The more years you have here, your chances of being laid off or even fired increase exponentially. In other companies, the experience and knowledge you accumulate over the years would ensure you had job security and your career would advance, but not here. Here, longevity is nothing but a liability.
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Many of those VSPers came back as contractors because duh we couldn't live without them
Many people took the 2018 VSP because they were older, and they felt they were no longer valued. We lost a lot of hard working talent who saw the handwriting on the wall.
Many large companies are all in on being Diverse, Inclusive, and Equitable. But if you are over 50 Diversity, Equity and Inclusion is just a bunch of words that does not apply to you.
Hiring and promotions at VZ are based on age, skin color and gender, that is all.
Because us long time employees can tell the difference between sh-t & sh----a that management like to spew....
It's two-fold, if you have been there a long time you remember when the company was good, and how it was different. They don't want that. They think they have the all the answers, even if Wall Street employees and consumers disagree. And two you probably cost more. They don't want that either.
They don't like you anymore, they want you gone!
Wokeness is the destruction of America and a company.
Verizon definitely wants to rid itself of employees with years of service. I had 28 years working mainly for wireless. I started during the infancy of wireless and I changed positions every 3 to 4 years to learn another area of the business and felt like my work was making a difference. This was until my last position working in the enterprise wireless business. The majority of the group would come to me with questions rather than the director. This was not due to my intelligence, but my experience on how to develop a profitable offer for business customers. During my last year the development of profitable offers was no longer valid. No one wanted to explain losing several thousand wireless business connections even though the deal may be highly unprofitable. It was no longer about profit, but about saving connections.
Also based on experience I knew something was incorrect in one area, but not easily proven and one director with 4 years experience told me I was wrong and just wasting time researching. The research took about 5 months of work when time permitted but uncovered ~$25 million per month of unnecessary costs. The results of the research went up the chain to TE and she wanted corrective action taken immediately. The $250-$300 million yearly reduction in cost was based on knowledge gained through years of experience. And the previously mentioned director with 4 years of experience tried to take credit for my research. This is why experience is more valuable than reducing yearly salary expense by $40,000.
Some in an earlier post mention to sue for age discrimination and what about the credo. A little information below about the bs credo and HR.
My director and I had a conflict related to his directive for each person to present where and how they grew up and the percentage of minorities including the number of minority friends we had while growing up. I informed him this information was no ones business and how I treat others should be the gauge. Within 5 minutes he sent an email to our group of 18 stating if you do not believe in diversity and do not believe in inclusivity then you should not attend the presentations of other colleagues. About 10 team members came to me individually and said he is referring to you and each stated they also believed it was no one's business how they grew up but needed to keep their job and knew the director would treat them poorly if they did not present their personal information. I had a confidential discussion with HR and he agreed with my viewpoint. The so called confidential HR discussion was immediately revealed to my director. When the 2018 voluntary packages were offered I was thinking of accepting so I discussed with my VP. He immediately informed me to accept the package. He was planning to retire, unable to protect me and knew my director would find a way to fire me even though during my 28 years the majority of yearly reviews were exceeding and performing above. The amusing parts of the accusatory email from my director is the previous weekend I had played golf with 2 minority friends and attended a g-y and sober cruise in support of a friend even though I am neither. My director would not speak or acknowledge me following our disagreement which lasted 4 months until my departure.
I only mention the above because an earlier post mentioned the credo and sue for age discrimination. The credo is only meaningless words on a paper. HR is not to help employees, they are to prevent employees from suing the company. Each person that accepts a package must sign that they will not sue the company in order to receive the package.
This long post is only to provide information related to headcount reductions based on age. Experience and achievements are not a factor during headcount reductions. We are all a number on a worksheet with the amount of our salary. The amount of salary savings to rid themselves of experienced employees is the only factor and nothing else matters.
Verizon will always continue to keep all 50+ of age blue-collared union employees, IBEW and CWA, members. But the white-collared employees, are always held accountable!!!
All of you want to get rid of the older employees right.You know that is called age discrimenation and that is unlawful.so go right ahead a do that so the old employees can SUE the company and you the VP ,Director or whoever does the firing ...didnt you just take your course about harrassment,your VZ credo
There are those who like to fix problems and make this place better and then there are those who think like the consultants and go after the low hanging fruit and never quite accomplish anything long lasting. They just want to finish a project and move on. It's all about hitting the milestones and checking off boxes.
So is this generational? Most of the older people I know like to fix things and get them moving right. Much of their working life has come and gone and they don't want to waste time on the meaningless. They have work and life experience to back them up. I find a lot of younger people drooling over the consultant work.
Maybe older folks are more company centered and younger more me centered? Maybe or maybe not. I do know companies tend to get into trouble when they don't have the older more experienced people around anymore.
Over 50, in union jobs or white-collar jobs. There could be some genuine 50+ who are contributors. You believe that a younger, less than 50, is more likely to be a higher performer, who, do not want to work nor go to work, as there is that generational thing.
Too many boomers and old people sitting in jobs for 10 years not moving anything forward just collecting a check. Out with the old, in with the new. It's time for innovation. A group of 50 year olds has never done anything innovative.
https://www.youtube.com/watch?v=Cbr9cIXCu4w
Some hard-working foreigners are intelligent and dont always get a free lunch as offered by CWA and IBEW, for bi-weekly dues. Unionized, and over 40, and cant work, and are slow and on easy street draining the EPS corporate bottom line.
Thank God for unions! Otherwise anyone over 40 has a bullseye on their head.
Join the union and you will have work until 200 years old
Good comment. Scenario, what have you done for me lately. And cheaper labor and outsourcing and offshoring.
At Verizon, instead of seniority it's called juniority