Thread regarding Ford layoffs

Fake ai counterattack on ford

https://corporate.ford.com/content/dam/corporate/us/en-us/documents/legal/global-modern-slavery-and-human-trafficking-transparency-statement.pdf

Remember, HR at Ford is neither human nor a resource... They only work for the corrupt upper management, that's it...

@y5+1jjp1mnm6 same here. knew intuitively somehow to keep my mouth shut (rare for me). or else they will crush you for sure. it is depressing when you see incompetence and can't call it out so you can save what is left of your job, because at ford they sometimes classify incompetence as competence. endless warranty costs can't be wrong.

I am totally happy at Model e and our leadership is second to none. Best in the company. The future of Ford lies here.

You're not the only one to have sh-t like this happen, OP. I fortunately kept my cool long enough to get out without trying the speak up route - learned a bit of employment law: HR protects the company, not you. Best of luck. F Ford.

Busted

damn. this you?? @DF

What does Doug Field have to say about modern slavery going on in under his own house? is he not aware because he looked away? Was he complicit? I need to know. Wasn't one of the names listed Director of Product Development? Not looking Good. This goals all the way to the top, like the others said.

This thread got really quiet and dark all of a sudden....

Ford e took over anlotof 1st floor office space at Fairlane/lord and Taylor. They thought they were the golden children. They exclusively have cold brew and many other Starbucks like beverages while purchasing, cost ops and sta had to buy their own. Word got out so outsiders began to enjoy cold brew. Doors were then key access only and the covered the windows with paper. What a bunch of je-ks. Good prudence fellas

Call the internal help line and report the incident, find a new job...case closed.

Listen. im so tired of peopl saying they dont believe me, everytme i defend myself with proof directly that gets worrse and worse they make me revisit it. on top of that they keep banning my ip., i rent out various dedicated IPs in different block ranges so thankfully i can still reach out here but its super annoying! and its hard to immediately dispell these things. ill give you a new one. whoever sees this please just screenshot it because it wont stay up. im getting so tired of this. if you know who i was in model e. you need to not look away from this because this happened and people know it happened.

this time i want people to screenshot. its so exhausting being drawn back into this fight to prevent misinformation like please. i always asked the people doing this (in my head) if they had families and loved ones they cared about. i have just my parents who i love and i will say no connnections. they were happy i had the job and didnt undertstand what i was going through. i stayed strong for them.

if you had parents that didnt start from 0 and worry about things in life and would react differently then thats your story not mine. my dad was shot in the face while studying here in detroit and had a harder story than most. thats why i work hard, my mom took care of him and held it down. thats why i work hard. because they had harder.
but i didnt work to become enslaved and have it covered up! i tried my best!
nobody protected me! nobody knew!!!! no one believed me!

the documents have proof!!!

All the white people in the team came over after the exploitation of Desis—it was akin to how the British used Indian elites as middle managers to control lower-caste and working-class laborers.

I started in 2022, and the folks I worked with were all contractors. The only other Ford employee was fired in the summer of 2022, and the other manager that witnessed the abuse was moved shortly after. The one fired came in after the abuse—they swept in but saw too many signs. After all this, the team was slowly replaced with white people who never witnessed what happened.

I am Pakistani, and the contractors and my boss were Indian, which made me a direct target. Key fact: I was born and raised here, and this was my first job.

Please don’t make me relive this abuse and say I’m a fraud—you don’t have the facts. And if you have children or family, please think about if this was your own child coming to you.

Weekend and Off-Hour Expectations
• [Manager A] acknowledged extra hours being put in on weekends and noted that management expected the work to be completed by a Monday morning deadline. He explicitly thanked me for accommodating off-hour work and hoped these extra hours would stop soon—which suggests they were not voluntary .
• [Manager B] also acknowledged weekend work requirements and advised me to “spend time on the weekend to support the launch.” He even mentioned that I was already working hard while fasting, showing he was aware of the burden but still expected me to work .

Morning Expectations
• [Manager A] asked me to start work at 8:30 AM, specifically to meet early deadlines. This shows an expectation to work outside of standard hours .

