The course of the relationship between the company and the Guild representing computer employees who work there, is of tensions and conflicts that are longstanding and have already analyzed and narrated along numerous articles of this website.
What triggered this new stage in the class action lawsuit against the firm, they are nothing more than the usual problems undermining the bulk of IBMers in our country and abroad. The firm, based in the US, is firm in its convictions to deny not only the possibility of dialogue, but to deny the existence of local laws, rules, Argentine cultural patterns and even our Constitution. ...
For more information on the status of collective judgment against the company and approach the internal committee of Union Information in IBM, please write to email@example.com.
Cammish told Computing that in 2012 the British company's biggest data centre provider was IBM, but that within two years, IBM was no longer a service provider to Coats plc.
"By the end of 2014, IBM was no longer a service provider to Coats because they lacked relevance, they lacked the service portfolio, they lacked the commercial flexibility and they lacked organisational agility," he said. ...
He said the company, which made an operating profit of $131m (before exceptionals) in 2014, is now moving to Microsoft Azure. "We could have gone to Amazon Web Services or some other service provider, but because of our strong relationship with Microsoft, we're going for Azure," he said.
And Cammish said that the termination of IBM's contract should serve as a warning to Coats plc's other IT service providers - namely SAP and Salesforce.com.
"If SAP are looking to increase their market share they have to bring contemporary tools to the table... it's all about relevance, they have to have the right tools, the right price point, they have to have agility," he stated.
Here's another case in point: The two of them just won a huge contract with the Federal Aviation Administration, led by IT consultant CSC. This contract will consolidate the FAA's data centers, moving data to Amazon's cloud Amazon Web Services and Microsoft's cloud, Azure.
CSC says the contract is worth $108 million out of the gate, and because it's a long-term contract, could be worth as much as $1 billion over the next 10 years. ...
The most interesting thing about this announcement: IBM was left out in the cold.
IBM and the FAA have a long and storied relationship, stretching back decades. That's not to say the FAA is dropping its relationship with IBM completely, but it's interesting that of the two clouds FAA chose for this huge consolidation project, IBM didn't make the cut.
IBM is battling big time for its share of the huge-and-growing cloud computing market and is currently placed third, according to Synergy Research.
But Amazon is killing it when it comes to winning business from government agencies with extreme security needs. A couple years ago, it famously won a contract to build a new cloud for the CIA out from IBM. ...
IBM had no comment on the FAA contract but a representative told us: "Through the second quarter of 2015, IBM's cloud revenue was $8.7 billion on a trailing 12-month basis, growing 70%. And IBM's government cloud business is robust and growing."
The dispute started in 2007 when IBM bid AU$6million for a payroll project at the State's Department of Health. The project blew out beyond the billion-dollar mark but didn't deliver: the Department's thousands of staff were overpaid, underpaid, or sometimes not paid at all. Those paid more than they were due have been forced to repay the State. Some are still being overpaid to this day, despite extensive remediation to the SAP-based payroll (SAP is held to be blameless in the affair).
A commission of inquiry found that IBM committed ”ethical transgressions” to win the deal. But by the time the inquiry's report landed, Queensland's government decided to put the matter behind it and settled with IBM. The commission’s report explained why, detailing plenty of mistakes by the State government and criticising a very scanty project brief that was was held likely to result in a difficult project.
Come 2012, however, a newly-elected government decided to pursue IBM through the courts in order to recoup some cash. Even though Queensland's government has since changed again, the new regime has continued the case which this week landed in the Supreme Court.
Selected reader comments follow:
Analysts say the buyouts likely will target some of the IBM employees that GlobalFoundries gained in July following its acquisition of IBM's computer chip business.
Ms Green has joined the US technology group as vice-president and general manager of two new divisions related to the “internet of things” and education.
The launch of the two divisions follows 13 consecutive quarters of falling revenues at IBM, as the company hives off lower margin hardware businesses to focus on faster growing ventures, including in cloud computing and data analysis.
IBM said its new education unit was expected to launch this year, while Ms Green would lead a staff of 2,000 at its internet of things arm, which was created in March.
Pros: It is a beginner's job or a job for those already on a pension or another family income. It could lead to other opportunities outside of IBM. When you go to other IBM sites, it's a different and better world.
