#severance

Maybe I wont take severance.

No severance, no non disclosure to sign.

A big fat book on the toxic Wells fraudo

Just stopped by to thank the current employees for keeping the ship afloat long enough for my pension to clear and hit my IRA. I wish you all the best. Severance is a great thing after hitting the MR75. Good luck to you all!

FedEx will lay off 89 employees at its Alliance Ship Center location in Fort Worth. This reduction is part of a broader reorganization initiative that began in 2022. The goal of this initiative is to improve the company's efficiency and profitability. Affected employees have options including transfers, severance packages, or leaves of absence. This follows a previous layoff of 305 employees at a different Fort Worth site in May.

Fort Worth, Texas

https://communityimpact.com/keller-roanoke-northeast-fort-worth/business/fedex-to-lay-off-89-at-alliance-location-in-fort-worth/

Has anyone else run into problems getting your unemployment paid in Texas? They denied our claims for payment because of getting the severance package! So now after 6 months separation, they will now start the 6 month clock to claim. So 6 months of logging every job search so far, and now have to keep on logging it. No one is even willing to interview a database programmer in their 60’s! We appealed, and it took them 12 weeks to finally set up a hearing on it next week. Any tips?? TIA

Assuming not for cause

Meal kit company HelloFresh is shutting down its distribution center in Swedesboro, New Jersey. This closure will result in the layoff of 374 employees. The company cited operational efficiency as the reason for the closure. Affected employees will receive severance and other transition support. The layoffs are scheduled to take effect on November 17, 2026.

Swedesboro, New Jersey

https://www.nj.com/gloucester-county/2026/08/hellofresh-closing-large-nj-site-with-374-job-layoffs-planned.html

I know severance package details contain contact information but foreseeing being part of future WFR so curious what the cost is for PPO Cobra for employee/children or just employee? If you know please share.

I was let go in April due to a RIF A colleague of mine was let go in March. Same organization and same state we are out of (Georgia). Re both non-management exempt employees…were anyways. How about I found out his manager got his PTO paid out! Whereas I didn’t get any PTO because I didn’t know it was an option for my manager to possibly work it out with HR to have it paid out (or added to the severance). I am livid as I would have fought for this if I’d known it was an option!! Just be aware if you are in one of the states that doesn’t have to pay out PTO…fight for it anyways! I have reached out to HR complaining about this But of course I’m sure absolutely nothing will come of it Smdh!!!

What was the severance?
2 weeks of base pay per year?
Was it capped at 6 months, is the important question?

I see talk here and there but never truly confirmation.

How is everyone who was laid off?

Do you think there will be any voluntary or involuntary RIF with pay this year?

Employee: "I was hired as fully remote 3 years ago and moved my family closer to affordable housing."

HR: "We're updating our policy. You need to report to an office 3 hours away, 4 days a week, starting next month."

Employee: "That's impossible for my commute. Is there severance if I can't relocate?"

HR: "No. Failure to report will be classified as voluntary resignation."

Two weeks later, the CEO announced a "15% reduction in force with zero severance payouts" on an earnings call to boost quarterly margins.

Mandatory return-to-office mandates were never about corporate culture……they were a back-door layoff strategy designed to strip working families of unemployment benefits.

https://x.com/Leonajardinho/status/2089329108694323421

EPTAM Precision Solutions is closing its Colorado Springs manufacturing plant. This decision is part of a strategic consolidation to better align operations with customer needs. The company stated it is providing transition support to affected employees. This includes severance, benefits, and job placement assistance. EPTAM expressed gratitude for its employees' dedication and the community's support.

Colorado Springs, Colorado

https://www.fox21news.com/news/local/134-to-be-laid-off-in-colorado-springs-as-metal-manufacturer-closes/

Got the layoff notice today which was originally suppose to be 7/1. Got paid for 12 weeks of maternity leave and never been MORE glad to get the Surplus Letter.

Another job lined up + a huge severance and PTO payout. Starts have aligned and will not miss AT&T.

