Best of luck to you all. I don't think I'm going to survive this round after going through what seems like 2 layoff sessions per year this past decade. It's a sad state of affairs, those who get axed, and those that survive to pick up the slack.
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Sure way of being targeted for layoff is to complain about EEOC violations.
I was let go a few years ago just after 1 week after talking with my Director about EEOC violation towards me. Then my Director yelled at me for 10 minutes for speaking up about EEOC violations. My previous evaluations all were exceeds. The excuse that was used stating I was a low performer but on the spreadsheet I was at 128% work load for the year. I did not fight it and decided I had enough of this BS and retired.
Letters went out today, one person on my team was hit. Other teams I work with also lost folks, about 1 headcount per team.
Our group lost 1 person today.
Lori....as in Andrew?
To the man/woman @132CiCDt-2sno
You say there is "I think there's no rule who is really impacted by layoffs.". I would argue otherwise. There is no arbitrary selections, they are purely picked by rules, rules that you can NOT control.
While I don't know the formula, you can surely put your money on, in no particular order
age
ncs
salary
legacy company, and I say that, as I am Pacific and know my management pension is nearly 3x a BellSouth pension pension
performance
level
location
gender
age
ethnicity
s-xual orientation
AND who knows what other items they include, but BET YOUR A**, there is more and ALL of these are likely included.
Bottom line, you can control very few of these. You will be picked or not, based on a list just like this, sorted/filtered. Only a few damn things you can do, to influence these things.
For example, performance, while you could control last years performance, of course they will be looking for low performers.
The thing to know, in previous years, perhaps you were also a high performer. Well, you just Fu*ked yourself, as you got BIG annual merit increases, now you are out of the midrange.
Bottom line, you can not necessarily control weather you are the top performer, maybe you don't totally bl*w the boss, you can not control that you are at the bottom of the list, maybe because you and the boss just don't see eye to eye
You will be laid off, now or you will have time to retire on your own terms, or you will be laid off later. Its all a c-ap shoot, you can only control it so much, and definitely don't have majority control.
Lousy timing... have some medical issues that require surgery so just in case I’m in the list I’ll have to do that before my health insurance is forfeited.
The union is useless ...constantly waffling on the contract. Enforcing nothing. Nothing surprises me anymore. Just hope the checks keep cashing....almost out the door.
I know a tech who was approached by a union rep to take a vsipp. A lead tech position used to go to the senior guy, now it goes to whom ever has the most pucker power.
Age Discrimination is every where, older Techs being by passed for lead positions earning 10% more plus OT in some roles. Don't get started on bosses suggesting one to retire if one doesn't like what's going on. Both are Federal Violations of Age Discrimination. One would think a Company hell bent on reducing expenses they wouldn't be so negligent.
After the January 2019 layoff, me being a part of, the company sent an age discrimination document that listed all impacted employees (no names of course) based on different levels in my org, L1 ~ L3, and among different job titles. The age varied between 30 ~ 70 years old. I think there's no rule who is really impacted by layoffs.
I would only say, I was a salary based employee for years. In 2017 I was switched to hourly based suddenly, as many L1s. I think I made too much money having 10% extra working nights and Sundays.
"In 2019, letters went out on 1/28 Mon, off payroll on 3/31/19.
In 2020, letters will go out on 1/27 Mon, off payroll on 3/31/20."
History is no predictor of what happens in the future.
In 2019, letters went out on 1/28 Mon, off payroll on 3/31/19.
In 2020, letters will go out on 1/27 Mon, off payroll on 3/31/20.
I heard the everyone who is in the surplus group will know by 1/24.
I heard follow up notifications related to some / all of the ATO calls (specifically for those impacted) that took place over the last few days are scheduled to be sent out 1/20.
They give a 60 day notice. Look at the date they want off payroll and count back 60 days from that. The federal law requires it.
In order to provide the 60 days, they have until the end of the month, so it’s anyone’s guess as to when the letters go out. Could be today, Monday, all the way up to the 31st.
We were told next Friday not today.
All is quiet on the Western Front. Letters haven't been sent out yet as of 9 am PST.
Which teams in ATO have been affected today?
No Level 3 is directly - anywhere near wholly - responsible for 1000s of layoffs
Do we still have any option to receive severance package and voluntarily move out?
Are the letters still related to the 11/13 calls within ATO or separate?
being surplussed is being fired good luck explaining that trying to get a job. " reason code in HR is terminated"
The music is slowing down and the chairs are disappearing!
This should change nothing, you are being paid and getting benefits.
Show up and give your best effort. Show up on time. Do the work of 3 people. Work through lunch. Stay late if needed.
You should be happy you have a job.
L3 and above calls have taken place. First call as usual to notify in an impacted work group. Through tomorrow and Monday notification to those directly impacted with off payroll by end of 1Q20 thus the short notice for Option 2 ~ 60 days.
Yes, ATO will be decimated. Any that remain will only be continued target as your output value vs. age and salary is less recall most of the work produced touches many factories who are now gone or less bandwidth.
Planning/Engineering/PMOs of wireline and wireless across the board (except RAN) impacted. ATO RAN is on a phased approach while 5G this year with 2 year plan to reduce and outsource to vendor and overseas. mRAN Performance will be a slow death. ATS - Gone ~ outsourcing to vendor for break/fix support for outages and no more MOP writing for the rest. Layer 1/Layer 2 - more of the same 2x-3x per year. MEIs both wireline and wireless positions of high target as review has found most are a interface between a system and vendor.
Randy made bad decisions but let's face it it has been plethorea of outdated systems, overlap, and geriatric pool of overpaid workers for quite some time during the last 15 years of mergers and acquisitions.
Don’t stress it folks. Just continue your career elsewhere.
Are the lay-off for dtv or ip techs?
A TKO in ATO!
Confirmed by my peer, the AM told his team letters would be sent out tomorrow.
Their statement of 'end of month' was very vague, as expressed by both Lori and Laurie. They were very hesitant to provide a date, but 3/20 is what was stated for when people would be off payroll. Also, when asked how many people took MVO, an answer was not provided. They definitely had the answer as my AM told us on our staff call the MVO number was under 30 individuals under Lori.
Where did you hear letters were going out tomorrow? On our call, they said the end of the month (and I'm also in ATO).
Tomorrow is the D- day
There is life after at&t. I survived after being cut last year.