Cons: Too many to mention. Benefits are very expensive. Under staffed. GBS internal costing has you always working. Take a day off and you have to make up someone else's time off. No flex time. The job is only as good as the manager. Expect no raises. HR lied about raise and bonus potential when they knew the job had no raise or promotional abilities. To move up, expect to move out to other sites or out of IBM. Management has a "I got mine" mentality. You need a insider friend to steer you to a better band level. Prepare to be taken advantage of. As everything in life...buyer beware!
Advice to Management: Claiming poverty and taking 100,000 shares for zero cost does not sit well with the rank and file. Medical costs are more than twice what Globalfoundries "transferees" pay. Hence the "I got mine" mentality. It comes from the top down.
Pros: The people are IBM's biggest asset. I have worked with some great people in a lot of different teams over the last few years. There is always a focus on networking and we are pushed to expend our networks inside and outside IBM. This has opened up career opportunities to me that wouldn't be there if I hadn't made the effort. There is always plenty of room to grow your career and due to IBM's size, there is a huge range of roles you can work towards.
Cons: Constant pressure on offshoring and redundancies is threatening to ruin the companies staff morale. Once we get on with the work the job can be fun, but what was once a huge IT company is now seeming run by accountants.
Advice to Management: Focus on service again and not cost. Constant pressure on cost will turn us into another one of the cheap no frills providers. IBM is at its best when we can stand above everyone else.
Pros: The company offers a competitive salary package and good opportunities to move up through the ranks, especially for their sales people.
Cons: The company culture is terrible, focused on short term financial gains rather than long term success of their clients and employees. If only senior management's smugness was matched by competence, IBM would be in much better shape. Work-life balance is not that great, but you know that is what you sign up for.
Advice to Management: IBM focuses so much on the bottom-line in the short run that it harms their bottom-line in the long run. They should be more customer focused and show more respect for their employees.
Pros: Gutes Betriebsklima unter den Kollegen. Technisch breit aufgestelltes internationales Unternehmen. Geregelte Arbeitszeit. (Good working atmosphere among colleagues. Technically broad-based international company. Regulated working hours.)
Cons: Verkrustete Strukturen und Hierarchien. Zu viele und falsche Prozesse mit oftmals wenig Spielraum. Sparzwang und vollkommen übertriebene Quartalsdenke. Management weit weg vom Fussvolk. (Encrusted structures and hierarchies. Too many false processes; often with little leeway. Rigor and totally exaggerated quarter think. Management away from the foot soldiers.)
Advice to Management: Weg von der Quartalsdenke und irgendwelchen überspannten "Roadmaps". Den einzelnen Mitarbeiter wieder in den Fokus bringen. Überarbeitung des derz. Prozesses zu Zielvereinbarungen. Away from the quarter; Think and any exaggerated "roadmaps ". Bring the individual employee back into focus. Revision of derz. Process to target agreements.)
Pros: One of the most enjoyable work environments if you consider fellow employees and cultural diversity. Some of the best engineers and other performers worked their way through the big machine and mostly moved on if they were able to. Solid "B" performers can make a decent, somewhat remunerative career. There are still opportunities and challenges every day.
Cons: Hierarchical, paternalistic, minimal financial incentives. Asinine predetermined evaluation process, which is designed to minimize payroll expense, rather than improve performance. A mixture of game players and very hard workers managed to maintain course, innovating for a company that only seeks shareholder value at any cost. They've long ago lost the "carrot-and-stick" approach; taken away all the carrots; it's all stick.
Advice to Management: There is no point, but you might try more openness and offering more value to your "best asset"- your loyal hardworking employees, instead of handsomely rewarding the AABC&D bands only. Best of luck to you!
Pros: Brand name adds up to resume in the local market, as Greeks fool themselves that whoever has worked for this company is simply a genius.
Cons: Management lies to its personnel all the time. They promise trainings but in the last minute they claim they cannot find budget to train their people; rumour has it that they use the training budgets to show numbers green when fiscal year ends. They also lie to their clients. Projects never ever finish due to the above.
Advice to Management: Go home.
Pros: Large company with many good people.
