Thread regarding Verizon Communications Inc. layoffs

If you find out. Post it. I'm calling HR next week to ask for the justification.

The criterion of performance based STI does not make sense for RIFed employees because they had no way to work in the last 2 months after the notice. They should be given full STI as stated in the RIF notification.

Unless your entire group was riffed then someone was left who was considered to be performing or leading in that position. Being laid off means that the higher ups considered you nonessential. Therefore you can expect that you would get less than the full 100% bonus if you were deemed performing less than others that didn't get let go... Honestly I am surprised they allowed riffed employees to finish the year and pay them anything other than standard severance. Rather than threatening lawsuits you should be happy you got some walking around money from the company. there are plenty of people in this economy that just get fired, no severance no bonus. Also, the company decided to take a flat 25% tax from everyone's bonus this year so that affected your takehome pay.

You don't seem to grasp how the STI's are distributed. The STI pool is funded based on each employee getting 100% of their STI. However, traditionally those with exceptional performance (as defined by their manager) get greater than 100%. In order to do that, someone else needs to get less than 100%. Pretty basic but rife with corruption as unscrupulous managers pay their favorites much more than others. IT is famous for this.

Most of the IT folks are given 60 day notice with a last day of 21/31. During the last two months you were treated like an outsider and not given any work by your supervisor. In such case how can you consider performance as a factor. That is like inviting legal litigation.

Depending on your performance grade, you may not get 100 percent STI. Good rated, leading or high performer get more than 100 percent.. if you worked long enough, you would know. 100 percent is average and I think a manager has some room to control.

Just found the documentation that they gave us.... It says "If your last day on payroll is on or after December 18th, 2015, your 2015 STI award will not be prorated and you will be eligible for a full-year STI award for the 2015 plan year, subject to normal STI plan provisions. In this case, the amount of your 2015 STI award will be determined during the annual compensation planning process and will be based on individual and company performance and will be payable in February 2016..."

So, if you notice the part about "individual performance", it looks like it gives management the open door to screw you over as they see fit since you are not there to fight back and make them prove why they ranked you lower. I personally ended up with about 1/2 my STI and am sure that while I was performing at Mid-Year and working on a big project to improve the network, since I was not able to finish that multi-month project (laid off about 2 weeks before my presentation), I was deemed as doing only 1/2 my job. What I'm curious about, is who actually made the rating. My manager or my director? My manager would bend the truth at the drop of a hat if it suited him. I thought my director knew better than to blindly accept the word of somebody who has a reputation of lying...

Low-well, Straight-not, Mud-get,

All you guys are incompetent and do not know how to run a corporation. Just resign and start polishing shoes on NY walk-ways. I am sure people will kick you with their spoiled shoes.

FIX the SIT mess immediately.

I was told the position was eliminated as the business priorities have changed. In such case I expected 100% of the STI. However, I got less than what I am expecting. Looks like the IT managers/directors in Wireline IT/Radhika, do not know the guidelines of HR, that the impacted employees are eligible for full STI. How do we force them to pay the remaining balance?