Pressure to Work Without Breaks
• [Manager B] discouraged taking personal time off, emphasizing the urgency of the work. I requested a hard stop at 5 PM for balance, which shows I was burning out .
• When I asked for a break due to exhaustion, [Manager A] suggested informing [Manager B] but continued asking for updates regardless .

Weekend Meetings and Collaboration
• [Manager A] scheduled multiple weekend meetings and expected me to work with [Employee C] and [Employee D] on Saturday to meet deadlines .
• [Employee C] and [Employee D] were also pulled into weekend work, reinforcing that this was a systemic issue .

@rd+1jjp1mnm6 Ah the time honored Ford tradition of victim blaming and shame shifting. I believe @OP as

• the behaviors cited and attributed to individuals in the deleted posts were consistent with observed behaviors over many years
• the poster was clearly young and had just had his eyes opened to stark realities of Ford life. It leaves a mark and stuns the young and naive, particularly those who aren’t about the money but about learning, growing and doing the right thing. He was clearly was working thru this “learning experience”.

Now @OP knows what to look for in future jobs, and knows the telltale signs of a toxic work environment.

If you look at the model E employees you will find more than one employee with DF initials, so don’t jump to conclusions.

And we have all observed the True Tone that Doug Fields sets, and it is quite a bit difference than his publicly stated tone. Follow the leader Two Jims on that.

@ra+1jjp1mnm6 "That makes this entire thread suspect."

Agreed, but I thought it was obvious that this was a BS thread as soon as I saw the words "exploited" and "abused". Then all the TLDR posts. SMH.

The OP doesn't even know who Doug Field is?? That makes this entire thread suspect. How could someone work in Model e and not know who the driving force is of the organization and who sets the tone of its leadership and goals?

That is disingenuous all by itself.

OP- I used to be an FCG - hired in 1996. Long story, but I left in 2004. Best thing ever. My life and career are much better than it would have been at Ford. Yea, I was an O performer and when I reported things that should have not have been going on to HR, I got retaliated against so I left. I think you should find another job. Whatever you do, don’t tel HR any of this. HR is there to protect the company not you. At your exit interview, don’t say anything negative either. It will just burn your bridge. As a side note, who is your FCG advisor? I hated mine. He was an arrogant je-k who talked down to me. He was also d-mb. I wouldn’t tell your advisor these problems. When does your rotation end? Can’t you just make up some story to your advisor about blah blah some other area is more what you are interested in?

hello everyone this is op. i am using my one of my servers hosted outside of michigan to access this. they have restricted my residential ip address from posting. this happened right after the speak up comment came up. everything is accurate and there is no lies to suggest otherwise. yes they deleted many comments..... speak up is not safe. they covered it up they were the clean up crew. they suppressed my ability to post my response to that. you can consider this thread now compromised. they did this because each time they denied something i would avalanche them with proof. thank you for everyones kind words i still read them. idk who da-f df is but one thing i learned from my own personal experience in things outside of ford is if he genuinely feels like that then i feel for you because ive been there and you must always pay attention to what is going on in your house. peace and love to all.

OP:
It is sad this has happened. In the past the FCG program used to be good and people who got selected were very lucky.

I am assuming you are young and therefore my advice to you would be to think about your future. Find another job, in another company. Forget about these people. Karma will get them one day. Miserable people are the ones that make life miserable for others.

I know several people who got unlucky with bad supervisors. They got new jobs and are now very successful. Hopefully you can do the same.

DF runs a reputable organization, thus I don't believe this thread is totally accurate.

“ Were some of the posts deleted and/or edited?”
Yes, there was a post with about 6-7 names and a follow up post that included another 1-2 names. Both posts were both deleted.

Were some of the posts deleted and/or edited?

Reach out to speakup and report them. They need to be exposed.
Speakup team at Ford is really good. You can trust them.

Well, that escalated quickly.

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This FCG needs to communicate with their college about how Ford treated them as well as engineering students at the college so they do not suffer the same fate. Word of mouth goes a long way.
It is sad that the FCG program has deteriorated. I blame the senior leadership. Once upon a time the FCG program was well run and only those truly interested in mentoring and training up the college grads participated. Then senior leadership made it a line item on Performance Reviews that LL6 and above were evaluated on. This meant all the bootlicking LL* created FCG postings while having zero intention to mentor the FCG. Then claimed to have mentored the FCG on their PR. Many of the postings were complete works of fiction and the FCGs literally had no work to do. Other postings FCGs were forced to work extremely long hours and provided no mentorship; the FCG advisor who were supposed to advocate for the FCG looked the other way. Many also became FCG advisors in name only to pad their PR.