Cons: Direction is faltering. A series of short sighted bad decisions have put IBM behind in most categories. These short sighted decisions still persist today. Inter-company rivalry puts one IBMer against another in an increasing escalating cycle. Lack of care/respect for employees is growing as IBMer at all levels fear for their jobs. Lack of communication by management only increases fear, uncertainty, and doubt about job security. Salaries lag behind industry.
Advice to Management: Do a much better job communication direction, status and strategy, end special class management and policy of "let them eat cake". Invest in your people, diverse your work force. stop abandoning USA work force.
Pros: Liked the work I did — very challenging. For the most part, management left you alone to get your work done. Very busy, days went by fast, met a lot of nice people. Nice working environment and atmosphere.
Cons: I worked for IBM for over 10 years and liked it very much, in the beginning. The pay wasn't that good, but the health care benefits were great. Not anymore. The pay is "still" not good for admin. staff and the health benefits are now downright dreadful. Deductible is over $5,000 for a family of 4 plus you still have to pay a couple hundred bucks a month for your health care, which you're lucky to even use unless you hit your deductible. Discontinued medical insurance for retirees unless you're old enough to meet certain criteria. If you're caught in the middle, they give you a little cash; that's it. PBC appraisals are downright stupid. They have "quotas" to meet and "must" give hard working employees bad appraisals to meet stupid quotas. IBM is terrible to the admin. staff with flex time/work-life balance. They are much better if you are a professional.
Advice to Management: Get rid of the PBCs. They are archaic and hurt morale. Give an employee a "3", and see how hard he works after that! (not very). If management has an issue with an employee, they should take it up with the employee, not wait till PBCs come around every year. I know many "excellent" employees who have quit the company because they were unfairly given a "3" on their appraisal. It's probably the worst thing about IBM. Also, the new CEO (Ginny) needs to get her act together and figure out what kind of company IBM is going to be. It's been 5+ yrs. now — how much longer is it going to take?
Pros: Great technology, intelligent people and seem to no where they need to go to be considered a market leader in the flash business.
Cons: No collaboration between business units because of IBM's concern of over compensations.
Advice to Management: Stop hiring speeds and feed traditional storage and server sales reps if you want to have business transformation discussions and how infrastructure matters. When a client decides to not purchase or evaluate a solution because of an IBM rep, stop making excuses for the rep and reassign them. It doesn't send a positive message to the rest of the account team; in fact it makes it even more difficult to develop a business relationship when you keep that account rep on the account but just hide them in the background.
Pros: Joined IBM in the mid 90s when Gerstner was turning the company around. Management was focused and respected, and IBMers were engaged to solve clients' problems. Compensation was rewarding and motivating. Career opportunity was vast and global. Stock split twice. Morale and camaraderie made work exciting and fun.
This trend ended in 2005 with IBM's first "2010 Earnings Roadmap" when Finance began enriching IBM's CEO and senior leadership with huge restricted stock rewards, earned by outsourcing in Brazil, India, etc. and on the backs of tens of thousands of terminated IBMers. All the while, IBM could not grow topline revenue and instead spent more than $100 billion on stock buybacks to manufacture earnings.
Cons: Today IBM is in a death spiral. IBM's second "2010 Earnings Roadmap" and constant workforce rebalancing (layoffs) have left IBMers afraid and disengaged. IBM promotes its values and corporate character as a "great company," but tens of thousands of IBMers, mostly in the U.S., have been resourced regardless of performance to make up for management's inability to grow top line revenue. IBM does an annual IBMer engagement census survey but doesn't share the results with employees as year over year scores continue to plummet. IBM despicably practices age discrimination and no longer provides data on resource actions for fear of litigation. If you're over 50, you're on a list and sooner or later your number will come up. IBM's poor reputation as an employer means it can no longer attract or retain top talent.
Advice to Management: Advice to IBM Board of Directors: Fire Rometty and recruit from the outside. Find a CEO who can stem the huge losses in IBM's core businesses while also growing cloud, analytics, security and social lines of business. Stop acquiring new companies only to have their entrepreneurial leaders breach their contracts because they get so frustrated by IBM's politics and sloth. Put existing senior management on Performance Improvement Plans.
Pros: There are none. Thirty years ago it was a great company to work for. Senior management cared about the most valuable asset within the company, their employees. Today you are just a number no matter how well you perform. Salary and benefits lag behind the industry and management lacks vision.
