FLL texted a few of us who are on a group text with her and all of our CCC area including FLLs is being lifted and moved to vendor later this year and all will be assessed and they will keep about 20% of us as experienced reps. I am CCC CLT but I'm not sure if extends to other CCC bases. Weren't given any more details other than our dept and location.
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Refer to the HR policy guide in Talent Connection for all severance plan details. To unwillingly shift Allstate employees to a vendor, who may have a completely different all-in employment opportunity doesn't pass the smell test. They'd rather spend money on lawyers crafting a defensible position than in honoring the rights of employees.
OP, come back and help us. Are you licensed or unlicensed? Sales or Service?
@1pkm For such a situation you would still file your unemployment as a layoff. Unless Allstate disputes the claim when the state verifies with them you will receive and be accepted for unemployment. It is highly unlikely that Allstate would dispute such a claim since part of the purpose for this is to lower the reported layoff numbers, avoid negative press/keep up appearances, and to save money overall by reducing the severance on their end. So to deny such unemployment claims is not in their interest. This does however give them an out in severance if the transfer to the contractor is rejected by the employee and they resign.
If you don’t take the job with the vendor, will unemployment deny you? Technically, you are denying work.
- Severance is not a requirement. You are willfully employed and at any time a company can let you go with absolutely nothing. More companies do not pay out severance for lay offs than do and they let you take your chances with the unemployment system.
- If a role is contracted out then you as an employee can be contracted out to that other entity in part. Big banks do this regularly. Unionized companies may have safeguards against this but Allstate is not unionized.
- As part of your willfull employment one can choose not to be transferred to the contractor however since a job is still in place any non-acceptance is considered a voluntary resignation and not a layoff.
Allstate knows how to f××k us and they will.
If you are an employee of Allstate, you are entitled to severance if you no longer have a job with Allstate through no fault of your own. Plain and simple. You have no obligation to voluntarily accept a job at the new vendor. And if it is involuntary, you are entitled to severance. Know your rights.
So I guess the real question is, what are our options? Very sleazy move made by Allstate in my own opinion.
@1aqt Based on additional info sounds like they are not giving the option. Our CCC roles as a whole are being transferred to a vendor and we will be working for the vendor and then they put us through assessments to see who is kept to work for them. When we are moved to the vendor we will be working for the vendor and under their release program. No idea if the vendor offers severance of any kind but our jobs move there so Allstate themselves will not be laying us off.
Op - What if you don't want to transfer to the vendor. Have options been given....like a severance package or to be moved to another dept that is short staffed?
OP, are you Sales or Service?
Run if you can.
Employees moved to an outsourcer are done only so that the original company does not have to incur the expense and bad publicity of laying people off. The acquiring company will see you as an expense to be eliminated since you are more expensive than their staff and off shore presence even if you are "experienced".
Your benefits will be lowered in the short and mid term and your salary will stagnate if they do not find an excuse to fire you after you transfer your knowledge.
Run if you can.