Layoff Runbook
github.com
github.com
Put your money into an HSA rather than an FSA. It's a free extra retirement account.
You don't need to worry about being locked out of your 401K after being sacked. It's still your money and they have to give you access to it, even after you're sacked. Transfer the money out to a separate 401K account that only you control after you've left the company. (Or don't, because I'm pretty sure they have to keep your account open indefinitely, but IANAL so ask a professional)
You should practice interviewing well before your last day. Interview somewhere you'd like to work at least every 6 months. Tell them you're not looking to move right away but you're curious about their company and team an open to hearing about new opportunities. Keep in contact afterward.
Not mentioned there, but commuter benefits cards have an expiration after which you can't spend the money, so make sure if you have a balance that you spend it before it expires. I once built up $250 on a card and forgot about it.
I would be annoyed as hell if someone kept asking to be interviewed but never accepted the position. Interviews aren't free, don't waste peoples time doing them if you aren't serious/need to practice. Pay for an interview coach.
Either choice will most likely result in medical bankruptcy without some sort of independent wealth. Best to have socialized healthcare and not have to worry about any of this.
First, all employers are different; some provide a big portion of the funding.
Even if not, HSAs can bring huge benefits if executed right. They are a triple tax-free account: pre-tax deposits, tax-free growth, non-taxable distributions. So a healthy high earner who maxes his HSA contributions for several early-career years can come out far ahead. Or a well-off family that can treat it as yet-another tax-advantaged savings vehicle.
But to reap big benefits HSAs have to be planned and executed over many years and impose some limitations, such as on using FSAs. For someone who is not sure they can diligently follow the strategy over many years, HSAs can be a big headache with limited utility. My 2c.
However, it's not at all unusual to be better off financially with a high deductible plan even if you max out your deductible.
Poor companies, being exploited by all those impudent workers! Thoughts and prayers.
Seriously, though, people are still gonna do that and there's not much you can do to detect or prevent that. Might be easier on your nerves to just accept it as a fact of life.
Very big fan of these investment vehicles and wish there were more. They work best if you're healthy but still good if you use the doctor sometimes, you'll save money. HSAs, however, prob don't have a place in our system long-term, I predict future universal healthcare/phasing out of private insurance. Funding your own healthcare, with tax benefits, is blasphemy among certain schools of thought and would not funnel money into the bigger pool required for universal, which I disagree with.
1. While I understand this, its really hard for me to sympathize after seeing companies ghost me after multiple rounds of interviews, worst of which is when I spends hours working nights/weekends on their take home assignments (happens a lot more when you are less experienced). What I have learned as I grown older is, everyone (companies / people) always do what's best for them, you do what's best for you (this could be different for different people). I don't make any judgements.
2. Has anyone here actually used an interview coach? Is it really useful/effective?
Exactly. And if you go in not really intending to take the job, the company still has the opportunity to sell you on it. Who knows, they might even succeed, it’s been known to happen.
It's my way of getting my wasted time back from incompetent recruiters.
Not my problem, sorry. The system is already rigged against interviewees.
I would agree that every 6 months - year you should interview for job(s) you are interested in. Once it gets to an offer, maybe it's a big increase in pay or title or whatnot, and it might make sense to move. Or, maybe it's not as enticing, and you can negotiate a bit.
Hiring and interviewing is a two way street, and in the end there are many candidates and usually just one position. Just because the one you are interviewing for isn't a fit doesn't mean you don't love the place if they have a different opening. Just let them know!
You will not be locked out of 401k when you quit but they will charge about $25 per quarter ($100 per year) to maintain your account. I feel it is still a good deal and I left my 401k with my previous employers. so far I have $300k in 401k, so $300/year to maintain the portfolio (across three previous employers) and not messing it up by moving it around seems like a safe deal to me.
That said, I would talk to a financial advisor before moving large sums of money between account types. My 2c.
This is entirely dependant on your plan and plan administrator. Some charge nothing some charge much more than $100/year (I was paying over $250/quarter with one 401k).
Definitely a life best practice to periodically consolidate these kinds of accounts. Imagine trying to track down your 401k from your time at GE 20 years ago. It definitely exists somewhere, but it would not be fun finding it.
Despite having one of the most contradictory and complex taxation systems in the world, they do make some things very easy.
You often can't really pick. To contribute to an HSA, you need to have a high deductible health plan (there have been some pushes in Congress to change this). Whether or not an HDHP makes sense for you really depends on your personal circumstances. Furthermore, you can not contribute to an HSA if you also have a healthcare FSA at the same time (there are other things called "Limited Purpose FSAs", which only cover dental and vision, that can work with an HSA).
