"forced" early retirement

11 years ago

Hi, all, new here & glad to see this forum!
My husband, 63.5 yrs, has worked for Georgia Pacific for 44 years. He was a union man for 37 years, then was brought to corporate in Atlanta in 2007 to work as a Master Data Analyst after years of training & experience on computers in a GP mill storeroom. So 7.5 yrs as salaried.
A few months ago his entire team of MDM analysts were being told to get lost, not needed anymore. They had until Nov. 2 and were all given severance packages, his being the most generous because of his years of service. He still hasn't signed it, has to turn it in in a few weeks.
However, I'm just not resting so easy with this whole thing. I don't feel comfortable with it, and just don't trust them to have made sure they included everything he is due. It's not that I think they're deliberately trying to rip him off or anything, but I just wonder how to make sure it's all legit.
Since he was a union guy for so long, it seems there would be other benefits he should be owed from that time. But I honestly don't know where to begin looking to figure it all out.
Has anyone here ever been in such a situation where they worked for the same company, but as both hourly and salaried? Or even for different companies?
By the way, they had hired 1 contractor to take over for the 6 people let go on the team. 3 days after the team was gone they were up to 3 more contractors, and we keep hearing that things are going quite haywire for them. Of course. What idiots. We knew that would happen though. I guess everybody here has dealt with that kind of thing at one time or another, huh?
TIA, and I hope everyone's staying warm out there!

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Comments (9)

Elmer J Fudd
11 years ago
I'm sorry to hear about your husband's unexpected and involuntary change of plans re employment vs retirement.

I have no personal experience in the situation you describe, but I had a long career in business. I'm really not sure what you're expected to hear for responses.

You don't explain why you husband has delayed signing the severance agreement. They're typically not negotiable or subject to change. What is typical is that the terminated employee, especially one nearing retirement age, is asked to waive any right to sue, seek damages or compensation, etc., in return for the package that's offered.

If you have questions about how any items of payment were calculated, ask the company for detail. Not for a rationale, but for a calculation. After 37 years with the union, I'll guess your husband has some union benefit entitlements too, and you should ask the union directly about those.

You should understand that companies take actions like this all the time. Such decisions are usually blindly organizational matters and are only rarely personal. They don't always turn out to be good decisions but they're rarely changed.

Once you get whatever information can be supplied, you'll have two choices - decline the offer, hire an attorney and sue them (this is a really bad idea most of the time) or sign and accept what was offered (this seems like the best choice from what you've explained).

I recommend you not concern yourself with details about what the company has or hasn't done after moving forward with their decision to terminate your husband. What's done is done. Congratulations to you both on his long and successful career. It's time to move forward and make decisions for the next stage of your lives.
User
11 years ago
Do not be surprised that your husband has no union benefits coming to him. My father was a union member but his position was considered "in house" and payment into the union retirement plan was optional.

Your husband should have been given calculations with his severance paper's. Look at them. You need to look at the papers because if there is a pension in most state a wife must sign where there is an option of spousal benefits after the death of the ex-employee.

Forget about what the company does from now on other than if they offer your husband a contractors position.
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Kippy
11 years ago
Wow 44 years congrats to him. Hope he enjoys retirement, sounds like he really deserves it.
User
11 years ago
randnday,
He has to contact his union rep from the office that he worked under all those years.
He can ask any questions he wants, and if I were you, I would also have an attorney look over the papers they gave him.
The union and management are two seperate entities, so he will definately have to see what benefits, usually a pension, is availble now that he is retiring.
Good luck to you, and I am not surprised at his forced retirement.
It's the way it is anymore, you hit a certain salary and age, and your outta there.
jakkom
11 years ago
You've gotten excellent advice (my DH was also a union member his entire career). GET IT HANDLED NOW - there is usually a deadline for submitting paperwork and they aren't flexible about it!
Elmer J Fudd
11 years ago
jkom, are you suggesting there's a consequence for not submitting pension paperwork on time?
User
11 years ago
If jkom is not I know that there are consequences for not looking and signing the separation papers.

My husband took a buy out which included extra for insurance and 5 years added to time in service. Raised retirement. If he had not signed the papers his retirement would have been considered as a normal retirement and would have been 1% of his salary rather than the 2% and extra time.
joaniepoanie
11 years ago
I think if you are unsure about anything and aren't getting the answers you seek from HR and the Union rep, than by all means have an attorney look everything over.....it will be $ well spent and will give you peace of mind knowing that your husband is getting everything due him. After 44 years, he deserves a great retirement!
joyfulguy
11 years ago
Definitely check with HR about the way the calculation was made and with other questions which he may have.

Does he know what usual retirement provisions are, and how does his offer compare?

Talk to the union people, as well, to find out what retirement provisions their members have had and what are available now. He worked in their situation for many years. Were retirement provisions for unionized employees during that time managed by the corporation or by the union?

It might be a good idea for him to check with many of the people that he knows about reputable lawyers, and who have expertise in this field.

Quite likely the union people may know of some, but they might be known to have a union bias, and he might be better to find one who had a reputation for being more even handed in his approach, should he choose to seek serious negotiations with the company, should such be possible.

Does he know what results have been in the case of people, both hourly-rated and staff, who were given early retirement in previous situations with Georgia Pacific? Can he find some people who were given those offers? They might have some useful information.

ole joyful

"forced" early retirement

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Elmer J Fudd

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