#severance

Severance will be taxed as supplemental income at 30%!!!! Plan accordingly.

For instance, if somebody is getting paid for the next 60 days but not required to work, can they start somewhere else immediately or not?

Hi can anyone confirm what is the current package. How many weeks for service yrs.

Our dumpster fire of a workplace has spread to Reddit lol. Rumors of severance being reduced to 1 week per year after 4 years of service, multiple people saying they were blindsided with IM ratings at year end and suddenly let go with no severance, and more.

We've all been warned. This will be our norm and it has already happened for some employees. Employees will be fake-fired for non-existent performance issues. All to save severance $$. The brutality will only increase for those that are still hanging on. Wish i left when i had the chance.

The Stagecoach is a career ki-ler.

https://www.reddit.com/r/Layoffs/comments/1rx4mwn/wells_fargo_not_giving_severance/

Anyone know if there is a severance from Oracle? I heard 6 months?

I haven't been laid off, at least not yet, I'm just curious.

"We are sharing some difficult news regarding your position. After careful consideration of Oracle's current business needs, we have made the decision to eliminate your role as part of a broader organizational change. As a result, today is your last working day. We are grateful for your dedication, hard work, and the impact you have made during your time with us. After signing your termination paperwork, you will be eligible to receive a severance package subject to the terms and conditions of the severance plan. You will receive an email from DocuSign to your Oracle email address with details on your severance and termination date."

I've completed the docusign, providing my non-Oracle email. When can I expect the final paperwork? TIA

Employees who's stock vest in June are let go. Just 2 days to vest between last date and vesting date .

Just to see if there were any hidden changes.

My termination date is 5 days before my vesting date. I want to request that my termination date be extended to cover the vesting date. Any suggestions on how to go about this?

Notice period from now until April 10, followed by 4 weeks for first year worked and one week for every year thereafter. 6 months or more counts as one year.

Nothing on health/bennies yet

Like the title suggests, have you received your paychecks for the previous and current month (February and March), including the VCP? Also, there is an additional severance package that is supposed to be paid as well, correct?

Mass email just hit my inbox:

After careful consideration of Oracle’s current business needs, we have made the decision to eliminate your role as part of a broader organizational change. As a result, today is your last working day.

We are grateful for your dedication, hard work, and the impact you have made during your time with us.

After signing your termination paperwork, you will be eligible to receive a severance package subject to the terms and conditions of the severance plan. You will receive an email from DocuSign to your Oracle email address with details on your severance and termination date.

Immediate Action Required
To receive important follow-up information, including FAQs and separation documents to help you through this transition, you must provide a personal email address.

Novo Nordisk will lay off approximately 400 employees. These cuts affect its Bloomington manufacturing site. The layoffs represent about one-fifth of the facility's workforce. The parent company acquired the site from Catalent in December 2024. Impacted employees will receive severance and transition support.

Bloomington, Indiana

https://www.idsnews.com/article/2026/03/novo-nordisk-to-lay-off-400-bloomington-employees

You’re informed by manager in 1:1 or a VP/Director in group con call

The manager/VP marks it complete in the APEX app

The system, slack & email deactivation kicks off by the APEX app.

You’ll receive an email at your personal Email with follow up

You’ll Docusign the termination contract to receive the severance.

Benefits terminate immediately. You’ll have the COBRA option to continue coverage later retroactively to the day after termination date.

Good luck

If you are laid off, negotiate your severance. Ask for 10 times your severance and settle for 5 times if you can get. Tell the reason to them while negotiating - discrimination based on national origin. H1-B workers are still employed, I am being laid off because I am American.

Oracle's notable layoffs in China, particularly during 2019, featured a generous N+6 severance package (years of service + 6 months) for many employees. This package, covering over 900 staff in R&D centers, significantly exceeded standard Chinese labor requirements, which generally dictate N+1. However, some employees reported the calculation was capped by local salary regulations.

I know Europe operates very differently, but I’m not sure where Canada falls.

Ok, let's say they need to fire ~10,000 people to stay afloat in some form or fashion:

With severance, UI insurance, COBRA, and other sundry items, lets say it costs $10K on average. Not just the package, but the actual total cost of firing someone. 10000 X 10000 is $100 million.

This sounds about right, but let's say it is half of that, or 5000/head, or $50Mil.