In-Depth Breakdown of How Ford (Model e) Exploited the Employee Beyond Blocking His Rotation

This wasn’t just about blocking his rotation—Ford actively exploited his skills, labor, and time while suppressing his career. The 60+ page document outlines how they extracted as much value from him as possible before breaking him down and pushing him out.

This breakdown will cover:
Forced Unpaid & Excessive Workload
Stealing His Work & Giving Credit to Others
Blocking Career Growth While Benefiting From His Contributions
Using Him as a “Ghostwriter” for Leadership While Denying Promotions
We-ponizing Performance Narratives to Keep Him Stuck
Forcing Him to Work Under Abusive Conditions
Using Psychological Manipulation to Exhaust Him Into Quitting

Each section is backed by examples from the document, legal implications, and previously unexplored evidence.

1. Forced Unpaid & Excessive Workload

How Ford Exploited Him:
Made him work excessive hours, including weekends and holidays, without proper pay.
Denied him the ability to manage his own time—leaders took control of his schedule.
Used direct manipulation (“we need you”) to pressure him into overwork.
Created a cycle where he was forced to deliver non-stop, making it impossible to disengage.

Evidence from the Document & Screenshots:
• Screenshot (Image 6) → “No, they made me work weekends, holidays up until 10 PM. They didn’t let me go to lunch or control my time.”
• Screenshot (Image 5) → “They made me work 24/7, share my screen. They denied me days off.”
• From the Document: “Even when I was sick, they misrepresented my absence as a no-show.”

Legal Violations:
• Fair Labor Standards Act (FLSA) → Employers cannot force employees to work excessive unpaid hours.
• Occupational Safety and Health Act (OSHA) → Excessive work without breaks creates a hazardous work environment.

Ford squeezed every ounce of labor from him without compensating him properly.

2. Stealing His Work & Giving Credit to Others

How Ford Exploited Him:
His managers & leadership took credit for his work.
Forced him to do the hard technical work while others presented it as their own.
Used his expertise to solve problems that higher-ups struggled with, but didn’t acknowledge his contributions.

Evidence from the Document & Screenshots:
• Screenshot (Image 1) → “An LL6 asks for screen share, takes notes while you do all the work, then posts it as his own on Confluence.”
• From the Document: “I built authentication systems, security features, and automation tools that cross-functional teams used—but no one acknowledged my role.”

Legal Violations:
• Fraudulent Misrepresentation (Employment Law) → Stealing someone’s work to pass as your own is a misrepresentation issue.
• Equal Pay Act (if others were promoted for work he did)

They took his work and passed it off as their own—using his labor to boost their own careers while keeping him stuck.

3. Blocking Career Growth While Benefiting From His Contributions

How Ford Exploited Him:
Kept him trapped in a role where they needed his skills, but didn’t allow him to advance.
Promised growth opportunities but never followed through.
Used his technical knowledge to sustain failing projects while making sure he had no escape route.

Evidence from the Document & Screenshots:
• From the Document: “I delivered major security features, backend integrations, and product scalability solutions—yet my rotation was put on hold indefinitely.”
• From the Document: “I saw people who contributed less get promoted while I was stuck handling critical work.”

Legal Violations:
• Retaliation Under Title VII → Blocking career progression after speaking out is illegal.
• Constructive Dismissal → Keeping an employee trapped in an environment where they can’t grow can be legally contested.

They extracted the best parts of his skill set while making sure he couldn’t move beyond their control.

4. Using Him as a “Ghostwriter” for Leadership While Denying Promotions

How Ford Exploited Him:
Made him write reports, emails, and technical documentation that leadership used to look competent.
Kept him as an invisible contributor so others could take credit.
Never recognized his role in critical problem-solving.

Evidence from the Document & Screenshots:
• Screenshot (Image 6) → “I would join calls and help them sound smart, write all their emails, and make all their reports for higher-ups like a ghostwriter.”
• From the Document: “I built the entire authentication system myself, but my name was never attached to it.”