They can’t even tell us in Digital if they are going to extend us again past 8/31, but we’re supposed to just sit here and take it to get severance

I waited a while to post this. After seeing people posting about the VSP and Layoffs coming soon. First off, the layoffs started in Feb 2026. I know because I was one of the initial 137 Pluss laid off. I was with Centene for 7 years and was even noticed in a town hall for meeting Expectations that year and 3 months at a 100%. I was one of only three. (You are never Safe). In My Team huddle, our supervisor stated that layoffs were coming as they said that. get a meeting request for the next day with the team manager. In short, my job was impacted? and my last day was the end of the next pay cycle. Still took a month to get my severance payout. of a team of 14 people, Supervisor was let go, 1 lead was transferred the other lead was let go I the senor was let go and one other that was on leave was told when they return that would be their last day. Everyone else was sent back to WellCare. The funny part of it is the 4 people let go were all originally Centene employee's all with over 7 years of working for Centene. Who have all Bled for Centene. Your Employer does not care about loyalty, Commitment or your dedication to them. You might think you are gold plated, but you are still just a cog.
Centene has done it to themselves, anyone with a brain cell knew the current administration would not extend ACA. London and crowd could have looked at expanding into other health markets, even other insurance fields, but they want AI and H1B off shoring for quick income flow.
So that is my rant. Sorry for the rest of you out there facing this. The only good part I can sleep at night, and not as stressed out as I was (I have family that is helping out while I look for a new job)

Servance was 1 pay period for every year worked capped as 10 pay periods, any unused PTO, some training program that was a joke and Cobra (Bigger Joke)

Been here almost 6years. But the last 4years have been really bad due to toxic manager/work environment in general.

Especially, with the rto mandate when my own manager works rto every Friday and some of my co workers have not been in the office for weeks.

I have been thinking of quitting. But if there's a plan for another lay off, I'll stick around til it happens for severance + unemployment.

Any hints?

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?

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

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.

Any one who has been previously laid off willing to share what the redundnacy package was? Did they pay 2,3,4, weeks per year? Etc ? I know the packages may be different globally, but trying to gage what the package is likely to look like?

FedEx is closing a Phoenix facility and laying off 101 employees. This action is part of a broader company strategy to streamline operations. The company aims to simplify its delivery network with a "one van, one neighborhood" approach. Some affected employees may receive new roles, relocation assistance, or severance packages. This closure is one of over 200 facilities shut down as part of the Network 2.0 initiative.

Phoenix, Arizona

https://ktar.com/arizona-business/fedex-shuts-phoenix-facility

Most likely next week, that way no need to come to office and you will have 2 weeks paid, plus severance, plus unused vacation.

Anyone else hearing rumors of changes coming to the current in-office requirements?
I’m assuming they’re just looking for ways to ratchet up pressure to get more people to leave voluntarily instead of continuing to pay severance packages.

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.

WK Kellogg Co. has announced the final layoff dates for its Omaha production facility. The plant, which has been operational since 1942, will see its remaining 450 employees lose their jobs in late July and early August. These layoffs follow an earlier announcement in August 2024 regarding the plant's closure. All affected workers will receive severance packages. The company plans to sell the large manufacturing complex after operations cease.

Omaha, Nebraska

https://nebraskapublicmedia.org/es/news/news-articles/last-days-approaching-for-workers-at-omaha-kelloggs-plant/

I'm only 3 weeks of waiting at this point, but I see folks have been waiting since May and still haven't received it or any word from NetApp. How can we organize and get this in front of some financial reporters?

Is Gainwell planning to split HMS back into a separate entity, and perhaps sell some or all of it? Service Now changes are being presented as "improving routing" but look more and more like "cut on dotted line".

I’m sorry but does BB leadership really think making the severance 4 months instead of 2 months is a big carrot? Not too mention, it’s obvious that an employee’s term of employment doesn’t factor into anything. Whether you’ve been there 1 year, 10 years or 20+ years, it doesn’t factor into their perceived value of your service. So it shouldn’t shock anyone that their number of years working there doesn’t apply to any severance in this “enhanced” offer. I’m curious if anyone will comment that they’re going to sign up to be evaluated for this. Which is a whole other gut punch. Imagine signing up for this and BB says you don’t qualify because they already pay you so low that it would cost them more to replace you. NOT because of your knowledge mind you. Only because a replacement would cost them more to do the same job.

