#negotiation

Or do you just normally keep your current salary/bonus?

I see the salary range posted on Workday, not sure if the recruiter would ask for salary requirements beforehand.

Anyone have any experience with this?

Anyone hear any news or updates?

Has anybody been involved with IBM for severance negotiation during layoff in the united states through an attorney . What is the outcome when the attorney is not successful in getting a bigger package . Does IBM still pay the 3 month severance even if you tried to negotiate through an attorney ?

I’m concerned about where this extension is headed .Would like to know if there maybe a strike or not .Im holding off doing anything with my personal situation till we know.Its getting kinda old sleeping in the garage parking lot and showering in the bathrooms .Unfortunately cannot make a commitment till sure I won’t be out of a pay check.Unfortunately situation was made worse by divorce so would prefer not to have to strike but we haven’t been given any info

Share holders should vote no for this poorly negotiated deal and clays lack of leadership getting exposed before, during, and after this was announced.

Verizon should maintain its long-standing relationship with the CWA and IBEW — and move quickly to sign a contract extension — because it delivers measurable business advantages in stability, cost predictability, operational reliability, and strategic focus.

1. Labor peace and avoidance of expensive disruptions
   The 2016 strike (nearly 40,000 workers off the job for seven weeks) demonstrated the real cost of failed negotiations: analysts estimated $200 million in lost profits and $343 million in Q2 revenue from the wireline division alone, plus massive installation backlogs that hurt customer satisfaction and FiOS rollout. Verizon’s stock dropped ~3% during the strike.
   By contrast, the company has twice chosen contract extensions (2018 for four years, 2022 for three years to 2026) precisely to avoid that scenario. Each extension was reached without a strike, preserved service continuity, and kept Wall Street happy. Extending now — while talks are already underway in early 2026 — locks in that same predictability before any escalation risk emerges closer to the August 1, 2026 expiration.
2. Predictable costs and long-term planning
   Union contracts fix wage, benefit, and work-rule structures for multiple years. This allows Verizon to model labor expenses accurately when investing billions in fiber, 5G, and network upgrades. Extensions have historically included structured raises (e.g., the 2022 deal delivered ~18% compounded wage growth plus profit-sharing) that both sides could plan around.
   Without a union, Verizon would face constant individual negotiations, grievance surges, turnover spikes, and the risk of organizing drives spreading into more parts of the business. A stable contract removes that friction and lets finance and operations teams focus on revenue growth rather than daily labor volatility.
3. A skilled, productive workforce that maintains critical infrastructure
   Verizon’s unionized technicians and call-center employees are among the most experienced in the industry. They install and maintain the physical network that underpins Verizon’s competitive edge in fiber and enterprise services. Union contracts have supported structured training, safety programs, and apprenticeship pipelines that produce reliable, high-quality work.
   Business research (including studies from SHRM and academic reviews) shows union partnerships often improve safety records, reduce turnover, and increase productivity when management treats the union as a stakeholder rather than an adversary. Verizon has seen this dynamic improve since 2016: the post-strike relationship enabled two smooth extensions and better day-to-day collaboration.
4. Strategic focus on growth, not labor warfare
   Verizon competes intensely with T-Mobile, AT&T, and cable providers on wireless, fiber, and enterprise solutions. Prolonged contract fights divert executive attention, damage brand reputation, and risk customer churn during service delays. A quick extension frees leadership to concentrate on capital deployment, spectrum strategy, and market share.
   It also signals to investors that labor relations are managed and low-risk — a material factor in a capital-intensive industry where network reliability is a core selling point.
5. Realism about alternatives
   Attempting to shrink or eliminate the union footprint further would trigger expensive legal battles, organizing campaigns (as seen in past Wireless efforts), negative publicity, and potential regulatory scrutiny. The current represented workforce (~20,000 in the Northeast/Mid-Atlantic) is already a minority of total employees; maintaining a constructive relationship with them is far cheaper and more efficient than constant conflict.
   Bottom line for Verizon leadership: The union is not a relic — it is a known, contractually bounded partner that has repeatedly delivered labor peace at a price the company has willingly paid (multiple extensions since 2016). Signing a fair extension now, while discussions are fresh in January/February 2026, is the rational business choice. It minimizes downside risk (strikes, backlogs, stock pressure), secures a skilled workforce, and lets the company focus on what actually drives long-term shareholder value: building and selling the best network in the country.
   A fast, pragmatic extension is not weakness — it is disciplined, forward-looking management. Verizon has chosen this path before and benefited. Doing so again in 2026 is the smartest move on the board.

The answer to ensuring our pay rises at the rate we want (above inflation, to keep the structure the same over time) is simple: we need to unionize. Asking in town halls anonymously why it makes sense for hourly pay to pass staff isn’t going to get a pay raise. Wondering when we’re going to get ours because the union gets theirs won’t do it. The company won’t raise pay out of kindness; only to retain the required talent to operate. Gathering together to negotiate pay terms together is the path to set us free. I see you. We need to unionize and move as one, not as individuals.

Hey guys, I’m just trying to get a feel for the overall take of the position that was offered to me. Long-standing experience in banking, but the last seven years in payment processing. Anything I should be aware of? Be candid my friends - I’d appreciate it!

mas in talks to take over field work. they have given a very strong offer that could save the company tons ..... stay strong people could get bumpy

Been almost 5 months since you guys went with IBEW.

Any negotiations currently taking place with management?

Is MasTec involved and cooperating?

