1) For colleagues who are summoned into meetings with their supervisors and HR, what papers might they be asked to sign on the spot? Will their severance depend on agreeing? Will any rights be waived?
2) What can employees who are not laid off do to rally around those who are? What show of support will help soothe a horrible situation? What can be done to honor these people before they leave the newsroom? What can be done after they go?To start, Ed Bark offers thoughts.
Sunday, October 19, 2008
Wanted: Advice for week ahead
There is no easy way to say it. The week ahead will be painful. We would like to hear from people who can provide wisdom on two topics that may help us all as the DMN executes more layoffs:
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53 comments:
What "horrible situation?" Do you mean for those unfortunate enough not to be let go?
"Those whom the gods would destroy, they first make mad."
Euripedes
Let's get real, folks. Tend to those you are closest to. Take them out for a beer, if they want. Don't worry about the masses. They will have to rely on their friends. We seem no longer willing or able to do anything on a grand scale. Let's do what we can. People will understand. Those left will be facing this siutation again, perhaps in the near future.
Best advice to all: Stay in touch with each other. This may be the end of one job, but it should not be the end of friendships. We can still help each other by maintaining our relationships despite DMN management's decision to sever them in the workplace. Network, network, network.
Here's some advice for bosses who will be delivering the news:
Show some class. Look people in the eye. Show some compassion. Ignore the robotic script that the soul-less HR and corporate legal staff have given you. Talk to your people like they're people. Think of it as a test of your own humanity. What can corporate do to you? Lay you off?
I seriously doubt that people will take you up on this, but you could set up a place to meet at a set time on the day of the layoff to hoist a few cold ones. It could be as close by as the bar in the Hotel Lawrence's Founders Grill or the bar in the Belmont Hotel on Fort Worth Avenue (just west of the intersection of Sylvan and just north of I-30).
I agree. Have a place that everyone knows about. The purpose, for colleagues to have a chance to toast those they've worked with. People who have been laid off are free to come or not. But have a time when people can recognize those who do come. These folks deserve a time when we can all publicly toast their time at the paper and tell stories about what it was like to work with them. These are traditions we normally have over cake, or beers after work, but this situation makes it impossible to provide any kind of proper send off. If there is such a thing in this situation.
How about the bar at Founder's Grill? Starting at 5 p.m. the day of layoffs. Fallen colleagues eat and drink for free.
Let's get specific folks. Time's short.
Any other suggestions?
If you are serious about setting this up, get the word around through the departments. Either solicit volunteers in each dept. through this site or approach the M.E. about sending out an all message through the company email. (That, of course, is the dicier move.)
Founder's Grill is close but small. The bar at the Hyatt is much larger, although it can be loaded with conventioneers. Guess it depends on how many takers you have as to how large a space is required.
Editor bashing is tempting but it doesn't really help matters. Frankly I wouldn't want any of those jobs for all the oil in Saudi. If you manage up, you stir resentment and suspicion among your reporters. If you manage down, you're viewed as a pushover by management. The main thing to do right now and post-layoffs is to support each other as much as possible. Writers especially. We need to help each other outas much as possible because in the new world there will be fewer editors and they will have even less time for you.
The Hyatt is expensive (something to think about in the layoff world we live in.) Founders is close by, and while the bar itself is small the space around the bar can easily hold 50 or so folks. If it gets larger than that, we can always move to the Hyatt.
No thinking person believes that newsroom bosses are responsible for the financial condition of the company or the economy. The DMN is a feather in the wind insofar as the state of the newspaper economy.
But here's what bosses should be held responsible for: their own actions. From the publisher on down, they have failed to show leadership in a time of crisis. They have spent money like drunken sailors and they have not delivered on the promises they made to keep the paper something we can be proud of. Not all editors are equally responsible. But those who have shown themselves to be far more interested in titles, power and perks than good journalism should be shown the door. We can't afford them any longer. We need good leaders and a streamlined management structure more than ever. Unfortunately, so long as top managers remain in place, we are doomed to the same mediocrity. This isn't bitterness talking, it's a survival instinct.
