Milestone Technologies's latest layoff notice names 99 workers. Here is what to do this week.

Questions to ask Milestone Technologies

What to say

Fill in the brackets. Use your own words if they come easier.

• In the meeting

  “Thank you for telling me. I would like the details in writing: my last day, severance terms and when my benefits end. I will review them and answer by [date].”

• When you ask for more

  “I would like to ask for [more weeks of severance / health coverage through a set date / a neutral reference]. Can we discuss that before I sign?”

• When you tell your network

  “My role at Milestone Technologies was eliminated. I am looking for [role] in [field]. If you know a team that is hiring, I would appreciate an introduction.”

• In an interview

  “Milestone Technologies reduced its workforce in October 2026, and my role was part of that. I am proud of [result]. What I want next is [role], where I can [strength].”

If you are 40 or older and are asked to sign a release of claims, federal law gives you at least 21 days to consider it (45 days when the layoff is part of a group program) and 7 days to revoke after you sign.

Work out what a package is worth with the severance calculator.

File for unemployment benefits

File in the state where you worked, in your first week, even if you expect severance. Local help with filing is at the workforce boards listed on this page.

Settle these before your last day

• Health FSA: spend what is left on eligible expenses before coverage ends. Unused balances are usually forfeited, and after your last day you can generally claim only costs from before coverage ended. Ask the plan administrator whether FSA coverage can continue through COBRA.
• Dependent care FSA: ask what you can still claim and the deadline to submit receipts.
• HSA: the account is yours and stays open after you leave. Check the balance and how to keep using it.
• Book appointments, fill prescriptions and use dental and vision benefits while you are still covered.
• Paid time off: ask whether unused days are paid out. State law and company policy decide, and both vary.
• Expense reports, commissions and any bonus you have earned: ask for the amount and the pay date in writing.
• Copies of what belongs to you: pay stubs, your offer letter, performance reviews, equity and benefits statements, and your personal contacts. Do not take confidential company files.
• Make sure the employer has your current home address, so tax forms reach you.

401(k) and retirement accounts

• Your own contributions are always yours. Employer contributions are yours only as far as they have vested. Ask for the vesting schedule and whether your last day changes it.
• A large layoff can trigger full vesting under the plan-termination rules. Ask the plan administrator whether it applies.
• You can usually leave the money in the plan, roll it over to an IRA or a new employer’s plan, or take it as cash. A direct rollover avoids withholding and tax.
• Taking cash is taxed as income, plus a 10% penalty if you are under 59½, with exceptions. One exception can apply if you leave the employer in or after the year you turn 55, for that employer’s plan only.
• An unpaid 401(k) loan is usually due, or treated as a withdrawal, when you leave. You can generally roll over the amount of the offset until the tax filing deadline for that year. Ask the plan administrator how yours is handled.
• Plans can move small balances out automatically. Ask before your last day so it does not surprise you.

Agreements to read before you sign

• Non-compete: check whether you already signed one. Whether it can be enforced depends on your state, and some states, including California, void most of them. Ask for it to be waived in writing as part of any separation agreement.
• Non-solicitation: it limits recruiting colleagues or contacting clients. Ask how it is defined and how long it lasts.
• Confidentiality (NDA): keep trade secrets private, and ask exactly what is covered and for how long. Ask to confirm in writing that you can describe your own role and results when you interview.
• Non-disparagement: ask whether it runs both ways and what it covers. Agreements generally cannot stop you from filing for unemployment or a charge with a government agency. If the wording is unclear, have a lawyer read it.
• Release of claims: severance is often paid in exchange for giving up legal claims. Read what you are giving up. A one-time consult with an employment lawyer before you sign is common.
• References: ask for an agreed reference line and how your departure will be described, such as “position eliminated.”

Company property and access

• List what you hold: laptop, phone, badge, cards and any files. Ask where and how to return each item, and get a receipt.
• Do not wipe or delete company devices or accounts unless you are told to, and do not keep company files.
• Move your own files (photos, personal documents) off company devices before access ends. If you are unsure whether something is yours, ask.
• Take your personal accounts off your work email and move any two-step codes to your own phone.
• Ask when email and system access ends and how colleagues will be told.
• Ask when your final paycheck is due and how it will be paid. The deadline is set by state law.

Programs that may help

Verified programs for the states in these notices, the county or city where we have it. Check eligibility on each program’s own page.

• Iowa final pay and vacation

  IA · Help while out of work · On suspension or termination all wages due by next regular payday

• Federal CCDF rule: job search child care

  Nationwide · Help while out of work · If a state lets job search qualify a family, it must continue assistance at least 3 months after job loss

• Federal student loan economic hardship deferment

  Nationwide · Help while out of work · Payments postponed up to three years of deferment for economic hardship or Peace Corps service

• Federal student loan unemployment deferment

  Nationwide · Help while out of work · Payments paused

• Adult and Dislocated Workers

  Statewide, IA · Retraining · Re-entry services and WIOA training after job loss

• AMP'D Iowa

  IA · Retraining · Amount not stated.

• Career Training Physical Expansion Grant

  IA · Retraining · Not stated.

• Future Ready Iowa Last-Dollar Scholarship

  IA · Retraining · Covers the tuition gap after federal and state grants

• Iowa career exploration tools

  Statewide, IA · Retraining · Iowa Career Explorer, IowaWORKS assessments, O*NET Interest Profiler (page says only the profiler is free), oc

• AI Ready Ohio

  Statewide; in person in Cincinnati, Columbus, Toledo, OH · Retraining · Free or low-cost AI certificates in three stackable tiers (AI Explorer, AI Empowered Professional, AI Empowere

• Oregon final pay by next business day + penalty wages

  OR · Help while out of work · Discharged employee's wages due by end of the first business day after discharge (ORS 652.140)

• Oregon Promise

  OR · Retraining · $2,280-$4,716 per year for 2026-27.

• Oregon Promise Grant

  OR · Retraining · Community college tuition grant

Programs for veterans, people 50 and over, people with a disability, caregivers and other groups depend on who you are. The free account asks, and matches them to you.