To help those impacted by the recent layoffs navigate that transition clearly and practically, these Frequently Asked Questions provide logistical information about next steps and actions, guidance on what each individual may be entitled to, and supportive resources to help through the coming days and weeks.
This FAQ applies only to benefits-eligible, non-union staff. Faculty and union-represented employees should consult their local HR contact and/or Faculty Affairs representative.
In the event of a discrepancy between this FAQ and a collective bargaining agreement, the terms of the collective bargaining agreement will govern.
- Worker Adjustment and Retraining Notification (WARN) Act
- Health and Wealth Benefits
- Administrative
- Technology and Equipment
- Severance Pay and Payroll
- General Release Agreement
- Workers’ Compensation, Disability, and Leave of Absence
- Resources
Worker Adjustment and Retraining Notification (WARN) Act
The Worker Adjustment and Retraining Notification (WARN) Act requires advance notice in cases of qualified closings and mass layoffs.
Employees will generally receive notice of the layoff 60 days before their last day of employment. You should expect to continue working during the 60-day period, unless advised otherwise by your manager or HR Partner. If relieved of your duties before the end of the 60-day period, you will remain employed and your pay and benefits will continue until the end of the 60 day period. Your employment with USC will end upon the conclusion of the 60 day period, and that will be your Separation Date. In rare circumstances, employees may receive pay in lieu of notice to the extent notice falls short of 60 days.
If you accept full-time employment with another employer, please notify your HR Partner or uschr@usc.edu. You will be removed from the WARN notice period and your employment will end, as it will be viewed as a Voluntary Resignation.
Under WARN, you are considered an active employee and will need to complete a life event by contacting the HRSC at uschr@usc.edu. Life event changes typically refer to status-changing events such as getting married or divorced, having or adopting a baby, changing jobs, or retiring.
Health and Wealth Benefits
Please refer to our Leaving USC webpage for more general information.
Generally, you are expected to work your last day of employment unless otherwise instructed. Access to systems and buildings may be deactivated by the close of business.
USC must issue your final wages—including any unused vacation or winter recess —no later than your last day of employment. Delivery may be direct deposit or a paper check; confirm the method with your HR Partner before your separation date.
You can review your final pay stub in Workday before access expires. For questions about severance, deductions, or balances, call Payroll Services at 213-740-8855.
Severance Pay applies to all benefits-eligible staff employees; excluded are per diems, resource employees, temporary employees, faculty, those claiming student status (including teaching and research assistants), and staff employees who were employed for a specific period of time only (e.g., in a fixed term position or a contract, grant and/or gift funded position). In the case of an unexpected loss in grant funding, written notice will be given at least thirty days before the job elimination.
In the event of a discrepancy between these FAQs and a collective bargaining agreement, the terms of the collective bargaining agreement will govern.
If you meet the eligibility criteria above (“Am I eligible for Severance Pay”), you are entitled to:
- Four weeks of pay if you have four or fewer years of cumulative USC service.
- One week of pay for each full year of service if you have five or more years.
- Prorated for part-time roles; paid on your regular payroll cycle. Payment requires you to sign USC’s Confidential General Release by (or up to seven days before) your end date. Severance is taxable income and not eligible for 403(b) contributions.
USC medical, dental, and vision coverage ends on the last day of the month in which your separation occurs. COBRA coverage can begin the following day if you elect it. Refill prescriptions and complete essential care before your coverage ends.
If you are transitioning to alternate health insurance and need a letter of creditable coverage, your COBRA notice covers this requirement.
If you are over age 65 and Medicare eligible, the Retirement Plan Administration team can meet with you to discuss your unique options. Contact them at 213-821-8100 or rpadmin@usc.edu.
Examples of voluntary benefits: Basic Life and AD&D, Accident, Critical Illness, Fraud & Identity Protection (Aura), Hospital Indemnity, Voluntary Life Insurance, MetLife Legal Plan, Pet Insurance.