Can we keep this post's conversation focused on what we are going to do to help each other when this happens?
Sounds like the Hyatt can accomodate more people at the bar and it is walking distance.
Does 5 p.m. on D-Day sound good?
Any other ideas?
I agree with the last poster 100%. The spending that continues even by the lowest-rank supervisors amid the current suffering (not an exaggeration) is unconscionable and shows an extreme lack of empathy and/or common sense. However, I do believe it is motivated by self-centered fear. It's a way for supervisors to distract their minds from the reality that they won't be here forever, either. You know: The business-as-usual distraction. Remember, those types want to be buried beneath the Rock. But like the previous poster said: Unless managers up the chain listen to trusted workers and rein in such craziness, it will continue, and continue to kill what little morale is left. We've lost at least 70% of our top talent since '06, so it's not surprising to see the ones who would never have had a shot at anything scurry for the crumbs. How will that ever get better? Even a structural overhaul won't replace talent. Besides, whose bright idea was it to try to make corporate managers out of journalists?
To all you let's party posters: You're becoming part of the problem. Management reads this, so say something meaningful. You're probably gone already. Cakes, drinks, war stories ... who cares? Do that in your personal emails. Also, this thread began with a request for substantive advice about forms, etc., and nobody posted about that. Substantial things need to be said since nobody has shown much in the way of solidarity during the last two years with those who have had the courage to go directly to Walt, George or Bob. Too many just say nothing and let others twist while secretly getting a charge out of their action. That's always been the problem.
For those seeking substance, there will certainly be forms to sign. You should read them carefully so as to not obligate yourself to things you don't want to be obligated. Newspaper subscriptions, for one. Many people got zapped with that one in 2004.
As far as waivers of rights, folks who were laid off in 2004 said they were not asked to sign such documents. But you can bet the company is worried about lawsuits. There may be new wrinkles to protect them. The hammer they hold is that the law does not obligate them to pay ANY severance. It'd be dirty pool, but they could make signing certain documents a requirement to receive severance.
One more thing to ask about: People who took the buyout were told by HR that they would have a letter placed in their file that stated they were "terminated." This sounded an awful lot like fired to some folks. The HR people said the aim was to help increase the chance of receiving unemployment compensation benefits. That won't be a problem for those who are laid off. But it is a cautionary tale. Read everything closely. The time to fix things is now, not later. Don't assume the company has your back. Don't assume that HR is going to be much help, either. They may offer some sort of post-employment jobs fair or counseling. That received mixed reviews from the 2004 layoffees.
You want solidarity? How about this: every staff member walks out of the building at 5 p.m. on layoff day, whether it's to have a beer or a smoke or people watch. It could be five minutes or an hour.
Whaddya think?
I think we should all plan to go on d-day. Founders sounds good. 5 might be a little early. I def. think the costs of those who are laid off should be covered by the survivors. These folks are good journalists who are being wronged. They should be able to say goodbye if they want to, in a better way than grabbing a box on their way out the door.
Maybe you folks can help me with some questions ...
1. On "spending money like drunken sailors" - I agree, yes. I'd like for someone to enumerate examples from the past, oh, couple of years. I'd like to have the fullest picture to help explain to my non-paper family and friends why the place is in the tank, and the collective knowledge/memory of posters on this blog seems pretty vast.
2. Does anyone have a good resource for what to do with a 401K upon leaving?
3. Let's do the 5 p.m. d-day thing.
Thanks.
Quick question: How do you guys feel about DMN alumni coming to the D-day party? I'm thinking mainly of the 10/27s and the
'06ers.