Do you think these creeps are going to spend $50 million to do the right thing? They will not, because:

1. They are crooks and creeps.
2. They have a fiduciary duty to shareholders AND debtholders.

My gut says they will file CH11 as soon as they can get away with doing so.

My manager had 8 people and 4 of them had RIF.

Process: zoom invite, manager was sad but had to read out 5 lines provided by oracle restructuring. Manager personally apologized and we made a plan to meet outside for coffee. All access got deactivated in 5 mins.

2 weeks Severance Pay for every year you work.

Today is it happening in Canada.

I have received a severance agreement after my layoff from Citi. If I am offered a job at Citi in a different department but turn down the job, will I lose the severance?
I don't see this question addressed in the agreement.

I want to share my experience of the layoff process at Oracle. I was RIF'd in September 2025. I worked for Oracle for 17 years: 7 years in the UK and then transferred to the US for personal reasons (my wife is American and we wanted to be closer to family). Oracle made that move so much simpler and for all the bad things I will forever be grateful to Oracle. During my time in the US I was relatively high achieving within my team and had carved out a unique and critical DevOps role within my team. It wasn't rocket science, but it was unique and critical and I thought it gave me some protection against a RIF. On the Tuesday before I was RIF'd (Wednesday) I attended a meeting with my VP, Senior Director, Director (I was IC4) and we were planning for some business critical work that coming weekend. This is relevant as no one in those positions had any idea it was coming or we would not have been wasting our time on that planning meeting! The following morning we had another meeting (Oracle and their meetings...) and the VP didn't show up... the senior director didn't show up... the director and the ICs all showed up. I then got wind of something being up around 30 mins after the meeting as people were starting to disappear on Slack. I messaged my Director and he was talking to me on the phone and then he excused himself and had to drop for an urgent meeting that had just shown up in his calendar. He messaged me 10 minutes later to say that he had been RIF'd and his access was going to go away and gave me his personal email and said he was there to help however things worked out (great guy). Then around 30 mins later I received an email from my EVP. It was a boilerplate job and basically said "Today is your last day with Oracle, so long and thanks for all the fish". My Slack etc carried on working and in fact all my access continued working, that struck me as super d-mb.... I didn't do anything with that access but others might not have been so responsible! Around 2 hours later I was locked out of everything and was left numb walking off into the sunset. I received my severance on schedule and that was that. It all just felt very sloppy and isn't the way I would have handled it. An email after 17 years just felt a lot like a "F U". My entire org was laid off (bar a couple a of guys to keep the lights on - who wants to be that guy!!) so it was obviously not personal but it just felt so sloppy.

This is why we know RTO is about getting rid of employees without paying them severance.

https://medium.com/@danielychang/the-basement-and-the-boardroom-7d7e7dbee7c2

Think about it. If you’re laid off and get severance, assuming you’ve been here long enough for a decent package, you at least have a safety net that gives you six plus months to find something new. It’s stressful, no doubt, but I’m not sure it’s any worse than being employed and worrying about losing your job every single day.

Public employee discussions on forums like this reveal several recurring concerns that individuals cite when pursuing wrongful‑termination claims or requesting class‑action investigation into workforce‑management practices at BNY. While these accounts represent employee perspectives rather than verified legal findings, the themes appear consistently across posts.

1. Abrupt and Unexplained Performance Rating Declines
Employees report sudden drops in performance evaluations despite prior positive reviews or long‑term satisfactory performance. Many allege that these changes lacked documentation, coaching, or clear justification, leading them to believe the ratings were adjusted to support predetermined termination decisions.

2. Use of Forced‑Ranking or Stack‑Ranking Systems
Some individuals claim that ranking methodologies required a fixed percentage of employees to be categorized as low performers, regardless of actual contribution. They argue that this system created artificial grounds for termination and disproportionately affected certain groups.

3. Pressure to Resign in Lieu of Formal Layoffs
Multiple accounts describe employees being encouraged to resign voluntarily rather than being formally laid off. Posters assert that this practice was used to avoid severance obligations or to reduce the appearance of workforce reductions.

4. Inconsistent or Withheld Severance Packages
Employees report discrepancies in severance eligibility, including reductions, denials, or last‑minute changes. These inconsistencies are cited as contributing factors in claims of unfair or unequal treatment.

5. Replacement of U.S. Roles With Lower‑Cost Offshore Positions
Some individuals allege that their roles were eliminated and subsequently transitioned to offshore teams. They argue that these decisions may reflect discriminatory or retaliatory motives, forming part of the basis for legal complaints.

