Thread regarding AT&T layoffs

In addition to the uncertainty that you may end up rebadged (no severance), I wonder how many people counting on unemployment have actually looked it up. In my state, the max amount is about $500 per week. I make quite a bit more than that, now, so unless I have plenty of cash and planned on sitting around, I would be losing a lot of money. It’s better than nothing if you can’t get a job, but not something that would keep me from taking the offer on its own.

Do they have next year's interest rates in play yet? It seems like they make changes around this time of year in the calculations.

@1tvy, my focus has always been to take the Annuity, so full disclosure is that Lump Sum does not affect me....but you make a fair point. That said, all C-ap Table analogies exist....hope I didn’t over dramatize it!

@1tvy. All you have to do is wait until 1/1/2020 to receive the lump sum in order to take advantage of the 2019 interest rates.

C-ap table analogy. You must also consider the difference next year's interest rate will have on a lump sum payout. If leaving this year, last year's interest rate will be used to calculate a payoff. With the Fed lowering interest rates this year, waiting until 2020 for a lump sum could mean tens of thousands of dollars. I left this year when they offered the 2017 rate and it increased my lump sum by $65K.

"loss of productivity"- That's a good one. Reducing headcount, by definition, means productivity increases since headcount is the bottom denominator.

We waited for severance but got outsourced for a year job and lost severance also. Now feel like working for whole year for six month salary.

There will come a point when leadership believes they have enough vendor spread they can lean on them to absorb any remaining service. Good luck in the next surplus.

@cuk, have you ever played C-aps at a c-sino? You’re the ‘Shooter’ you’ve got your chips on the line, inside numbers are covered and you’ve held the dice a good while and kept your money on the table, but you stayed too long and eventually you ‘seven out.’ You lose!

AT&T is this analogy, if you’re hanging on for the six month severance and/or the unemployment check on the other side, so many things can go wrong....you may not get that severance because you may be outsourced to another company (now it’s too late to say no, "I refuse") T can release you with refusing the new job assignment now Severance is off the table and unemployment may not touch you for the same reason!

The Severance, the next time, may be reduced to 3 months, or less, we don’t know what’s rattling around in thé leaderships mind, other than we are an expense on the ledger.

To you, and to anyone guessing on managements next move in 2020, I simply say "don’t leave too many chips on the table" or you may "seven out." Make a knowledgeable decision that includes common sense, not gambling.

Remember the adage, "half a loaf is better than none." Oh, and for the record, I’m taking the half loaf!

@1240TGJo-lfu that's what I have been wondering all weekend as I try to decide what to do. It is a concern (that they could change it or the potential for rebadge). If there is no change, then waiting is the best solution unless you really just want to leave. It's definitely a better deal to wait and get an involuntary separation if the severance will remain the same.

I wonder home much confidence we can have in getting the 6 month severance if involuntarily terminated. I was thinking about taking the offer but your reasoning has me wondering.

The cost competition is not helping. Spectrum is offering Voice as a add-on to their packages for $10 a month in my area. Understand we might not have that many of those customers left but how do we compete with that in a lot of our territory?

opr: perhaps!

Am assuming that leadership executes on options presented to them. Options come from HR and hired consultants. Leadership needs to get some results. This option does not generate results needed (they tried that with Business marketing, did not work). If reducing workforce is important and time is of great essence, than "leadership" is about thinking bold and big rather than keep on doing do-overs every few months

(note: Elliot wants per employee revenue to rise from 700K/person to 900K/perperson – easy to calculate what % reduction needed)

You honestly think he cares? No he does not! While he may read his email, and probably compose a compassionate reply - he won't change policy.