#termination

A friend in GD was fired today for not going into the office. No severance package, realy firing. Has this happened in any other group? Was this just GD or did it occur in other BUs/CFs?

Was informed that another e-mail will be sent to sign it thru docusign today ( Termination Date ) and I still have not gotten it. Checked the Junk e-mail also and it is not there too.
Cannot call HR as it is past 5:00 PM .
Got the previous e-mail at 6:19 AM on Thu 05/21 to review the docs
Has any one got it ? Is every one just like me

Got termed despite 3+ years of good performance, two promotions over the years.  In an effort to "be transparent" I openly shared my concerns with the strategic direction of the company and decision making by senior leadership.  Yes I also shared that i was looking for new employment as many of you are I am sure with Blackbaud's tanking stock price. My termination was how they responded.

If any lesson is learned from this it's "DON'T be transparent" because this is where it gets you. And also, BB has eyes and are actively searching for people expressing any sort of dissatisfaction with Blackbaud. I will hopefully have a new job lined up soon but wanted to share this information as they offered a pitiful "two weeks" severance in lieu of my silence.  
But don't worry AI will fix everything. Company is a sinking ship and would advise folks to get out while they can.

By 'final paycheck', I mean the check that comes a few weeks after your termination date and includes reimbursement for accrued unused vacation time (or, in the case of over 65s, all unused vacation days til the end of the year). Were any medical or 401k deductions taken out of the vacation pay?

Any rumors? Hearing Compliance will be impacted.

No more layoff warning ahead !!!

Another shitTel id--t CEO after another one

Serious threats to fire anyone for chip bugs from a guy that never know how do design a CPU.

One the famous news

https://www.tomshardware.com/pc-components/cpus/intel-ceo-lip-bu-tan-stamps-out-chip-bugs-with-aggressive-new-quality-standards-says-major-validation-errors-can-result-in-termination-b0-you-keep-your-job-anything-above-that-you-are-fired

While Microsoft offers 4 millions dollars to find bugs for its ai & cloud bug bounties

https://www.zdnet.com/article/microsoft-offers-4-million-in-ai-and-cloud-bug-bounties-how-to-qualify/

Just wondering: I remember an old coworker asking and I don't recall the answer. Do we get our 5 weeks vacation in the 2nd year of our 104 weeks termination pay? I cannot find the answer in our Leg T CWA contract. Also, I wonder if I can call in sick in the 103rd week of payout and then go on paid disability for 6 months. Would I need to file FMLA? Am I entitled to any more entitlements?

It's so easy to stay on the payroll doing the very minimum work just to not get fired while taking as many paid days off for all the many reasons we can easily get away with. See, the difference between many of us and the bootlickers is that we just don't give a fck. We know we can't be fired and some day we'll be surplussed and when that happens, which it inevitably will, well celebrate and move on with our nice termination pay, which is much better than the bootlickers get. lol

Has anyone ever seen/have had experience with termination due to performance outside the annual PA process, i.e. not talking about safety or ethics violations kind of events

I have heard from other co-workers that there will be more layoffs next month in June to close out the first half of the year. When I pressed them further they failed to elaborate. I am a care coordinator and my state is Kentucky. We do Medicaid and I do know that is under pressure but my thought is any layoffs would happen early next year in 2027. Maybe the company is getting a head start and going to lay us off early and have a termination date near the end of 2026.

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

Lead Software Engineer
LOB: Technology

Under terms FIS is going to pay markup on existing salaries to Cognizant. The usual contract is for 6 months and 30 to 50% markup.

Around X-Mas time, 6 months contract time will be coming to an end. FIS will say bye bye to all of you.
Cognizant salaries are peanuts. The pay Senior Database Architect 120K max. In short, you will not find new project in Cognizant.
During 2026 holidays, Cognizant manager will send you a sweetly worded letter, telling you that your job is being shelved.

Thats why wishing you.. Merry X-mas.

I mean sure, surface level they su-k. They load you up with impossible metrics to meet, MORE work, and basically make your job impossible. Most half smart people know it's a way for HR to get rid of you... without firing you.

BUT, a PIP is typically at minimum 3 months and sometimes even 6 months. That's 3-6 months of PAYCHECKS, Insurance, etc... Take advantage of that and spend 95% of your time looking for and applying to new jobs on dells dime. The thing with PIP's is that they can be extended so long as their is progress being made. So the key is to work and at least TRY to improve but, don't put too much effort into it also.

A PIP is a fantastic package tbh. Far better than what you'd get if you were laid off. Also, if you do find a new job within the PIP time period, you can quit dell and that PIP doesn't get recorded by HR. It basically never existed. PIP's are recorded ONLY if you pass it, or fail it and are then terminated.
Source: Have been PIP'd before.

OP: @gv+1ks2vwndd

This deserved its own thread.

According to all the wise writers here, who say the company will never pay out the up to two years termination pay to union workers, I don't ever have to worry about being laid off like non-union employees have to worry about every day. This is just another reason it's better to be union than not. BTW if I am laid off, I get 2 years pay while my manager only gets up to 6 months pay.

8 years ago I realized terminations were not going to end any time soon. I began putting my financial house in order and expanding my skills. I wanted to ensure I would be able to support my family if I could no longer find employment in the technology sector. I've interviewed for positions I was very over qualified for and did not like what I was seeing. Everyone wants to pay near minimum wages regardless of skillsets and experience. Today I am far less concerned about being let go than I was back then. Anyone else made realistic preparations for their untimely exit?

