taking the deal and getting the fu-k out of the sinking ship or waiting for the ax?
24 replies (most recent on top)
@vs Of course they did!!! They got away with not coming into the office, they got away with lying to all of us, they got away with getting HR approval to be fully remote when they can commute into an office! They even got this same treatment for some of the people they give preferential treatment to. They lied to us saying we had to come into the office when they could very easily commute into the office as well, but never did when there were meetings that were held. But, they are now running scared and coming into the office nowadays since the RTO email. Maybe you have no issues with people constantly lying to you, but I certainly do and can't understand why this is acceptable in a professional work environment?
@s1 Nobody got away with anything, esp just at director level. This person just fall under Phase 2.
@s1 name names, this place is anonymous for a reason.
So, there's a leader (Director-level) who is fully remote, but was not offered the severance package. This person is on the West Coast and more than likely close to an office, as they have mentioned that they go in for "special occasions", which is rare. They must see that this person resides close to a company site? Just not understanding why this person got away with being fully remote when they bullied their own team into coming into the office? This leader should be fired for preaching transparency and not practicing it, and then getting away with it for so long. If that's not possible, they should just be laid off in November and not given more time come January. People like this we don't need in the company..
@ca you're right actually. I don't have a mortgage, dependents, or medical issues (knock on wood) actual "winning" is walking away with my dignity which does not have a monetary value. I am opting-in. Get me out of here!
@dh Correct.
@d8 Superbowl, MM
@d8 to coincide with after bonus and LTIP maturity date?
@de The announcement is not very clear. It just said that the details will be announced later. But one way to read is that remote people in other location will have an option to move into one of cities where they team is located. LA, NYC, SFO are three obvious ones, maybe also FLL and a few others.
@de i would bet that those people will be given the choice to move to a location where there's an office or accept the severance package, similar to what other companies have done (disney and amazon come to mind). there will be no option C to stay remote for 99.9% of remote FTEs.
My curiosity is around April-June of next year, when all truly remote workers in the Phase 2 are offered severance (?).
Yet, the FAQ states that Phase 2 remote employees will transition back to the workplace throughout 2026, aligned with local legal requirements. If you are in, lets say Kansas... what exact office are you reporting to?
@d4 Agreed. Just out of curiosity, why end of March?
This is obvi a very personal decision for everyone since all our situations are unique, but I think that if you are able to handle the January RTO until at least the end of March AND you think that you won’t be subject to the Nov. layoffs then it’s probably worth the gamble to stay and collect your full bonus. It also buys you time to plan ahead financially and career-wise. Start that job search today - whatever that means for you, resume update, networking, interview recruiters, update LinkedIn, etc. In my case, I’m staying because it looks like my team will be affected only minimally so I’m going to buy myself some time and, hopefully, collect my bonus before I make a move on to something (hopefully) better.
@aj they have already won… enjoy 5 days RTO!
Does anyone have an insight as to if those who get laid off in November will be given the same severance package as far as the two weeks per year of service goes? Also the bonus? I see now they are only giving a prorated bonus to VP level, not below.
Taking the deal depends on your length of service at Paramount. VPs get up to 12 months of their salary. Directors get 4 months. Whereas a lower position might only get 2 weeks for ever year of service. If you get laid off in November you will get your severance and you’ll have the money you earned in September. DONT LEAVE ANY MONEY ON THE TABLE. This is a scare tactic.
No brainer to take the buyout. Really don’t like where this company is headed. Peace out!
@aj don’t win what??
Every fiber of my being yearns for severance, but I'm going to decline so they don't win.
I wish they gave us more than 10 days to consider
Taking the weekend to think about it. I've been actively hunting for a new job since beginning of summer, and I've gotten a few bites, but no sure thing yet.
not leaving until I get dragged out.
always easier to find a job while you still have one, for your mental health and for negotiation leverage. imo the package will be the same whether you take it now or get laid off next year or later, not counting quitting outright at some point. why accelerate the timeline without an exit strategy?
I don't like the RTO and I'm sure more changes are coming on PTO etc that I won't like either.
But I don't think this is a sinking ship. We've been sinking for years. Whats happening now feels painful but also there's optimism in all these deals we are signing. I'm staying and just hope I can keep my job. Knowing my luck I'll get the ax anyways and regret it.