#severance

Don’t forget the law in NJ protects you from mass layoffs of 50 or more employing a 90 day period.

The off made by the company to choose to move to another location and forgo severance is not legal in the state of Nj.

If they offer you 18 months of employment when agreeing to move and you decide to stay, they’ll still owe must pay your severance regardless.

Tell them yes you will move. Work the time offered while interviewing.

When the time comes, tell them they still owe you severance per NJ state law. If they refuse, hire an attorney.

I was laid off recently and might be starting a new job pretty soon. I’m worried about whether taking another role so soon could affect my severance. It wasn't much but I still don’t want to accidentally mess something up. I'm just trying to figure out how careful I need to be.

Wanted to share since everything is cyclical. Looks like we hit bottom on the labor market cuts. Should start turning around very soon. That’s not going to bode well for the tops attrition plans and current treatment of employees. So far they’ve managed to retain more people than they would like; however, with the market maybe starting an upswing, the talent is about to go to greener pastures with higher pay and better treatment. Going to lose the very people they would like to keep. The only thing keeping people here are waiting another year or two to retire (most people), the hangers on do nothings waiting for severance (no offense to you, but you know who you are), and the talent that’s stuck due to a bad job market. The last class of employee is the ones they don’t want to lose, but will be the first to go.

https://www.cnbc.com/amp/2026/01/08/layoff-pace-in-december-hit-lowest-level-since-mid-2024-challenger-says.html

1) If you say NO. Will submit before March 4.

They will hold you until 6mos just like what they did to the CSO folks. Basically, they do nothing getting paid. Wait until you get released so you can get the severance and can file unemployment to the state as you are marked being surplussed.

If you accepted a new job in between 6mos. That is consider a resignation.

2) if you say YES and no plan to drive on the new location - you will get terminated. State unemployment will not be an option.

The automatic rank everyone lower…
The place people on PIPs…..
The lack luster severance…..

Its all done to run off people to avoid any severance payouts AND it’s all designed to recoup money.

1.2 billion $ Russia mistake…the AI promise of cost savings….all black eyes and recouping money any way they can is the make up to cover it up.

So, use this as motivational fuel for later. The job market will get better. Trust me, there are jobs out there that pay more money than Citi, even more so since Citi is not giving up any $ for bonus’s or raises. Citi would have you believe that you’ve got a better deal “here” but at best Citi is average on pay and perks. This…all of this….that Citi is doing is a well rounded snapshot of what Citi thinks of you and your worth.

Take the hint and when things turn around, start seeking jobs outside of Citi even look beyond the financial sector. Use all of what Citi is doing to sharpen your focus on leaving. Use it as motivational fuel to leave once you find something comparable. As far as the return to office jargon…..you might as well work somewhere else for more money and go in the office there instead of here for less $.

While on medical LOA that exceeded FMLA protection I was informed that my portion was no longer available for me to return to, and that once I was cleared by my doctor to return to work I would have 30 days of unpaid leave to find another position before being terminated with no severance.
Of course it's pretty much impossible to go through the hiring process at corporate in 30 days, so i ended up being terminated.
After filing for unemployment I received a letter from the Arkansas Division of Workforce Services accusing me of fraud due to my indicating that I'd been laid off, but that Walmart had reported me as having voluntarily quit.
Fortunately I had documentation proving Walmart wrong, but I'm curious if anyone else has had this happen to them and if there might be a pattern of intentionality here on the part of Walmart to try and avoid reporting too many "quiet firings".

