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Combined, the Poughkeepsie and East Fishkill sites had an average of 6,105 people in 2014. ...
IBM's employment counts heavily in Dutchess County's economy, not only because it's the largest private employer — still — but because Big Blue's pay scale runs considerably higher than the average. The most recent decline is the latest in a long run for a company that once employed more than 30,000 in Dutchess and Ulster counties. The drops, however, are small compared with the early 1990s when thousands were cut from IBM.
The lawsuit said IBM was attempting to sell part of its hardware business that designs and produces microchips for approximately $2.4 billion. The business included property, a plant and equipment assets. Investors, including the union, allegedly didn't know that IBM struggled to find a buyer and that the business had lost approximately $700 million in 2013. Daniel Patrick Moynihan U.S. Courthouse Daniel Patrick Moynihan U.S. Courthouse
The lawsuit alleged IBM knew that the microelectronics business was worthless, but misrepresented the value of the microelectronics business and artificially inflated the company's results to stockholders.
Investors didn't find out about the $700 million loss until IBM announced in October that it planned to transfer the microelectronics business to GlobalFoundries Incorporated along with a $1.5 billion incentive payment, the suit says.
IBM's claim to fame is its expertise in the enterprise, and the company is hoping to ride its enterprise prowess to a leadership position in the cloud space. However, the company's rivals and some observers say IBM has a way to go before it can claim to be a "leader" of any sort in the cloud.
In a recent Forrester report, analyst John Rymer asked: "Is IBM a cloud leader yet?" His conclusion is that IBM is a "strong contender" but not yet a leader. Rymer added that he believes IBM needs more time to join the ranks of cloud leaders, such as AWS, Microsoft and Salesforce.com.
Meanwhile, IBMers contend that the company deserves to be considered a leader, and they are tired of being portrayed as the Rodney Dangerfield of the cloud.
His investing strategy preaches that discipline, patience, and value consistently outperform the market, and he tries to acquire great companies that trade at a discount to their intrinsic value. Once he gets a stake, Buffett seeks to hold onto it for a long time. He will only invest in businesses that he understands, and always insists on a margin of safety. ...
But that all changed on November 4, 2011 when Buffett revealed in an interview with CNBC that he had purchased a sizable stake in IBM. In fact, the tech company also found out about Buffett's purchase through the interview! ...
As of December 31, 2014, Buffett owned 76.972 million shares of IBM for a $12.349 billion value and a 7.8% ownership stake in the company. IBM ranked fourth in his portfolio by weighting at 11.3%. ...
But how has IBM actually performed since Buffett's purchase? Take a look at the chart from November 4, 2011 until March 27, 2015. ...
As Buffett mentioned in November 2011, IBM's five-year plan was one reason he found the stock attractive. But CEO Ginni Rometty more or less abandoned the plan, called Roadmap 2015, in light of the aforementioned third-quarter earnings report, according to Forbes. ...
So at Buffett's scale of ownership of IBM, the Oracle of Omaha has lost hundreds of millions of dollars by sticking with IBM and not switching to, say, Apple or Microsoft. ...
This shows how much times have changed. After all, for decades CEOs could shift responsibility for such failures onto their heads of data processing who in turn tried to secure their jobs by buying from IBM. ...
Not only are CEOs vulnerable but the traditional safe haven — buying from IBM — is no longer seen as an insurance policy. Instead of buying an all-in-one solution from IBM, a Boston-area venture capitalist argues that companies want best-of-breed point solutions to their information security problems.
As ironman competitor Jeff Fagnan, a partner at Atlas Ventures, explained, “IBM struggles to sell security solutions because companies want to buy from best-of-breed vendors like cyber-attack defender, FireEye, network security vendor, Palo Alto Networks, endpoint security provider, Bit9 + Carbon Black, and application security supplier, Veracode. Companies want to buy from vendors with security in their DNA.”
IBM disputes this conclusion. IBM spokesperson, Michael Rowinski, said, “The overall security market opportunity is moving to integrated, analytics-driven approaches that protect all parts of organization, including people, data, applications and infrastructure. IBM is a leader across all these segments – including software and services – and continues to gain share and outpace our competition.” ...
Big companies like IBM and Hewlett Packard have tried to compete by making acquisitions. “IBM has made five or 10 acquisitions and the consolidation continues. But do customers want that? No. They go with next generation technology providers like FireEye,” explained Fagnan. ...
Ronil Hira, a professor at Howard University, said at the hearing that the utility outsourced work to two companies, and those companies employed H-1B staffers who were then trained by the employees they were replacing. "There could not be a clearer case of the H-1B program being used to harm American workers' wages and working conditions," Hira said.
