Management in HPE Houston MFG decided to do something different and of course might not be a good idea and possibly illegal. MFG HPE Employees are being tracked with their HPE badges and now have to clock in and out with a separate badge as well as long in their hours manually. Yet office contactors who get paid way more than a MFG employee dont get tracked at all. So why is management in HPE Houston hating on MFG HPE Employees? I went to the HPE portal to get the new policy but their isn't one. No email from top level management and no emails from HR so why is HPE Houston worried about these low waged HPE Employees as suppose to 3rd party contractors that get paid more and abuse hours? If there is no policy what can MFG do to fight back. Oh yeah and moral is support low with all the new rumors of layoffs. Yay!
6 replies (most recent on top)
The fact you are late or forget to clock in when an hourly employee is exacty why they are doing it. I recommend going to college and get out of MFG.
Legal v/s illegal is all a matter of how much money you have, and how many lawyers you can afford, actually. Even if it's fairly clearly "legal", you can tie up your opponents in court all day, and punish them that way. "The process is the punishment", as they say, whether the case is criminal or civil, either way.
And then we have ten zillion laws on the books, so we're into "damned if you do, damned if you don't", territory, clearly, by now. Look at the James Damore memo at Google... Google fired him, so now they might get sued for "punishing a worker, unionized or not, for speaking out about work conditions", or some such... If they had NOT fired him, Google might get busted for "tolerating intolerance at the work place, hostile work conditions", what have you...
Ten zillion laws on the books means we are being ruled by whoever can afford more lawyers, is what I am saying, and the courts are a random roll of the dice, pretty much.
What is legal, what is not? Extremely murky, these days! Good luck with trying to figure out what to do, to stay on the good side of the law, when we live in an environment of fear of the "three felonies per day" syndrome! (We are all felons now).
Just because it is legal, doesn't make it moral, ethical, wise, or even a good idea for the welfare of your company and shareholders.
In Texas, it is also legal for a man to promise a woman the moon and the stars, marry her, treat her with distain and disrespect, divorce her, then move on to the next woman, and do the same thing, over and over and over again. Legal? Yes! Anything else positive? Hardly! ... And may I add, you ladies out there, do a bit of research, and stay AWAY from men like that!
And may I ALSO add, for similar reasons, if you have ANY other decent choices, stay away from HPE!
Hate to rain on your parade, but HPE is well within their rights as an employer in the State of Texas to do so. Period.
If they have an automated, mechanistic method (the punch-the-clock thing), then the manual time sheet is entirely a waste of time... Manually put down a few minutes early or late? Either way, it is a lie, right? A firing offense? Gotcha this way, gotcha that way... We want to FIRE ya, any way we can!!! And then moan about how we just can NOT find qualified American workers, and we MUST hire more H-1Bs, or more workers overseas! Messed over if you do; messed over if you don't! Welcome to the HPE way! (As soon as you master matching the time clock, utterly precisely, to your manual logs, they will add three more manual logs, to the existing one, so that by the time you fill out the 4th manual log, a full minute has gone by, and the spy camera will RECORD your lie, and the mismatch, and ye are FIRED!)
You forgot to mention an important part. Management in MFG isn't allowing us HPE employees to see our individual clock ins and outs. So when we go to update our manual time sheets and it doesn't match. Boom you're fired. Let's suppose I am 10mins late and I forget about it and when I submit my timecard it doesn't match the clock sheet they will have grounds for termination. Again there is no policy and as far as we know it is only active in Houston and only for hourly workers. HR has no response for a lot of our questions. They called a meeting for both shifts 3 HR reps and 0 questions answered they were there to "listen to our concerns" bunch of BS why are we being treated differently? We're being tracked 3 different ways for what? Also MFG in Houston consist of Value Stream Lines its not like we can disappear without someone noticing and asking where the f--- you are.