Thread regarding Honeywell International Inc. layoffs

For those posting here. You should have received the class action lawsuit card about Blue Cross/Blue Shield.

Pull your information if you kept your old pay stubs and be sure to state that you paid for more than the low percentage that is being allowed under the settlement agreement. If you don't, you may only get a small payout and Honeywell gets the lion's share, even though you pay more than 75% for your insurance.

If you want Honeywell to keep your money, then just submit the claim as is.

Read the documentation.

Actually, @2nch, all I had to do was show up to the office and redistribute the work up as team member after team member took 3 months at a time off for medical leave.

I'm sorry they were not well, but here in the US we would have been back on the job as soon as the stitches were out. Actually, it was 7, not 6 Europeans we had to wait for in a 2 -year period. Maybe you're on the wrong side of Europe to get this benefit. You should get out more yourself.

@2nch, since you're not from around here, it's understandable if you missed the sarcasm.

@1grp, do you really believe that in Europe we get months of that easily?
Never been out much, have you? Re----k!

Most major corporations self fund their healthcare and have a third party (Cigna, Bluecross, etc.) administer the program. They all seem to track healthcare coverage policy dollars spent for each employee to get a actual true healthcare cost. Typically a actual annual healthcare cost is assigned to the employee and added to the individual employee total all in employee cost. This is a huge variable especially since age of participants, health, preexisting medical conditions effect a employees total healthcare employment cost.

@1eqi Yep. I was diagnosed with cancer at 61 years old with 38 years at HON.
Never had a bad review in all those years. Got good raises and promotions.
My med bills were about $600k and I worked about 30 hours a week for 3 months.
The next midyear i was told by my manager that I was heading to the elbow, probably the 9 block and that I was at the top of her list for a pip.
I spoke to my HR rep about low hanging fruit and easy targets.
Never heard another word about anything like the elbow or a pip. Next 3 reviews I was in the 5 block.
I retired when I became eligible for Medicare.

Hmmm...the only (6) people I know who took extended medical leave for surgery were all under 45 and were all in Europe, where they can take 3 months off for a hangnail.

@1eqi here again. I got dumped before I ever reached Medicare age. I made it to 62 before they pulled the rug out from under me. I did have a couple of surgeries that HON had to cover but I wasn't a smoker or obese so my medical problems weren't self-induced in case you were wondering.

@bxl -- I've seen this argument before that 65+ employees cost the company less in medical costs. It's not true and the company doesn't see it that way. Older employees can incur horrible medical costs in the form of very expensive surgeries like heart bypass or atrial fibrillation ablation. There can be horrible costs associated with diabetes and cancer treatments. The older you are the more expensive medical costs you incur, on average. You might be the lucky one with good genes and no medical issues. You are in the extreme minority on that. The company knows that older employees are bad news when it comes to medical costs. That's just the reality. The company has a strategy for dealing with that -- they get rid of older employees stat. It's not fair, it's not legal. It is what it is. Been there and done that.

@ydz, sorry about your situation, but as a 65+ former employee I cost the company virtually nothing in medical costs, so if fear of high medical costs is a RIF driver, they ought to look at each individual to see whether or not they have an "orange box". Iactually paid in more than I got out because I paid cash for my one and only Rx, and paid the fat tax for being a little fluffy even though my BP and Blood Sugar were that of a healthy 30-yr-old.

This has been discussed here before, but ICYMI:

Older workers whose kids are over 26 do not incur medical costs for:

• Childbirth, pre and post natal care
• Kids' doctor visits, sports injuries, congenital issues, swallowed magnetic ba--s or tide pods, braces, and time off to ferry them to doctor
• Their own sports injuries as we take it easier

And the big win: Medicare! At 65 and beyond, we cost the company ZERO for medical and get lower deductibles with Medicare plus a standard supplement.

So I think it just boils down to higher salary. JMO.

This is why the “true” survey results were a harsh reality signal for this place, but the culture is here to stay until it reaches the crescendo

It's not personal, it's just business. The only thing that matters (ONLY) is $$$. Customers, employees mission whatever altruistic measurement most companies use, only one here that matters. $ $ $ !

To @xkx "The exact same thing happened to me...". I was clearly the next target. My having turned 60 and my boss turning against me (big time) was all I needed to know. I got out with 6 months severance due to the covid-19 voluntary layoff window in spring 2020. As a family we racked up some big health care costs. I was always sure that somewhere was a spreadsheet with my age, higher salary, and annual actual health care costs highlighted in bright orange. Not a doubt in my mind.

The exact same thing happened to me after 25 years of 1-2 block reviews. In my opinion it’s just a way to justify termination of older more expensive workers. Honeywell self-insures and funds it healthcare plan which is administered by a third party. Older employees typical annual healthcare cost are major bottom line cost for each business.