Product Manager Lead Generation

Snap layoffs in LA: what your severance agreement actually says. Snap's April 2026 WARN filing made it official: 247 employees were cut from the Los Angeles offices. If you were part of that layoff, you received a severance agreement. Maybe you've been sitting on it for a while. Maybe you're about to hit a deadline. Either way, here's what matters. Here's something most people don't realize: severance agreements are negotiable. The offer you received is a starting point, not a final number. Employees negotiate better severance packages with the help of an attorney every day, and the results are often meaningfully better than the initial offer. Lfbrown review and negotiate severance agreements on contingency. That means no upfront cost to you. Its fee comes only from the additional amount Lfbrown negotiate above what you were already offered. If Lfbrown don't improve your package, you don't pay. There's no downside to having an attorney look at what you've been given. 247 employees triggers serious WARN Act obligations. Both the federal WARN Act and California's Cal-WARN Act (Labor Code Sections 1400-1408) require 60 days' advance written notice before a mass layoff. With 247 employees cut from the LA office, there's no question the threshold is met. If Snap gave you that notice, the WARN obligation is satisfied. If they didn't, they owe you up to 60 days of pay and benefits on top of whatever severance they offered. Under Cal-WARN, they may also owe $500 per employee per day of violation. Look at the math in your agreement. Companies sometimes bundle WARN pay into the severance total to make the package look bigger than it is. If four weeks of your severance is actually WARN pay that Snap owed you by law, the voluntary portion is much smaller than the headline number. Your Snap RSUs. Snap is publicly traded (SNAP on NYSE). If your compensation included RSUs, here's the hard truth: unvested shares are forfeited when you're terminated. Depending on where you are in your vesting schedule, that could represent a significant chunk of your total compensation disappearing overnight. This is worth reviewing carefully. Partial accelerated vesting, where Snap credits you an extra 3 to 12 months of vesting, is worth raising, though companies are often resistant, in a mass layoff. That said, it's worth reviewing whether the equity treatment in your agreement reflects your full vesting picture. If you were days or weeks from a vesting cliff, losing those shares because of timing is especially worth pushing back on. Also confirm that vested but unsettled RSUs will be delivered on the normal schedule. The severance agreement should not modify settlement terms for shares you've already earned. Snap has done this before. This isn't Snap's first round of layoffs, and the company has had to navigate these issues before. That means two things. First, Snap's legal team has a polished template. It's designed to be comprehensive and to protect the company across every scenario. Second, because it's a template, it wasn't written with your individual situation in mind. Your tenure, your equity position, your role, and your potential claims all make your situation different from the person in the next office. Non-Competes are dead in California. If your Snap severance agreement includes a non-compete clause, it's void. California Business and Professions Code Section 16600 prohibits non-compete agreements. AB 1076 made it explicitly illegal for employers to include them. SB 699 extended this so that non-competes from other jurisdictions can't be enforced against California workers. Social media and tech companies are a tight world in LA. Santa Monica, Venice, Playa Vista. You should be free to walk into any competitor the day after your last day at Snap. Don't sign an agreement with language that could create friction at your next job, even if it's technically unenforceable. Demand removal. OWBPA protections for employees over 40. If you're over 40, federal law gives you extra protections under the Older Workers Benefit Protection Act. In a group layoff of 247 people, Snap must give you at least 45 days to review the agreement, not 21. They must provide a list of the job titles and ages of employees who were selected and not selected for the layoff. You get 7 days after signing to revoke. If Snap gave you the wrong timeline or skipped the required disclosures, the waiver of your age discrimination claims may be invalid. That matters if you believe age was a factor in who got cut. The general release. Your severance agreement includes a release of claims. When you sign, you're giving up your right to sue Snap for wrongful termination, discrimination, retaliation, unpaid wages, harassment, and anything else that happened during your employment. That's a big trade. Before you make it, consider whether you have claims worth preserving. Were the layoff selections neutral? Were certain groups disproportionately affected? Had you raised concerns about workplace issues? Were you on leave? Filing a claim with the California Civil Rights Department (CRD) or the DLSE for wage issues is off the table once you sign. Final pay and what Snap owes you regardless. California Labor Code Sections 201 through 203 require all earned wages to be paid on your last day of employment. That includes accrued vacation and PTO. Late payment triggers waiting time penalties of up to 30 days of additional pay. This is not severance. It's your earned compensation, and it's owed whether or not you sign the agreement. What to do now. Don't let a deadline push you into signing something you don't fully understand. If you're over 40, you have 45 days. Use them. If you were part of the Snap layoff in Los Angeles, its employment attorneys can review your severance agreement and tell you exactly what's negotiable. Lfbrown handle employment cases in LA County Superior Court. The consultation is free. The worst outcome of making one phone call is learning that your package is already fair. Free Consultation Talk to a senior attorney directly. No fees unless Lfbrown win 4.9 | · 6,000+ cases handled

