Later this week, 1or 2 of every ten of your coworkers will receive notice that they’re getting RIF’d. Please make sure you have all of your sensitive documents backed up as you may have little warning when your time comes. Also this is the time, right now and not a minute later, to contact a local attorney if your aware of any illegal, unethical or deceptive Verizon practices. This includes internal or external customers. Forget about going to HR as their primary mission is to protect the company, and you will be wasting your time. Also please work with an attorney or your local EEOC deptartment to report any illegal hiring, firing or FMLA practices you may been impacted by. Once your computer access is yanked, it will be nearly impossible for you to access any supporting data you may need and it will be your word against VZW’s legal Team. I’m not advocating for frivolous or merit less litigation however I’m confident plenty of people reading this post may have seen illegal or unethical behavior from VZW leadership over the last few years and may have been afraid to speak up because of retaliation.
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Last call to save your important documents such as performance reviews. Good luck.
Great advice. Also check your severance for a non compete clause.
SOOOO as a person who has taken the severance from VZW. Know that if you sign the paperwork, you lose almost all of your rights to sue or financially gain from any lawsuits if you choose to take the severance money. Sign wisely. I chose to take the money and run. I had a full case against VZW. It was not worth the years of litigation to eventually take a settlement out of court. My attorney told me I would end up with about 6X to 15X my severance amount but would most likely be in litigation for the next several years.
"I would have to agree that our HR is far from what it used to be."
I was never in Wireless, but on the other side there never was a great age where HR was anything but for the company.
Basically, you are a level X, your boss is level X-1 and you have a complaint about him/her?? Come on, there's a reason that he/she is a higher level than you! It's because they are better! At least until someone of level X-2 tells us differently.....
I would have to agree that our HR is far from what it used to be. I felt like HR used to look out for the employees before we bought out Vodafone. Now they are in bed with leadership (figuratively and literally). I have a friend in HR that tells me how awful and corrupt the job is now. It’s about who you know and who likes you. If you’re liked you will be protected. If you’re not; they’re coming for you.
HR what a joke! They are one step below a WalMart greeter but WalMart is hiring.
You're pi$$ing up a rope going to HR for anything. They=retaliation and view you as a problem if you do.
Different in different groups I guess. I kept all access till last day on payroll
....you also lose ALL shared drive access on RIF day
Something to keep in mind...You will lose access to just about all corporate systems and libraries the morning you are RIF’d. Between RIF day and last day on payroll you will only have access to Outlook, VzWeb and Peoplesoft HR module (time sheet, reviews, etc)
I had a iPhone as my company phone, they wanted it back but gave me a couple weeks to buy another phone. I was able to keep my old number with the new phone.
Yeah, I wouldn't count on those 30 days. Some of those who report to work on Thursday will get walked to the door. You turn over your computer, badge, concession devices, travel card...anything that's company owned.
Back your $hit up now. Who knows how you might use those documents in your next job.
I'm not mandating stealing intelectual property or company secrets. But there might be something you use on a regular basis that might come in handy at a future employer.
Very good advice , I agree 100% , You have time (30 days?) do a little every day: backup docs and bring home your personal items ..once you are out of company , Game Over.
HR works for the company. The company interests will always rule.
I'll sing along in agreement. I've gone the EEOC route all the way through federal court and now I can only say 'the matter has been resolved' - and I can only say it without implication of outcome. A big stack of supporting documents goes a long way in a title VII case.
Great advice, especially the HR piece. HR in the Pacific Northwest especially is not to be trusted, no point in making claims just to be targeted after. Make sure to document everything...not on your work computer
I agree
Good advice!