#voluntaryseparation

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Voluntary Separation Plan Spring 2026

This message has been sent to all Albion College employees who meet all of the criteria listed below. Being identified as an eligible employee should not be construed as a requirement to opt in to the College’s Voluntary Separation Plan or a guarantee that an employee’s application to participate will be accepted. The College will make decisions concerning the scope and breadth of individuals’ accepted participation based on the affected job titles and operational needs of the College.

Albion College is offering a Voluntary Separation Plan (the “Plan”). The Plan is available to employees who meet all of the criteria listed below:

  1. Salaried staff whose primary employment is in an administrative (as opposed to instructional) position,
  2. who are expected to work 9 or more months per year,
  3. full or part time
  4. who were hired prior to 7/1/2025.

In the event the College accepts the employee’s application to participate in the Plan, the employee will be provided pay and benefits in accordance with the final schedule.

Highlights of Offer
• Severance
• Completed Years of Service (YOS) with the College based on the employee’s current hire date through the end of the current fiscal year (FY) ending June 30, 2026 multiplied by 1.25 to determine weeks of severance pay at the current weekly rate of annual salary.
• The maximum number of weeks is 17
• The minimum number of weeks is 4
• YOS will be rounded to the nearest whole year.
• Additional Severance Incentive
• If enrolled in College Health Plan, the employee will receive an additional $200 per week of severance paid in lump sum in the first pay period of the severance payment
• If the employee has opted out of the College Health Plan for the current plan year, they will receive an additional $25 per week of severance paid in lump sum in the first pay period of the severance payment
• Ability to use the full PTO fiscal year available balance provided the employee is actively working the full final work week.
• Dependent Tuition Benefits may continue as a taxable benefit under the Albion and GLCA programs only and only for dependents who are continuing their education at their current institution.

Benefits terminate upon separation of employment with the College
• The following benefits end on separation/termination date
• College Sponsored MedicalRx and/or Dental (continuation available via COBRA)
• Retirement contributions (employee (EE) & employer (ER)
• Life/AD&D/LTD including Supplemental Life/AD&D (company may offer continuation under individual plan)
• Flex Spending (continuation available via COBRA)
• EE and Spouse Tuition Benefits
• The Following benefits end on the end of month of separation/termination date
• Vision (continuation available via COBRA)
• Aflac (company may offer continuation under individual plan)
• Harrington Loan Forgiveness
• EE HSA Contributions
• EE FSA Contributions

In order to receive the benefits of the Plan, each employee will need to enter into a voluntary separation and release agreement. Employees should know, however, that once the College has accepted an employee’s application to participate in the program, the employee will have terminated his or her employment on the effective date selected by the College, which shall be May 15, 2026, regardless of whether the employee executes the Separation and Release Agreement.

This letter is a general overview of the available benefits, and each employee interested in the Plan should carefully review the attached Voluntary Separation Plan 2026 and related documents. To the extent this letter is inconsistent with the Plan, the Plan documents will control.

To apply, employees must submit via the Voluntary Buyout Application - 2026 Program online form not later than March 16, 2026.
a. If an employee applies, the employee has made an irrevocable offer to resign their employment from the College, with such resignation effective May 15, 2026.
b. Once the College has accepted an employee’s application to participate in the program, the employee will have terminated his or her employment on the effective date selected by the College regardless of whether the employee executes the Separation and Release Agreement.

Last, should you have any questions or concerns about the materials that are being provided, please feel free to contact me.

#VoluntarySeparation #Severance #Benefits

Why not offer VSP company-wide?

I saw here that union folks might get the option. If Verizon's planning another big round of cuts, even if mostly retail, wouldn't it make sense to start with VSP and then reassess? That way, people who really need to stay have a better shot, while plenty of people I know would jump at a voluntary package. I know I would.

#VSP #VoluntarySeparation #Layoffs

Voluntary separation plan coming for union

Plan is coming down the line. Regardless of contract extension or not. À la ups style

$5000 per year of service to leave the company. No restrictions . 5 years or 50 years. Major downsizing is wanted by the company. No ipp offer. Across the board. They will back fill and train if needed for some job titles.

#Downsizing #EmployeeRelations #Layoffs #Union #VoluntarySeparation

Glad I got out. Hope you can do the same.

The content I read here continues to assure me I made the right choice by taking ERP. So many comments reflect how I felt for years after donating my time playing the NRG/Buzz-Yammer/Bold Goal/Community Day/volunteer game, thinking it would get me somewhere.

Loyalty and long-term efforts used to mean something. No more, which is why the decision I made last summer was an easy and immediate one. Especially with the current batch of self-esteem as-----ns.

#Culture #EmployeeRelations #VoluntarySeparation #WorkLifeBalance

Volunteer for PIP / Pil denied

I am 57. Dropped from Excellent to good, to NI over thr last 3 assessments. I approached my supervisor about volunteering for NSi and would take the PIl. He told me it could not be arranged. Anyone experience this? I am ready to leave. I guess just wait to see where i fall in the assessment this year

#PIP #Volunteering #VoluntarySeparation

Can someone explain how only 2,000 employees (<3%) are being laid off??

The email on 1/29 from the HR boss said: “In addition to those colleagues who chose to participate in the latest Voluntary Retirement Program, we plan to reduce our global workforce by approximately 2,000 roles (less than 3% of the enterprise) by the end of February.”

All the teams I’m aware of were cut between 5-20% on 1/29. So how is it possible that Cigna is cutting LESS THAN 3% of employees? Were there a lot of areas that didn’t have ANY layoffs? If so, which ones?

It seems like more than 2,000 people were laid off just on 1/29. And more layoffs are coming in Feb. based on the email. I don’t get the math unless they’re outright lying.

#Concern #EmployeeRelations #Layoff #Layoffs #VoluntarySeparation

Erosion of People Culture at Dell

Over the past two to three years, there has been a noticeable and troubling shift in Dell’s people culture. What once stood out as the company’s strongest asset—the fabric of trust, inclusion, and employee-centric values—appears to have steadily deteriorated.

This change feels less incidental and more deliberate. Decisions increasingly seem driven by cost-cutting and downsizing, with little regard for preserving the culture that once defined the organization. Instead of investing in engagement and retention, there appears to be an unspoken acceptance—if not encouragement—of voluntary attrition as a means to reduce headcount and save money.

It’s disheartening to witness the gradual unraveling of a culture that many employees valued deeply. What was once a source of pride has now become a cause for concern—and that is truly a shame.

#Culture #Environment #CostCutting #VoluntarySeparation #HeadcountReduction