Workers at Hayden Beverage say layoffs are rolling out after the company was acquired by Summit Beverage, catching many employees by surprise. One employee confirmed receiving a one-month severance package and said their last day is set for Feb. 8. Employees described the layoffs as unexpected, adding that the company had generally been fair to staff before the acquisition.

https://nbcmontana.com/news/local/layoffs-underway-at-hayden-beverage-employees-say-last-day-is-feb-8

Layoffs are underway at Hayden Beverage, a beverage distributor with locations across Idaho and Montana, according to employees who spoke anonymously. One worker said they received a one-month severance package and were told their last day would be Feb. 8. Employees described the news as unexpected, noting the company had generally treated them well. Another employee said the layoffs come after Hayden Beverage was acquired by Summit Beverage, a purchase later confirmed by a company official.

https://nbcmontana.com/news/local/layoffs-underway-at-hayden-beverage-employees-say-last-day-is-feb-8

I got my 60 day notice on October 28th.

Paydays were 11/7, 11/21, 12/5, 12/19 and then I got paid a week after on 12/26/2025.

Is it going to start on 1/16?

I’d like to think that Citi would provide the usual severance package that they’ve done in the past rather than a scaled down just two weeks only.

I’d like to see Citi NOT put the squeeze on people to run them off so as to NOT provide a severance.

Unfortunately it seems that these are two rather huge “asks”. It’s embarrassing if they don’t but I’m afraid there’s too much emphasis on reclamation of money to expect otherwise.

Offer – Private and Confidential

VIA EMAIL
To:
Personnel number:
Email:
Dear
As announced on September 29, 2025, the Company is restructuring. As part of the process, you were asked to confirm your mobility to other company locations on October 6th.
You confirmed that you are mobile to
You were therefore included in the staffing selection process for roles with the Company in
That process has led to you being selected as a successful candidate for relocation to
As a result, we are pleased to offer you continued employment as:
Role:
Location:
With an effective date currently anticipated to be in
The timing of this transition may change as business needs evolve, and we will keep you informed and provide as much notice as possible. The Company’s staffing and development processes will remain in place and continue through the transition and following the relocation.
Although the Role may begin prior to your relocation, as a condition of accepting this offer you will be required to relocate to the new location at a date determined by the Company. Relocation support will be available to you in accordance with the Company policies as previously communicated to you.
Your salary and classification level (CL) will remain unchanged in the Role.
To accept this offer, please sign and return this letter within five business days from the date of this letter. If these terms do not meet your expectations, you can decline this offer. Should you decline the offer or fail to respond to the offer within five business days, at a later time you may receive further communications such as notification that you are being placed in the redeployment pool or a communication that your employment will be terminated at a later date. Once a decision is made on your termination date you will receive a letter providing you with notice of the termination of your employment as of an effective date as determined by the Company. This letter will include an offer of a severance package which, if accepted, will entitle you to receive a severance payment provided you stay employed in good standing with the Company until your effective date of termination.
Sincerely,

Employee Acknowledgement and Acceptance
By signing below, I, _

1. Accept relocation to the Location and continued employment with the Company on the terms set out above.
2. Understand and acknowledge that the Company will strive to put me in a comparable position but cannot guarantee the exact position.
3. Understand and acknowledge that should I subsequently change my mind and refuse or fail to transition into the Role or relocate to the Location as agreed, such refusal/failure will constitute a voluntary resignation. In such circumstances, I will not be entitled to notice of termination, severance, or termination pay beyond the minimum statutory requirements, if any, that apply under the Alberta Employment Standards Code (or any other governing employment standards legislation).
4. Acknowledge and declare that I have had the opportunity to seek independent legal advice prior to signing this agreement.

Signature: ___
Date: ___

IF YOU WISH TO DECLINE THIS OFFER, PLEASE READ BELOW

If you wish to decline this offer you can select the decline button on the top right side of this Docusign template. If you do not take any action, this offer will expire at 3:00 pm MST five business days from the date of this letter and no longer be open for acceptance.

My manager is managing me out it is quite obvious. Is it part of the Schwab management playbook to make up bullsh-t compliance cases to terminate you for cause so Schwab does not have pay severance?

https://wwd.com/business-news/retail/macys-14-stores-closing-2026-1238442180/
Macy’s Discloses 14 Stores Closing This Year
The stores are part of the previously disclosed plan to close about 150 department stores, leaving 350 that will continue to operate.

