#voluntaryseparation

Should i tell my boss now i want go or wait to nov 20 to negotiate terms.??

I haven’t been happy here for the last few years. This isn’t the same company I joined, and I’ve got no loyalty left. If they want to pay me to leave, I’ll take it. I’m not thrilled about having to job hunt again, but I’m sure I’d be able to land somewhere better soon enough.

I took VSP last year. It was a good decision. If you are given an opportunity, do your math and it may work well for you as well. I know this is not for everyone as people are in different states of career or personal growth, but if you are thinking about it, I'd encourage you to take it.

My stress levels went down 90% and I was able to cut my expenses to the point that I am comfortable. I also found another job that does not pay as well but it covers my decreased expenses. Granted, I am close to retirement and the math just worked out.

Good luck!!!!!

EmployeesVerizon has declared a Special Enhanced Income Security Plan (EISP) for the Potomac Region.
Eligible employees may receive:
A $40,000 supplemental bonus + $10,000 termination bonus
$2,200 per year of service (up to 40 years)
Waiver of age-based pension reductions and band acceleration
The volunteer period runs through November 25, 2025, with off-payroll date December 14, 2025.

https://www.cwalocal2108.org/

I wouldn’t be eligible but my boss would be, and I’d love for him to move on. But I’m guessing there’s no way - OxyChem will probably be hiring more if anything.

Verizon plans to cut jobs as Dan pushes for a LEAN COMPANY. He said it... Employees in the Potomac region have already been offered voluntary separation packages which are listed on the local union’s website. Those interested need to apply before December 12 2025.... One of them said they were notified by email about a month ago and told to expect the package by mail... soooo the process began before Dan became CEO. If his goal for a leaner ops continues, more and more and more job cuts are expected next year.

I'm wondering if it is too late to volunteer at this point? Too late? Lists at point of no return? I know not too many here have a crystal ball..but some may.

Please…I know a lot of coworkers who would take it easily!

Verizon reported $33.8 billion in total operating revenue for the third quarter of 2025, not $34 billion in profit. Its consolidated net income (profit) for the quarter was $5.1 billion.
Verizon is currently in the process of reducing its workforce as part of a voluntary separation program and wider cost-cutting initiatives:
Job Reductions: In September 2024, Verizon announced a voluntary separation program for approximately 4,800 U.S.-based management positions as part of a cost-saving plan aiming to save up to $3 billion by 2025. Over half of these employees were expected to leave by September 2024, with the remainder departing by March 2025.
Technician Layoffs: The recent job cuts primarily targeted management positions, not specifically technicians, although overall headcount has been shrinking across the company and industry due to automation and digitization.
Financial Context: Despite strong quarterly revenue and profit, which actually increased year-over-year, the company has significant long-term debt (net unsecured debt of $112 billion as of Q3 2025) and operates in a highly competitive market. The cost-cutting measures are part of a broader strategy to manage debt, improve operational efficiency, and remain competitive.
The decision to cut jobs despite high revenue is a strategic business move aimed at long-term financial health, operational efficiency (partially through automation and AI), and managing a large debt load, rather than a reflection of immediate financial distress.
What a bunch of Dou--e Bags!!!

YouTube is undergoing a staffing shakeup as the company pivots to focus on artificial intelligence, offering its US-based employees voluntary buyout packages with severance.

The online video platform, which launched in 2005, is restructuring its products team for the first time since 2015, according to an internal memo from YouTube CEO Neal Mohan, as parent company Google‘s CEO Sundar Pichai has urged staff to embrace AI for increased productivity.

https://deadline.com/2025/10/youtube-offers-employees-voluntary-buyout-embraces-ai-1236602459/

Some of us who are close to retirement would gladly take it, and I’m sure there are others who’d be interested as well. I’ve been here long enough to see that things aren’t exactly heading in a great direction.

Employees in France will receive another Voluntary Separation Program, and Germany is likely to have this option as well. Maverick testing for CSG is nearly complete and is expected to wrap up by November or before the holiday season. The new CSG system is scheduled to go live in February.

This transition may lead to significant system instability and a surge in escalations. Concurrently, a substantial portion of the Workforce Reduction will be executed. All in all, the next three months promise to be dynamic and eventful.

Any advice on how to maximize probability of being laid off and obtaining the severance as soon as possible?

The VBO offered by BC is weak and not good enough to entice takers, beyond those already planning to retire this year.

It is messed that we hire a new executive, while at the same time asking people to voluntarily leave. Supposedly her comp and bonus exceed half a million. Do we really need this? Is our comms department such a mess we need to hire someone from the outside!?!

Don’t like where this company is going. Anyone know if you can volunteer to be fired or trade places with someone else who is?

