What options does an employee have following an unfair or a FOCAL they disagree with ? Anyone dealt with this situation and what was the outcome.
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HR/ODI is just phucking dirt. you will get dead threat if you against it. good example from facexxxxx dot com.
Just quit and move away from that toxic company. If you miss your job after having quit you can always enrol into the Scientology and play musical chairs with other people with lost dignities.
As others have said OD is all about protecting intel if you so choose to pursue a lawsuit.
HR will sit down with you, they will find an independent and "objective" SLM from another organization to talk to all the parties involved; you, your manager, your manager's SLM and some others that will have visibility.
The net, of the ODI, if there is a risk to intel they will overturn, if they find enough documentation, READ DOCUMENTATION like email to you or notes in the management chain telling you directly or summarizing all the issues, forget it, you'll be SOL if they email trail is there.
NO email trail you got a case baby!
Good luck and hope your manager did a crappy job of documentation the negative message.
Getting overturn of non-postive is impossible IMHO, as NO manager can promise and deliver a positive message.
Zzzzzzzzzzzzzzzz
Main function of Intel Legal and HR is to protect the company from you! The ODI process is totally geared towards making sure your case - if one even was there - would be completely squashed and all evidence points to a 'performance' issue. Lawyers don't like to take Intel cases - they agree that you might have a case, and realize that Intel is actually doing wrong-doing,- but they think Intel will dig up dirt on the employee and make sure you lose.
In proceeding with legalities - be sure to get your FREE!!! INTEL HR HANDBOOK available on the HR page, to allow your attorney information to Intel HR policies.
External lawsuit is the only option after Intel HR in ODIs acknowledge problem but fail to address it. If possible, involve journalists too - to bring public light to Intel's ongoing wrong hiring practices and mistreatment which follows.
Intel HR Legal 's primary function is to try to intercept possible external legal problems and law suits. Do not under any circumstances complain to HR or HR Legal unless it is part of an over-arching plan to go after Intel in a law suit. If you do file the ODI or an HR Legal complaint, ensure you keep your PC, and all relevant documents which can be included in a future law suit. Blindside Intel with an external legal complaint to the EEOC or similar government agency and ensure your complaint is valid (unfair treatment is often illegal treatment). Consult an attorney that specializes in EEOC cases. There are time limits on filing EEOC complaints so do not wait long to consult an attorney. Most attorneys will hear your complaint and tell you what they think for no charge.
Good luck.
Enjoy a few weeks, then get a 😊 😊 😊...
BETTER JOB in a BETTER COMPANY with BETTER SALARY and BETTER BENEFITS and EXTRAORDINARY WORK CULTURE AND ENVIRONMENT Don't let an old f4rt who has only worked at Intel for his 30 yrs career and chosen for ERP in last ACT - tell you that all other companies are same and treat their people the same.
DO ALL THAT 😉 😉 👉 .. before giving Intel a last minute resignation
which
Leaves their organization in shambles
..especially when you are working for a GM and his large organization of more than thousand people but getting a focal from a Director !
Always treat people the way they treat you !!! ✌️ 😎 ✌️ Yourself before others.
Think hard about this if you proceed: if you do an open door, will your manager's manager support you? If the answer is no, then sorry bud, no chance to overturn it. If you have a strong case and can convince the next level manager, then by all means do an open door. What's the worst that can happen? Getting walked, you say? Don't worry if you're on the list, there's nothing you or anyone can do. Start backing up your PC. Good luck.
That's the way the cookie crumbles. Intel has chosen to place the ability to instantly and unilaterally end someone's career in the hands of its first line managers.
I got walked because mine gave me a satisfactory rating and a SL4 because I was a "new employee" and I had been late to an internal meeting some months earlier (a time change mix-up)... despite some pretty major and externally recognized accomplishments in my short time at Intel.
Fair? Nope. Did anyone at Intel, including HR or my spineless second line manager, care to do anything about it when I brought the odd rating to their attention? Nope.
Imagine the waste of recruiting someone with pretty specialized expertise a little over a year earlier (with a signing bonus no less)...having them serve externally and with commendation on a pretty visible initiative...and then giving them a satisfactory rating and a low stock allocation for dubious reasons...thus getting rid of them...leaving a gaping hole in the execution plan of an important initiative...that is incompetently sort-of filled by the manager who gave the dubious rating.
THAT is Intel
Look for external job offer
Contact external employment attorney because Intel HR and ODIs are a fail.