I'm really interested in how the team will function after everyone's workload has been drastically increased.
That is, I'm wondering who will be the first to leave.
Do they really think that placing such a burden on the remaining employees is a smart thing to do?
19 replies (most recent on top)
It’s amazing but I know a guy I used to work with who didn’t get the RIF in December and I did. He does everything he can to pi-s off his mgrs and he can’t even get fired!!
Changes were made in 2012 regarding severance pay and UI pay as I was told .
@1gkt+1mY1KzAN look up your state's unemployment laws. They are all different. In my state, I could begin collecting unemployment the day after my termination date. Some states you may have to wait and some you may not be eligible at all. VZ will not contest it.
@1gkt+1mY1KzAN you have to go to your state's employment security commission's website and see what the rules are. There may be loopholes as well. When I was laid off back in 04 my state allowed us to get unemployment even with a severance if we took classes. This time however that is not an option. You have to do your own homework and due diligence.
I think you mean 'increased backlog'. There's still only 40 hours in my work week.
I'm sooooooo sorry but hans needs another Ferrari toodalu mothfu-kaaaaaa
Allow me to provide some clarity from my personal experience. If possible, I recommend taking the severance package. Working under the constant threat of a biyearly Reduction in Force (RIF) can be challenging, trust me. If you decide to stay, be prepared for an increased workload and a shift in your responsibilities to accommodate the company's needs. Verizon has several teams performing similar tasks, so if your team is unaffected, chances are you will still have to take on the additional workload. Regarding unemployment, eligibility varies from state to state. In my state, voluntarily accepting a severance package disqualifies you from claiming Unemployment Insurance (UI). However, the situation is somewhat different if you are compelled to take the package. Additionally, if your job responsibilities change significantly, you can leave at any point and cite that as a reason to claim UI benefits. It's important to note that anyone can file for UI, and it's up to the company to contest the claim. I suspect that Verizon may not bother disputing the UI claims. Just be cautious when answering the questions during the UI benefits application process. Those who choose to stay must understand that they shouldn't expect any assistance. As your coworkers leave and their positions remain unfilled, you will be expected to pick up the slack. Unfortunately, the presence of unproductive individuals who thrive at the company will likely persist, much like a weed.
I was laid off last summer after 11 years. Gladly accepted my fat severance package (FU Verizon) and also applied for unemployment on first day of being unemployed. The unemployment payout started within 2-3 weeks. It’s not delayed.
Folks that don’t want to work will be the next to leave. Win-win.
Unemployment is delayed for x number of weeks for which severance is paid out. So if you have 10 Yrs for example and were offered 20 weeks of severance pay then you are not eligible to file for unemployment for 20 weeks and serve a waiting period and until 20 weeks have elapsed.
I don’t want to work for a company that’s going to force me to be burnt out trying to please customers who treat us like trash because they don’t want to pay their high phone bill and their service is trash. I’m stuck trying to decide if I want to press my luck or take the money and run. I have 2 infants and I just got a new car payment to have more room for them. I am a single mom and I’m currently living with a family member for help with the kids but was about to close on a house until this happened… there is life outside of Verizon but life hits so hard.
Does anyone know if we can still get unemployment if we take the severance … never been in this position before. Verizon was my first real job 10 years ago.
We are losing VPs constantly. Currently 3 openings. This is not a good sign.
Here is my plan. Will not volunteer for anything even if it gets me off the phones. If voluntold then I will try to find an excuse that will make it inconvenient for them to have me do it. Will not be sharing work arounds to issues that I find on my own. Will not report problems I find in systems unless it directly effects my performance. Will not be sending examples of known issues that take me more than 2 mins to report. If put on any round tables I will attempt to sneak by without answering and if I can’t I will either just say that everyone has raised the issues I wanted to raise or even down play some of the issues mentioned.
If they are ok with outsourced work then I am happy to provide it here in the US. Since the V team means nothing to them, then it means nothing to me.
If they try to get you to leave by burning you out (aka impossible workload), document everything!! They will take away headcount and make you do all the work. They will deny OT. Then they’ll say you are failing to do the work. It’s illegal. You just need proof.
Post ID: @dya+1mY1KzAN
What is the definition of the seasoned and non-seasoned people, personnel?
There are always two phases to all layoffs. 1. Letting some people go with a package. 2. Getting many more to quit without a package by burning them out with insane workloads taking up the slack.
We are entering phase 2. That's how they get seasoned people off the books without giant packages.
The unions are chilling, beckoning for your call to help, because there are fewer and fewer customers, to service. The union shares your pain.
No, no, no. The work load is there, and it will get worst, pressurizing the ones survived layoffs so far. Management needs to start contributing (put their Ar$$es gear) in the real backbreaking work.
What workload? People are let go because there is no work