How Target employees can prepare for corporate layoffs and restructuring
Check Team Member Services — click View Pay & Benefits and PaperlessEmployee to download pay records and W‑2s, confirm benefits in Workday, and document everything before restructuring hits.
Layoffs and corporate restructuring are stressful. Start with the concrete systems Target already uses: Team Member Services, the View Pay & Benefits button, PaperlessEmployee for tax docs, and Workday for HR records. Below are step‑by‑step actions you can take now, using the exact tools and labels that matter.
1. Log in to Team Member Services and find "View Pay & Benefits"
Open Team Member Services from your employee portal and click the View Pay & Benefits link. That hub centralizes pay stubs, benefits enrollment screens, and HR tools, so this is the single place to confirm current coverage, recent pay, and any employer communications. Make a checklist of what you find: insurance carrier names, last paycheck dates, and any notes on PTO or paid leave.
2. Download all pay stubs and tax documents via PaperlessEmployee
From Team Member Services, access PaperlessEmployee to download W‑2s and recent pay statements. Having PDF copies of your last 12 months of pay stubs and your most recent W‑2 speeds unemployment filings, tax filings, and conversations with payroll or benefits reps. Save these files locally (not just in the portal) and back them up to a secure cloud folder you control.
3. Check Workday for your employment and tax details
Open Workday to verify your job title, manager, hire date, tax withholding (W‑4) and emergency contact information. Workday is where HR records live; if your manager or job code changes during restructuring, a correct record in Workday prevents delays in benefits or final pay processing. Update your phone, personal email, and mailing address in Workday so notices reach you if your company email is deactivated.
4. Confirm benefits coverage and how it's handled post‑employment
Use View Pay & Benefits to note your current medical, dental, vision plans and any FSA/HSA balances shown in the hub. Document plan names, group numbers, and the benefits administrator listed; that information is what you’ll need for COBRA enrollment or transferring HSA funds. If you can’t find policy numbers in View Pay & Benefits, flag the specific item and contact Team Member Services immediately.
5. Inventory retirement accounts and options in the HR tools
Find 401(k) plan names and your current account balance using the HR tools in Team Member Services or the linked retirement provider displayed there. Note any employer match formulas visible in the benefits pages and the vesting schedule, because vesting affects what portion of matched funds you can retain if you depart. Look for instructions in the hub on how to roll over or retain accounts after a workforce change.
6. Record PTO, unpaid wages, and how final pay is processed
Pull your PTO balance and pay history from View Pay & Benefits and Workday to confirm how accrued time is tracked. Different regions and agreements can treat PTO payout differently; having paystub evidence and the PTO balance screen makes it easier to resolve disputes. Keep a dated screenshot or PDF of your current balance and most recent paycheck line items.
7. Save communications and centralize documentation
Save any company notices, manager emails, and the messages from Team Member Services into one folder along with your pay and benefits records. PaperlessEmployee and View Pay & Benefits are official records—download their documents rather than relying on screenshots alone. Track dates and names on emails so you can produce a clear timeline if questions arise during separation or restructuring.
8. Use HR tools to explore internal mobility and role changes
Because the Team Member Services hub “centralizes pay, benefits and HR tools,” check it for any internal mobility resources, posting links, or guidance on transfers before leaving. If restructuring is announced, internal roles often open first to current team members; having an updated Workday profile and a saved list of internal job postings speeds applications. Prepare a short, targeted internal resume and note how your current manager and job title appear in Workday—consistency matters for internal recruiters.
9. Contact Team Member Services with specific requests and documentation
If you need clarification, submit a request through Team Member Services rather than a broad email—reference the View Pay & Benefits page and PaperlessEmployee document IDs you downloaded. Be specific: request confirmation of your last work date, how final pay will be delivered, and whether benefits will continue through the end of the month. Keep copies of your requests and any case or ticket numbers the hub provides.
10. Protect access and plan for account deactivation
Expect corporate accounts to be closed during or after separation; save personal contacts and export important emails before that happens. Use Workday and Team Member Services now to add a personal, non‑Target email and a phone number you control, because the portal may be the last place HR can reach you. After you secure your files, change passwords on any accounts that used your Target email as login recovery.
11. Prepare basic documentation for unemployment and benefits claims
Having W‑2s from PaperlessEmployee, paystubs from View Pay & Benefits, and a Workday printout of your job title and hire date cuts the time it takes to file unemployment. Note down your employer identification details found in payroll documents so state systems can process claims faster. Keep a short narrative—dates, role, manager name—ready to submit if an unemployment system asks for reason for separation.
12. Make a short communications plan for managers and references
If you expect restructuring, identify one or two managers or colleagues who can speak about your work and make sure their contact info is accurate in Workday. Document specific projects, metrics, and store or team numbers to give those references quick talking points. If you plan to apply internally, ask if managers will support a transfer and note their answers in an email you keep in your records.
13. Consider immediate upskilling and external profile updates
While securing your internal records, update a concise, role‑focused resume and your external professional profile. Lead with measurable outcomes you can verify from pay or HR records (for example, tenure length, team size, or stores supported) so any recruiter or hiring manager can cross‑check quickly. Keep resumes and job applications in a folder alongside your Team Member Services downloads for fast submission.
14. Keep a record of any severance or separation terms shown in the hub
If Team Member Services or Workday shows any separation agreements or notices, download them immediately and store them with your other documents. Don’t sign anything you don’t fully understand; if an agreement appears in your portal, preserve the original copy and ask for a direct contact in Team Member Services to explain timelines and any pay or benefits continuation.
Practical closing: Start with the systems that matter—Team Member Services, View Pay & Benefits, PaperlessEmployee, and Workday—and treat them as the source of truth. Download everything, update your contact info, and document conversations. One clear stat from our reader data: 100% of readers only view content without sharing, so when you find a helpful how‑to inside those portals, save it and pass it directly to a colleague who’ll need it. That small, concrete step—moving files from a portal into your own secure folder—reduces friction and preserves your options when restructuring decisions arrive.
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