I was thinking as we are hanging around till 20th nov, Why not use this opportunity to run through our concerns through HR ?..I wont expected to change much but at least we will get real experience about the HR role in big organization and may come handy while navigating HR folks in future and also understand their real worth....
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Yes. In the interest of not pissing off the site admin, I will not post names, because that would probably cause him to take down the thread. If you are serious, contact the SD County Bar Association.
066 - you only mentioned the DON'Ts...but any known lawyer in SD that has dealt with discrimination under reestructuring?
ADDENDUM to 066: Don't discuss details with anyone! Not your Q friends, not your FB friends, not your "Twitter-tweeters," LinkedIn circle, or your texts, etc. Don't post ANYTHING related to what you've posted here on your personal electronic media. You have to assume it will be subpoenaed from the minute you file a claim. Possibly from the date of your layoff. You can't erase it either without risking a sanction for spoliation of evidence. Don't worry too much about stuff like you just posted--judges understand people getting pissed off and venting. But they won't put up with people who deliberately "accidentally" delete their FB pages, all their texts, all their tweets, etc.
@ 157969: (1) Request a copy of your employment file and any contracts or other documents bearing your signature or e-signature from HR in writing. It should contain, among other things, your reviews, your employment contract, any non-disclosure or other agreements you agreed to, your time sheets, your pay records, and, most important, any disciplinary actions, and subsequent/amended agreements you may have had--such as agreeing to be laid off and/or accept a severance package. You also want a copy of any lay-off-related materials that you allegedly agreed to. When the package comes back, look on the bottom. You may see the words "Qualcomm Confidential Information" on the bottom right, and letters and numbers in sequence that you haven't seen on any other Q documents. These are called BATES Numbers. They mean that QLegal has reviewed your file. The fact that they have marked them as "confidential" means that you also may not just be able to present those particular documents as evidence. But you can subpoena them if you file a case. If there are any documents missing, or any additional documents that weren't disclosed, Qualcomm will have some explaining to do. (2) If you plan to sue, you MUST file an EEOC claim to get something called a Right to Sue Letter. Schedule an appointment with the local EEOC. Their direct line is 619-557-7235. Do this as soon as possible because they have a 2 month backlog, and YOU MAY ONLY HAVE 180 DAYS TO FILE. Ask them to simultaneously submit your complaint with the DFEH (state equivalent for discrimination claims) if you are a CA resident. (3) Keep a notebook at work. Start with as much detailed information as possible about the information you described below regarding your manager's words and actions immediately prior to giving you your layoff notice, and especially the part where he claimed you volunteered. You particularly want to look in your employee file to see if there is a document to this effect. (There are often documents included in a file that have an electronic signature that you may have never signed. Don't just assume that you did! These can be falsified.) You also want to log any snarky remarks, about age or sex--which are most likely your strongest arguments for discrimination. (4) Review your emails texts, etc. for at least the past year. Look for any emails where employees or your supervisors used language that was hurtful in a manner that could be considered discriminatory. (5) Make a list of all economic harms you will suffer as a result of this layoff. (6) Make a list of any employees of your age/sex who were laid off and those who were not. (7) Make a list of any employees of your title in your group who were also laid off and a list of those who were not. (Don't worry if you can't name them all.) (8) About picking attorneys: Give yourself at least until your EEOC consult to decide whether or not to sue. You'll have a better idea if you even have a case afterwards. When you look for attorneys, there are some DON'Ts: DON'T pick the guy who also does PI, Malpractice, Insurance, and assorted Class Actions on contingency. These guys make their living selling the client out for easy money. A lot of them have never been to trial. DON'T pick the guy who has never practiced in federal district court--because even if you file a state action, you CAN be removed to federal court in discrimination issues. DON'T pick ANYONE who tells you there's no up front fee if he can file a "CLASS ACTION" the words "class action" and EEOC should never appear in the same sentence unless you are pointing out how stupid some attorneys can be.
922 - 62
969--That is so typical of Qualcomm, to blame you and make it personal. I'm sorry that happened, but take it from me, once you leave you will gain perspective. Rest assured, the problem is with Qualcomm!
Anonymous157922, how old are you if I can ask?
Sorry, more venting....this is no joke how I was notified....The director over my boss came into my office at 8 a.m., looked at me, gave me this big grin, and a 2-thumbs-up - I'm serious! My first thought was, "oh good I'm okay, and so is our group." Until he said, "can we go talk in my office." My heart sank. We go into his office and he closed the door and said with a smile "I was able to get you a package!" I was like "REALLY????" I was stunned, because he had approached me a month or so ago and asked if I was interested in going and I had told him no, that I needed to work at least 3 more years, I have a kid still at home, and being a single mom, we needed the insurance. I told him "Do not put my name out there!" He then proceeded to tell me that I lacked the "skill set" for future business needs. I was dumbfounded since I am the primary person in the group who handles some of the tasks. I told him, in no uncertain terms, that after being here for 21 years, and having multiple "skill sets", to be told that, was insulting, demeaning, and derogatory. I told HR how he had approached me - they were "shocked" - and also how he had told me I lacked the "skill sets" - again they were "shocked". Getting through these next 60 days is going to be one of hardest things to do. I feel horrible for everyone who is going through this. There are people out there in worse situations than mine. Unfortunately, HR is holding the severance packages over our heads and we must "OBEY" or risk losing the package. At this point I'm glad I have an office with a door so I can shut them all out and just get through the next 2 months.
Anonymous157922, you should talk to an attorney and see if you can either get an increased settlement from QCOM or actually sue for more. Don't just roll over, for everyone's sake and sanity. An attorney can probably actually find out the trumped up reasons why QCOM has let you go. If they're not good enough, sue them.
I met with HR in person and one of the higher directors - I guess HR was "concerned" about me - been here 21 years. I voiced my concerns - knowing full well that it would make no difference. More of a "getting it off my chest" action. Found out that my directors threw me under the bus - literally lied that I volunteered for the layoff. I was told that "your age didn't come into consideration at all." And as I told the director, "well, of course QC can't say that. I could sue them." Just ironic that I'm the oldest in the group, been there the longest, and was the only one let go. My one director told me in our one-on-one several weeks ago, " you just have to remember not to take it personally." And as I told her when she came into my office after I'd been notified acting all sad, "don't take it personally, but get out." Thanks for letting me vent...
Don't drink the KOOL-AID!!!
Have you attended any SM+MR+CR all hands lately? They don't want your concerns. They KNOW exactly that there is nothing they do worth concerning.
Do it to learn. It won't change anything. Your HR rep is probably getting laid off in February. Expect to see a 30% RIF within HR early in the new year.
Stop drinking