#severance

RE

I will say that the layoffs on 9/30 are "convenient" from the employer cost perspective. Yet, so were the earlier ones throughout the year. It is hard however to stomach losing bonus and 401k match so late in year. Would be better to just get displaced on Jan 1 - where the emp is not giving up anything.

IMHO, it seems that WF is getting rid of the "undesirables" as well as the ones who don't fit the new location mode. Its all over the board. Yet, we, the displaced pay the price.

The only benefit is, we are gone from the toxicity of the environment, we are gone from the daily worry "am I next...!" thoughts. Is there something better? Time will tell. Will I miss my coworkers? YES. That is an unequivocable answer. YES.

The Wells Fargo today is not the one I started working for years ago. It is completely different. Cutthroat. Conniving. Political BS. Pitting co-workers against each other at review time. Yep. Totally different. I think there must be something better out there. Better for the career, better for the soul, better for learning. Just......better.

Thats my .02 for the day.....working through the grief process and separation process and everything that entails.

Its real.

According to Moneycontrol, TCS is offering one of the most generous severance packages seen in the Indian IT sector. Employees will first receive three months of notice period pay, after which severance payouts will range from six months to two years of salary, depending on the length of service. Long-serving staff with 10-15 years of experience may receive packages worth up to 1.5 years of pay. Those eligible for early retirement will also be given all retirement benefits, including insurance, in addition to severance.

Employees who have been on the “bench” — without projects — for more than eight months are also impacted. Their exit packages will be smaller, typically limited to the three months’ notice pay. TCS said it will provide career transition assistance, including covering outplacement agency fees for at least three months for junior associates.

The restructuring follows earlier reports that TCS planned to cut about 2 percent of its workforce, or over 12,000 jobs. The IT employees’ union NITES has accused the company of forcing around 2,500 employees in Pune to resign, a claim TCS has strongly denied. The company maintains that only a limited number of staff have been affected and that the initiative is aimed at “realigning skills” in line with future requirements.

This wave of layoffs highlights the pressure facing traditional IT firms as automation and AI adoption accelerate. Clients are increasingly demanding advanced digital solutions and expect their outsourcing partners to deliver with smaller, more specialized teams. TCS, which employs more than 600,000 people worldwide, is now reshaping its workforce to focus on areas such as AI infrastructure, automation, and advanced analytics, while winding down legacy roles.

i noticed somehow they rigged it so you can't print out the legal document or forward the email. Nice. I would love to know how they set that up. So if one wants to have a lawyer
look at it (probably futile). its Shakey, this packet has changes from the original one. they must be making it up as they go.

sigh.
You guys being here really does help. thank you

So it seems that the majority of folks are planning to fake mobility to see what they are offered, even if they have no intent to move. Is this the play? If I declare immediately I am not mobile, and seek immediate severance, will I be severed sooner than if I wait to see? I can't wait to GTFO.

Wonder if severance packages will have considerations against "total compensation". Thats what we've been told for years as why we are paid less overall. Wonder if there is some legal angle that leverages this.

Saw a guy on LinkedIn who says he got “laid off” with only a transitional offer through January 2026.

How does one know if their offer from HPE was “transitional”? Does it explicitly state as such? My and my colleagues offers were silent on the matter however the titles and bonus were disappointingly low. :(

I commonly hear about people getting a voluntary severance package as opposed to laying people off. What incentives does that package include to get people to leave? Also what criteria do they use for offering one to employees. I’ve been here for nearly two decades and never received one.

I’m sure everyone has seen the flow chart, no by the end of Oct and you get severance. Yes…if you don’t make the get, you get severed and get the same severance. Get offered a position and decline, you get severed and get the same severance. So it appears there is no down side to saying yes to the relocation and the rejecting the position offer if you really don’t want to relocate. It doesn’t make sense….so here’s my thesis.

Summary - to prevent lawsuits, individual and class action, for forced work place move.

