how does Dell get away with never reporting how many people they have fired in the past 24 months and how do they get away with never reporting what the current headcount is? Are we at 110k employees? 100k? more/less ? Aren't there laws that force companies to disclose this information?
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I believe we were at 110k global employees total last month. (That’s the figure I was given internally.)
@2omy+1vM1JDA4 Is right. The headcount details will next be reported when the full year results for FY25 is reported, sometime end of February I guess.
@1qvm+1vM1JDA4 there is no reference to current headcount in the last 10-Q Dell filed.
They only mention that "will continue to take certain measures to reduce costs, including
limitation of external hiring, employee reorganizations, and other actions to align our investments with our strategic priorities "
@1xxu+1vM1JDA4 thanks for the info! I have open the previous 10-Q file report, where do I see the headcount please? I'm at that mentioned section, but cant see it.
While it’s not a law, #of employees is typically a part of filings with the SEC for publicly traded companies.
# of employees goes in "Management's Discussion and Analysis of Financial Condition and Results of Operations" section of the Quarterly 10-Q document and Annual 10-K filed with the SEC. Should file/publish Q3 10-Q in the next few days.
over decades employers have become adept dealing with WARN Act notifications to avert reporting them: employers could have an affected employee continue to work through the notice period; pay the employee to stay home during the notice period; dismiss the employee with a severance package pay in lieu of giving them WARN notice
under the first two, severance is not required, though an employer may offer severance to mitigate risk
While severance pay can be offered to an employee upon termination, it does not fulfill the requirement to provide a WARN notice, meaning an employer cannot simply give severance pay instead of providing the legally mandated advance notice of a mass layoff or plant closure under the Worker Adjustment and Retraining Notification (WARN) Act; the WARN Act requires giving a specific period of notice, not just paying severance.
They pay severance, no requirement for WARN if you do that.