Thread regarding Avaya layoffs

Layoffs started on Galway this week.

Hearing 20+ going this month.

Not sure how Avaya can correctly project revenue when existing customers are leaving in mass numbers, net new sales are near zero and tech is in recession. Sure, Avaya can better predict operating expense with the reductions but will most likely be continually cutting headcount until it achieves some sort of stability.

Look this awesome precise response.

AND...MORE Employees are requesting to be approved for the redundancy package than the packages available.

Where is that hate monger conspiracy theorist guy today??.

Bless you all (except for hate monger know-it-all who knows fuxx nothing)

Galway, no plan, reductions are happening via attrition so not needed.

Germany, redundancies resumed from this week with 100+ total, currently over subscribed as more wish to leave than have been accepted.

UK, redundancies this month, tomorrow, and next month, also over subscribed.

Avaya is on track to complete the second phase of cost reductions as planned which will give much healthier predicted operating costs and be a more attractive business.

This is a troubling thread.

This excerpt gives a decent summary. There are many, many,many variables that impact UK redundancies. Please take note that employees don't have to accept the terms as they may be at risk of the UK benefit from the government. Most who take the max, to leave as quickly as possible, have confidence of future employment. Those who wait so they can be eligible for government support are those who fear reemployment may not be a possibility. The additional pay that some report as 5 weeks includes the in-lieu pay. Avaya may have an offer of 2 weeks/year, for example. Yet they may have to also give 60 days of in-lieu, or 6 mos of in-lieu, depending on the specific employee circumstance.

"Most countries outside of the US require employers to provide employees with advance notice of their termination. In certain jurisdictions, an employer cannot unilaterally decide to pay out the value of the notice in lieu of having the employee remain on payroll for the duration of the notice period. And, even if pay in lieu of notice is permitted by consent—meaning that an employee must agree—there are many markets where it is very uncommon for an employee to do so because of its effect on certain state benefits such as unemployment."

Conversely, Ireland tries to be most attractive for US companies. We don't have as many protections. However, we have lost so much talent who left, that we don't have much else left to layoff. If we had, we would have some country laws, yet nowhere near the UK.

Excellent post below about 'statutory laws".
That is the legal minimum. The legal minimum is largely for laborers, and those who don't work for such a large organisation. Yet Avaya has a history. Which provides more.
None of us are going to get rich. All of us take home much less than US. And the average time to locate a new role in UK is more significant.
Don't even allow us to begin to carry on about petrol and housing costs compared to US.
Whomever is the one who is so angry and belligerent about UK getting more than US, we kindly request that you back down and understand all of the many variables involved. I do find it a tad irritating that you can't respect and trust that we have no motivation to mislead. Why would we? We most appreciate this anonymous page. We feel it has given us a small voice while we sit isolated from all else.

No one in the UK says, let alone writes 'Guys"...
Nice one.

Guys, I just got let go and can confirm the UK payout is 2 weeks per year of service up to a max 20 years of service.

I'm assuming some of you don't realise that those of us in the UK are up for Monday AM. If you had, you'd potentially pause and realise that we in the UK know what we are speaking of in relation to the laws and Avayas unique situation.

Avaya had to negotiate terms after emerging from bankruptcy in 2017 . Similarly, they had to negotiate terms to serve as the parent organisation to the UK entity once they acquired Nortel. Previous to that they had to negotiate terms with after AL, and so on. All of these negotiations have created a most beneficial starting point before packages are discussed, and go above and beyond the country laws. Someone below is most accurate when they reference that many of us were given a few options to ponder.

We are most saddened by the lack of laws and agreements in the US. When a company or it's paren organisation emerges from bankruptcy they should be managed more closely as they are in the UK. Avaya still has to comply with many of those terms in our country.

Why say it’s 5 weeks? What motivates someone to make this up - to annoy us back in US?

The UK agreement is covered by confidentiality clauses so doubt anyone who actually got made redundant would post details here.

“These redundancy benefits are often negotiated PRIOR to being granted rights to o business in these regions. And incentives are on top of those.”

Lol

Anyone can start a business in UK - no special benefits required, who exactly would these be agreed with? Employment laws apply the same to all companies.

Really LOL

U K Statutory redundancy is between 1 and 1.5 weeks per year of service up to a max of 15 years depending on age and is capped at £535 per week max. You can find all the info you need on gov.uk website, it explains quite clearly what the law is. It is also one of the reasons UK is hit with layoffs before European counterparts as they tend to have much better protection.

"#5weektroll it really isn’t 5 weeks per year - even if Avaya was flush why would they? "

WHY WOULD THEY?
Seriously? Doesn't anyone on here know the first ting bout International Business? It's laughable that you actually, with supreme confidence, put down another person and then state 'why would they' as if Avaya had a choice.
I once ran a team out of the UK. My company had to give one year notice, allow the employees to keep company car for the entire year, with expenses gas, and the employees were allowed to continue working IF They so chose. Many did just in the hope that the organization could place them elswhere.

We offered incentives to get them to cut ties sooner. So take note of the comment "those of us who leave at end of the month" are likely those who were given an incentive to leave sooner.
These redundancy benefits are often negotiated PRIOR to being granted rights to o business in these regions. And incentives are on top of those. And most of those are above and beyond what the law stipulates.

Get a grip people. 5 weeks is very real.

#5weektroll it really isn’t 5 weeks per year - even if Avaya was flush why would they?

It IS 5 weeks/year IF you have at least 5 years of service. Yes indeed.

Guys it’s not 5 weeks for every year in UK, whoever wrote that is trying to wind up the US folks. The payout is fair, but not that amount.

Out of curiosity, for the 5 weeks per year of service in the UK, is there a cap on that number for number of years?

Yes. Avaya is obligated no matter if they go BK or not.
IN FACT, the UK and Euro Layoffs are part of the house cleaning necessary prior to requesting that a Bankruptcy Judge approves their Chapter 11 filing. UK layoffs is a sign that they are getting very close to filing.

Avaya is obligated to pay, at minimum, what was pre negotiated with UK Gov as part doing biz in UK.

Don't forget people. Avaya is NOT INSOLVENT. They are choosing and conspiring toward bankruptcy. The US allows them to eliminate jobs without much consequence (especially if they keep it under 50 in each state to avoid WARN filing to avoid scrutiny about age of employees impacted). EU & UK do not give them that option.

Essentially, think of that like you do pensioners. Avaya can never just go BK and not have pension obligations. Same as UK and EMEA.

Don't fool yourself inspector gadget. Avaya wants BK. BOD is determined to secure BK. They are taking all the steps necessary to legally achieve it.

I am unfamiliar with the worker protection laws in the UK. If a company goes bankrupt, is it still obligated to provide full, standard packages to the workers who lose their jobs?

If bankruptcy would reduce or eliminate that obligation, it seems to me that a company that was expecting to go bankrupt would not be offering packages, but would instead keep everyone on payroll until the employees were no longer protected.

I'm in the UK AND leaving next week, I got 5 weeks per year of service so I'm really really delighted Good luck to all...

The UK have been decided with those who want to accept the package leaving this month and those who don’t leaving next month. The company has been very fair and most, while sad to be leaving, have accepted that this is quite generous for a company that needs to restructure. Let’s hope this restructure truly helps Avaya get back on its feet and those who have left find positions quickly.

Yesterday today tomorrow

Too many have left for better jobs in Galway already. The smart ones haha. Not sure layoffs are required.

Anyways, prepare to win.

I did, got a nice 6 million during the Holiday Season from the destination place of work hahahaha.

Do little with less or was it do more with less or less with nothing, can't remember, the champagne is clouding my thoughts.