Cons: Benefits are average at best, most lag behind the industry. Salary lags industry and annual increases are hit or miss. Increase percentages are a joke. No clear direction from upper management. Their truly is no vision, just great "buzz" words. The worst HR people in the industry. Most HR people are flunkies who flushed out of real jobs.
Advice to Management: Stop swinging every time the wind blows. Show clear direction and act like you care about the people. Most of you are stuck in the herd (sheep) and it doesn't take long before you follow each other off the cliff. Stand up and be a leader. Most of you are nothing but followers who lack vision. Lead by example and show the people that your care. Talk is cheap.
Pros: IBM brand may boost your CV and you can learn a lot if you want. due to lack of people, they will never fire you so it is also quite stable for lazy and useless people; because of this, you can switch to any team and learn literally anything you want.
Cons: Below average salary, no benefits, poor mentality, endless cost cutting. IDC Brno is not "real" IBM, but just cheap delivery center. (Other delivery centers are in Poland, India, Romania, Argentina). First-line "managers" (usually promoted by unsuccessful technicians) are simple puppets without any power or right to change anything, shifting teams every year. (I had 5 managers in 4 years — really). Very limited pay raise even with good personal results. Just avoid if you skilled technician and come, if you will or want to become a "manager".
Advice to Management: You put customer first? if yes, please put your employees at least second. People are not just numbers and you are loosing great talents every month because conditions and salary are to low...be so kind, realize it and stop fighting in front of customer with price. You can't achieve great services with underpaid employees. Period.
Cons: As a former IBMer previously in the late 1990's and early 2000's, the current IBM is not at all the same company as it was. Vast layoffs and multiple re-organization which create confusion and uncertainty is now common. Incompetent management from the ground level up to some fractions of very senior management. Management now does not fight for their staff; it's now all about trying to keep their job. No appreciation any more of longer tenured nor more senior skilled employees.
Like most large companies, IBM is also shedding its former culture and going with a "youth movement " to try to save money." IBM now releases long tenured employees with 30+ years who are high performing with little regard. I saw half-dozen senior and long tenured employees with 30+ years laid off with no valid reason to do so.
In 2015 all IBM Cloud employees were forced to accept salary reductions to their base as well as commission structure. IBM management reduced base pay by 10% - 20% WITHOUT any input at all from the employees who were being affected. The 2015 IBM Cloud employees had no input at all in their salary base pay reductions.
Very political environment, even more so than typical. Most all of my IBM sales coworkers were constantly in fear of losing their jobs, not for performance reasons, but for political reasons.
One can be a top performer and then be forced out of IBM for no valid reason — all it takes is a unfounded complaint or two by the right people, and you will be gone sooner than later. Complete lack of visibility and complete lack of clear communication by management. I believe this is a combination of managers not having clear direction and understanding, and also intentional by management trying to obstruct employees from understanding role, direction, etc. I could go on and on, but I think you get the idea here..
Advice to Management: Complete lack of visibility in terms of communication to employees. The constant re-organization has ruined what used to be great culture at IBM. Due to the recent layoffs, re-organization, involuntary separations, I've never seen this poor morale at IBM in all of my years at IBM. Give sales makers at least a voice or some input BEFORE you decide to change their pay without warning. SoftLayer was a great company and had a great niche before the acquisition. By changing SoftLayer into what IBM's vision is, IBM has ruined what SL did best in the industry.
I understand Innovation and growth are necessary, but changing what SL was successful at and became famous for,now is hurting SL, not helping it. I saw the same thing that IBM did when it acquired Lotus in the 1990's.
Now look at the terrible market share Lotus/Domino has in the industry. Lotus is a non player, a non-factor thanks to what IBM's "direction ". One would think IBM would have learned from their experience with Lotus, but apparently IBM has not learned anything and is already ruining the SoftLayer culture as well.
Pros: (noch) ist IBM ein guter name. (Still, IBM is a good name).
Cons: Gewinne werden "erspart" und nicht erwirtschaftet. Das kann nicht gut gehen.und muss geändert werden! (Profits are " saved" and not earned. This can not be changed! Good go and must).
