#surplus

Looking for the 2nd qtr Southeast Craft surplus report. Anyone seen it yet ?

Any word on voluntary surplus or move notices coming out q2 or q3

I have heard a few anecdotal rumors. Any truth?

How do you stay committed to learning why you need to do well in your job when you know you could be surplused at any time — and it can all feel pointless?

We're all going to be laid off as soon as the company possibly can do so, if not sooner, because we're all being replaced via automation, off-shoring and outsourcing. I'm just grateful to have the nice termination package per labor contract for when the inevitable day comes when my position is surplussed.

All this talk is getting old.

Leg T surplus is coming but first they are trying to fire you for misuse of company time. They have a usage report for websites and a list of people that are not working. The goal is to fire 20- it will save the company over 2 million dollars.

Can anyone confirm if the following dates are planned surplus announcement dates?

4/22/26
6/19/26
8/19/26
10/2/26
11/4/26

I just saw something that makes me pretty sure these are planned surplus announcement dates.

Theres a ton of union titles that still exist. In past company has just surplussed those titles to bare minimums. Example coin collectors, storekeepers. Besides outside linemen do we really need inside techs? Central Office techs literally change cards and replace fibers. The trouble shooting is done by management and when a device needs replacement a CO tech does the physical work that takes 5 minutes.

I know at least one L3 who was impacted. I wonder which L4s got the ax.

And why the he!! do they call layoffs “surplus” here? George Carlin would have a field day with that sh!t.

Contract expired today 02/13 with no tentative project close call to be surplus and paid out or renewed we will see what do you think.

Talk going around today between Dallas and Atlanta is that it's cheaper to pay off Leg T union employees to get rid of them rather than keep them on the payroll considering high costs, high absenteeism, low productivity and trainability as well as non-collaberative attitudes. It's being agreed on by top leadership that it's much cheaper and far more easy to pay the termination pay per contract, and now that the watermark is no longer an obstacle, the first step will be to declare surplus which means VTP will be offered without a cap. This is expected to reduce the Leg T workforce by at least half. The remaining will be Involuntarily laid off by year end as all Leg T work is automated, outsourced and off-shored.

What’s the latest on surplus for level 3’s? Haven’t heard much lately

Make this make sense.

We lay off people by requiring them to move to a Hub city at their own expense and reapply for their job (or they are declared surplus/laid off). Then, a year later, they are back as a contractor, and RTO doesn’t apply to contractors.

If it is so darn important to have everyone in an office, why aren’t we ALL in the office? Why doesn’t AT&T thrust their own employees, but is happy to let a third party person have access to the same systems and networks remotely full time?

How many are waiting for surplus to get 90 weeks pay?

I’m calling bs on offer for New York. There was just an offer in December for operators, clerks and reps. It didn’t include field techs or cots. Why wouldn’t they just have made an offer in December to include more titles across all faa’s? Doesn’t make sense. I think they will wait for all the kinks to come out from the Frontier acquisition and possibly even approval of a contract extension before they offer any kind of income protection offer.

I got the letter to move or be added to the surplus list, and I have to reply in the next 2 weeks by a certain date. My manager noted that I could let them know before the date and get more information sooner. Any thoughts on if this puts me into the system quicker or speeds up the timeline? I don't yet have another job, but I'm looking. If I stay and find another job, I must wait until the date they say I'm off payroll...so thoughts on what is the best course of action? I'm trying to read vacation and other policies so I'm sure what to do in case I find something else quicker, but highly doubt it will happen.
Management employee with over 24 years, just trying to do the right thing in the right order.

I will not use any identification or identifying names. If you want real info bargaining ask. If known, it will be answered: no grasping. Surpluses etc are unknown. Across the board requires an agreement and none exist. Chances of a surplus? Sure. Across the board? Unlikely

Looks like ASE service installs have come to a crawl thanks to GPON. Has anyone heard rumor of surplus in Engineering? We have very little work. Scary ! 😱

Can anyone confirm if virtual workers in Network org were surplus notified?

What can we expect this week for layoffs? If the big boss is watching please surplus me ! I can’t say who I am on here because of my colleagues. But being ATT you should be able to figure it out.