If you say yes to relocation, they will have data that you were fine with relocation (in a class action they’d have all the names because the survey isn’t anonymous). Then when you’re offered a position and you turn it down, you’re doing so for the position not the relocation reasoning, that’s how it would be documented in the official files. But we know the real reason people are going to say yes is to buy time…
This is all about changing the terms of your employment contract. Yes your contract has some verbiage about the company operated across Canada and can relocated you for business purposes. This is too vague and what the company is doing is constructive dismissal which has legal severance limit of 24 months of pay.
It’s easy to get a full description of this and how it works as well as cases with ruling in AB and Canada. Get Google Gemini, put it in deep research mode, prompt it to provide the employee rights when it comes to forced office relocation, and about 15 minutes later there is a very extensive report with cited examples that states it all.

This was the most interesting part in the report out I received.

VI. Corporate Risk Mitigation and Strategic Recommendations
6.1. Best Practices in Drafting and Implementation of Relocation Policies
To minimize exposure to constructive dismissal claims, employers must ensure employment documentation clearly addresses the geographic parameters of the role.
Clarity in Mobility Clauses: All employment contracts, particularly for new hires, must include an unambiguous, expressly written mobility clause. This clause must detail the specific geographic scope within which the employer retains the right to transfer the employee (e.g., "within the current city limits," "within a 30 km radius of the headquarters," or "any company site in North America"). Vague references to "transfers" are insufficient.
Retention of Recall Rights (Post-Pandemic Arrangements): For any existing remote or hybrid arrangement formalized during or after the pandemic, the employer must issue explicit, written addenda clarifying that the arrangement is temporary, revocable, and that the company explicitly retains the unilateral right to mandate a return to the physical office. This documentation is necessary to prevent the remote work arrangement from becoming an "integral term" of the contract through custom and practice, as occurred in the Nickles and Byrd decisions.
6.2. Strategic Use of Notice Periods for Contractual Change
When a necessary relocation is not explicitly permitted by contract, imposing the change unilaterally creates immediate liability. To execute a required change while mitigating CD risk, the employer must offer the employee the change with a period of advance notice equivalent to the common law reasonable notice (severance) the employee would receive upon termination.
If the employee accepts the relocation after the notice period expires, the new terms are formalized. If the employee rejects the relocation change at the end of the notice period, they are deemed terminated, but the employer has fulfilled its notice obligations by providing the time period required by common law. This strategy converts a high-risk unilateral breach into a controlled, noticed termination event.

Boulder County, is eliminating 90 positions due to a budget deficit, including laying off 31 employees and cutting roughly 60 vacant jobs. The county is also offering a voluntary severance package through December 1.

Additional workforce reductions are expected at the Boulder County Housing Authority and Boulder County Public Health, though exact numbers have not been finalized. County officials said these changes are part of a broader plan to close a structural budget gap, with projections showing spending will outpace revenue without cuts of $30 million to $40 million over the next three years.

The 2026 proposed budget includes a $13.2 million general fund cut, affecting staffing and $4 million in operating expenses. While hiring freezes are in place, the county will maintain commitments to staff the jail’s new alternative sentencing facility and expansion.

Officials cited inflation, uncertain state and federal funding, and volatility in property and sales tax revenues as key pressures. Department heads were instructed to prioritize equity and the county’s strategic goals when determining positions to cut.

Each labor contract calls it something different but the voluntary whichever termination package has to be approved by the union and although most members want it, the union won't agree to it because they don't want their revenue stream to go down. That's it! That's what it's all about! Money! The union wants union dues - MONEY! Just like you, me, politicians, the evil empire of the company and everyone else. It's all about money. If anyone tries to tell you anything different, they're full of $chitt.

I was literally just laid off for AI. I rewrite and audit extensively documents on process and procedures and directions.

They said what I do in about a month can be done in less than 5 mins with AI at a fraction of the cost.
I then told them they will have another BP Disaster without a Human making comments and common sense oversight. They said this would be no different than a human making a mistake and HR sees this as a positive to meet the bonuses promised to others. Been with them 10 years!!!!
All I get is half a week per year with pay the company if I don't sign the exit package or one week of pay per year if I sign but I can't claim unemployment... HELP!!!

With the current state of things, how successful have people been in asking for WFR and getting it?

If you opted in to the severance package -
Have you been given an official last day?

there’s been radio silence.

Clowns. Direction lost. more layoffs. poison culture. the yearly survey that doesn't mean a thing.

