We are a team of 14, half my team were designated to Dallas so they have to pick up and move or lose the job. They got their letter today. Those of us near one of the hubs were told we can continue to work in the hub but none of us got the official letter. Wondering how soon we can expect to be laid off.
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I would not be too concerned about HR. 95% of HR will soon be replaced by AI. Don’t believe me, just do a search
" ...They say once you get your offer letter and if you decide not to relocate then you will be eligible for severance. But that isn’t true. Because you are not eligible for severance until you receive an actual surplus letter and they don’t plan on giving those out until much later basically holding severance hostage. Their hope is that enough employees leave on their own and avoid paying severance... "
This right here. This has become crystal clear over the last week. We have spent a lot of time arguing about severance or no severance here. There is a severance policy. Leadership has stated they will pay severance for those unwilling/ unable to relocate. But here the rub, here's what the sneaky devils are doing. It's not a s simple as you refusing to relocate, you then being surplussed, and then getting your severance.
They know they have critical work that needs to be done. They are going to draw that process out to keep you working in a miserable environment, probably hoping you'll get fed up and quit.
i find that HR not being highly involved in all this ...including the letters, etc...really amusing
No basis for a lawsuit.
I hope the evil bastiges are retaining all their communications, etc on this...going to be a BIG CLASS ACTION LAWSUIT
When you get your letter, engage an employment attorney ... don't agree to anything that may take away any of your rights.
They plan to keep hr employees around long enough to get the company through all of the changes like workday launch, end of year process including comp cycle and of course more surpluses. Then they will start kicking them to the curb in phases. Until then they won’t get a surplus letter that way if any hr employees wants to leave, they will have to resign and the company effectively doesn’t have to pay surplus or relo. Isn’t that what they are trying to do company wide. Of course. Motivate employees to resign and get away with not paying any severance or relo.
Leaders are having town hall meetings to talk about this but none of them are being honest . They say once you get your offer letter and if you decide not to relocate then you will be eligible for severance. But that isn’t true. Because you are not eligible for severance until you receive an actual surplus letter and they don’t plan on giving those out until much later basically holding severance hostage. Their hope is that enough employees leave on their own and avoid paying severance. Here is the plan they will send out the offer letters to employees sometime by the end of July. some organization will be given 30 days or 60 to decide if they will accept the job in their new location aka Dallas and relo on their own dime. Once the orgs have an understanding of how many employees will not be relocating then the business can start planning on next steps. And the next steps don’t of a lick of care to do with the employee’s experience. Ok so say you get 30 days to make your decision and that puts you at end of Aug BUT the kicker is that you may not get your surplus letter until Q2 or 3 of next year but you don’t want to stick around until then, the company’s position is that that decision will be considered a resignation. What a wonderful company. If they cared about the employees experience they would do interest in leaving, oh right but they can’t do that because they would have to pay severance and after all. JS want to save money so he can spend it making more bad decisions. All of this is being done to force exit our older employees without paying them to leave. That’s the bottom line, just look at the changes the company has made in recent years. They change pension rules which urge older employees out the door a couple of years ago. They change medical supplemental for retirement eligible employees again forcing an end of year exit, same time frame they reduced PTO and now this! This is another form of doing geo rationalization surplus all over again minus the expense.
I’m in the Marx org. She sent out a blanket RTO email yesterday which parroted the same talking points we already heard. However, no one on my team has received their individual letters. I am in Dallas and I assume that I have been designated FTO, but we have people across the country who have no idea whether they have to move or not. Considering the RTO team is under Marx, how is her BU such a cluster???
Don’t they need HR people right now with all that’s happening.
HR is completely useless.
The fact you say you’re in HR and bo-g know is troubling. I’m not in HR but have heard those functions are moving to Dallas by my HRB. I’ve heard they have. 2 yr transition plan because how can they process all these changes if they lose everyone to office consolidation.