Last week we wrote an article regarding the recent voluntary severance package. When we wrote this, we intended to communicate the importance of this decision, especially in this current economy. We meant to be broad regarding the details that we shared and misspoke when doing this. Therefore, these are a few corrections.

Recently, AT&T and the CWA reached an agreement to surplus some job titles in this area. At first, this will be a voluntary surplus that allows for those ready to make a career change to earn some extra dollars on their way out.

There are some in the industry that believe AT&T may someday move to a model that limits employee operations to only 10 major urban areas. If that were to happen and you didn’t live in one of those areas, you would have some challenging decisions to make.

One of the largest factors for those planning to retire is how will they account for their health insurance. For AT&T employees this can be a little more complex as they have to factor in their eligibility status based on "the modified rule of 75". Today we want to take a look at the modified rule of 75 and what it means for an AT&T employee's health benefits.

The AT&T programs that have been designed to assist with turnover and transition are called “Surplus” and “SIPP”. Each program has unique benefits for people that find themselves in different states of readiness to transition. Today we want to look at these two programs and help provide a little insight so when it is your time to make a transition away from AT&T, you’ll have the information you need to make the best decision for your unique situation.

A few months ago we wrote about the SIPP offer extended to some employees, and our sources tell us the targeted number of employees did not accept. There have also been some Management employees that are receiving offers of up to 6 months of severance to quickly move along as AT&T attempts to reduce their management workforce.