With the conditions under which we've been working lately, I think many of us could have a case...
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I know of at least one person that was notified their position was going to be transitioned and the very next day, while still legally employed by Zerox, went to their physician and was “put out on stress leave” effective immediately.....and that was 8 months ago.
Technically that person is still employed by Zerox and has all functions of the company until the issue is settled (think EAP and all it offers?)
I’m not condoning or suggesting anyone use the systems in place to benefit a possible outcome but instead I’m just sharing an experience that the stress of the situation has created because it is very real to all.
You are the only one who can remove your emotional stress. I did when I took the VRIF. Yes, I was fortunate to have been eligible.
Start with your HR department. If you cannot locate your representative, find out through the HR Corporate Department. File an HR form that addresses your concerns. Don’t ask an HR representative if you should or if you can. If you want change, you must empower yourself, fill out the form and submit it. This a professional action and you should be a professional in your conduct. To be clear, it’s not a “water cooler “ discussion. If you have co-workers who express the same concern and will behave in accordance with the code if conduct, ask if they would like to add their names. The Code of Conduct flows in both directions. By law, HR has to respond to your request by notifying you that the will investigate your concern. In your filing document or in a meeting with an HR rep, you have to be clear to HR what your intentions are and be specific concerning what the company if falling to adhere to. You cannot be emotionally charged up. You need to be self assured and professional. You may or may not see how you and others are following the principles of the Code of Conduct. You have your obligations too. One of them is to speak up.
Xerox.com. Ethics code of conduct. Code of Business Conduct: Connecting our Core Values. Pages 17 and 18: Valuing Our Employees. There are numerous statements regarding creating a supportive work environment, a work environment that is safe, secure and free of . . . intimidation. The health and safety of our employees, customers and neighbors is a priority.
Xerox people are under tremendous mental stress which contribute to a decline in physical wellness. Your family bears the consequences of this in feelings of insecurity, especially children who feel the uncertainty and perhaps behaviors in parents that are not optimal.
The code of ethics is indeed being violated. The consequences to Xerox are unknown but the effects on the employees, their families, customers are severe and consequential. XEAP (xerox employee assistance program) provides services. To answer your question . . . talk to an attorney who specializes in corporate responsibility. Since the early 1980s, I have gone through numerous layoff cycles. Everyone resulted in a stress response and questions of how am I going to support myself and family. As for comments that suggest you should just leave and go somewhere else . . . Xerox is your company that has a Code of Conduct and the corporation and executives are responsible for its integrity and implementation. A well crafted letter to the Wall Street Journal is a great option to get the ball rolling. Yes, you do have merit and responsibility to pursue legal action to review this. Use a well respected law firm.
Snowflake tears made the comments disappear.
- and the comments are gone. Wonder which name caused that to happen...