Oracle shouldn’t get away with Nationality, Age, Race, S-x, Religion discrimination. We invite law firms to initiate a class action lawsuit, thousands of people will join. We will win billions.
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If you were expecting to receive RSU in June, July, August, or September - don't sign the separation agreement, sue Oracle.
@bz Then who let them in? The truth is the board and upper mgmt wanted cheap labor and indentured labor (cannot switch on H1B). The 100k fee will help on one hand making it difficult to hire in the US. however, it will increase offshoring in a big way because these companies and boards have already decided that X% of jobs must go to cheaper locations or be replaced by AI.
@cs lol 32 weeks peanuts 🥜 pay?
@b1 you lose your severance. In order to be able to sue you have to decline signing the documents required to get the severance pay out. So you are gambling your severance on the chance of getting more money years from now.
Take the severance and buy a few lottery tickets instead. You have a better chance with the big payout on the lottery and you will still have your severance package.
@bz to get your severance package you have to sign a document saying that you won't sue the company. I can't remember how long you have to accept the package, but it's a lot less time than it would take to get enough people to participate in a class action law suit, get it certified as one, have it go to court, only to maybe win. And even if employees win, the payout would likely be a lot less than someone's severance.
They have this down to a science.
Lawrence: "At Oracle, unlike US citizens who spent $250K or more for a college education,
H1Bs (using fake degrees) never have to worry about layoffs"
@as school is expensive I guess. no law degree. but the head is filled with grass , thats not your fault.
When Firing is Legal
An employer is generally within their rights to fire a protected individual (U.S. citizen, Green Card holder, etc.) for reasons such as:
Performance Issues: Consistent failure to meet job expectations or goals.
Misconduct: Violation of company policy, theft, harassment, or insubordination.
Economic Necessity: Genuine layoffs or "Reductions in Force" (RIF) due to budget cuts or restructuring.
Redundancy: If the role itself is no longer needed by the business
Big corporations manage their layoffs the way billionaires manage their income taxes - they know all the tricks and loopholes to stay out of trouble.
There is alot to gain, nothing to lose!
If there was money to be made the law firms would be contacting you. You act like this is the first large layoff ever. Look at the name of the web site that you are on and the number of companies represented.
Occasionally corporate lawsuits payoff. When I worked for Intel I got about $35K because Intel and about a half dozen other hi-tech companies had agreed to not hire each others employees in certain job types. I am an electrical engineer was a fairly high grade at the time. I had no idea that this had occurred and found out when the law firm contacted me to join the class action.
I wish you all of the luck in the world but your time could be better spent looking for your next job.
For someone with vesting period <10 days in june they can also file. a case. This will save them atleast 30K - 50K in stocks.
Under California law (and several other US jurisdictions), there is an implied covenant of good faith and fair dealing. This means an employer cannot fire an employee specifically to prevent them from receiving a benefit they have already "substantially earned."
The 4-7 Day Gap: Courts often view terminations that occur within days of a major vesting cliff as "bad faith" if the primary motivation was to save the company money on your equity.
Yes proceeding. but we have to show large numbers rather than one or two.
Citizenship Status Discrimination: Under the Immigration and Nationality Act (8 U.S.C. § 1324b), it is illegal for employers to favor temporary visa holders (like H-1B) over "protected individuals" (U.S. citizens, Green Card holders, asylees, and refugees) in layoff decisions.
(If you have aria and bitbucket page, you can join here)
WARN Act Violations: Law firms are currently investigating whether Oracle failed to provide the required 60-day notice for the 2026 mass layoffs. If they didn't, you may be entitled to 60 days of back pay regardless of your performance.Age or National Origin Discrimination:
(Some with April 10 as last date can join here)
If a disproportionate number of people in your age group (40+) or of your specific national origin were cut while others were kept, this forms the basis of a Title VII class action.
We have to show 30-40 people minimum. Its not just one.
@aq Start one instead of waiting everything being served to you.
I agree with Case Action.
Oracle has to show h1b vs US employee ration per division or org. Not at high level.
Oracle has to show reason for 40+ employees ratio vs young crowd.
Stock forfeiting within 3 days - 1 week gap to vest for large numbers at last minute. It could have been compensation for who were let go
Lots of pro Oracle trolls on this website trying to discourage any legal action taken against Oracle. That alone tells you there might be a case here.
This is not it
Class action lawsuits only serve to make the law firms money. You'll get a $19.95 check at the end of your 3+ year long class action lawsuit that results in "billions" being awarded.
Just because an old, Indian, transgender, Muslim employee was let go?