By
DAVID MOIN
Plus Icon

JANUARY 8, 2026, 5:59PM

Macy’s Inc., continuing to execute on its three-year “Bold New Chapter” reinvigoration strategy, disclosed 14 Macy’s locations that will be closed this year.
“In executing our strategy, we continue to review our portfolio and make careful decisions about where and how we invest, including closing underproductive stores and streamlining operations,” Tony Spring, chairman and chief executive officer of Macy’s, wrote to employees in a memo, a copy of which was obtained by WWD.

“These decisions are not made lightly,” Spring wrote. “We communicated directly with affected colleagues first and are providing support, including transfer opportunities where available, as well as severance and outplacement resources where applicable. We thank all those colleagues for their dedication and service to the company.”

The 14 locations are part of the previously announced plan to close approximately 150 Macy’s department stores, leaving 350 remaining. In 2025, 66 stores were closed.

The strategy also calls for investing in 125 “Reimagine” stores, which are receiving increased staffing in high-traffic areas such as women’s shoes and the fitting room areas, fresher products and improved visuals. Last quarter, the 125 stores achieved comparable sales growth of 2.7 percent. They continue to outperform the overall Macy’s department store chain.

“These targeted changes allow us to focus where it will have the greatest impact — reimagining our best stores, enhancing customer service, expanding our luxury business, and advancing our supply chain capabilities,” Spring said.

“Nearly two years into our Bold New Chapter strategy, the focus of our work remains the same: strengthen our stores, simplify how we operate, and invest in the experiences that matter most to our customers. Today, that work is centered on disciplined execution and continuous improvement, with strategic investments that are guided by what customers value most.”

Spring also indicated that Macy’s net promoter scores are improving, that Bloomingdale’s delivered 9 percent comp sales growth during the third quarter, Bluemercury delivered its 19th consecutive quarter of comp sales growth and the supply chain is being modernized.

The 14 stores being closed are:

Fox Run – Newington, N.H.
Livingston – Livingston, N.J.
Marley Station – Glen Burnie, Md.
Boulevard – Amherst, N.Y.
Crossroads Center – St. Cloud, Minn.
Rivertown Crossings – Grandville, Mich.
West Valley Mall – Tracy, Calif.
Pittsburgh Mills – Tarentum, Pa.
La Palmera – Corpus Christi, Tex.
Northlake Mall – Atlanta
Triangle Town Center – Raleigh, N.C.
Grossmont – La Mesa, Calif.
Interstate – Ramsey, N.J.
Budget House – Tukwila, Wash.

Sounds pretty sure thing there will be a regular eisp in march for union side.Pretty much after the frontier communication merger is over.Sound alike it will be across board to all groups but with limited head count.Not to say if an area has some more people in one location that want it yet not so many in another they can’t shuffle it around under that director .But no way if they ask for 2 they let a whole gang leave just not sensible !Good luck 2026

Anyone heard if there will be severance offerings for voluntary retirement program? Seems other MAPs are offering.

65 yr old must retire in the next few months or severance will be forfeited. Can't afford to retire but hand is forced.

Why this push?

Does UHG provide out placement services to severed employees. If so, which company?

What does it say about a company when an employee with nearly twenty years of service is actively hoping to be laid off? That's the situation I find myself in now. I've given this place my all for almost two decades, and the best outcome I can imagine is to be let go with a severance package. That's a clear sign of how far things have fallen and how broken the environment has become.

I just saw my severance lump they took close to 20000 in taxes do we get any of that back

So, if you are offered VRP and decline it, and then get laid off anyway, is the only difference COBRA coverage? Do you still get 2 weeks per year of service? Are there any other differences or perqs to VRP?
TIA!

If they don’t cut me this year. I’m 100% leaving next year. I can’t be waiting for severance packages. This place feels like cancerous where I’m slowly dying….

