Wouldn't it be funny to somehow have access to see/hear a Teams meeting with upper level management about WHAT factors are really used in deciding what offices are closed, where work is moved to, and why??? It seems it's all about objectyive productivity, money, the costs and the numbers, but I wonder if other subjective things really trump their decisions, like politics, weather, sports teams, etc etc?? Imagine the Stank on the last hole golfing with some state governor buddy and they bet at the tee box that work will move to that governor's state or not. Or maybe the Dallas decision makers just don't like the Chiefs or Vikings, so close down offices in Missouri and Minnesota. It would probably be funny if we knew the real criteria.
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“You can be dam sure NJ is out as well. They dont even own the properties in NJ any longer.”
Wrong, Middletown Nj is owned.
Depends on one’s season of life.
"They are definitely getting put of pro employee states like CA. They want out of illinois to eliminate IBEW. old people are out, people making high end of wage scale, the list is endless. "
You can be dam sure NJ is out as well. They dont even own the properties in NJ any longer.
It’s easy. If you’re not in Dallas or Atlanta, you’re in danger. Even Atlanta is questionable at this point. Sh-t is gonna be lit in 2025.
tax incentives
I've seen it happen a few times. With L3's & L4's layoffs they met with consultants and looked at org charts and levels. Then they took the total allowable headcount and aligned it with span of control for the L4's & L3's based on "new function". Got rid of about 20%. Then they looked at L2's. The overall headcount came in to play here. Not once did they consider performance rankings or skills. They had everyone's level, title, and salary in a spreadsheet. They mixed the old org chart with the new org chart based on future function. They did that until they reach the targeted headcount. When the cuts were made, they put the name and salary on a tab of the spreadsheet and tallied it up to make sure headcount and dollar budgets are met. A few adjustments were made here and there between the units. Finally employees are grouped into safe and impacted. Impacted are notified first and then safe. Impacted get notified and severance packages offered. Safe get notified later how they fit into the new structure. Repeat a few months later.
If you are a T employee, you are a layoff target.
Other than what's already been mentioned and tax incentives, what are the most important factors?
You wouldn't be able to handle the criteria.
They are definitely getting put of pro employee states like CA. They want out of illinois to eliminate IBEW. old people are out, people making high end of wage scale, the list is endless.