Advice to Management: Mikromanagemen kostet mehr asl es bringt und behindert die Kreativität der Mitarbeiter !!! UND: Auch wenn IBM Global integriert ist, ist es die Welt noch lange nicht. Und da kann auch die IBM nichts mit einer Brechstange was dran ändern. (Micro management costs more than it brings, which discourages the creativity of staff! And, although IBM Global is integrated, it is far from the world. And, since the IBM can not with a crowbar which change off.)
Pros: Telecommuting, flex-time, good pay in otherwise bleak-employment towns.
Cons: The few of us who remain in the U.S. with IBM feel as if we are on death row. It's just a matter of time before the remaining jobs are yanked or outsourced, even on our award-winning, profitable product. We are bleeding people left and right as they leave voluntarily for more modern-day companies. Everyone else is left holding the bag, adding to the 3-5 jobs they already do.
Management views us as cattle or robots, interchangeable and instantly producing equal output to the person who left. Backstabbing and snitching is encouraged and even demanded by management, so that they can continue to downgrade and lay off otherwise productive and competent workers. The outsourced workers might earn less, but they also work far less than the U.S. employees.
US has to cover for the incompetence and laziness of many overseas, unionized workers. Few skills are transferable in the real world, other than perhaps in another bureaucratic nightmare. I would not recommend this company to my worst enemy.
Advice to Management: Management thinks that we are bleeding people because they didn't rotate them enough and left them in certain niches where they thrived. Management is so removed from the real reasons, it's not even funny. Their big solution is to rapidly escalate movement, so that no one will have a chance to truly learn the job they are doing.
Pros: Great people and teams you'll get to interact with in Columbia, MO. You'll possibly learn new skills or hone existing technical skills. Ample parking.
Cons: Below (way below) average pay. If you know what you're doing (tech-wise), the company will quickly take advantage of it and you will burn out. Salary.
Advice to Management: There really aren't any perks to working for IBM in Columbia, MO—it's just a job. At the very least, you'll need to compensate top performers if you hope to retain them. If not, then the CoMo delivery center is nothing more than a place to pump up a resume before moving on to those opportunities which pay at or above market rate.
Pros: IBM is an IT behemoth that during the on board process makes you feel like you are part of one big happy family who will be there for you at all times. Before you even get stated on your first job assignment they are already encouraging you to keep considering what your next position at IBM will be and how you will be broadening you experience at IBM.
Cons: IBM is also an IT behemoth that can’t get out of its own way. Upper management over thinks organizational changes on a yearly basis which delay sales processes and disrupt customer satisfaction. Then they wonder why revenue targets are missed when the first 3 to 4 months of every year are thrown into chaos due to mixing the soup on an annual basis. The company talks about its people being their greatest asset yet the management of this era has little consideration for the employees. It is understood that all organizations need a clearly defined method of evaluating work performance, although IBM's PBC rating process is flawed. Marginal/poor PBC ratings of 3 are routinely assigned to well performing employees just to justify Resource Actions.
Advice to Management: Get rid of PBCs, and the annual re-organizational changes which have ruined morale of employees, disrupts the sales process, and irritates customers.
I am the last person to object to policies intended to support working mothers, which are a far cry from what I experienced when I had my three children more than 20 years ago. I do not have fond memories of pumping my breast milk in the office restroom when my first was born (I gave up after a week), or fighting to get paid anything while on parental leave.
But this new raft of “perks” shows how trapped we still are in a work culture that prizes total availability at the office at all times and how blind we are to the impact that norms at work have on roles at home. Change to both will come only when we acknowledge the deep connection between the two spheres. ...
It doesn’t have to be this way. But for workplace culture to change, perks won’t do. We need new ways to live and work in today’s changing world, and that starts at the top. Leaders have to model a different set of behaviors — and recognize others who are successfully working in a way that allows them to be meaningfully engaged at home. Equally important, leaders have a responsibility to think differently about leadership potential. All too often, women and men who deviate from the ideal worker model, especially for caregiving reasons, are forever written off as leadership material.
We need to reimagine leadership so that the ideal workers are not the ones who stay at work the latest, but the ones who get all their work done and leave at a reasonable hour; they are not the ones who get on a plane on a moment’s notice, even with a nanny in tow, but the ones who figure out how to conduct the meeting without having to travel.
