Please consider joining this class action lawsuit.

http://m.getmansweeney.com/?url=http%3A%2F%2Fgetmansweeney.com%2Fcurrent-cases%2Fkellogg-overtime&dm_redirected=true#2896

As the wife of a fellow Kellogg rep (currently employed for now) who transitioned into Kellogg Co as a merchandiser for Keebler from 2003-2005. I'm not surprised about this. Right?

My husband finally earned his own Territorry in 2008. His Kellogg DM at the time would use fear tactics to get the most out if their over-worked sales reps, often causing stress and anxiety that he would lose his job. He would even go in on his personal time to face up product in a store or work weekends putting up back stock to avoid a call from upper management sating the shelves are wiped out. I would even go out with him on weekends to help so we could actually enjoy some time off together. It was brutal and long hours but, I was doing it for my husband's sanity. Then 2011, Kellogg "reorganizes" the zone, he lost his territory and a given a choice... severance or demotion to merchandiser. We were getting married in a few months. He took the demotion. He lost his company car and back to hourly wages. Then Kellogg Co started taking things away from TM like commission bonuses, company cars (give a mediocre car reimbursement) then putting GPS software on company phones. Making RSM (TM) pay for the first 22 miles of travel for a total of 44 (to and from) and any person miles. The company keeps taking compensation away little by little. Remember how they did the cereal side? They had them travel to Chicago and fired them all. Then Kellogg Co told all the employees what to say if approached by anyone in the media!

Now this retention package is a joke. The way I see it, my husband has to earn the bonus money, which isn't attainable since budgets aren't being met anyway and the extra $4,000 if he stays through end of August is even more of a joke. By the time taxes are taken out, it comes to a measly $120 a week.. a WEEK! Who is to say Kellogg will even hold up there end, they may not even give him the hours to receive the supposed 8,600 in bonuses. Kellogg can't be trusted. Join the lawsuit I posted or start one. Get the word out about the lawsuit too. I pray everyone involved on the job cut end chooses to cut the cord and take the severance. Let Kellogg Co lay in the bed they made for themselves.

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What does everyone think about the $8,600 bonuses that can be earned while staying on during their transition? It's possible that Kellogg could not give the hours to even attain the "up to $8,600 in bonuses. Look for any rewording of job description and how many hours in the retention package. Read before you sign!

I feel the same way the 4,000 offered at the end seems sketchy. My husbands work me for

Kellogg's to. He has for 5 years works so hard! They are just throwing them away like nothing! And hoping they stay for 120$ a week! Sad! I hope my husband can find something else quick! Prayers for the families affected by this layoff!

Delay, delay, delay, is the name of the game. By doing so they are hoping employers will have left the company or get tried of the long drawn out process. They have the money, resource and time on they're side.

I was one of the original members to join this lawsuit as my co-worker (she had the territory next to mine) is the one who originally filed suit. This has been going on for years as Kellogg's keeps playing tricks. They know they will lose this suit and it is now scheduled to go to court in front of a jury. Kellogg's does not want that to happen so I imagine they will settle for pennies on the dollar.

I was reading more on the lawsuit (there is a lot) and the deadline to join was 2014. However, reading more discovered this...

As a result of the Court ordered Notice , 849 class members have filled out and returned their Consent to Sue form to participate in this case. The Court deadline for joining the case was April 5, 2014 and that date has now passed. However, RSRs and TMs interested in joining the case may still file late forms with Getman Sweeney for filing with the Court, which may or may not ultimately be accepted.

Although the deadline to join this case has passed, Getman & Sweeney is filing late consents with the Court when they are received. The Court may ultimately be required to decide whether these late claims are allowed.
The FLSA statute bars overtime claims related to pay periods older than 3 years (or 2 years if the Court ultimately finds Kellogg did not violate the law willfully).
Filing a Consent to Sue preserves your claim as of the date it is filed.

Thread regarding Kellogg Co. layoffs

Please consider joining this class action lawsuit.

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