Cisco has an appeal process for layoff if you think you're wrongly terminated. Is there any chance to get the laid off reverted going through this process? Has anyone done it? I know someone who got laid off and he was the only one in the group who is not Indian so sounds like he got discriminated.
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I hope you do realize that making the legal records public that way, impacts your right to work and those who publish them are liable. The law cant try to fix an employment issue by creating another one. The records would/should be available to look at for lawyers for certain purposes but not easily available to HR who is doing the hiring.
Cisco may be screwing up with ineffective product/ CX ELT hires but is skilled in facilitating the layoff process. The company has two decades of in-depth legal investment in ensuring it is protected.
Take the severance money and move to a new opportunity.
Cisco is not a union shop. Take the severance package and move your azz to the next company.
I know two that did. One successfully (53-year old female). Employment at will doesn't mean ignore all laws.
I know of only a University Hire able to beat the layoff. Turns out the college hiring system at Cisco is not setup or orchestrated in a legal matter.
The guy signed some papers but was able to keep his job.
Why do you think Cisco gives such a generous severance package? Sure, some of it is the CA WARN requirements for 60 days notice, which they usually give you pay "in lieu" of notice plus the severance. I think you get to keep the "in lieu" of notice pay and only forfeit the severance package if you try to take it to arbitration.
Both CA and NC are "at will" states with regards to employment, so they don't need a cause to let you go. The only non-Indian person on a team that got laid off probably doesn't have a case because Cisco reports the metrics by business unit (BU), so if there's any Indians LR'd in that BU in the same pay grade, then it's not race discrimination.
The lawyers review the metrics for each pay grade by age, s-x, nationality, etc. and will let management know if any adjustments need to be made to avoid losing arbitration cases or law suits.
The only way to fight these is if you think you're being terminated as retaliation. I know I was retaliated against back in 2011. I called out my Director for playing favorites with a quarterly "retention" bonus that some on our team received that I was eligible for, but did not receive. Within a few months, I was suddenly on a PIP. Before my manager could manufacture enough "documentation" to remove me via the PIP process, the 2011 WFR was announced and suddenly my PIP goals became trivial and I was let go as part of the WFR. I knew it, everyone on my team knew it. But the severance package was too good to pass up on the chances of arbitration and I didn't think I'd be able to get much more than I already got.
I've also heard that, once you sue a company, it becomes public record, and as such appears in background checks, and now you'll never be hired by another company for fear you'll sue them when they terminate you. Your skills are not worth the risk as there are others who have the same skills and aren't a risk.
employment at will ?
They pay the lawyers A LOT of money. At this is their only job.