497 Isn’t Even an Area Code

497 workers at Stone Mountain Park are about to lose their jobs, and are being told they can reapply.

In this episode, Nikki breaks down what that really means, how contract transitions like this are structured, and why systems like WARN notices aren’t enough to protect workers.

This isn’t just about one layoff.
 It’s about a system that protects the deal, not the worker—and what it would look like if it actually worked.

If you’ve ever wondered what should happen when someone loses their job, this is the conversation.

Listen now and support the campaign: VotePorcher4GA.com

Transcript

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Nearly 500 workers at Stonemile Park were told that they're losing their job. And their plan is that they can reapply for them if they want to. They can reapply for jobs they already have. Now, I want to talk about what's really happening here and what should happen when people lose their jobs. Because these are two different a new operator is taking over the park, and when that contract changes hands, like it's happening, workers aren't automatically transferred. They're pushing to a process where they have to apply again with no guarantee of pay position or benefit. Now, this is not a smooth transition, this is a hard reset. And the information came out because of a warrant. Warren stands for working adjustment and retraining notification. It's supposed to give workers advanced notice. About 60 days when there's a mass layoff or closure, the idea is simple. People should have time to prepare, time to look for another job to plan for their bills to figure out what's next. But 60 days is not a real notice. Notice is not a plan. Getting a letter that says your job is ending doesn't mean you know what to do next. And we all know 60 days can really go like that, especially when it doesn't connect you to a new job or protect your wages. It doesn't stabilize your life. This is where the system stops, and that's the problem. What should be happening is that before layoffs even take effect, the department of labor should be engaging. The department of labor should be connecting workers to real opportunities, not just sending them to a website, not just saying reapply for your same job. The department of labor should be working with the incoming company. In this case, the company now is taking over the previous one to create a transition pathway that allows the workers who have those jobs to be able to keep their jobs at the same pay, making sure that workers understand exactly what's happening, their benefits, the options, and next steps. But most importantly, the department of labor should be making sure that people are not falling through the crap. Because a new company taking over should not mean starting from zero. Right now, our systems are reactive. They show up for people after they lose their jobs, after the stress has hit, after bills are due. We actually have normalized this, and normalizing instability as part of working is not norm. I spent the last 10 years helping people navigate moments like this, helping people find work, helping business grow, helping create real pathways, not just promises, not just ideas. I've seen what happens when the system doesn't work, and I've also seen what happens when it does. The Jewish Department of Labor works for people of this state. We elect our labor commissioner, and that's intentional to showcase who the department of labor is supposed to work for, not for the businesses. The department of labor partners with businesses, but the goal is to make sure people can work, stay working, and be treated fairly. That's the job. Because reapplying is not a work for strategy, it's a gap. And right now, too many people in Georgia are falling into it. My name is Dickie Porchet, and I'm ready to become Georgia's next labor commissioner because work should work for everyone, and I'm helping to bridge the gap when it doesn't.