Thread regarding Allstate Corp. layoffs

That may be true for some states however there are states like Ohio and North Carolina where getting termed for not meeting or completing conditions of unacceptable work performance is in fact considered termination for "misconduct". Not responsible to paint a broad picture that all states consider such terminations eligible for unemployment when it varies from state to state.

It's plenty of people got termed on a UPN and got unemployment. As long as it wasn't for misconduct, you will get it.

@ hbh+18tT0j5u

How legit are CERT investigations?

I have first hand experience dealing with performance UNs and I will say this to any of you, challenge the UN with CERT. Often times the system they use (i.e. Tableau) to pull metrics is inaccurate. Ask your leader to provide you the report with the specific examples, or claim numbers if you're in that department.

"Former Allstate Counsel" Former loyal employee here, best case estimating scenario is like hoping and wishing the customer 1. Takes the money and runs. 2. Has the vehicle fixed by their uncle in the backyard. 3. Has an unqualified shop fix the vehicle with the cheapest, lowest grade junk parts money can buy. 4. Instructions from leaders to never replace parts that are clearly damaged beyond repair. 5. Writing an estimate only to please the DE or QA inspectors. 6. Finding parts thru an online service that may be in any of the 50 states without reliable knowledge that they are usable, safe, undamaged or if the supplier will even ship them across the country. 7. Not always addressing with the consumer the poor estimate you wrote with junk parts, non OEM parts in an attempt to keep your metric requirements in decent shape. There are many more " best case scenario " examples the ones listed above will give you an idea how fraudulent we were made to be. Charging premium price coverage for a cut rate settlement is the epitome of this transformative growth initiative.

Hey Former Allstate Employee, I'm fascinated to know what the "best case scenario" is in property damage assessment. I am former defense counsel and know the industry tricks pretty well, but I still felt like I was getting ripped off when one of our family cars got totaled. They played tricks with the vehicle condition, tread life on brand new tires, and comps. And any of their staff counsel will tell you, this company is a shell of its former self. No autonomy, no one listens to your case evaluation, pending files have gone through the roof, and routinely trying 4 to 7 trials a week because Allstate no longer makes rational settlement offers. Corporate behavior continues until its no longer profitable.

It's an unethical game they play..don't take it personally. They did same to me and I got unemployment (not TX). The decision came back something like "we see no merit in the claim (by the company)".

I was put on UN June 2020, unrealistic metrics, senior employee 25 years service. My numbers were not far off from my coworkers, some higher some lower. 30 days I improved most categories, next 30 were flat. Working as an outside field adjuster, drive in, total loss entire career. Dumped into the virtual world no help, no training, no support. I struggled with the "best case scenario" way of cheating people out of a fair claim settlement. I was trained and followed the old Allstate rules pertaining to fair and equitable estimating. After 60 days my future was to be sent to HR for a decision if was staying or going. I decided to take things into my own hands, took 10 days pto and started the retirement process behind the scenes. Called my CSL 3 days before my return date and quit. I had the most seniority in my state, more years than anyone in my state, not the highest paid but close to the max for pay band. Looking back no regrets, evil SOB'S kicking us to the curb with no conscience after decades of loyal service. What a bunch of total a$$holes, corporate carpetbaggers. Never felt better, found employment in a totally different line of work. Less pay, less hours, less stress. The freedom from allstate is hard to describe.

You will still get unemployment as long as you are not termed for misconduct.

As long as it’s strictly a performance issue, you should get it.

The vast majority of people that go on UNs never come off them and are termed. If you go on a UN you are pretty much toast and won't get unemployment in most cases.

I used to work here in HR. I left recently for a new job. And I've also seen these with every company I've ever worked with. It's just a BS way to get rid of you. It makes it look like to leadership and the government and unemployment offices that they tried to work with you but you never actually improved. They also set unrealistic expectations. But their minds were already made up to terminate you when they started the UN. And usually 90% of the time they are trying to replace you confidentially in the background. UN's are actually called PIPs (Performance Improvement Plan) in the industry. I've been trying to shed light on all the horrible things Allstate does through this forum. Let me know if you have any questions.

As someone in management UNs are used by a lot of areas as a way of laying off employees they deem undesirable without having to pay severance or any other benefits. Our area was instructed to use in such a way several times in the past. It was dirty pool that I was never comfortable with. The company also used the UN process to term laid off employees for cause within their 60 days so no severance would have to be paid out. They saved a nice chunk of money that way. I saw this done in the recent RIF myself.

Typically being terminated for not meeting UN improvement goals is considered termination for cause and not eligible for unemployment in most states. You can always appeal a denied unemployment claim but if Allstate has all the info and data that shows you did not meet the condition of the UN the it is highly unlikely the denial would be reversed.