Cabo San Lucas or Aruba?

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So true - trips won’t happen with purchase. Easy to get rid of those who could potentially win, first to go! Best be middle of the pack and never over 50. Shhh . . .
 












anonymous said:
So true - trips won’t happen with purchase. Easy to get rid of those who could potentially win, first to go! Best be middle of the pack and never over 50. Shhh . . .
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I’ll telk you what else isn’t going to happen, the 52 week change of control severance package. The only reason people are sticking around is because they think they will get the change of control check. It ain’t going to happen. They’ll lay-off pretty much everyone they are going to lay-off right before Xmas and that means no change of control? Why you ask? Because they transaction. Will not be completed. You only qualify for change of control if yo are around after you are an Abbvie employee.

Don’t believe me? Call HR and ask.
 












anonymous said:
I’ll telk you what else isn’t going to happen, the 52 week change of control severance package. The only reason people are sticking around is because they think they will get the change of control check. It ain’t going to happen. They’ll lay-off pretty much everyone they are going to lay-off right before Xmas and that means no change of control? Why you ask? Because they transaction. Will not be completed. You only qualify for change of control if yo are around after you are an Abbvie employee.

Don’t believe me? Call HR and ask.
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I called HR and asked this very question. The answer I got was:

"If the workforce has reductions due to the merger, whether they happen before or after the close, the affected employees will received the full change in control severance. If an employee is terminated for cause, that employee will not receive a severance package. There will be no workforce reductions that are not related to the acquisition prior to the close."

So, you're trying to spread fear, but you have no idea what you're talking about.
 




























anonymous said:
“Terminated for cause” can be manufactured at the whim of leadership for the vast majority of the workforce using all the tools in HR’s disposal.
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Termination for cause means you're fired, not laid off. There has to be a solid case made to prevent lawsuits and fight the unemployment claims.

You can't fire 1,000 people under the guise of "cause" because you're trying to prevent paying them 52 weeks of severance.
 




anonymous said:
Termination for cause means you're fired, not laid off. There has to be a solid case made to prevent lawsuits and fight the unemployment claims.

You can't fire 1,000 people under the guise of "cause" because you're trying to prevent paying them 52 weeks of severance.
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But what if “cause” is you didn’t meet your new inflated sales goal?
 




you guys being negative. Think about what kind of frozen drink you wanna have pool side if you can make it to one of these resorts. A booked trip is a booked trip, find your way in if you can
 




anonymous said:
you guys being negative. Think about what kind of frozen drink you wanna have pool side if you can make it to one of these resorts. A booked trip is a booked trip, find your way in if you can
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The only frozen drink you’ll be holding is the slurpee you’ll be dispensing to a customer when you’re working at 7 11 for $10/hr.
 








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