6. Retaliation Following Protected Activity or Internal Complaints
A number of posters claim they were terminated shortly after raising workplace concerns, questioning new policies, or reporting issues to management. These accounts assert that the timing suggests retaliatory intent.

7. Patterns Suggesting Systemic Workforce Practices
Because many employees describe similar experiences, some argue that the issues may reflect broader organizational patterns rather than isolated incidents. This perceived consistency is a primary driver behind calls for class‑action investigation.

I see many folks hanging around waiting for a severance package. I get that I mean a kicker to go would be ideal especially if you are retirement eligible and this is your last stop in your career. If you have another opportunity outside the phone factory that meets or exceeds current salary/bonus pay and you are not retirement eligible, yet. What do employees gain by achieving retirement eligibility? What would be at risk if you left payroll 3 years before becoming eligible for retirement?

Potential known risks:
3 years of Pension contributions (assuming eligible)
30% service discount
ability to participate in AT&T healthcare plans at your cost 100%

Are there any other meaningful "benefits" at risk by leaving before eligible?

Any info on voluntary severance packages for employees over 50?

I got laid off in Jan and still have not received my severnace and vacation. I reached out to Hr but not received a response. Anyone I can reach out to? How hard is it to pay someone after 60 day notice, its not like my end date was a suprise to anyone.

DOes anyone know when the next layoff at wellmed will be? Im looking into quitting but would like to wait until the next layoffs. Just in case so i can get my severance package. Either way, im ready to get out of here

Sorry if this has been answered in a previous post, and I've got a couple of questions that I hope someone can answer.

1. So we work like normal for the final 90 days, in addition to the standard salary for these last three months, will we get severance on top of it? From what I'm seeing online, some people have said 2 weeks' pay for each year.
2. What happens to all the PTO that we had planned out for the rest of the year after June 30th? Will we be paid out for those missed days, or should I cancel those and take them between now and June 30th?

Evonik Corporation will close its Havre de Grace, Maryland plant. This closure will result in 34 employee layoffs. Separations are scheduled to begin on June 30, 2026. Layoffs will continue through December 31, 2026. The company did not publicly detail specific reasons for the shutdown.

Havre de Grace, MD

https://countryherald.com/news/havre-de-grace-md-layoff-alert-evonik-corporation-to-close-34-jobs-impacted-through-end-of-2026/

FIS Managers are going to provide severance to their buddies, Then those buddies will be hired directly as consultants with FIS.

If you are not in good books with your managers, they are going to transfer you to third rated staffing company COGNIZANT. After a while, FIS will ask cognizant to replace you with low cost H1B visa holder.

Given today's email, does this mean there's no voluntary severance package coming soon for Phase 2 people? I had heard rumors about mid-April, but I guess that's no longer relevant after today.

I just can't do this anymore. I'd take anything else at this point, even something that pays less. I know the market is rough, I know the odds. But I've got savings, severance would buy me some time, and I'll figure it out. There will be other jobs. Putting aside the constant uncertainty and the overall sense of decline, both of which have been deeply demoralizing, I think I'm just personally burnt out. Not the best time for a major change, but it is what it is.

Are you given an option for improvement plan? If so, can you decline and receive severance?
How frequently are we seeing NSI given to MPT employees in Canada ? Seems more common than in US.

I am in the transition category. I went through a roller coaster of emotions. I am exhausted. I know many feel the same. I feel in a way cheated being "offered" to transition to new company versus severance. For those who were laid off are you comfortable sharing what was offered for severance? I am in the US been with the company for 20 years. This su-ks all around for anyone impacted

If you are retirement eligible and also being severed in 2027:
Are you considering retiring before end of 2026 to retain the 2026 annuitant benefits (and thereby forego severance package)? Or do you think it’s better to get the severance package and forego the 2026 (current) annuitant benefits package. Benefit package available for annuitants if you retire in 2027 or later is substantially worse than current annuitant benefits. Disappointed the company is making us choose!

Navient Solutions, LLC plans to lay off 128 employees. These layoffs will affect Fishers-based staff. The separations are expected to occur between October 2025 and June 2026. This action is part of a strategic transformation. Affected employees will receive severance benefits and resources.

Fishers, Indiana

https://youarecurrent.com/2025/08/19/navient-to-lay-off-128-fishers-employees/