#severance

I've heard through the grapevine that there are upcoming changes to severance and it's not good. Nobody I've talked to has any more details than that. Has anyone heard anything?

Confirmed cuts are coming this fall, although this won't be sudden.

Impacted folks will be communicated that they have X number of weeks to transition into a new role within fidelity or negotiate severance.

Some folks will be given till end of year to figure out their fate.

The list is already in the process and your skip level will communicate the decision to you.

Hi,
Was laid off in the last round (why do I always type layed?).

The job market as many know isn’t great, even willing to relocate it’s still tough out there.

So in the spirit of considering all my options, what have people seen as “Nike actually paid attention and enforced” regarding going to work for competitors?

No I’m not a reporter or a troll or any of that nonsense, just a person trying to provide for their family and while the severance and savings gives me some time… I would sleep a lot better being back working and moving forward. Not one to “take a break” or sit around and hope for the best, not with the responsibility of a family.

Thank you

Also, the sooner the better. Still some chance at severance, at least. I can't wait to have this forsaken place in the rearview mirror.

Question....since I've never been laid off before. Is a severance package from EJ the same severance package other people get or does it depend on role, department, etc?

Anyone else? Got told last day is 6/6/26, ironically enough. On the east coast. Not even sure if all my coworkers are aware yet either. Next steps are basically severance or reapply to a role nearby and hope the rsm likes you. Had another friend find out the same thing at his store in the south as well.

Just had manager discussion and was notified last day will be July 2. Normal cr-ppy US severance of 3 months. Went through the normal we're not picking people because of age and the 3 others RA'd in a small team were all of 45. One people was listed who is not being RA'd in that same age range... so, definitely older, more expensive people are being targeted.

For the severance it stated should still be covered 60 days from notice with health benefits but from my spouse they're saying they have no coverage at all

Is anyone else having issues with medical coverage issues?

The first 18 years, working as part of VUE, were great. I was valued, respected, and my contributions meant something. The along comes Omar, and VUE largely gets absorbed into corporate, the Azure migration occurred, and the culture changed dramatically. Dave Treat really likes to listen to himself talk, Omar and the rest of senior leadership are too busy jet-setting to set a clear strategy. The cherry on top came in May when I was unexpectedly laid off after 20 years, with a whopping 8 weeks of severance. Hello early retirement, goodbye toxic workplace.

Infosys is the absolute worst. None of the promises have come to be. They have no idea of what they are doing unless the goal is to destroy the business by running off customers due to their terrible performance. They are extremely difficult to communicate with and they lack basic critical thinking skills. Finally they are lazy and lack any sense of urgency. I wish I would have received a severance package because this nee reality is agonizing.

When will the Voluntary Separation Plan be offered to U.S. employees? Is it available to employees in all roles, or is participation limited to the sales organization?

https://www.techtimes.com/articles/317527/20260601/oracles-30000-layoffs-enter-final-phase-sign-release-forfeit-severance.htm

Anyone comfortable sharing?

“Please continue to keep our family in your prayers as we gather more information regarding Ernie’s separation from Gulfstream.

After 20 years of dedicated service to this company, Ernie received no severance package or support. The only thing we received was a letter in the mail containing his separation paperwork. It is heartbreaking and difficult to understand how someone who devoted two decades of his life to this company could be let go, especially while facing serious health challenges.

Throughout the years, we have seen other employees receive accommodations and support while dealing with medical issues, which makes this situation even more confusing and painful for our family. Ernie is not only battling Stage 4 cancer, but he is also deaf. Given these circumstances, it is hard not to question whether he has been treated fairly.

This entire experience has been devastating for him emotionally. No one who has given so much of themselves to their employer should feel discarded during one of the most difficult times in their life.

I am committed to seeking answers and raising awareness about what has happened. If necessary, I will take this matter further because Ernie deserves someone willing to stand up for him after everything he has given to this company.

We believe Gulfstream should take a hard look at how this situation was handled. Ernie was a loyal, dependable, and hardworking employee for 20 years, and he deserved to be treated with dignity, respect, and compassion.

If anyone has any opinions on this matter please share with me. Thank you!”

Verizon to close more stores. Even flagship high performance corporate stores are not safe. I have direct knowledge! Keep your head down and jump to another role, plan for severance, plan for indirect takeover and interview opportunities, and/or look for another career. The stores are cooked! No store is safe!

To everyone who served their last day on May 29th, thank you for everything you’ve contributed here..

As the community navigates this transition, many are trying to understand the baseline support the company provided. If you feel comfortable sharing, could you shed some light on the standard severance packages? Specifically:

Salary: Did the company stick to the standard 2 weeks of pay per year of service (up to a 6-month max), or did those with shorter tenures (like 3 years or less) get a flat baseline?

Shares: Did they pay out any shares based on their current vesting value, or did all share vesting completely cut off on May 29th?

Bonus & Benefits: Were annual bonuses pro-rated based on the time you worked this year, and are they subsidizing health insurance (COBRA)?

Wishing you all the absolute best on your next chapters!

