I was tipped off the company used swipe records as a factor in the recent layoffs. Such that people with a low RTW score were disadvantaged in the process. I had a Reasonable Accomodation to work from home full time due to a major illness. I have filed a claim with the EEOC that the factor was used against me illegally for my layoff. Would anyone inside the company be willing to share with me documentation attesting to this in criteria of the layoffs? Thanks so much in advance.
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This is actually a valid claim and affecting many employees. Potential for class action lawsuit. If the individual was targeted for WFH, but T-Mobile already approved their ADA accommodation, then T-Mobile is shooting them selves in the foot if they treated this employee (and other employees) unfairly due to lack of badge swipes.
I was told to relocate or take severance. After looking at available job postings I observed how multiple recruiters handling available positions were remote. I thought what fkn irony it is that both recruiters are REMOTE in New Mexico 1k miles away from HQ, OPKS, or RBO locations. The audacity.
"Reasonable accommodation" is like nails on a chalk board.
Swipe records may have been 1 factor. There are most likely other factors ranging from non emotional head count reduction where you are simply an employee id number to Time to Get Rid of the PITAs. A combination goes into most layoffs.
Where do you think you were on that scale?
Ok Gen Z'er, You are not special. You can be replaced by a lower-cost resource either onshore or offshore. Doesnt matter how many DEI checkboxes you fill. Those that write the paychecks make the rules. Dont like it , move on.
You all do realize that there was quite a few employees that were hired as remote… You know, being a tech forward company and all…
But, T-Mobile switched to this ridiculous “ better together” thing, not realizing that still, their teams will all be on Webex for projects and meetings…
Clearly, even Sievert has no clue as to how things get done. The days of entire teams being in conference rooms is long gone.
ADA doesn't say that working from home is a reasonable accommodation if the employer says the job requirements include being in the office.
You can fit 6 if they are mashed.
I want to put five potatoes in my rear end. Will anyone help me. Maybe the person with the fake claim since you have extra time on your hands?
and you can kiss goodbye your severance if you sue.
Note that you're employed AT WILL. T-Mobile can lay you off or fire you at any time for any reason.
"Tipped off"? Were you laid off too - don't you have your own specific information?
Share with you where - this message board?
If EEOC accepts your claim and provides you a "Right to Sue" you ( or your attorney) will be able to get that information, right?
A message board is not a lawyer...for a fake plaintiff. Shady....