Thread regarding 3M layoffs

I leave in a week's time. Still not had anyone tell me why role was eliminated as boss is affected, so should have been his boss in the call, but he dodged the meeting and then resigned. So no details - but going anyway. HR are doing all they can to distance themselves from the (shockingly poor) process, outplacement support have not been in touch as yet (it's been almost 3 months). I am good with it, have a new job to go to, but feel bad for people who are affected badly as they should not be treated like this. Advice is make HR and the next manager up do their proper job when you are being exited.

you can always get more, call a lawyer and get him to draft a response. Especially in these dire times. it will be hard to find work. 3M will cave they dont want to be sued. dont sign anything until an employment lawyer looks at it you may be entitled to more.

Very informative thread here! I've copied all of it into a file for future reference just in case some of it mysteriously vanishes. Thanks to the posters for sharing!

@3yfv+1m96Ng5q

HR will consider that when working to build up the list with the VP. You might be surprised just how much the VPs know about such things.

In my limited experience, anything like that is not considered either way unless it is pretty recent. The definitely don't want it to look like someone was let go because they have a disability, but it won't save anyone who might get cut anyway.

The advice to consult with a lawyer before signing is very good. I endorse it wholeheartedly.

If you have a disability, health issue, are over 50 and/or female, you should consult with an employment lawyer before you sign anything....

@2ysu+1m96Ng5q

What if you have a disability? Like a chronic autoimmune disease? I heard that 'in the past' that could save you from being chosen for JE, but if the VP and HR choose the names they won't necessarily know this. Would Legal find out in their review/approval process of the list chosen? In your Workday profile you can specify that you have a disability (it's just a checkbox, they don't ask for details) but I've been out on Short Term Disability 3 times in my career due to my disability (about 3 months each time). Not sure how that would impact Legal's decision (if at all, if they even know?). 3M seems intent on 'de-Xing' large groups and teams - it seems to no one is "safe." Frankly beginning to wonder what is worse -- getting cut or being left behind to deal with this mess...

For the layoff in September 2022, I was a level 14 manager and did not find out about the layoffs until the day before. Additionally, I know that directors sometimes do not even get to provide input into who is let go. In the end, every layoff is a bit different in how the company handles it. I am assuming if another layoff happens soon, they will try to keep individuals who can balance managing employees while also executing some of the work. I say this because after five years of layoffs, somebody has to manage and somebody has to deliver. Seems like 3M will have to start running like a smaller revenue company just to get by.

@2ysu+1m96Ng5q

For a rough guide for US staff groups:

• Supervisors/Managers whose groups are not impacted - will find out at roughly the same time as everyone else. Maybe an hour or two before. They won't even see the list until after the announcement.

• Supervisors/Managers whose groups are impacted - Will generally find out about two or three weeks in advance. Unless the manager themselves is impacted. They will get trained with HR on how to deliver the news to the employee.

• Director level - Generally follow the Manager rules, but might have some say on who goes in their groups, especially if there is a close call on cutting person A vs person B. They will find out a few weeks earlier than the Mangers that something is coming. If the manger is impacted, they might deliver the news to both the manager and those impacted in their group.

• VPs - Here is where the names are chosen. They will be signing the 'special CDAs' for 'Codename Project Access'. Most of the cut decisions will be made between the VP and HR reps. They will be mostly looking at a demand from above that a certain number of people need to be let go.

The VP and HR will then go through and pick people based mostly on demographics (age, gender, race, job level), with very little consideration given to performance either way. The cuts will be targeted so that the demographics of the cuts try to match the demographics of the group to reduce the chance of legal issues. (i.e. If 30% of the people in the group are demographic ______, then about 30% of the cuts should be demographic ______.)

The list will be 95% final a month before announcement so HR can get all the paperwork ready to go.

3M does this in a very inhuman, almost mechanical process, one senior leadership should be ashamed of themselves for creating.

Managers often have no visibility to "the list" until the day to be let go actually comes, nor do they get much input about who is on it. This information is incredibly tightly held by a very small group. Most managers up to a very high level don't even know for sure what's coming; they have the same uncertainty and lack of information as the rest of us.

@2wta+1m96Ng5q Great answer.

I would add, if you want to test your boss - ask about projects/tasks 3-6 months from now. Things like - "After project ______ wraps up, what will I be working on?" and "Should I start working on ______ for this fall?" Do this gently a few times over the next couple weeks.

If the answers are consistently evasive, you are probably on the list.

Here's a big clue that you're included in the next wave of Job Eliminations:

Your work starts to dry up and your manager isn't giving you anything to 'sink your teeth into' because they know you are on that list, so why invest anymore in you, just to transfer your work to someone else (or should I say, dump your work on top of someone alreay overloaded).

And the other stuff… others might have better answers but I’ll do my best.

Regarding the “signing” my understanding is you have until the 45 days are up to accept the severance. I believe it you sign it you cannot believe it at 3M for a year (but I’ve also hard people say it’s 6 months, can’t see this mattering to many people). I have not heard of anyone negotiating severance. I doubt they do it. Also regarding the 45 days, you lose your systems access in two weeks in which you turn in your badge, computer, etc and are you essentially done as an employee. If you haven’t signed the severance and are pursuing an internal job you have another 4.5 weeks to figure that out. I think your best bet would be leave the day you’re notified, that’s what the majority of people I know have done.

You have 45 days from day you’re eliminated, so basically 1.5 months. Severance begins after the 45 days is up. There is a 4 week minimum so you would get this. For example let’s say you get laid off on April 25, you would get paid through July 7 (45 days goes to June 9th and then 4 weeks from there is July 7).

For people with more years it is 1 week per year of service up to 10 years and then 1.5 week per year beyond year 10. And there’s a 26 week max. So someone with 12 years at 3M would get the 45 days + 13 weeks.