#voluntaryseparation

Just wanting to get your perspectives on this. I still can’t decide!!

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?

Based on the way the VSP is written, will an unemployment claim be approved? Assuming yes, when should you file the unemployment claim?

in the slim chance your VSP application is denied, what is your plan? I can’t decide whether to put in my two weeks immediately or wait for the layoff notification.

I’m leaning towards putting in my two weeks.

I don’t believe the business will deny the application to just decide to lay us off two weeks later. I do see the business trying to work us to death for a few more months, then decide they don’t need us and give us the boot then.

I already two the work of 2.5 FTEs, I’m not taking on anything more.

Wonder how many ppl did apply for the VSP. I feel like not that many will. I am the only one on my team that is. I'm actually excited about this possibility. I was so back and forth about it all at first but I have made my mind up and just hope I get approved. Sianaura sukas lol

…or are they afraid to many people will take it

if your position is not business critical, the business has no reason to reject your VSP application. business critical positions have already been identified.

why did everyone get the VSP? simple... to reduce the risk of discrimination claims.

the only way your VSP application is getting denied is if the elimination of your position will increase risk for the business or if too many people on your team applied. it will not get denied because your PL wants to keep you here (those words came from my PL). if the work can be redistributed to your team, it will be.

someone on my team applied for the VSP and the discussion of how their work is going to be redistributed has already been had. those of us who are staying will have to prepare for things to get a lot worse before they get better.

Basically asking what my chances of being denied are if I do apply for VSP.

Silence should no longer be an option. Since "leadership" is ignoring the call to step down, it’s time to turn up the volume. Let’s keep this conversation front and center until they finally acknowledge the need for a change.

Great Leaders Lead By Example
Therefore, I expect Sarah to be the first to take the new Voluntary Separation Program. But we all know she won’t. She got totally outplayed by the Trump administration and now far too many are going to pay the price for her ineptitude.

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?

Does anyone know how high up the chain the decision of if your VSP will be accepted or declined?? Is it Director or Higher?? I decided to take the offer and move on from the company. 10+ years and its time for me to walk away. No regrets..yes I will miss all my friends that are staying, but sometimes you just need to walk away. And no matter what you choose to do its the best decision either way. Good luck everyone

Why would Centene want to keep any VSP applicant (approved or denied) until Sept 1. And then the layoffs August 1, would they work to 9/1? That’s a lot for any company to take at one time (not that I care). People leaving (voluntarily) and others laid off (fired), only leaves those staying (those doing the actual work) with extremely low moral. For those that want to leave let them go as soon as they wish. Work out for both parties. Those forced to leave let them coordinate a date with their PL. Give them a break. Don’t make them work to 9/1. Prospective new employers can’t wait that long. Don’t let them miss these opportunities. I know Centene doesn’t care and that is sad, very sad. Karma.

Not because of the looming layoffs or any other reason. Just because I'm completely fed up with this job and this company. Completely burnt out. I'm sure others have their own reasons, but for me, the decision is easy.

So Friday was the VRP opt in decision day.

Are you in or out?

I would. No hesitation.

What if I put in for vsp and got denied because boss felt like saying no. Another round of layoffs come and there’s no enhanced benefit but now I really get laid off. I got sc--wed out of the first one because somebody decided not to approve me. Can’t I fight to get that since I volunteered for it in the first place?

If I accept the VSP, do I have a better chance of being accepted then if I were to accept on Jul 1?

Somebody asked this in another thread with no answer so far. I'm hoping somebody here might know since I'm curious about it as well.

Is the VSP in lieu of salary until September 1st or would we receive salary and the VSP offer kicks in at sept 1st?

You guys got your VTP.

We're still waiting for our ESB or ESRO here in CWA D9.

By now, is it clear what criteria was used to determine who'd get the VSP offer?

Is it standard practice that some "applications" may be denied? As in, you could accept the VSP terms only to be rejected anyway? My manager made our team aware of this possibility without coming right out and saying it. He said "not everyone will get accepted" which I found out.

Obviously Centene stands to benefit from seeing how many people will bite before giving them the green light. They benefit, again, from having a final headcount by 7/2 so that they don't accidentally over-correct. Not that it makes much sense to offer the VSP to so many employees that Centene could end up needing to hire people when all's said and done, but clearly leadership isn't the brightest...

This is the first I've ever heard of one of these programs. I'm trying to gauge whether Centene's being extra shifty with the "your application may not be approved" sh-t, or if that's standard.

And what department do you work in?

I wonder who else will follow their lead

https://www.cnbc.com/2026/06/15/centene-to-offer-buyouts-to-some-employees.html

https://truepointwealth.com/viewpoint/three-questions-to-ask-about-your-voluntary-separation-package-offering/

https://www.themuse.com/advice/when-to-take-a-buyout

Sharing so everyone has the resources and information to make the right choice without the cloud of corporate manipulation.

26 Leg T CWA union workers in Minnesota got VTP today!

I’m 57 and ready for a layoff or vrbo package. Come get me! Or invite me to come partake.
Could financially retire but feel like I’m a self made prisoner of the golden shackles.

Will 57 year olds ever be eligible for a vrbo given decades of service?

Therefore, I expect Sarah to be the first to take the new Voluntary Separation Program. But we all know she won’t. She got totally outplayed by the Trump administration and now far too many are going to pay the price for her ineptitude.

So now we have a Voluntary Separation Program. So quitting with extra steps.

Many of us are very happy!

:)

Want a huge bump to the stock price? Offer a package to the union side of the business. I believe many associates would take the offer!

How should I approach my manager about volunteering for the next RIF? I won't go into too much detail here, but I have been incredibly miserable since they moved me to a new role after the first wave of VSP in 2024. It's a role I never would have applied for on my own. Originally I had hoped to stay in this role for a short period of time and then eventually move to another role internally. However, given the current state of the company, that is no longer a viable option. I was thinking of giving my notice soon (no I don't have another job lined up, but I have enough savings to get me by for quite a while). Should I approach my manager about volunteering for the next RIF so I can at least get severance? If so, how should I approach the conversation? Or should I just give notice and be done with this place?

The one-time retirement program, announced in a memo on Thursday, will be available to U.S. workers at the senior director level and below whose years of employment and age add up to 70 or higher.

Business Insider obtained a full copy of the document, an internal explanation of the so-called Voluntary Retirement Program (VRP). According to the document, eligible employees who take the buyout will receive:

A lump-sum cash payment equal to a minimum of eight weeks and a maximum of 39 weeks of base pay, based on seniority and tenure. Employees levels 64 and below will receive one week of base pay per six months of service, and employees levels 65 to 67 will receive two weeks of base pay per six months of service.
Up to five years of insurance coverage, including medical, dental, and vision for the employee and their dependents. Microsoft pays for the first year.
Continued regular stock vesting for six or 12 months, based on years of service.
Continued retirement stock vesting for employees who meet certain requirements.
Last day of employment July 1.

Came out today:
10 months pay
25k bonus
pro-rated 2026 bonus
PTO payout

Must have 30 years, JobGrade 12 and under

Decision date July 16, effective date August 1

If you have not been offered voluntary separation package how likely is it you would get it if you wanted and requested it ?? >30 years in at ford .

If granted - are there any stipulations ?