Laid off for cheaper labor

 

Laid off for cheaper labor

Last Monday I was pulled into an undecorated, plain white back office by someone who I had never met before, who then proceeded to tell me that due to “company restructuring” my position has been “affected”. It was shocking, considering I have been at the same job for 6 years with absolutely no write ups, late attendance, etc. I was then informed after the initial shock that my ENTIRE TEAM had been let go due to this “restructuring” - some of the employees on my team had a 40+ year tenure with the company, and I was the newest employee at a 6 year tenure. So, it was a bunch of fully trained, hard working individuals without any derogatory marks or work related concerns. The entire thing was read directly off of a printed piece of paper, read to us by someone we had never met before. Then, after giving us that news, we were told that we were required to work for the company for another 4 weeks in other various positions, basically being water boys for the whole building, in order to get any severance pay. We were all shocked and utterly speechless.

We were even more shocked and speechless when just a few days later our positions were already listed online as open positions “urgently” looking for candidates. The listed pay? $16 AN HOUR! Our lowest paid employee was making $22.75, all the way up to $30/hr. It was a pretty extensive, blue collar, 10+ hour shifts outdoors in the weather type job. They laid off an entire team of dedicated, hard working, tenured employees just to be “urgently” hiring new replacements at 16 BUCKS AN HOUR! That’s not even enough to get by in my area at all. Even $24 was hard to get by on! Some of these people are nearly 70 years old and now worried about filling out job applications and scrambling to update a resume! Absolutely ridiculous. I’m not sure how I can ever find it in me to work for someone else ever again after being a part of this.

Jobadvisor

I am so incredibly sorry. Reading your story, the word that comes to mind isn't just "restructuring"—it’s betrayal.

To give six years of your life (and for your colleagues to give forty) only to be treated like a line item on a spreadsheet is cold and dehumanizing. Being told the news by a stranger in a blank room is a classic corporate tactic to avoid "emotional friction," but it only makes the experience feel more like a gut punch.

The fact that they are hiring for your exact roles at a fraction of the cost—barely a living wage—is the ultimate insult to the expertise and labor your team provided.

Validating Your Frustration

It is completely normal to feel like you never want to work for anyone else again. You’ve just had the "corporate lie" exposed: the idea that loyalty is a two-way street.

• The "Water Boy" Requirement: Making you work unrelated tasks for four weeks just to "earn" severance you’ve already earned through years of service is particularly predatory. It’s designed to keep the lights on while they transition to the cheaper labor.

• The Wage Gap: Dropping the pay from $22–$30 down to $16 for outdoor, 10-hour-shift blue-collar work is a recipe for high turnover and safety issues. They are trading institutional knowledge for short-term profit.

Protecting Yourself Right Now

While the emotional wound is fresh, there are a few practical things you and your colleagues should consider:

• Review the Severance Agreement: Before you spend four weeks as a "water boy," have a lawyer (or at least a very sharp friend) look at the severance contract. Ensure that by working these four weeks, you aren't inadvertently waiving rights to unemployment or other benefits.

• Age Discrimination: If the entire team was tenured and older, and they are replacing you with (presumably) younger, cheaper labor, there might be grounds for an ADEA (Age Discrimination in Employment Act) inquiry. It may be worth a collective consultation with an employment attorney.

• Document Everything: Save copies of the new job listings at the lower rate. This is proof that the "restructuring" wasn't because the work disappeared, but purely to undercut wages.

A Shift in Perspective

You mentioned you don't know how you can work for someone else again. That feeling is your brain trying to protect you from being hurt again. Use this "bridge" period—the next four weeks—to do the absolute bare minimum required to get that check. Your loyalty to that company died the moment they stepped into that white room.

Save your energy for yourself and your teammates. Help those 70-year-old colleagues with their resumes if you can; that camaraderie is the only thing the company couldn't take from you.

I need to quit my job but I’m scared

I (25M) work at a Dunkin Donuts in Phoenix, AZ. I’ve been working there for 2.5 years. Last year, i worked at a different location and I was getting almost 30 hours a week. And now, in my current location, I’m only getting 13 hours a week. My manager keeps saying it’s because “business is slow” but the manager is taking up the majority of the hours for himself. My paychecks are getting shorter and shorter and I can’t keep getting paid under $500 every paycheck.

I want to quit, but the last time I did, I went to work at this restaurant, but got fired for failing the menu test. They were gonna let me retake it, but they just fired me. So I had to call Dunkin to get my job back, and thankfully I did. I don’t want that to happen again, and that’s why I’m scared to quit this job.

I’ve been applying to jobs but no luck on an interview yet. I’m stuck on what to do. Any advice?

Jobadvisor

It makes total sense why you’re feeling paralyzed right now. You’re caught between a "starvation" wage at a job you know and the fear of failing again at a job you don't.

That "menu test" experience sounds like it left a bit of a scar on your confidence, but remember: failing one test at one restaurant doesn't mean you're bad at working. It just means that specific environment wasn't a good fit for how you learn.

Since you are only working 13 hours a week, you actually have a "hidden" advantage: time. You have 27+ hours a week (compared to your old schedule) to treat "finding a new job" like your actual full-time job.

Here is a game plan to help you move forward safely:

1. Don't Quit Yet (The "Bridge" Strategy)

The golden rule when you're scared of being unemployed is: Don't quit until you have signed an offer letter elsewhere. Since your hours are so low, you don’t need to quit to go to interviews. You have plenty of open blocks in your week. Use that $500 paycheck as a "survival fund" while you hunt.

2. Lower the Risk of "Failing" Again

To avoid the "menu test" trauma, look for roles that rely on the skills you already proved you have at Dunkin (speed, reliability, customer service) but don't have high-pressure memorization requirements right away:

• Warehousing/Logistics: Places like Amazon or local distributors in Phoenix often hire based on reliability. No "menu tests" involved.

