@-1scv: Exactly, yield was the factor in this and prior RIFs for those affected because their positions were eliminated. There were others also affected due to performance issues, but there were many others with known performance issues and bad reviews that were not riffed. A good metric to follow would be the loading on MAT (manpower tool); if you show up on a long term project (could be several months) you are safe. If not, you would be a candidate in the next rif....most of the times this is not the fault of the employee, he can be in a group with poor and incompetent management that cannot bring work for its people but eventually a lower yield will affect the employee.
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Rename HR to IR = inhuman resources.
All directors have reported their groups % yield numbers to VP level. At these meetings, HR has directed each director level to baseline each employees yield for the last year. This data was submitted to HR about 4 weeks ago. At the time, nobody knew why HR was requesting this data. Keep in mind, this was in the middle of the RIF/RIM timeframe. Now, if this 36 hour work week happens, it sure looks like they will use the % yield to rate and burn anybody that only puts in 36 hours, if they change from 40 to 36 base pay. So you will be expected to put the same or more time in, and get paid for 36 hours. They will expect the same work out of everyone, just will pay 36 hours for salaried employees. You will be judged against your past individual percent yield. This seems to be the reality, as HR did not care about hourly employees, only salaried.
Oh no......I will not work a single minute over 36
Once they announce the 10% pay cut, I will be working 0 hours. I'm leaving honeywell for good. I'm too good and too valuable to be treated in this way.
I heard from a reliable source there will be a 10% pay cut but we will still be working the 40 hours. Personally I will be out 4 hours each week. It is suppose to run for an indefinite period of time, (2017). I checked that out and it would take me back to 2008 pay check with the added expense of much higher insurance. HW Totally does not care their people.
I know in California, you can claim unemployment if they do this. Actually this is a better option that a full week furlough in Dec. because we would loose only 20 hrs instead of a full 40hrs. You can be Friday productivity will be zero!!!! Ha Ha Ha
They pay you for 36 hours, you work 36 hours then. Half day on Fridays. I don't get people who do overtime all the time. Once in a while because sh--'s about to crash and burn...sure, but all the time is just stupid.
Don't do overtime guys at least not till you get paid for it. And if you do unpaid overtime, do it because you really enjoy it and for no other reason. Don't do overtime because of layoff fear for not meeting some metrics that some a--hole came up with. Those are just excuses for them to take advantage of you, the workers.
Companies do sh-- like this because workers do the hours regardless. They pay you less...work less, period. And in the meantime look for better options.
Yes. I've heard that option is on the table because furloughs don't help productivity. This way they can work you 60+ hours while only paying you for 36 of them. This has the added bonus of reducing your 401k match, too. Dave wins on both sides of the coin. I have my resignation letter typed up in the event they announce 36 hour paychecks or any additional furloughs into 2017. I will take my talent and knowledge of Honeywell products straight to the competition.