#severance

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

Check these out on your own. If you think it is worth staying because of a massive payout, think again.

---> Expect ~40% to disappear instantly via "sell-to-cover" on the day the RSUs vest.

----> Anticipate an additional tax bill of roughly $20 to $33 for every $1,000 of gross RSUs vested.

Choose your future wisely. Go look this crud up yourself.

Posting because people say "kick back and let everything just increase with RSUs and ESPP". RESEARCH THESE YOURSELF.

Bullet points...

Under Cisco’s standard severance agreements, Cisco typically accelerates the vesting of RSUs that would have vested through a specific forward date (often the next major vesting milestone or up to a few months out).

The True Tax Cost: 25% to 50%+ (Based on your total annual income)
When these accelerated RSUs vest on your termination date, they are treated exactly like a cash bonus (supplemental ordinary income). You are taxed on the Fair Market Value (FMV) of the stock on the day it vests.

Because the federal government mandates a flat 22% withholding for RSUs, you will likely owe extra tax at April filing time if your total annual income puts you in the 24%, 32%, 35%, or 37% federal tax brackets.

Employee Stock Purchase Plan (ESPP)

Option A: Disqualifying Disposition (Held 2 years from offer start AND > 1 year from purchase date)

If you have held the shares past both milestones:

Ordinary Income Tax Rate (12% to 37%): You pay ordinary income tax only on the lesser of: the actual profit, or the 15% discount based on the stock price at the start of the offering period.

Long-Term Capital Gains Rate (0%, 15%, or 20%): All remaining profit is taxed at the much lower long-term capital gains rate. For most tech professionals, this rate is 15%.

Let the games begin.....

Game rules

1. Get employees to resign
   2 employees get “ZERO SEVERANCE “
   3 Reread rule 1 & 2

I don’t know what happened to phases 2 & 3, but the ER page says it’s being removed from JonesLink 6/3 and refers viewers to a Separation Hub which only addresses the VSP/ISP stuff.

I heard contradicting statements on whether we will continue to get severance even if we join else where.

Groupon, Inc. announced a restructuring plan to become an AI-native company. The plan includes reducing up to 400 positions globally by the end of the third quarter 2026. Pre-tax restructuring charges are estimated at $7 to $13 million, primarily for severance. Annualized payroll actions are expected to generate $20 to $25 million in cost savings. Groupon raised its full-year 2026 Adjusted EBITDA guidance to $75 to $80 million.

Chicago, Illinois

https://www.stocktitan.net/sec-filings/GRPN/8-k-groupon-inc-reports-material-event-1ecafd00d145.html

I know the paper work says up to 60 days from the time it's requested. Im just asking if that is the norm or is it usually faster from folks who have taken this option.

allowed to come back to work at VZ. Anyone else heard this?

The VSP and enhanced severance employees in 2024 were not supposed to be re-hired

Is there any advantage to informing HR about retirement plans ahead of time? With the possibility of layoffs and severance packages at Bank, I’m unsure whether I should let HR know that I’m planning to retire in July. I would also be eligible for a half-year bonus since I have 10+ years. Could notifying HR about my retirement plans affect my chances of being included in a layoff or receiving severance?

Parkhurst Dining will permanently close its Kenosha campus operations. This closure follows the termination of its contract with Carthage College. The company will lay off 160 workers. Operations are set to cease by July 3. All affected employees have received permanent separation notices.

Kenosha, WI

https://patch.com/wisconsin/across-wi/160-workers-lose-jobs-after-dining-company-loses-carthage-college-contract

Do the math! Redundancy costs and also staff decreases are in the notices. If you average it out it’s a lot more than most people are getting. What gives? Obviously there are a few people who are getting paid out a big fat wad of cash while most of the rest are getting paid peanuts.

I’m currently pregnant and was recently laid off. I was wondering if anyone here has been in a similar situation and tried negotiating their severance package. Just trying to understand if companies are generally open to reasonable discussions, especially around healthcare coverage or severance duration.

Anyone out there RIF'd in November, but also happened to be retirement eligible? How was that handled?

Curious if anyone during any round of these layoffs did not take the severance and sign the separation agreement and if so, what happened and where do you stand now?