That said, if you can contribute to an HSA, they are absolutely the best tax deal around, as they are one of the only vehicles where (a) you can put money into the account tax free, (b) any growth is tax free, and most HSAs allow you to invest, and (c) if you spend the money on an exempt purpose (something healthcare related), then that's also tax free.
Normally you move the money to a "rollover IRA" account. Every financial institution that offers IRA accounts will have a way to do this. Nowadays, most are automated. The largest players in this space are Fidelity and Vanguard. Your 401k is probably with them already.
To put money in an HSA, then you are required (by law) to have a certain type of insurance plan (one with a massive deductible - usually like $5k). FSAs are a totally different type of plan, and it is really common for the money leftover at the end of the year to be donated to the executive bonus program.
FSA = Flexible Spending Account.
Every year you elect to set aside a certain amount of money. (ie $2000 per benefit year). This money is deducted over the course of the year, but you are eligible to access the entire amount once the benefit year starts. But here is the rub, if you don't spend it you lose the money to whomever is managing the spending account.
MSA/HSA = Medical Savings Account/ Health Savings Account You elect to set aside a certain amount of money per paycheck into a tax advantaged account. The Money is deducted per pay period. The Amount accessible is whatever the account balance is. You do not have to spend all of the money in a calendar year. You maintain access to that money forever.
Things to consider if you have an FSA account: 1) Are you ahead or behind in your reimbursements vs. payroll contributions. Behind = You have paid more into the account than you have received in reimbursements Ahead = You have paid less into the account than you received in reimbursements.
2) Do you have any expenses that you have not submitted? -- Do that NOW
3) Can you generate new expenses that you can submit for reimbursement before your window closes? Do that NOW.
The goal is to be ahead on the curve. Ideally you want to submit expenses that will bring your account balance to $0. Remember when I said if you don't spend it someone else gets to keep it? Well, the flipside is also true. You are able to access the entire balance on Day 1 of the benefit year. If you have valid expenses, you can be reimbursed for the entire balance on Day 2. If the company lays you off on Day3 before you contributed a dime, sucks to be them. The same entity that gets to keep the excess, is the same entity that must make up the difference.
So, if your benefits end at the end of the month, now is the time to get new glasses or dental work to draw down that balance - either to $0 or to where you are Ahead.
Things to consider if you have an MSA/HSA account: You can use this money for medical-related expenses. It may allow you to maintain your prescriptions and minor health issues long enough for your new job benefits to kick in and avoid the expense of COBRA. You have a certain window after termination to elect for COBRA so its something to consider.
Clearly, the financial companies behind this have an actuarial interest. And the employers have something to check off; not sure if they also get to save on some payroll tax on the elected amount?
It's better than nothing at all, but it definitely seems worse than a lot of other ways this could have been implemented.
other answer is already underneath the framing that it exists and will try to justify it within the system.
all benefits, specially the few one code in law, serve to create the illusion of belonging to a different class while oppressing so you keep that class engaged in production.
so, existis for the same reason a complicated tax code does.
I’ve had a quarterly updated resume and longer form career document for over a decade. I don’t think I’ve ever had to update my resume specifically for a job opportunity. It’s constantly updated.
> While you still have access to Slack, ask your manager, previous managers, and/or colleagues you worked closely with if they would be willing to give a reference check for you for your next role.
You should already have them as contacts on LinkedIn
> Potentially also ask for endorsements on LinkedIn
On the other hand LinkedIn is merely a place to keep my contacts. I find it to be more of a self aggrandizing cesspool than Facebook.
People who post on there with bullshit accomplishments are hilarious. One person in particular who I used to work with had a problem with being “humbled”. As in “I am humbled that the presidential honors society recognized that I am one of the top 12 cyber warriors in my apartment building.”
Many of my former colleagues gravitate towards security stuff because there’s a lot of hiring going on and pay is high. So LinkedIn is now littered with would be cyber-commandos clucking about kill chains, ooda loops, and spouting ridiculous military jargon.
Effective Immediately: A central hub for people who've been recently laid off (2020)
https://news.ycombinator.com/item?id=35670646 (98 comments)
Thankfully I wasn't laid off this time, but I plan on keeping this list updated over time.
PLEASE PLEASE consult with a lawyer to make sure you are getting what is fairly owed to you, and don't sign until you do.
In many places you have to be given time to do such a consult; if not then the document isn't binding.
If you've consulted and things are okay, then don't delay, I fully agree.