Thread regarding DXC Technology layoffs

Correct about the US! And if you came over from a company that HP/HPE didn't bridge their time, you get 4 weeks. The only countries that are safe right now are the ones with TUPE or work councils.

Hey buddy in India, there massive cuts happening in India too.

I am in the US , my paycheck comes from CSC. I don't work for DXC since I am paid by CSC. You all in the UK are lucky we poor people get a max of 8 weeks period and that can change at any time the company wants to change it. We have no labor laws in the US to protect our self from these work force reductions.

These are not laid-offs for redundant workers, that is a BIG lie! #ISeeDXC in the toilet

If anyone in the UK was TUPEd over to either EDS//HPES or CSC then you should have your legacy Ts & Cs which will most likely have far better redundancy terms than what is on offer.

If you are told "you signed a standard contract" ask HR for evidence, the actual document. Also get in touch with any ex-colleagues who have already left to see what terms they left under.

Chances are, they will not be able to find the standard you had supposedly signed and so will move you back onto your legacy terms.

In my case ( left a few years ago under VR) they showed me a contract that I had signed, but nothing in there stating different redundancy terms, plus I was able to demonstrate to HR that over half a dozen people signed the same document at the same time and left on the original company terms.

All

To be quite clear. There are the legacy CSC terms and conditions and there are the legacy HPE terms and conditions. Even within those there are the conditions inherited from the companies CSC and HPE inherited. In the HPE example, your have ex SCicon, ex Compaq/HP, ex EDS etc - all having different terms. So its down to the individual. DXC have to , under UK law , honour those terms and conditions and I have seen nothing to the contrary. In fact, I do know an individual who left last year in the Uk and they made a mistake in his severance and it was rectified.

@ZvY0lAB-vxo absolutely correct. There was no TUPE. Nobody works for DXC - well maybe the directors do, but nobody else does.

CSC and ES are a whole bunch of legal entities, one of which you are employed by and that's exactly how you were employed previously, just the holding company at the top has changed.

Then your hpe terms continue, not Csc. Their wording is wrong

@ZvY0lAB-xmr I was told TUPE doesn't apply to the CSC/HPE merger as all employees continued to work for the same legal entity and DXC was essentially a shell which owned CSC UK and HPES UK

Of course I was told this by DXC HR - so it could well be BS.

In UK, your rights are supposed to be protected and transferred to the new company as part of the 'Transfer of Undertakings (Protection of Employment) Regulations 2006, collectively known as 'TUPE'.

Unless the previous employer was insolvent, the new employer is meant to preserve the contractual terms of the previous employer with the general rule that any change to the employee’s contract will be considered void if the sole or principal reason for the variation to the contract is the transfer.

Typically, employers cannot change employees’ terms and conditions unless this is expressly allowed in the contract or where there are economic, technical or organisational (ETO) reasons for the change that involve changes in the workforce.

DXC have forced people to sign new contracts for the sole purpose of transfer and should not be chansing employees’ terms derived from collective agreements once one year has passed since the transfer. But the new terms must not be less favourable than the employees’ old terms and this is often where DXC fall down and have given rise for many lawsuits that claim DXC has acted illegally or not in good faith.

@ZvY0lAB-agv

It might be irrelevant in the country where you are employed, but in the UK it is extremely important, since the severance terms for legacy-HPE staff are massively better than those of legacy-CSC staff, subject to the hire date conditions mentioned by the OP.

I left in March 2018 with 20 years service - severance capped at 12 months salary, plus 3 months PILON. Had I been legacy-CSC, it would have been less than 20% of that amount!

Your information is irrelevant. You will take what they give you when they chop you out of here.

Yes, you can take them to “tribunal “ if you prefer, but that will do nothing but deplete your meager assets. Their pockets are much deeper than yours.

The brutal reality is we are all just boils on the @$& of DXC. We will each be popped and drained as they determine.