What are the notification and off payroll dates for the Q3 surplus?
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My department is being outsourced. Last day on payroll is Dec1st.
Here is some clarity from what I know. Our HR person told us that there is a management surplus calendar with monthly dates. However, the business typically conducts surplus on a quarterly basis. He also told us that the 2024 calendar has already been published for HR only to see. So we pretty much will be in surplus mode for some time to come. don’t be fooled by leadership’s double-talk, and what they are not telling us. Though they have said if we declined to relocate after we receive our letters in July, we will be eligible for severance. That is not entirely correct. The only letter that will trigger a severance is the surplus notification letter. If you pay close attention to what they are doing you will see that they are not issuing the actual surplus notification letters until late this year possibly early next year. Why? That’s a simple answer, because the business needs time to organize what it’s going to look like after they know who will be leaving the business in other words those that declined to relocate. So if you leave after you receive your July letter, but before you receive your actual surplus notification letter, it will effectively be a resignation, so pay special attention to what they are doing. That is a very strategic move on their part because they know many employees will stick around and wait for their severance. That way they get get as much critical projects out of the employees as they possibly can before they leave. It’s a double win for the company because if you leave after the July letter, but before the surplus notification letter, it’s a resignation, and the company effectively saved on paying any relocation or any severance. If the company were genuinely interested in the employee experience, they would simply issue an interest in leaving and allow those that want to leave leave the business with severance. But they aren’t doing that they’re being very sneaky in how they’re issuing out the surplus notification letters. So the next time your leader has a meeting, ask them when do you anticipate in issuing out the surplus notification letters? I am in finance and have been able to sit in on several leadership calls, and they all seem to stumble around this one point. They are also having high-level conversations at the fifth and sixth level to figure out the talking points, and the FAQs, which basically are a lot of non-answers, and a lot of what we’ve already heard. These high-level conversations are also focused on questions such as, if X employee leaves can Y employee pick up their work and not backfill. Some organizations are also considering offering relocation for those employees they view as top talent or critical skills, and other cases the organization is looking at providing retention bonuses. Needless to say, there is no consistency in this process. We have some organizations identifying market locations that are outside of the nine specified locations and allowing way beyond the 10% virtual allotment that we were allowed. While you have other leaders and other organizations holding very tight standards, and not allowing any virtual or any market areas outside of the core 9. If you get a chance to talk to your HR person reach out to them, you will find that they have also been put in a tough situation, and in my case they have been more than willing to be candid with what leadership is doing and not saying. By 2025 the only locations remaining in the company will be Dallas and Atlanta and no leaders have addressed that tiny fact this is not rumor this is fact. Some organizations like HR are doing surplus in waves why because they know all too well that they can’t afford to lose a large portion of the HR community while they are heading in towards the busiest time of the year. The the business units are doing the same thing they are having high-level conversations to strategize on what the organization will look like once they know which employees have decide to not relocate. How can they retain them? How long can they retain them for? How will we replace them? Organizations are also telling leadership to be tightlipped about these succession planning meetings. These questions and the answers is what will drive the timing of the surplus letters. This company has not demonstrated any level of loyalty to us or any level of honesty so pay close attention. Ask lots of questions and figure out what is the best next step for you. These actions are to motivate our older population to quiet. It is typically this demographic that is well established where they live and likely have a spouse with their own career. Can anyone say geo rationalization, I guess the company hasn’t learned its lesson from that class action lawsuit.
DEG SE scheduled for surplus 1st quarter.
Which organization(s) and applicable departments are anticipated to be affected in September? Are we still expecting notifications in July?
Third Friday of the last quarterly month seems to be the trend. Basically the third Friday of September, December, March, etc.
If anyone remembers when this happened years ago, T always seemed to have a Merry Xmas layoff announcement.
Just a matter of time until we move from monthly layoffs to weekly layoffs. I'm not joking, at&t is on the ropes, teetering on bankruptcy. Not sure how they are paying the bills, if in fact they are.
Employees notified September, 21st
So sad we’re asking for the QUARTERLY layoff dates now