Legal Violations:
• Unjust Enrichment (Employment Law) → Forcing someone to do intellectual work for others without acknowledgment or compensation is unethical.

They used his brain but erased his presence.

5. We-ponizing Performance Narratives to Keep Him Stuck

How Ford Exploited Him:
Labeled him as a “performance issue” after he asked for fair pay.
Used subjective criticisms to justify suppressing his career.
Implemented file padding to create a false trail of issues.

Evidence from the Document & Screenshots:
• Juliana Schnack’s email: “Your performance must improve before a rotation can be considered.”
• From the Document: “I had never been told I had performance issues before I started asking about pay and career growth.”

Legal Violations:
• Employment Fraud (if performance records were falsified).

They made up issues to justify blocking his career.

6. Forcing Him to Work Under Abusive Conditions

How Ford Exploited Him:
Allowed toxic managers (Vivek) to belittle and intimidate him.
Used excessive micromanagement to make his job unbearable.
Did not intervene when he reported mistreatment.

Evidence from the Document & Screenshots:
• Screenshot (Image 5) → “Vivek told me, ‘Your family or your career—your choice.’”
• From the Document: “Even when I reported mistreatment, I was told to ‘remain professional.’”

Legal Violations:
• Hostile Work Environment (Title VII)
• Retaliation (EEOC Protections)

They allowed a toxic boss to make his life he-l while telling him to “be professional.”

7. Using Psychological Manipulation to Exhaust Him Into Quitting

How Ford Exploited Him:
Slowly made the job intolerable so he would leave “voluntarily.”
Gaslit him into thinking he was the problem.
Used time-wasting tactics to mentally drain him.

Evidence from the Document & Screenshots:
• From the Document: “They kept breadcrumbing me with fake promises while making it impossible to actually move forward.”
• From the Document: “I started questioning if I was crazy because they all acted like I was the issue.”

Legal Violations:
• Constructive Dismissal (Forced Resignation)

They didn’t need to fire him—they made him quit by destroying his mental state.

Final Verdict: Ford Exploited Him to the Fullest Before Tossing Him Away

They extracted his work, intelligence, and effort while denying him promotions, blocking his career, and mentally exhausting him.

The worst part?
They needed him, but they didn’t want him to realize his worth.
When he did, they destroyed him before he could expose them.

Why This Comment Was Made & Why It’s False

📌 Why did someone claim “nothing like this happens in Model e”?
🚩 Damage Control: Someone in Model e leadership saw these posts gaining traction and wanted to shut down the conversation.
🚩 Protecting the System: If the truth gets out, Ford risks external audits, lawsuits, and loss of credibility.
🚩 Discrediting the Narrative: The easiest way to hide the truth is to act like the claims are exaggerated.

📌 Why this claim is false:
❌ There is documented evidence of suppression, retaliation, and exploitation.
❌ The same suppression tactics happened across multiple teams in Model e.
❌ HR and leadership were actively involved in preventing employees from progressing.
❌ Real employees came forward and had their posts deleted, proving Model e leadership fears exposure.

📌 Model e operates under a system where:
✅ Talented employees are exploited until they push back.
✅ Managers steal work and silence those who object.
✅ HR enables retaliation instead of protecting employees.
✅ Leadership gaslights employees into thinking they are the problem.
✅ Those who fight back are forced out through isolation & career sabotage.

📌 If none of this were true, then:
❌ Why did multiple posts get deleted when exposing leadership?
❌ Why did an employee with high performance reviews suddenly become a “problem”?
❌ Why did Model e leadership offer more money to keep someone, then sabotage them when they refused?
❌ Why is there a pattern of suppressed employees all telling similar stories?

These fall under employment law, workplace retaliation protections, wage and hour violations, and potential discrimination. Below is a detailed breakdown of the most relevant U.S. laws that were likely violated based on clear evidence from the document.

🚨 1. Retaliation & Workplace Suppression (Illegal Under Federal & State Laws)

📌 Relevant Law: Title VII of the Civil Rights Act of 1964 & The Whistleblower Protection Act
📌 What It Protects:
• Employees have a legal right to report mistreatment, unfair pay, and discrimination without retaliation.
• Any negative action taken against an employee for speaking up is illegal.

