Thread regarding Intel Corp. layoffs

At the focal i expressed my concern of getting an SL4 to my two managers (it was a 2:1 managers in transition) and their feedback was I should not worry about it and that for sure I would need 2 SL4s to be affected by any future layoffs. Therefore I was unsure on how to proceed, then for the next couple weeks I was talking to people to make my mind; I talked to my manager again and he said I would not get anything good out of an ODI. It wasn't until last week that I decided to contact HR rep from my module w/intention to have an ODI (prior to announcement) and HR rep told me there were no longer ODIs for SL concerns, and that new guidelines were that 2nd level management had to review and decide if a change could be made. I talked to area manager who was apparently unaware of "new" guidelines, and he suggested I go and request an ODI; and I asked him to talk to HR rep so he could be updated on new procedure, but Unfortunately the announcement was made and I got caught by system. I've had communication with area manager after the layoff, and he seems supportive, but apparently doesn't seem to understand that according to HR rep he's the one who has to make a decision as ODIs are no longer in the resolution path for these issues (however not sure if the information given by HR rep was accurate or just a way to entertain me until the announcement). So there was only an HR ticket by he time of the announcement. Last Friday and because I had escalated to 2nd level management, my first level manager finally came and asked I should request an ODI (again he wasn't either aware of the "new" guidelines), but this was just a way of him to be nice as they knew I was leaving - at least second level management knew already I was leaving.

At this point the ODI and the appeal had the be done thorough the appeals2016 e mail after the layoff...management seemed supportive but I'm having huge trust issues with them and our HR rep. I'm preparing additional documentation with details to send in support to my appeal, I would be very disappointed if the decision doesn't change.

But same ways, at the time of the focal, I was given all these weird excuses of why I was low compared to my peers (not because I was out on MLOA... Ahhhaaa!), but they picked on my communication skills, my visibility in the module, etc.... Yes I was pregnant, yes English is my second language, yes I wasn't going to passdown inside he fab at 8.25 months pregnant because I wasn't able to dress up quickly, so? Is this to make woman afraid of trying to pursue a challenging career and having a family?

Both cases happened to me, Female PHD. I was on maternity & bonding leave and was told I didn't care contribute enough and hence lower stock grants. Was also dinged by the comms skills during the year I worked the hardest.

Managers need to stop using "communication issues" as an excuse for giving low ratings. I can't tell you how many times I've heard of this happening (including to me, which I fought and won). It is pure BS that is used either because your manager can't think of anything else to say, or is intentionally setting you up for failure by using completely subjective criteria. If you are a performer, then you are successful, end of story. If you don't have any obvious areas of improvement, why do they have to make up garbage about communication?

@veu - We have very similar stories. We also likely know OF each other if we don't actually know each other.

I just consulted an attorney and found our conversation to be really helpful. He was very upfront about the current environment for pregnancy discrimination claims in AZ. We discussed several options. I have lots to think about. The consultation was $250 well spent.

Here's the attorney information.

http://www.yourazlawfirm.com/meet-our-attorneys/christopher-houk/

Managers CANNOT penalize you for being on MLOA, but it happens all the time. If this happens to you, the time to do an ODI is right after focal. Do not wait for layoffs to find out if you will get hit. If you ever get penalize for being on MLOA, fight it immediately! Managers need to absolutely get docked for this practice!

Was your appeal "before" the layoff announcement but after you get focal

Can you please elaborate? Did your managers encourage you to appeal or was it your own decision? If managers are not with you it may be futile...

Same situation, no performance issues, but out on maternity/bonding leave last year and got SL4. Suffering the consequences of being in misoginous fab environment where all the guys have home stay wives. I'm also Hispanic and have a PhD, and transferred 1272 from PTD to AZ, first woman ever in the group to be a SEED.

I submitted my appeal and ODI request, what else did you include for it to be successful? Did you contact second level management or handled it through appeals only? Thanks.

I believe there are people here who want to make sure their record is clear. Can someone help out with the process and documents required to make sure we can win the ODI? Also want to know if it can be done smoothly with no grudges from the manager.

Kindly help with the Process and documents required in detail...

What are all the documents needs to be provided

Same thing happened to me in 2015. Was given SSL4, first time ever, because of MLOA. Can i appeal now?

I doubt this happened after the layoff announcement.

Thanks. In my case i don't have any warning. All my deliverables are clear. I will start my ODI process. Do we need to inform Manger before contacting HR?

Odi=open door investigation

Contact hr to initiate odi

I too was out for MLOA and returned to find that for the first time ever I was SL5. I was told when focal began I was under consideration for promotion but someone, somewhere in CA decided I needed better communication skills. That obviously eventually got turned into not only a rationale for denying promotion but evidently touted as a performance issue warranting dismissal and banishment for life. Someone somewhere cooked the books but everyone denies they had anything to do with it. If my manager and second level manager were not involved in my focal who was? I was obviously targeted and railroaded out, but you known: I'm thinking that's not the kind of people I want to spend the rest of my life working for. cowardly. greedy, self-serving cogs in a circus that is eventually going to drag the whole thing down. It's a big ship so it will take a while to sink, but it will sink. I am ready to get back to real engineering as versus technical politicians squabbling over power and a dwindling pie.

I am in the same situation, first time l4 with a successful rating- what is ODI ? Can u suggest how I can appeal? Thanks

Can I go for ODI now? Please give me the process.

Can you share the #of RSUs that was adjusted to, if you dont mind?

Maybe is temporary relief but it ends the most stressful month I can remember

Rsu adjusted

Was on mloa for 4 wks. Came back and was clearly getting set up for failure. I made copies of everything that seemed suspicious and included them in odi

Did they adjust the number of RSUs as well or did they just change the level

Tell us more!

Maybe just a temporary reprieve.