Close to the 1000 target?
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Well I still say most of the task should be in HR department. They are the worst performing dept in the company and need some serious reorganization and a kick in the rear. They cannot even stop regular occurring blatant outright misuse of company property. Example, our department scam artist apparently was spoken to about his violations of company vehicle misuse.
Must've been a stern warning as it took all of 2 days before our resident scammer began taking his favorite company vehicle again to conduct his personal business while he collects a Ford salary. Bravo HR, you saved Ford 2 days of company gas and wear and tear on a m plate test vehicle. Maybe you should get an amazon $100 spot award for your great discipline methods???
Any word on which functions are included/excluded in current headcount task?
I wish you best but I strongly doubt there will be any increases to the current offer. Those of us who took the VIP offer last year hoped the same back then too. The numbers were extremely low for almost the entire process until the very end with no changes. We all have to accept the obvious which is that these “voluntary offers” will increasingly become less and less until they just become nothing at all.
2018: “All” who accepted got 9 months
2020: Only those with 16yrs+ got 9 months
2021: Now you need 20yr to get 6 months
*And don’t even get me started on 2017 of the offers for non-PD
They increased the offer in 2018 when the take rate was too low. I’m hoping they choose to do the same this year.
We were told zero have applied in my area. Doubt they will revise the offer as they never have in the past. If the target is not reached through volunteers, they will turn to SIRP.
“Less than 15% of target. Will they improve the offer?”
I hope so. My only problem with the VSSP is the lousy offer. Sweeten the deal and I’m gone.
May I ask where you heard this? Or are you just taking a guess at it? I hope that figure is correct.
Less than 15% of target. Will they improve the offer?
There was a strange movement of people in our department as well. A few people were plucked from each supervisors team and moved under the same supervisor. Yet they still are doing the same work and attending the old teams weekly meetings. The new supervisor is essentially ignoring them, other than to tell them to document all their work and train younger people on their old teams to do the work.
At first the moved people were thinking they were tapped because they were best of breed. Then they were thinking another CF reorg by management that would be undone later. Now they are wondering if they are next to be culled.
I was moved recently to a new group. It was a weird reorg, it didn't make sense to me the way some employees were moved around. My new team seems like an afterthought. It feels like after making the other teams, whoever was left was moved into this team. There is nothing in common among us.
I still have to keep doing some of my old responsibilities, but I have to take on new ones. To be honest, I am not happy to learn new cr-p, or spend my time doing it, specially when I feel this move is to get rid of us. So I am delaying the learning a little bit, while I see what's going on.
Since some of the guys in this team are zeros, some are older than Noah, and I got a "decent" salary increase 2 years ago, I have a growing suspicion we are being prepped for the involuntary layoffs, like lambs to the sl------r. I am not sure if the whole team is going away, or if I am in this team to learn the new cr-p from the guys that are going to be kick out. Either way, it is a lose-lose proposition for me.
Well, I was expecting some layoffs to come around since Covid-19. So I've been saving money, getting everything in order, and of course, learning about Cobra, my rights and benefits, unemployment, etc. My family is aware of this possibility, and we talked about moving away from Michigan, explore other places. So if the layoff happens, we are going to take it as an adventure, an opportunity to start fresh.
The problem with these fears is the employees might develop a new mindset. My job seems lesser now, because I am picturing myself working in other places. Even if I keep the job, my family is ready to move out. So we have decided to do it anyway.
Oh, and Ford, be careful what you wish for, lest it come true.
Your friend was moved to a new group…. In the 2007/2008 period a friend was moved to a newly formed group along with other people who were “hand picked” for this special project that needed high performers with specialized skills. Surprise! Several months later the special project was cancelled and the team members were given a short period of time to find new positions at Ford. If they couldn’t find new positions they would be laid off. “Laid off” for salaried positions is code for fired without cause. Since there were basically no open positions at that time the people all lost their jobs. That, however, doesn’t mean the same will happen to your friend. I have seen people moved to protect them from a bad outcome.
My friend and Ford coworker was recently moved to a brand new group. Completely different commodity and not even doing the same kind of work as before. All the people in the group don’t know each other and basically were plucked from their old groups to form this new one. After reading one of the other postings, I am worried he will be let go involuntarily. He’s got over 30 years in, but under 60 and not ready financially to retire.
Thoughts that this is what Management has planned for this new group? Or could maybe just a percent of the new group be let go?
Left in 07. By the way they overachieved that year. I am going downtown to watch those court hearings and cheer on those people that were let go in 2019. I hope they fry those responsible. Starting with the BOD. If you are going to go after people for performance than you need to start at the top! Billy for the waste of money on the train station. You need to go. What a waste of money and resources. Next time use your own money if you want to play Mr. Legacy. You are not a winner. You had the keys once before and you were pretty much fired by your own family. Farley, I am sorry you are no CAR GUY like the FP touts you to be. You worked at Toyota and you saw how things were done there. You hire into Ford and you look more like a Ken Barbie doll with a string when you talk than a CEO or Leader. Glad I took the lump sum.
LOL..."at will" "but there are certain exceptions"
Well, I think being a stupid engineer and manager that causes recalls that cost the company millions must be an exception. And being a lazy engineer or tech specialist or LL6 supervisor that does nothing but collects 6 figure salary and up to 5 figure annual bonuses must be an exception too.
