内容来源：https://techcrunch.com/2026/05/08/laid-off-oracle-workers-tried-to-negotiate-better-severance-oracle-said-no/

内容总结：

甲骨文大规模裁员引发争议：2至3万人被邮件解雇，股票补偿成焦点

据多家媒体广泛报道，科技巨头甲骨文公司于3月31日通过电子邮件裁掉了约2万至3万名员工，裁员规模之大引发业内震动。

一名当天被解雇的员工向TechCrunch描述了当时的经历：“我突然有种不好的预感。当我试图登录公司VPN时，系统提示‘该用户已不存在’。我马上打电话给同事，问他们能否在Slack上看到我，得到的回答是‘你的账号已被停用’。”随后该员工便收到邮件，告知其岗位被立即终止。几日后，公司发来了遣散方案，但条件迅速成为争议焦点，部分被裁员工已开始反击。

甲骨文提供的遣散方案基本遵循美国企业标准：员工需签署协议放弃起诉权利，方可获得相当于首年工龄4周工资、之后每满一年增加1周、最高不超过26周的补偿。此外，公司还支付一个月的COBRA（延续医疗保险）费用。

然而，关键问题在于：甲骨文并未加速兑现即将到期的限制性股票单位（RSU）。对于科技行业员工而言，股票补偿往往占收入很大比重，尤其甲骨文更是如此。任何在解约日尚未归属的股票都将被没收，即便是作为留任激励或替代升职加薪而授予的股票也不例外。据《时代》杂志报道，一名资深员工因此损失了价值100万美元、距离归属仅剩4个月的股票，而RSU此前约占其总薪酬的70%。

此外，部分员工发现，如果自己被公司归类为“远程办公人员”，且不在加州或纽约等拥有更强劳动者保护法规的州工作，公司便声称其不享有《工人调整和再培训通知法》（WARN法案）的保护。该法案要求企业在进行大规模裁员时，须提前60天通知员工，适用于单一工作地点受影响人数达50人及以上的情况。通过将员工划为远程办公，甲骨文可以规避这一地点人数要求。一些员工此前甚至不知道自己被归类为远程办公人员，因为他们原本就在办公室附近，实行混合办公制度。

有前员工指出，即便部分员工受WARN法案保护，甲骨文也未因此提高遣散费，而是将法案要求的60天通知期工资算入其已有的“4周加每年1周”的补偿方案中。

据TechCrunch获取的一封信件显示，曾有一批被裁员工试图联合与甲骨文谈判，至少90人签署公开请愿书，呼吁这家数据库与云计算巨头效仿其他以AI之名进行大规模裁员的科技公司，提供更优厚的遣散条件。例如，据Business Insider报道，Meta的遣散方案为16周基本工资起，外加每年服务增加2周，并支付18个月的COBRA保险；微软对长期员工提供自愿退休方案，包括加速股票归属、至少8周工资以及根据职级每半年增加1至2周补偿；Cloudflare近期裁减20%员工后，则提供了相当于基本工资至2026年底的一次性补偿、覆盖至年底的医疗保险以及截至8月15日的股票加速归属。

但据TechCrunch看到的邮件，甲骨文拒绝了谈判要求。该员工表示，公司给出的方案没有商量余地，“要么接受，要么走人”。

当被问及遣散条款、员工被划为远程办公以及集体谈判失败等问题时，甲骨文拒绝置评。分析人士指出，公司的这一反应并不令人意外，甚至也在那些期望谈判的员工意料之中。但它清楚地表明：在市场向卖方倾斜时，科技行业员工所享有的高薪（通常来自股票）和福利，一旦市场风向转变，几乎没有任何有效的保护措施。