"Since my pregnancy has been healthy and uncomplicated and since this is a unique time in Yahoo’s transformation, I plan to approach the pregnancy and delivery as I did with my son three years ago, taking limited time away and working throughout," she wrote in Tumblr post. "I’ve shared the news and my plans with Yahoo’s Board of Directors and my executive team, and they are incredibly supportive and happy for me."
Mayer was pregnant when Yahoo first poached her from Google in 2012 and took two weeks off after the birth of her son. The length of the leave drew criticism from some for setting unrealistic expectations -- as did a clamp down on remote work at Yahoo, a policy that some argued made work-life balance harder for some employees. ...
But it's hard not wonder if Mayer's quickness to come back to work could make some female employees think twice about taking their full maternity time, lest they appear less than dedicated. And surely not all of them are able to have the sort of resources or support system to make coming back to work so quickly feasible: Mayer reportedly paid for a nursery to be built next to her office after her son's birth. ...
Given that tech company diversity report after diversity report has found that women are under-represented among Silicon Valley's biggest names, parental leave is likely to continue to be a major topic for discussion -- whether that means thinking through policies that help women come back to their jobs or by encouraging men to "lean out" and take their full paternity allotment to help level the playing field.
Even as employees are increasingly tethered to the office, a workplace culture that urges new mothers and fathers to hurry back to their cubicles is beginning to shift.
In recent weeks, companies like Accenture and Microsoft said they would offer more family-friendly benefits like generous parental leave. The trend may be a sign of a tightening job market, at least for a certain segment of highly skilled performers.
But it also raises the question of whether these new benefits will be more talked up than actually taken. Employees may wonder if doing so is acceptable or if it could hurt their careers. At many companies, the new benefits are at odds with a highly demanding, 24/7 workplace culture — a culture that starts from the top.
On Monday night, Marissa Mayer, the chief executive of Yahoo, announced that she was pregnant with twins — and that no one should expect her to take much time away from work when they are born. “I plan to approach the pregnancy and delivery as I did with my son three years ago, taking limited time away and working throughout,” she wrote in a post on Tumblr.
Such contradictory signaling from Yahoo, which lengthened its parental leave in 2013, is typical and ambiguous, said Joan Williams, director of the Center for WorkLife Law at the University of California, Hastings. “The underlying work culture sends the message that if you’re really committed, you’re here all the time,” she said. ...
One reason some companies are doing this now is that millennials, the biggest generation in the work force, have higher expectations for gender equality at home and for accommodations from their employers. Highly educated women have become more likely to believe that an ambitious career does not preclude children. And the competition for elite workers has become so fierce that companies are searching for new ways to recruit and retain them. ...
This summer, Goldman Sachs doubled its paid paternity leave to four weeks. IBM and Accenture said they would ship breast milk home for nursing mothers traveling for work. On Tuesday, Twitter told Fortune it would offer the same milk-shipping service. ...
At Accenture, primary caregivers are automatically enrolled in the no-travel policy, instead of opting in. “People don’t have to think, ‘What will people think of me if I actually choose to do this?’ ” said Ellyn Shook, its chief human resources officer.
And now the first lawsuit has been filed in response to the H-1B visa fallout at SCE. The plaintiff, Save Jobs USA, is a group of former veteran employees at SCE who after their firing were forced to train the foreign workers due to replace them. Such treatment of American workers shouldn’t come as a surprise considering that the corporation is also a major contributor to MALDEF, one of the biggest illegal-alien-advocacy groups in the country.
The development couldn’t come at a worse time for Big Tech in general and Utah senator Orrin Hatch in particular. Hatch has been a big supporter of H-1Bs since they were created by Ted Kennedy’s Immigration Act of 1990, and he recently introduced a bill that doubles H-1B allotments and (even in the words of pro-amnesty groups) creates a “wish list” for the trillion-dollar tech industry. ...
A member of the group filing this week’s suit, Julie Gutierrez, had been working as a computer-systems analyst at SCE for more than 20 years. Last summer, upper management notified her that she and hundreds of her colleagues would be replaced by H-1B “high tech” workers sourced by Tata Consultancy Services, an American subsidiary of India’s largest conglomerate, Tata Group. Like other displaced SCE employees recently profiled by the Los Angeles Times, Gutierrez and her colleagues are technicians who do not necessarily possess the “highly specialized knowledge” that is supposed to be the standard for the H-1B visa so that companies will be restrained from simply importing labor to slash wage costs.
