Will employees be selected by stacking and ranking or will HR and management use the new discriminatory DEI model? Thoughts and opinions?
23 replies (most recent on top)
they need to get rid of people with superiority complex that are clueless of what they are doing.
It will be by DEI only. The blue island will be safety place.
"It's extremely difficult to find a law firm willing to go up against AT&T!"
For something that individually happened to you yeah. But if their HR procedures for processes like force adjustment are out of whack, that affects many people and someone will pursue that case.
That's why this well-oiled HR, steeped in decades of managing layoffs have it spelled out on how the process works. It is written out. It's not going to be this DEI model nonsense. Some troll is trying to stir the pot.
"It's extremely difficult to find a law firm willing to go up against AT&T! Believe me, I tried it several years ago and each and every firm said I didn't have a case as soon as I told them who my employer was. Their way of saying they don't want to be bogged down for years with a case they might not make much money on or is even worth the manpower. Good luck if you try!"
For one person. But what if a lot get together?
It's extremely difficult to find a law firm willing to go up against AT&T! Believe me, I tried it several years ago and each and every firm said I didn't have a case as soon as I told them who my employer was. Their way of saying they don't want to be bogged down for years with a case they might not make much money on or is even worth the manpower. Good luck if you try!
Sue at&t, if need be, do not go down without a fight. You can beat Stankey in a fight, no doubt about it.
Get rid of those lazy and underperforming workers.
File complaints of discrimination no matter how you think you are ranked. File at state, federal, and within the company. You can file EEOC after you leave or while employed. It may the the only recourse you have. No matter your color or creed - Include diversity stats the company so proudly stands by. If you're over -40- years of age, you can request discrimination by age be reviewed. Don't just stand by and do nothing.
Just hope your boss likes you! It's just not fair, I claim preferential treatment. If for some reason your boss doesn't like you, you are history!
They use manager and director rankings. Ties as mentioned are essentially left to directors working his managers to determine who gets sacrificed
They'll use the method they've used for years - performance reviews, and use seniority to break ties. That approach minimizes lawsuits.
Reparations will be distributed to those who choose Dallas. The money will come from the others salaries that are not reparation eligible.
I heard anyone not in sales must relocate to Dallas, but I doubt it’s a surplus. Probably a voluntary resignation.
Great!!! AT&T deserves to have a house full of entitlement people.
From reliable sources, I heard managers with no direct reports that do not live in Dallas (and possibly Atlanta), and not willing to relocate on their own dime, will likely face a surplus. I’ve heard it could come as soon as May 17 with last payroll date 5/31. This way orgs can get the remaining people aligned with the extra work they are about to inherit and build “momentum” into Q3. We’ve all heard this before.
From an accounting perspective, this also allows the company to get their one-time charges (severance) realized in 2023 so they don’t have to drag it into 2024 and can report it on Q2 earnings - which are going to be bad.
With interest rates high (last Nov rates - thanks Biden), those impacted now must make the decision to either take 30-40% reduced lump-sum from previous year, or face uncertainty with knowledge the company will sell your still reasonable, non-inflation growth annuity pension to a non-PBGC secured insurance company. Company would rather you take the reduced lump to get you off their books sooner.
Rate me low so I can go
They will layoff strictly by NCS dates.
Only for Union employees. Highest seniority folks get first dibs on an opportunity to leave this place voluntarily with a stack of cash. If enough senior folks don't leave, then less senior folks must leave with a little taller stack of cash.
Anyone who fits the LGBTQ+ demographic will be kept. Extra points for those individuals who are minority.
It's all identity politics now. Qualifications and time in service no longer matter.
Years of service, in office metrics and employee survey completion are all factors being considered.
No relative of the C-suite will be laid off!!
They will layoff strictly by NCS dates.
Fairness no longer counts, it’s about appeasing the biggest social bully, nepotism and sycophants.
Probably a little of both options depending on the orgs demographic makeup. It’s a balancing act with the protected classes. Too bad merit and competence isn’t a consideration.