Thread regarding Ford layoffs

@vm I too revert to arm chair pathology diagnosis to make my aimless point of why something struck a nerve. Darvo type beat

@ve manic

@vd What does this even mean? What are you trying to say? Why not speak plainly?

@v4 you seem to have lost grasp of reality….

@v0 me too me work at Ford no goooogle

@tx Let's learn together. No more shying away.

@tf What does this even mean? What are you trying to say? Why not speak plainly?

@tx You're promoted!

@tx What part of that is difficult for a non-racist to understand?

@tx I agree, with a 4th level average reading level, I find big words are difficult. Google and ChatGPT is expensive.

@tf Interesting, thanks for sharing

@tx What does this even mean? What are you trying to say? Why not speak plainly?

@sj What does this even mean? What are you trying to say? Why not speak plainly?

@sj In all honest, as a company we stopped calling them "coloreds" back in the mid 2000's that seemed wildly progressive at the time, but that feels like the right decision now.

The fish rots from the head

@sg You don't understand big picture enough. This tokenism gives right of passage for their vocabulary that never left the 1950s. Funny how the people who "can't be racist" find new groups to put down through emboldened recycling

@sg bills son in law is black, they’re not racist

@sf !?!?!?!

@sc his son in law is black.

@sb Very much on theme with forced labor! No wonder they didn't see me as equal. They stripped my dignity, status, and manhood, to function as a racist power move! Ford Motor Company has a modern spin on the legacy racial caste system. It all makes sense now.

@s9 What do you expect? Ford Motor Company is a family business. And like any family, they inherit things like money (didn't earn it), power (didn't earn it), and the same racist insults their granddads used.

@r2 Who the fu​ck is Zoe? How about you put a co​ndo​m to your ear and fu​ck what you and your Jim Cro​w language heard about me.

@n4 Zoe wouldn’t appreciate your tone, boy.

@kf Lol you wish. Above avg PR. The only psychiatric ward I was sent to was Model e because they offered extra money to keep me on their team, but sabotaged my rotation instead when denied. I wonder which one of you insecure losers I got crying so much. I really got to you at Ford didn't I

@cy every little breath of air is a landmine with this guy. Was so bad at his job that ford sent him to the psychiatric ward.

Take all records and go file complaint with govt organization or call police

@d0 Fair, I understand your perspective. Thanks for listening and not taking any offense as well. I wasn't trying to ding you. Under your assumption, then yeah. I guess it's x who cried wolf, except for it doesn't just affect x, it can affect a larger majority... which hurts those with real issues unfortunately. Take care

@cz If you have a serious situation as it sounds like you do, it doesn't sound like the type of situation I was imaging with the OP having an issue with their boss and going to Ford's anonymous channel to address it.

You stepped on a landmine because your assumptions and opinion show that you are not understanding the gap between an HR's intent and a harmed individual's experience.

"which doesn’t really help either, but at least it shows we did something."

Box... checked

"HR often receives vague or expectation-based complaints rather than clear policy violations".

And when they don't receive that and instead Speak Up gets pages of specific dates examples cases with full procedural policy language and backing with voice logs, transcriptions, emails, timelines spanning for a years worth of evidence before hand? Then what? It becomes avoiding legal liability, right?

You basically admitted Ford might be skipping steps in their HR processes or facing deeper organizational issues.

My point is that harassment vs. awkwardness is a dangerous conflation. This minimization is part of the broader problem, seeking the most benign explanation reminds me of the greater fool theory, the harmed individual is always left holding the bag.

My life is not a joke, I have rights that I did not consent to being infringed upon and covered up. I am a human, from what I experienced personally at Ford, I do not wish any other human being. Your solution is basically suffer in silence. Is the other option leaving? Not quite in all situations as we've learned through Ford Motor Company!!!!!!! You can't leave some of these people. When everyone stands by and watches, or even joins in on the abuse, you destroy lives! Ripple effects!!!!!!

HR isn't designed to protect employees, it's designed to protect the company from liability. That doesn't mean all HR people are bad or uncaring, it means that the priorities are different. That is why coaching reflects on this. Documented effort, not necessarily delivering justice. Leading to cover-ups. Your response reflects systemic indifference more than action.

You're talking to someone who faced something really sh---y and long-lasting from Ford

@cv Whoa, - didn’t mean to step on a landmine. I don’t even work for Ford anymore, I’m in HR at another company now. Since RTO, complaints have spiked pretty much everywhere, but a lot of them aren’t specific policy violations more about expectations. Usually some counciling on what to expect clears up jrepeat issues. Sometimes it really is the boss being awkward, but HR being swamped is a pretty common thing.

I’ve also seen plenty of cases where the employee doesn’t want the boss to know they complained (for obvious reasons). That makes it tricky, HR still has to do something, but unless it’s serious, there’s not much that can be done. People sometimes sense they’re being looked into, sometimes not, but either way we still have to ask questions. It doesn’t always go smooth for the employee. If you’re going “by the book,” HR can’t really do that counciling step anyway, it might make the complaintant feel minimized and blow the whole thing up. So the modern way is just to keep investigating — which doesn’t really help either, but at least it shows we did something.

Repeat complaints often end up with coaching or pushback (downgrades, coaching, ect.), since companies expect grievances to hit a certain threshold. From the outside, it sort of looks like Ford is skipping that step, or maybe just has bigger problems. Just my outside take.

@br "Boss being mean" JFC. Accepting harassment to be able to work a job is insane, or even forced labor. What do you think cases are here? Do you think someone took their stapler? Get real. A career should not be taken as a joke, it's your livelihood and potential at stake and anyone unjustly abusing you should not be allowed to continue negative behavior that brings down productivity and team morale. I swear Ford refuses to live in 2025. No! You cannot beat your wife either!

@ct Did you reply to me by accident? You just lobbed everyone into one category and gave an excuse for HR to dismiss valid complaints by green-lighting retaliation. This is a systemic issue at Ford. Harassment isn't people being self-conscious or awkward. Quit downplaying every case from an angle where it's justified for HR to not address anything and hide behind that. Real people, real harm. Biting the hand that feeds you is insane if you consider a case where they aren't feeding you, and you are feeding them. Don't get it twisted.

@cr Since COVID, the workplace hasn’t quite felt the same. People seem more self-conscious in how they interact, which adds an awkward edge. With new teams, shifting dynamics, and HR flooded with complaints about conditions, people and accommodations, it’s clear the reintegration phase is still playing out, hopefully things settle into a smoother rhythm soon....

The di--o of consequences rarely comes lubed.

@cm It's crazy. This company is run like a mafia/mob entity. "snitches get stitches", am I right?

@ck this happens, biting the hand that feeds you is bad

If this is a legit post, I suspect they are preparing a case to terminate you, and that’s why you have heard nothing.

My guess is you didn't submit the claim properly.

Don't waste their time. You're boss being mean to you is not a federal case.

Look at your peers, half of them admit to quiet quitting, which means you are picking up their slack.