I was confused and didn’t take the ATO voluntary offer by July 5th and now I would like to take it. Is there a chance? Will HR make an exception and accept it?
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for "2odt",
This was about 4 years ago and the junior tech had 38 years. A couple of them said they were getting 2 1/2 years pay plus a $25,000 payout. So it was almost 3 years. All of us in management were really surprised at this amount. AT this time they offered managers 10% more if they would retire.
Where are you getting 3 years pay offered? I have been surplussed three times in the past 8 years and per our (IBEW) union contract the max termination payment for those that did not accept a SIPP is 28 weeks pay for less than 15 years service, then an additional 4 weeks pay for each year beyond 15, but maxed out at 104 weeks pay regardless of time in service. In my case with 26 years service I would be getting 76 weeks pay (+ unused holidays and vacation.)
This may be different for other contracts and for non-bargained for employees.
I appreciate the response "1gqj"
For "1qef",
You should ask HR about the different packages in case you are surplused. I am a 1st level and the directors and 2nd levels are always 'ranking and rating" us. The more kinds of jobs a 1st level has done are usually ranked highest. If you accepted a 1st level position you would probably not be ranked very high has you would be a new 1st level.
Also, the craft that have been given packages before to retire, have usually gotten close to 3 years pay (they all had close to 40 years though). Management payouts are nothing like craft so I would really think about it. I would rather lose my job with 3 years pay than with 6 months of pay. This is just my opinion though. I started out craft long ago and have been a 1st level for over 20 years. It is good for me since I have done a lot (and ranked pretty high) but I really think many of us at AT&T now will be gone in a few years.
You may not have to especially if you have service and age on. I did not volunteer and was surplused.
It is somewhat scary that there are some people employed here that are so dumb that they are incapable of going to One Stop and reading a policy for themselves. Cut and paste this URL into your browser and read the policy: https://hronestop.web.att.com/documents/33859/13150646/ATT+Inc+Severance+Pay+Plan.pdf/2e59e342-1656-d97f-831a-2e91727a4d19 Wait, you probably don't know that a URL or a browser is, and are probably at this moment trying to cut your computer display with scissors. In a nutshell 13 or more years NCS = 50% annual base pay in severance. Less years = less severance. Note this is the "non bargained for" (that means not represented by an Union, aka management) severance plan. This plan was last "revised" in August of 2015. The company can revise or terminate this plan at any time. The company is not obligated to offer any severance package at all to anyone. The recent voluntary separation "offer" really only made sense for those that knew they would be retiring this year anyway, in that they will now get severance $$ that they would not have gotten had the retired on their own outside of the voluntary offer.
Are you seriously asking these possibly life-altering questions on a site full of rumors and speculations? Why don't you just go to the source, which is an HR rep or HR One Stop and find out for yourself? Then you'll know you have the correct answers.
Current severance policy has been in effect since they moved HQ from San Antonio to Dallas. I remember when the max payout was 1 year. Policy only affects management, all others are covered under bargaining agreement which in some is like flat amount or 30 days. Policy can change at company discretion. Now if you passed on this last offer, then ensure some poor performance and you go to the top of the list for surplus which pays the same as the offer did. Next surplus in August. should hear something by 2nd week of August.
I've been on the fence recently about accepting a management role. I'm presently craft with 23 years service. I have a clerical role which I know will be slowly done away with but I worry what if I leave craft and then get laid off from this new position only to get 6 months or possibly now 3 months severance? Makes me think I should ride it out in my present job.
@ein and others. I actually went on line and looked again at the policy. I have been with the company for almost 24 years. Granted I cannot remember all News Now messages but I don't recall any that came out in 2012 updating the severance to be up to 6 months. Its my understanding the up to 6 months have been in place for years. is it possible they could reduce it to 3? sure, will they? who knows. It would be bad PR to do so. in any case, why speculate? we cannot do anything about it can we? if they suddenly change it to 3 months for involuntary reduction in 2018 and beyond (that is reduce the 50% to 25%) then what the heck can we do?
BTW the policy was updated in 2015
"If you were T management (and yes, I’m risking pushback on this one) wouldn’t you pre-circulate that company wide, making it undeniably known that the 6 month severance will soon have an expiration date, never to be seen again? VSP applications, in my opinion only, would soar."
If you want to immediately drive all the old and experienced and thus valuable workers into retirement then this is something you might consider doing. But if you wanted to meter these old and experienced and thus valuable workers out at the rate you wanted them to leave then you would make known to them that it is in their best for them to stick around for the offer that will eventually be made.
BACK IN 2012 severance was cut quietly, to 6 months, I would not be surprise since is a company benefit that can be terminated at any time
It might be time for the ‘Common Sense Cavalry’ to ride in.
Here’s the common sense question:
Would it be in AT&T’s best interest to advertise, far in advance to their employees, of a Severance package reduction of 6 months, down to three? Or to blindside them after the latest 6 month offer has past them by, and then suddenly offer only 3 months? Not a morale booster as these things go!
If you were T management (and yes, I’m risking pushback on this one) wouldn’t you pre-circulate that company wide, making it undeniably known that the 6 month severance will soon have an expiration date, never to be seen again? VSP applications, in my opinion only, would soar.
Give people more than the traditional 3 week heads up that T tends to give, to make up their minds, and those on the bubble might rethink about sticking in there and take the leap.
And, if they really wanted to apply the screw: VSP gets 6 months, involuntary gets 3 months across the board....unless contracts disallow.
As time ticks down to 2020, the 3 month severance pkg offer is going to happen, it’s just a matter of when.
What are your thoughts?
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There is no harm in asking HR directly. If they say no, wait for the next opportunity. It might depend on whether they met their numbers with the people that already volunteered.
@ein The severance policy changed the payout from months to percentage of salary years ago. What you are stating makes no sense.
@txr: I’m not working today but if you are take a look at when that document was updated. You’re looking at an outdated policy. On Monday contact your HR rep and inquire about the change.
"@gng: if OP is management the involuntary surplus package won’t be the same. That’s why the Company offered voluntary first. Involuntary for 2018 has changed to up to 3 months pay." apparently you are NOT an employee. While its true that the company can change its surplus policy any time. its still posted online so its doubtful they will change it arbitrarily. If I am wrong and and you are an employee, why don't to go to HR one stop and look at the information there before you post garbage.
Thanks Everyone!
@gng: if OP is management the involuntary surplus package won’t be the same. That’s why the Company offered voluntary first. Involuntary for 2018 has changed to up to 3 months pay.
The offer was garbage, what was confusing about that?
what made you change your mind if i may ask? just curios.
No. I think that ship sailed. Just tell your boss you want to be on the layoff list. You’ll still get the same package.
No