#employeerights

https://www.yahoo.com/news/us/articles/ford-fired-11-worker-over-145900113.html

I expect to get PIP’d in a couple of weeks. Are there any disadvantages of taking PIL and retiring vs simply retiring?

Does taking PIL affect retirement status or any retirement benefits?

I have a necessary surgery that needs me to be on 6 to 8 weeks short term disability leave. Would that put me at risk for layoff after I return from medical leave?

Is it the same as the last time? No changes?

Woke up sick today. Would like to get some stuff done but definitely shouldn't go in and spread it around.

Will the Cobra coverage only apply for medical? Will vision and dental be covered?

Because the question around how long it takes to get a severance lump sum payment processed has been asked numerous rimes, by myself included, I thought I'd share my experience. It took two weeks. My guess is as long as they get it and acknowledge it early in a pay cycle window, they'll process it in that window.

It is BS that we are not provided this information (Separation agreement and general release) so we can make an informed decision. The vsp line is a joke. They pretty much do not answer any questions and refer you back to the question and answered document that was shared.

Ford Motor Company had to rehire hundreds of veteran human engineers after artificial intelligence and automated quality-control systems failed to match their expertise and resulted in design and manufacturing issues.

AI lacked human intuition and judgement.

Ford's AI Misstep
The Situation: Over the past few years, Ford aggressively leaned on AI and automation to handle vehicle design and quality checks.

The Failure:
Executives admitted that the automated systems lacked the nuanced, real-world judgment required to catch nuanced design weaknesses, leading to costly issues.

The Solution:
Ford brought back, hired, or promoted roughly 350 veteran ("gray beard") engineers. These human experts are tasked with mentoring younger employees, fixing the errors missed by machines, and retraining Ford's AI systems so they are actually useful.

https://nypost.com/2026/06/29/tech/ford-rehires-experienced-engineers-after-ai-misses-the-mark/?utm_source=twitter&utm_campaign=nypost&utm_medium=social

Everyone should ask chatGPT what your take home pay would be in your state after taxes. What I would actually get to keep is almost cut in half after taxes. Makes the VSP offer less appealing.

Before you get on that call, you need to research Older Workers Benefit Protection Act (OWBPA) review period. If you were over the age of 40, you have 45 days to review and sign the severance package. Advocate for yourself.

Do we really not get Friday or Monday off Tudor the holiday?? Are you sh-----g me.

https://www.inc.com/georgia-fearn/63-percent-of-workers-from-this-group-do-not-file-for-unemployment-benefits-heres-why/91361014

I was in the hospital and got notification that I was terminated. Not a phone call, no warnings, nothing. Just an email to my personal email while I am in the hospital. The reason? I missed one of his team meetings. He even complained that I took Teams calls from my phone vs computer. Teams on phone exist for a reason, no one was ever on camera when I did join on computer so I just started taking them from my phone because my couch is a bit more comfortable. Once I got the complaint I adjusted and joined from computer with camera on, while no one else was on camera. PIP was impossible to complete the way he structured it, lead was 100% useless in training and leading. Lead was a good dude, bad leadership. Manager was an absolute di-khead, I have never been treated the way this man treated me in a professional position. I had a 1 on 1 with him and I explained how fundamentality different our styles are for selling. I made club multiple times at previous position and I have connections all over to get us in the door, I knew most of the field from previous positions and they all trust me. Guess why, I am good at what I do. Good riddance.

Sorry if it’s in here, I did take a brief look. Anyone know what determines when VZ uses the 2 weeks per year vs. 3 weeks per year for severance? And what the max is under the 3 weeks per plan? I know the 2 week option is 35 weeks, but unsure about the rest historically.

Do you know when do we lose system access if we're laid off? The moment we're notified or at a later time?

Is there somewhere to look it up?

Its been over a week, and I am no where near making a decision. Over 15 years at this company...kids, mortgage...this is horrifying... If we sign - and then get cut - at least we get something - but if dont sign - and they decide to cut us - we got nothing? is that right?

big issue. they want to move to start firing within a month without a social plan - payment&benefits on top of normal salary. its BIG NO NO here. legally they cannot do this. unions say its a joke and called ceo and the human resourses spineless. all this comes from mr cat in the bag.

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?

Spirit Airlines faces a class-action lawsuit from former employees. The suit alleges violations of the Worker Adjustment and Retraining Notification (WARN) Act. Workers claim they received no advance notice before layoffs. Spirit argues for exceptions based on unforeseeable events and its financial state. The airline is now winding down during its second bankruptcy.

https://news.bloomberglaw.com/us-law-week/spirit-layoff-suit-puts-spotlight-on-labor-rights-in-bankruptcy

Where can I find that info?

I moved across the country from California to Dallas end of last year as part of the FTW effort to keep my job. I was then locked out of my account before Memorial Day, and last week received notice that I am being surplussed.

I’m wondering if as a part of any of these facts I have any legal ground to stand on against the company. Is anyone else in the same boat or have had a similar experience? This feels like totally unfair and targeted treatment.

Unsure who or how many or particularly anything more then a Eisp offer is coming to field in July !!It is confirmed anyone who is of the age along with has the financial ability don’t be a fool take it .The universal tech is coming you will be doing everything /anything .This was a back door agreement mark me

Is there somewhere I can check?