SCE informed Gutierrez she was going to be let go, and then added that she’d have to stay on and train the worker brought in from overseas to replace her. Accept indignity on top of displacement, they basically ordered, or lose your severance and unemployment benefits. Gutierrez was required to spend an additional six weeks to train her replacement; in February SCE finally gave her the boot. (Other SCE employees were reportedly forced to sign gag orders blocking them from criticizing the company in public.) According to her group’s complaint, she is still jobless and is currently competing against H-1B and H-4 workers in the computer job market.
http://www.endicottalliance.org/thedisintegrationofemploymentinIBM.htm To all Alliance supporters, send and share the above link to the article "The disintegration of employment in IBM" far and wide. Put it on your FaceBook page; send it to newspapers; send it with comments to your political reps and send it to your co-workers. Help break the secrecy of IBM job cuts. Put some pressure on IBM. -Alliance-
Message: If the motto/sayings of your company don't match the behavior from senior leadership,you may see greed, difference in values, signs of dishonesty, difference between what is said and what is done. This undermines confidence of the organization.
If the senior leadership is uninformed and plans to implement policies, procedures, and cutbacks but people at lower levels know that things will hinder productivity, that undermines their confidence and competence and their willingness to get down and find out what's going on. If you put employees being told by their client they are doing a great job but get put on a PIP plan while getting your pay cut, this undermines your confidence of the organization. -John Smith-
Another VP just sold almost a million in IBM stock, so I'd assume she's leaving soon, or just protecting herself from what is inevitable.
Everyone seems to have given up internally. There used to at least be a lot of rah-rah and pressure toward the end of each quarter to at least attempt to close deals and make the numbers. I haven't seen any of that happen (as far as the rah rah or motivational attempts) since last year. It's like when sports teams give up on the coach and just stop trying. The only solution is to get a new coach; you can't fire all the players (although IBM seems to be trying).
I'm sure that soon even this clueless board of directors will see the light and fire Ginny, unless Buffett is truly determined to steer the ship to the bottom or the activists to step in. We need to organize now, so we are in place or at least have sent a clear message to whomever the new CEO will be, that the employees are important, fed up, and willing to act in concert to ensure that they are not treated as we have been. Please join the alliance and get on glassdoor.com and anonymously rate the company and CEO, it's very easy to do. Send a message. Fight back. -LowMorale-
Message: I am looking into where are IBM Equity award is? According to the plan this should have matured by June 2015. Does anyone know if they will honor this agreement and if not why we were told nothing about its cancellation? If they have cancelled without telling the employees is this another class action the Union should take? Its a small thing in terms of money but a ton of bad publicity if they have been so mean spirited to not honor this agreement. Certainly I cannot access the Morgan Stanley site which tells me StockPlan Connect Has Replaced Benefit Access. Could there be a massive fraud here? http://corporate.findlaw.com/contracts/compensation/terms-and-conditions-of-equity-award-ibm.html
http://www.ibm.com/ibm/responsibility/report/2010/the-ibmer/equity-grant.html. This one-time IBM Special Equity Grant will provide individual grants of stock units worth approximately $1,000 to nearly 400,000 non-executive IBMers. The grants are being issued in June, to coincide with IBM's 100th anniversary, and will vest in 2015, when IBM's next financial roadmap concludes.
"This special equity grant is designed to recognize the commitment by IBMers to deliver against our earnings targets," said Randy MacDonald, Senior Vice President, Human Resources. "And they vest in 2015 to coincide with the ending of our next earnings roadmap period, to encourage our continued focus. That way the initial value of the grants can increase over time, when the IBM stock price grows. IBMers can wind up with much more value when we succeed in what we are setting out to do."
Now I am unemployed for the first time in my life. I have so much to say, yet I'm sure no one wants to hear it. I will pull through this but it has changed me. I have never been a bitter person but now I have lost all faith in this once great country and it's future. Is there any hope left for America or will Corporate America continue to ruin it, one family at a time?
Please read this article if you have time. http://www.dailykos.com/story/2015/06/03/1390239/-Happiest-Place-on-Earth-Disney-forces-laid-off-employees-to-train-low-paid-replacements# -Anonymous-
Message: Hi, Re: "The one-time IBM Special Equity Grant was awarded on 6/16/2011 and will vest on 12/1/2015. This is stated on the Morgan Stanley website (stockplanconnect.com). If you have never registered, I suggest you do so asap. After logging on, click "key dates" tab."
