Thread regarding AT&T layoffs

Now its almost time for "start off slowly" Monday. Don't want to burn out too early in the week!

Its Friday...time for my weekly mental health day and all the News Now reorg and retirement notifications.

Regarding the lost five PTO days how many of you plan to take them "unofficially"? I for sure am. Every person I spoke with about this says they will do the same.

Yes, I watched both the replay and the live event and did not notice any difference, except that the replay is constrained in a small window. There is no way that I could find to maximize it to full screen, so you cannot enjoy the full effect of seeing the anger in his eyes.

Anyone watch the replay?

Wow over 9,000 views....119 replies. I think this a record.

1. 9%, that’s better than most.

How does Stankey rationalize these changes?

We're not people to him; we are disposable resources, to be replaced or eliminated if it fits the goal. Doing the right thing and building something worthwhile doesn't mean much anymore. Now its Deliver Maximum Value to the Shareholder.

Yep, 1.9% raise,,, insulting

And morale will go up even more when folks learn of their "raises" this year

How does Stankey rationalize these changes?

Who was the woman from HR who co-presented with Stankey?

I have not spoken to a single person who watched the call that was not upset about the content and especially the tone.

no surprise - they hate you and are probably mad that you are not replaced by AI and a robot yet.

Everyone should watch the video so they can hear firsthand what is happening.

Recorded video is out now, watch it at your discretion. For some, it might be a healthy thing to invest your time else where, you have been warned by the comments here.

Dear c suite, your employees know how to make money,wait for the panic and att will pay top dollar every time,i always told my less senior grasshoppers,dont chase money,let it come to you,rest up in between. someone should make a dash plaque of that

It’s all part of the “Everyone’s a wire tech mentality” and First level management ex-wire techs that couldnt hack it. Stanky stunk up the room. CWA needs to respond.

Over 7,000 views so far. You know that this recorded meeting is NOT going to be put out there for everyone to review. No record, no proof. Plausible deniability.

Our competitors went through the same exodus of their older workers a couple years ago. The difference between AT&T and our competitors is that they provided a very lucrative package to their employees. AT&T is showing they don’t have the class to handle it that way. They are discounting what a disgruntled workforce will do to their plans. Stanky lacks all leadership skills.

Santone isn't going anywhere if she has anything to do with it, she's got it pretty good. She and her family recently moved to Dallas with Att. She was originally with Turner Media/CNN. Her kids are in one of the most expensive private schools in Dallas and lives in a 3 million$ house. Would that be classified as 'privilege'?

I got an idea why don't they stop hiring new people and figure out where they can put their current employees. I really don't understand att's hiring practices.

Stankey is still using cost cutting as a way to reduce the debt. All these cuts may save $20-25 million but that is a drop in the bucket. They wasted $100 million trying to switch to Oracle Payroll only to put the project on "Hold". There is never any talk of how they plan to increase revenues. They buy companies to increase revenue (and the debt). They created a House of Cards. They should also dump the company we use for Advertising, AT&T has the worst commercials! But hey, they just added Tom and Jerry to HBO Max so that should provide a boost to the subscription count!!

"'Employees that do the same job at the same quality should be treated equally and with the same benefits."

So you're telling me that losing $100B+ in shareholder value can get me access to the corporate jet? Where do I sign up?

From divestiture in 1984 where AT&T (Bell System) lost its monopoly status, we've seen a slow but steady decline in the wage structures and benefit levels that were present during the monopoly era. The writing has been on the wall since, although this Stankey episode seems to be a sudden lurch downwards.

One question I wonder about is what are they going to do with union scale wages in titles carried over from the monopoly era as the copper businesses decline to break-even and below. We see what is going on with the new titles. Fasten your seat-belt, as it could be a bumpy ride.

100!!!!!!

Yes, the reply will be posted this week. There was a News Now email Friday that said they would have it posted on Insider sometime this week.

Welcome, my friends, to corporate socialism. That is, indeed, what has happened here. Enjoy.

"'Employees that do the same job at the same quality should be treated equally and with the same benefits.'

Really??? So someone with a few years experience should get same pay as someone with 20 years experience?"

If you're still doing the same job at the same quality after 20 years (and also not gotten promoted in 20 years?!), then you hardly deserve this job, much less the pay. Honestly, you're lucky they don't let you go.

"I guess pay for performance is no longer applicable. Sounds like part of the give everyone a trophy crowd."

