#employeerights

As I found out just today, I cannot submit vacation from 1st of May because of One Dell.
What kind of company is this that I cannot submit my vacation which is my right per our country labour code?
Is this applied across while Dell?

Waiting for the takeback date? So many are; some context for you, Polish employment laws require that employees be given at least two months notice prior to a layoff. That places the takeback date on or around 05/05/2026 as of today.

When an employee resigns from Oracle, are they required to give two weeks notice?

If I leave without providing notice, are there any consequences or forfeited benefits?

How soon after getting your bonus can you resign? Are there clawbacks?

The Australian state of Victoria said on ​Wednesday it will launch legislation ‌to give employees the legal right to work from home two days ​per week. The laws, that ​are due to come into effect ⁠on September 1, will allow ​anyone with the ability to work ​from home to do so, regardless of the size of their workplace.
“Work from ​home works for families, because ​it saves time and money and it ‌gets ⁠more parents working,” Victoria Premier Jacinta Allan said in a statement.

https://www.reuters.com/sustainability/australian-state-plans-give-employees-legal-right-work-home-2026-03-04/

Can anyone who's been let go recently ACTUALLY CONFIRM the severance package given and your job designation? A3 A4 D2 D4 ETC?

I'm not asking what you think, what you've heard or what the documents in SharePoint say, is there someone with a real world experience that can definitively say what their experience was and if its a lump sum or ongoing payments until it runs out

Basically, someone stated that the Nov 20 layoff was some kind of exception to the prorated RSU treatment that involuntary separations receive.

That those caught in this particular wave would have all future years (the two tranches for 2027 and the one for 2028) vest upon separation.

Any truth in this?

Did you know you can sue Wellsfargo even after signing the severance package? You can still sue them even after few years later. You can report misconduct to EEOC anytime you want. Document everything and protect your rights.

A law firm is investigating Champion Laboratories Inc. The investigation follows a mass layoff at its Albion facility. 642 employees were laid off by the company. The firm is reviewing potential violations of the federal WARN Act. Affected workers could receive back pay and benefits if violations are found.

https://www.wfiwradio.com/2026/02/27/class-action-law-firm-investigates-champion-laboratories-layoffs-for-possible-warn-act-violations/

For people who quit T without a severance but have some pension, what are the things you need to take care of in your 2 week notice? Is it as simple as turning your badge, phone and laptop or are there any financial and documentation wise things you need to take care of in terms of 401K

Got severance last November and still haven’t got prorated bonus payment. Got the severance payment within 4 weeks. Has this happened before? Everyone I asked got the bonus payout. How to ask why, when and to whom?
Thanks.

If you’re part of the 2/19 layoffs with a final termination date of April 25, how many weeks severance are you receiving after April 25? The documentation shows minimums for each band level. For example 16 weeks min for Band 4. Have other Band 4s all received 22 weeks or does your number of years at Cigna add on (in pairs of 2 weeks) to the 16 weeks?

Thank you!

This company loves to bully people with disabilities with micro-aggressions from management and HR. This place used to once welcome everyone and be accommodating but it feels like they are doing whatever they can to get rid of people. It’s very uncomfortable going to work anymore.

I am fully remote because the closet pulse point is over 2 hours away.
If I wanted to relocate to another state, but remain more than an hour (or more) from a pulse point, would that be permitted ?

Two questions about severance, US based. Assume your current position is being eliminated and you would be normally eligible for a special severance.

1) If you apply for a job, realize you do not want it and get an offer, do you forfeit severance?

2) If you apply for a job, realize you do not want it and withdraw your application before getting an offer, do you forfeit severance?

I think you forfeit it on 1, since an offer was extended, but I am not sure about 2, since no offer was extended.

I'm just wondering, in case I'm hit next time. Is it immediate, next pay period, or even later?

anyone remember that arbitration agreement cigna waved in your face when signing employment papers?

how to take it back

Copied and pasted the comment below from a post titled "Remember when an Intel retiree called out the toxic culture?"...this is what may happen in any factory when leadership fails to promote a positive work environment, fails to protect their employees, and push the employees to their limit only focusing on ensuring that outputs are met with little to no disregard to safety and morale.

"last month swat team and rio rancho police arrived in full force during cross shift pass down due to a blue badge threatening to shoot up fab 9. managers down played the situation as an employee going through a mental health crisis BUT if you have a background in business management and human resources...THIS IS AN ISSUE with LEADERSHIP that could have prevented work place violence. managers need to follow Intel guidelines and prioritize safety first followed by quality and output. they need to do what is right, grow some ba--s, and not be afraid of putting thier foot down to protect their employees. instead, managers continue to prioritize output followed by quality and safety. Intel needs to make their managers take leadership courses and make all employees take people skill courses...lots of weirdos that have no clue how to interact with others. You can hold employees accountable and use pressure and threats to make employees productive but you'll get more productivity if you hold employees accountable and promote a positive and humane environment at the work place instead of treating them like replaceable employees."

