Thread regarding Chevron Corp. layoffs

Found the slides online but as a pdf and with no recording of the meeting itself the slides aren’t as useful and hard to understand

Did they share the presentation slides as promised? Does anyone know where I can find them? Thank you.

Can someone summarize the California meeting? I had a conflict and couldn’t attend.
In WP someone asked about the community benefits in the future and the answer was they are getting cut since we are moving headquarters to Houston. This is likely an indicator of the future for California.

Other companies are offering "better baby-bonding time off" ??? OMG!!!! can't live without that! Can't live without that benefit that was never offered to ANYONE for many many centuries up until now in the era of entitled spoiled brat employees.
Why don't you go work for a company who provides free paid "BABY-BONDING" days off? Go ahead. I doubt you will be missed.

Let’s see if she at least follows through and shares the slides as promised. My guess is she won’t.

I disagree with the prior detailed post...feedback and accountability is important, regardless of how it is given/received. I did not feel the feedback was personal or attacking, but direct and factual. First off, HR chose to have the chat feature off and didn't bother to communicate how to use the Q&A functionality, nor did they utilize it the way it should have been. This set the tone for the meeting and it was continued with aggressive, defensive and confrontational responses from HR. Apparently this was the second disappointing call hosted by HR so they didn't learn anything from the first one. My feeling is that HR f'ed up this year with the bonding time being doubled and that is the only reason they hosted this meeting. I cannot recall any other time where HR made any efforts to have calls like this.

Go to the HR website and look under the "Time Away" tab

Confusing call today. I didn’t fully understand it but I can tell you one thing, If they are lowering our benefits we were already left behind here by other companies. In my job search for a better job, companies are offering baby bonding of 3 to 4 months fully paid. Even the vacation in some cases are up to 8 weeks including additional holidays. Some companies offer take unlimited vacation when you want need to take time off, I am sure keeping some sort of honor system and getting your work done. The 401K matching the competion provides has been much better. Chevron should now lower but increase the benefits.

Maybe some of the hesitation to answer personal questions was for employee confidentiality and hipaa purposes? Do HRBPs ever help find answers for CA employees or just reference the website? Seems like they would be the best local support to know all of the right people to call in corp hr to get the right answers, even if the hrbp couldn’t answer the question on their own. First time I’ve ever heard anything less than 8 weeks offered for the baby bonding benefit though. I think they had good intentions, some people just don’t do well with presentations and being put on the spot (and it’s a shame that we don’t foresee outcomes like this when that’s the case)…someone on her team should have tried to help clarify what she was saying in a different way. While the information wasn’t great, I think employees had different expectations than the intended message - it sounded like we wanted a deeper dive into all CA benefit leave nuances and the presenter was only focused on a high level overview (2 complete different messages). But HRBPs don’t have the answers and the benefits COE don’t have the answers, so how could Sedgwick possibly know how to process claims? The whole thing is a shame though, I think a lot of people on the call really did need guidance in real time on current issues and I didn’t hear a lot of direct actionable steps shared on how they would be getting the help they needed. I think everyone is stressed, but I think some participants were a little rude and mean in how they approached her (not helpful and I think it started to change the tone of the call). If you want someone’s manager to know you think they failed or su-ked at follow up, send them feedback in workday, schedule a call to talk to them directly, send an email to her manager…no one needs to be told in front of 100s of people on a call that they didn’t follow up on something in the past. We can hold people accountable without trying to humiliate someone and without becoming disgruntled bullies.

What was this call about? Maternity benefit reductions?

Yes, she was just reading off her script at a hundred miles an hour. Some of the worst training ever, I actually just started laughing at some point. Oh boy.

It was very confusing and it was hard listening to the cold responses to genuine questions from my colleagues who were also confused.

For questions, we are being directed to our HR Business Partners. When I needed to take leave, my HR Business Partner gave me incorrect information. Unfortunately, not all the HR Business Partners are well versed on leave policies.

Expect more of this. If you think service functions are bad now, wait until they adjust to benchmark against our peers. Less HR, Procurement, Finance and more self service. News flash, the BOD does not want us in CA so management is just following commands. The gravy train stops here lol