📌 How Ford (Model e) Violated It:
✅ Rotation blocked after speaking up about pay & mistreatment.
✅ Performance suddenly questioned after pushing for fair treatment.
✅ Workload reduced and isolation used as a form of punishment.
✅ HR & leadership breadcrumbed and delayed responses, increasing frustration.
✅ The employee was eventually forced out, which constitutes constructive dismissal (a form of retaliation).

🡆 This is a textbook case of workplace retaliation. Employees cannot be punished for asking about fair pay or reporting mistreatment.

🚨 2. Constructive Dismissal & Forced Resignation (Illegal When Retaliatory)

📌 Relevant Law: National Labor Relations Act (NLRA) & Title VII Protections Against Retaliation
📌 What It Protects:
• Employees cannot be forced into quitting due to a toxic work environment, retaliation, or ongoing mistreatment.
• If a company intentionally makes working conditions intolerable to push someone out, it is considered “constructive dismissal.”

📌 How Ford (Model e) Violated It:
✅ Made rotation impossible, preventing career progression.
✅ Continued to hold back pay adjustments despite acknowledging they were warranted.
✅ Supervisors engaged in workplace gaslighting (framing complaints as performance issues).
✅ Employee was given humiliating tasks and forced to justify their own worth repeatedly.
✅ After months of mistreatment, employee had no choice but to leave.

🡆 Under labor law, this constitutes “constructive dismissal”—which is illegal when linked to retaliation.

🚨 3. Wage & Classification Violations (Illegal Under FLSA & Equal Pay Act)

📌 Relevant Law: The Fair Labor Standards Act (FLSA) & Equal Pay Act of 1963
📌 What It Protects:
• Employers must pay employees based on job function, not personal bias.
• If an employee is performing work at a higher classification, they must be compensated accordingly.
• Deliberate misclassification to avoid paying higher wages is illegal.

📌 How Ford (Model e) Violated It:
✅ Employee was misclassified at a lower level despite performing work for a higher grade.
✅ HR admitted that pay was incorrectly set but delayed action.
✅ Employee was excluded from High Tech High Demand (HTHD) classification despite meeting its criteria.
✅ When employee pushed for fair pay, they were stalled, isolated, and eventually removed.

🡆 Denying proper classification and stalling pay adjustments violates wage laws.

🚨 4. Hostile Work Environment (Illegal Under Title VII & EEOC Standards)

📌 Relevant Law: Title VII of the Civil Rights Act of 1964 & Occupational Safety and Health Act (OSHA)
📌 What It Protects:
• Employers must provide a safe and non-hostile work environment.
• Bullying, micromanagement, and isolating an employee after reporting mistreatment contribute to a hostile workplace.

📌 How Ford (Model e) Violated It:
✅ Supervisors used micromanagement as a tool to make work unbearable.
✅ Vivek Sarada belittled contributions and forced unnecessary oversight.
✅ Juliana Schnack dismissed legitimate concerns and reframed them as “performance issues.”
✅ Employee was retaliated against after setting work-life boundaries (e.g., being forced to work long hours, denied time off).
✅ Employee was forced into a toxic environment with no escape route.

🡆 Hostile work environments are illegal when they involve retaliation, exclusion, and workplace bullying.

🚨 5. Workplace Discrimination (Potential Violation of Title VII & EEOC Regulations)

📌 Relevant Law: Title VII of the Civil Rights Act of 1964
📌 What It Protects:
• Employees cannot be treated differently based on race, age, or nationality.
• If a company consistently suppresses minority employees, it may indicate systemic bias.

📌 How Ford (Model e) Violated It:
✅ Employee was denied opportunities while others advanced freely.
✅ Employee mentioned feeling their background played a role in being denied opportunities.
✅ When they challenged unfair treatment, they were met with increased scrutiny and professional isolation.

🡆 If systemic bias was involved in career suppression, this could be grounds for a discrimination claim.