Coverage ends on the last day of the month in which your separation date occurs, provided premiums have been paid. MetLife will automatically contact you and provide information regarding the continuation options available (conversion and portability). Premiums may be higher than those paid by active employees.
USC medical, dental, and vision coverage ends on the last day of the month in which your separation date occurs. COBRA can extend coverage, if elected, for up to 18 months.
HealthEquity will mail your COBRA packet after USC processes the conclusion of your employment. You have 60 days from your separation date or packet mailing to elect coverage. If you sign the General Release and elect COBRA, USC will subsidize its share of premiums for the same number of weeks as your severance formula. These weeks count toward the 18-month COBRA limit. COBRA can be extended for 18 months, or until you become Medicare eligible (age 65).
If you do not elect COBRA coverage within 60 days of receiving your notice (or your separation date, whichever is later), you will lose your right to continue USC-sponsored health, dental, and vision benefits under COBRA. This decision is final and cannot be reversed.
If you are Medicare-eligible, COBRA is not considered a creditable employer plan by Medicare. You will need to enroll in Medicare under a Special Enrollment Period ASAP. You may incur penalties under both part B and part D if you do not enroll by the last day of your USC insurance. Part D lifetime penalties begin to incur after 60 days.
If you haven’t received your COBRA enrollment package from USC, please contact the HR Service Center.
Please contact the HR Service Center by calling 213-821-8100 or emailing uschr@usc.edu for assistance.
Yes, severance payments are subject to all standard payroll taxes and deductions, including Social Security, Medicare, federal income tax, and state income tax. Your severance will be reported on your W-2 as taxable income.
If laid off mid-term, you (or your dependent) may use the benefit through the end of the current academic year. After that, eligibility ends.
Tax treatment depends on your enrollment timing:
- Fall semester enrollment: If you or your dependent are enrolled in the Fall semester and submitted a tax certification while actively employed, that certification remains valid through the end of the Fall semester, even if you are laid off mid-semester.
- Spring semester and beyond: Any TAB benefits received after the Fall semester become taxable income, as tax certifications only apply to active employees.
The academic year runs from fall through summer. You remain eligible for TAB through the end of the current academic year, but tax treatment changes after your employment ends.
Health Care FSA: Your card is deactivated on your last day of employment. You can submit eligible expenses through the end of the separation month; the deadline to file claims is March 31 of the following year.
Dependent Care FSA: You may incur expenses through Dec. 31 of the year you separate; the deadline to file is also March 31 of the following year.
Before your last day of employment with the university, you may consider changing your retirement contributions to meet your financial needs and planning. If you want to make changes, please contact the retirement office for assistance.
Your final paycheck includes standard contributions. After separation, leave your funds in your USC retirement account; you can roll over or withdraw funds (subject to plan terms). Contact TIAA, Vanguard, or Fidelity directly for free personal consultations. If you have a loan, please contact your vendor to continue your loan payments.
If you have an SSRP Benefit and would like more information on collecting this benefit, please contact uschr@usc.edu to begin the process.
Appointments are available with retirement specialists:
- Virtual Financial Benefits meeting
- Virtual Retirement Navigation Meeting (recommended if you’re Medicare eligible)
Your contribution to the USC Retirement Savings Program will be taken from your final paycheck, and the university’s matching contribution will be made. Supplemental contributions are not taken automatically; contact Benefits before your final check is prepared for a calculation of how much, if any, you are eligible to contribute. Contact your investment company regarding options and repayment of any outstanding loans.
Life event changes typically refer to status-changing events such as getting married (or divorced), having or adopting a baby, changing jobs, or retiring. If you need to make a change to your benefits during the severance period, please log into Workday and make these updates.
Administrative
You are not expected to complete work after separation. Managers are responsible for transition plans and project hand-offs.
Coordinate with your department administrator or HR Partner to schedule a time for retrieval. Do not assume building access will continue.
