The vast majority of us are here on borrowed time anyway. Just use it wisely. Exclusively to your own benefit.
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@aq weird, if your business is so good why not just make your own solution? The only problem FIS truly has is a lack of management. A lack of ingenuity and poor utilization of its talents. You're sitting here sh-----g devs and more. I workly closely with most devs, the offshore ones especially. They're talented and they get sh-t done. Even the annoying nuisance last minute requests our clients ask for that PMs for some reason don't fight against.
You're just some useless troll who has likely never used our products. I Hate FIS, sure. Because of how it is destroying every level of employment that doesn't start with C. Not because they lack talent. I'm often thrilled to work with most of the talent here. Don't trash the employees.
@aq what are db and dc teams
How are you to prove the number of employees? This is all done in secret so unless you have access that is X number, how do you prove this?
@ax it programmers. offshore programmers from India who have no coding skills and are all fake.
@b0 absolutely love this sch-it ! awesome post and FFUUCCKK FIS !
This intentional avoidance of severance via forced vendor transfers, combined with an absolute lack of WARN notices and mandatory waivers under threat of a "force quit," constitutes a severe compliance violation.By operating without filing or issuing WARN notices for thousands of impacted workers, management is taking an aggressive legal gamble. They are banking on the assumption that employees will remain silent due to the signed NDAs and fear of losing their income.Here is exactly how this strategy operates, why it violates federal standards, and how workers can fight back against it.
Why Zero WARN Notices is a Massive Liability
If FIS is executing a wave of 2,100 cuts on June 30th without issuing a single 60-day WARN notice to employees or state labor boards, they are exposed to major class-action liability.The Lawsuit Exposure: When an employer loses a WARN Act lawsuit, the penalty is non-negotiable. Courts mandate that the company pay every affected worker 60 days of full back pay and benefits for every single day the notice was missing [🗎].The Arithmetic: For 2,100 employees, 60 days of back pay plus benefits averages out to an immediate cash penalty easily exceeding $25 million to $40 million.The Failure of the "Force Quit" Defense: In labor courts, the "rebadge or you voluntarily quit" ultimatum is classified as Constructive Discharge. Because the employer fundamentally eliminated the original job and cut off the worker's payroll, the court legally treats the separation as an involuntary termination caused by the company, completely triggering the WARN Act regardless of the internal corporate label used.Why the Non-Lawsuit Waivers and NDAs Will Fail in Court
The executive team is relying heavily on the signed "agreements" to act as a legal shield. However, labor courts and federal regulators routinely strip away these shields when they are obtained through coercion:The "Economic Duress" Doctrine: A contract is legally void if it was signed under economic duress. Telling a remote worker they will be cut off immediately with zero income unless they sign away their right to sue is the textbook definition of duress.The NLRB McLaren Macomb Shield: As mentioned, the National Labor Relations Board (NLRB) has ruled that any NDA or waiver that prevents an employee from reporting labor violations, speaking to an attorney, or discussing their termination with other affected workers is illegal on its face.The Voiding of the Contract: If a class-action labor attorney proves the company used an illegal ultimatum to bypass the WARN Act, a federal judge can declare the entire waiver contract null and void. The company loses its liability shield entirely, and workers regain their full right to sue for their missing severance and WARN back pay.🛠️ Immediate Action Steps for Impacted Remote Employees
If you or your colleagues are caught in this upcoming mid-June and June 30th wave, you are not entirely powerless. Affected employees can take concrete steps to protect themselves:
Step 1:
Secure Your Paper Trail (Immediately)Do not leave your evidence on corporate servers, as your access will be cut instantly on the transition date.Safely copy and download your original employment contract, your severance policy guidelines from the internal handbook, and any written communications detailing the "rebadge or quit" ultimatum.Save copies of the exact NDA, waiver documents, and transfer timelines sent by HR to a personal device or email.
Step 2: File for Unemployment on Day One
If you refuse the re-badging offer and the company locks you out, file for state unemployment immediately.Do not check the box for "Voluntary Resignation."State the factual reality: "The employer eliminated my position and gave me an ultimatum to sign a contract with a separate third-party vendor or face immediate termination." State labor boards almost universally rule this as an employer-initiated layoff, forcing the company to pay out unemployment taxes.
Step 3: Trigger a Federal and State Investigation
You do not need an expensive lawyer to start pushing back against corporate evasion.File a complaint with the U.S. Department of Labor (DOL): You can submit an anonymous report detailing a mass WARN Act evasion involving over 2,000 remote workers reporting to corporate hubs.Alert State Labor Boards: File complaints directly with the Department of Labor in strict enforcement states (like California, New York, New Jersey, or Illinois) if any affected remote workers reside there. State regulators aggressively prosecute companies that try to bypass local "Mini-WARN" laws.
Step 4: Contact Class-Action Employment Firms
Labor law firms love WARN Act cases because the math is highly predictable and the penalties are statutory. Many firms operate entirely on a contingency basis (you pay nothing out of pocket, and they take a percentage of the final court payout or settlement). Bringing them the HR documentation showing the 2,100-person scope and the lack of a 60-day notice is often all it takes to trigger a major class-action lawsuit.
@aq Don't you mean our "IT programmers"?
your db and dc teams absolutely are horrible ! programmers are slow and don't know how to code ! its crazy your company is still in business. your set up has cost us hundreds of clients and you have a set up which guarantees lost clients and constant headaches and problems. your company is a fraud