen has honestly made me realize there are areas where this company can RIF, with some of the narrow sighted and uninformed nonsense I have seen these past couple of weeks.

We're professionals. We can be honest about how hard this is without burning the place down on the way out.

Heard about the layoffs today. I am sorry this is happening to you. Can you kindly share how much severance is FIS giving?

With the rumor circulating that there is more money than previous put aside for severance packages. Does anyone know if they’re gonna offer voluntary separation agreements for the US?

What happens if you find another job during the WARN notice period, but before the severance payoff date? What is written into the US agreement?

Are you taking the severance or are you applying for a new role?

Where can I find that info?