How exactly would they construct the CBA?

1 bargaining unit ---> 1 contract

or

2 separate units ---> 2 separate contracts (OSP-Altice) / (FS-MasTec)

I was hoping to hear some info today on the negotiations about a possible extension. Does anyone know any info. Maybe a package for the union side?

I mean I can see some blackout but come on maybe just give us a little idea of the issues being discussed.Maybe how far apart the sides are.I mean is there other issues like complications over the company wanting to offer an Eisp package or something like that

I hope salary folks are watching the offer Marathon is proposing to hourly people.

USW/NOBP CONTRACT UPDATE 2/1/26
Well folks, the situation is definitely not great. Here is the latest:
4yr contract
4%, 3.5%, 3.5%, 4%
$2500 signing bonus
No COLA (Cost of Living Allowance)
No shift differential increase
80/20 medical (same as current)
No retrogression.
No vacation increases.
No retirement medical assistance.
No Al protection.

This should be an eye opener of what salaried employees can expect to lose also. When you “volunteer” to go work strike duty, you can thank yourself for low pay increases and adding 10-15 years to your career when they take your retirement insurance away.

According to an email sent in December. They were set to talk this month. Did they? Are they still? I don't understand why the complete silence all the time by the company and the union. I can see why they wouldn't give specific details while negotiating but they could at least give us the most general description of the current situation, right?

If there's a job posting for the Westlake location, can I request to go to the Jersey City or RTP location instead?

The Leg T CWA contract expires in a few months. Will they settle without a strike? Who's got the upper hand? Is that power real or perceived? Is the company actually ready to replace workers via automation, off shoring, in house replacement, etc? If workers strike, would they just be doing the company a big favor? Will there simply be a contract extension? Will there be any real gains for workers? Are managers losing sleep right now over the threat of contingency plans? Do some workers actually hope for a strike just to have some unpaid time off work or to play the rebel role like social protesters? Time will soon tell. Does anyone have a crystal ball? What is the meaning of work life?

With the upcoming renegotiation and the company in a complete mess, now is our time. We need to use this moment to mobilize with full force. Strike if we have to. We have real leverage. Let's use it.

The and the union did not agree to an extension, however they said they counter offers were swapped and further negotiations will happen in February

Around 15% of the entire labour force is being made redundant. Those who joined two to four years ago are particularly affected, with no replacements being offered, and every department is impacted. The good news is that they are being slightly more generous in negotiations over the redundancy package.

So hearing the severance situation is at least 2 months garden pay, possibly another 8 weeks on top of that and 2x weeks for each year of service; at least from two other threads on here. Has anyone heard of the ability to negotiate for more pay and/or at least getting health benefit as longer (or a COBRA payment for say, 6 months)?

Looking for advice on how best to ask for a higher severance amount. Has anyone recently been able to successfully negotiate higher.

Do not sign anything, hire lawyer right away!

We all know the bank changed the severance package last year. But I’m hearing from long time employees that you’re able to negotiate a longer severance.
Is any of that true?

Ericsson has submitted a notice to the Swedish Public Employment Service and initiated negotiations with relevant trade unions, it said in the statement. “Approximately 1.600 positions could be impacted in Sweden. The Company has initiated negotiations with the relevant Swedish trade unions.”

https://www.msn.com/en-in/money/news/ericsson-layoffs-telecom-equipment-giant-to-cut-1-600-jobs-in-sweden-in-push-to-cut-costs/ar-AA1UfYQp

Has anyone successfully negotiated the severance package?
Any tips or tricks?

Verizon has been selling our pension funds, we loose guaranteed protections. The union needs to negotiate to allow us to roll our pension balance into our 401ks.

So according to an email sent last month the company and union are talking again this month. Will there be a complete blackout form both sides as usual? Would be nice to know if any progress is made, or if not, what are sticking points.

I am currently working at Cisco, Sr Tech Leader title.
Base: $260k
Bonus: 15%
RSU: 75k/year (for next 4 years)

I cleared CMTS interview with OCI recently. They are offering $230k base and $600k RSU, no bonus. Shall I take the offer? They told me that this is the max they can offer for IC5 and they can't hire for IC6. Why the base pay is so low for IC5?

If you could continue WFH for a pay cut, would you do it? I'd be more than happy to accept such a trade, as long as the pay cut is reasonable.

Why is the union negotiating for an extension? Why not get a new contract. They have to fix retiree Healthcare. Then the union should try to get everyone a pension or at very least a bump in the match in 401K plans.

As I said months ago they already have a contract extension in place .Both sides just needed to make it look like there was so much between them.As though so much hard work had to be done .Now they sell us the bag that’s filled with you know what.They will say man we made progress it was a tough fight and this is what we got .So I think retirees best not get their hopes up the cost of the health is not reverting.The only hope you have is a cap of some sort.The raises will be just enough to cover the medical increase for active workers.The company as you know wants to wack the disability down so there goes that when the majority of us now at at a point we may need it.So here’s to 2026 best of luck brothers.Lets just hope they don’t sell out the lump for the pension carriers maybe they throw us a bone with another paid holiday like June 19

IBEW AND CWA already struck a deal with verizon. January 2026 they'll start cutting service techs then outside plant they're saving splicers because they can work down in title

Has anyone been successful in negotiating keeping their tenure at the company. Had a two year gap and just got an offer.

You gotta hand it to The Stankmeiser. He really knows the landscape and how to be a wheeler dealer.