We were informed by our RVPO that the pay reduction could last longer than the 10 weeks especially if you don't start doing better. Since when are they allowed to use the reduction in pay now as a punitive measure? I'm not sure that's legal.
24 replies (most recent on top)
Anonymous24759- Read the Federal Title IV rules. This has nothing to do with California, or any other specific state. According to the Title IV rules, CCi is prohibited from changing pay, benefits, or any other reward more than one time per 12 months for many employees. I am not suggesting CCi is following the rules.
I don't know where all this talk about pay cuts being illegal is coming from unless it is California. I understand that state has certain laws that are different from most other states. The 10% mandatory pay reduction is for department assistant chairs and above that are salaried employees. The voluntary 1 week unpaid time off is for salaried instructors and the voluntary unpaid 40 hour time off is for hourly employees. I don't see the people that lost 10% of their pay ever getting it back. It may be temporary until the mandatory 20% pay reduction takes place. When a company starts implementing all these cost reduction measures it is a huge warning that their financial situation is very very dire. This is a desperate attempt to delay bankruptcy but in most cases it doesn't work. You seen the email about toner and stuff, again last minute desperation attempt. Next will be a huge RIF. If you do the math, each week the payroll for 12,000 employees averages about $1,000.00 per employee. If every one looses 1 week of pay that equals $12,000,000. Now if we apply the savings from the latest cost saving measure, $10,000,000 divided by 52 is $192,307.69 per week. Now multiply that by 10 weeks and you have $1,923,076.90. Add that to the $12,000,000 savings from payroll and we have saved the company $13,923,076 in ten weeks. That's a drop in the bucket of a 1.4 billion dollar a year company. That won't even cover a 2 week normal payroll of $24,000,000. Saving a company that is in deep financial trouble takes increased revenue along with cost reduction. CCi is missing a very important part of the equation, INCREASED REVENUE.
You don't get it, do you? This is dire. Very dire. Very, very, very bad. Look up laws and cry for Justice all you want. CCI is going under and likely won't survive, even with these cost cutting measures. Don't you see that? If we are bickering laws, they will just shut it down altogether. Then want? Do you want 90% or 0% of your pay? Next time you could be getting nothing. So, face reality all. There is nothing you can do about it. Nothing. Call who you want. Sue who you want. It does not matter! It does NOT matter! This is the reality, folks. Right here, right now.
Everybody is trying to figure out rules and laws. Who cares? It's done. They simply don't have the money and that's all there is to it. Next stop will be layoffs anyway. So this argument will be mute pretty soon.
"10% will become 100% when CCI runs out of cash in the next 60 days". Fixed it for you.
Anonymous24642- It's simple. Since when does CCi play by the rules? The best they do is try and make it appear like they are playing by the rules.
24635 - okay, so you're proven wrong. The 10% went into effect for our admissions team, and all of us had received adjustments within the last 12 months. So how the hell do you explain that?!? Seems kind or ironic that the pay rules were to stop us behaving badly, which they obviously failed at, and now the scuzziest admissions people are trying to use them to save their paychecks. You loser!
Two things: 1. ED made it clear that the monitor cannot do anything illegal, like waiving the pay rules. 2. So you're allowed to get raises if you do well, but they can't cut pay if you don't? CCi is only allowed to change pay no more than one time each 12 months. The pay change can be up or down, but the pay cannot be changed again for the next 12 months.
If the cuts were approved by the monitor, we are really in the shit. It's bad guys. Very, very bad.
24623, you are correct. And this paycut is only going to precede layoffs. Those will be next, and sooner than people think. And will likely involve those who don't follow the party line and get on board with the cut.
Title IV rules can be waived when the monitor has been appointed by the head of the Department of Education. The 10% cuts were approved by the monitor.
10% will become 100% when CCI runs out of cash. Show me any indication that we are not headed that direction.
You guys are so stupid. You really don't get how lucky you are to have jobs. Layoffs are real! And they will have more! Do your jobs, shit up and take the paycut. If you don't, you won't have jobs. And there won't be a company to sue!!!! Shut up and be grateful! Some if us who did our jobs and didn't complain got laid off. Nobody's immune.
Why don't you go talk to them about it and take a stand. I dare you.
CCI does whatever it wants. Why is it on for you to watch them break the law on behalf of students, but when it comes to you, it's an utter shock!
So you're allowed to get raises if you do well, but they can't cut pay if you don't?
Quit. Free country.
Why don't you sue? The Justice system is swift.
How about the 10% cut for Director of Admissions & Campus Presidents. That might be fine, if there was no other pay change in the last 12 months, but then the pay cannot be increased after 10 weeks.
If you don't volunteer you pay is not cut.
Anonymous24591- Sorry but there are Title IV rules about pay.
Totally legal if you are an at will employee.
It might be legal to reduce hours without reducing the rate of pay, however.
It is not legal in admissions, including the campus presidents.