Let's talk about severance, pip, and lay-offs from HR's perspective. First if you have been picked into the group to be reduced. You usually will be given two options as mentioned before: A voluntary resignation (severance) package and pip. The voluntary severance package is not actually "voluntary" since not everyone can request it for leaving, comparing to some other companies which openly offers to encourage people to leave. The company uses this package to exchange your legal right for suing WT which can costs up to hundreds of thousand dollars plus lawyer fees. It is not easy to win the legal battle but it is what the hr guys don't want to see. Taking voluntary package will generally makes you not eligible to receive the unemployment benefit as you resign. However severance pay as heard is 3 + 0.5 * years of service, for ex if you worked for 6 yrs, you get 6 months which is better than the unemployment benefit and many people choice this and move on. If your choice is not to take the package, you will join pip which is used to give you some time to find another job and stress you to give up by walking-away or take the package. The pip itself is very stressful and risky to both the company and employees. There are many factors includes legal basis, mental overloading, and even physical conditions making pip process notorious. For some who already make up their minds, in the end of pip, they will terminate (fire) you. However, you might be eligible for the unemployment benefit in this case. If the company contests your benefit, they have to prove in the court that you construct "misconduct" which makes the company suffers lose. This is also a burden and risk for the company to commit it into legal way. In the end of pip, you also will reserve your legal right for WT of which most people don't use it. Hopefully it makes it clear for the thing that have been discussed so long.
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If this is anywhere close to true, it has changed significantly in the past few years.
"The other issue is the acquistion of CSR ....which will further complicate the matter for Qualcomm."
CSR acquisition will be completed by end of summer, that is in one or two months.
HR has already be preparing the integration since end of last year.
So that is basically decided. After CSR is officially acquired, the layoff will most likely
start before thanksgiving or Christmas. So next year, all dust will set.
It takes time, so please be patient.
If you are not patient, simply pack up and go.
It is hard to find job by end of the year.
Good luck
they are not going to give 4000 pink slips tomorrow.... it will incremental as few hundereds a week....many will leave on their own and people will get time to prepare what they want to do next.... PIP is one way of doing things like so you have Oct reviews coming up....which will make by the end of the year completion of layoffs....
The other issue is the acquistion of CSR ....which will further complicate the matter for Qualcomm.....overall next six months will be very anxious time for the employees....
If they announce layoffs to the public, I don't see any reason for the PIP. The PIP is just a waste of time and in the end you leave anyways to "spend more time with your family."
I never heard of package of "3 Months Plus 0.5 * Years". That is certainly incorrect.
More probable is the same as last package: 2 Months + 2 Weeks Per Year. Higher titles might get 3 or more months for the base + 2 Weeks Per Year.
Why is this OP spamming the board with all of this half true information? He/she gives no actual numbers or divisions or specifics. No proof that he/she has any clue about the Q.
I know a guy who was piped out and got unemployment, but unemployment was only $450 week, not enough to cover rent. The cute trick he did was take disability for depression first. Not sure how he managed it but he got several months on disability on top of the pip.