Florida, Roku resolve lawsuit over alleged sale of children's data. The lawsuit is just one to come from Uthemier's Office of Parental Rights, created last year. USA TODAY NETWORK - Florida June 26, 2026, 2:55 p.m. ET * Florida and Roku have resolved a lawsuit over accusations of illegally collecting and selling children's data. * Roku will implement enhanced child-protection features and parental controls at an estimated cost of $25 million. * The lawsuit was one of several filed by the Florida Attorney General's Office of Parental Rights against tech companies. Florida and Roku have resolved a lawsuit accusing the streaming distributor - used by millions of Americans to access Netflix, HBO Max, Disney+, ESPN, and many more services - of willfully collecting and selling the sensitive personal information of children in violation of state law. Under the agreement, Roku, which is being acquired by Fox for $22 billion, will implement enhanced child-protection features and offer parents more control over their children's viewing experience, according to a June 26 release from the State Attorney General's Office. The changes will run an estimated $25 million, the release said, and will take about a year. "This resolution ensures that meaningful safeguards will be implemented to protect the privacy and personal data for all children," Attorney General James Uthmeier said in a statement. "We appreciate Roku's cooperation in working toward a solution that provides tools for parents to decide how their children's data are used." "We appreciate the constructive engagement with Attorney General Uthmeier and are focused on implementing these enhancements promptly and effectively," Roku said in its own release. "Protecting children's privacy and empowering parents with choice over their family's streaming experience are priorities for Roku. We are proud of the protections we have built and are pleased to continue strengthening them with today's announcement." Roku lawsuit one of several from Florida AG. The lawsuit is just one to come from Uthemier's Office of Parental Rights, which was created last year. Uthemier also has sued the online gaming platform Roblox, adult sites Nutaku and lustyheroes, the social media sites Snapchat and TikTok, and the AI service ChatGPT, accusing them of not complying with a new state law that requires aggressive age verification, among other things. In March, Uthmeier said his office was investigating the online platform Discord for allegedly harboring predators. A day after Florida filed suit against Snapchat, the site launched a new "Snapchat Family Safety Hub." Roblox added two age-based accounts for children, along with a series of changes such as age checks, content ratings, moderation, and expanded parental controls. What did Florida accuse Roku of? Uthmeier posted a video to X on Oct. 14, saying the tech company and its Florida subsidiary have "taken, used, shared and sold the personal, sensitive data of our consumers, namely our kids." He added, "And that they've done so in violation of the Florida Digital Bill of Rights and the Florida Deceptive and Unfair Trade Practices Act." The suit alleged that Roku ignored "clear indicia of the presence of children on its platform," and willfully disregarded its sharing of their personal data without obtaining parental consent in violation of state laws while misrepresenting the effectiveness of its privacy controls and opt-out tools. "Florida families deserve to know what is happening with their children's personal information," Uthmeier said in a statement. "Parents - not technology companies - direct the upbringing of their children. We will hold any company that conceals or exploits that information accountable." What is Florida's Office of Parental Rights? Uthmeier created the Office of Parental Rights in April 2025 to safeguard family rights in fields ranging from children's health services to school library book selections, with an early emphasis on challenging what he saw as overreach by local school districts. Among other charges, the state's lawsuits have alleged that the companies violated Florida's Digital Bill of Rights. The law, passed in 2023, adds strict restrictions for websites collecting data by giving users: * The right to control personal data, including the right to confirm, access, and delete personal data from a social platform. * The right to know that personal data will not be used against a user when purchasing a home, obtaining health insurance, or being hired. * The right to know how internet search engines manipulate search results. * The right to opt out of having personal data sold. * The right to protect children from personal data collection. C. A. Bridges is a journalist for the USA TODAY Network-Florida's service journalism Connect team. You can get all of Florida's best content directly in your inbox each weekday by signing up for the free newsletter, Florida TODAY. Its editors independently choose its recommendations. Some content is produced with paid support from a third party, however its editorial decisions remain independent. 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