Yes — **Verizon Communications has WARN Act filings listed for 2026 at its Basking Ridge, New Jersey location. Public state WARN tracking data shows two separate notices for that location in 2026 — one in February 2026 and another dated November 1, 2026 — both affecting around 1,319 employees. 

Here’s what that means:
• Yes, they filed a WARN Act notice in 2026 for Basking Ridge.
• These filings indicate planned workforce reductions that the company notified to the state.
• WARN notices give advance notice (typically 60 days) before large layoffs are carried out. 

So the answer is yes — Verizon has WARN Act filings in 2026 for that office. 

If you want more details on what a WARN filing entails for employees (notice period, benefits, etc.), I can explain that too.

This question is for people who got impacted and no longer at VZ. In regards to stock award. I got 2 of the payouts and this week was rolling into the 3rd payout which is actual shares of VZ stock. When does it actually become available? When I log on to view it it says the following

“We currently do not have vesting dates on file for this award. Don't worry, it's nothing you did. Once we receive vesting dates for this award we will make it available to you.”

Any insight will be greatly appreciated.

Still waiting for mine. Agreement says payment will be made "as soon as practicable" after termination but within 30 days.

I don't suppose I should be surprised if they make us wait the full 30 days...

To those that have already been removed from payroll, how long did it take to receive your vacation and severance payments after your last day of work? My last day was 2/20. I see the new paystub generated for this week, but it's only for five days of work. I signed the severance agreement the first possible day it was available (15 days prior to off payroll date). Just curious what the timeline looks like. Thanks!

eBay will be laying off 800 or 6% of its work force. The S#@$

The U.S. National debt is -

(Currently) $38.7 Trillion (and rising) per U.S. usdebtclock.

AI will take away (most) computer dependent jobs in the future (not all) but enough for the Unemployment rate to spike significantly thus reducing Tax revenue.

So Income Tax, and Corporate Tax will (need) to be Increased (especially) on Corporations, and the wealthy; to be able to cover it.

Reality is, even with the Trump Import tariffs that were nullified ($200.0 Billion a year with refunds of $125.0+ Billion in process back to Corporations-businesses) by the Supreme Court it wouldn't even faze the (current) $990.0 Billion (and rising) a year in Interest paid by U.S. taxpayers to outside Investors that finance the U.S. National debt.

These are the facts.

Trump just said wages have been increasing like no other. He must be talking about Jane’s raise. He definitely isn’t talking about mine.

Has anyone had any luck filing with the EEOC? Please share your story.

Has anyone had their ADA recommendation from their Physician overruled and made to return to the office? Were you provided in-office accommodations?

To know you‘re close to the end is a kind of freedom

You don’t know how strong you are until strength is your only option

It is difficult to get people to demand change when their salary depends on them not understanding it

We are replaceable, but our unique value can make us irreplaceable if we fight together

Who will step up and create a voice for us to demand change? I‘ll be waiting patiently.

WTF!
Is T-Mobile not considering people that were laid off at all?! OR DO I have a not rehirable status to my name 😭

"Discretionary Time Off Guidance" by SM confirms the 200 hour cap on "time off" aka combined sick and vacation time. Unfortunately, this cap is in direct violation of the unlimited vacation and sick time policies of L3H and the US federal employment laws regarding compensation for time off. Any attorneys reading this who are interested in a class action lawsuit against L3H for current and former employees?

Let's celebrate the lawsuit in the spirit of EWeek - Transform Your Future

https://hbr.org/2018/11/when-no-one-retires

“Yet the flawed perceptions persist, a byproduct of stubborn and pervasive ageism. Positive attributes of older workers are crowded out by negative stereotypes that infect work settings and devalue older adults in a youth-oriented culture. Older adults regularly find themselves on the losing end of hiring decisions, promotions, and even volunteer opportunities.

Research from AARP found that approxi­mately two-thirds of workers ages 45 to 74 said they have seen or experienced age discrimina­tion in the workplace. Of those, a remarkable 92% said age discrimination is very, or somewhat, common. Research for the Federal Reserve Bank of San Francisco backs this up. A study involving 40,000 made-up résumés found compelling evidence that older applicants, especially women, suffer consistent age discrimination. A case in point is IBM, which is currently facing allegations of using improper practices to marginalize and terminate older workers.”