Any outstanding expenses must be submitted before your last day of employment via Concur. You are permitted to submit expenses during your 60-day notice period. As a reminder, you will be responsible for all personal expenses and late payment fees due to late submissions in Concur. If you have any questions related to any expense reports you submitted before your last day of employment, please contact your HR Partner.
Your procurement credit card will be deactivated on your last day of employment. The credit card may be disposed of after properly shredding it to protect you from fraudulent activity.
To verify employment, you can use The Work Number, a service provided by Equifax. You’ll need your Social Security Number and USC’s employer code, which is 11496. For more information, please visit our Employment Verification Questions webpage.
Technology and Equipment
Coordinate with your department administrator or HR Partner to schedule a time for retrieval. Do not assume building access will continue.
Yes—return laptops, keys, ID cards, etc., by your last day. Contact your HR Partner to make arrangements to drop off or mail your USC property.
If you are Gold Card eligible as a USC alumnus, you may maintain your USC email account. However, you must initiate the Gold Card application process before your separation date. Contact the USC Alumni Association or your HR Partner for application procedures.
Your USC email, among other communication platform access, will deactivate after separation. Consider exchanging personal contact information with colleagues beforehand.
You retain read-only access to Workday until June 30 of the calendar year after you leave USC. So, for example, if your employment ended on Aug. 3, 2025, you will have read-only access to Workday from Aug. 3, 2025, to June 30, 2026, after which point you will lose all access to Workday. While you retain access, you are encouraged to download your W-2, pay stubs, or employment documents.
Your login information for this access is different than your login information while employed. To log in, use the following information:
URL: https://wd5.myworkday.com/usc
Username: 7-digit Employee ID
Password: Usc$Trojan[last four of SSN]
To access your W-2 (current and past years), please visit www.W2.adp.com. If you have any questions about accessing your W-2, review the University Comptroller webpage for further support.
Severance Pay and Payroll
Severance pay is contingent upon signing and returning the General Release, and payments are processed on regular pay dates following the layoff date.
Faculty are not eligible for severance, rather faculty nonrenewal provisions are detailed in the Faculty Handbook. Please refer to the Office of the Vice Provost for Academic and Faculty Affairs with any questions.
Payments will be processed using the same method as your previous paychecks. Paycheck stubs will be mailed to your home address on file via USPS mail. Please be sure to check your contact information in Workday prior to the last day of your employment. Severance payments will be paid according to your pay schedule when you were an Active employee, through the end of your severance period.
Please be sure to download all prior pay stubs by logging into Workday before the last day of your employment. You can also contact Payroll at payroll@usc.edu.
You will remain laid off and your employment will end, but you will not be eligible for severance benefits.
A completed Federal and/or State tax form may be submitted to payroll@usc.edu. Once received, it can take up to 3-4 weeks to be reflected on your severance checks.
Please email uschr@usc.edu. Our Service Center representatives will provide you with a Direct Deposit Form to complete and submit your request. Direct deposit changes can take up to two payroll cycles.
Any outstanding tuition repayments, relocation agreements, or fines can be paid to the university on or before your separation day, or you may contact Payroll for resolution, including a possible loan repayment plan.
For 10-month employees, compensation begins on your scheduled return-to-work date and continues until your specified separation date. You will not receive compensation during the summer break period before your scheduled return date.
For example: If you are scheduled to return Aug 28 with a separation date of Oct. 10, compensation begins Aug. 28 and continues through Oct. 10.
You can file for unemployment insurance through the California Employment Development Department (EDD). You will be required to provide your employment information, as well as USC’s employer information, which can found on your W-2 or pay stub. Laid-off employees are typically eligible for unemployment insurance, but the ultimate decision and award is up to the state.
If you live in another state, you may need to apply for unemployment insurance in your state of residence. The U.S. Department of Labor provides unemployment insurance for each state at the CareerOneStop website
General Release Agreement
The General Release Agreement is sent out electronically via the personal email address you provided or to your mailing address. Please contact your HR Partner who can help in having it resent to your email.