Here's the biggest and best example of wasteful spending over the past year: the political coverage. The paper sent approximately 20 people (reporters, editors, photographers, support personnel) to both national political conventions. There is no telling what the price tag for a week of hotel rooms, etc, in Denver and St. Paul was, but suffice it to say it had to be in the six-figure range. And what, you might ask, did the paper reap from this expenditure? Go back and look for yourself. See anything memorable or exclusive let me know. This was a monument to the ego and stubbornness of a few top managers. These are people who once preached no more "commodity journalism" when they were dismantling distinctive sections like Personal Technology or Religion or Discoveries. This is why they must go.
Here's another goodie: the website monitors hanging on walls throughout the newsroom. Most of them don't work most of the time. When they do work, they display our website in a static manner. This one is on Jim Moroney, who supposedly wanted a constant reminder that we are an internet company. Best estimate of cost is close to $100,000 for the lot.
You want more?
More, more!
One more and I quit:
The money paid to consultants like the Bain Group to come up with the "core reader" concept that no one cites any more. The DMN paid Bain and another consultant hundreds of thousands of dollars, if not more, for redesigns and restructuring that have been all but discarded within two years. I bet they are still on the payroll.
Ok, nice. Thanks for articulating. My personal favorite is the non-functioning monitor waste. So idiotic, it's almost funny.
Why don't we start another "You Have Friends at The News" donation fund again for people who are fired. Do we still have the bank account?
Since the mob requests it,
How about the six-figure price tag for radio loudmouth Mark Davis' scintillating op-ed articles?
How about spending a year of staff time to develop a new product (Briefing) which you can't get delivered because you went with the cheap distributor?
Don't get me started on the CueCat, TXCN, and the management retreat in Aspen. That's old news.
This member of the mob thinks enumeration of company screw-ups is a healthy thing right now, mainly for those who'll be leaving us. They're going to need a list of mental reminders why getting away from Belo is, ultimately, a good thing.
Sending folks to the Olympics!
At least we had local people in the Olympics.
But we mailed TVs to the conventions.
How about Mr. Moroney's "The Year of the Cafeteria"? It took more than a year to replace a two-bit snack bar with a more high-toned but almost as awful an eatery which closes so early that people who work after 3 p.m. can't use it. Then the Belo brass (aka Mr. Decherd) won't let newly flush Subway put up an outdoor sign because it will spoil the aesthetics of his 21st Century parking lot on Market Street.
Then there's the Taj Mahal "Belo Capital Bureau" in Washington that features numerous empty desks and offices since most of the staff was sent packing within the last two years. The six-figure custom-designed TV studio set is used so seldom that it is rented out to other news organizations. The lease probably runs through the next century.
Come again ... we mailed TVs? Obviously I wasn't there, so help me out with what all that's about.
Actually, we mailed television sets and desktop computers so that editors and reporters covering the political conventions could watch the proceedings inside the hall. The press area where our people were stationed was outside on the parking lot. Clerks in Dallas spent at least two days packing the TVs and computers to mail them. This was all done on orders from the DME over politics, who has spent much of the past year squirelling away funds to pay for convention coverage.
Keep in mind that at the same time all these questionable expenses were taking place, corporate management was imposing round after round of new restrictions on our pay and benefits. Even our gas mileage reimbursement was cut below what the IRS said was permissible. Then the CEO takes multi-millions in a "retention" bonus after directing a split in the company that sees stock prices drop by almost 90 percent in eight months.
Could we return to the purpose of the original post and continue discussing what we may be asked to sign if we are laid off?
Any former 1027s out there who can help?
I also like the idea of gathering at the Hyatt to toast our colleagues, or ourselves, on D-Day.
I know this offends some people. Maybe you shouldn't read further. One of our larger wastes of money is the news management group. It's simply too big to justify the multi-hundreds of thousands spent per person. We have a staff of somewhere around 300-350 and 12 members of the management group. In 1980, by comparison, we had about 150 staffers and a whopping THREE members of upper newsroom management, an editor, a managing editor and an assistant managing editor (not counting the administrative AME). Huge departments like Metro, Sports, Business and Today were run by department heads. Too many people in upper management are there for non-journalistic, non-logical reasons. We would be better off with half as many. I know they have families and mortgages, too, but so do the working stiffs who are about to be punted with far fewer resources to fall back on.
