Thread regarding AT&T layoffs

Last year, I bumped up to Tier 3 by the skin of my teeth. I was lucky as I am fairly new with the company compared to many in my Org but I have a special case. I would tell you but my case is too unique and identifying.

It does happen.

• guy on stage answered “lower your expectations”. That should be tacked up on every floor as the new employee motto.*

No room for it next to the "Abandon all hope, ye who enter," plaque.

Remember on a town hall a couple years back they said they now pay for the position, not the person. Midpoint represents what that job position is worth. Excellent performance is rewarded separately thru Connection awards and such. And they said promotions are not based on time in grade; only the needs of the business.

I forgot what the question was during a Q&A session, but the guy on stage answered “lower your expectations”. That should be tacked up on every floor as the new employee motto.

24 years always stuck in bottom third pay band. I do not believe they try to get people to mid point.

"All of your DEI peers got the big raises this year."

This is a lie. I've self-identified for 10 years. Never received any sort of additional compensation.

Been with the company for 20+ years. Never been close to leaving the bottom third of the payscale. Usually, I'm raised to the bare minimum of the new pay scales when they are updated - and they always make THAT my raise for that year, instead of moving me up to the minimum + my performance raise.

I did the sales to non sales jump in position a few years back. Then they changed me from a level 2 to a 1. I also changed a zone due to a personal move. I got laid off making 40k above the 87k MAX for my position. I had a target on my back and a special award for who ever got rid of me.

All of your DEI peers got the big raises this year.

• “This discussion is a COBC violation.”

COBC Deez Nuts.

I have been a star performer for 2 decades and never passed the mid point.
But people that have 3 decades and a lower school degree than me are at the high end.
Making top notch money and doing nothing. Just taking notes in meetings to look busy.

• Bots and high managers stop censoring this site--

The ranges have moved up fast the last few years. It has the effect of leveling everyone. I'm sure this is intentional, so the company avoids pay equity concerns.

That's no lie. I know new hires that are making the same as people who have 25 years experience...with none of the knowledge. T's getting their money's worth from the older guys, IMO.

I have been at mid-point for 2 decades. Every time the payscale went up, there were people who had to get bigger bumps for them to be at the bottom, so they sometimes got bigger raises (%) than the top performance of the group.

Talking about your salary is not a COBC violation. There reason companies especially this 1 doesn’t want people talking salaries is because information is power. Knowing what your coworkers make gives you the power to negotiate more effectively during your 1 on 1s and during your end of year review.

Post from TheLayoff.com

It's Federally-protected to be able to discuss your wages.

Also, your raise is adjusted for where you are on the TSR scale. The merit increase is not linear. The higher you are, the lower the percent increase to you salary. Example: an EXCEEDS rating at midpoint might get a 4.5% increase, but the same performance when you are close to maxing out might only get a 1% increase. Saw it happen to my coworker.

I’m at the top of tier 2 (over mid-point), but not quite tier 3 on the pay scale. Once you hit over mid, pay raises are very very small, like 1-2% per year. Even last year with the big talk of 5%+, I barely got 3%. All with Exceeds ratings.

“ This discussion is a COBC violation”
GFY
is that a voliation too?

Only people I knew that were at top pay, if they were telling the truth, were folks that were forced to drop down a level for whatever reason. A couple I knew said they were told they shouldn’t expect much or any base salary increases for awhile. However they didn’t get their pay cut. Basically any bonus money would be their raise and that bonus money would be at their new level and it would be prorated based on when they dropped down.

I’m thinking they increase the TSR so they can offer college hires a higher starting pay.
Anyone at the top of the pay scale has a target on their back. Those they want to keep get promoted or given a different job title with a higher TSR to keep their salary under the radar, below 110% of midpoint.

I’d be more concerned with where I’ll be working in the next 18 months. Likely won’t be T for at least 45k current employees.

The ranges have moved up fast the last few years. It has the effect of leveling everyone. I'm sure this is intentional, so the company avoids pay equity concerns.

They've spent decades preaching to supervisors to pay for performance, and then they just wiped it all out because they don't trust us.

So whether you are hanging on by your fingernails, or a perennial rock star, you make about the same thing.

Don't knock yourself out because you get nothing for it.

I’m guessing most that are, who were not hired in higher up in the range, are those that have survived a couple tours in sales. Sales general have lower salaries due to commission being a large part of take home pay, but when they move from sales to something mostly salary based they usually add salary + commission together and come up with a salary that’s close. But then going back to sales the salary isn’t dropped drastically, and the commission comes back into play. Any leader that’s successfully managed that transition a couple times over their career is likely at the top on the range. But if you fail while in sales, it will be difficult to go anywhere as I don’t believe you are releasable if on any type of formal non-performance watch list, so this isn’t really a game that can played without substantial career risk.

This discussion is not COBC violation- it is illegal for companies to prevent employees from discussing comp. Personally have only rarely been at or above midpoint in 20+ years - they move the ranges up but not so much the salaries to match.

The TSRs and yearly BSMAs are essentially designed so that few are at midpoint and no one ever reaches top pay.

This discussion is a COBC violation.