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.
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Four months of severance if you leave today, versus two if you get laid off. It will take them some time to crunch the numbers after the Aug 31 deadline. If your job is set to be outsourced to India, it's getting outsourced whether you leave voluntarily or get laid off. They have probably budgeted four months of compensation for both instances, which to me implies that those who leave as of August 31 will get four months of comp and be off the books by Dec 31, and those who stay and then get laid off will get laid off on or near October 31 (same as previous layoff schedules, Halloween massacre) and get two months of comp and also be off the books by Dec 31.
So, if you look at your job and see it as a serious offshoring target, your choice is more to decide whether you want to just leave now and try to get a new job in four months without a current job, or phone it in for two more months waiting for your layoff notice and try to get a new job while you have your current one. That's a personal choice.
@1py apologies. This site is horrible for clearly linking posts and replies. I thought the person was saying NCs were phased out.
@1m3 No. Somebody asked about TAA (Trade Adjustment Assistance), and somebody else provided the link for where to apply. You’re talking about non-compete agreements, so different topic. TAA is not accepting workers separated (laid off) after June 30, 2022. Following the thread.
@156 what was phased out? Non competes? No. Actually Trump stopped the FTC’s effort to ban non-competes. Look it up. Biden’s FTC was making ground and had somewhat banned them but it was never fully made law so when Trump came back he ordered that ban to be removed in January 2025. The FTC could have fought it but didn’t. Duh! So they are fully in effect. Only saving grace may be which state you live in.
@13g that was phased out since 2022. Republicans favor TPA, Democrats favor TAA. So nothing gets done.
@11p you would file here
https://www.dol.gov/agencies/eta/tradeact/petitioners
We need to get multiple people from riffed from blackbaud to apply for trade act benefits.
@t8 How does that work?
@a4 For what it’s worth, that’s not how unemployment insurance works. Unemployment insurance is funded primarily by taxes paid by an employer. It is not something that the company pays directly to employees. So there is no cost savings here as far as unemployment insurance as BB will be taxed at the same rate regardless of whether they offered the VSP or not.
@t8 I don't think that applies anymore.
@OP anyone try applying for the trade act since the jobs are being outsourced
Pretty sh---y to those of us who were just let go last month with only 2 months of severance. This pi---s me off.
@OP Does somebody have the text of the message
@aa well if it’s like the RIF of 2023 they won’t void non-compete, will pay out over time and not a lump sum, and you don’t qualify for unemployment. I think you are still eligible for rehire to a different position though.
@b2 non-compete is for 6 months. And whether BB will challenge it varies. Usually depends on company someone tries to go to and the state they live in. Have a friend in Texas who got an offer from a competitor and BB was going to invoke the non-compete. I’ve seen others go to partners or consulting firms that serve nonprofits without a challenge. Basically it depends how buddy buddy someone is with BB.
I understand many people feel "done" at this point, but the jobs market seems tight in many areas.
In most (all ?) states, opting in for VSP would not qualify for any unemployment.
I do think it's interesting that it's the first time that HR have shared involuntary severance details. At least people will have an idea what to expect if they are part of the next RIF, and odds are there will be another one this year, and more in 2027.
I collected my unemployment after the last round. 6 months at 2k a month. Just FYI.
@ay What are the official terms of the non compete?
Well the simple fact they’re not offering to remove the 6 month non-compete and not do severance for those 6 months is absolutely BS. Once again highlighting how BB doesn’t give a cr-p about the people who pay for their big boats!
@aa the email says it’s a one time offer
Something I might seriously consider, but still need some questions answered. 1. Do you still qualify for unemployment. 2. If approved, when is your last day of employment? 3. Is this a one time offer for VSP, timing would be better next year.
Im pretty much done and considering it seriously. its a s hit offer and a s hit severance but i cant see it being any better to stay
I think plenty will apply, I’m not bitter but can’t at minimum another year and a half of this. The growth many need isn’t there anymore and it’s time the read the room and follow a new path.
@a4 Probably that and to speed up getting rid of as many expensive American employees as possible
4 months is not bad. That is 1/3rd of a year. I think there are a lot of people who are confident in their abilities that would be tempted by that. The market is bad, but not impossible to find something.
I'm curious on how many will do it. My main question that I have about this is what if you sign up and they do not approve it? Does it put a target on your back? Does it mean you're in a critical role and your job is safe for the foreseeable future, or rather, are you meant to complete some training to a new, cheaper hire to replace you first?
I understand everyone’s anger, but I think some people may be underestimating how done some people are. I’m actively job searching and just want to cut ties.
Just one perspective though.
Nothing says ‘we value you’ like a deadline and a Maybe!
Sure let me paint that Target on my back.
Maybe this is actually a cost savings for them related to unemployment compensation related costs? I imagine with a VSP you're not eligible for unemployment.
I don't know if there is a deeper meaning beyond this is something that employees asked for. People asked for this at the very first all hands since the layoff plans were announced. If the job market were different, I'd consider it. But with current hiring trends in the industry, it is tough to let employment go voluntarily.
The severance payouts themselves are insulting.