Thread regarding Cisco Systems Inc. layoffs

Hiding protected class discrimination within widespread layoffs

Execs believe they are clever by using widespread layoffs to provide cover for laying those off they deem "undesirable" in protected classes.

They also can try to get rid of entire teams or efforts to hide it. It's not hard. Move "undesirables" into end of life product areas and/or not allow those people to move out of those areas into viable programs. Perhaps throw in a few "less great" performance evaluations that defy the actual reality.

There are many other tricks that can be used.

And they work. Mostly. Usually.

Unless the come under very close scrutiny.

and know this and take heart, we are now watching. Closely.

by Anonymous
| 2421 views | | 9 replies (last December 11, 2022) | Reply
Post ID: @OP+1k7BDh7O
Comment! It's anonymous!

9 replies (most recent on top)

https://www.hg.org/legal-articles/how-companies-may-use-layoffs-to-hide-age-discrimination-50105

by Anonymous
| | Reply
Post ID: @1txx+1k7BDh7O
I like how all these conservatives bi-----g and threatening lawsuits when this is exactly the system they vote for every single election

Yup, sheer Capitalism. Get rid of older workers "because they're more expensive" and hire younger workers because they're cheaper. Now it's not "age" discrimination.

Meanwhile, the GOP keeps trying to gut Social Security and raise the retirement age. I wouldn't mind the increase in retirement age if I thought that corporations would continue to hire older, and older workers.

by Anonymous
| | Reply
Post ID: @1dyt+1k7BDh7O

I like how all these conservatives bi-----g and threatening lawsuits when this is exactly the system they vote for every single election

by Anonymous
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Post ID: @1fzp+1k7BDh7O

Discovery stage of a lawsuit would be amazing. I'd love to read the emails and chats among those involved in making the lists.

It would be worth sacrificing the 6 months severance just for discovery.

by Anonymous
| | Reply
Post ID: @xga+1k7BDh7O

The big items

  1. Age (throwing in a few under 40's won't hide the trend)
  2. Race (yes, caucasians are protected from race based discrimination)
  3. Country of origin (yes, it is illegal discrimination for a vp from India to discriminate against USA born employees)
  4. Vaccine status (may be covered under ADA and other federal and state rules)
  5. Disability and caretaker (ADA and many other regulations and laws)

Be active in reporting potential violations, even if you are not affected. Do the right thing.

by Anonymous
| | Reply
Post ID: @tzp+1k7BDh7O

I don't think they even bother to cover up on discrimination. It is not a brainer to see that whole devisions are made of a single race. Just look at the company directory.

by Anonymous
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Post ID: @htu+1k7BDh7O

"Your state may also have additional protections beyond what is provided by federal laws and regulations."

Texas protects those who aren't vaxed. It will be interesting to get data on how many unvaxxed are impacted in relation to others.

by Anonymous
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Post ID: @skr+1k7BDh7O

Your state may also have additional protections beyond what is provided by federal laws and regulations.

Make sure to check with your state EEO office.

by Anonymous
| | Reply
Post ID: @nmr+1k7BDh7O

Suggestions

  1. Document possible violations
  2. Come forward and be a witness for affected individuals. You could be next so do not let fear get in the way. Retaliation is illegal.
  3. Whistleblower laws are strong. Any violation of local, state or federal law or regulation should be reported. Do not limit yourself to employment matters.

Understand what groups are protected:
https://www.eeoc.gov/discrimination-type

Here is a link to whistleblower assistance:
https://www.dol.gov/general/topics/whistleblower

by Anonymous
| | Reply
Post ID: @rvm+1k7BDh7O

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