Today, I’m sharing a deeply personal experience because mental health in the workplace deserves more attention, understanding, and protection.
Over the past year, I have struggled with severe depression, anxiety, and panic attacks while navigating a difficult employment situation. The stress became so overwhelming that it ultimately resulted in a psychiatric hospitalization and ongoing medical treatment.
What has been most troubling is not simply the impact of mental illness itself, but what I believe was a lack of compassion and support while I was seeking help. During a time when I needed understanding, I felt isolated, scrutinized, and uncertain about my future.
For more than three months, I have lived in limbo while dealing with documented mental health conditions, significant medical issues, and concerns about my employment status. As someone who sought protection through FMLA and raised concerns through internal reporting channels, I expected the safeguards afforded to employees experiencing serious health challenges to be respected.
Instead, my experience has left me questioning whether employees with mental health conditions receive the same level of protection and dignity as those with visible illnesses.
Mental illness is an illness.
Depression is an illness.
Anxiety is an illness.
Panic disorders are illnesses.
No employee should fear retaliation, career damage, or loss of livelihood because they sought medical treatment or exercised their rights under laws designed to protect workers during times of crisis.
I have filed complaints with the appropriate agencies and am pursuing legal remedies regarding what I believe were violations of my rights, including concerns related to FMLA protections, disability accommodations, and retaliation. I will allow those processes to determine the facts.
My purpose in sharing this is not to focus on one employer or one situation. It is to advocate for employees who are silently struggling with mental illness and serious medical conditions while trying to maintain their careers.
If sharing my story helps even one person realize they are not alone, then it is worth it.
Mental health matters. Workplace dignity matters. And employees who seek help should never be punished for doing so.

Question? I was just about to put in FMLA paperwork. I know this is a HR question but does anybody know how these things work or how to place it and then do the VSP. Is it better to just put in the paperwork and hold out for the layoffs?

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?

How do you request leave of absence? What’s the criteria for it? Does it protect you from getting NSI if you are on leave of absence?

Laid off in Nov 2025. Haven't been asked to return computer and haven't been sent boxes to ship them back. What to do?

Even if I’ve not worked in NY for a full year.

Does anyone know, if you take all your vacation for the year and then get laid off, do you have to pay back the part you haven't accrued yet?

Pros (Potential Benefits for Employees)

Higher wages and better compensation: Union workers often earn a premium (historically ~10-17% higher median wages in comparable roles, though this varies and can narrow over time). In finance, this could address complaints about stagnant pay amid high living costs or performance pressure.

Improved benefits and job security: Unions typically secure stronger health insurance, retirement contributions, paid leave, and protections against arbitrary firing or mass layoffs (common in finance during downturns or cost-cutting). Better transparency in bonuses, promotions, and performance metrics is a frequent goal.
Better working conditions: Reduced burnout from long hours (especially relevant for analysts or high-pressure advisory roles), predictable schedules, safer reporting of unethical practices, and mechanisms to address high turnover. Collective voice can make it easier to raise issues without individual retaliation.

Voice and power in decisions: Employees gain input on policies affecting them (e.g., staffing, training, tech changes like AI impacting jobs). This can reduce feelings of powerlessness in large firms.

Cons (Potential Drawbacks)

Dues and costs: Members typically pay dues (often 1-2% of pay), which reduce take-home income. There may also be costs or lost wages during strikes or negotiations.
Reduced flexibility and individualism: Finance roles (especially in sales, advising, or management) often reward individual performance with commissions, bonuses, or rapid advancement. Unions can introduce standardized pay scales, seniority rules, or restrictions that limit top performers' upside or make it harder to differentiate rewards.

Potential for slower firm growth and job impacts: Higher labor costs can lead companies to cut investment, R&D, hiring, or automate more (e.g., shifting to robo-advisors or offshore roles). Studies link strong union power to slower employment growth and reduced firm profitability/equity value in some sectors. Discount brokerages compete aggressively on low costs and efficiency.

Adversarial relationships and bureaucracy: Negotiations can create tension with management. Grievance processes, work rules, and slower decision-making may reduce agility in a fast-moving industry. Strikes (rare but possible) disrupt operations and client service
Challenges specific to finance: Regulatory environments (FINRA, SEC), licensing, client-facing duties, and confidentiality could complicate bargaining. High-skill, high-pay roles (e.g., portfolio managers) have less incentive to unionize than lower-paid support or branch staff. Union experience in the sector is limited, raising risks of missteps.

Key Considerations for Discount Brokerages and Money ManagersClient impact:
Union actions (e.g., work slowdowns) could affect service quality, trading execution, or advisory relationships in a trust-based, competitive industry.
Firm response: Companies may resist strongly due to thin margins in discount brokerage or performance sensitivity in money management. Success stories are more common in retail banking than front-office or advisory roles.
Current landscape: Unionization remains rare but is seeing some NLRB-supported momentum in finance. Efforts often focus on customer-facing or back-office staff rather than highly compensated professionals.

Over 145 WARN Act filings have occurred in Texas this year. These filings impact tens of thousands of Texans. The WARN Act protects workers during mass layoffs. It requires employers to provide advance notice. Workers should understand their rights under this law.

https://www.kxan.com/video/what-to-know-about-layoffs-warn-act-rights-explained/11893158/

Got notified but why I have to work until 7/1??? Makes no sense

Never thought I would think so negatively about Centene because my experience over the past 4 years has been awesome. I missed the VSP cutoff by 2 days due to my official FTE conversion date, but I don’t think I would have applied anyways.

Curious though, if laid off September 1st, what are typical (non-VSP) severance packages like at Centene?