From what I've been reading, older employees are the ones being affected the most. Is this true?
15 replies (most recent on top)
Our team had one more experienced person let go, but also our manager who was a newer employee and nowhere near retirement age. Scared us all that for us at least there didn't seem to be a good reason.
To the poster who said that we should embrace a layoff as an opportunity to live a minimalist lifestyle...
Many of us already live a "minimalist" lifestyle. The overwhelming majority of the company doesn't make $146k. Lots of people don't even make half that. Most of us don't have second homes or spare cars to sell to make ends meet if we lose our incomes.
Read the room.
It's obvious the company is laying off to cut costs. Most older folk make more money so it appears they target age. However, it's the bottom line that is being targeted. The company can not stay in business if they don't make cuts each year. It doesn't matter how they make the cuts.... they just have to make them according to the current tax laws and business laws. It is very unfortunate that a person can be a loyal stellar employee for over twenty years and get let go. This is the norm across the big corporate world. Since a person needs the income and they sign their right to litigate when signing the severance package...... life must move on for that person..... no way to be able to dispute it even if one wanted to. This is how all big corporations work these days. They are at the mercy of the laws that govern their business. Don't take it personal is the name of the game. They are just trying to stay afloat and keep their business running. Take this layoff opportunity to start your own small business, work for the school district, etc, downsize all that you have, cars, home/Homes etc, and live life like a minimalist. You will be much happier without all of the stress to keep up with the Jones. It's a life style adjustment but believe me you will be much happier and way less stress. (Speaking from an experienced laid off Optum employee in Sept/Oct of 2019- who had a gross salary of $146k)
When I get a list of people to lay off it has a wide range of ages, I'm told to pick x number. Optum is protected because they gave the person doing the layoffs options for all ages. Worse thing that'll happen is the person doing the selecting will be the scapegoat and be fired. Optum's hands will be clean.
here are some ways you may establish that you have experienced age discrimination at work:
Show that you are in the protected age class – You must be forty years or older to be protected from age discrimination under the ADEA. You must be over eighteen to be protected from age discrimination under the MHRA.
Prove your case with ageist comments or conduct in the workplace – Age discrimination can involve offensive age-based verbal comments, jokes, or gestures. The harasser can be a supervisor, coworker, or even someone who does not work for your employer, such as a customer.
Prove that you were replaced by a significantly younger person – You may be able to learn information about your replacement through coworkers. Some employers may even groom your replacement while you are still employed.
Prove that a policy was implemented that negatively impacted and/or targeted older employees – This generally requires evidence of a pattern and practice and potentially statistical evidence.
Prove that younger employees were treated better – It is helpful for an age discrimination claim if you can establish that younger employees were treated more favorably than older employees, such as the promotion of a younger employee over a more qualified older employee.
Prove your case with witnesses – If your employer discriminated against you, there may be other “me too” victims or coworkers who witnessed the discrimination. These individuals may be willing to help you establish age discrimination in the workplace.
https://www.schaeferhalleen.com/how-to-prove-age-discrimination-in-the-workplace/
If folks are thinking about getting together on this issue, DO NOT submit the severance agreement until you explore the possibility further. Folks I've spoken with have shared different ideas but one common thread is that one would need several folks to step forward and take their chances. The agreement I received is executable under Minnesota law, which is not the state I live in. I don't have a clue as to what our age discrimination rights are in Minnesota.
Absolutely. most of the forced 2 ratings back in February were all people over 50, including MYSELF.
Yes, if you are older and more knowledgeable than your manager, you will be seen as a threat, instead of an asset and resource for the team. They will look to get rid of you. Pretty sad.
The company includes a printout with your downsizing letter that includes the number of male/female, race and ages of those affected as well as not affected in order to cover their butts. My issue with this is, if these factors are not used in the decisions of who is let go and who stays, then why include it at all? Seems to me, those are the only criteria they use because I had stellar time & attendance, MAP reviews, sages noms, superhero noms and was still let go. Yes, I'm bitter.
The big list in April was almost all 50 yo and older. Only a handful in their 30’s
There are certainly laws against age discrimination
The list I saw back from March was absolutely depressing since so many laid off then we’re about 5 years from retirement age.
Yes, it certainly appears to be one of the considerations, along with comp. At least that's the case on our team....the most "experienced" folks were the only ones impacted.
Is there anything that can be done about it, if true? A lawsuit?