Here’s an e-mail to Nortel employees from Elena King, senior vice-president of human resources:
Following yesterday’s announcement and Mike’s GIS, I’ve had a number of people tell me that it would be helpful to understand in advance how these notifications will be handled and how the process will work this time.
First of all, employees in North America who are impacted will still receive from HR a separation package that outlines details relating to benefits, vacation payout and expense reimbursement. The package will also provide tools and resources to assist them through the transition and plan next steps.
In addition, an external website will be available that includes information such as building resumes, job search tools and job search engines. Notifications will take place either on an individual basis or, where it makes sense, we will have group meetings. Workforce reductions of this scope require difficult decisions as to what work we will stop doing. We can’t just expect significantly fewer people to do the same work we’re doing today.
For that reason, in some cases you will see teams of employees assembled together and notified as a group that their roles are being eliminated. In most instances, employees will have the necessary time (a few hours whenever possible) to collect their personal belongings and remove personal files from their computers before returning the equipment and their security badge to the company. Those with remote managers will get a call from their manager and instructions as to how to return computers, etc.
Affected employees in the U.S. and Canada will continue to have access to the Employee Assistance Program (EAP) until the end of the month of notification should they require personal or financial counseling. I recognize that knowing how this process will be handled doesn’t make the announcement any easier.
I’m only too aware that while these are critical steps toward restoring financial stability to the company and making it viable into the future, that doesn’t help those loyal Nortel employees who have worked hard through uncertain times and find themselves without work during an economic slowdown. My team and I are working hard to ensure that these difficult actions are managed with care and that to the best of our ability you are given the information you need, when you need it.
My standard Nortel-issue desktop had a 20 GB hard drive that was far too crowded with basic software to even defragment, which meant I had to routinely remove all non-essential files almost daily
sca41335
DRP – I can see the intelligence of your posting is really coming out calling folks patheric and a moron. Folks are dealing with it in different ways and will what they think is best for their families and themselves. Some will bury their heads in the sand hoping that it will pass them by and everything will work out fine, others will have thrown in the towel and spend their time actively looking for a new role and perhaps they were lucky to have a decent manager who pre-notified them that they would likely be let go. There may be others who have actively managed their career and in regular dialogue with prospective employers, and so the prospect of losing their job is not such a big deal. Some may feel that they need to vent and be more active in wanting to do something about it.
It is disgraceful that the company had got to this stage and yes that there is no legal severance being provided and is totally wrong. This leadership has shown that they really do not care about that, and that shows their true colours. btw, i will more than likely be let go in the near future, but at least were fortunate enough to be given an unofficial heads up by my manager.
If you feel that passionate about it then why don't you go ahead an organize a strike or lobby Employees to not work one day. While this may attract some attention, I think personally, given the leadership style they would not change their minds.
DRP666
All I am saying is that it seems no one is doing anything. The job market is very tough right now, You will be looking at a significant cut in salary if you are lucky enough to land something….even in a few months. Don't beleive me…ask around. It's not that easy as just finding another job…didn't you hear about the unemployment numbers…and hi tech workers are no different. Since you've already got somewhat of a notice and have nothing to lose, why don't you take a stand and do something to get attention or are you going to just lay down and do nothing. It may not do anything to change the Board or Mike Z's mind but how will you know if you don't try….what have you got to lose? Shame them so that everyone can see what they are doing. Don't let them treat you like some kind of disposable nothing.
exnt_x_2
“…but to give ZERO instead of at least legislated minimums is criminal …. Why can't the existing staff say …enough is enough…….shut down work and stand up for their rights… …something is wrong here…don't you agree???
Of course. But we're in a world of global wage arbitrage now. Even the idea of standing up for yourself is completely alien to the slopes and towel heads.
Management knew exactly what they were doing when they hired them instead of us.
DRP666
All I am saying is that it seems no one is doing anything. The job market is very tough right now, You will be looking at a significant cut in salary if you are lucky enough to land something….even in a few months. Don't beleive me…ask around. It's not that easy as just finding another job…didn't you hear about the unemployment numbers…and hi tech workers are no different. Since you've already got somewhat of a notice and have nothing to lose, why don't you take a stand and do something to get attention or are you going to just lay down and do nothing. It may not do anything to change the Board or Mike Z's mind but how will you know if you don't try….what have you got to lose? Shame them so that everyone can see what they are doing. Don't let them treat you like some kind of disposable nothing.
exnt_x_2
“…but to give ZERO instead of at least legislated minimums is criminal …. Why can't the existing staff say …enough is enough…….shut down work and stand up for their rights… …something is wrong here…don't you agree???
Of course. But we're in a world of global wage arbitrage now. Even the idea of standing up for yourself is completely alien to the slopes and towel heads.
Management knew exactly what they were doing when they hired them instead of us.
Some Advice for the Departing
Here’s an e-mail to Nortel employees from Elena King, senior vice-president of human resources:
Following yesterday’s announcement and Mike’s GIS, I’ve had a number of people tell me that it would be helpful to understand in advance how these notifications will be handled and how the process will work this time.
First of all, employees in North America who are impacted will still receive from HR a separation package that outlines details relating to benefits, vacation payout and expense reimbursement. The package will also provide tools and resources to assist them through the transition and plan next steps.
In addition, an external website will be available that includes information such as building resumes, job search tools and job search engines. Notifications will take place either on an individual basis or, where it makes sense, we will have group meetings. Workforce reductions of this scope require difficult decisions as to what work we will stop doing. We can’t just expect significantly fewer people to do the same work we’re doing today.
For that reason, in some cases you will see teams of employees assembled together and notified as a group that their roles are being eliminated. In most instances, employees will have the necessary time (a few hours whenever possible) to collect their personal belongings and remove personal files from their computers before returning the equipment and their security badge to the company. Those with remote managers will get a call from their manager and instructions as to how to return computers, etc.
Affected employees in the U.S. and Canada will continue to have access to the Employee Assistance Program (EAP) until the end of the month of notification should they require personal or financial counseling. I recognize that knowing how this process will be handled doesn’t make the announcement any easier.
I’m only too aware that while these are critical steps toward restoring financial stability to the company and making it viable into the future, that doesn’t help those loyal Nortel employees who have worked hard through uncertain times and find themselves without work during an economic slowdown. My team and I are working hard to ensure that these difficult actions are managed with care and that to the best of our ability you are given the information you need, when you need it.
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