Thread regarding Allstate Corp. layoffs

@1pbm+15YU6Okt I have seen this a few times, what they do is offer you a different job at a lower pay band, part of the process is "applying" to the role, they make it seem if you don't accept you are out with nothing, however what they don't tell you is if you don't "apply" or sign the acknowledgment that you are accepting the role is that you will have to be laid off and actually eligible for severance.

The ones I saw this happen to and did accept into a lower band kept the same salary even though they were in a different band. The ones that declined walked away with severance and did quite well.

Prime example. People in Hudson were moved from corporate accounting to the ASIC AET accounting/billing team and some going down a few pay bands instead of RIF. Others did get RIF. This was during the big accounting purge of 2017-2018ish timeframe.

Allstate has regularly force shifted people into positions instead of laying off and paying severance countless times. And in many cases at lower pay bands. Whether it is unethical, immoral, or downright "illegal" Allstate has made a habit of doing this. I have seen it myself many times. And being the large company it is I am sure their legal team has dotted the I's and crossed all the T's to make sure it fits somewhere in some legal loophole or they would have been sued and lost many many times as often as they have done this very thing. As big as this round of layoffs is they will do it this time too.

I just want to know in what scenario will someone get unemployment. Since unemployment is paid for someone that is laid off. If they offer you a job and decline, would that be considered quitting and no unemployment ?

By just getting fired, It is corporate.
Build your own business because if you have been too asleep to notice your job is the real pyramid scheme. They eat while you worry about your job when they don’t care. You will get replaced and they will not care how much you have poured for this business. Anybody in the bottom can always get replaced. Stop putting your health at risk, worrying about a job that will replace you no matter how great you have been to them. Build your own, save your health and energy so you can enjoy your family. Best of luck to everyone. Remember we are in the information age, google it if you don’t know. Make sure you forget what you learned in the past because life is and will be different.

Very little info related to HQ or enterprise employees like IT, I find this strange

So how will yr or less employees fair... not new to insurance or claims just pure yr or less tenure

Anyone in HR knows this is straight up illegal, you can't be assigned a new role and the Allstate attorney's know this too, you have to apply and a company cannot make you apply.

The RSL's and TSL's have already been told they are being laid off, they can apply for the new district sales leader positions but that is really the only option they have, the FSL's are going through a reduction and I believe the deadline for them doing assessments ends tomorrow so all those spots will be filled. If any FSL spots are open the TSL's that are left over can apply for them, but that is doubtful any will be left.

What the OP said: We might not get slashed but get offered a different role at a different scale... and then if we decline, there is no severance and we quit rather than being laid off. Win Win for the company Lose Lose for us

One year of severance is the max that will be paid, so anyone with more than 26 years of service is still capped at one year.

We have quite a few very talented 20 something, 30 something employees. I guaranty Allstate will want to keep an individual that teaches the older tenured folks how to work with all the new technology. Best of the best is what they are looking for.

When is the next TH or meeting of some sort!? We NEED answers!!

You’re forgetting that the salary, benefits, etc. for a 30 year employee are far higher than that of a 5 year employee. Severance payment for that 30 year employee will be higher but will save the company money in the long term.

FACTS:
Talent Selection Weightings

Performance (65%) 2019 PDS accounts for 75% of this, 2018 PDS accounts for 25%
Skills Assessment (30%) Weights for each skill determined by AOR Leadership
Tenure (5%) Employee tenure will carry a small weight to allow for differentiation