With the upcoming expected layoffs, can folks who have recently been laid off in the US share what their severance was? Please include C-level and location.

Anyone know what happens after you decline the move? How long do they keep me around waiting ? I’ve handed off all my work to other members of the team and cross training is complete. The letter says up to the discretion of my leadership.

Commercial Real Estate ..

This board should be viewed for what it is… a discussion board for current employees concerned about their careers (with some crazy types) and feedback for those considering wearing “the purple.”

First, you need to ask yourself why so many senior executives have left the bank.

Second, compare the value of both banks at the merger to the value today. I have gotten better returns on my bucket of old pennies with the increase in copper. Pay increases too.

Third, in case you have not figured it out by now it all about the face time and showing off for your manager and their boss.

Now this brings me to the title above.

What a show ineptitude! Thanks Kathy, Joe Pella (Joey – shave that stubble) and Adam Oats who?

Largest markets, Florida, Georgia, Texas and North Carolina Commercial Real Estate, how many of those folks are still here, clients included? Hmm.. all voted with their feet. Even new hires have moved on with corresponding fill in the gap uplifting reorg calls.

Same thing for Grandbridge, everyone left? Why? Oh, and the bank still has a lawsuit against them too. How much is that costing? Interesting read if you have the time. Just wait until they put Kathy on the stand. Can’t wait.

So, what’s the point of this? If you are visiting this site, you need to prepare to set sail for a new adventure and not wait for the next purpose corner or employee survey. Yes, I’m out shortly. Might even get severance and a new job signing bonus if I am lucky.

You?

Was laid off early May and given 3 weeks until 29 May to sign the settlement agreement

My package looks like this
3 weeks to review settlement agreement (no work to do and fully paid)
3 month notice period - Got lucky as this was changed during covid years when they got scared of people resigning with only a month notice
6 weeks tax free redundancy for six years service which was lousy
22 days holiday paid out which I had accrued
Pension and medical insurance paid for 3 months and 22 days

tried to fight for my bonus but got zero

Basically cost me 65 grand to make me redundant in the UK - I was on 140K salary as a senior consultant and I get to leave end of May as I am put on PILON

I start in a new job on 15 June so this is all fine for me and I am delighted

People who are laid off should be using these boards to share what they got so that others can do the same - The time is coming - The numbers are sh-t and they are in a hole with no way out

Per the legally binding agreement between Cummins, the unions and the government, people laid off end March would receive severance payments of 3 or 6 months depending on age and/or seniority. At this point, Cummins failed to pay and hr replies with very vague messages to people enquiring.
The unspoken plan to let the entity go bankrupt without honoring the social plan seems to become reality.
But remember.... 'they care about you'!

What’s the latest buzz about the apparent mass SC exodus in EMEA?

Is this another round of layoffs, or is it simply frustration finally boiling over under the always-smiling RL? Rumor has it that a few feathers were ruffled during a recent partner roadshow in India, along with some interesting interactions involving colleagues along the way.

What’s particularly intriguing is that there don’t seem to be many people left to let go anyway. Most have either already left or are quietly waiting for a generous severance package so they can move on happily.

At this point, it feels less like a workforce strategy and more like a waiting game for employees and a losing game for Appian.

Seriously, everyone should be updating their resume and be actively looking, and when you find something you like get the he-l out because if you wait till the day of that unexpected TEAMS call you will be fu@ked. At this point I would not be expecting any kind of a severance package. What little money they have will go to pay the Sr. Exec group their high 6 and 7 figure payouts before it all crashes.

Decent advice from @ep+1kr20x9vq.

Is it the usual or have they changed anything?

Electrolux will lay off 1,255 workers at its Anderson, South Carolina plant. These layoffs begin in July due to a joint venture with Midea Group. The plant will retool to produce washers and dryers instead of refrigerators. All affected employees are eligible for rehire when the plant reopens. Workers will receive severance packages based on their tenure.

Anderson, South Carolina

https://www.southcarolinapublicradio.org/sc-news/2026-05-28/electrolux-announces-1-255-layoffs-in-anderson-amid-joint-venture-with-midea-group

PFNA has been running an extended behind the scenes reduction in force for several months now. They call it North Star. They are using 2019 headcount numbers as their target for work force reductions. It has resulted in thousands of position reductions. This year they have severance packages if needed to get to targets. There are interim milestone targets they are working against. But the "ZBB" group is going around the country totaling up reduction targets for all sites that will be then be enforced. This is hourly and salaried. Targets for salaried focused on a salaried/hourly ratio of 13:1 or higher; cross checked with the 2019 headcount. It's a top- down, arbitrary number. SOOOO much has changed since 2019. To try and hit that number is ignorant and will result in substantial performance outages. You may as well have targeted 1971! the logic is just as valid. Classic Pepsico compression productivity. you don't need real strategic business plans, just place arbitrary, impossible targets on your field and gut your capability. Indra perfected this predatory leadership. Her protégés don't know how to do anything else. Pepsico has always believed in cooking the golden goose. How Ramon, Steven and others made deliberate business decisions that cost thousands their jobs yet they continue in position is a damning indictment of the board. Where's the accountability? I guess it's the fault of the frontline? Couldn't be the C-suite's responsible? nah, right?

