#legalhelp

Opening a thread to provide insights to those who have been impacted by the latest RIF at CDW. By now, we should have received our severance packages and the clock has begun for the review. Very clearly in the documentation, it states "you have been advised in writing to seek legal counsel concerning the terms of this General Release before signing it and have had ample time to do so...".

Has anyone been able to seek legal counsel? What is the general feedback from counsel on the General Release and any other terms of the separation?

Thinking about retaining an employment attorney to look over my layoff paperwork and see if there is any room to negotiate a better severance package.

If you've used a lawyer for this, how did it go? Did the company offer more, or did you end up paying legal fees out of pocket for no change? Any advice or experiences would be highly appreciated.

Please contact following if RIFed or transferred to Cognizant

https://straussborrelli.com/2025/07/15/fis-global-warn-act-investigation/

Does anyone know of a ki-ler lawyer in austin, tx area to take on age targeted LR cases in latest layoffs?

Hershey has reportedly reduced its workforce for a second time in April 2026. The exact number of affected jobs remains unclear. Impacted non-unionized staff in Canada are seeking legal advice regarding their rights. Severance pay for these employees is determined by common law, not just internal policy. Workers are advised not to sign any severance offers immediately and to seek legal counsel.

https://stlawyers.ca/blog-news/hershey-layoffs-severance-pay/

Has anyone experienced harassment or different treatment for being g-y, or for being assumed to be g-y?

I’m not out at work, and I’m not completely sure what is going on, but several strange and concerning things have happened that make me feel like I may be getting pushed out. My performance has been consistently strong, but people have suggested I'm on the verge of being let go.

At this point, I do not feel comfortable trusting my management chain, and I think HR might have been involved as well. I’m trying to understand the safest way to protect myself and get help without making the situation worse.

For anyone who has dealt with something similar, did you document quietly and then get pushed out quietly, use an ethics/speak-up channel, or find a trusted senior leader outside your chain of command? Lawyers have told me to stay quiet until something happens on a more concrete level, but I love what I do and don't want to be quietly pushed out only to have to be given the choice between a package and legal action.

Title

Don't just sign up for the volunteer irif, speak to a laywer first. There are plenty of lawyers that offer free advice, even online.

If you sign up for something like this, you could miss out on benefits you would normally receive if you were irif'd involuntarily, including unemployment.

Xerox, or any business, is never looking out for you. Assume this smells just like anything else they do.

Can anyone share a practical checklist for right after getting cut? What documents do you need? What should you sign or not sign? I want to be prepared.

My position was eliminated and I received the severance summary form. Am I understanding correctly that the severance offer "package" arrives on my last day and has to be signed by 5pm?

If so, how are we supposed to have time for an attorney to look it over? I feel stupid asking these questions, I've just never been laid off before.

Thanks in advance.

OWBPA requirements (EEOC):
https://www.eeoc.gov/laws/guidance/age-discrimination-older-workers-benefit-protection-act

OWBPA explanation (U.S. Department of Labor):
https://www.dol.gov/agencies/oasam/centers-offices/human-resources-center/owbpa-guide

I don't remember getting any of this sort of information when I was laid off a few years ago. Anyone else?

Just curious if anyone is actually considering legal action against this company

To those impacted, by accepting the severance, you are not able to take legal action against Verizon. If you have something that you’ve been afraid to speak up on that has legal ramifications, consult with an attorney before accepting the severance.

It’s not fair to say all of Verizon is shady. There are shady leaders. Some who continuously get away with things even after valid reports to HR.

Watch this clip. Around the 12 minute mark, they start talking about severance. Really useful info
https://youtu.be/qb6cmCqt-T0?si=w3kf34ySQephSN1y

Also - check out this severance calculator to see if you are owed additional severance. Probably not entirely accurate but it'll give you a general idea.
https://www.severancepaycalculator.com/
It's supplied by Simfuru|Tumarkin. Those lawyers who are on the employment law show on Global every Saturday morning.
Lawyer up. I've got calls in with numerous law firms to see who will give me the best price.
Don't let these sc-mbags get away with not giving you what you are owed/deserve.

If you are laid off and H1B in your team is not laid off- do you have a good court case

I got notified yesterday...

should i talk to a lawyer first or just sign the papers??

what kind of lawyer do i even need for this.

How do i know if what they offer is fair or if theyre trynna lowball me. can i get more money or benefits if i wait or negoiate.

what do i ask the lawyer when i talk to them??????????????

stream of thought: what happens if i already signed but change my mind. is it better to sign fast or wait a few days. do i have to pay the lawyer right away or only if i win something. how much do lawyers like this usually cost?????

Also.... what should i not say or do right now so i dont mess this up.

