Thread regarding Ford layoffs

@w1 Darth Manager is going to put a foot in your a-s.

@vy Almost thirty years at Ford and you’re STILL spending nights sloppy drunk. You’re on your second bender in 24 hours. Yesterday you had the spins, today you’ve got selective amnesia, and tomorrow you’ll blame the kids for your hangover.The kids are doing just fine without being your bedtime punching bags. Is drunk posting one of your tasks? I guess the initiation never ends when the pledge master is a 50-year-old drunk still chasing freshman glory. And this is coming from a youth football coaching legend, not some random clown 🤡

@vx the kids drunk at the wheel again, he's in for another long night!

@vv OK WHAT DO I ADMIT LOL

@vt Or was it?

@vs I got a no caller ID phone call literally within the same minute you commented 😂 such a random coincidence haha

No, the phone line has been dead for about five years ago, and anything sent to the email address gets blocked as phishing attempt.

@qc 30 year tenure of annoyance

@qa Oh spare me the Star Wars BS. If pointing out your whiny a-s victim routine makes me ‘Darth Manager,’ then congrats — you’re the storm trooper who can’t hit a fu--ing target. Nobody’s terrorizing you, buttercup, it’s called accountability. If basic criticism makes you pi-s your pants, maybe the empire isn’t the problem.

@q6 Cool story, Darth Manager. We're willing to say the emperor’s na--d while you go to AI to help with insults to feel tougher about taking the emperor's clothes off yourself. Something obviously hit a nerve. Stop terrorizing people. You're fu--ing scary

What’s the matter, champ did your PL look at you the wrong way and now you’re crying retaliation? Not every frown in a meeting is a federal case. You sound like the kind who mistakes basic coaching for ‘abuse’ and every awkward silence for ‘hostility.’ Newsflash: SpeakUp isn’t your emotional support hotline, it’s HR’s trash can. You handed them a complaint, they handed it to your boss, and now you’re shocked nothing happened? Grow the fu-k up. If your skin’s this thin, maybe clock out early and save us all the drama.

@n3 Tell that to Bill!

Speak Up for me not for thee!!

@hx+1k32zmy87 - I am aware of your behaviors that your people leader has, and will continue to provide coaching on until performance concerns no longer remain.

People Leaders are responsible for providing coaching to resolve performance issues and enhance their employee’s performance. While this type of coaching is underway, employees are not transferred to new jobs.

@j4 As your skip, I don’t believe the way you speak about your people leader in your note below is professional. I expect you to deliver the work you’re assigned and engage respectfully and professionally with your people leader and all work partners. If your performance satisfactorily improves, you will be informed and a rotational opportunity can be considered.

As your skip, I truly hope to see sustained, improvement in your performance, specifically the way you communicate and conduct yourself with work partners, moving forward.

@hx Falsehope

The moment you talk to HR , you get your bu-tt canned. Avoid. There is no speak up at Ford. They don't value anyone. Disposables.

Of course HR at Ford is only there to serve management's purpose.

How else do you explain the number People Leaders who have been with Ford for many years and are borderline psychopathic?

Law firm told me to document all people or group of people involved, all conversations, retaliation, promoted and non promoted, age discrimination...

Also, to stay quite without instigating.

@g1 I absolutely concur, Doctor. When there is a violation, we cover it up, swiftly. We love the young kids!

@g1 Correct. For example, if we subject someone into forced labor, we have to cover it up.

https://www.dhs.gov/blue-campaign/what-human-trafficking
https://www.dhs.gov/blue-campaign/forced-labor

Even better- Allow torture and silence their voice internally. Smear campaign victims grieving afterwards. Make sure they can't get out of bed in mornings. We need to do take care of these violations.

Depends on what you say they did. Speak up is for violations of policy, not for hating on your PL.

@ae Part of EEOC's job is to let the people seeking recourse know what their rights are and to look after them. Sometimes they skip this part, at least with Ford, intentionally.

You actually think this system would work? That’s adorable!!

Yes! Just not for you!

@b8 Most people think it's about money, but it is usually down to mutual respect and with that comes dignity. You understand? Being treated fairly for who you are and what you bring to the table. That is how you make a company win. If anything, it is usually in the best interests of the company.

Personally, when I ran my own shop, my staff would never dismiss complaints or bury them to protect a friend. We ran a tight ship on sticking to our core values.

As a result, all of us grew into better versions of ourselves. I loved it honestly. Made us all practice being human instead of emotionless robots we see here today. Fostering a safe environment is essential in 2025. Respect is king.

@c2 That was 2019.. we are in 2025. I'm sure they have familiarity with the people they went up against now. A lot could have happened since then...

@c1 @c2 For anyone considering legal action, I strongly recommend seeking outside legal counsel, as in outside of Michigan. Ford does the same, and so should you. Many of the firms here have long-standing ties and deep roots that may not serve your best interests.

While “SpeakUp” appears to be there for us, in practice it often is not. The same can go for the firms listed here. Also, since when was HR ever on the side of the employee?

I personally reached out to a firm in the area specifically after seeing them listed as a recommendation in these comments during the FNV4 announcement a few months ago.