Its one thing to be laid off but IMO severance is a slap in face. 3 months for 9 years+ employment. For those of us over 20 years employment to get 3 months severance ...seems wrong.

I hope that everyone is prepared for what's about to happen at Dow. The sla-ghter will begin post LPGA tour. Dow cannot afford to mu---r it's workforce right before all their customers and vendors come into Midland. So the bloodshed will happen right after. If you're in leveraged logistics, purchasing, or customer service... You best be looking for a new job.

Remember, Dow isn't a family. Your boss isn't your friend. Everyone is just glad it's happening to you and not them.

Remember, you don't have to sign a severance agreement on the spot. No matter how much they push, you get time to review. Request your personnel file under the right to know act, and never participate in your exit interview.

The last is the biggest.. They don't care about your opinion or your experience at Dow. If they did, they would have asked you before firing you. They are gauging the likelihood of you suing them. Anything you say can be used against you if you decide to pursue legal action. My suggestion is when you get called into that HR meeting, record the whole thing on your phone. Michigan is a 1 party consent state. The meeting will be hard to digest and a recording of it will help. Just don't publicize that you're doing it. Also be really annoying and take notes. The best thing we can do is publish a bunch of termination meetings from Dow to show everyone what it's really like.

HR and your boss already know and have planned your termination. They spring it on you out of the blue hoping to catch you off guard and unprotected. They have a game plan on how to handle you. Nothing you say will change their mind, you're gone no matter what you say.

I recently participated in a high-level meeting where it was communicated that Global intends to transition remaining employees to the vendor InfoSys through a “rebadging” process rather than conducting direct layoffs with severance packages.

During the discussion, concerns were raised regarding whether employee tenure, PTO accruals, bonuses, and severance eligibility would be honored under this transition. When specifically asked about severance obligations tied to rebadging, Matt Tracy reportedly stated: “It won’t be our problem anymore because they won’t be Global employees.”

While compensation may be presented as remaining “the same,” the loss of accrued PTO, annual bonuses, tenure recognition, and severance protections represents a substantial reduction in overall employee value and security. Many employees are concerned that this transition is structured to shift operational knowledge to InfoSys while reducing Global’s long-term financial obligations to existing staff.

Based on what was communicated, there appears to be a broader plan to transition significant portions of Operations to InfoSys over the next year.

For employees who have remained through repeated restructurings, increased workloads, uncertainty, and sustained organizational stress, this feels deeply unfair and dismissive of the loyalty and contributions that have kept these teams functioning.

Employees are not asking for special treatment. The expectation is simply fair treatment and reasonable protections during any transition process, including:

• Recognition of tenure
• PTO carryover or compensation
• Preservation of benefits where possible
• Fair severance protections
• Transparency regarding long-term employment expectations

Without the current teams, there is no operational continuity or transfer of institutional knowledge. Employees should not be expected to facilitate a transition that materially disadvantages them without meaningful protections in place.

This is not a call for insubordination. It is a request that employees be treated fairly, transparently, and with respect for the years of work and dedication they have given to the company.

Looks like I survived another month. Should I be more proactive and schedule a meeting with my supervisor and HR, and ask for my severance?

When do you receive your severance ?

The article provides guidance on preparing for potential job layoffs. Financial experts recommend having three to six months of emergency cash saved. It is important to review severance packages and secure benefits. Individuals should also track retirement plans and consider rolling them over. Creating a budget and understanding wants versus needs is another key step.

https://abc30.com/post/watching-wallet-staying-prepared-layoffs/19182030/

I have a question for any recently laid off Cisco employees regarding taking a position within the first sixty days after notification. I’m hearing rumors that if you accept a position outside of Cisco within the sixty day window that it’s classified as resignation and the severance package is forfeited. Is this true? Nothing I’m reading within the paperwork I’m expected to sign seems that that is the case, but I’m just checking with those who have been through this process before.

The very best of luck. I say luck because there isn't a science to our RIFs. By all accounts there'll be a lot of people hurt tomorrow. Stay strong you WILL emerge better.
For those wishing for it, I hope you get RIF'd and collect that severance.

If you join citi after severance ended, do you have pay them back?

I really want out of this place, but I don't want to leave empty-handed. I wish they offered a VOB or something like that.

Every time I survived. The only reason I stay is because I refuse to leave severance on the table after spending almost two decades here. The way it's been going, I'll retire before they lay me off, with my luck.

I've heard some people had to wait for a few months and I'm having trouble believing that.

An employee reportedly forfeited an $80,000 payout. This followed a casual comment made during an exit interview. The worker was initially laid off and anticipated the payment. The company reportedly changed his termination status. Consequently, the expected severance was then withdrawn.

https://m.economictimes.com/us/life/employee-expected-80000-severance-after-layoff-but-one-casual-remark-during-hrs-exit-interview-cost-him-the-entire-payout-and-changed-his-termination-status/amp_articleshow/131305156.cms