Can we really have a thread for historical purposes of times where HR and Speak Up acted, but not the an ethical way?
Also, who do they report to or coordinate with? Who gives the green light and certain aspects. For speak up, are the stakeholders at executive level?
I say this because this the title of this thread is horse sh-t. Pretending to be stoic and pragmatic when in reality is far from the truth. That’s why I want to hear some stories if anyone has any to share.
@p6 Wtf you calling us green for???
No...we really can't. How are you shocked that HR might be unethical? Oh green young one, you have a lot to learn about how the real world works. Go ahead and clutch your pearls in horror as you learn HR works for the company and not you. In the meantime hopefully you gain some street smarts.
Of course HR is on the side of the GSR's => yeah right :-) It i like believing in Santa Claus and that Chuy's mama was virgin.
The same LL4 managers and HR personnel that expect 9 women to deliver a baby in 1 month ?
Yes dont
HR works for Bill Ford not the employee's. Don't trust!!
LL5. LL6 and supervision along with HR will work against you 100%!!!!
Very corrupt company politics.
@c5+1jvrmdazv reeks of hr intent to make targeting scope a broader horizon instead of against just one sole person. I wonder how you’ll explain April 1st and April 5th
“Do you have a business plan?” 😂😂😂😂😂😂😂
You can assume the board of directors here are like the ones in Canada.
When Covid came
I would carefully imply they weren’t preparwd
Was part of conducting research on study of innovation and a company we interviewed in the heights was a subsidiary
To a company in Canada pre covid and the conclusion for that one in specific was that it was being treated as a cash cow so they only cared about cranking the engine to make things go faster but outside of that innovation (rnd) was practically dead
My experience with Ford was disappointing. A significant number of employees were laid off before reaching the 3-year vesting period for their 401(k), and that appeared to be a deliberate criterion in some cases. Meanwhile, many long-tenured employees remained—some of whom lacked the ability or motivation to adapt to modern technologies or development trends. Often, these individuals relied on legacy knowledge without contributing innovative solutions, yet were protected due to their long-standing connections within the company.
The work culture lacked motivation and feedback loops—there was minimal peer review, and most deliverables felt like solo efforts. Collaboration was weak, and there was little drive to build something truly new or impactful. I’m genuinely relieved to have left, and I do not regret the decision. From my perspective, it was a dysfunctional environment that struggled to evolve.
Oh gosh, many years ago I reported my LL4 (I was stupid and naive and thought HR was there to help me) for making inappropriate pregnancy remarks. Well guess what happened? I was setup, and with a pretext (not a real reason, but a made up business reason) I was forced out of my job. On the bright side, it was the best thing that ever happened to me and I got a much better job and was able to retire early. Never ever speak up to HR unless you want to be fired. HR is there to protect the company and is not your friend.
It rarely works. Unless they feel that an employee could sue the company and will be held liable, they really don't take any action!
Be extremely cautious with speak up!
I am certain they coordinate with Ford's legal team for GSR's and LL levels. Other than that, who knows.
BoD don't seem to be very 'active' with management decisions as Ford bleeds out.
They sure do! Snitches get stiches. My bad. Get TERMINATED.