Thread regarding Nielsen layoffs

Gracenote being pi---d up real good with new CEO as a preparation for it's sale.

mid-management at the Amsterdam office was always endogamic

In general this seems to be an issue in EU, so many great people have left (that I know) because managers there can't see the forest from the trees...

This is not just about making bad decisions at a higher level in the US, mid-management at the Amsterdam office was always endogamic (friends promoting friends to positions created out of nowhere, HR constantly looking the other way...), which led to most talent leaving. Now everyone is paying the price.

Were paying pensions and everyone was at the minimum wage, EU should not allowed US companies to operate like this...

As somebody with over 20 years here, I'm devastated to see how they are ki-ling all the talent this company have and switching everything to cheap, uneducated countries like India, Slovenia, etc.

I'm truly sad, I'm just to old to leave by myself so I guess my time will also come eventually!

Those of us in the States have been telling everyone for MANY MANY months that EVERYONE will be impacted. Nielsen is BROKE. They owe the powerful company who bought their debt A LOT OF MONEY. Everyone who can be replaced with cheaper labor in Poland, Mexico, and India will be. How is this still a surprise??? No one is safe. Nielsen is trying to save their a-s, that’s what this is about. Nielsen leadership made massive financial mistakes and, welp, now we all pay the price. And more and more waves of layoffs will come for everyone until the vast majority of business is run in those three locations. Period.

Do any US Gracenote employees have an arbritration agreement similar to the following?

AGREEMENT TO ARBITRATION OF DISPUTES
While the Company hopes that employment disputes will not occur, it believes that where such disputes do
arise, it is in the mutual interest ofeveryone involved to handle them pursuant to binding arbitration, which
generally resolves disputes quicker than court litigation and with a minimum ofdisturbance to all parties
involved. By entering into this Arbitration of Disputes Agreement, the Company and the undersigned
Employee are waiving the right to a jury trial for all employment-related disputes.
The Company and the undersigned employee hereby agree that any dispute with any party (including the
Company’s affiliates, successors, predecessors, contractors, employees and agents) that may arise from the
employee’s employment with the Company or the termination of the employee’s employment with the
Company must be submitted for resolution by mandatory, binding arbitration. The arbitration requirement
applies to all statutory, contractual and/or common law claims arising from employment with the Company
including, but not limited to, claims arising under Title VII of the Civil Rights Action of 1964; the Age
Discrimination in Employment Act; the Equal Pay Act of 1963; the California Fair Employment and
Housing Act; California Labor Code sections 200, et seq., 970, and 1050, et seq.; the Fair Labor Standards
Act; and the Americans with Disabilities Act. Both the Company and the employee shall be precluded
from bringing or raising in court or another forum any dispute that was or could have been submitted to
binding arbitration. This arbitration requirement does not apply to claims for workers’ compensation
benefits, unemployment claims, benefit claims that culminate in another arbitration process, claims arising
under the National Labor Relations Act, claims arising under ERISA (29 U.S.C. §§ 1001, et. seq.),
administrative charges alleging violations of federal and state laws prohibiting discrimination, harassment
and retaliation, or provisional remedies under California Code of Civil Procedure section 12818. This
arbitration requirement also does not apply to claims of rights of either Gracenote or the undersigned
employee involving the intellectual property rights of either of them, of rights that arise under the
Constitution of the United States, or of the right to exercise freedom of religion, provided that the
Company and the employee agree that any dispute involving these rights (including patent and copyright
disputes), shall be filed in the appropriate federal or state court in Alameda County, California (Oakland),
which shall have exclusive jurisdiction to hear and adjudicate the dispute.
Binding arbitration under this Agreement shall be conducted in Alameda County in accordance with the
California Arbitration Act, Code of Civil Procedure sections 1280, et. seq. The arbitration shall be
conducted before a neutral arbitrator selected by both parties in accordance with Section 1281.6 from (1)
the American Arbitration Association Labor and Employment Panel; (2) Judicial Arbitration and Mediation
Services, Inc. (“JAMS”); or (3) Action Dispute Resolution Services (“ADR”). Where required by law, the
Company shall pay all additional costs peculiar to the arbitration to the extent such costs would not
otherwise be incurred in a court proceeding (for instance, the Company will, if required, pay the
arbitrator’s fees to the extent it exceeds Court filing fees). Each party shall pay its own costs and
attorneys’ fees; however, the arbitrator may award costs and attorneys’ fees to the prevailing party
to the extent permitted by law. The parties will be permitted to conduct discovery as provided by Section

1283. 05. The arbitrator shall, within thirty days aftgn the conclusion of the arbitration, issue a written

opinion setting forth the factual and legal findings ang
conclusions on which his or her decision is based.
pate:
DATE:
On behalf ofthe Company
Gracenote Confidential

If Nielsen offers you not enough severance, can you demand arbitration to negotiate the severance as per the employee handbook's arbritration clause?

They said almost everyone will be impacted so gl all