Thread regarding Devon Energy Corp. layoffs

http://www.eeoc.gov/employees/howtofile.cfm

For the first time in my career, I did find myself wishing that I was a Union member. With the Management group that Devon has in place these days, employees need something to assure them that they will be treated fairly and management has to do the right thing for their employees. These past layoffs would have been handled very differently and Devon's reputation would not have suffered nearly as badly. Long time employment at Devon might just be a thing of the past. The new management strategy is: Every time a newer, younger, smarter (?), cheaper prospect comes along, the Devon faithful employee should be replaced. You don't have to know how to manage the employees that you inherit, you just replace them.

Energy employees should unionize. How many busts do you have to see to learn not to trust management.

Yeah, I don't know why they would have to ask when they already have access to your records. Maybe they just needed in writing - who knows! Sketchy no matter how you look at it.

Sounds like there was some discrimination if they are asking you about disabilities! I never received an email from corporate you might have something there

Prior to being laid off, I received an email from corporate asking if I had any disabilities. It was sent out the first part of January, is this normal?

I know a gay Devon employee that added his husband to his insurance Nov and he was laid off.. Had wonderful year reviews and was on top of his dept. w knowledge. Been there 5 years and recently got married to his husband.. GONE w layoffs! Don't tell me it's Confidential.. Get real people! Devon Employees are a bunch of judgmental right wing hypocrites

I had surgery two months prior to my layoff so I agree with this post!! I think we all could have a class action lawsuit!

It does seem a bit odd, after reading this it does seem to ring true in many cases. Hmmmmmmmmm!

I was laid-off & had recently had a surgery. As well as having other medical issues in the family. I def. thought this could have been why.

Healthcare, productivity, salary and AGE are the obvious factors that were used to decide whether to retain. And in some departments there definitely was an agenda to promote up some of the younger, less experienced, less educated and less qualified employees that were willing to do ANYTHING to work their way up!

Bacon? I didn't get my ration of bacon in my severance package. Now I'm getting an attorney:)

I disagree. They don't look at health issues to decide whether to retain. It was all about consolidation of duties.

Health care, productivity and salary are all used to measure your over all value to retain.

I would probably gripe that Devon used medical history/costs as a means to cut costs. They found the ones that relied on them the most and deemed them too expensive to keep employeed. They kicked a lot of hard workers to the curb and left them to scramble to find a way to provide adequate medical coverage to their already vulnerable families. It's a shame saving a few bucks was more important than saving lives of their most dedicated employees. Some of these families are in the middle of battling to save their lives, and now they are left with no help at all. I know the corporate world is ruthless, but this is probably the lowest move in history

People, Devon used to be self insured.Until the ACA. A lot of your gripe should be with the ACA and how Devon had to comply.

give me bacon or give me death!

I think we should just go to carousel when we turn 35 just like in Logan's Run - that would save society and businesses a ton of money! Watch out for those sandmen!

I know two guys that were let go had taken paternity leave within the past 2 years. Talk about integrity!

Someone in my department was one of the hardest workers with a ton of knowledge, but he had some medical issues with multiple people in his family. No one could figure out how the company could let him go, but that would make a lot of sense if they factored in medical problems. Definitely makes you wonder~

I know of a person who was let go after returning from disability leave, twisted their knee at work and had surgery. You never will know for sure.

I believe that the medical cost were considered. Devon insurance is self insured. The cost of covering large families and sick people would constitute a large cost for Devon. Looking at some of the people let go from my team there was one person that was in the hospital recently with what I remember as a some sort of stroke. One of the other members released had a large family.

stop eating all that bacon

Our severance is our hush money.

HR should have maintained a set of criteria used as well as adverse impact - analysis for non discrimination of protected classes. If they didn't they should fire the entire HR department.

You may be on to something. I know of at least five people that where let go that are fighting cancer. For one it was very serious. It is shameful what they did to some of these people. Maybe a reporter could do some investigate reporting into this. I know there is a story here!!

It would be nice to know if they used any set of common markers at all! They let good, dependable, experienced and dedicated employees go and kept people that had been at Devon for 6 months. I just don't believe that the difference in salaries were that great - especially since they kept 99% of the Supervisers and Managers. Some departments definitely had an agenda to get rid of the older employees so that the younger ones could move up without any opposition. There should have been some kind of HR or higher ups that these VP'S needed to answer to before decisions were finalized. And if there was, then so much for that Devon Integrity!