Thread regarding Allstate Corp. layoffs

Not only should you keep a copy of the ENTIRE HR Policy Guide that includes the new severance payout guidelines ALSO have your manager place in WRITING your 60 day job description with WRITTEN expectations if you land in that situation . Your manager will keep this as vague as possible so you can be let go during your 60 days to avoid severance and/or unemployment benefits. Any and all communication with your manager etc. should be in writing if they verbally speak with you recap the conversation via email. Just remember a smiling liar is still a liar.

Can collect unemployment in NJ while receiving severance

I know each state may be different and I’ll research mine. But, was just thinking that if a severance pkg is given, folks may not be eligible for unemployment benefits (since this is not covid related)

Stockholm Syndrome is real. Please step away from the NDA and remove the word transparent from your vocabulary. There’s a deprogrammer on the way to bring you back to reality.

The company has taken many steps to insure this process is fair and treat people with respect. This survey is just one more way to insure that all decisions are fair, and that everyone involved has equal opportunity and reward.

Allstate is ultimately a force for good, and constantly strives to take care of its customers, employees, and stakeholders in a transparent and fair manor.

Is this TW or GS lecturing us on how ethical something is?

It can't be EB as I don't see "exciting times" anywhere in that load of manure.

This is all “very ethical” spoken like a true scumbag do you work in legal? NOTHING about how this has been handled has been ethical. You must be an internal employee that works bankers hours while others are pulling 50-60 hours a week so you can make bonus. If there was no truth to this thread your panties wouldn’t be in a wad.

This move is very ethical you’re just mad you aren’t in the position to do what the execs are doing. Life ain’t fair. Get over it.

If you read page 3 it states: Eligible Employees:

1. Complete any skills assessment administered by or on behalf of an Employer in connection with the talent selection process for a reduction in workforce, as applicable;

If they don't give you the test then I would think, this would not apply to you.

Read page 3 section G (you forfeit your severance if you do not complete the assessment)

According to the updated severance information those who did not take the assessment will not receive severance packages if they are not retained (and they likely will not be retained if they did not complete the mandatory assessment for "consideration"). Although I don't think the assessment is really being used at all. Just on hand if needed for legal reasons.

For those that make the cut, how many of you think your job will be reclassified with a base pay reduction up to 9.9% to push you out the door? You ONLY qualify for severance if your base is reduced 10% or more and you decide to leave within 60 days of the reclassification.

So what is happening with the people that didn’t take it?

I know some regional employees that did not take the assessment and the window closed, those employees that didn't take it have not had the assessment window opened up again since the severance plan was updated after their window to take the assessment closed.

Maybe people weren’t being “sneaky” but didn’t take it because HR told the Regional employees NO adverse action would be taken if they didn’t complete the assessment. Fast forward 4 weeks later and the policy is updated AFTER assessments went out.

So they have a way to force people into taking the assessment. They were getting ahead of people who thought they would be sneaky and just not take the assessment thinking it would be a way to force a voluntary lay off and receive severance. The company is basically saying that you must complete the assessment and it be an honest attempt or they will withhold severance when they then terminate you for cause.

What was the point of adding about the assessment?

As long as you haven't taken the PTO days earned for the year to date you get paid the difference in days taken versus days earned.

If you used more PTO days to date than earned up to the date of your terimation/lay off then they will take those days out of your severance.

Example: you get 28 PTO days for the year. Your last day is 9/30 so you "earned" 21 of those 28 PTO days for the year up to that date since 3/4 of the year has passed. You used 25 PTO days. The company will bill you for the 4 days past the earned 21 PTO days. (25-21 = 4). 4 days worth of PTO will be deducted from your severance total.

If in the same scenario if you only used 17 of the 21 earned PTO days then you will have 4 PTO days paid out in addition to your severance amount.

You will only get paid for the PTO earned up to last day of employment and not the entire amoutn for the year since the company makes you "earn" PTO days as the year progresses.

Not clear, do you still get paid for remaining vaca days?

MUCH MORE then assessments added, nice try PR

To include the assessments