Thread regarding Verizon Communications Inc. layoffs

@a6 yet here we are... how does that "not having a mass layoff" sound in your head today after 20% were indeed layed off ?

@a6 Good Morning America just scrolled "Verizon to cut 15,000 jobs" across the bottom of the screen. It's being reported by major media outlets.

Warn isn't required before hand if more than 60 says severance is offered. That's considered the notice

It's not going to be circumvented, just done in a more clever way.

File WARN on 11/20. Release employees from their duties on 11/20, but stay on payroll for minimum amount of time required. You turn in your badge, laptop, keys, and anything else the day of notification, clear your desk/drawers, go home, and remain on the payroll until the WARN act minimum time passes.

You're not fired on the spot if WARN qualifies in your area/site location, you just get told you can no longer perform your job duties and get paid until you are legally allowed to be removed from the books.

This is the real question is; Do our offices (site) fit the required number of employees to invoke WARN? Or does the mass layoff across the country trigger it regardless because there's multiple offices across a state? NY has a few offices, for example, what happens if less than 500 at a site get laid off, or if the site doesn't have 25 people making up at least 33% of the site's full time employees get layed off?

@a9 but if they want us off the book before year end that’s not 60
Days notice

“A WARN notice is not required for mass layoffs or plant closings caused by unforeseeable business circumstances, natural disasters, or strikes/lockouts. Other exceptions include when employees are offered a transfer to a different, reasonably commutable site, when a temporary facility closes or a temporary project ends, and for certain seasonal or project-based employment where workers were hired with the understanding that employment was temporary. “ Source: CA EDD

Dont feel safe if you don’t see one and are in a lower population state… VZ doesnt have 500 employees in many states anymore. During the last customer service RIF the WARN notice was filed the morning the meeting was held in my state.

The Verizon loophole is to layoff with 60 days notice so they can roll heads first and then file a WARN.

If there is no layoff there is surely alot of paranoia.....send em all back.....

It always shocks me when people know about something as specific as WARN, quote the article about March 2025+12-18 months, but then can't figure out that WARN means 60 days notice, or sometimes 90 days notice depending on the state.

12 months after March 2025 is.... March 2026. We're not even 90 days before March 2026!

Because this is an opinion / rumor site and we are not having a mass lay off despite the mass belief we are

because what will happen is they will inform employees that their layoff date will be 60 days from November 20th. they will remain on the payroll until then. On day 60, the severance agreement is signed. that's how they can stealthily avoid WARN - technically WARN starts the day an employee gets notice they will be let go in the future.

They will submit warn notices. It just needs to be done when they let employees know. So if it's a New Jersey employee, then they won't be off the books until February. That's why you're hearing rumors of some off-the-books in December, some in January, and some in February, because it all depends on that state's requirements.

Could someone explain in layman’s terms if there is a legal way to circumvent the reporting of this?

How Filing a WARN Notice Works

A federal law, the WARN Act, governs the process for filing a notice. The act seeks to protect workers, their families, and their communities by requiring employers to provide 60 days’ advance notice of certain plant closings and mass layoffs. Businesses that employ at least 100 workers, excluding part-time workers, are required to file a WARN notice if they are preparing to take one of the following actions:

Close a plant that affects at least 50 employees during any 30-day period. (This does not include workers who have worked less than six months during the last year or employees who work less than an average of 20 hours a week.)

Conduct a mass layoff of at least 500 employees, or a layoff impacting between 50-499 employees when that number represents at least one-third of the employer’s workforce.