Thread regarding New York Times Co. layoffs

The Signs Layoffs are Coming

The most obvious sign layoffs are coming:

Executives hint at layoffs using other terms, like 'restructuring' "downsizing," "right-sizing" "reorganizing," "incremental synergies," "offshoring," and "streamlining." "headcount reductions" "workforce rebalancing."

"Synergy" is a word that should terrify employees: "Synergy is what you get when you eliminate redundancies in your efforts to cut costs."

A WARN notice has been issued. If more than 250 full-time employees are being let go a company must file a Worker Adjustment and Retraining Notification (WARN) with the state's Department of Labor (DOL) 90 days prior to the layoffs. This is public information that can be found on a state's DOL website.

Company shifts to online internet business strategy. Shifting as many as possible jobs overseas to reduce labor cost for all production and technical functions.

Company starts to bring in more contractors to replace employee functions

Company starts to offer packets to resign or retire

Company starts giving 'non-negotiable' job offer to employees

Company is trying desperately to save its dying flagship product.

Company is aggressively hiring new employees in a business that is not growing at a similar rate. Many times the new employees are to replace existing higher cost employees.

Company brings in a new board-appointed CFO to look over the books.

There's already been a round of layoffs. The first round of layoffs is rarely the last.

Internal job postings get taken down

You're expected to do more with less.

People are told they can't work from home or must report to the office on a specific day.

The higher-ups take steps to 'improve efficiencies' to reduce labor

Bringing in consultants to analyze the business processses

Higher-ups start quitting or if they start heading for the exits.

If you start to get ton of questions about what you do.

Requests to share passwords, training documents, and other things that may not be written down are sometimes done to smooth impending dismissals.

The discretionary stuff starts to go are signs that the end is nigh.

Company bills aren't getting paid

The uprooting and closing of plants

"Rumors and speculation of possible layoffs coming"

Conference rooms are booked by HR all day meetings or HR off-site meetings are signs big changes are coming.

HR folks prefer to deliver bad news like layoffs behind closed doors.

HR sends you a questioaire/survey to rate your manager and company. Regardless if you fill out positively, negitively or do not complete the survey you will be terminated or laid off in 2-4 weeks. The survey will be used against you if and appeal, protest or lawsuit occurs regardless how you complete the survey. The only thing that will derail your termination is if the company or your manager has broken any laws and they come into question before your termination. Also went major scandal regarding the companies business practices occurs things typically are delayed for 6-12 months.

You're invited to a group meeting with the department head, and their personal assistant confirms with you that you'll be there.

You notice ramped-up security

Your access to work accounts and work related info begins to be limited or denied.

If you're locked out of password-protected, company-monitored accounts.

Managers are suddenly pulled into a series of meetings that span a few days.

If managers find it difficult to directly answer questions about what is going on with all the meetings, this could serve as confirmation.

Upper management avoids eye contact or try to avoid you.

There are a lot of empty boxes around

You stop getting invited to important meetings.

There are more tissue boxes than usual around

Memos to employees detailing imminent layoffs.

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| 2334 views | | 3 replies (last June 29, 2017)
Post ID: @OP+NXa3PEW

3 replies (most recent on top)

Fox News June 29, 2017

"Dear Dean and Joe," the letter reads, according to Poynter.org. "We write to you as the saved — those whose copy, facts and sometimes the intelligibility of a sentence or two have been hammered into shape by our friends and colleagues on the editing desks.”

“Our editors ask smart questions, engage passionately with our copy, and serve as our safety nets. Editors — and yes, that especially means copy editors — save reporters and The Times every day from countless errors, large and small.”

The letter was followed up by the “collective coffee break” at 3 p.m., which was organized by editorial staffers in a show of solidarity to the copy editors.

“As we did in 2012 during contract talks, we will get up from our desks, walk down to the ground floor, walk around the building carrying signs and then walk back in,” reads a letter that was sent to staffers from organizers of the walkout. “Our coffee break together should only take about 15 minutes.”

“When we did this five years ago, the utter silence of a suddenly cleared-out newsroom, and the news coverage of the event, sent a powerful message of discontent.”

The protest comes after the copy editing staff sent a letter of their own to Baquet and Khan on Wednesday afternoon defending themselves.

"We have begun the humiliating process of justifying our continued presence at The New York Times,” reads the letter.

“We take some solace in the fact that we have been assured repeatedly that copy editors are highly respected here. If that is true, we have a simple request. Cutting us down to 50 to 55 editors from more than 100, and expecting the same level of quality in the report, is dumbfoundingly unrealistic. Work with us on a new number."

They even brought up disparaging comments made in the past about their department within the newsroom.

“But after living more than a year and a half under a cloud of uncertainty about our jobs, a cruelly drawn-out period in which we suspended major financial arrangements and life decisions, and carried an ever-growing kernel of fear... After we were compared to dogs urinating on fire hydrants when we edited stories, in an internal report that called for the elimination of 'low-value editing.'"

Those at the protest said they recognize that new trends in the news business require changes, but that newsrooms can adapt without being thoughtless and hurting quality.

"We have to make sure the brand is kept at a high level," Glickson said. "Copy editors are what has kept this place together. Editors are being asked to do more than they ever did, and it only makes sense that there will be more mistakes," making copy editors all the more vital.

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Post ID: @4bvh+NXa3PEW

Fox News

Journalists at the New York Times staged a brief demonstration outside their office Thursday to protest planned cuts to the newspaper’s copy editing staff.

At 3 p.m. ET, dozens of reporters and editors gathered outside holding placards that read: "We kneed are editors! They make us look smart!" and "Copy editors save our butts," and "This sign wsa not edited."

Times employees said that the decision to cut the copy desk -- which many described as an important line of defense against grammatical mistakes, factual errors and oversights that could compromise fairness and balance -- was done with little to no input from the staff.

"There's a right way to do this and a wrong way," said Christoph Fuhrmans, a senior staff editor in the sports department. "It was done very quickly. This was done in a vacuum."

Many of the newspaper's staffers say that at a time when journalists have been put on the defensive, and President Trump has taken aim at many news organizations, particularly the New York Times, it has seldom been more crucial to have a deep system of checks and balances.

"The Times goes through such a thorough check of facts and editing that is done to each story," said Grant Glickson, president of the New York Newspaper Guild. "Copy editors have ensured that would happen for more than 100 years."

The walkout came on the same day that the newspaper’s reporters sent a letter to Executive Editor Dean Baquet and Managing Editor Joe Kahn expressing their dismay over the pending layoffs.

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Post ID: @4npu+NXa3PEW

Here are HR's current 2017 RIF Best Practices guidance and script:

Explain the RIF in terms of the company’s scale and operational needs.

Explicitly identify the reasons for the downsizing as financial, market conditions or the competition

Prepare statements of revenue and expenses to determine and demonstrate the specific cost saving areas that most benefit the company

Identify all possible sources of additional revenue and cost reductions

Demonstrate that other employment and non-employment related cost saving options were considered before resorting to layoffs, including, for example:

-- Eliminating equipment, supplies, and overhead expenses

-- Salary and travel freezes

-- Work week/hour reduction

-- Job sharing

-- Benefit plan reduction

-- Outsourcing of more services

Never tell employees that their jobs are being transfer overseas or being replaced by younger or lower cost employees with less benefits to save cost.

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Post ID: @4mva+NXa3PEW

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