And, adding insult to injury, many of the laid-off workers allegedly have been forced to train their replacements, in what one anonymous whistleblower called a “humiliating” experience.
The allegations have caught the attention of a bipartisan group of senators -- including immigration hawk Sen. Jeff Sessions, R-Ala., and the No. 2 Senate Democrat, Illinois’ Dick Durbin -- who are calling for a federal probe. A letter sent by 10 senators urging an investigation specifically cited reports of the firing and hiring practices at Southern California Edison, California's second-largest utility. The incidents are concentrated in the IT field, and involve American workers being replaced by H-1B visa holders.
“A number of U.S. employers, including some large, well-known, publicly-traded corporations, have reportedly laid off thousands of American workers and replaced them with H-1B visa holders,” the senators wrote.
Advice to Management: They don't know what they are doing. They want to go into cloud and expand profits when the entire revenue of cloud is less than the revenue of IBM. They lay off all the bad people, and then cut all the benefits so all the good people want to leave.
Pros: Freedom to meet with clients, pitch new concepts, make deals.
Cons: Management and product managers do not meet customers. You end up supporting customers against IBM. The company buys inferior products and companies and can put their management on top of you...which is what they do at Rational for the pathetic Telelogic managers and terrible technologies.
Advice to Management: 1. Support your best technologies and evangelists. 2. Do not bring in management from other firms, be true to your staff. 3. Visit your customers!
Pros: Got help people. Got to work with some really amazing people. Worked with people all over the United States.
Cons: Took jobs from others. Manpower managers did not care about their workers. Raises did not happen often. Paid time off was not given.
Advice to Management: Take the time when someone comes to you with very rude things said by others seriously.
Pros: Great place to grow specific skills as they pertain to the IBM portfolio. Professional services groups are top notch; they pay fairly well, and the benefits are very good too.
Cons: The Strategic Outsourcing groups are extremely mismanaged. Boulder, Dubuque and Columbia (MO) locations are places that I would not recommend.
Advice to Management: Reevaluate the effectiveness of operations in Boulder, Columbia, and Dubuque, and think about moving those operations to Poughkeepsie perhaps?
Pros: Talented, hard-working team members.
Cons: Actions of executives on long-term vision do not match their words. Financial engineers running the company from quarter to quarter. Losing money for 13 consecutive quarters.
Advice to Management:
Pros: Best benefits ever and unlimited sick time. Lotus Notes rocks! Great customer clients to work with. Remote work very common, hours can be flexible.
Cons: Management doesn't promote employees. They would rather hire contractors over exempt employees for new opportunities. IBM bleeds daily on new ideas, so take a risk on your exempt employees and stop worrying about yourself. Exempts have more pride than contractors.
Advice to Management: Work on career advancement with your employees. You only look good if your employees are moving up the ladder.
Advice to Management: More empathy is needed for the PEOPLE who work for you. Please understand that when you make decisions about your human resources you drastically change the lives of those human beings, and usually not for the better.
Advice to Management: Make your employees feel valuable and have frequent one-on-ones. We work to make money; therefore, pay raises and promotions are important to retain employees.
The move by the Charlotte area’s largest employer spotlights a trend that’s sweeping the country: As more people get health insurance, more people with insurance face potentially devastating medical bills.
The cost-sharing shift has been building for years. Now it’s snowballing to include some of the region’s biggest employers, from hospitals to banks to public schools. ...
David Frick of Waxhaw, a 50-year-old case worker for a company that manages worker’s compensation benefits, was healthy and financially stable until Dec. 1, when a trip to the emergency room with abdominal cramps ended with a diagnosis of pancreatic cancer (see accompanying story). He maxed out the $11,000 in out-of-pocket costs on his workplace policy for 2014, and quickly started piling up more bills in 2015.
Even after tapping retirement savings and getting help from family, friends and their church, he and his wife, P.J., still owe more than $10,000.
“We work professional jobs. We’re educated. We did everything right,” Frick said. “We have no control over it.” ...
Stacie Dusetzina, an assistant professor in UNC-Chapel Hill’s schools of pharmacy and health policy, did a recent study that found about one in six leukemia patients stopped potentially life-saving medication during the first six months because they couldn’t afford it. ...
Experts agree: The days when a good job meant never having to worry about medical bills are gone.
As the cost-shifting trend continues, the question becomes what to do about people who don’t get the care they need because they can’t afford a few hundred – or thousand – dollars in medical bills.