Seems like there is still speculation around a VSP, not surprising given the age demographic of the RIFed employees (mostly under age 60?). Anyone hear anything, or is this wishful thinking?

Guys when are we getting the next voluntary separation program? I just can’t take this anymore I need to leave but not without my Abfindung. Any alternatives?

The company should offer such a program so people who are willing to leave could have the option and reduce the size of layoff.

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.

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.

If I was new to the workforce, I’d be thrilled to land a job at Humana. And justifiably so.

But I finally had enough of “member-centric,” “right care, right time, right place” and Perfect Service > Perfect Experience > Green Glove drivel. Fully supported it for years but, after hearing the same rah-rah for years, you realize none of it ever really mattered.

I’ve always believed if you don’t like something, get out. Taking ERP was a no-brainer for me. I hope those who chose to stay enjoy as many Humana memories and friends as I did through the years.

Me and a few others I know were offered voluntary exit packages. This is likely a precursor to layoffs in a few months or early 2026

What really gets me is that the entire f*g industry is in shambles. Everyone is laying off, restructuring, and slashing costs. In times like this, taking the voluntary option feels risky, and getting cut is even worse, because where are you supposed to find a new job?

I opted out of VSP. I have mixed emotions on staying.... who else is in my shoes?

Can someone explain what the heck the corporate strategy is here? There have been so many layoffs that most teams around me were barely functional to begin with. Then came surprise voluntary severance, so now all of the most knowledgeable people are leaving voluntarily and probably won’t be backfilled. Teams are literally non functional, no one knows wtf to do, and instead of spending money on what we need (competent people) leadership is wasting money on sh-t like in person SKO and a completely pointless, expensive, disruptive IT migration. If you told me leadership was trying to go for another bankruptcy I’d believe you.
Every day I just smile and nod and try to survive because we don’t have enough resources to actually do anything … meanwhile supposedly AI will come save the day!

Based on my team and what I’ve heard so far it feels like half the people I work with took the opt out. Lot of big hitters and people who have been around a while. And they’re only the ones I know about. Wondering if this is similar across the company or I’m just in a department where people can’t wait to leave.

Yesterday was the deadline to accept the separation offer. Anyone take it or know someone who did?

Be prepared.. in Q4 vsp will be announced and will be executed in Jan 2026

Can anyone give information on who decides and how it’s determined if an employee is approved for EOI?

I am a younger employee and have done well during rankings in the past. I would like to put in for EOI but I am nervous that if I am not approved it could affect future opportunities if stay longer than planned. I know the “rules” say that it will not be held against you but I know that there is no guarantee.

curious if the decision was super easy for some, as I know it has been a bit harder for others.

RTO is definitely one of them, make no mistake about that. It’s always been the primary goal of RTO wherever it’s rolled out. The least they could do is be transparent and communicate clearly about all the plans, whether it’s voluntary severance or RTO, so people can make at least a somewhat informed decision. But knowing leadership, that’s probably too much to expect. They’d rather keep us in the fog of war.

The mutual insurer expects layoffs to occur only in "limited scenarios based on business area needs." Morss-Fischer stated, “These changes are part of our continued efforts to shape a stronger, more flexible organization for the future,” in comments provided to AM Best.

https://www.insurancebusinessmag.com/us/news/breaking-news/state-farm-rolls-out-voluntary-exit-option-says-layoffs-in-limited-scenarios-548641.aspx

It seems that they will be covering our healthcare costs (by paying the difference on COBRA) starting from the severance package in September. Does anyone know if we will receive the same healthcare support if we get laid off in November? From what I've heard, they typically cover it for about a month or two after being laid off.

Also, why wouldn't they promote the subsidized COBRA plan to encourage people to consider this option if the November severance package is less favorable?

I am getting some unclear information on whether one can get unemployment if taking this severance. A lot of policies for unemployment state that if one voluntarily leaves, they may be ineligible for unemployment.

I only see the severance package being offered to VPs and below. Is there any sort of similar options for SVPs and above? Or would they have to leave without a package if the RTO doesn't work for them? Just curious.

Heads are on the line if departments do not meet their "volunteering" hours. Every other day senior leadership in my department is sending emails telling us of opportunities to "volunteer" to meet our quota. On every video conference call it is the lead in and closing point. I wonder who would lose their job if that line of business wouldn't meet the goal? Imagine being laid off because you didn't "volunteer" enough.

If you want to get rid of people hiking calling it voluntary severance - look at cutting unnecessary expenses. Starting with the high profile celebrity advertising and then the high end large six figure executive salaries. Both those classes of folks have enough money and that needs to be dropped off the books - immediately