Estimates a separation payout from biweekly pay and length of service, following Article 7 of the 2024–2027 agreement.
| Weekly pay | — |
| Months of service (used) | — |
| Complete 6-month periods | — |
| Dismissal indemnity weeks (Art. 7 §2) | — |
| Dismissal indemnity | — |
| Severance (Art. 7 §5) | — |
| Enhanced severance (Art. 6 §7(g)) | — |
| Accrued vacation | — |
| Pay in lieu of notice (4 weeks) | — |
| Total gross | — |
| Total gross | — |
| Federal tax withheld | — |
| State tax withheld | — |
| Net payout | — |
Article 7, Section 2 — dismissal indemnity: 2 weeks for the first 6 months of service, plus 1 week for each additional complete 6-month period, capped at 72 weeks. Article 7, Section 5 — staff-reduction severance, paid on top: 2 weeks under 5 years of service, 4 weeks at 5–10, 6 weeks at 10–15, 8 weeks at 15+.
Note: excludes economic differential, if applicable. Does not include FICA, which still applies to severance.
Terminated for poor performance uses a different and much smaller formula — 1 week per full 12 months, capped at 36 weeks. This calculator does not model it. Confirm in writing that your separation is processed as a staff reduction.
On tax rates: the federal default is the IRS flat rate for supplemental wages. State rates are rough, editable defaults — actual supplemental withholding rules vary by state. Withholding is not your final tax; a large lump sum is often under-withheld at 22%.
Disclaimer: estimation only. Not tax or legal advice.