TEAM Jobs Reductions and Current VRTIP/VSP: TEAM has discovered an issue with the estimated payouts in Bell’s VSP/VRTIP portal. For some employees, the estimated payout was adjusted downwards by Bell, without notice, approximately two weeks ago. We understand this is because Bell discovered an error whereby the initial calculation amounts were based on service dates as of December 31, 2025, rather than the March 31, 2025 date indicated in the portal. Bell advises us that all incorrect payout amounts were revised to reflect years of service as of March 31, 2025, and are now correct; however, we understand that the portal still shows incorrect years of service for members.
This error is not acceptable, as Bell guaranteed that VRTIP payout amounts would not be less than the amount estimated in the portal, and we are concerned that some members may not have realized the adjustment before applying.
To rectify the situation, TEAM has asked that Bell immediately notify all members about the errors with the portal and give the members who were provided with incorrect information the opportunity to reconsider their decision in light of the updated payout amounts. Unfortunately, at this time, Bell has not indicated willingness to follow through with either action.
Bell advises that the incorrect payout amounts only impacted some members who would normally fall under Category 4 for the VRTIP and severance payouts (specifically those with NCS dates falling after April 30), and members who did apply based on an incorrect payout estimate have been notified. However, TEAM has heard from members who do not fall under Category 4 and who report that their estimated payout amounts were also reduced from what was initially shown.
We requested that Bell provide a list of all TEAM members whose estimated amounts were corrected when Bell discovered the calculation error, and we have reiterated that we believe Bell ought to notify all members of the error and extend the application window to provide a reasonable amount of time for impacted individuals to reconsider their decision.
We encourage members who have any questions or concerns about whether their estimated payout amount is correct or how it was calculated to please contact AskHR first, and then contact TEAM if you have questions or concerns about the information that Bell has provided.
Next Steps
Unless Bell extends the application window, the deadline to apply for the current VRTIP/VSP is tonight at 11:59 pm, EST. Bell has indicated in its FAQ document, that all applicants will be notified of the results of their application by April 14, 2025. However, approved applicants will not be provided with their departure dates until two to four weeks before the actual departure date, which can be anytime within this calendar year. When approved applicants receive their departure dates, we understand at that time they will also receive confirmation of their actual payout amount, as well as the final paperwork/forms that need to be signed and submitted, electronically, to Bell prior to the last day of employment in order to receive the VRTIP/VSP payout.
Bell has advised, in situations where applications received exceed the number of reductions required from the job or position grouping, approvals will be based on business requirements and NCS date, in that, senior applicants will be approved first unless business requirements prevent this from occurring. The same can be said for departure dates, in that Bell has advised that if there are “two interchangeable resources performing the same role the most senior resource will exit first”.
For people in targeted positions who are not applying for the VRTIP/VSP and wish to remain employed, we remind you to please make sure you submit a Lateral Transfer request form, including your resume, per Bell’s instructions in its FAQ document (can still be done after the application deadline), asap. There is a hyperlink in the FAQ document to access the online request form and we understand it can also be accessed in BellNet in CareerZone where the job postings are kept.
Bell has advised TEAM the purpose for requiring people to submit a Lateral Transfer request form is to have a single repository to house the information to aid in Bell’s decision making process regarding redeployments to minimize the need for layoffs. Bell has the right to transfer TEAM members (inside or outside of a downsizing initiative like this) to another job as long as there are legitimate business reasons to do so, and the decision is fair and reasonable and has been made in good faith.
Article 8 of our collective agreement (CA) outlines the process for filling vacant positions, including provisions for Lateral Transfers, transfers to lower rated positions and promotions. Bell is not obligated to involve the employee ahead of time in the decision making process as to whether or where they may be transferred, although in some cases, it may opt to do so. To minimize the need for layoffs, in addition to vacancies within Manitoba, Bell is also required to consider TEAM members for redeployment to vacant positions outside of Manitoba where the work can be performed remotely. If through this downsizing, you are redeployed to another job and you have questions or concerns about the redeployment, please contact the TEAM office to discuss your situation and options that may be available to you.
Should the specified number of reductions not be achieved through the VRTIP, Bell has the option of pursuing layoffs to meet their numbers. The layoff process, including details of severance, bumping, and recall rights is outlined in Article 27 of our CA.
We encourage all members in targeted positions who are not applying to familiarize yourselves with the layoff process, and in particular, Article 27.04.1 (included below), which outlines the assessment criteria for determining employees to be laid off:
27.04.1 For the purpose of determining employees affected by a layoff, an employee identified for layoff in a single incumbent position will be assessed with employees in a multiple incumbent position(s) which in the Company’s opinion, compares closest to the single incumbent position on the basis of duties and responsibilities. In assessing employees for the purpose of layoff within the combined multiple incumbent position(s), where incumbents are deemed by the Company to be relatively equal on the basis of skill, ability, performance and qualifications, the junior incumbent, according to Net Credited Service (NCS) date, shall be laid off first. In the case of multiple incumbent positions, where incumbents are deemed by the Company to be relatively equal on the basis of skill, ability, performance and qualifications, the junior incumbent, according to Net Credited Service (NCS) date, shall be laid off first. The Company maintains the right to determine the location of the layoff.
In the event that Bell does decide to initiate layoffs, it must meet with TEAM and “seriously discuss further ways to minimize or avert layoffs by reviewing issues such as redeployment opportunities, lateral transfer opportunities, vacancies, etc.” (27.02). Bell must also provide notice to TEAM of the layoffs two weeks before it notifies the people who are being laid off (27.03.1). During this two-week period, TEAM will continue with efforts to prevent the layoffs; however, we cannot tell anyone that we have received notice of layoffs, nor can we advise anyone of who is to be laid off.
While we certainly hope that Bell does not initiate layoffs, it is important that we have as much up to date information as possible on potential options for averting layoffs should we need to advocate for TEAM members to remain employed during this period, To that end, please assist TEAM in tracking and monitoring the progress of this voluntary departure program by providing the following information (if applicable and you haven’t already done so – thank you to all that have already responded):
Members in targeted positions: If you are in a targeted position and will be or have already applied for the VRTIP, please click here and provide your name and position title.
Additionally, for members in targeted positions who are concerned they may be laid off, to assist TEAM in advocating for your continued employment should the need arise, please click here to provide us with a copy of your resume and any additional information you believe may be helpful in averting a layoff, e.g., other jobs in the company for which you would qualify; information about your skill, ability, qualifications, and performance in relation to the assessment for layoff procedure under Article 27.04.1 (above) that you believe may be helpful.
Members not in targeted positions: If you are not in a targeted position, but have applied for the VRTIP, please click here and provide your name, position title, and VP group.