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SM here. And I can tell you it’s not all full timers. Your store will have a structure of #of ASM’s, # of Dups, # of full timers.
Whatever your structure is, the most tenured people stay. No exceptions.
Keyholders excluded.. let’s say you have 6 full timers, and your structure allows for 4, you’ll unfortunately lose the 2 with the most recent hire date.
I know a few stores aren’t losing anyone. Bc they fall within their structure.

Lord such c-ap from all

Humana huggers if ever heard them

Humana underpays btw. No not just nurses in layoffs and if think that you are more of an id--t then you sound. My layoff was a blessing! FYI you get package with ALL positions hit, each persons age, #of years with company and job title, no names though. In mine there was 800 hit and every job title hit had a posting if exact same job on website! Now you tell me that is ethical company with integrity???

If they begged me back I would never work there again. No trust in them plus they lie each time telling at town hall “ no more layoffs”then next thing you know “ restructuring”

All such unethical, self centered, narcissistic CEO,COO etc

@kjy #of years of service only goes into the actual severance calculation to determine the # of weeks you are eligible for Your STI award is not based on years of service. If you go off payroll in December or March or June, you will get your 2018 STI at 100% target. If you go off payroll in March or June you will also get a prorated (13 payperiods) 2019 STI at 100% target when your actual severance is paid. The full target is included in the severance calculation either way and would be the same if you go in December or next year since neither your salary or target % would change.

I guess $12B is from company accounts. The lawsuits targets both the company and individuals. Buybacks also have a side effect of increasing eps by lowering the denominator #of shares. dividend ratios also increases. I guess it might also be possible to not absorb all of the shares brought back and keep those in the company's long termed investment profile instead. Have to let experters correct me because it does appear that the action could effectively keep the cash equivalent level and allow the company to sell to investment on itself back to market anytime they wanted, and book as capital gaain or capital loss later, or absorb them later.

Unbridled Hell. So focused on #s that corners have to be cut impacting our customers..... our Team Managers are either updating their huddle boards, meeting with us to talk about our numbers, in their own meetings to further discuss numbers, and report montlhly on our and their #s

The sad thing, all these metric reporting and reviewing get in the way of our actual day. Claim handling can take 5 minutes or hours, depending on facts of loss, injuries, fatalities, complex issues, but we needed to watch #of tasks worked????

We were providing excellent service prior to EOM..... but for some reason, we can continue full blast. We don’t need metrics. We need a good phone system and have begged for years. Wish they let us do our job. Poor Total Loss sends out gifts when the customer gets pissed off and we actually received a handout on how to apologize. Phone calls are routinely sent to wrong segment, so iLR can get customer off phone to get their metrics.

August 18th morning is the notification period. Managers completed their training.

People can stay till September 18th (1 month). The package is 1 month (till Sep 18th) + 1 more month as in-lieu pay + 3 months (for signing no-lawsuit crap) + 1 week for every year above 10 years + 5 months Cobra lumpsum payment.

Three managers who went through the training confirmed the above items. No one really knew what is the total #of people or %. I hear 10%, but could be higher in some groups.

This is happening. Sources are saying its 15-17% of the total workforce. So, with approximately 235K employees in EG a surplus of 40K is about right. Severance information can be found online. #of years by NSC DATE will give you the percentage payout. 10 years = 40% of your yearly salary. 11 years = 44% and so on. Dental and vision coverage ends on your last day while medical coverage is extended through cobra. If you haven't garnered a good rating the last two consecutive years in a row be ready for the possibility that you will no longer have a job at AT&T (but let's face it, come 2020 most of us won't anyhow even if we survive this). It's time for backup plans people. This is not the end all- but be prepared. These percentages and numbers haven't been pulled from the sky. The ones on the thread thinking this isn't serious, will be the first ones back here when they get their notice. Best of luck to everyone. Only 2.5 more weeks of waiting.....

Overall, it was a good experience. I did notice that the #of WRS attendees was much lower than for past kick offs. Always nice to network and connect within WRS and Intel. The talks and breakouts were good. California Adventure and the concert were great! both Hatts in Anaheim are always fun. Saw a few ex-Winders. Overall, worthwhile but likely the last one as an independent company.

Overall, it was a good experience. I did notice that the #of WRS attendees was much lower than for past kick offs. Always nice to network and connect within WRS and Intel. The talks and breakouts were good. California Adventure and the concert were great! both Hatts in Anaheim are always fun. Saw a few ex-Winders. Overall, worthwhile but likely the last one as an independent company.