中文翻译：

据广泛报道，甲骨文公司于3月31日通过电子邮件裁掉了约2万至3万人。
当天被解雇的一名员工向TechCrunch讲述了这段经历：“我当时胃里有种奇怪的感觉。我试图登录VPN，但VPN提示‘此用户已不存在’。随后我打电话给朋友，问她：‘嘿，你在Slack上能看到我吗？’她回答说：‘看不到，你的账号已被停用。’”
该员工很快收到一封邮件，称其职位立即终止。几天后，遣散方案送达。但甲骨文的条款很快成为争议焦点——部分被裁员工开始反击。
甲骨文向被裁员工提供了相当标准的美企方案。作为签署放弃起诉权的协议的交换，员工工作满一年可获得四周工资补偿，此后每多服务一年增加一周，上限为26周。公司还支付一个月的COBRA（《统一综合预算协调法案》）保险费用。
关键在于：尽管股票补偿通常占科技行业员工收入很大一部分（尤其在甲骨文），但该公司并未加速授予即将到期的限制性股票（RSU）。任何在终止日期前未归属的股票都将被没收。
即使是作为留任激励或替代晋升加薪而授予的股票也不例外。《时代》杂志报道称，一名长期员工因此损失了价值100万美元、仅差四个月即可归属的股票——限制性股票占其薪酬的约70%。
部分员工还发现，若被公司归类为远程员工，且不在加州或纽约州等员工保护更完善的州工作，公司将声称他们不具备《员工调整和再培训通知法案》（WARN）的保护资格。
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你的下一轮融资。你的下一个人才。你的下一个突破机遇。尽在TechCrunch Disrupt 2026——这里汇聚了超过1万名创始人、投资者和科技领袖，在为期三天的活动中参与250多场战术研讨会，进行高效人脉对接，见证定义市场的创新成果。5月8日前注册，即可半价携伴同行。
WARN法案要求企业在进行大规模裁员时，需提前两个月通知员工。当同一地点影响50人及以上时即触发该法案。通过将员工归类为远程员工，企业可规避最低地点人数要求。
部分员工甚至不知道自己被归为远程员工——因为他们办公地点靠近办公室，且实行混合办公制。
前甲骨文员工表示，即便受WARN法案保护，也不一定能延长遣散费。因为甲骨文将WARN法案要求的两个月通知期工资，直接计入其“四年工龄补偿四周、每年加一周”的计算公式中。
据TechCrunch获取的一封信件显示，曾有员工群体试图与甲骨文集体协商。至少90人签署公开请愿书，敦促这家数据库与云计算巨头效仿其他以人工智能名义进行大规模裁员的大型科技公司的条款。
例如，据Business Insider公布的邮件显示，Meta的遣散方案起步为16周基本工资，外加每任职一年增加两周，并覆盖18个月的COBRA保险。
据《西雅图时报》报道，微软向资深员工提供自愿退休方案时，不仅加速股票归属，还提供至少八周工资补偿，并根据职级每六个月增加一到两周工资。
而刚刚裁员20%的Cloudflare，则提供一次性遣散费（相当于截至2026年底的基本工资），并覆盖年底前的医疗保险，同时加速截至8月15日前的股票归属。这意味着若员工即将获得下一批股票，仍可获取。
TechCrunch获取的邮件显示，甲骨文拒绝协商。该员工表示，这完全是“要么接受，要么走人”的局面。
当被问及遣散条款、员工远程归类问题以及员工尝试协商未果时，甲骨文拒绝置评。
公司的这种反应并不令人意外——甚至对曾寄望协商的员工而言也是如此。但这确实凸显出一个事实：尽管科技从业者在卖方市场时能享受理论上的高薪（通常通过股票）和福利，但在买方市场来临时，他们几乎没有任何保障措施。

英文来源：

As was widely reported, Oracle axed an estimated 20,000 to 30,000 people via email on March 31.
One of the employees cut that day told TechCrunch about the experience: “I had, like, this weird feeling in my stomach. I went to go sign into the VPN, and the VPN was like, ‘this user doesn’t exist anymore.’ Then I called my friend, and I was like, ‘Hey, can you see me in Slack?’ And she said, ‘No, your account’s been deactivated.’”
The person soon received an email stating their role was terminated immediately. The severance offer arrived a few days later. But Oracle’s terms would quickly become a point of contention — and some laid-off employees would push back.
Oracle offered fairly standard Corporate America terms to laid off employees. In exchange for signing a release waiving their right to sue, employees received four weeks of pay for the first year, plus one additional week per year of service, capped at 26 weeks. The company was also paying for one month of COBRA insurance.
The catch: Although stock compensation often makes up a good chunk of a tech worker’s pay, particularly at Oracle, the company did not accelerate soon-to-vest RSUs. Any shares that hadn’t vested by the termination date were forfeited.
That held true even for stock granted as retention incentives or in place of salary increases tied to promotions. One long-tenured employee lost $1 million in stock that was just four months from vesting; RSUs made up about 70% of his compensation, Time reported.
Some employees also discovered that if they were classified as remote workers by the company, and didn’t work in a state with stronger worker provisions like California or New York, the company said they didn’t qualify for WARN Act protections.
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The WARN Act is a law that requires companies conducting mass layoffs to give employees two months notice prior to letting them go. It’s triggered when 50 or more people are impacted at one location. By classifying employees as remote workers, the minimum location requirements can be sidestepped.
Some people were unaware they were classified as remote workers, because they were near an office and worked on a hybrid schedule.
Even if they were covered by the WARN Act, this did not necessarily extend severance, the former Oracle employee said. That’s because Oracle included the two-months’ WARN notice pay in its existing calculation of four-weeks, plus one week per year.
For a short time, a group of employees tried to negotiate en masse with Oracle, according to a letter seen by TechCrunch. At least 90 people signed a public petition urging the database and cloud computing giant to match the terms of other big tech companies conducting mass layoffs in the name of AI.
For instance, Meta’s severance package, according to an email published by Business Insider, started at 16 weeks of base pay, plus two weeks for every year of employment and covered COBRA for 18 months.
Microsoft, which extended voluntary retirement offers to long-serving employees, provided accelerated stock vesting, a minimum of eight weeks’ pay, and an additional one to two weeks for every six months of service, depending on rank, the Seattle Times reported.
And Cloudflare, which just cut 20% of its employees, offered lump sum severance that was the equivalent of base pay through the end of 2026, plus healthcare coverage through the end of the year, and accelerated vesting of stock through August 15. So if an employee was close to obtaining another tranche, they will get it.
Oracle declined to negotiate, according to an email seen by TechCrunch. It was a take-it-or-leave scenario, the employee said.
When asked about its severance terms, classifying employees as remote, and the failed attempt by employees to negotiate more, Oracle declined to comment.
Such a reaction from the company isn’t a surprise, not even to those who hoped to negotiate. But it does underscore that for all the theoretical high pay (often via stocks) and perks that tech workers enjoy when it’s an employees’ market, they have very few protections in place when it isn’t.