In Reddinger v. SENA Severance Pay Plan, employees of a paper mill were notified of the closure of the plant, and were offered severance pay if they stayed until the plant closure in May. The two plaintiffs accepted the severance offer. However, within two weeks, the employer notified employees that the plant closure was delayed until later in the year. Plaintiffs worked until the original termination date in May, and then left to start new jobs. The employer had warned them that, by leaving early, they would not receive severance. Both sued alleging they were entitled to severance under the original terms of the severance offer. In dismissing the suit, the federal Seventh Circuit Court of Appeals held that the severance plan only authorized severance pay for employees where were involuntarily terminated. According to the court, plaintiffs stopped working in May of their own accord, and their termination was therefore voluntary.