I am a relatively new employee (less than 3 years) but the company I interviewed for is asking for a non-compete waiver to join. What are my options? Does anybody know the procedure?

Has anyone consulted legal counsel regarding their recent layoff? Recommendations?

Hi folks.

Is it possible to share learning from discussions with lawyers in an open platform like this? The reason I am asking is that it is too expensive to consult everything with lawyers, and not all of them are good anyways.

Kindly share your findings.

A friend from Meta suggested that if I’m impacted, I should tell them I won’t sign anything until I’ve reviewed the contract with a lawyer. Has anyone actually done that and been able to negotiate anything? Any advice if we end up in that situation?

Has anyone consulted with a lawyer on the displacement paperwork agreement with WF?

I have zero intentions of not signing but just want to make sure there is no reason to get a lawyer to review.

Google gemini helped me realize that if you are considering a constructive dismissal claim you likely want to consider working under protest within 10-15 days from the announcement. See below for more details. But if you don’t want to forfeit you right to a constructive dismissal claim, you must notify the company that “you considers the unilateral relocation a fundamental breach of the employment contract amounting to constructive dismissal and that the employee reserves the right to initiate legal action for wrongful dismissal damages”. But don’t take my word (I’m not a lawyer), hire a lawyer and look into it yourself if are seriously considering this route. Make sure you make it to section 3.2 below.

Gemini Output:
3.1 The Doctrine of Condonation and the Critical Timeline
The doctrine of condonation remains the primary procedural hazard for the employee. To qualify for termination pay related to constructive dismissal, the employee must resign "soon after a change in employment conditions". Failure to act promptly is interpreted as acceptance of the new conditions, thereby forfeiting the claim. 
As detailed in Section I.2, the Alberta Court of Appeal's ruling in Kosteckyj v. Paramount Resources requires the employee to act within a window of approximately ten to fifteen days to register an objection and make a determination regarding resignation. Missing this window is likely to be fatal to the claim. 
3.2 Executing the Formal Objection: The "Work Under Protest" Strategy
Given the strict window for objection, employees often face a dilemma: quit prematurely and risk having no income, or stay and risk condonation. The strategy of "working under protest" offers a mechanism to preserve legal rights while minimizing the duty to mitigate damages (by remaining employed). 
Legal Requirements for "Working Under Protest"
For this strategy to be legally effective in Canada, the protest must be documented rigorously. The employee must unequivocally notify the employer in writing that they do not consent to the change and that their continued presence in the workplace, even under the new conditions, is done specifically to mitigate potential losses and does not constitute acceptance or condonation of the breach. 
Documentation should be explicit and formal, detailing that the employee considers the unilateral relocation a fundamental breach of the employment contract amounting to constructive dismissal and that the employee reserves the right to initiate legal action for wrongful dismissal damages. It is advisable to reissue this formal protest, potentially with every subsequent pay statement, to maintain a continuous, undeniable record of non-acceptance.

Hi, I referred 2.5MM to a FA, I’m a premier. Back office is saying that they won’t give me compensation because I didn’t authenticate customer. I always authenticate because I have to generate a customized summary. Do you guys any lawyers I can contact? Is it worth it?

I’m seriously considering filing an EEOC complaint.

Has anyone filed an EEOC complaint and won? What was your experience like?

U.S. employees should brace for next week’s layoffs. I advise you to get any files you want to keep off of your computer by printing or emailing. Watch for discrimination among the jobs being eliminated by October 1st. Do not sign any documents at the time of layoff until you see an attorney/labor lawyer. I know many of you that will be laid off likely have grounds for a lawsuit based on ageism, gender (females young and old) retaliation, etc. Hold Cenovus accountable for their massive double standards for male vs female employee, and treatment of such during a company downsizing.

FIS placed me at risk yesterday in the UK. My US peer was let go with severance and pro-rated bonus. We are on the same plan yet different treatment as been told in the UK we are not eligible for bonus. Their fake “one team” mantra is a lie. The executive leadership team is unethical, discriminatory and utterly shameless. This is blatant favouritism and mistreatment. I’ll be consulting a lawyer to hold the company accountable. Disgusting hypocrisy, disgraceful leadership and rotten to core. They are ensuring their pockets are lined but the livelihood of others that put in same blood, sweat and tears are disregarded.

https://www.monkhouselaw.com/edward-jones-layoffs/

I am considering contacting a lawyer! The stress is becoming overwhelming! No clear answers! Promise to update UM/ utilization but no updates since August 4th! No answers from upper leadership! Every answer is more to come! Humana is causing mental strain! Supposed to make changes Sept 1 which is a holiday, so info is not correct! It will be Sept 2nd. What is going on? Who is doing this? Who is making the decisions?