Voluntary Termination Pay for Leg T craft is soon coming! That's up to 104 weeks pay for workers with 31 years and over. The company has decided it's cheaper to get rid of old timers via VTP than to continue keeping them on their payroll. Workers know that they'll eventually get it so very few are leaving. Most maintain the understandably simple view: "I ain't leaving till they pay me to leave!" They also know and see how the company is trying to make it so difficult with hopes they just quit and retire. But most are not leaving, and they know the company cannot easily fire them. In fact most do the minimal amount of work they can get away with without getting fired and they take advantage of all the many ways to take paid days off work knowing that their life outside of work is so very much more important as the company grows more and more meaningless.

According to the severance agreement I was supposed to get my final paycheck today but it has yet to hit my bank. Is anyone else missing their final paycheck to?

Mar 1st is when the funding of the US pension will be announced. What are the chances in underfunding, forcing everyone to take the annuity vs the 50% lump sum? Did they really back date the last notice when the took the 100% lump sum down to 50% option away?

So many have been generous in sharing what is happening for them and on their teams in real time. It's gut wrenching to watch. Please take good care of yourselves. If still in the office, get contact info or create text chains for your workgroup to stay in touch. If laid off, don't sign anything until you have a chance to review it. Check your local laws regarding length of time to do so. If appropriate, have an attorney review it. Resist any pressure to sign without those options. If you are impacted, as mentioned elsewhere, it's not your fault, you did not fail. Everyone was failed, right from the top.

We need to unionize before its too late!

They exceeded the 50 employee layoff in NJ and failed to file the appropriate paperwork with the state.

As a result, they’ve advised employees who were scheduled to be laid off in 2 weeks, that they will be on payroll for another 3 months.

The best part is, the additional 3 months still does not satisfy the law. So why don’t they file with the state?

The company must now pay 1 week for every year of service in addition to 4 additional weeks pay.

“No, simply keeping employees on payroll for an additional 3 months (or any period) does not satisfy or cure a failure to file/provide the required NJ WARN notice.
Under New Jersey’s amended Worker Adjustment and Retraining Notification (NJ WARN) Act (effective since April 10, 2023, with key changes from 2020 legislation), employers must provide 90 days’ advance written notice of a covered mass layoff, termination of operations, or transfer of operations. This notice must go to affected employees, their collective bargaining representatives (if any), the chief elected official of the municipality, and the Commissioner of the New Jersey Department of Labor and Workforce Development (via specific forms and methods).
The law does not allow “pay in lieu of notice” as a substitute for providing the actual advance notice. Unlike some interpretations of federal WARN (which imposes back pay liability for the violation period but doesn’t explicitly prohibit pay-in-lieu alternatives in practice), NJ WARN is stricter in structure:
• The primary requirement is advance written notice (90 days) to allow employees time to prepare, seek new work, or access retraining.
• If an employer fails to provide the full 90 days’ notice (or any required notice), the penalty is not avoided by paying extra wages or keeping people on payroll longer. Instead, each affected employee is entitled to:
◦ Mandatory severance (one week of pay per full year of service, calculated at the higher of their average rate over the last three years or final regular rate) — this applies regardless of whether notice was given.
◦ An additional four weeks of severance pay as a specific penalty for the notice failure (this extra four weeks is not prorated for partial notice; it’s all-or-nothing if the full 90 days isn’t provided).
Keeping employees on payroll longer might reduce some practical harm (e.g., they continue earning wages and benefits), but it does not fulfill the statutory notice obligation or eliminate the employer’s liability for the additional four-week severance penalty. The law emphasizes actual advance notification, not just compensation.
Federal WARN (which NJ WARN builds on but exceeds) similarly requires 60 days’ notice with no explicit provision for pay-in-lieu as a complete substitute, and violations trigger back pay liability up to 60 days.
If a company is in this situation, the best course is usually to:
• Provide as much notice as possible immediately (even if short).
• Pay the mandatory severance plus the four-week penalty if notice was deficient.
• Consult employment counsel, as employees cannot waive these rights without state or court approval, and claims can be pursued individually or collectively.
For the official statute text and filing details, see the NJ Department of Labor site (nj.gov/labor) or the 2023 amendments PDF. This is not legal advice—specific cases depend on facts like employer size (100+ employees nationwide), number affected (50+ in NJ), and exact triggers.”

One thing is certain, Waters will continue laying off the people who are the heart and soul of this company AND replace with consulting chronies.

The AI used by companies is called an enterprise AI system. It capture everything typed on your company computer, and what programs are used by the employees to train itself. These systems record your interactions like the programs you write, the documents you create, and the queries you run.

The company tracks and then claim ownership of every keystroke you make within the digital realm, every idea you document and every tool you build. It identifies what approaches worked best, what email you sent and received and the language that got responses. All that knowledge can become part of the company’s AI, it eventually know, down to increasingly fine details, how you do your job.

The AI can pass that information along to anybody else who wants to do your job, or just do the job itself. Over time, you are easily replaceable