I was laid off unexpecting Oct 3, nice end of day email from director saying be in a quite place - business. After working the previous night until 2 AM on another engineer firewall work. Just to join a teams call at 930 with HR. After 20 + years just to tell me position eliminated. I would be paid until end of Oct and get a severance and cobra pay. Total Shock, fear and stress set in quickly that morning. To find out my team but 3 people were laid off with no notice. We were busy so very surprising.

After a few days I found it a blessing. A company that strides to do more with less. Pile up the workload, work days nights, early morning and global on-call. Assign you other engineer jobs with no pay, no training. The only thing I wish I did different take FTO more often then I did, but I cared about the customers the clients and wanted to help with projects. Everything TU doesn't stand for today.

I was lucky enough to find a new job with energy company two months after my layoff. Only because I was looking for a new job due to burnout. Lucky enough I got to bank my entire severance and cobra pay - 33 weeks plus that low annual bonus in 2024.

Found out I was under paid, TU with those 2% annual raises if you were lucky. Some of you don't get anything.

Two months, found a better job better salary, no after hour changes, no on-call, got a 15% bonus this year. Was always use to 3% at TU and thought that was good. Got a 5%

Opened a new Roth IRA, High Yield savings, paid off debt and bought into a DVC with that total severance package.

So for those who been with the company and are over 40, you will get extra pay for age discrimination.

What do Severance packages look like for HCSC employees?

What goes up in will come down, praying for a hard sell off you disgusting horrible person — how do you sleep at night knowing families are being uprooted, thrown into financial chaos, denied severance relief and more for the sake of greed. At the end of day you are nothing more than a hardcore scammer.

There is a rumor floating around from multiple sources that the bank is looking to cap severance at couple of weeks. Has anybody heard anything about this?

Those of us who were put on PIPs for no reason didn’t even get that.

wow, after a long and fruitful career at Wells Fargo, just got told, "thanks but not thanks!"
Can you believe it? In an major market but guess what, I don't think they liked me much. Perhaps I had a strange accent on calls. Perhaps I was too professional with my background and achievements! Perhaps I was disabled! Who knows! At the end of the day, I was told, "you are no longer needed". But I have to say, they are hiring new personnel at much higher rates than me! So how does that work? I say this, you'd better kowtow and bend the knee for those above you. They know all. Even if their certifications are old and yours are better! Wells Fargo seemingly wants to do whatever they want to do. Employment laws? LOLOLOLOL

I know the FAQ says 3 weeks after signing the separation agreement. But as we have seen here some people got their laptop return box before "3 weeks" as well, some even before the separation date. O is being somewhat opaque about all this (big surprise). Just curious if anyone already got their cash yet.

For those impacted by the wfr and are on a h1b visa, what are the options? Is Juniper going to maintain the status during the severance period?

Posting this for the inevitable questions over the coming months, or more likely next year when fears of being PIPd come up. These are the groups and the percentages for each group. Reminder: if you are in Group 4 or 5 you will not be eligible for severance. I expect very few who are let go receiving severance next year when there will be 25% of the population to choose from who would not be eligible.

Group 1 - 10% - Significantly Exceeded Expectation
Group 2 - 15% - Exceeded Expectations
Group 3 - 15% - Achieved Expectations
Group 4 - 15% - Achieved Some Expectations
Group 5 - 10% - Did Not Meet Expectations

I know alot of the items on this site give insight to what may or may not be occurring but I was recently let go and was here 27 years. I was pretty sure our department was going to have cuts so I was not shocked when I got the meeting from my manager for a random 1 on 1. What I was shocked about was that my severance which I was forecasting to be roughly a years check be dwindled down to 12 weeks due to me missing training by 2 days last year and RTO because I wasnt in office or on network long enough. I argued that this isnt fair and I was told the policies are in place for a reason so management is definitely targeting high severance people and doing what they can to make sure they don't get it. My case is not a one off either I've seen many others have the same issues here. I was in Westboro and all our jobs are gone to florida soon. Just please heed my warning and have common sense that this place doesnt want to pay a year upfront to anyone and will dig and find any reason not too. Im lucky im able to retire in a year so im not concerned about this too much, I just find It very sad this is how they treated me after so long.

