Was wondering that logic have they used to determine who stays and who goes. Maybe it’s too early to figure out what types of workers are most affected, but is anything standing out, and not just in terms of a certain department or a part of the company, but in terms of a certain worker's characteristics that make him a target. Older employees, employees with higher pay, a certain type of employee. If anybody has any info please share.
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ATO employee, 15+ years, given notice this morning. Always gotten high reviews, outside collaboration zone by approx 10 miles. Manager had no input into decision, it was strictly geography. Mixed emotions, but at the end of the day I am glad it’s over and I won’t have this roller coaster ride every few months. The coming reorganizations are going to be rough. I had several peers who were also let go due to location. They were all great people and hard workers. I have no hard feelings toward my manager/supervisor as she had nothing to do with this. For those who survived, get used to going into the office 5 days a week. Was told by manager that is going to be required going forward. No idea how strict they will be.
I know of 2 people from ATO. One in Dallas that had almost 40 years. The other was somewhere WAY up in upstate New York.
My angle is different, I was notified this morning. Our group of 7 is split between ATL and El Segundo. Me and my peer (one of people in atl) support the same sales channel and were both cut this morning. It didn't seem performance related - seemed certain channels are losing their support.
Everyone outside a collaboration zone and not colocated with equipment was notified in my group this morning, including myself. This accounts for 75% of our team other than the unaffected contractors.
Ignore anyone that boils it down to claim one specific reason. There are many factors at play.
Location. Are you within 50 miles of a Collaboration Zone? If not, are you located in an area with a significant number of employees within your organization? Think 1000+.
Rating and Ranking. Are you a top performer or barely sc-aping by?
Salary. Are you making significantly more than your peers?
Focus area. Are you working on a key initiative or other business area that directly drives revenue growth?
Age. Are you close to retirement?
VPN usage and badge swipes were not used in the selection process for this round. Age was used indirectly. None of these factors will individually make or break your chance of being selected.
location and where it make sense to consolidate
Are there layoffs in st louis?
That can’t be the case. I was just told that I am surplussed. I have 25 years stellar years with the company and one of my peers was not let go and has 40 years of service. My peer happens to be close personal friends with my boss. So we all know how that went down.
I heard annual performance rating is among the critical factors.
ATO employee here, FOW, rarely in the office, high reviews, live within 50 miles of cz. I was called and told I was safe - this round. Advised to begin maintaining office presence 4-5 days per week.
In my group- the most Senior employees were let go. I think anyone who makes significantly more than the midpoint of their salary band is probably a target. Management absolutely looks at that. Location is also a factor.
Work Location
As far just about everyone I e heard impacted were remote or at the bottom of the performance list.
long term employees especially those outside of "collarbation" zones
ATO two team members, both affected for being outside collaboration zone.
Long term employees with higher salaries are the main target. However, because it would be illegal to use years of service as a reason, they will find something else to use.