To be announced lost Q3 finish
Impacted personnel to be all
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In HCE, 6 people in our SBU got RIFed on 9/20. They were in finance and sales. Probably more to come by the end of the year, I suppose.
2vmw+1oJAuDf4, uh, if you don't follow the work requirements, even those you don't like, and don't show up as requested, it wouldn't be a layoff.
It would be considered a "voluntary resignation ".
And yes, I know 2 people who were considered to have resigned. They thought they could sue. They are still looking for a lawyer who doesn't want a large retainer.
That being said, it may just be easier to give a layoff package.
Lest you forget, Hon can change the layoff package they offer at anytime. They would give some kind of advanced notice.
@1qko
I am not dull. At least I know how to copy the unique part of the post identifier. Sitting wondering if you are an HR bot. Honeywell can't lay someone off without providing the same treatment that was provided to others. Without the threat of litigation at least. Honeywell is very averse to litigation. So I will sue if I am laid off with no severance. Guaranteed.
Just temporary employment under another name. Those with marketable skills should look elsewhere.
Thank god I quit
No - managers may not be able to accurately rate their team. For example if you have a team of outstanding performers, they could not all be rated above block 5. Managers have to submit provisional ratings in advance ( prior to completion of goals) for approval. Last year I had to move one of my group to a lower rating (I subsequently moved it back up before final submission and it got approved). Equally my director is subject to the same, and I suffered in this instance since I was demoted from box 2 to 5. This affects the maximum salary and bonus if applicable that will be paid. For smaller performing teams, this is a real pain, since it will not be realistic to have a normal distribution in performance. Irrespective of this, there is only a finite amount of money that can be assigned. If the whole team performed at box 1 performance they would be no better of salary wise than being in a box 5. There is insufficient money available to give everybody the HW recommended increase for each band. Last year I had one employee in the elbow and was able to use this to bolster other increases. Even then, salaries were significantly below the rate of inflation or other increases for private sector companies. I have also known other managers pay increases be charged, presumably by HR after submission. It is also extremely difficult to completely use all the money available in the pot, although I’m sure every manager does his best.
@aqd+1oJAuDf4 Can you explain? I never really understood the 9 block ratings because my rating is never shared with me. Are you saying that managers are not able to accurately rate their team? That they are required to rate on a curve? So your rating is based not on your own merit but on the performance of those around you? So if you’re on a high performing team, you could be rated lower even if you’re a top perfrmer at Honeywell? And if you are on a cr-ppy team, you could be rated higher even if you su-k at your job? Please tell me they don’t use a curve!
Are you really that dull? They make it quite clear that violations will result in termination. I can guarantee it won’t be with severance.
Honeywell is the worst employer I have EVER had. So happy I don't work here anymore. Of course I tell everyone I know what Honeyturd is really like so nobody has to suffer the same misfortune.
I am not surprised at all to see there are nothing but layoffs every month. This "company" is one giant scam that treats its employees like cattle and tries to extract every nickle, penny and dime it can out of them before they advance too much and are cheaper to replace with fresh outs or outsourced Indians. The cycle repeats indefinitely.
What happens when one doesn't honor the furlough? Termination with severance? Count me in. :)
So I was a manager. They never speak about a curve for the 9 blocks but it odes exist. I had to move individuals from blocks 1,2,4 just to satisfy the curve. You are not allowed to spend the money allotted to you since it will affect the curve. What is even better is HR came come behind you and change the allotment so I use to capture the number before I submitted them. They actually will make you put someone in the lower elbow.
Q4 furloughs are always a softener for a low pay increase the following year. HW have robbed their employees ( supposedly their most valuable asset) through below inflation pay increases year after year. As a manager there was never enough in the pot to even give out the HW recommended amount for each band, let along industry average increase. If you only make band 5 every year, then your salary become uncompetitive in a very short time. What makes this difficult to swallow are the reported results which are invariably better than the last quarter. One Honeywell behaviour is becoming very predictable.
Agree it better be all, last time we were exempt until all of a sudden we were not.
Get this, I know a team who are the same team but are mixed in which group they report too, they instructed one part of the team to feign a furlough and work from home as to not upset the part of the team that did get furloughed. Fact, and they thought no one would let that one slip!!
It better be all this time, I've been exempt all the previous times. I'd gladly take some time off.