So "Up to" 39 weeks of base pay, let's say 9 months.
In this job market, that may not be enough time to feel comfortable and safe taking the offer (if you're a super-employable hotshot with offers awaiting in your LinkedIn, you're probably not the likely target for the offer)
The prior VRP shook out a number of folks who were banking their options grants -- it was like "look let's be clear, you're not moving up any more and you're checked out. Thank you for your service." I'd imagine they were happy enough with that to go a little broader. The pay scales work out to getting paid more the longer you've been there. Mentioned in the memo is employee choice, and I think that this is likely designed with that in mind - why not let people self identify without penalty when you want to reduce headcount? The goal is likely to increase morale for those who want to stay, both by showing them they have the ability to stay, and getting low morale people out the door.
Not necessarily. If there aren't enough tasks to make use of the increased productivity of the employees, it makes them less valuable, because the company can get away with fewer employees.
You are getting downvoted but I have to believe this is at least what some of the executives are thinking, even if it proves to be a complete illusion.
So "Up to" 39 weeks of base pay, let's say 9 months.
In this job market, that may not be enough time to feel comfortable and safe taking the offer (if you're a super-employable hotshot with offers awaiting in your LinkedIn, you're probably not the likely target for the offer)
> you're probably not the likely target for the offer
but if I was that employable, and offered that severance, I'd not give it one second's thought
and that's the problem, these severance packages are more often taken by the best people in the company
"Up to" can suddenly become much less once you realize company paid healthcare premiums now come out of your paycheck.
> In this job market, that may not be enough
Could still be much better than a sudden layoff though.
The prior VRP shook out a number of folks who were banking their options grants -- it was like "look let's be clear, you're not moving up any more and you're checked out. Thank you for your service." I'd imagine they were happy enough with that to go a little broader. The pay scales work out to getting paid more the longer you've been there. Mentioned in the memo is employee choice, and I think that this is likely designed with that in mind - why not let people self identify without penalty when you want to reduce headcount? The goal is likely to increase morale for those who want to stay, both by showing them they have the ability to stay, and getting low morale people out the door.
Perhaps because of increased productivity with LLMs, especially for developers?
Increased productivity makes employees more valuable, not less.
Not necessarily. If there aren't enough tasks to make use of the increased productivity of the employees, it makes them less valuable, because the company can get away with fewer employees.
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You are getting downvoted but I have to believe this is at least what some of the executives are thinking, even if it proves to be a complete illusion.
You’re getting downvoted because for most of us this is our biggest nightmare