Any knowledge of how they handle severance when they PIP nowadays? One got PIPd hard enough not to want to bother with their hoops.
The other is possible to recover from and will work the PIP while shopping for another job.
I heard of someone that got PIPd last year just basically quiet quit, found another job and still got severance. Was that just a story?
: @9hsh+1qRj43vt
In my years in my specialty, I've seen this several times. It is usually because the employer wants to hire lower paid H1B visa types. The required skills listed are extreme. The employer can then ask for an increase in their H1B visas because they can't find qualified applicants locally. It is a scam.
Post ID: @9hsh+1qRj43vt
Sadly this type of layoff story applies to too many people (new boss, high performer, only one fired); but, one way to look at it is you are likely not the only one fired - you were just the only one in that SBG/company/department/team. They do this purposefully to keep layoffs out of the media, from federal laws, etc. And, many people have seen their job or a similar description with new title posted quite soon after their layoff.
I have a question for those still active employees though - are SBG’s still actually hiring US employees? Obviously it is rather contradictory for them to be laying people off for the last 2 years plus, but then still have multiple job postings out there. Just curious if maybe it’s a facade to keep things looking okay & good, or if they are actually filling those roles?
I was fire 1 week ago. No performance improvement plan was ever provided. My new boss came in to the company in June, 2023. The entire time I had only 2 1:1's with her. I was never presented with any individual goals or objectives. The previous boss gave us all group level objectives. For the 2023 annual, we had to figure out what we did to add to those group goals. so I did. I contributed in every category. There was one goal we all had to get parts on contract. The goal moved maybe 10 times throughout the year because nobody knows what they are doing. For along time my goal was 35% (everyone was different). It ended up at 85% at end of the year for all od us. I was at 78% - twice my previous goal. I had the highest parts on contract of anyone in my group. Some were at 40%. No one else got fired! I was told it was a layoff. Today I saw my old job posted on Indeed.
Honeywell does have a very strong legal team. They are absolutely involved in every PIP and employment issue. They have to rely on what HR tells them and I haven’t seen that be very reliable information. HR has to get approval from legal to fire anyone and you normally have to pay severance unless they are fired for clear cause. HR has been on the decline since Mark James left. He was pushed out for standing up to DEAd and Johnny boy. They milked a few more years of flat revenue and erratic stock and at 20M a year for DEAd and 6-10M for Johnny and millions for his friends (thankfully he doesn’t have many), it was a huge windfall for them earned on the backs of the working class. They milked a thriving company by fleecing it and running it into the ground and the board sat and watched. ViK now has to do what he isn’t good at and grow the top line. He will default to his comfort zone and continue to cut with AI.
You got to make up for the numbers. They will PIP as many people as they can. In order to put people in there with less pay.
How you like your loyalty are you still wagging your tail. This place is like shoots and ladders. Now you're sliding down the ladder starting all over.
BadSmell enjoys degrading and humiliating the employees. Once flagged by the treacherous your removal is just a matter of time; pack now and spare yourself the pain.
You will never be on good terms with the excr-ment again no matter what efforts you make.
I don’t believe HW has a superior legal department. That’s a scare tactic. They love to keep you afraid so you conform. Google “Honeywell lawsuits”. There’s a lot of hits, and most are settlements. No, I believe like everything else in Honeywell, they cut corners, don’t pay people what they’re actually worth, don’t hire enough people (and legal is super busy these days) foster resentment among the people that do the bulk of the work, and otherwise treat people like sh-t. This happens in every single department at Honeywell, and legal is likely no different.
No chance you would win. Whatever you believe about Honeywell, believe this: their legal department is all over the HR processes, and I'm certain they have never lost a case like that. Ever.
You can hate the morals, hate the lack of fairness, hate the leaders, hate HR, hate the whole process. But they are scrupulous about staying well within legal boundaries. Trust me- they review demographics, they review history, they review rationales and write ups, they review every legal aspect of the process as implemented before anyone is PIPd.
No chance...
PIP me please. My brother would love to prosecute a case against Honeywell.
A PiP is an advanced Firing notice. The HR Bozos, who really report, and worship Satan join the Manager and draft a PIP that is impossible to pass. So, when the PIP ends HR tells the employee they failed it and are being Fired. How can you get severance after being Fired? Also, you can expect the Company to fight and appeal your Unemployment Claim with the State Labor Department. Yep, the Company Lawyers, who also worship Satan are going to be involved in appealing your Unemployment Claim.
In my opinion PIP is the way they reduce cost of older and longer term employees
Re It's your turn to be PIPed - that was common at Phoenix Engines years ago. The PIP requirements were reasonable versus the unreasonable ones as a prelude to being laid off.
I literally heard just today from a very reliable source that one of our guys was pip’d ONLY because our manager had to pick someone. The whole PIP and 9 block rating is pure unadulterated evil. There’s a hot place reserved for those who push this evil…
Per HR they are supposed to be at any time. The mantra is that a Manager who has an employee who is underperforming or has behavior issues should not wait until HPD or Mid-Year reviews to do a PIP.
However, the reality is that the majority happen as a result of the review process.
Do PIPs get issued at any point or are they usually done during HPD review time?
I know of a couple of people who were put on PIP who got laid off and received severance, they did not however receive their bonus and merit increase. The PIP was applied to them for the exact purpose of reducing costs before the merit/bonus quarter, the team got decimated soon after that anyhow. The PIP is a financial or revenge tool by management. My director would threaten PIPS if any of his team questioned or resisted his suggestions, had a facade of Mr Nice Guy but was actually a nasty, passive aggressive cnut.