Some immigrated to this county because they saw greatness in democracy, freedom of expression, and the rule of reason and law. They came here to be a part and took it upon themselves to do whatever it takes to preserve the values that made it free and prosperous. The rotten abyss that is called Qualcomm is of your own making. Some of you have imported the culture of nepotism, fear, pacifism, and the worst of all, capitulation to abuse from your home countries. Working for Qualcomm in U.S is no better than working (and living) in a third world country now. You have been complicit with this because this is what you have known all your lives. Capitulating to dictatorship and abuse keeps you in your comfort zones. Does it sound familiar that you are made to work 12 hours per day, weekends, company holidays, and then disposed of as soon as you are not needed? Does it sound familiar to you that your "great leaders" gave themselves $95 million worth of stock grants in January while this is happening? Does it sound familiar to you that if you criticize them about anything or if you have an innovative technical idea that is different than that of the boss, they will get rid of you through a bogus PIP with unconditional help from their HR? Does it sound familiar to you that engineers get mentally exhausted to the point that they jump from Qualcomm buildings (2010 and 2012) and HR tries to cover it up? All of this would sound normal to a factory worker in Foxconn City industrial park in Shenzhen, China. By the way, are you hoping for ground-breaking and innovative products to come out of this place? What could you do now? Qualcomm has been thriving on importing and abusing low-cost H1-B workers as replacement for their older age workers. If they "layoff" employees, they wouldn't legally be able to get new H1-B workers in the future because they wouldn't be able to make the case to the immigration authorities that they were short of US workers. Moreover, if they "layoff", they would have to pay a severance package to the employee which would cost them. They would also run the risk of the employee bringing a lawsuit against Qualcomm for wrongful termination. For this reason, they would try very hard to eliminate employees in other manners that could not be labeled as "layoff". They would put all their effort into creating a condition where the employee would "resign" on his own. Then they wouldn't have to pay the employee any severance pay and they would not face any legal risk. One method to accomplish this is to "to work the employee out". They give the employee an assignment that is impossible to complete and make him work hard and fruitlessly until the he gets exhausted and leaves on his own. If this method doesn't work, then they "PIP him out". This is accomplished by artificially lowering his performance grade and putting him on PIP. Then they give him an assignment that is impossible to complete in the given time, or is outside of his area of specialization, or has dependency on another group to deliver. This gives HR the justification to terminate the employee and if it comes to a lawsuit, they would claim that they gave the employee a chance to improve, but that he did not "perform". To PIP an employee out, they will first encourage him to either resign on his own or go on PIP. HR would threaten that if employee doesn’t agree to either choice, they would terminate him for insubordination. If he resigns, HR will be happy because they wouldn’t have to pay him any severance payment, he could not make any legal claim against Q, would not be eligible for unemployment benefits because he has "voluntarily resigned", and his health insurance will cease at the end of the month. If the employee decides to go on PIP, he gives them a chance to fabricate more bogus evidence against him in the manner which I described. Remember that no one has survived PIP in the past. Then they will terminate the employee at the end of PIP and will use the fabricated evidence in case he brings a lawsuit. HR will even be happier in this case because they wouldn’t have to pay the employee any severance payment, he could not make any legal claims, would not be eligible for unemployment benefits because he has been "fired", his health insurance will cease at the end of the month, and Qualcomm could extract another month of intense work from the doomed employee which thinks if he worked harder he would survive. I strongly encourage you to document all your accomplishments, deliveries, and your working condition in fine details and be prepared to confront HR if they try to put you on an unjustified PIP. You may even want to wear a concealed recording device when talking with HR or your managers. Note that this is legally admissible because your purpose is to prove a wrongdoing. Make sure to keep a copy of your evidence in a safe place because once you start to dispute and resist, they will put you on an administrative leave and will cut off your access to your emails and records. If you prove that you have a case against them, they will offer you their standard package which is 2-month of pay plus ~$1500 to cover your health insurance for a month. In return, they will ask you waive all your rights to sue them. The 2-month pay does not depend on the number of years of your service, however, it is negotiable based on how strong of a case you have compiled against them. The payment is proportionate to the degree of risk they perceive in getting involved in a lawsuit and worst of all, a class action one. After all, they know how many labor laws they have been violating in their sweatshop every day and how much is at stake when they are exposed.
12 replies (most recent on top)
128642: No. When you file a complaint with the EEOC or a state agency, they can get the necessary documentation to determine if the the employer engaged in a pattern or practice of discrimination. That's one reason it's a good idea to file a formal complaint as soon as possible.
HR is pretty upset about this post. Some of the responses that you see here are from them.
What is idiotic is assuming a couple anecdotes apply globally . no need for hyperbole here. Everybody is on edge anyway. Anecdotally q has a thermal issue on one chip. By OP logic most chips are disasters
not hung up on numbers. it's the global assumptions that are the problem. "MOST pips have nothing to do with performance". "No one has survived a PIP". Say what!? OP should put a disclaimer that he's only speaking from anecdotal and highly subjective experience.
Don't know the CA unemployment regulations but in other states where I've worked receiving benefits was based on whether the employee willfully refused to do their work or were merely unable to do their work. For example, in CT, termination due to refusing to do the work = no benefits while termination due to inability to do the work (slow & missing deadlines, quality of work, can't meet standards, etc.) = receive benefits. Might be worth verifying if same is true in CA wrt to bogus PIPs.
Anonymous128655: Why you are getting hung up on numbers so much? He is providing info from his experience/knowledge so use it if you want. If you see that you PIP is valid then above things does not apply to you. It helps to fight only phony PIPs..
there goes the sweeping statements. So you know as few as 2 engineers (since plural), but MOST pips are phony. Been driving down Boulevard of Illogical Conclusions much?
I know hard working engineers who got phony PIPs due to personality conflicts with someone more powerful. Most PIPs have nothing to do with performance.
so this is purely anecdotal evidence. c'mon, you can't make sweeping claims of wrongdoing ("preferred method") based on one or two cases which were phony in your opinion.
Anonymous128618, Only HR can have that data, We don't get to know about all PIPs..mostly PIP for engineers are phony.
How many of these phony PIPs do you think happened in the last 5 years? Total and as a fraction of "legitimate" PIPs for incompetence. Is it really epidemic or just isolated anecdotal experiences?
NOTE: You make some valid points; but the hyperbole in your writing makes it sound as if you could use a Xanax ladder to calm you down. CAUTION: You record your conversations at your own risk. In CA, you must have permission from all parties to record a conversation. It also wouldn't be admissible as evidence. There is also the possibility that you may record yourself inadvertently making an admission. BEST COURSE: Get original documents, or photocopies of signed or electronically signed originals. (Emails that show sender are usually acceptable.) QCOM has a tendency to stamp everything "confidential." This is arguable. There are many cases where courts have ruled that stamping everything "confidential" or "privileged" does not necessarily make them so. But if you hire an attorney, make sure he knows how to file documents under seal in both state and federal court.