Any fact based input on how they make the selection of who is selected for the involuntary RIF? Did managers submit names?
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How long between the volunteer process and involuntary layoffs. I.e. was just asked to volunteer today, so how long do I have before Im involuntarily laid off if I’m part of that list?
These selections were made at VP level and appears to have been based off salary costs. Managers and directors were not involved whatsoever in the selection process. I know of 1 and 2 block people that were involved. Salary cost is what took them out.
I am with @vbg. The only way Hon could move this fast is to have planned this weeks ago, probably before the first furlough. They must have already decided well before asking for volunteers. I am not a manager, so just speculating here.
The names were submitted weeks ago and vetted by HR and legal. This was planned in advance. The only "new information" was the voluntary people last week.
Seems really random at my site besides the volunteers.
You have new hires and guys that have been around for 20 years.
Someone in Phoenix site was RIFed but was not a volunteer today.
@omt,
Not sure where you got your info, but there has been no selection process or selection of names for this current involuntary go ‘round.
And it certainly wasn’t completed months ago as you have implied.
Hopefully that means that my team will be spared (and I as well), but more than likely, it means that this involuntary selection stage has not yet started.
The RIF policy shows selection criteria, job performance is part of it but there are others.
Candidates for RIF come primarily from Blocks 3, 6,7,8,9 followed next by candidates from Block 5. Usually the lower performers from Block 5 are identified first to determine if head count reduction is achieved, followed by identifying upper performers in Block 5 to RIF. It’s a numbers game.
Managers submit names months in advance. Sometimes the manager has to pull strings if an upper block wants to be laid off. The director generally does the horse trading and trying to minimize the severance pay and spread the pain. HR makes sure the candidates don't have some critical skill, and that there are enough younger employees to not make it look like there is an age bias. In fact, when you get laid off, they give you a copy of the histogram of the age distributions.
The worst person to be in a Honeywell layoff is a mid career guy that hired from another company. You are young and the severance is just a few weeks.