Yet let’s get real. All this hasn’t benefited all Americans. A newly released global index finds that America falls short, along with other powerful countries, on what matters most: assuring a high quality of life for ordinary citizens
The Social Progress Index for 2015 ranks the United States 16th in the world. We may thump our chests and boast that we’re No. 1, and in some ways we are. But, in important ways, we lag.
The index ranks the United States 30th in life expectancy, 38th in saving children’s lives, and a humiliating 55th in women surviving childbirth. O.K., we know that we have a high homicide rate, but we’re at risk in other ways as well. We have higher traffic fatality rates than 37 other countries, and higher suicide rates than 80.
We also rank 32nd in preventing early marriage, 38th in the equality of our education system, 49th in high school enrollment rates and 87th in cellphone use.
Ouch. “We’re No. 87!” doesn’t have much of a ring to it, does it? ...
“We’re not now No. 1 in a lot of stuff that traditionally we have been,” said Professor Porter, an expert on international competitiveness. “What we’re learning is that the fact that we’re not No. 1 on this stuff also means that we’re facing long-term economic stresses.”
“We’re starting to understand that we can’t put economic development and social progress in two separate buckets,” Porter added. “There’s a dialectic here.”
The top countries in the 2015 Social Progress Index are Norway, Sweden, Switzerland, Iceland, New Zealand and Canada. Of the 133 countries rated, Central African Republic is last, just after Chad and Afghanistan. ...
As Porter notes, Americans generally understand that we face economic impediments such as declining infrastructure, yet we’re frozen. We appreciate that our education system is a mess, yet we’re passive.
What new services? Just because they market something doesn't mean it exists. It's the same people using different language. Had they not purchased SoftLayer they would still have ONE Strategic Outsourcing account running in their old cloud...a client (Bacardi I think) that was leaving IBM's cloud anyway. They get no respect because they are inactive, not engaged and totally ineffective in this space. Is that going to change? Probably. When? Who knows. Impact? No one is waiting for IBM to get their act together. -Anonymous-
There are some exaggerated claims as to how wide spread it was actually used. If a company got an ID on it to give it a try it was considered a "customer". To IBM, Cloud Computing was viewed and treated as a passing industry fad as "Thin Clients", and Virtualization. "Smart Cloud" was a kludge, a poor step child of SWG. It was offered to the public as a freebie "try me Test Cloud deal." Virtually (no pun) all the execs, VPs, DEs involved with it have left IBM. Cringley would have a field day writing about it. At the same time Research had its own toy clouds (RC1 and RC2) that were never implemented in any scale. -CloudyDays-
Alliance reply: Good idea. As a matter of fact, Alliance has been active on Facebook and Twitter for a few years now.
If you have a Twitter account and/or a Facebook account, consider following us at @allianceibm on Twitter and Allianceibm Cwa on Facebook. Also, to keep it consistent with Alliance, we recommend using @IBM #THINKunion whenever you tweet re: IBM. We have 1522 followers on Twitter, and we have 1753 "likes" on our Facebook page. Not a huge following, but there is room to grow and potential to reach, if you really want to organize with social media. Thank you for your comment and your support.
Alliance reply: We DO have an IBM Global Union Alliance. It has been written about on this Job Cuts Report section (see archives), on the main page, and in mass emails to IBM employees (list of unions link). What we need is more workers joining HERE.
Shortly after that discussion I was given my first "3" rating. Told I was under performing.
I am a team lead. I was put on a performance plan that was to run until April 20. January and February production numbers showed I was exceeding my goals under the plan. On March 19, 2015 I was informed that I was being RA'd even though I was well ahead of plan expectations. Another member of my team under a plan similar to mine, was also given the news the same day as well.
Managers are not allowed to talk about how many or even indicate who was being RA'd on their individual teams. So far I am aware of four of us that were affected by the action. Of the four, three of us are over 55 and were considering retirement in the future, just not in 2015.
Spoke with a first-line manager in our group that was also RA'd after delivering the RA message to a member of her team. She indicated that in management discussions where they discuss employee ratings several people that were near to or had indicated the possibility of retirement in the not too distant future were to be given "3" ratings just because of their comments to their individual manager regarding future retirement plans. A good indication of the selection process for being selected.
It appears that IBM is performing the RA's a little at a time across different divisions in order to hide the number of affected people. They are further concealing the information by not being truthful in their announcements concerning someone leaving a team. The announcement reads something like "so and so has chosen to retire will be retiring on (date). Or so and so has decided to accept an opportunity with another company and will be leaving.
They won't even tell the truth to their own teams. It is amazing how deceitful and untrustworthy the company and its management has become. -Anonymous-
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