For the people who don't know d##k about IT, basically on October 13th the software which grants access to the systems will pull the plug on these people who will be 86 from the joint. We have to go in and set an end of access date in the scheduler. With such a high number, it is going to take several weeks between the few of us left here to actually complete. It is across all departments in every state which still has a physical presence. The majority is in Phoenix. You have been warned people.
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Tomorrow. Tick tock, tick tock...
So, the big day is this Thursday?
Is this post for real.....990 disconnects?? If so, by when? Is this true? How many in Phoenix?
Is it a prank or not? Or is this a double-bluff??? ITT got shut down today, horrible day to be playing :/
@J94DzL1 - this is fake and an obvious prank.
WARNING - DO NOT TAKE THIS POST SERIOUSLY
@ wake up. Simply an attempt to inform people. Well aware of Apollo's ten year history of skirting the act through other means. If anyone from HR wants to pipe-in about how this actually works (60 day severance, or other means of complying with the law) then feel free. AZ being at at will state has to do with firings and small layoffs. Most states are at-will; the law still applies to them too. I am sure lawyers at many companies have figured out unsavory, yet legal ways of getting away with it.
The "WARN" act hasn't applied to the other mass layoffs the Phoenix has had, so it won't here either.
If that was true how come none of the other layoffs are listed on the state website for the warn act? It shows a ten year history on it. Take your warn act nonsense elsewhere.
Arizona is an at will state. There will be no notice or payout. Wake up
Hey previous post on WARN- that's all true, but I believe that 60 days severance would suffice as well, which could be announced on day of lay-off.
If this is true, then by Law, APOL must give employees to be terminated advance notice by two months. This would have had to happen by 8/19, which I am sure you know has come and gone. That is why the OP post is likely BS trolling. Not to say that layoffs won't happen - they probably will. Just know your rights.
https://www.doleta.gov/programs/factsht/warn.htm
General Provisions - WARN Act.
WARN offers protection to workers, their families and communities by requiring employers to provide notice 60 days in advance of covered plant closings and covered mass layoffs. This notice must be provided to either affected workers or their representatives (e.g., a labor union); to the State dislocated worker unit; and to the appropriate unit of local government.
Employer Coverage
In general, employers are covered by WARN if they have 100 or more employees, not counting employees who have worked less than 6 months in the last 12 months and not counting employees who work an average of less than 20 hours a week. Private, for-profit employers and private, nonprofit employers are covered, as are public and quasi-public entities which operate in a commercial context and are separately organized from the regular government. Regular Federal, State, and local government entities which provide public services are not covered.
Mass Layoff: A covered employer must give notice if there is to be a mass layoff which does not result from a plant closing, but which will result in an employment loss at the employment site during any 30-day period for 500 or more employees, or for 50-499 employees if they make up at least 33% of the employer's active workforce. Again, this does not count employees who have worked less than 6 months in the last 12 months or employees who work an average of less than 20 hours a week for that employer. These latter groups, however, are entitled to notice (discussed later).
An employer also must give notice if the number of employment losses which occur during a 30-day period fails to meet the threshold requirements of a plant closing or mass layoff, but the number of employment losses for 2 or more groups of workers, each of which is less than the minimum number needed to trigger notice, reaches the threshold level, during any 90-day period, of either a plant closing or mass layoff. Job losses within any 90-day period will count together toward WARN threshold levels, unless the employer demonstrates that the employment losses during the 90-day period are the result of separate and distinct actions and causes.
Exemptions
An employer does not need to give notice if a plant closing is the closing of a temporary facility, or if the closing or mass layoff is the result of the completion of a particular project or undertaking. This exemption applies only if the workers were hired with the understanding that their employment was limited to the duration of the facility, project or undertaking. An employer cannot label an ongoing project "temporary" in order to evade its obligations under WARN.
Notification Period
With three exceptions, notice must be timed to reach the required parties at least 60 days before a closing or layoff. When the individual employment separations for a closing or layoff occur on more than one day, the notices are due to the representative(s), State dislocated worker unit and local government at least 60 days before each separation. If the workers are not represented, each worker's notice is due at least 60 days before that worker's separation.
The exceptions to 60-day notice are:
(1) Faltering company. This exception, to be narrowly construed, covers situations where a company has sought new capital or business in order to stay open and where giving notice would ruin the opportunity to get the new capital or business, and applies only to plant closings;
(2) unforeseeable business circumstances. This exception applies to closings and layoffs that are caused by business circumstances that were not reasonably foreseeable at the time notice would otherwise have been required; and
(3) Natural disaster. This applies where a closing or layoff is the direct result of a natural disaster, such as a flood, earthquake, drought or storm.
If an employer provides less than 60 days advance notice of a closing or layoff and relies on one of these three exceptions, the employer bears the burden of proof that the conditions for the exception have been met. The employer also must give as much notice as is practicable. When the notices are given, they must include a brief statement of the reason for reducing the notice period in addition to the items required in notices.
Penalties
An employer who violates the WARN provisions by ordering a plant closing or mass layoff without providing appropriate notice is liable to each aggrieved employee for an amount including back pay and benefits for the period of violation, up to 60 days. The employer's liability may be reduced by such items as wages paid by the employer to the employee during the period of the violation and voluntary and unconditional payments made by the employer to the employee.
Enforcement
Enforcement of WARN requirements is through the United States district courts. Workers, representatives of employees and units of local government may bring individual or class action suits. In any suit, the court, in its discretion, may allow the prevailing party a reasonable attorney's fee as part of the costs.
Thank you IT for the heads up -- not much time left, any word on how they are choosing who to fire?
This post is total BS
Maybe advanced list is required since layoff numbers are so high? End of fiscal year for government today.
Only Apollo group had IT left
This post is false. Just talked to someone in IT and there is no list. Phoenix no longer has anyone in IT and are just contractors... They are only given a list once people are laid off...
Wish this wasn't anonymous so I could ask if I am on that list lol thank you for the heads up, it is appropriated!
That is awesome I can't weight!