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!

If the workforce collectively refuses to sign the promissory notes or buy into the new Class B LP structure, the firm's engineered restructuring playbook faces a critical roadblock. Management cannot easily absorb the capital shortfall, leading to a predictable sequence of operational and financial outcomes.

1. The Buyout Capital Shortfall

The entire structural transition relies on employee debt to fund the exit package for the retiring founders and legacy General Partners.

• Frozen Payouts: If associates refuse the loans, the capital pool remains empty. The legacy partners cannot convert their illiquid paper wealth into upfront cash.
• Failed Restructuring: The firm cannot execute the internal leveraged transition as planned, leaving the aging ownership stuck holding the risk of a declining asset.

1. A Fast-Tracked Outside Private Equity Fire Sale

Because the owners are determined to achieve liquidity and exit the asset, a failure to sell the firm internally will trigger an immediate pivot to outside buyers.

• Abandoning the Narrative: The "employee-owned" corporate narrative will be completely discarded over a weekend.
• The PE Handover: Management will quietly initiate an aggressive fire sale to a predatory Private Equity (PE) firm or a direct corporate competitor. The old partners will accept a lower valuation just to get cash, handing the remaining skeleton crew over to an outside management team focused strictly on radical cost cutting.

1. The RTO Surveillance State Backfires

The harsh 4-day hourly tracking and the removal of family flexibility were designed to cause "controlled attrition" to thin out payroll liabilities before the transaction.

• The Talent Drain Acceleration: If employees reject the equity offering, the hostile environment loses its only theoretical financial incentive.
• Operational Collapse: High-performing and specialized workers will exit rapidly, leaving the firm as an hollowed-out operational shell that can no longer sustain its client base or defend its valuation to lenders.

1. Technical Default on Bank Covenants

The commercial banks funding the baseline operational loans operate under strict financial covenants tied to firm revenue and margin stability.

• Margin Compression: If productivity collapses because the workforce is disaffected and shrinking, the firm will miss its near-term financial targets.
• Bank Foreclosure: Missing these metrics triggers a technical default. The lending banks retain the legal right to step in, seize corporate assets, remove the Managing Partner, and liquidate the firm's intellectual property to recoup their cash.

1. Increased Internal Hostility and Cash Freezes

In a final, desperate attempt to force profitability metrics into alignment before the timeline expires, the lame-duck Managing Partner will shift from incentivization to absolute financial pressure.

• Total Cash Compensation Freezes: Annual cash bonuses will be entirely eliminated, and baseline salaries will be frozen indefinitely under the guise of "restructuring headwinds."
• Data-Driven Layoffs: A third or fourth round of aggressive terminations will be executed, using the 4-day hourly tracking logs and AI adoption metrics as a paper trail to eliminate headcount without paying severance.

Does anyone have clarity on how redundancy pay is calculated in Australia?
In Singapore, FIS paid 1 month's salary for each year of service to employees who were made redundant. In Australia, it looks like FIS is following the government-mandated rates under the National Employment Standards. Can anyone confirm if this is correct?

I got my finances in order and ready for layoffs. Anyone know when is the next layoff storms? Or do you know if they are offering volunteer leave with severance?

California employees any word on our payout HR says within 30days if u cut us pay us asap

That's all I wanted to say. Pay me to leave this place and I'll dance out the door.

After you're laid off?

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

I am out of town, I have been monitoring my mails (using USPS informed delivery). I have not received any mail. I did not see anything on ADP either. Please share if you have already received severance pay. It will be so helpful!

What does that look like? Can you volunteer to be on it? Can you get unemployment afterwards?

They will be announced on December of this year.

Similar to SSW, IDT will cut down to 40% of current staff. The focus will be on the US and UK hubs.

90 days to apply for new roles. 2 weeks pay per year for severance.

Does anybody else have more information?