Federal law requires IBM to provide the number of people let go and their ages. If that is highly skewed then you have a legit discrimination case. Before signing anything you should reach out to this firm Lichten & Liss-Riordan, P.C. they have won many settlements against IBM. Don't just lay down and give up. Fight back and make them pay. You deserve more.
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Really?? Because that firm just won one week before last in NY southern district court. HR trolls on here are trying to misinform and discourage. Fact is IBM is losing many of these cases and are now settling instead of chancing litigation. Make sure you talk to someone before signing.
Same law firm that LOST the case on IBM appeal just last month. Please don’t give people mo--nic advice
Any specific reason why they would stagger the RA’s between countries? Is it because HR can’t keep up with all of them? Wouldn’t each country have their own HR system to accommodate getting them done. What would incentivize them to drag it on and let it play out all over LinkedIn and social? Is it really orchestrated on a spreadsheet start in the far east then move west then move north?
Most of the layoffs in weekending Friday 7th April seem to be in the US. Assuming Canada layoffs will happen in the next week or two, some solid advice for Canadian employees being laid off: contact your favorite employment lawyer - you should be able to get one month pay per year of employment according to Ontario common law and I would expect similar in other provinces. Good luck!
After 14 days if you don't accept with signature, you can't come back to get the money.
People talk like attorneys are just sitting and waiting on phone calls from ex IBM employees.
I won't burst anyone's bubble.
If you get legal advice from a non attorney off an internet site, you get what you paid for
Oh, you didn't pay anything for the advice?
Okay, that means I am correct you get what you paid for.
The OO may mean well
The IO may not sign.
A bunch of you may contact the EEOC to file a complaint.
The EEOC will contact IBM.
There is already an EEOC determination letter against IBM from the EEOC in 2020.
IBM legal has covered all angles with a world wide series of layoffs across all areas of IBM
Unless your case is Rick solid and you have the majority of the discovery at your fingertips and no attorney has to seek additional discovery from IBM and you pass the "McDonnell Douglas framework", you will be leaving money in the table and can't go back to get it after 14 days of the offer.
Some people learn the hard way.
Some people speak without knowing all the details.
None of those speaking in writing seem to have done the research to back up their suggestion, which is an opinion and not legal advice because they are not attorneys and it's expensive to sue IBM that's why class action is what most go for and it has to be a solid win "before" the lawsuit is filed
If you look at that class action the law was clear that the arbitration agreement violated the ADEA. It was not about IBM layoff of older employees it was about older employees who filed with EEOC for age discrimination and a lawyer finding a flaw in the arbitration agreement. The right to sue would come from the EEOC but getting that letter is not guaranteed
Has anyone read the EEOC guidance links for employers to see the lawsuits and the decisions and how ADEA is enforced and how employers are guided to layoff or fire without violating ADEA?
Lots of HR trolls on this site right now. Even to the point of discouraging engagement of legal counsel. That speaks volumes of the concern by IBM.
This is the best OP this week. Good advice
I must be one of the odd ones out. IBM chose to give me a paycheck for over 20 years, and is giving me 3 months severance to help slide into my next job. In return I gave them a few decades of hard work (many long days and long nights included).
Neither of us owes the other anything at this point. I am upset about leaving just like everyone else, but the change will be good.
That is absolutely not true. You are misinforming to discourage people from pursuing a potential case. A discrimination claim can be filed if a pattern is established. Has nothing whatsoever to do with what they plan to do with your position. Go away HR troll.
If your job was off shored, I don’t believe you can claim age discrimination. NOTE a pile of the layoffs were because IBM moved the work offshore
It is illegal to audio record without consent in many States a quick Google search can tell you
I wonder if people get prepared to such meeting with their manager scheduled these days obviously to tell them they're "afected" by the "resource action"? I'm sure there are questions to ask possibly helpful in a future age discrimination lawsuit no? Is it legal to record such a conversation via phone or in person to be evidence in a trial? Like if you're not informed of other layoffs as per the federal law, can you explicitly ask for the info? Even if your manager doesn't reply it's good to ask such no?
Of course signing anything is foolish before asking a lawyer regardless of the sweet-talk pressure your manager may attempt to throw at you know? You were fired. IBM isn't your friend no more...
Fighting in court seems like the best way to get compensated especially if you're older and these days won't have a chance to find another job though you should try very hard immediately!