We are a group of Oracle America employees who were notified of termination and forthcoming severance details on March 31, 2026. Based on available information, we believe the proposed severance package is not equitable to similar industry RIFs in the United States. We are committed to advocating for a more fair outcome, and we hope you will join us.
If you have been laid-off on March 31st, please sign this letter here:
https://forms.gle/DrhcvsZ9gQ3bFF2K9If you are supportive of this effort, and are part of the general public or a current Oracle employee. Please sign this broader petition on Coworker.org to show your support.
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Dear Oracle Leadership:
This letter is a formal demand from a collective of former Oracle employees terminated on or around March 31, 2026. While we have given Oracle years of loyalty and sacrifice out of a genuine belief in our work, we find the current severance package to be significantly inferior to industry standards. We have also identified serious legal deficiencies in the separation process. We demand immediate remediation. The affected employees include cancer patients, pregnant employees, workers on active medical leave, service members and veterans, H-1B visa holders now facing deportation, employees with disabilities, employees within months of RSU vesting, and individuals with decades of service — many have been excluded from WARN protections and therefore only given nine days’ notice with inadequate support.
Our specific demands are as follows:
- Increased Severance. Current severance is materially below industry standard. Oracle must increase the base package to 16 weeks plus two additional weeks per year of service, with calculations based on total cumulative tenure, not the most recent hire date.
- RSU Acceleration. RSUs represent earned compensation, not discretionary benefit. Employees were explicitly directed by leadership to consider equity as part of their total compensation, in lieu of promotion and pay raise. Oracle must accelerate vesting for all RSUs scheduled to vest within 6 months of separation, or provide pro-rated equity in lieu thereof.
- Extended Healthcare Coverage. Terminating health insurance ten days after a layoff notice is inadequate. Oracle must provide a minimum of six months of fully subsidized COBRA coverage, unconditionally, and must not condition any healthcare benefit on execution of the severance agreement.
- WARN Act Compliance. Oracle’s classification of employees as "remote", in many cases retroactively and without notice, to avoid WARN Act obligations is legally disputed and factually contested. Employees who reported to managers in covered worksites, and who received no WARN notice while colleagues on the same team did, have direct legal claims. Oracle must treat affected remote workers as employees of their reporting worksite and provide the full 60-day notice period as compensation separate from and in addition to severance. State-specific statutes in California (60 days), New York (90 days), New Jersey (90 days), and other applicable states must also be observed.
- H-1B Visa Support. Oracle must convert the severance period to active employment status through at least June 1, 2026 for all H-1B employees, file or support transfer of pending H-1B petitions, and provide dedicated immigration assistance.
- Narrowed Waivers and Removal of Non-Competes. The severance agreement’s broad legal release is of questionable enforceability in multiple jurisdictions. Oracle must narrow the release and waive all post-employment non-compete and restrictive NDA obligations that impede re-employment.
- ADA and FMLA Review. Employees terminated while on or recently returning from protected leave must be individually reviewed for compliance with the ADA, FMLA, and applicable state statutes. Oracle must identify all such employees, reinstate those wrongfully terminated, and provide full relief, in accordance with the law.
- Transition services. Employees must be given minimum six months of outplacement services for career counseling and immigration support; or a minimum $5,000 per employee in retraining allowance, by employee choice.
A substantial number of employees have not signed the current agreement. We are prepared to resolve these matters directly and privately. We request acknowledgement of this letter no later than 5:00pm PT on Tuesday, April 21, 2026 and a meeting scheduled with HR, Legal, and Executive leadership by the end of the week.
Please contact us at
[email protected] to schedule. Oracle is hereby placed on notice to preserve all documents, records, and communications relating to this reduction in force.
We have thus far chosen to pursue resolution privately and directly with Oracle. However, should these demands not be meaningfully addressed by the April 21 deadline, affected employees are prepared to share their experiences publicly. This situation has already drawn media and political interest, and the terms Oracle sets here will be noted by its current workforce, prospective employees, and customers. We remain hopeful that Oracle will act in good faith and that a public airing of these matters will not be necessary.
With respect and expectation of good faith engagement,
The Core Group