I'm still not clear why someone keeps pushing the Hyatt for D-day. The drinks cost double the normal establishment -- that doesn't make any sense these days.
I know this is going to sound harsh, but the time to collect money the way it was done in 2004 has long since past. You have no idea how time-consuming it was. There is simply no time left to do anything on that scale. I suppose this is an indictment of all of us, myself included. But I simply don't have the willpower, or the cash, to do it again.
Whether it is the Hyatt or Founder's Grill or McDonalds, the point is to do something to gather after this event, toast our colleagues and do whatever it is employees put through layoffs do. The Hyatt is within walking distance. If you have a suggestion, let's hear it.
Founders Grill
Founders Grill. It's closer than the Hyatt and the drinks are cheaper, and probably stronger.
RE: Expenditures - don't forget "Live Better Here."
RE: Advice. As a 10/27er, I have to say the "You Have Friends at the News" fund was indeed a blessing. It's hard to explain how scary it is to have your security pulled out from under you, especially when you followed all the rules, were respected, earned solid praise on every job review, and had considerable tenure. Face it, that's not the way the world worked when any of us got into this business. I believe the amount I received was in the ballpark of $700. For me, that was groceries, insurance and utilities for a month. And when you don't know where your next check is coming from, a gift like that -- along with knowledge of the caring and kindness that fueled it -- was emotionally as well as financially valuable.
Of course, I understand the complicated logistics and the enormity of the task. I do wonder, though, is it possible to set up a bank account that people could go to their nearest Bank of America or whatever and donate, and after a certain deadline that money could be made available? Again, I realize, a lot of work, and it would have to involve current employees to ensure the money was given to those truly affected by the layoff. ... In any case, just a thought that maybe there's another way to create such a fund. I know it was a help to me, and I hope and pray that it helped those who survived at the News cope with the trauma as well.
As for one-on-one help, one of the best things for me was several days after the layoff, a couple of friends took me out for good Mexican food and lots of margaritas. I needed those drinks, but the night of the layoff wouldn't have worked; I just needed to rest and adjust then. I think it's a lot like funerals: you can't fix what just happened, but you can bring food. And that simple act is more healing than most people realize. I did think it sad that my years of service at the News were never formally acknowledged (except with the Friends fund), and it was sad there was no formal goodbye, and so I like the idea of doing that for this group. Perhaps the "night of" gathering -- Hyatt or Founders or wherever -- should be for survivors and others to collect their thoughts and figure out a formalized way of inviting and honoring those who were laid off, with a separate gathering a week or two later, when people get their wits about them again.
As for documents, I really think you guys should ask a lawyer for the exact score on that. I understand that if you're over 40 and they require you to sign some sort of release, they have to show you a list of the ages of other people who held a comparable job title to yours, with whom you were compared for layoff. I also believe such releases have a very short revokable period -- i.e., you can change your mind within a short time, but if you decline to sign or change your mind you don't get your severance, so if you don't sign you might not leave the building with a severance check (though you should still be paid for wages earned and presumably accrued vacation time, unless they've changed their policy on that). I'm not sure how much those documents actually can prevent an employment complaint, but that is what they are designed to do and you can bet that your signing them is in the interest of the company. Again, I am NOT a lawyer and it would be best to talk to one before you're sitting in the office trying to figure out what to do.
I also suggest taking careful notes during the layoff process, and before it happens making sure you have copies of all your job reviews, any questionable e-mails from supervisors (i.e., criticisms, loaded language, etc.), and really anything else that might be needed for reference or legal action later. Don't dump your benefits paperwork or other stuff; hang on to your paperwork.
