Seems that we forget all the things that are wrong at this company when the threat of being laid off becomes more realistic and that we just want to keep our jobs. I get that's a natural reaction, given that people’s lives are at stake, but maybe we would be better off looking for other, more secure jobs and not wait for management to decide our faith. With the way things are run it will be a matter of time before this whole company goes down.
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Anyone that did not get the required number of days to sign and revoke according to federal law may want to consult an expert in Employment Law. If they think there is a case, i.e. great evaluations, no real reason for layoff, 40 or over, etc. they could decide to pursue all avenues legally available. Lawyers can get everything disclosed through the appropriate legal channels. Yes, these kind of cases can take a long time, but in the end, if there is evidence and proof of discrimination, and I am not claiming there is, it could be worth it. BB&T even refuses to disclose the number of those laid off in Wilson according to the news articles.......Why?
they disclose the gender and age of those they keep and those they layoff to the affected persons
Obviously not an EEOC person. Read this.
https://www.spigglelaw.com/employment-blog/long-must-decide-sign-decline-severance-agreement-offer/
Pretty funny (sad), since "giving" people 21 days to sign and another 7 to revoke has nothing to do with actual age discrimination. Any real anti-discriminatory rule would have some kind of clause that requires disclosure of age-related metadata, which would then prove whether or not age discrimination actually occurred.
I heard they laid off several people that had decades of service who were between the ages of 50 and 59. That is an interesting phenomenon if true. They more than likely gave good severance packages in exchange for waiving the right to sue. Again, if the rumors are true, remember they must give 21 days to sign (and another 7 to revoke the agreement) according to the Age in Discrimination in Employment Act (ADEA) for those 40 or over. If they fail to do so, the individuals can still sue for age discrimination, I have heard.
I heard they laid off several people that had decades of service who were between the ages of 50 and 59. That is an interesting phenomenon if true. They more than likely gave good severance packages in exchange for waiving the right to sue. Again, if the rumors are true, remember they must give 21 days to sign (and another 7 to revoke the agreement) according to the Age in Discrimination in Employment Act (ADEA) for those 40 or over. If they fail to do so, the individuals can still sue for age discrimination, I have heard.