Let’s say you want to be surplused… is there a way to make it happen without waiting?

1) If you say NO. Will submit before March 4.

They will hold you until 6mos just like what they did to the CSO folks. Basically, they do nothing getting paid. Wait until you get released so you can get the severance and can file unemployment to the state as you are marked being surplussed.

If you accepted a new job in between 6mos. That is consider a resignation.

2) if you say YES and no plan to drive on the new location - you will get terminated. State unemployment will not be an option.

Yes, we have been told anyone and everyone not currently working at an approved KNL will get their letter next week. Under 50 miles you will be expected to report to your new location the 1st week of March. Greater than 50 miles you have 60 days to say yes or no. If you say yes, you have till March 2027 to report. If you say no, you go to the surplus list and expect to be layed off by June 2026.
OP: @ax+1kdxp30g9

Putting this up for visibility.

I will hopefully be surplussed on December 15th and thus will be leaving the company with 104 weeks pay. Afterwards I'll collect unemployment for as long as I can. Then I'll start taking my legacy pension, my 401k distributions and my social security. Meanwhile I will continue doing the least amount of work i can get away with without getting fired all while lmfao.

Who is hoping to be laid off ? How much is your severance pay? 💰

. . . was the mentality behind the execution of RTO, forced relocation at employee expense, and seemingly random surplusses?

Are we a leaner, more cohesive and productive work force? Did it create a brighter future for AT&T?

You've had 2 years to experience and observe. Would you have executed it differently? Share your observations.

In FL, (IBEW) VZB techs are being split up between two different management chains. Inside and Outside. Management has spent the last 5 years trying to get us to perform ALL job tasks (without training or tools), and now they've done a complete 180. So far we have been divided up at random, and not given any information except for, "now you are an Inside tech" or "outside tech". In areas where there are only 1 or 2 techs covering a huge geographical area, how would that work? Tech's will have to turn away work because its not a responsibility of his manager? How does that better serve our customers? Who comes up with this cr-p? Who's going to work Fiber cuts if there are no Outside techs in the area? Who's going to work CCR builds if there's no Inside techs in that area? Throw it at the wall and see what sticks.

How does format work in other Union areas?

Rumor is the company will be declaring a surplus to IBEW in Jan. Not surprised.

What jobs are getting axed ?

Any news on the surplus declaration coming Dec 15 for bargained employees ?

How large is this surplus wave?

If the union folks pass on this lame offer will there be a forced reduction? Contrary to what most of you believe. We don’t all have a no layoff clause. And we are not all under the same union contract.

After over 2 decades at T, I got hit by a surplus back in 2022. I was lucky enough to land at Verizon shortly after, and I've been loving it.

I hope and pray that doesn't come to an end on Friday. But if it does, I just want to thank everyone. These last couple of years have been, without a doubt, the best of my professional life. I've had a couple of great bosses, and coworkers that can only be described as awesome.

To those who get hit on Thursday, you and your loved ones will be in my thoughts.

To those that remain, I have nothing but the upmost confidence that you'll continue to knock it out of the park, each and every day.

Best of luck to all

Anyone know how to find out how many people total (not names) were Surplus in the November 6th Layoff. Warn was not triggered but I know alot of NJ people like myself who were let go, trying to see whether total was over 50, have not signed my GR&W yet trying to see what is up with this first

Those impacted in Caleb’s org - were you told that it is strictly due to your location? Any other reasons given?

Ny surplus declared
See cwa 1101 website for FAA titles and numbers.

Significant surplus coming to Caleb D org. All positions and locations currently under evaluation for surplus. All locations on the table. Being in a hub is not going to save you this time.

Heard about surplus within the org from old coworker. I believe all impacted individuals have been notified. Sorry to everyone impacted, wanted to share.

My AVP team just hired from the outside a month ago and just surplused two others (without performance or attendance issues) -- both in Dallas.
Yes... both surplused employees over 50.

Make it make sense!

Keep hearing possible manager surpluss. Anyone know anything? I had another manager say he heard it from a credible source, but unsure.