• Retail/Big Box: Target, Walmart, or Home Depot. The "training" is usually computer-based and much harder to "fail" than a high-end restaurant menu.

• Security: Many entry-level security jobs in Phoenix mostly require a background check and a steady presence.

3. Apply for "Underemployment"

In many states, if your hours are drastically cut through no fault of your own (from 30 down to 13), you may be eligible for partial unemployment benefits.

• Check the Arizona Department of Economic Security (DES) website.

• This could help bridge the gap between that $500 paycheck and your actual bills while you look for a new role.

4. Address the "Manager Taking Hours" Issue

If your manager is salaried, they shouldn't be "taking" hourly shifts unless the store is failing. If they are hourly, they are likely protecting their own paycheck at your expense. Since you already have one foot out the door, it might be worth asking:

"I can't survive on 13 hours. If there aren't more hours here, can you help me transfer to a busier location in the franchise?"

5. Phoenix-Specific Resources

Phoenix is a massive hub for call centers and customer service (like American Express or Discover). These jobs often pay significantly more than $16/hr and offer 40 hours a week. They involve a lot of training, but it’s paid training where they want you to pass.

Do I report my boss to HR for sharing she’s a holocaust denier 

Hi everyone,

I’m currently navigating a very challenging situation at work and could really use some advice. Our manager has made deeply troubling statements, including denying the Holocaust and blaming victims. This information was initially shared with one of the managers, who then informed another coworker that same day, so two people knew at that point. We later discovered that another manager was also aware and could corroborate the details.

Now, multiple people are aware of this situation, and it’s causing a lot of discomfort and unease among us. We’re unsure how to proceed, as we want to address this ethically but are also concerned about potential retaliation and the risk of losing our jobs.

We’re looking for guidance on the best way to report this to HR safely and effectively, without causing further harm to ourselves or the work environment.

Has anyone been in a similar situation? What are some strategies to handle this responsibly?

Thank you so much for your help.

To answer some questions that are coming up below

- these comments were made directly to two assistant managers who told me

-this is a really small staff in retail

-this manager has a track record of being unprofessional and abusing the rules, the work place culture in general is bad

-the comments that were made while not targeting any staff do target Jewish people and their history

-the specific comments made in addition to the completely denial of events were “Hitler wasn’t that bad if you translate his speeches”, “the showers were actually showers” “Jews are taking over the world” “”the Jews willingly went to the camps”

-this conversation was a result of the question what conspiracy theories do you believe in and that was her reply so it was prompted

Also want to acknowledge I am aware she has a right to those beliefs and comments the concern is how is this contributing to an already toxic work environment

Jobadvisor

This is an incredibly heavy and volatile situation. It is understandable that you and your coworkers are feeling unease; working for someone who expresses those specific views creates a baseline level of psychological unsafety, especially in a team environment.

To clarify a common misconception you mentioned: while individuals have a right to their personal beliefs, employees do not have an absolute "right" to express hate speech or antisemitic tropes in the workplace without consequences. In Pennsylvania, and under federal law (Title VII), an employer has a legal obligation to prevent a Hostile Work Environment.

Here is a strategic breakdown of how to handle this responsibly as a group.

1. Shift the Focus from "Beliefs" to "Conduct"

When you go to HR, don’t make it about her private thoughts. Make it about her professional conduct and the workplace environment. HR is more likely to act if you frame it as:

• Harassment/Hostile Environment: Statements like "Jews are taking over the world" are textbook antisemitic tropes. This creates a discriminatory atmosphere for Jewish employees (current or future) and an offensive environment for everyone else.

• Impact on Business: In a retail setting, if a customer overheard these comments, the brand damage would be catastrophic.

• Poor Judgment: As a leader, bringing up Holocaust denial in response to a "conspiracy theory" question shows a profound lack of professional boundaries and judgment.

2. Strength in Numbers (The Group Report)

Since you mentioned a "small staff," retaliation is a valid fear. The best protection is Collective Action.

• Don't go alone. If the two assistant managers who heard the comments directly and the coworkers who were impacted go to HR together (or submit a joint signed letter), it is much harder for the company to "fire the whistleblower."

• Under the NLRA (National Labor Relations Act), employees engaging in "concerted activity" for mutual aid or protection regarding workplace conditions have certain legal protections against retaliation.

3. Documentation is Your Only Shield

Before speaking to HR, ensure the two assistant managers write down:

• The Date and Time: When exactly was this said?

• The Context: It was a "conspiracy theory" conversation.

• The Exact Quotes: Use the specific phrases you listed (e.g., "Hitler wasn't that bad").

• The Witnesses: Who was standing within earshot?

4. Address the "Track Record"

Since you mentioned she already has a history of "abusing the rules" and creating a toxic culture, HR likely already has a file on her. This incident might be the "final straw" they need to terminate her for cause. Frame this as the latest and most severe example of her inability to lead professionally.

5. The Question of Pennsylvania Law

Pennsylvania is an at-will employment state, meaning they can fire someone for almost any reason—but they cannot fire you for reporting harassment or discrimination in good faith. If you report this as a "Hostile Work Environment" issue based on protected characteristics (religion/ethnicity), you are engaging in a protected activity.

Summary of Strategy

Step	Action
1	Gather the 3+ people who are concerned and agree on a unified story.
2	Have the direct witnesses write signed statements of the exact quotes.
3	Request a formal meeting with HR (or the owner, if it's a small business).
4	State clearly: "We are concerned that these antisemitic comments have created a hostile work environment and reflect a lack of professional judgment."