I wonder if people that post are misusing “layoff” and “termination” because the way people are writing, it sounds like we are back two years ago, where everybody was getting laid off and expecting huge severance packages, which I don’t think is the case anymore. I think layoffs with big severance packages are things in the past… But I could be wrong.

I was one of the unlucky/lucky ones that got laid off in March with a Termination date of June 30th. Does anyone have any idea how many employees were laid off in that last round of RIFs in March?

Anybody notice an increase in compliance related terminations. I have seen both announcements on bulletin boards about disciplinary action. The company is taken against people for various things recently as well as hearing about individuals who have been terminated. Do we think this is an increase?

Rule #1 "Walmart employs staff on an "at-will" basis. This means that, legally, both you and the company can terminate the employment relationship at any time, with or without cause, and without advance notice." So here's the policy for a associates and this should be on the cover of the associate benefits book for all new hires, not page one, not in the back of the book, not in the fine print, but on the Cover. Everything else in that book is void see rule #1. The associate benefits if packed full of rules and policies but since rule was is always in affect, the rest of that book is more of religion Walmart wants followed and regardless if it is or isn't, see rule #1. They can claim rule #1 is only in rare cases, yet when anyone questions the actual reasons for their terminations, see rule #1. Performance above everyone else's and terminated? See rule #1. You spoke your mind because they said be honest and they wanted true feedback and was terminated? See rule #1. Followed procedure and reported harassment or unfair treatment but was terminated? See rule #1. The point is, the whole employment with Walmart is an absolute ridiculous joke.

Tomorrow is the "Cisco for me" day, as a red badge so far have not received any termination notice, how is every red badge doing today, wish everyone the best!

“All managers are mandated to be in the office logged into the LAN 11 hours per day or they will be terminated.”

We can’t make this place rules up!

Dan has been give 20-30% reduction in costs now. There will be massive cuts for 3P and employees. Expect layoff, expect old investigations opened up, and expect minor issues to result in termination. The teams that will be hit are EDAO, P&C IT, Corp and Bank. No one is safe but those are the target areas

Is there a way to tell if someone got fired on the term report?

For those that have left and received their termination packages, how long is the company offering health, dental, and life insurance benefits?

A Reddit post in r/bell claims that Bell has been firing employees “with cause” for not returning to the office three days a week, allegedly with no severance and no prior warning.

One commenter, who says they were terminated, argues that this is unfair because they were working from their designated office two days a week plus another Bell office on a third day most weeks. They also claim they worked more than the standard 37.5 hours per week and had strong performance reviews.

Their main argument is that, while companies can set return-to-office rules, terminating someone “with cause” should normally require progressive discipline first, such as a verbal warning, written warning, suspension, and then termination, unless the behavior qualifies as severe misconduct. They argue that simply not being in the designated office three days a week, or “coffee badging,” should not automatically count as severe misconduct unless the employee is also failing to work their required hours, which could be considered time theft.

Overall, the discussion is about whether companies are using RTO enforcement as a way to terminate employees without severance, and whether missing office-day requirements should legally or ethically justify a “for cause” dismissal.

Recently a number of colleagues received performance letters that clearly state they need to be 100% for Q2 or they could be subject to termination based on their performance.

Do you think this is a way for MO to downsize the company without having to pay a severance? I don’t buy for one second that he wants to add more sales representatives. We have downsized starting all the way at the top (I.e ZVP’s/Sr. Dir) but the layoffs never really hit sales.

As a rep, it will be open territory season soon. Get your popcorn ready! I feel bad for my manager. I doubt they will backfill the positions. Managers/directors will get stuck with the quota with little to no production coming out of the territory. I am sure they will be pi---d considering they are paid based on percentage of plan.

What happens to any supplemental pension or supplemental 401K savings if you are forced out at 52 and would have been NRE before (I know that is now removed). Would the company really just keep it and say tough luck?

After termination, how long does it usually take to receive communications about the pension and RRSP plans? I’ve been waiting for about 3 weeks now and wanted to follow up.

Employment is an at-will state (except for Montana).

The Employer or Employee can terminate Employment at any time.

When One gets laid off or fired, they receive their PTO… Is this PTO taxed just like regular income or do they apply a special kind of tax, such as like they do with bonuses… Or, better yet, do they apply no tax?

At least four IT Infrastructure peeps were terminated without severance pay this week following an “investigation” for “policy violations”. Witch hunt in progress. Don’t give them any excuses.

Are you aware of this?

Pleasanton City Council recently reviewed the city's financial health. Financial advisors warned of a potential downward shift in conditions. The council halted a plan to eliminate 16 city positions. Officials also voted to terminate City Manager Johnny Huizar. The council will now seek a new city manager and review Huizar's contract.

Pleasanton, TX

https://www.pleasantonexpress.com/news/pleasanton-council-halts-16-layoffs-terminates-city-manager/article_60d8a353-e73a-41b2-b58a-10a97d3791fd.html

Two New Jersey companies filed WARN notices in April. These notices indicate upcoming layoffs for 263 employees. AT&T will reduce its Bedminster workforce by 87 staff members. Alan Ritchey, Inc. is terminating 176 employees in Lopatcong Township. The logistics company's contract with the USPS was not renewed.

New Jersey

https://www.nj.com/warren/2026/04/nj-layoffs-to-affect-263-workers-at-att-alan-ritchey.html

PHK stands for Pemutusan Hubungan Kerja, which means termination of employment or layoff in Indonesia. It signifies the official end of a working relationship between an employer and an employee, often due to company cost-cutting, restructuring, or closures, particularly in sectors like manufacturing and tech.

Anybody know the official termination date they’re giving? Couple months?