I’m hearing whispers from a very reliable source of RIFs coming for Aero
Canada…anyone else hear anything?
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Many left the Honeywell Mississauga operation for other "deadwood friendly" companies like Thales Rail and MDA Brampton.
2 on my team… so far.
I'll take a severance package. I'll leave right now.
What's going on in the moribund Cambridge site?
They have to have the 1st pass of the 9 block/riff list done at midyear.
Even if one isn't planned.
Really, only performance in the 1st half of the year matters because HR has issues giving someone a 9 block at the end if the year if they were not warned about their performance in the midyear.
So, if you midyear is bad, you are almost locked into a low block because others cannot be lowered easily to replace you in the 9 block.
UOP Des Plaines in the mix I presume?
They are waiting for mid year reviews to rank everyone. Then the lists start.
RIFs just beginning in US sites as we speak and to slowly ramp up. Most likely playbook cost cutting measures coming in fast including furloughs. Some big shocks due, Friday will have some clues.
IF there is the slightest hint of a down turn, pandemic and thunderstorm, Honeywell uses that as an excuse to get rid of excess people. Definition of excess is everybody other than DA. Honeywell's version of the perfect world is one employee (DA) and a giant dashboard looking at his $$$$.
but they just conveniently redefined what the definition of a recession is lol
Interesting, we just had a big push to make sure that we reduced overhead charges, only charges to Revcogs.
A manager I know stated “I need to keep all of you” during some discussions.
They must have been told it’s coming.
When those whispers gets louder then it can be regarded as truth.
I have started to hear complaints that labor rates are causing programs to overrun. Over the years I have seen the pattern over and over. Recession on horizon. Honeywell starts saying how understaffed they are and pumping any new work as needing to be accelerated… hire hire hire. They hire 200 percent of what is needed, almost exclusively new grads. Any customer program is overrun with new people. Then the hammer. Half of the young new hires are sacrificed to balance the demographics of the actual targets which are high cost B4. No discrimination.. look at that nice bell curve.