Post-Severance compensation

Just curious as to what most people do. In general, for plan allocation purposes, do most documents you see INCLUDE all or most categories of "post-severance comp" or EXCLUDE all or most categories of "post-severance comp"

FWIW most of the plans I see INCLUDE it. I'm reviewing a potential takeover where it is all excluded, which brought this question to mind.

When the post-severance compensation rules came out several years ago I had a conversation with our clients to discuss the options.  Usually the decision to include or exclude came down to their payroll system and the administrative complexity of excluding some post severance, like unpaid leave pay, and including some post severance like final hours worked.  Our default is to include, if that helps.