Anybody want to share their ODI experiences? Anybody successful in focal ODIs? How were they dealt with?
17 replies (most recent on top)
Some second line managers and first line managers (scared of the line and so ready to throw you under the bus) just target you if they feel their position is threatened by you. Some of these managers are there because of white privilege or whom you know. Neither do they have the degrees nor the managerial acumen. Square PEGS in round HOLES.
I have heard focal ODIs are handled differently, and not by HR legal. For focal items, they will try to work with you and manager and just an HR person may be.
ODI has been discussed a few times. Search previous posts for recommendations. What you do should be based on what you want to get and what you want to pay for (which partially related to what evidence you have on Paper)
Do the ODI and then be prepared to escalate the results to HR legal -- this is allowed per the Intel policy. We Intel fires you or gives you a separation package, be prepared to file a complaint with the EEOC. You should already be consulting with an attorney to be sure you file your EEOC complaint on time and reference the correct law. Be sure to get an attorney that specializes in employment law. Most lawyers will consult with you for no charge on the initial assessment of your complaint. If you have a viable case, many attorneys will take your case on contingency. The purpose of the ODI & HR Legal investigations are to create a paper trail that your attorney can subpoena at a later date. Also be sure to collect names, emails and phone numbers of supportive co-workers to provide to your attorney so they can be deposed. Good luck.
If you are being forced out with an ISP with no-rehire clause, you have nothing to lose by opening an ODI. Let your manager sweat a little or a lot before you are forced out.
@yby. Don't bother with an ODI, SSL4 is very hard to appeal, especially in your case, no outstanding reason for you to fight against. You should start looking for another job now, or at least get yourself ready to leave Intel.
@1ghv. When ACT was first announced in April 2016, BK said it was for 2016-17.
Don't worry as there is no ACT this year that may target SSL4. Doesn't look like they will lay you off for performance since that comes from the manager as well. But be careful and work towards your people and soft skills to better flaunt your work.
+1
Nothing more is needed to instantly end your career at Intel, label you a "non-performer," walk you out the door without notice and ban you from ever again working for Intel...than being given that "Satisfactory" rating with no further explanation than what your manager provided.
"@yby. You should start looking for another job now."
@yby. You should start looking for another job now.
I got a successful rating with SSL4 this year. No prior warnings and hence the SSL4 came as a surprise to me. Manager tells me everyone else did better than me even though I had no negative feedback. And it's too late now since the pay letter tool is closed. Should I consider an ODI? Or just stay put and hope no ACT and find ways to do better next time?
The deck is stacked against you after you thumbed your noses at forming a union for decades. Its your fault.
You know a place has a toxic culture when you watch managers who have nearly 100% staff turnover and multiple ODIs against them get promoted.
Agreed it's a waste.
ODI is a waste. Misconduct loving Intel has bias for and prefers to keep around unethical employees that have repeat ODIs filed against them.
Suggestion: You can do better than Intel. Look for job outside.
Don't be confused. The job of HR is to protect the company from you. Not the other way around.
Historically, some cases were overturned and each case differs but the odds of getting back are small. It doesnt hurt to try. Even if you applied and were accepted into a new position prior to focal your old flm can brand you "reject" which is impossible to remove.
Don't waste your time. I had HR folks encourage me to try after I told them my story. I had lots of supporting documentation on why it wasn't right to let me go (mine was a ssl4 story after returning to Intel a year after my business unit was sold). The person who reviewed the documentation I provided also seemed to think I had an excellent case. After hours of effort, I was told that the decision to let me go still stood. Anyway, i think the chance of success are very, very small. If you are a white male over 50, the chance is zero!0
As many have said: your effort is better spent finding a new job at a better company.