WHEN Are they going to start laying of the six figure salary people? How many directors and vice president do we have to have? When they came up with this Brian plan in 2018 to reduce the real estate portfolio and close several locations, the second part of the plan was to peel the layers of upper management. They realize they had an upside down triangle for an organizational chart. Guess what? Part two of their 2018 plan never happened. In fact now we have more six-figure salary directors and vice president than ever.
13 replies (most recent on top)
@7ivc+1bvIf526 I don't think you categorically say it has nothing to do with age. From my own observations, and I can only speak to those in my section, those "let go" in my section over a decade were predominantly aged 50 plus. The number shown the door under 50 would have been around 30% or less. Salary did not appear to be a factor either, as there was a mixture of mid to high level salaries.
What people should be discussing more here is how they were actually treated during their RIF processes. My own experience was "appalling", unbelievable, and not deserved as I had given the company many good years of service.
I'm in my thirties, was a dedicated employee... I was let go. It has nothing to do with age. It's all about the Benjamins, sadly. Much cheaper overseas.
You folks really are funny. TR doesn’t discriminate by age, it discriminates by money. Put people in a spreadsheet, sort by compensation, cut as many as you need to make your reduction target. That is literally how this process works. I know because I’ve done it.
Of course it’s also true that higher-paid folks tend to be older. But that’s more of a side effect, not the root cause.
Also, given that reduction targets are usually an amount of $, not a number of people, you protect the most people by going after the most expensive ones.
No manager likes to do this - but you have to follow the orders from HR and Finance.
@lha+1bvIf526 wow, such a profound thought.
If you are mid 50s and up you are toast. Dept I was in that's the case
You’d also have to consider the context of the average age as a whole. Most employees are older because TR pays less than other companies, and older employees are more expensive.
@mfq+1bvIf526 maybe you just didn't do a good job and they cut you loose.
jkz+1bvIf526 This id--t is either an id--t or an HR lady or TR bootlicker. Everyone knows TR targets by age. The only reason they provide severance is to eliminate age discrimination lawsuit. Wake up.
When I was RIF'd,, around 81% of the folks on that sheet they provide who were selected were over 40, and 63% of the folks were over 50.
The ones "not selected" had 23% over 40 and 13% over 50.
Targeted selection, leave it up to the group to decide. Another note, the ones I am aware of, were on average higher performers than the ones retained.
What a d-mb question. Looking for discrimination where there isn't one.
0 < 1000
There was a lot of young talent let go.
This is nothing more that increasing the bottom line for the short term and screwing the product long term.
SH is terrible.
Is it slanting towards the older employees once again?