Can anyone in New Jersey who got FMP'd by AT&T recently comment on whether the NJ WARN Act was in play? Specifically, were you given 90 days notice, and 1 week Severance Pay per year of employment? (or were you capped at 6 months, per the standard AT&T policy?)
TIA
Link to WARN Act description - https://factorialhr.com/blog/new-jersey-warn-act/
“ WARN Act comes into play only if “mass layoff” (50 NJ employees) is met You’ll be entitled to NJ unemployment. Severance capped at 6 months.”
I love the statements from people who either don’t know how to read or don’t bother to read. NJ WARN does kick at 50 employees laid off in NJ during the same month. Employees are entitled to three months advance notice, one week of severance per each year worked or AT&T severance, whichever is higher. Unemployment benefits kick in regardless.
WARN Act comes into play only if “mass layoff” (50 NJ employees) is met You’ll be entitled to NJ unemployment. Severance capped at 6 months.
1avq+1ruYSkPq just wait until you read what the Boards compensation is. Ridiculous that they approved the Warner merger and still get their compensation. $170k stock and $140k pay every year according to the great Googley Moogley
According to the info at the link provided .... "The term “Establishment” now includes all locations within New Jersey. Consequently, NJ WARN may be triggered by the termination of 50 employees working anywhere in the state, regardless of their location within or outside New Jersey." ... which I interpret to mean, 25 from Bedminster, 25 from Middletown, threshold is met ...
Rule is 50 persons laid off per location, not the state as a whole. T is slick enough to stay just under that amount. They certainly were when I was let go in 2020, just 6 months after it was made law. FYI, best day ever!
If and when they get to me, they’ll owe me additional severance because of NJ’s law.
Hopefully employees are aware of their rights.
“Under the amended law in 2023, employers are required to pay all terminated employees severance of one week of pay for each year of employment even if they provide the full requirement of 90 days' notice. If an employer fails to give a full 90 days' notice, they must pay an additional four weeks of pay to the employee.“
So many people hurt / hurting to pay back debt from bad decisions. How can anyone who was at the helm of Time Warner purchase and/or (failed) execution, still be employed making millions?
How can anyone in that category be ok with that and believe they really deserve million+ salaries?
Wishing the best to all who lost their jobs bc they couldn’t move or those who moved and are giving it shot. Although some of us may be still here and in a place where we don’t have to move (yet) we feel for you and you should know we too are living in a horrible work environment. No appreciation at exec levels for hard work — it’s all about being liked — no way to run a business but then again, the business isn’t running - it’s running into the ground with a big weight of debt caused by none of us.
I can tell you when they shut our center down two centers in IL and IA—there was nothing submitted to Warn. They don’t care. The monster is too big and they’re going to keep on keeping on with or without us..
We were always just a number… just su-ks many of us missed out on so much thanks to this unhealthy work/life balance they promote. In the words of Rhianna “work work work work work” I’m ready for a slow down. I hope we all get the option not just Leg..
NJ employees are given the better of the state or AT&T policy, plus extra if WARN comes into play. WARN requires a large surplus, I think 50 or more per event.
State and Federal law supersede AT&T policies.
We were all WARNed about termination possibilities when the RTO initiative was announced over a year ago.
This guy is so hung up on the WARN thing.
Every day with the WARN thing.
They don't care about WARN.
Managers no longer get 60-90 days to look for a job once they have been notified of surplus.
Managers only get 2 weeks notice once they are notified of surplus and before last day on payroll.