Yesterday, in sg W3 cafe, one manager level guy told me salary is one of the factor, and the retrench package size is also one. So if many years high salary, difficult to kill. But if only a few years and low salary, the chance is higher. Sounds reasonable. But is this true? Looks like I am that type. only a few years, very small package if killed.
But for a senior engineer, what range of salary is considered "high" in the context of Singapore?
Except longmont if any resizing come.. it will b after investor meeting n think after quarter end will b all time high
RMO layoff already started?
I m not sure others departments cross different places work. My department . I have to say wonderland. One of the meeting he or she declared it have been chosen n submitted .me n my colleagues have siginificant people working. 90 % of us dont know . Based on rating?based on other recommend or warning letter? I wonder how systematic.way
Anyone heard anything about LCO?
Western Digital plans to eliminate 405 jobs in Bay Area.
http://www.mercurynews.com/ci_29967892/western-digital-plans-eliminate-405-jobs-bay-area
This makes no sense - they always cut folks with higher salaries, the severance hit is temporary, while keeping someone with high salary overtime adds up. If you've been around during the cuts in 2015 you'd be able to figure out this pattern - that's why a lot of people complain that older workers are being targeted - the truth is, they are paid more, hence the ax...
I've made it clear I don't care to work at Seagate anymore, but I'd rather leave with a nice severance package then quit with nothing. If they seriously layoff employees that want to be there and not the ones who don't really care, management is really clueless. Though it is nice to not to havd to worry. If I was working at a job I love, it would suck to worry about losing it. I lost all respect for this company that values their divideds and ceo stock options more than the hard working employees. As SL said...bring it...I want the summer off.
LIFO..
They need to maintain a low operations cost going forward and letting the ones with higher salary to go makes sense. Compensation wise, it would be an one time expense for the quarter.
Not true about retaining those with big retrenchment packages. In the last round, we witnessed them going. Not sure about SG Snr engr salary. 6?
I'm only a few years in also. Honestly, getting rid of the young is going to kill the company because they aren't breathing any new life into it. Regardless, young guys/gals I know are looking to leave. Package is going to be crap for us your folk anyways.
That leaves older unmotivated "that's how it's always been done" people that are a high cost to the company to keep and too expensive to cut. Sounds like a financial death spiral to me.