What I see if you are ATT indirect

ATT Indirect Side: From what I'm hearing, 40% of the RAE position is being eliminated. It seems odd that that is the only group that has an actual percentage attached to it. My thinking is 40% is the minimum being reduced and a place with the most redundancy may see as high as 66%.

They said leadership, trainings and tenure will play a role in the decision.

Leadership: DOS, which DOS is the best leader?

Tenure: ARSM which ARSM have the most Tenure?

Trainings: Which RAE's have 20/20/20 trainings done or whatever market focus is. Who's going above and beyond?

First though, I think the following is happening:

RAE position is going to be focused on National Retail in the future if you are in a metropolitan area, rural areas will be hybrid. So gear up your Best Buy, Walmart, Target visits and visit them early and often. Good news is if this is the case, everyone's salary will go up, but commissions will go down as is the case being an NDAE.

ARSM's on COR will be inheriting the Authorized Retailers side and the ARSM on indirect will inherit some COR locations. This means ARSM will be the new RAE essentially. This means increased work for them. This will probably be the most worked of the bunch.

DOS: they will do what they do. Manage.

Knowing this, I see RAE's in the out layers/rural areas safe. The rest of the RAE's will be judged against each other based off those 3 criteria listed above. Leadership, Training and Tenure. But mainly it will be trainings. I do not think long tenure is best and short tenure is worst, it's a poor criteria to judge on if you want to make the most business sense.

Later on in the fall or early next year, I see the RAE position being eliminated. At the same time, the ARSM headcount will rise allowing the RAE's to interview for a newly created position and the remaining RAE's let go or interview for a COR position. My recommendation would be to go to an Authorized retailer or hope to get out now. No severance is guaranteed and being let go during the holidays would be horrible.

Overall I think some markets will see as much as 50% head counts lost. I've been around a long time, I've seen this coming for a long time and this makes business sense and the direction that ATT is trying to go. This matches up with it the vision. Let's see how this plays out!

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Did I call this sh-- or what? Life is good outside ATT I volunteered last time and bounced up out that b--ch!!!

No, not a raise the base salary goes up for NDAEs instead of commission.

They are not giving raises to anyone. lose a couple ARSMs and 1 AE left for every ARSMs. NR is being moved in Nov and then 1 AE for every 2 ARSMs

You may be right. I was not arguing one way or another on that particular position. I know nothing about it. I was simply advising that you have to look at all parts of the rules regarding exempt/non-exempt positions rather than just the supervisory aspect (or lack there of)

RAE qualifies under none of the professional, executive or administrative job descriptions.

So I think they may have a point here...

You can't go just by executive exemptions. You have to look exempt professional and administrative duties as well. If you qualify under any of them you are exempt. Job title is irrelevant.

CA AEs were moved to non-exempt about 2 years ago

Executive Exemption: Executive is in the RAE name so I'm assuming this applies...

To qualify for the executive employee exemption, all of the following tests must be met:

The employee must be compensated on a salary basis (as defined in the regulations) at a rate not less than $455 per week;

The employee’s primary duty must be managing the enterprise, or managing a customarily recognized department or subdivision of the enterprise;

The employee must customarily and regularly direct the work of at least two or more other full-time employees or their equivalent;

The employee must have the authority to hire or fire other employees, or the employee’s suggestions and recommendations as to the hiring, firing, advancement, promotion or any other change of status of other employees must be given particular weight.

Supervising employees is not a requirement for being exempt (salaried).

If we want to talk about legalities. It would be required that each ARSM has 2 employees they manage. This will keep them considered non-bargained employees and ensure that ATT will not see a lawsuit for being exempt from overtime.

However RAE's have been considered exempt from overtime since the dawn of day and they have never managed any employees directly. Which makes me wonder how ATT can have them be considered exempt from overtime all this time.

Considering that they are technically on the clock as long as their stores are open, day off or not, because there are certain things only the RAE can do and some are time sensitive. That would be a lot of back pay and overtime pay owed to this group. Any lawyers out there want to help make sense of all that?

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What I see if you are ATT indirect

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