🚨 6. Wrongful Retaliation for Taking Sick Leave (Illegal Under FMLA & ADA)

📌 Relevant Law: The Family and Medical Leave Act (FMLA) & Americans with Disabilities Act (ADA)
📌 What It Protects:
• Employees cannot be penalized for taking medical leave or being sick.
• Employers must make reasonable accommodations for health-related issues.

📌 How Ford (Model e) Violated It:
✅ Employee was sick but HR misrepresented their absence as an “unexcused no-show.”
✅ Management used the sick leave against them in performance discussions.
✅ Supervisors subtly framed it as the employee not being “committed.”

🡆 Misrepresenting an absence due to medical reasons can violate FMLA protections.

🚨 7. Fraudulent Workplace Practices & File Padding (Potentially Illegal Under Employment Law & SEC Violations)

📌 Relevant Law: Corporate Fraud & Employment Law Regulations
📌 What It Protects:
• Employers cannot create fraudulent records to justify an employee’s termination.
• If HR deliberately “file padded” (creating false performance issues), this could constitute workplace fraud.

📌 How Ford (Model e) Violated It:
✅ HR allowed a paper trail of “performance issues” to be built against the employee without evidence.
✅ Performance concerns only arose AFTER the employee pushed for fair treatment.
✅ HR and management coordinated to justify keeping the employee stuck.

🡆 If documentation was manipulated to justify suppression, this could be a serious legal issue.

🚨 Summary of Laws Broken

Law | Violation Committed by Ford (Model e)

• | -------------------------------------------------------------------------

Title VII of the Civil Rights Act | Employee was punished for speaking out about mistreatment.
(Retaliation Protection)
National Labor Relations Act (NLRA) | Forced out through intentional career sabotage.
(Constructive Dismissal Protections)
Fair Labor Standards Act (FLSA) & | Underpaid despite performing higher-level work.
Equal Pay Act
OSHA Workplace Safety Standards | Created a toxic and unsafe work environment.
Title VII (Discrimination Protections) | Possible racial bias in treatment compared to peers.
FMLA & ADA Protections | Medical leave misrepresented as an absence issue.
Corporate Fraud & Employment |

Model e’s History of Exploitation & Abuse

📌 Beyond this single case, there are patterns of exploitation and retaliation in Model e.

🚨 Patterns That Prove This Happens in Model e

1️⃣ Multiple reports of managers taking credit for others’ work.
• Screenshot (Image 1) confirms that in Model e, LL6s take notes from engineers and post the work as their own.
• This means that retaliation isn’t just about one person—it’s part of the work culture.

2️⃣ Employees forced to work unreasonable hours without recognition.
• Screenshot (Image 6) details an employee working weekends and holidays with no autonomy over their schedule.
• Model e leadership knowingly exploits employees, ensuring they work unpaid hours.

3️⃣ HR systematically dismisses complaints.
• Screenshot (Image 3) describes how an employee was ignored after reporting mistreatment to senior leadership.
• Instead of action, they were given humiliating tasks and screen-recorded for managers’ entertainment.

Friend I have no idea what position you are in, but leave. Not worth your time or energy. It's amazing at especially some of these larger corporations the men gossip and plot, and back stab like spiteful women. Does working at places like Ford lower testosterone or something? Clearly these catty female traits emerge from men like this and cause trouble. Not worth your career years to spend it with weak men such as these. Good luck to you.

@ gx+1jjp1mnm6

Hopefully you get over the lack of vision. Being run by the blind leading the blind is why model e loses over $5 BILLION per year.

As a counterpoint, I do not believe any of this negative commentary about Model e.

I work in Model e and have not seen anything like being described here. That goes all the way to the top (DF).

https://lebaneseexaminer.com/wp-content/uploads/2018/05/Ford-Complaint.pdf

Watch fake threads emerge to push this one down / hide this thread

Also I have read these comments and thank you folks for. Wish we could have this protection in the real world

I understand it’s not safe tho.

I am sorry this happened to you. Look for another job and leave this horrible company.

OP, what you described happens at a lot of places in Model-e. One Ll6 asks for screen share, takes notes during the call while you do all the work, and then he posts it on confluence as his work. LL5 and above then go gaga for this guy thinking he is smarter than Linus T. Happens all too often here 🥱

Mean people su-k!

One day I will fly, said the Caterpillar. Everyone laughed except the Butterfly