Employers can no longer include a broadly written confidentiality clause that requires you to keep mum about the terms of your severance agreement. And they can no longer include a broadly written non-disparagement clause that prohibits you from discussing the terms and conditions of your employment with third parties.
https://www.cnn.com/2023/02/22/success/severance-agreements-rule-change-from-
https://www.cnn.com/2023/02/22/success/severance-agreements-rule-change-from-nlrb
Speaking of NLRB, I'm so confused as to why many people are afraid to speak when the NLRB rule protects employees
PEOPLE!!!!
Do your own reading. Stop listening to the scare tactics. Avaya can NOT ask anyone to be silent. Period.
It's basic civil rights law. There is no contract that supersedes your civil rights.
shameful for avaya officials to make fun of people on this site.
Yes. it is against the law to ask you to not speak about your experience
Sounds like management is still bullying folks with illegal NDAs upon severance exchange.
This is the same copy as what was on that other comment, right? From another company's Layoff page?
Seriously. Why are people so scared of core facts? Isn't avoiding facts precisely what got us in trouble?
Black and White facts.
Avaya is not improving any by the same ol "write the narrative" as we have always done. Whether people like them or not. Facts are facts,
Whether or not they hurt feelings or concern the corporate police.
I hope people feel safe to speak up. Law is on your side. What credibility does anyone from Avaya have to disparage you, anyway?
You’re a broken record