Complaints and Remediation:
Core:
CLT
Dallas
DSM
Minneapolis
NY
PHX
STL
Salt Lake
San Antonio
Specialty:
Philly/DE
Raleigh
Roanoke
SF
Deferred/non core:
Sioux Falls
5 replies (most recent on top)
Also noted on the call that medical accommodation for remote is different (than remote just because someone wants to be) as long as the person is in a core or speciality market.
Remote in noncore market, whether a medical accommodation or otherwise, will be displaced as they exit that non core location.
MA stated remote will be displaced as they exit non core sites.
A remote medical exemption will not save from Non-Core….
In a core market a medical exemption which needs yearly renewal, is generally safe.
Layoffs, however, do not discriminate by location.
Don’t know about for ecr but ops is treating remotes as if they reported. That is, if in non core location you will eventually be offered severance or relo (their choice, not yours). If core, you will be asked to return to office. Not doing that will result in disciplinary action up to and including termination and no severance. If accommodated you may fine in both core and non core but not announced yet.
What are they doing with remote? Medical and non?