Mint Video: Inside Meta's Mega Cut https://www.youtube.com/watch?v=Eozugxg3DtY

Unfortunately, your role has been eliminated as part of today's reorganization.

As a regular employee, you are eligible for the following severance offer:

Severance payment of 16 weeks, plus 2 weeks for every completed year of service, minus your notice period.

We know this is especially difficult for employees whose visa and work authorization are sponsored by Meta. The alumni portal has general immigration guidance to help address immediate questions.

Your badge has been deactivated, and your access to internal Meta systems will be removed this morning. If you are already in the office, please gather any personal items at your desk and head home.

We are grateful for your contributions. Your impact at Meta has been an important part of our story.

Sincerely,
Meta leadership

• These are the key excerpts from an email that thousands of Meta employees received. The email, obtained by Business Insider, landed in inboxes at 4:00 a.m. on Wednesday as Meta began cutting nearly 8,000 jobs, roughly 10% of its workforce.

Meta described the layoffs as part of its continued effort to run the company more efficiently and said the cuts would help offset major investments, especially its AI push.

The cuts come as Meta sharply increases spending on artificial intelligence infrastructure. The company has forecast capital expenditure between $125 billion and $145 billion this year, more than double its 2025 spending.

For employees on visas, such as H-1B workers, the uncertainty is especially severe. They may have only 60 days to find a new sponsor or leave the country, even as the tech job market remains difficult.

Did anyone else affected by the Intuit layoffs who is IPI eligible get a severance letter that includes the number of weeks of severance and COBRA info, but no specific dollar amount of IPI listed? Some of my colleagues had dollar amounts included (which were of course lower amounts than they typically get), but my letter only generally referenced if you are eligible for IPI it will be paid out with your final paycheck. I think they are going to sc--w me out of my bonus?

Did uk and Australia had same package or 16 weeks was only in us ?

Meta management was so professional in reducing workforce.

Direct RIFs. No Cognizant kind of gimmicks.

Immediate termination. No KT required.

FIS management is playing games with employees.. some given severance, some transferred to Cognizant to be eventually riffed.

I don't know where to go from here.

Those of you laid off, what are you doing for Medical Insurance?

With the healthcare.gov marketplace prices having gone up significantly, as well as COBRA cost on the individual end's increasing - what are you doing for insurance / paying a month for Medical Insurance?

Lowest monthly premium on healthcare.gov is $200 or so higher than COBRA in my case, so i guess COBRA is the way to go in my case while severance is still being paid.

COBRA is tough though, if you cancel the month prior to severance ending to avoid paying for COBRA at full price and you are not in the Enrollment Period - you go without insurance for a short time until you can enroll?

What a joke the whole concept is honestly. Getting the shaft from multiple angles so wondering if anyone has thought this through.

Health share? Insurance less? Finding any job with benefits to avoid paying full premiums for medical insurance?

Let's hear your options all you titans of the Healthcare industry!!!

Severance payment of 16 weeks plus two weeks for every year of completed services, minus your notice period. Please see the cover sheet of the attached Separation Agreement for more details on this calculation.
Payment of COBRA (health insurance) premiums for you and your family (if they are dependents on your current plan) for 18 months.

OP: @ap+1ks3r72xt

Bumping this up for visibility.

I am an internal employee currently on job reassignment. I need a new position or the company will sever my employment. I demand to know when they will put back the jobs they removed.

Anyone could share reasonable requests that could ask to amend/appeal the terms of the severance? Much thanks.

Deloitte recently conducted layoffs within its audit division. These reductions affected employees, including senior managers. The layoffs occurred shortly before annual bonuses were scheduled. Affected individuals reported the process felt impersonal. One senior manager received severance and bonus payout.

https://www.goingconcern.com/layoff-watch-26-deloitte-auditors-got-bad-news-this-week/

Intuit announced plans to lay off 17% of its global workforce. Approximately 3,000 employees are impacted by this decision. The company aims to accelerate AI integration and streamline operations. Intuit is also closing key hubs in Reno, Nevada, and Woodland Hills, California. Impacted workers will receive a severance package including 16 weeks of pay.

https://www.fastcompany.com/91545602/intuit-layoffs-today-stock-down-job-cuts-citing-ai