Unfortunately, I quickly realized that any sense of hope I had was quietly dismantled, which I now believe may have been the goal. Always make sure you can trust the firm you’re speaking with. Don’t take it at face value. Vet them thoroughly.

I would certainly take the firms mentioned here as a no fly zone for the employee. Based on personal experience. They were the same ones mentioned before.

It is a very good idea to call an outside law firm. You have to protect your interest first if you said is true. The law firm of PITT/McGee/Palmer/ & RIVERS handled the class action suit filed in 2019. Their law offices are located in Royal Oak.
You can not trust Ford HR anymore.

There is a law firm in birmingham FLYNN. They are a good source to talk too on how to handle. HR of today does not look out for the worker anymore. You have to be ready to defend yourself.

@an+1k32zmy87 retaliation is the name of the game. be careful. it is rare that a cutthroat employee finds religion (so to speak) by a talk with HR. they will often double down on their initial position to avoid seeming weak or wrong. power struggles. power plays. chess match.

There getting rid of the HR team and contracting it out soon. So HR is a bit angry now doubt they will jump on anything.

Can I suggest you have a conversation with your PL, just walk it back? If you reported for ethical violations and nothing happened it probably was coached or the company disagreed. What are you really trying to achieve?

If you have 12 more years, this means you are not pension eligible. This person is apparently bothering you enough to speak out. I suggest you start looking for another job that has better benefits (they are out there). Seems like you are young enough to have some experience and qualities to be marketable.

Sorry but I've seen at least 3 "people leaders" in the past few years get speak ups submitted against them and formal complaints submitted to manager, chief, and director level offline and guess what.....all of the perps got promoted!

Ford promotes bullies. It's documented. But HR hides it conveniently.

I’d advise leaving either the company or going to a different team. I’ve been in this situation before, just not at ford. Even in the ideal situation where admin takes action and pulls the people leader into a room to take action, it’s not like the people leader will magically change personalities. If they are the type to be unethical and retaliate, you won’t take that out of their personal being, at best they’ll fake it like that meme with the smiling mask covering a livid guy, that’s just who they developed to be as a person. Repeated reports maybe something happens, but there’s a lot of victims on the way there, I wouldn’t have that kind of optimism.

Really well, it gives employees a sense of hope and a place to scream while the company delays and builds their defense before you seek outside help.

They’re just starting to build a paper trail until the narrative says you were the problem.

If the feedback is vague, document your wins, ask for specifics in writing, and quietly prep a Plan B. If they try to avoid telling you or verifying your quantifiable wins.. they don't want to give you a win.... pay attention.

In theory, SpeakUp is supposed to be Ford’s protected channel for reporting ethics violations, retaliation, or harassment. In practice, it often functions more as a containment system than a resolution system. Reports typically get routed back into the same HR/legal loop that’s designed to minimize company liability, not protect the employee.

So when you say “months and no action has been taken”, that’s unfortunately a very common outcome. It doesn’t necessarily mean you lacked evidence; it often means the case was stalled, reframed, or deprioritized because management protection took precedence.

HR reports to management, not to employees. Protecting the company often overrides accountability.

If your manager/PL has already started “file-padding” you with performance concerns, your complaint may get buried under that narrative.

Companies know that if they drag out the process, many employees give up, transfer, or leave before anything is resolved.

You are not alone. Many others have reported that SpeakUp doesn’t deliver justice. It’s not your fault either, the system is designed to feel like you failed to prove it, when in reality, it often ignores valid evidence.

Don’t expect the internal process to save you, expect it to defend them. In fact, turned against you. If your complaint involves retaliation, discrimination, or harassment, you can file a charge directly with the EEOC. This creates a formal legal record outside Ford. It won't work out in the ethical way you'd expect it to. Expect to wait months for nothing while it fizzes out.

Save every email, instant-message, performance review, and note. Write down dates, times, and what was said. This turns vague mistreatment into a timeline of evidence. Otherwise, the g4$lighting will succeed. It is not enough here unfortunately. There are people that believe you and will read your evidence, they just won't be in the position to save you. So sorry you're dealing with this..

They will give you false hope. Just like HR. You will not be saved. Please get out before the pain is too much. You can't go up against a machine in Michigan. They have a justification for everything. EVEN your REACTION. That will wipe years of their wrongdoings. Most likely HR circled the wagons already and file-padded fake proof. Micro-aggression, false hopes, accidental 'oopsies' to tally your score-card and justify reason for whatever your manager did. It is a game to them. Getting a reaction. Local EEOC agency won't save you. File a complaint. Ford has their number, one call and bo-m. All they gotta do is stall and collect your emotions as you rattle in pain seeking recourse. You'll be accused of attention seeking, being defensive, disgruntled, frustrated... they'll paint you into a monster. They'll make you look like you're looking for a quick check. They are EVIL. EVIL. Guess what? Ford can get away with it. They are the almighty powerful. Good luck. Go through the pain. Watch. OR GET OUT CUT YOUR LOSSES AND LEAVE MICHIGAN BEFORE YOU END UP LIKE ME