[quote=SK in CV][quote=bearishgurl]The laid-off worker is free to look for another job from day one. If they got any “severance” at all, it must be reported to EDD. The worker is still eligible for 26 weeks of UI from the week after the severance pay ends.
Let’s just say these laid-off Disney IT employees were making an average of $80K annually. That’s $20K gross for 3 months FT work plus a $2K “bonus” (~$22K) IF their cheaper foreign replacement “gets it” after 3 months (MINUS ALL PAYROLL TAXES)! It’s still not worth it . . . that is if FL has a ~$450 cap on their weekly UI paymen
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Severance pay doesn’t affect UI benefits in California, irrespective of whether it’s paid in a lump sum or periodically. It does, however, in Florida, where maximum weekly benefits are $275/wk, and are reduced by periodic severance.[/quote]
I’ve shuffled many people through these processes, most of them simply due to M&A activity. The emps all take the deal because they immediately start looking for a job. Being employed and looking makes you employable.
Telling your employer to f— themselves because they outsourced or merge makes you close to untouchable as a hire. JIMHO.
I myself have been through it six times due to M&A.
