Good time to talk to a lawyee
6 replies (most recent on top)
You may want to check your state unemployment laws but if the new vendor tries to change your rate of pay to a lower amount and you decline, you can file unemployment. You are not obligated to accept a lower rate of pay. Be sure to read the fine print that they give during transition. They may have a clause they may put in that would have you agree to a lower rate of pay for the same job duty, or be reassigned to a new job for lower wages after the transitional term is over. If you do not agree to the new contract they give then you will be considered to have resigned/quit. At that point go file unemployment. These companies they are transferring to pay minimum wage.
Not true. Rebadging carries over those agreement with the salaries.
One thing people should realize, if rebadged to another company/vendor, that Mandatory Arbitration agreement all employees were forced to sign, will be null and void. That was something forced in 2018
Very disturbing post and response.
I think there are no labor laws at all in your company and country.
Good grief.
Remember if rebadged to a vendor you are no longer an employee of Allstate but tgen an employee of the vendor. Allstate would have no bearing on that and you would be at the mercy of the vendor's release policy. These vendors do not offer severance and often only release employees in a layoff sense due to higher salaries. Otherwise they would move you to another one of their other clients doing work of a different kind for possibly a different industry if your skillset fits. And if you decline the movement to vendor's new assignment you resign on your own accord and voluntarily. I have relation who manages within one of these vendor type if companies and they are essentially privated staffing firms who have many many companies as clients of many different industries and fields.