Ok so I wanted to ask from people who have gone through it and survived or not survived.. what are the typical events that happen? Does it start with a team call and announce layoffs in that org/team? And if so, is HR on that call or not? And do they generally announce it and see if any volunteers either decide to leave or find another internal role before leadership has to pick or does HR decided who stays and goes?
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Layoffs outside the US, start with a trip down the stairs initiated by security.
I’ve been through 2 surpluses, but all before 2013. I was “selected” to leave company, but had a 3 month window to search for internal jobs. Both times I found another position at the company. I was shocked to hear you only get two weeks now. Obviously AT&T doesn’t want to keep us.
Last month, the Anthony org did not have any official pre announcement (though it was pretty well known it was coming and when). People got the call that they were surprised and gone in 2 weeks. Some folks told their peers that they would no longer around, others left people to figure it out when they dropped from web phone / Teams.
So reality is, anyone could get a call at any time and be told they are out in 14 days. Hopefully the Stink is on that list soon.
HR runs the process, but the business unit gets to make some decisions about how it goes down. Things like counts, whether there is "interest in leaving" (a formal volunteering process), etc.
It used to be that there was a call that notified you were in an affected workgroup and then another day where people were notified. It used to be that you could then choose between a two weeks and get severance or a 2 months to find another job (if you did same level/same place you had to take it or forfeit severance, if you didnt find one you got severance).
We did one in spring where there were calls to notify people and interest in leaving. We did another where it was just - people got letters and two weeks later they were gone. Same business unit but different decisions due to different situations I guess?
I understand from a friend in HR they do layoffs monthly now because there are so many...
So far - you could get advance notice, or you could just get surprised with a letter one day.
@vfu+1nH1r7hs
bull sh-t. i'm sure you're losing a lot of sleep collecting your bonus and fu----g people at the same time.
Here was the process for me (left in Oct 2020):
- The entire VP org was notified in March 2020 about the potential for another reorg and layoffs
- Various town halls from March through July where top executives would say the peanut butter wasn't going to be spread evenly, but without any actual worthwhile information.
- Warning in May that my group was going to be impacted, provided by L4.
- No communication at all regarding timing, numbers, etc impacted, beyond those stupid and worthless town halls.
- Notified by my supervisor (L3) in late July via phone call that I was impacted, and given 60-day notice (since this was a WARN layoff and 60 days is mandated)
- Several emails from HR regarding the separation process scattered from Aug - October
- Final email separation packets including several CYA legal items, notification of 90-day enrollment in LHH for my next job search, information regarding COBRA, and other pointless documents.
- Final day included distribution of the severance package which included final pay, 3 months of severance pay, and unused vacation pay.
- Receipt of pro-rated 2020 bonus paid in March of 2021
- Start my new job in March 2021 with a wonderful company free of layoff worry, lying d'ouchebag CEOs, and pointless townhalls, and the the rest of the toxic T culture.
- 2021 - present filled with a better attitude, less stress, a rewarding new job, and an enhanced enjoyment of life.
Consider yourself very very fortunate if you are let go. Things may be tight for a little bit but in the end you will find yourself in a much better place than T -- unless you end up at Twitter.
You get to learn just how toxic your manager is and what they really think of you.
Come on folks. Most managers don't enjoy having to handle the surplus process. Many of us loose sleep over having to let go people who have become our work "family". There are multiple considerations that go into who has to be let go and personal feelings should never be one of those.
On the subject of surplus/severance...how does the CEC (company extended coverage) Work? Thanks for any info, the HR documentation is pretty vague
you get showed the door, if your boss likes you, you'll get a handshake too
You get to learn just how toxic your manager is and what they really think of you.
The last few rounds they targeted low performers and people at the top of the pay scale. Lots of folks close to retirement also got screwed.
You will know you have been targeted if there are lies on your review. Performance has nothing to do with it but you will be on a call initially telling you you are part of an impacted group in a few weeks later you will get a call from your supervisor reading a prepared script, you will be pointed to an email which will direct you to a website that provides more information. There will be a call with HR representatives, answering questions and you will be gone in two weeks. Be thankful it’s similar to being released from prison.
I'm ready to go, please offer me a layoff notice so I can collect my severance pay and be done with AT&T's poorly managed debacle! Everything T does to right the ship becomes worse for them! Folks, this is not good, T is in some serious trouble and they're trying to dig out of this mess!
Layoffs in union shop done by seniority.
Management layoffs utilize ratings and manager feedback or discretion.
If you are always the problem it will be you they surplus. No one wants to work with someone who makes the job harder. Now with consolidation of locations that will be factored in to the equation.
Two terrible employees the one outside the hub will likely be the one to leave first.
If it is multiple headcount in the same organization the “team” of supervisors will do a rate and ranking to determine who falls in the “affected” group.
HR used to take lead but now they cover the process with the supervisor and the supervisor delivers the bad news. The supervisor is told the time and date that the employee should be covered. HR provides a script and talking points.
For the employees that say “I was let go and I was a top performer “
No you weren’t.
You may have thought you were, but more than just your boss agreed you su-k.
For Mgmt folks, supervisor will call you, read a very impersonal script like a robot...they are coached not to deviate one word from the script....then they point you to a website for more info....oh yeah, don;t forget ...people are out most important assets.....
Been surplused 5 times myself, but all have come as a union member. Not sure what it’s like for management, but HR was never really involved and always did whatever was easiest for them. HR isn’t there to help you in any way.
There is no typical process or team calls anymore. They’ve gone to the Agile model. Happens quickly now. Supervisor calls you, reads the HR script, and 2 weeks later, you are gone.