The way Citi is handling layoffs is beyond disrespectful. Getting a random unexpected call saying your position is eliminated, with no clarity on severance, is barbaric. The uncertainty is hanging over those still working, waiting for their turn. It's clear to everyone, yet management acts oblivious.
I've been through layoffs before, and there's a right way to do it—team meetings, advance notice, incentives to stay and help with the transition. Citi has the resources but chooses greed instead.
They don't seem to realize this will backfire.
If they don't start treating people like human beings, they'll regret it. I'm ready to speak up and go to the media if needed. I've got nothing to lose by standing up for what's right.

Severance packages for laid off retail staff include lump sum hours of pay that vary by role, plus a health premium payment equal to three months of coverage. Some state specific vacation payouts apply, and employees have a set window to sign release agreements to receive severance.

I've seen some folks reporting 3 weeks per year of tenure and for short-term employees numbers seems to be smaller. I also see that some are reporting that lawyers are advising them to sign. Just curious if we can consolidate what we know about severance for this round of cuts so we can have it here archived for future layoff rounds (I wish I asked this last time too)...

Management is pressuring to stop severence now only in rare cases. With the revised year end process, management is making it all about performance. If you are deemed partial or not meeting in any sense, you are subject to dismissal with no severence. It can be for anything. If a project fails and wasnt your fault, too bad. Guilty by association. Yes, they CAN get away with this. Goal is 20% reductions with no severence.
Something bigger is definitely afoot.

Part of the 9/3 layoff. I signed severance document on the 4th. Anyone know when we can expect payout?

Forced to give me 90 days warn
I got job starting week after warn ended
You built policy saying no 401K match or bonus due to effective dates. Lol
Now you get to eat my 30 weeks of severance

Your dirty policies failed. Nice try no cigar.

I saw a coworker’s post who took the severance last year and guy’s on a beach somewhere, looks healthy and happy for the first time in ages. It definitely made me stop scrolling for a second and wonder what I’m still doing here.

When organizations face the difficult decision of reducing headcount, it’s important to balance business needs with employee well-being. Instead of removing people randomly, one approach could be to create a “wishlist” where employees can voluntarily express interest in leaving.

This method allows:
• Employees who are ready for their next chapter to exit with dignity.
• Critical roles and talent to be retained for business continuity.
• The process to feel more transparent and humane, reducing uncertainty and anxiety.

Such an approach acknowledges that some coworkers may already be considering new opportunities, while others are deeply committed to staying. By aligning both organizational and individual needs, CDW can manage necessary changes with empathy and fairness.

Well after 13.5 years of loyal service including 2 moves halfway across the United States I was unlucky this time and got left standing. I remember when I got hired I was told during on boarding that I had essentially won the lottery and that I can work 30 years and retire a millionaire. Well I've been through 4 re-orgs across 3 business units. But hey I still have a chance to land a lesser paying role during the quick PDC. I've devoted almost 25 years of my life to the oil industry and now I'm left scratching my head wondering what I'm going to do. Do I switch industries and hope that I can find a comparable paying job or do I uproot my family once again chasing the dream to remain in the industry that has blessed me beyond my wildest dreams? I have years of knowledge but can't hang a college diploma up in my office. It's sad because I feel that the company that I dreamed of working for not value on the job knowledge the way they value a college diploma. I feel like this company is turning in to a popularity contest and upper management not wanting to be challenged with new ideas or ways of doing things they seem to want yes men/women.

To those affected by the last round of layoffs, Kroger is planned to offer severance.

Personally I was in KTD but they are offering 1 month per yr and x percent on your bonus plus any remaining time off.

I expect to receive the documents soon so I don't know how this effects unemployment claims. Please check your state and read before you sign anything or get a lawyer first.

26 weeks of part pay is a plus but it may be less than your severance so you may need to pick.

Be advised they are not withholding taxes on your severance so account for that yourself or your lawyer (preferred).

They're basically giving it to us so we don't sue them down the line, right? So is there a way to negotiate the number or any benefits that might come with it? I'm sorry if this sounds like a stupid question, but this is the first time I'm facing layoffs and I'm just curious.

Anyone else not get their severance payment on time? I signed the final paperwork on September 4 and was expecting final payment on September 22. No payment received.