If the company offers outplacement at Lee Hecht Harrison, I do recommend it. For one thing, it was there I first learned of a couple of people who were laid off I didn't know about (including sharing a big hug with John Kirkpatrick, rest his soul); it was a chance to touch base and commiserate. Also, LHH's services are top-notch. It's a brave new world and our usual ways of job hunting are outdated. (Yes, I miss the days when you could send in a resume, someone would recognize you were highly qualified, and you'd get a call.) Networking is a huge part of things now, but also brushing up on interviewing, negotiating, the latest trends in resumes (note: statements of your career objective are SO 1980s) is invaluable. You can also brush up on some basic skills there, look up companies on Hoover's, and more. But one note of caution: Lee Hecht Harrison works for Belo, not you (in fact, I believe they wrote the "scripts" managers read for the 2004 layoffs) so be discreet with your comments, personal situation, etc. I imagine they do some sort of reporting back to Belo about who got what jobs when, and who knows what else.
In any case, my thoughts and prayers are with y'all. Hang in there.
I think the big difference between the 2004 layoffs and this round of cuts -- as far as "The Friends of Belo" collection goes -- is that the 2004 people didn't have the option to take a buyout. They deserved some help, because they couldn't help themselves.
This year, if you gambled by not taking the buyout and lost, whose fault is that?
And honestly, the involuntary severance isn't much less than the voluntary.
There are also much fewer people around the contribute to the fund. More people are worried they could be the ones laid off this time. And if not this time, then in six months, etc. And, let's face it, money is tighter for all of us. Everything costs more but we don't really make more.
In 2004, "You Have Friends" was able to give 65 layoffees $770 apiece. A little over %50,000 was raised in a period of about two months. The money was raised from a staff of almost 600 people, less than half of whom chose to contribute. The staff is now closer to 350 people and we are in an economic recession bordering on depression. In other words, another Friends fund just isn't in the cards, folks. Seems hard enough for people to pick a drinking spot.
It's not that the goodwill is lacking; the finances are just so much tighter than in previous years. And the future seems so much more uncertain. Or maybe it is certain: it will suck.
Quote:"This year, if you gambled by not taking the buyout and lost, whose fault is that?"
Is this really the place to start attacking fellow wmployees? I've other comments about younger employees being too dumb to know bettr and having no excuse for still wanting to work here.
I think that kind of talk is inexcusable and, at the very least, cruel. Let's please not stoop to that level amongst one another.
Does anyone have any experience consulting a lawyer on these matters? Got any recommended actions to take or names of good lawyers just in case we need them?
Yes, PLEASE! Any names of lawyers who know a thing or two about current layoff practices would be tremendously appreciated!!
Also, is HR required by law to give me copies of my evals? I don't think I would contest a layoff, anyway, but perhaps I should have them. I don't have time or money for an ageism suit, unless I could hop aboard '04's. I'd rather just move on because, as has been pointed out, there won't be much left here for our talents in the near future, anyway.
And what "benefits paperwork" are you talking about. Sorry, I just wasn't thinking about so much paperwork. Help!
One of the attorneys for the 10/27s is Karen Shropshire. Her phone number is (214) 706-9250. I have no idea whether she what she would charge for a consultation, but at least she knows Belo.
Re: A "Friends" fund. Comments duly noted on the exhaustion, finances and general state of remaining employees at The News. (And definitely, no doubts about the goodwill of the journalists there; they've demonstrated it time and again.)
"Benefits paperwork" refers to anything relating to health care, pensions, 401k, insurance, etc. You'll have to file for any flexible savings accounts very quickly (and actually spend whatever balances you have accrued so far this year in those accounts before your benefits run out). Also you never know when there could be discrepancies about amounts of pension and 401k (the 10/27 group received a statement of future pension benefits a few weeks after the layoff). Also, other factors relating to those, like whether you switched or not out of the pension fund several years back -- you need your records in case Belo can’t come up with theirs. Just hang on to EVERYTHING -- employee or benefit handbooks, pay stubs, everything. Pension and 401k documents should be held till you retire, if not longer.
Also, in 2004, upon request, HR would send out paperwork to convert life insurance (and perhaps accidental death/ dismemberment) to a private policy. It is expensive.
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