Any advice?
Has anyone done it?
Can you recommend an attorney?
15 replies (most recent on top)
I have worked at both Boeing and Honeywell, peas in a pod nowadays. I have to say Honeywell is actually worse than Boeing. Both horrible companies now. 30 years heck even 20 years ago they were both incredible to work for!
Why would anyone want to stay at Honeywell should be the question!
Don't think your idea will work. I have personally seen a deaf technical person at my company get railroaded out of their job. HR was in bed with the manager leading the charge.
How could you even get an Attorney on Honeywell property to attend PIP Meetings? Honeywell would deny your Attorney entrance.
There is a former Boeing employee in our group. The person said anyone given a PIP at Boeing fails it. They said Boeing HR, along with the Boeing manager deliberately defines their PIPs so they can't be passed.
‘wdch here again. Keep in mind that the goal of having an attorney should not be to keep your job; it is to provide interference and delay your termination so you can find another job. A job where you need an attorney is one to definitely quit! The only reason I can think of to stay is if you have something to lose like if you’re a pensioner- what I have seen Honeywell do is set you up for failure - if you fail you’re terminated; if you don’t fail they will try to do something (like a ridiculous PIP) to make you angry enough to stomp away and quit - either way accomplishing their goal to have you stop accruing benefits. Your attorney can help put the brakes on proceedings. Again an attorney is a high cost; weigh the benefits of retaining one.
Your strategy is between you and your attorney. Ask the attorney, and see what they say; they would know applicable laws and limitations. I would say give some of my own ideas but I know this site is monitored.
Unionize. Start a unionizing campaign. If they try to fire you, you will own them for unfair labor practices. On your lunch break, stand on the public sidewalk in front of the building promoting the union.
@gt+1jh35wdch If he or she is in NC (or any other state where two-party consent is not required), they can just secretly record the conversation with their phone. I did. I actually set my phone on the table face-down while my d-mb-a-s boss and HR rep (who I met for the first time that day even though I was a director and had been there a year and half) garbled their way through the talk. I love having a recording of me calling out my boss, who is one of those fake “be a good person” tu rds, being not a good a person and citing why, and her nodding her head knowing everything I said was true.
get a hearing loss diagnosis and wear a hearing aid to the meeting.
really simple to do..
given documented hearing issue request to record meeting. bring a recorder.
if they wont allow then request a full transcript be captured in teams a printed.
not "notes" .. full transcript.
failure to accomodate would be a lawsuit in itself.
say nothing in these meetings other than asking for clarification of everything. once twice.. get it on record. pay particular attention to any ptogrammstic metrics which implies you get support. example: "deliver x-x on time and under budget" ... not in your control if staff is withheld. pip is a contract. negotiate every assumption.
then ... su-k it up and close the pip.
remember the terms must be reasonable so document,document,document.
time for lawyer is at termination.
Call top dog
Business card makes sense.
You can hand them the card, don't sign any papers, and request a meeting with the attorney in present or at his office to review the PIP document and details. I assume the attorney can spin words around un-acceptable tasks and demands they put on the pip.
Thoughts?
I called several attorneys when I got put on mine and they all said it would be almost impossible to win a suit (in a right to work state).
@OP
I posted this in another thread, but it is probably more relevant here.
Personally, I'd get to know a lawyer and get their business card. Most likely you won't know what the meeting is about before hand. If the meeting is about some mundane issue where a lawyer is not needed, you are just wasting money paying a lawyer. Also, if the lawyer is a good one, he will be busy and most likely not able to respond to a short notice meeting. If you need a lawyer, present his business card and mention that you'd like to continue the discussion with your lawyer representing you. At least, that is my plan based upon a conversation with my lawyer.
Sorry say it just your tune in the rotation for PIP and no raise this how company saves money for the big wigs pockets MY 2 cents? Been there done that after 38years in was put on it in 2022 because per say my turn sad reasoning for sure.
The OP's question should include "would Honeywell let an attorney on site to attend a PIP meeting". Does anyone actually believe they would allow this? I seriously doubt it.