Yes. Layoff status does not affect eligibility for future employment opportunities. Unless required by your department, there is no waiting period.
To apply for open roles at USC, visit the Careers at USC website.
Layoffs do not appear on credit reports. Employment verification does not disclose the cause of separation unless you authorize it.
You may state that your role was eliminated as part of a university workforce reduction. This is neutral and commonly understood.
You may list USC on job applications. The HR Service Center can confirm your dates of employment, job title, and status. Managers cannot provide formal reference letters.
With regard to employment verification, that is done via TALX: The Work Number, an outside service provider with whom USC has contracted to handle certain services. The Work Number is an automated service that provides employment and income verification. To learn more or to find questions to frequently asked questions regarding employment verification, visit the Employment Verification Questions webpage on the University Comptroller website.
Workers’ Compensation, Disability, and Leave of Absence
Yes. Employees on a protected leave of absence can be laid off as long as the decision is based on legitimate business needs and is unrelated to their leave status.
The employee’s leave ends on the date employment ends; however, some wage replacement benefits may continue. See below.
Employees already receiving disability benefits will continue to receive benefits, even after they are laid off, so long as they continue to have a certified disability and have not exhausted their benefits. Laid off employees will no longer be eligible to file a new disability benefits claim after their last day of employment. If an employee has specific questions about their short- or long-term disability benefits, they may contact workerscompdisability@usc.edu.
An employee’s workers’ compensation claim will remain open and continue to be managed by USC’s third-party administrator, CorVel. The employee will continue to receive medical care and any applicable wage replacement benefits after separation, for the duration of their approved workers’ compensation claim.
Severance payments are treated separately from disability and workers’ compensation benefits and generally do not impact one another.
No. If an employee qualifies for severance based on the terms of the layoff, being on a medical leave of absence or other protected leave does not disqualify them from receiving severance.
Additionally, an employee’s leave status does not affect their eligibility for rehire. Rehire decisions are based on business needs and qualifications, not on whether an employee was on leave at the time of separation.
Laid off employees with active workers’ compensation or disability benefit claims will continue to receive benefit payments (so long as they otherwise remain eligible).
Laid off employees, regardless of leave status on their separation date, are not considered to be benefit-eligible for other university benefits after the date of separation. To retain Health and Medical benefits after separation, employees would need to make the appropriate COBRA elections.
If an employee is laid off during an approved statutory disability leave, their disability benefits will continue as long as they are medically certified. Institution-funded parental leave benefits will terminate on the date of separation.
If the birth-giving parent was on pregnancy disability leave while actively employed at USC, they will still be eligible to take their Paid Family Leave for baby bonding which MetLife will administer.
Eligibility for MetLife-administered Paid Family Leave will depend on the employee’s specific circumstances. For questions regarding a particular employee, please contact workerscompdisability@usc.edu.
Resources
Below are some resources that are available to you.
EDD (Employment Development Department)
If you’ve been laid off, you may be eligible for unemployment benefits through California’s EDD (Employment Development Department). Filing a claim can help provide financial support as you transition to your next opportunity. Visit edd.ca.gov to learn more and apply.
RiseSmart
USC partners with RiseSmart to offer personalized career transition services to eligible employees impacted by layoffs. This includes one-on-one career coaching, résumé support, and job search tools to help you take your next step with confidence. Discuss your options with your HR Partner. Your login information for this access is different than your login while employed. To log in, use the following information:
USC WorkWell Center
Through the USC WorkWell Center, you have access to a range of support services during your WARN notice period and for 30 days after your separation date, including confidential counseling services.
For more information or to get connected with support, please visit the WorkWell website or contact WorkWell by email at workwell@usc.edu, by phone at 213-821-0800, or through their online form.
For additional resources, please contact your HR Partner.