Anyone who was RIF’d willing to post the number RIFd versus the number employed? I think you all get get a nice thick book of all employees. Assume that % would be for non union personnel only.
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@FutureShitter Don't forget the forced attendance, continual meetings where nothing is decided, PowerPoints ad nauseam, top down decision making with no input from employees who actually do the work, the known "leaders" who yell at employees and treat them like sh–, no trust, continually looking for ways to screw the customer, and always playing the metrics game.
How about forcing employees to take "bubble" assignments or new positions that they don't want and didn't ask for just because the ALT has a problem somewhere that must be fixed (think ISC). They can't say "no" because then they are not "team players" and their future is kaput. Not that any of them will ever tell you that.
@Future$hitter, don't forget to add the endless outsourcing of work to India, Czech, and worse, China. Aerospace in the US will not exist within 20 years. Thanks to HON, GE, Boeing, etc.....
Section C here are a few more reasons. ALT and Tier 2 arrogance (not all, but most), WFH policy change that fired a number of excellent "single point of failure" team members, the "fire and let someone else pick up the work" attitude (without having a clue what people really do - how's that working for ya, HP), inconsistent and broken IT systems and poor implementations (can't tell who is still employed and who isn't with both Teams and Skype being used), the "just go do it" mentality with no resources to back it up, the "do it yourself/manage your own career" attitude which shows you don't give a sh– about employees, the expectation that one works 24/7, especially on weekends, the constant promotion and deck chair reshuffling of incompetent "leaders" (think about that 1 billion past due for starters and that's just the tip of the iceberg), the questionable sales and finance tactics at quarter end and then tell us that integrity is important (how big are those balance sheet reserves anyway?), poor communication, forced ranking that PIPs 10% every year whether they deserve it or not (got to hit those DA targets, right?). Could go on and on, but why bother. Doubt the leadershit will do anything with it anyway.
Reply to Section C:
Lets list reason why people want to leave. So maybe HR will read and hopefully sh– themselves further.
- Clueless culture of ''YES'' Managers
- Managing to meet their Bonus not managing to improve/grow their employees
- Continuous reduction in benefits
- Overtime just to fill companies pockets
- Endless lies to employees about state of the company
- Useless metrics
- Zero Innovation and non-stop band-aiding of problems
- .....
So this is what got the ALT so rattled. All the people who weren't selected but volunteered in Section C. Why do you think TG went to Engines and talked to the team last week? The ALT is having a temporary meltdown because so many people want to leave the company. DA is pretending to be worried about it. Can't have everyone bolt before half the sites are shut down and disrupt the work now can we? HR has been told to find out why people want to leave, so just tell them here. They read this site all the time. Trolls.
1050 people RIF’d, so not 10% of Aero.
The book has three sections, A, B, and C
B=positions rifd
C=positions not rifd
To bad they don't provide a digital copy. Someone who got let go, scan it in your new free time
28 pages for RIF, 50 per page...so 1,400 got it...about 10% of aerospace
315 pages, 50 positions per page, showing ages, I believe across all Honeywell.
@lme - Get a grip. 14,000 weren’t RIF’d. There are 14,000 employees in Aero.
Does everyone who was RIFd receive this list?
6/7 non volunteers from my department were men. Civil rights act of 1964 here I come baby!!! FYI the department is greater than 50% women. That means they easily should have taken more than one woman. I can’t wait to file suit payday b–ches
14000! That is larger than i expected. Ten percent RIF
The RIF book includes job title, location (both geographical and business unit) and age. The book does NOT include race.
There are two lists in the big book. The first list is people selected for the RIF. This shows one MS&C Director in Phoenix, no others. The second, larger list is people NOT selected for the RIF. This second list is where the three Torrance MS&C directors are listed. The list of RIF'd people is about 28 pages.
How can you identify job titles when they "standardized" them? You can't find anyone or any specific role anymore. What good does this list do the person receiving it?
There are about 14000 listings in the book. No names, just SBU, job title, location and age of person selected. I found myself but can’t verify them all of course.
I was told it was 315 pages long. I'm not making that up. It included age, race and job title but no names.
This list totally incorrect. For example, as per the list three directors of MS&C are RIFd from Torrance. In fact, no director is RIFd.