Its been over a week, and I am no where near making a decision. Over 15 years at this company...kids, mortgage...this is horrifying... If we sign - and then get cut - at least we get something - but if dont sign - and they decide to cut us - we got nothing? is that right?
20 replies (most recent on top)
@bg I read somewhere you still pay the same portion your already paying.
@bk What does that mean ? Read between the lines ?
Here is an example of someone who “didn’t sign”.
From a LinkedIn post:
Take the severance.
Take the buyout.
Take the "early exit" package.
Take the separation package.
Take the termination package.
When your employer starts offering them, pay attention.
Because these programs are rarely about generosity.
They're usually the corporate version of smoke in the kitchen.
A re-org is coming.
A sale is coming.
An acquisition is coming.
Layoffs are coming.
Or somebody in a conference room has decided payroll needs to lose a little weight.
Earlier this year, I had a client turn down an early retirement package because he loved his job and thought the company loved him back.
"There's no way they're going to let me go."
They did.
Four months later.
The package he turned down included
1 full year of severance
6 months of COBRA
50% of his expected annual bonus
What did he get when the layoff finally came?
6 weeks of pay.
No bonus.
No extra health coverage.
That's a brutal difference.
I know people don't want to believe the company they've given years to might be setting the stage to cut them loose.
But loyalty does not protect you. Ever.
If a company starts offering buyouts, early retirement packages, or voluntary separation deals, do not just focus on whether you want to leave.
Ask yourself why they want people to leave now.
Because not taking the offer can be like assuming the gift horse isn't about to turn around and kick you square in the a-s.
@b7 read between the lines. 😉
@b7 I have looked at then handbook and there is NO severance pay it’s something decided on by company.
I don’t even see it as extra severance to sign now versus being let go - you’re going to be taxed at the higher rate for that one time pay out aka income.
@b7 the packages are all over the places with no full disclosure on how much your cobra is after they pay three or six months .
@OP no if you don’t sign and still get cut you are still eligible for severance based on your time. It might not be as high as the vsp with extra benefits
There no laws stating that they even have to offer severance at all....much like they are not required to offer bonus' etc. Everyone here no matter which option they choose is taking a risk.
@b7 that's the issue for me, what is the non VSP severance in writing? An associate contacted HR who said there is no severance policy for non-VPs. I do not believe associates who were laid off Feb 2025 received a generous severance.
To quote a finance guy: "Here is my experience with voluntary severance. Finance will set a target for headcount reductions. If they don't meet the target with voluntary separations, they do involuntary with much smaller severance. But they will meet their workforce reduction targets. This is based on my many years in corporate."
I don't want to be the boy who cried wolf but I don't want to pretend my head could be on the proverbial chopping block.
It's not JUST the extra month - at least not for me. It's an extra (5) weeks of pay, pro-rated bonus for 2027, and 8 months of subsidized COBRA. I'm trying to find the policy for basic involuntary/RIF severance but can only find the policies for Executives...
@ag Disagree. The difference is greater than 1 month or 4 weeks. Recent layoffs people only got one week per year and no bonus. Which makes it a harder decision for many people.
@a6 this part right here in the article already wasn't followed:
Properly identify the “decisional unit,” which is that portion of the employer’s organizational structure from which the recipient employee (and other employees) is chosen to be offered consideration in exchange for a waiver; the exact contours of the relevant “decisional units” will depend upon the facts and circumstances of the specific program
Allow at least 45 days to consider the offer and a seven-day revocation period after execution of the release and waiver agreement
They're giving us two weeks and no revocation period - after July 2nd if you took the VSP, you can't take it back.
I think the VSP decision is easier than people make it out to be.
If you were already planning to leave in the next year, getting an extra month of severance might be enough to make you pull the trigger now, perhaps a little before you were planning.
If you weren't planning to quit, then one month of additional severance isn't enough to make taking VSP a good decision. VSP pays you one month's salary to guarantee you lose your job. Not taking VSP means you forego one month's salary and have something like an 80 - 100% chance to keep your job.
Yes, it's anxiety inducing, but if you weren't already planning to quit, then just ride it out.
Where is the HR policy that outlines severance? Are we all hoping for the best or assuming? I've seen the VP and above policy only.
Don't try to play the hero or stand on principle. It could get you evicted from your home.
Cut your losses, sign, and focus on yourself, your family, and acquiring your next job. Don't give them more of your thoughts and emotional energy.
Think of it like a breakup or divorce where the other side ends it. It's done. Move forward.
https://www.morganlewis.com/pubs/2026/02/rethinking-workforce-reductions-considering-voluntary-separation-programs
It doesnt matter if you take it or not. Can still be laid off
@a3 There is no guarntees, they will need to give you anything if you don't accept it.
@OP you get your severance from your years of employment and some cobra insurance for 2-3 months (could be wrong on the legnth). what yorr missing from the package is the extra month they give you of severance and cobra insurance would be paid by the company for the length of your severance.