Worked at ACN doing process and business analysis work for less then 2 years and just got axed....Just wondering if there are any other ex-ACN members here that have had that happened to them and what they did after wards and the roles they landed.

Just wait for couple of weeks may be 3 - 4 and you will get between 600 and 3000....

By "axed" do you mean counselled out for poor performance, voluntary redundancy or made redundant?EC

Quite frankly, EC, in this day and age there's not a lot of difference between them.

anyone who tells/told you they voluntarily left before the 10/11/08m should be happy they aren't called pinocchio

How do you mean. who call who pinocchio?Why?

decisions on vol redcy made around the 10th. On that note, would also be keen to hear the reply to EC's question.

"How do you mean. who call who pinocchio?Why?"He means many people who are 'counselled out' for poor performance/repeated failure to get promoted often spin it as 'voluntary redundancy'.

Forgot to mention that i meant "axed" as in poor performance.Any help on what other people have done afterwards?

mmmmmm councilled out, VR or compulsory redundancy. The market will not care one bit which of the 3 catergories you fall into.The reason is if you got councilled out already you have a jump on your collegues, if they accept you for VR you are a lower end performer with poor chargeability and if its compulsory you were a lower end performer with poor chargeability and your head in the clouds !

Ironically the packages for a compromise agreement (councilled out) are often better than a redundancy payout so in many cases you are better to get councilled out than the compulsory chop which has the lowest package.

It's a peculiar business model as it means if someone has a job lined up at some point they could just muck about to get a decent pay off before they start instead of like any other job where they would have to resign and get the standard months gardening leave.

Its not ACN's business model its employment law. A compromise agreement is a quick and dirty way of getting rid of someone without the hassle of verbal and written warnings. The payout is based on how long it would take someone to find a similar paying job and what they would be awarded at an unfair dismissal hearing not length of service which is what redundancy is based on.

It absolutely is a business model: they choose to use the Compromise Agreement instead of giving verbal and written warnings.