Oh yeah, cannot forget about the exception "at will" employee that takes company test vehicles home every single day while usually not signed out, to use free gas, free insurance, and to use to run his personal business dealings during company time and weekends.
There must be a federal law protecting these people because whatever the reasons, Ford HR never involuntarys these people or even disciplines them in the slightest and they all are current employees at Ford.
Obviously it is the HR department that needs to absorb the majority of the headcount reductions this time.
Just stupid beyond stupid and somebody touched on it. They're really playing a game of liar's poker by dramatically slimming down the involuntary benefits. By offering 9 mos, one would really have to be willing to risk that to win an iffy lawsuit. But 3 mos???
Why not. I'd forego 3 mos if I thought my chances were even remotely close. The local employment firms will have lines around the building if they only offer 3. As Mark Ronson sings, "Don't believe me just watch."
Yes, this is an “at will” employment state but there are certain exceptions. For example it is illegal to fire someone because of their race, religion or age. There are also federal laws against firing employees to prevent them from being vested in their pension. These individuals are suing because there appears to be evidence that they were fired because of age and/or to prevent them from fully realizing their pensions. Ford threw in a couple of younger people, at least one person from several different races and even one g-y person to add diversity to the SRD group but it did appear to be mostly older people, approaching a pension milestone who were high performers that likely had higher salaries than their peers due to their performance. It did seem shady.
Employees “at will” can be let go for any reason, except discriminatory reasons. There are State and Federal laws against it. Companies will use a “pretext” or false reason to hide discriminatory reasons. The age discrimination is against the law.
Can someone help educate me - I thought it was “at will” employment? Not that I like to see people get screwed over, but, how can they sue for discrimination if employment is at will? Maybe I’m missing something.
involuntary. less severance means more lawsuits . last i heard Ford ain't doing so great in that area.
Your manager is likely correct about this being the last offer. I had heard that upcoming involuntary would be max 3 months, and subsequent would be capped at 1 month.
This is the game with jobs online. They tell people to apply for other jobs online, but somehow the applicant is not accepted or qualified for any of the jobs online. Since the people could not find any job at Ford they are laid off as they do not have any skills that Ford needs. This is infinitely more cruel than just saying Hey we are going to fire you. I watched a talented 50+ coworker apply for job after job for which he was qualified and being told he was not qualified. Many of the jobs online were never filled. Yes, they culled him.
This is the game with reorgs. They fill the newly created groups with people they want to lay off. Then purge them. A similar game is creating a group for special assignments, fill it with people they want to lay off. If people wise up and apply for other positions, they are told they can’t apply until they have been in the current position 18 months.
Four have put in the paperwork to take the buyout.
One had planned to retire at EOY
Three believe this is the last voluntary offer and so are taking it.
An additional six are on the fence as they think another involuntary or voluntary will happen and that the offers will be much sweeter than the current one. IDK what is going through their heads, they actually think if they hold out they will get 2 years of severance pay. These same people have the bulk of their 401k in Ford Stock, still thinking they will get their money back to levels of the 90s. Heartbreaking. They have lost out on stock market runs all because they believe in company loyalty, despite all evidence to the contrary. Some of these people will lose everything if their number is up as they have not yet hit pension milestones. Let this be a lesson to others, do not put all your eggs in one basket.
The sad part is management has already tagged the people they want to go, and management knows that the sweet offers of old are not coming back. LL5 has been dropping hints to the people who should take the package. I don’t think LL5 feels they can bluntly tell people the true situation. Unfortunately some people need a two by four upside the head before they can see the new reality.
Happy Hunger Games! And may the odds be ever in your favor.
Because the potential legal actions, they will always make sure that you sign before you go. The only question is if you are willing to sign.
HC story changes frequently. Last year when I took off, a fairly accurate rumor was 30-35% for three years. This is the 2nd year. You can go back to last year's posts to see more info. As a result, the total HC may not change but the HC within different organizations/directors will. Again, this is from last year.
When Microsoft came up with Word, we got rid of all the typewriters but the person who type is still there. So who/what are you? Typewriter? I hope this helps you with the thinking process and skill development.
I left a previous job because of the constant layoffs year after year after year. It became a high stress and toxic environment. Now Ford is doing the same.
During my company's layoff's they also put a hiring freeze in. (Any 'hires' they were doing were from acquisitions of other companies because they could longer compete. They had to 'rebalance' their workforce.) Anyway, after many iterations of layoff packages they got worse year over year. One of the iterations was 90 days of pay AND involuntary separation on that 90th day if you could not find another role within the company. The caveat? That hiring freeze. So it was the kiss of death for your job. A not so secret 'secret.'
My manager told us on a last minute conference call that our department was spared from headcount reduction but the target for the recently created division is 15%, roughly 150 heads. According to our manager who is well connected in Dearborn, head count reduction will happen annually for at least the next 5 years given that less products are in the pipeline for traditional powertrain packs. Other departments already started asking selective individuals to look at Jobs on line for opportunities within Ford. Manager said that WHQ does not want to offer any incentive for future "voluntary" separations, this may be the last one of Mr. Nice and future personnel reductions will be involuntary separations, more likely to start in November. According to the manager, every Director has a target to meet so it is expected that workload to be increased for everybody w/o any additional compensation. Today the department is safe but by the end of the year it may not be.