So as a 6 year employee, I'd receive 12 weeks? Just making sure I keep all my ducks in a row for layoffs.

Can anyone breakdown the timeline for severance payment?

I was a retail “specialist” who got laid off literally two weeks after starting. I’ve been getting random a-s checks of varying amounts for the last 2 weeks . I have no idea what any of them mean and why I’m not getting a lump sum yet.

Verizon ruined my holiday season. The least they can do is make sure my rent is paid next month.

So, after logging into EAP (Spring Health), a big splash screen said my EAP would end 2/4/26. Well, excuse me, but the FAQ say EAP ends at the end of the benefit period, which for me/mine is 7/31/26. After calling them and confirming the date THEY say, I am currently "battling" with EAP and providing said screen shots, severance period, etc. Has anyone else encountered this? On another note, I did receive the Cobra package yesterday, and it does appear the coverage ended on 12/31, but if you look on the back of the 1st page, you should find YOUR end date. I saw an earlier post with some ppl freaking out. (I need some counseling DA---T!! :-) )

Sisters and Brothers,

We want to share an important update on where things stand regarding Optimum’s planned transfer of work to MasTec.

Today, CWA Local 1103 and CWA Local 1109 met with Optimum (Altice) to address the impact of this transaction on our members and to discuss a formal proposal submitted by the Union. That proposal was focused on protecting jobs, preserving service time, limiting the sharing of employee information, and ensuring members have meaningful choices. Optimum has rejected this proposal.

Below is a summary of what the Union proposed and the company’s response:

1. Option to Remain with Optimum — Rejected
2. Protection if MasTec Does Not Hire You — Rejected
3. Severance for Employees Hired by MasTec — Rejected
4. Recall Rights if Optimum Re-Enters the Business — Limited Response
   The company indicated it may consider rehiring former employees within 365 days of February 1, 2026, should Optimum re-enter the fulfillment business.
5. Limits on Employee Information Shared
   At this time, Optimum states it is still “reviewing” what information it intends to provide.

Company Position Overview

Optimum has rejected key protections, including continued employment options, severance, and the no-layoff provision. The company claims there are no available positions in other disciplines and asserts that employees not hired by MasTec would be treated as voluntary resignations—a position the Union strongly disputes and considers a layoff.

Important Guidance for Members

We understand that the compressed timeline being imposed is causing significant stress and uncertainty for everyone involved.

We recognize that this is a personal decision and that your job and livelihood are critically important. Therefore, we recommend that Field Service members apply for positions at MasTec before the January 9, 2026, deadline while this process continues.

Please understand that applying does not mean you are giving up your rights, nor does it stop the Union from continuing to fight on your behalf. The Union will continue to do everything in our power—using every legal and contractual resource available—to challenge the company’s position, demand answers, and protect your jobs. We will continue pressing both Optimum and MasTec on all fronts as we work through this transition.

The Union has already taken all available steps to protect you, including filing grievances and engaging in Effects Bargaining, and we will soon pursue full bargaining. We are also scheduled to meet directly with MasTec on January 8, 2026, to discuss expectations for a Collective Bargaining Agreement.

We will share additional updates as soon as they are available. If you have any questions or need further guidance, please contact your union leadership.

Thank you,
Mike Gallo
Executive Vice President
CWA Local 1109

To be ready for a layoff, I offer a few items. I expect more may come in the replies.

1. If you need income from a job, should should be trying NOW to find one. It’s way easier to get hired when you still have active employment on your resume.

2. Save contact information for co-workers. After you are gone, you will have difficulty connecting with them if you don’t get the contact info in advance.

3. Decide if severance is worth losing the option to sue Xerox. Since severance varies and may change soon, this one is up to individual circumstances. Before signing a general release, consider this.

4. Begin monitoring the HR policy regarding severance. It’s very likely that
   this may adjust downward. If you see it, it gives time to think before you are IRIFed. For example, #3.

