Thread regarding Windstream Corp. layoffs

More layoffs by the end of July?

Current rumor circulating around the office is that we'll see more layoffs at Windstream by the end of the month.

Now, office rumors have proven to be highly unreliable before, so I was hoping somebody here knows more about this.

Is it true or just another false alarm?

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Post ID: @OP+UchBQPu

9 replies (most recent on top)

Can't afford to offer buyouts as we are going broke and way too many people would take them this time knowing the ship is about to run aground. I know I would take a buyout this time even though I have not even thought about it in the past. Sad that long time employees are considering leaving because there is no future for us.

Post ID: @qii+UchBQPu

In NYS we have the WARN act. We had a big layoff as EarthLink a few years ago. They paid you a weeks severance for every year employed. I don't think that they will be so generous this time around.

Post ID: @mrp+UchBQPu

I didn’t see much on this after spending a few minutes running down those hashtags that also adds to the discussion

There are three exceptions to the full 60-day notice requirement; however, the notice must be provided as soon as practicable, even when these exceptions apply, and the employer must provide a statement of the reason for shortening the notice requirement in addition to fulfilling other notice information requirements. These three exceptions are:

Faltering company: When, before a plant closing, a company is actively seeking capital or business and reasonably, in good faith, believes that advance notice would preclude its ability to obtain such capital or business, and this new capital or business would allow the employer to avoid or postpone the shutdown for a reasonable period;

Unforeseeable business circumstances: When the closing or mass layoff is caused by business circumstances that were not reasonably foreseeable at the time that the 60-day notice would have been required (i.e., a business circumstance caused by some sudden, dramatic, and unexpected action(s) or condition(s) beyond the employer's control, such as a major order's unexpected cancellation); or

Natural disaster: When a plant closing or mass layoff is the direct result of a natural disaster such as a flood, an earthquake, a drought, a storm, a tidal wave, or the similar effects of nature. In such cases, notice may be given after the event.

Exceptions are often claimed by employers in bankruptcy cases, and bankruptcy courts must often determine how the WARN Act applies. Generally, the WARN Act's requirements and penalties apply when an employer continues to run the business in bankruptcy, rather than close the business, and also when an employer plans a closing or mass layoff before filing bankruptcy. The WARN Act does not apply to a trustee in bankruptcy whose sole function is to close the business.[3]

Post ID: @tms+UchBQPu

I looked up the warn act and was mistaken, as you stated it does apply to Arkansas, however a company does not have to give notice if they are actively seeking money (I would assume that would include something like. the debt exchange offer) and issuing a warn notice to employees would jeapordize things. Not an expert but I don’t think we can hang our hats on the warn act (yet)

Post ID: @cze+UchBQPu

Signs That a Layoff is Coming

Dire earnings reports or missed revenue goals. This should be at the top of your early warning list. ...

Executives leaving in droves. ...

Risky pivots or strategic gambles. ...

Hiring freezes. ...

Bad press. ...

Budget cuts. ...

Your boss is being shady.

I don’t think Arkansas is a state that requires advance notice when 250 or more (or over 33%) are to be laid off (part of the WARN act) so that would be a good way to know, maybe that is why the company hq is there and so many layoffs are part of corporate strategy there.

Post ID: @huh+UchBQPu

If it’s 30% that’s about 3,000 employees. I think we have that many VP’s. So yeah. We would save tons of money!

Post ID: @osz+UchBQPu

Manager meeting all day Thursday.

Post ID: @yss+UchBQPu

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