So I logged on and saw only a piddly amount I had in there from some restricted stock I had years ago and had mostly cashed out. But, hearing about the fact that it was awarded on June 16, which was before my official bridge to retirement ended on 06/30 after being RA'd on Feb 27th, I thought maybe a chance. Then I checked my transaction history and saw a small amount deposited as IBM match and another smaller something on August 06th. What would that be? BTW, it coincided with the same day I took out a small withdrawal from my 401k. As an employee officially still listed as on a leave of absence without pay until the end of June could I be possibly qualify for the Equity Grant? -sacraficial lamb-
I can't believe folks being RAed are so concerned about the stock equity grant now that is about to vest. Especially those RAed. You're missing and missed the main point! I can't believe over the years folks are not concerned about collective bargaining that is a union contract. That is what you should be really concerned about. That is the main point.
You folks WANT your stock equity grant, you folks WANT your severance, YOU want to have better working conditions, etc. GET IT with a union contract!
For this LABOR DAY for those IBMers remaining: take action and join your LABOR UNION: Alliance@IBM CWA Local 1701! -Anonymous-
Message: So called 're-deployments' or retrenchments, have been going on for the past few years in Australia, but this year they have become very frequent. The first round of cuts this year was in January when many (of my fellow colleagues from the NAB and Telstra account) were laid off. The next round was in April when five people just in my immediate surrounding were put on the redeployment list (retrenched). And the next one was in the second half of July when more people (at least nine that I personally know) found themselves on the "redeployment" list.
And, a month later, end of August, there were still retrenchments going on in my account, and I know three people whose positions have been made redundant.
It is needless to say that 'your position has become redundant' actually means 'your position has been moved to GD'. Many of the people that have been laid off, are full time permanents, being in IBM for more than 7 years. In my team, for example, for the past 3 years, only the permanents have put on the so-called "redeployment" list, while the contractors have been left intact.
For things to be even more ironic, incompetent IBM level 1 managers hire contractors, and then a few months later they retrench the permanents. Moreover, there are situations where the managers retrench employees, who are Australian citizens, and with long years of experience, while at the same time, keeping or even worse, bringing in new people to Australia on 457 visas.
It has been very sad and painful to watch intelligent, hardworking, capable, highly ethical and loyal employees, who have made so many sacrifices in their lives to accommodate the 'client first' principle to be treated with so little respect and to be replaced with people to whom the work ethics, quality and the client means next to nothing.
IBM is keeping quiet about the retrenchments and sadly these jobs cuts, while significant in number (across all accounts and divisions), are let go unnoticed in the media. Shame on IBM management for making IBM a hollow soulless shell of once proud leader in the technology world. -Anonymous-
Message: It's the Labor Day holiday here in the US, a holiday to commemorate the hard work and efforts of the worker. I saw a nice full page ad in the Sunday paper from Verizon, thanking their employees. Nothing from IBM, unsurprisingly. Anyone get an email saying 'thanks' from the company you give so much to, or your managers? Didn't think so.
There was also a great cartoon, I'll post the link here. It shows the workers on a shishkebab, sandwiched between 'low wages & benefits', 'no unions', and 'outsourcing'. There was also an article about how the jobless rate improved, but the average wage per hour did not.
We all know that through the seven years of this bull economy, the execs at the top have been making money hand over fist and rewarding themselves with huge bonuses, millions, while the employees who did the work, and their families, suffer. Isn't this enough to make you do something? Think about how brave previous generations were, those we celebrate on this Labor Day. They formed their unions at the cost of getting their skulls busted, terrorized, fired, etc. We are protected by laws now.
Man (and woman) up and please join the Alliance. Every new member makes a statement and brings more power. Get on glassdoor.com and vote down the CEO and company with your anonymous ratings to counter the fake ones put there by HR. Please, please on this special holiday, take a few minutes and spend just a few bucks a month. Be mad as hell, and don't take it any more! http://www.politicususa.com/2015/09/05/editorial-cartoon-shish-kabob.html -ReadTheTeaLeaves-
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