5. If you used your Xerox.com (or Lex whatever) email address for personal use such as password recovery, change it. You don’t want to forget a password in the future and then realize you used a business email for recovery that you no longer have access to.

6. Take advantage of unused health insurance entitlements before they disappear.

7. Understand that health insurance continuance is an option, but WAY more expensive. For me in the US, cost was 5X.

8. Clean your desk so that is you are walked out, all your personal things are already gone or fit into a box you can take when you are escorted out.

9. Remember you may have employee discounts that may expire after you are gone.

Any more?

The internal severance document only applies to Sr. Manager and below.

What’s the severance package for Directors and above?

What are people getting in the latest rounds?

Has anyone had luck with attorneys to reclaim severance or bonus?
If you're interested in speaking to a reporter, reach out to: sabrina.kharrazi@ft.com

essentially the company gives you 2 weeks notice that you’re being laid off. They tell you about it on the notification date, and you have to leave that day, but your last day of employment is 2 weeks later. Your severance doesn’t begin until after the term date, so effectively your severance is 2 weeks longer than what they tell you it is
OP: @a6+1ke9wcgvt

Apparently we still need to "sign up" for the Verizon paid COBRA insurance during our severance period.

Medical, Dental, and Vision for you and dependents are $0.
There are additional charges for things like extra life insurance, which you can change (decline).

We have until 3/5/26 to sign up for the Verizon paid COBRA insurance during our severance period, BUT you must still sign up, its not automatic (which was not made very clear by HR...another fail from Verizon in regards to this RIF)

I did mine today, says the Total Annual Cost $0.00.
I printed the sheet in case there is any discrepancy and to cover my a-s!

Anyone else still not receive their severance offer? Was let go in early December and have still heard nothing. Really frustrating as I can’t stay unemployment until I know what I’m getting.

I heard that VSP is being offered company wide now. I guess involuntary may be a few weeks or months behind.

Wondering if anyone has credible info on how severance actually works. I know its 1 week for every year maxed out at 25.

No suprise that they have given out a lot of 4 ratings to tenured folks as part of the curve.
How does this affect RIF coming up?
Severance policy is not too clear it mentions that if your job is eliminated as part of re org you are entitled to severance , however there is a bullet that explains (perfomamce based firings dont apply) question is what if you have a 3,4 overall rating. Had even a 2 in ome section (i know citi makes 0 sense)

How will this impact the folks who have bwwm forced 4s?

Praying I'm among those affected. Yes, I know the job market su-ks, but I've been here long enough to get a decent severance that'll have me covered for a while. And if I can't find a new job within a year no matter the job market, then I guess I deserve to be jobless and broke.

So again hoping all the managers that were riffed did okay with some severance it’s not a cure all but helps get em thru!!!On the associates union side assuming they want us gone .It does not sound like it will be an across board Eisp offer for everyone and anyone .It sounds like there will be one but it will be targeted.Unfortunately it would seem like since most of the associates are retirement eligible they won’t let everyone go at once.So if you need that little extra buyout cash to leave sounds like your gonna have to stick it out till your age or finance allows.Im assuming it sounds like they will probably agree on some sort of 3-4 year extension.So we have to assume they may actually not be prepared quite yet for the entire field work force to leave .Sad the company over last 20 years did not plan ahead .It makes no sense that our entire work force at this point especially in the physical field operations looks like a retirement home.If your 50 years old your considered a young boy in this place

so the 2026 benefits book is now available and as expected, nothing has changed in terms of severance benefits, still 8 weeks up to 4 years of service then 2 weeks per year of service until it maxed out at 52 weeks for 26+ years.

They can throw any attrition combo at me, but I’m not leaving on my own. Let them sweat trying to get rid of me, or anyone else for that matter, and when it’s over, I’ll take my severance and all benefits. I haven’t busted my back here for years to walk away empty-handed. If the company hasn’t appreciated us, we can damn well appreciate ourselves.