Please post here info on upcoming April layoffs and reorg.
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This is exactly what I fear. I don’t think they have employees best interest at heart at all.
How this may affects our unemployment benefits? Sounds like many of us will need a labor attorney.
These are comments of former Sonic employees after "friendly" acquisition by Inspire.
Expect similar tactics since Inspire likes standardization of processes...
"Did anybody get promoted? I didn’t hear. Only heard of people who got a letter saying their job was safe, and people like myself got an end date of 60 days. Someone else got a different date than me. Theirs was for 6 months from now, and If they don’t stay the whole time they don’t get their severance.""
"Well, was everyone satisfied with their “severance” agreements (that are actually retention bonuses for most of us, since we have to stay through the date dictated by Inspire to receive the package)?""
"Hopefully management is reading this: for those that you handed a so-called severance package to...many of us are sick of hearing your inspiring “People First” town hall pep rallies. Get real. Do you think we want to come to work to watch you blow sunshine while we twiddle our thumbs waiting for our severance payout? Nut up and pay the severance out so we don’t have to be subject to the facade!"
"Sonic employees were lied to after the acquisition, being told Sonic would operate independently. Nothing could be further from the truth. Inspire has literally taken over every detail in every department and manipulated us to further their agenda to do so. Many departments in Oklahoma City have had their complete workloads moved to Atlanta but have not been given any information regarding the status of their future employment (although it’s pretty obvious!). Just cut us already and be done with it! Morale is at an all-time low as we wait for our fate."
I don’t think it’s that simple. Not only was the severance policy updated, but the leaves of absence policy was also updated in November 2020.
“When employees return to work from an approved FMLA leave, they will be placed in the same or comparable position with equivalent pay and benefits. Under limited circumstances, Dunkin’ Brands may deny reinstatement to work to certain highly paid “key” employees. These “key” employees Will be informed of this possibility before their FMLA leave begins. In addition, the company is not required to continue FMLA benefits or reinstate employees who would have been laid off or had their employment terminated had they continued to work during the FMLA leave period - for example, due to a reduction in workforce.
This part is concerning. Who are “key” employees? This offers no answers or clues to who would be considered “key”. They seem to be making plenty of references to a reduction in workforce and planning way ahead for it.
I read it as well and don't interpret it as anything concerning unless you have a prior arrangement with an existing schedule not if the norm (which to my understanding is rare at best).
My take on the other clause is maybe your role gets eliminated but you're in good standing and they seek to keep you in some capacity so they offer you a role of a similar skill set and pay. If you turn that down, you lose the ability to get severance which I think is reasonable.
Again, that's just my interpretation.
I just saw it. That IS concerning. I wish someone could clear this up and explain.
Dunkin's Severance Policy was updated in Nov 2020 to reflect upcoming acquisition. It is available in the employee portal if you search for "Pay_SeveranceNov2020". There are two added eligibility exclusions (d) and (e) which are worrisome.
100% agree with you. I’ve been proud to work for DBI and agree they’ve treated us well. I just hope the buck doesn’t stop here. Acquisitions are not easy, especially in today’s times. I wish you and everyone else all the luck in the world for what’s to come.
My hope is Dunkin' negotiated for this scenario anticipating the layoffs. They have been good to us IMO and have been transparent and real considering the circumstances. In the end it's business, but it has still felt like a big family for all these years. And to add, Scott is doing a tremendous job. Kudos to his leadership.
Anyway what's the saying? Hope for the best but prepare for the worst. It's all we can do I think. Appreciate your insight.
I completely agree with you, but I don’t think Dunkin’ folks are calling the shots here. I just don’t see how layoffs can be avoided. There’s no way they need all these people doing similar jobs. I worry about how they are going to handle this. Scott Murphy (on the last company call) didn’t hide the fact that there will be a reorg most likely in April and again in September.
True. Putting it kindly, that would be an enormous insult to anyone who's worked for Dunkin' for years, and there are many of us. Prior to the acquisition, I believe severance has been 2 weeks for every year. Anything short of that is quite honestly shameful considering the loyalty so many have shown for these two great brands.
I’m honestly not sure. Was that in the legal documents when Dunkin’ Brands was acquired by Inspire? I don’t know if they have to really offer anything. I’d say the way they handled the “covid bonus” was disappointing enough, I don’t see why they’d try to make anyone satisfied with a separation package.
Re: "a non-binding promise of separation package" - I've never been through an acquisition so I'm not fully aware of our rights, but if I'm asked to exit, I certainly will expect something to sign. I can't imagine with a company of our size, Inspire would be able to do legally anything less than a contract right?
Do you know this because you yourself are director level? I would think director level would be the first ones to go, not lower paid.
Director levels already working on reorg calibration, which will decide who stays and who goes within their departments. Since there is no transparency in this process, it will be a one way decision with no opportunity to defend your role or ongoing contributions.
Most likely bottom 10 - 20% will not survive. The rest will have to hump hard for a non-binding promise of separation package. Ultimately Inspire will use Dunkin managers to cut the cord and later will dispose them as well.
Will layoffs occur? Where is this coming from? Any idea if it will be certain teams?