"Data error" in first round of calcs. Actual numbers of older workers affected dramatically higher than they "initially thought."
A good law firm could destroy them on this. Discovery could well find out that the first data calc was "massaging the data" and intentional. Some execs should be fired for this, at the highest levels.
Just file class action lawsuit or allegations over discrimination. Cisco will have to investigate it. They can’t just ignore it and risk it going to court or press
How does that app prevent the company from seeing an email verification?
blind
What email is everyone talking about? Can someone share?
I was advised to open a case via ServiceNow like an IT issue, in order to report to Employee Relations and Ethics team. So I did, waited and waited day after day, but no one contacted me to discuss. And shockingly, the case has been closed within a week.
I totally felt struck and heartbroken.
Neither Employee Relations or Ethics team exists. There is no one who can listen. HR and the company are always for anyone who is in a higher/managerial position even if he/she is wrong or doing anything illegal.
You should look for someone external or any related institution.
Very true. I'm aware that I'm a lot of employees, especially those joined from other companies, are experiencing discrimination or harassment from their boss in all regions, including US, UK, Japan and Australia, every day, but even if they report to somewhere internally, most of them know that they will never be protected, and the company and HR will always be on their bosses' side despite those bosses should be punished and removed from the org. It's pretty sad, but that's the reality at Cisco. That's how things work at Cisco.
That email looks weird... Not sure why it hasn't made into Fox News headline yet.
Sorry about the cancer and wife out of work.
Yes, no one is exempt from that sh!t. I have likewise had enough health and family cr@p happen to me also.
Talking with counselors helped me work through my crud. Nothing wrong with getting help. Help yourself, then you can help the others in your life. The tough times define us.
"Plan your career financially over time and you can control your path."
Must be nice. Cancer and spouse being out of work drained those earlier wise financial moves. Life happens.
If you affected older workers would have been saving and investing during your careers; you'd look forward to taking your package and riding off into the sunset.
I am one of those affected on a prior layoff and was happy to go. I saved pretty much my whole career, just like my parents taught me.
It is great how much finally getting shown the door has a positive effect on one's life, if you are proactive.
In mid-50s; took the Cisco package; still work but don't do work politics or the buttki$$ dog-and-pony show.
Best feeling post layoff is to yes still work, and do good work, but professionally demonstrating with the work that if the intention is to jerk me around with work politics or office BS; keep me out of it. Feel free to take my badge if you don't like the deliverable quality.
Best feeling ever. Save and you can do the same later in career. Spending the cash on crud along the way is not worth it. Plan your career financially over time and you can control your path.
Or you can buy a nice BMW and be a work puppet the rest of your career.
I was advised to open a case via ServiceNow like an IT issue, in order to report to Employee Relations and Ethics team. So I did, waited and waited day after day, but no one contacted me to discuss. And shockingly, the case has been closed within a week.
I totally felt struck and heartbroken.
Neither Employee Relations or Ethics team exists. There is no one who can listen. HR and the company are always for anyone who is in a higher/managerial position even if he/she is wrong or doing anything illegal.
You should look for someone external or any related institution.
I have a great deal of experience with labor law. I'm not a lawyer but I work in an affiliated field.
My best advice is to appeal to the company first when you have a grievance. Give them an opportunity to act in good faith to fix a problem.
If they fix it, great! All is well. Work hard. Bygones. All is forgiven.
If they don't make a genuine effort and try to gaslight you into thinking you don't have a valid complaint, you've accomplished several goals. You've made the company as a whole OWN the issue (instead of just a few people that were involved) and demonstrated that they aren't acting in good faith.
In the worst case scenario, don't go it alone. Contact the DOL and/or other applicable agency. Labor cases are tough to win for individuals and the payouts poor. But when the gov steps in, all bets are off. Fines, loss of contracts, public relations problems, embarrassment to exec leadership and much more all come into play.
What incorrect data are we talking about? Was there an email sent out?
I would strongly encourage those with information regarding any violations to report them to the appropriate agencies. Come forward. Do the right thing. Save yourself in the process.
If you are risk averse, you can still sign the severance agreement and waive your right to recovery, BUT still file a complaint with the EEOC and other regulators. Signing the severance agreement does not prevent you whistleblowing and reporting complaints.
In addition, if you can show some evidence that you were retaliated against for filing a complaint you have a strong case. It's always the cover up or retaliation that gets the bad guys.
I wonder what the ramifications are since many already signed the severance agreement based on the incorrect data?
In my experience, dealing with LR's from Cisco, is that you don't sign the waiver until your last day of employment, and that signing it early and turning it in moves your last day of employment forward to when you signed it. You also have 7 days after signing to revoke your agreement.
I think, based on that they said people's target termination dates are, that they would not/should not have already signed it yet.
But, any decent lawyer should be able to get the agreement overturned on the basis that any reasonable person would not have signed the agreement if they'd had the correct data at the time of agreement if they were over 40.
where was this? east, west, midwest?
I wonder what the ramifications are since many already signed the severance agreement based on the incorrect data?
Where did this happen?
Over 40 reported number was incorrect. Revised one went out today. Looks bad.
Can someone explain? Share the email? What is this a leaked document or something?
furiously shredding documents and deleting evidence
Sounds like they were trying not to cross a certain threshold and due to bad data, exceeded it. Big ooooooooopppppppps!!!!
Email went out earlier today.
Impacted folks over 40, check your email and consider contacting the EEOC and state agencies.
Best way for the company to mitigate is to place these people internally ASAP or to double the severance. No way is 4 days going to make whole.
Company also needs to address the blatant and quantifiable discrimination against non Indians and even within castes. Breakdown the layoffs by country of origin decided by others from another, specific, country (India) of origin.
Yes, they are disproportionately laying off Non Indians.
Look at the percentages of Indian origin in the company versus those laid off. Stunning.
You are a HERO.
The company talks a lot about social justice and has put great effort and resources into presenting an image of social responsibility. Smart move since modern business relationships depend on having a good reputation, even more so with government contracts.
But, that image is on the verge of being changed.
Truth always comes out.
I have a journalist ready to go if needed. How the company reacts will decide how we move forward. Hopefully they will do the right thing without being forced.
Which exact article are you citing? Thank you.
going to make the news. PR disaster
You can't sign away your legal rights. Don't let trolls, the uninformed or perhaps even reps of the company from telling you otherwise.
https://www.eeoc.gov/laws/guidance/qa-understanding-waivers-discrimination-claims-employee-severance-agreements#:~:text=Yes.,during%20employment%20or%20wrongfully%20terminated.
"Cisco's Legal Team is hard to beat in any court.
I'm sure that's true for individuals, but not for the government.
If memory serves, the Ts & Cs in the LR package state you agree to not sue the company over age discrimination and if you don't sign the document you won't receive the payout.
Cisco's Legal Team is hard to beat in any court.
Could you provide more details on this?