Based on the language in the VSP offer details, does anyone know if accepting a job offer before your last day with Centene and before you officially sign the VSP agreement will void your eligibility for the VSP and you won't receive your severance payment?
Or should you only officially accept a job offer with another employer after your last day with Centene and after you sign the VSP agreement in September?
I currently make $72k a year at Centene and my severance offer is 28k. I've already applied to about 25 jobs because the market is sh-t and I don't want to be unemployed. Currently applying for jobs that make about $20-30k a year more than my current salary so if I get an offer, I won't care about missing out on severance. My advice, do the same because if you've been at Centene or in your current position for 2 years or more you're almost guaranteed to be making less than market value. Good luck folks
Even more reason to take the offer now!
If they really leave things so open to change at their own whim, especially after the fact of people being presented with the option of/signing, then they're also opening themselves up to a class action lawsuit, which will take years to settle, and probably won't be in their favor, no matter how much of a big@a-s team of lawyers they might have on their side.
Either way, you get to keep your VSP $$ in the meantime, and they will be the ones running around in circles trying to recoup what they already offered/promised to give.
Don't be intimidated by these @ssclowns' scare tactics.
They've je-ked people around enough already.
Call their bluff by taking the $$ now and let the chips fall where they may!
@a4
It’s ridiculous to ask us to do that. I for one am not accepting. Too much vague changing language so much like Centene has been from day 1. Constant pivot and change has given me whiplash and they can shove it
Who's going to tell them? They can't run their own company, they are not going to be able to keep tabs on anything after you collect your money and go.
@a4 UHC lets us go 2 weeks before the actual separation date.
Realistically, we're just about into July, here.
So you're talking 2 months, which is not very long to be in the market job hunting, nowadays.
Most people are finding it's taking longer than that to go through all the applying, interviewing, and then actually receiving a suitable job offer which one finds to be acceptable.
So the point is for the most part, moot.
However, the stipulation is regarding actually working somewhere else during that time period, not regarding accepting an offer from somewhere else during that time period. They just want to make sure you're not working for someone else while still technically an employee of theirs. Realistically speaking: fu-k'em. It's every person for themself, and they're not going to come after you for simply accepting an offer.
As to negotiating a start date with the new employer, you'll have told them your reason for leaving during the interviewing process (and neither a layoff or VSP is anything to be ashamed of...it's happening a lot lately, and hiring managers understand), and if they like you enough to extend the offer, they will be willing to wait, especially if it's as short a period of time of one or 2 months.
@OP That’s what’s so tricky. In this job market, if you get an offer, it’s hard to justify risking it by waiting. Expecting a job offer and a start date to line up perfectly with a September 2 start, when separation isn’t until September 1, feels pretty unrealistic. That’s why so many of us are trying to understand exactly how this works before making a decision.
If you submit for VSP and don’t work through your separation date, you will not get the VSP payment. One of the issues with the VSP is the 9/1 separation date is “tentative” and can be moved.
Therefore it’s really hard to give a start date with a new employer right now, unless you are cool losing the VSP payment.