It's the boomers in the trophy crowd, expecting to keep their bloated salaries and benefits, even when the company can no longer afford it.

"Well, we could all just go on strike. How else do you deal with this?"

May be you missed the part where Stankey said we have no employment contract. He also said AT&T has changed benefits before (read that to mean reduced benefits before). All to say, the company is under no obligation whatsoever, contractually or by letter of law, to give you and me (management folks) anything beyond what we get in our paycheck.

Now we can certainly argue about Stankey's less than ideal mannerism, his in your face attitude, and lack of general empathy and polish for a man in his position (no really for even a first level supervisor he lacks skills). But remember, Elliott group who bought stake in company when Randall was chairman was pushing for same moves. They put some of their people on the board. The strategic decisions of Randall and Stankey have put us in a weak position.

It will be interesting to see how our union employees get benefits post retirement. Does company provide that as part of their current contract? Will they attempt to get rid of that in future contracts? That would be tough, and cause for strike.

I am losing health benefits too end of this year (I am from southeast). Trust only in your 401k, pension if you are lucky to have one that is vested, and your paycheck. Otherwise, I expect this company to remove every other benefit we get (possible getting rid of pension contributions all together, and reducing severance pay from max six months salary to something ridiculous, and getting rid of our bonus all together). I mean who could predict us not getting the miserable 1-2 percent merit raise for many exceed criteria folks this year? That is the most stupid thing this company has ever done, and many great employees will get very small or no merit raise ever going forward.

Well, we could all just go on strike. How else do you deal with this? We demand a removal of stank man and his minions. We demand a return to the previous agreed to benefits. I’m surprised no one has proposed this.

I missed this call live. Has anyone seen any mention of a replay? I'm fully aware of the changes, which is why I skipped the event, but now I'm curious to see JS' performance.

If a replay becomes available, I'd love to hear some who watched the live event compare the recorded to the live version, as I wonder if it would be highly edited.

The irony is that Stankey himself has 30+ years with the company. Maybe he needs to show himself the door, too!

Dear Mr. Stankey, With the recent changes that include reducing vacation, eliminating retiree medical benefits, freezing salary for many, eliminating individual performance awards & reducing pension contributions for many it would seem that AT&T is in financial trouble. However, AT&T has 180 Billion in annual revenue a 7% dividend yield and the quarterly announcements you make paint a rosy picture for the Wall Street financial analysts. Most CEO's realize that if you treat the employees well they will treat the customers well (See Southwest Airlines). Is it Senior Management that faces the customers daily that pay your own salary as well that will lead to future success at AT&T? After a 35 year career you have now disregarded the people that really affect this company's results- the front-line Managers and their technicians. Why do you treat your employees so Shabbily?

I have been training two new hires for over a year on top of own 50 hour a week job. These folks will get a raise and be brought closer to midpoint but since I have been around 25 years and have been a top performer and nearing closer to the top of my salary range there will be no raise for me. This is on top of lost vacation, stripped of healthcare benefits and supplemental, and just estimated my pension with the new interest rate 5 years out and suggests I lose approx. 55K plus. Yes, we are whining and deserve to. Why don't folks at the top put themselves in our position and see how they would react...hmmmm

You would think all the questions were known ahead of time, and Stank still reacted frustrated with needing to repeat his commands on don’t focus on losing vacation days and focus on how to add value to the company.

It’s a sad case if emotional intelligence case study. First, email was used to communicate these unfavorable changes to the masses, then Stank thought he can dangle a bit of carrot to motivate the masses to shift focus.

The takeaways are specific, direct, hits peoples wallet and time. The carrot rewards are vague, spot award with some approval process and some budget, oh yea, some VP has final approval. The current service excellent award has a similar track, the amount is $100, extremely low amount for those gone above and beyond.

We work in a culture that thrive in specificity, success and failure are base on objective goals. Our executives are really good with numbers, dividends payout every quarter, that is percision. The lack of specificity is an act of bad faith and an insult to our profession.

Stankey had a good message that will make the company great again.

Angry old bald man? The dude is a certified stud with baritone pipes and rock hard abs.

"Employees that do the same job at the same quality should be treated equally and with the same benefits." Really??? So someone with a few years experience should get same pay as someone with 20 years experience? Wow!?!? I disagree. I guess that means we’ve been doing it all wrong the past 140 years