#termination

Former employees of Entourage Health are alleging that the company failed to provide legally mandated entitlements following approximately 53 layoffs. These workers claim they received only two weeks' pay, despite many having years of service. They are questioning whether termination pay, severance, and notice requirements under Ontario employment law were met. The company, which filed for creditor protection, disputes that the layoffs constituted a mass termination. Affected staff have filed complaints with the Ministry of Labour and are seeking legal counsel.

Toronto, Ontario

https://stratcann.com/tag/layoffs/

Is it just a straight up termination, or is there any kind of severance at all? I am afraid my group might be rebadged and wondering what to expect. Will there be any guaranteed period of continued employment?

https://esd.wa.gov/employer-requirements/layoffs-and-employee-notifications/worker-adjustment-and-retraining-notification-warn-layoff-and-closure-database

Microsoft has decided to reorganize and restructure operations resulting in the elimination of 493 positions located at Microsoft’s Puget Sound facilities at One Microsoft Way, Redmond, WA 98052. Microsoft is also eliminating 112 remote positions located within Puget Sound. All 605 positions will be permanently eliminated as of September 4, 2026. Microsoft has provided all 605 affected employees with Worker Adjustment and Retraining Notification. All affected employees will be terminated on September 4, 2026. A list of all affected employees, their job titles, and addresses is included as Attachment A.

It is rather interesting, almost funny, that when we're surplussed, union workers actually get more than managers. The termination pay for union workers is more than severance pay for managers and the ongoing medical, dental and vision benefits are much better for union workers than for managers. We're all going to eventually be laid off - that's inevitable - however when that day comes for each of us, union workers are for sure better off than managers.

One of my colleague and I was terminated on March and 30th June was the last date. I left fis today and my other colleague got in to some other team inside fis even the skills are not matching and the work isn't related at all. I am wondering how the hiring manager and the leadership approve such things to happen!! This is just terrible place.

When FT took back their Customer Service, they left Main Office Services and Customer Operations at FIS. Today, at a BPS Fireside Chat, SVP Ian McCoy and Client Services Manager Sandy Edmunds announced that FT is also taking back MOS and OPs, thereby terminating the ten year contract. Was only able to read the questions in the chat, have not see the recording yet, if there is one. The chat questions involved employees in those functions asking about their futures. The answers were not comforting. Sandy implied that FIS did not understand why the contract was being terminated. It was because they did a sh---y job and impacted FT's relationships with their own clients. She went on to address timing questions by stating that she did not know who the new vendor would be "unless they went behind their backs." That is a stunningly deceptive statement. FIS failed to deliver on every level to meet SLAs or they did a sh---y job whichever anyone prefers. It was shocking to read that. Will see what else can be gleaned unless someone else reading here knows more. Cue up the Mission Impossible theme...

Now that PIP week is over, I'm curious about one thing:
Did anyone between the ages of 52 and 55 get placed on a PIP or terminated?

Just a heads-up... firings are commencing at a rapid rate in certain areas. If you have many years with the company and the expectations lately have shifted until they feel like heavy proverbial noose...wiggle out of there quick! You will get no warning. Just bam. Random day, random hour...they'll come for you.... and you are left with NOTHING. Just so relieved my Mom finally saw the light and already changed companies for her own coverages. She herself a retiree with many years of service at SF. People mean LESS THAN NOTHING to SF anymore.
Not that sad to be heading out to make my life better now; I am prepared to make changes and succeed despite that company trying to make me feel more useless every day. When I succeed wildly-and I WILL!- I will have them in mind....only in the most negative way possible.

Itai, if you’re reading this, it’s time. He has to go. Just do it.

Got laid off in November. My supervisor set up a calendar invite at 5am, with no title or agenda. No secret what was coming. She told me at 8am that I was being laid off, etc etc. But, the highlight of the entire 5 minute meeting was at the end when she said to me, "Have a nice day".

She could not lead a bunch of people to McDonalds. Even if she had gift certificates.

A veteran employee here with twenty years in. The cuts years ago felt justified. There was real fat to trim. But these days, terminations are just about finding the easiest way to reduce cost at the cost of some of the best employees. Morale is at an all time low. Worse than anything I've seen before. We need new leadership and a whole new direction.

They're moving away from layoffs and toward firings. I know several people let go for ridiculous reasons. It's getting worse.

The documentation says that I will notify Citi if I find a new job during notice period, and that they will pay the balance in a lump sum. Does that basically mean you get the balance of what is left of the 90 Days' notice period, but you lose benefits as well as PTO accrual from the termination date that you give them?

Thanks

I just opened my severance package, and I’m honestly a little flabbergasted. After being employed 8 years with the company, my offer is less than $25,000.

What concerns me even more is the wording. It keeps saying “you may” instead of clearly stating what will happen. Nothing about it feels guaranteed, which makes me question whether they’re actually committing to what they’re offering OR trying to to terminate me prior to the Sept 1st date.

reorganization fired the first day !

I think with a vsp the termination play is out versus a vtp. Does anyone know

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?

Laurentian University recently completed final severance payouts to former employees. These payments arrived years after their 2021 termination during CCAA restructuring. Creditors, including former staff, received 25 percent of their original owed amounts. The university sold property for $53.5 million to fund these distributions. This marks the final step in a lengthy and difficult insolvency process.

Sudbury, Ontario

https://www.sudbury.com/local-news/five-years-after-ccaa-layoffs-terminated-laurentian-employees-finally-receive-payouts-12391438

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!