Saddle Creek Logistics Services's latest layoff notice names 151 workers. Here is what to do this week.

Questions to ask Saddle Creek Logistics Services

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 Saddle Creek Logistics Services 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

  “Saddle Creek Logistics Services reduced its workforce in February 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.

• Alabama severance and unemployment exemption up to $50,000

  AL · Help while out of work · Exempts up to $50,000 of severance pay (may include unemployment compensation, termination pay) from Alabama i

• 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

• Career center services

  Statewide, AL · Retraining · Free resume building and job search help at regional career centers

• South Carolina final pay

  SC · Help while out of work · Wages due within 48 hours of separation or the next regular payday, not to exceed 30 days (41-10-50)

• South Carolina state continuation

  Statewide, SC · Help while out of work · Keep group coverage for the rest of the policy month plus 6 months

• Lottery Tuition Assistance

  Statewide, two-year public and some independent colleges, SC · Retraining · $80 per credit hour toward tuition for the current year, after federal grants and the SC Need-Based Grant

• Reconnect with York Tech

  SC · Retraining · Not stated

• SC Career Readiness credentials

  Statewide, SC Works centers, SC · Retraining · Free courseware, six assessments and credentials including Professional Skills and Digital Skills

• SC WINS

  Statewide, technical colleges, SC · Retraining · Covers tuition and mandatory fees left after LTAP and other aid

• Georgia Access special enrollment after job loss

  Statewide, GA · Help while out of work · Enroll in a Georgia Access plan outside open enrollment

• Georgia Adult Education

  Statewide, GA · Retraining · Free classes for GED, literacy, ESL and workforce training through 30 providers

• HOPE Career Grant

  Statewide, at TCSG technical colleges, GA · Retraining · Fixed amount per term by program and hours

• HOPE Grant

  Statewide, GA · Retraining · Tuition help for certificate or diploma at eligible Georgia colleges

• HOPE Grant

  GA · Retraining · Tuition assistance for a certificate or diploma

• HOPE Scholarship

  GA · Retraining · Tuition for an undergraduate degree

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.