Thread regarding General Electric Co. layoffs

Hey,
I was harassed and headed for a PIP. Then got a documentation that two senior staff disliked working with me due to a disability. HR fixed things pretty quickly. About 600 $ for a Lawyer to walk me through the steps, what to do and not do etc. Of course I had great reviews all other years and there were witnesses.

Oh and as a cherry the senior staff were rif'd.

Get another attorney and start going public with it... they hate publicity... and they’ve had a ton of bad press lately.....
There is a thing progression disciplinary policy and they must follow it.... the tasks listed in the PIP unachievable...state that! And don’t sign a thing! Buck back at this point you have nothing to lose.... go get another attorney ... they do this to thousands ... it’s time they get smacked for it... go file immediately with the EEOC for age discrimination ...man...when I was there I was completely bullied by my incompetent insecure boss... place is toxic ...

I was put on a PIP in June, I'm in my 50's, a women, with over 20 years. I have never had a bad performance review ever. I received a bonus and a raise this year! They didn't even tell me I got an auto generated email about the bonus. Raise was never discussed. I had previously went to HR about six months ago complaining that my boss was micro managing me! That even came in my PIP review, my manager said well you went to HR about micro managing. I was dumb founded. Now i've just learned my HR manager has resigned, I was supposed to meet with her last week about how the PIP keeps changing, and my manager keeps adding new tasks that I'll never be able to complete!!!

I just don't know what to do. I've contacted a lawyer but they said the more people you can find the better for the lawsuit. Right now I only know of one other person in my area. One has already resigned.

You know very well we didn't get in this mess overnight and that this is a multi-year turn around. What we don't need is the kind of help a bunch of finger pointers would like to give us.

Since everyone in your OMLP is still there doing such great things to save a collapsing company that the OMLP’s had a part in the collapse to begin with... I’m certain now I should be seeing some growth in my stock instead of bargain basement junk .. after all you are Golden Crotonville Leaders...

Everyone in my OMLP is still at GE and quite successful. We are doing great things and helping turn the company around.

Younger staffers just don't seem interested in staying with ailing GE anymore. More of my OMLP class out of Greenville has left GE than have stayed with the company as of right now. I can't say I blame them. I don't feel any job security either.

I don't get it. Are we supposed to get rid of the staffers or keep them? There's not a lot of young staffers.

PIPs are usually 90 days

How long is PIP?

Not sure where you work location wise; but if in US, the company can get two young employees for the money you cost them, or four in India. There have been informal reports from select US sites (by colleagues and posters here) that replacing older and/or more expensive staff en mass has been going on since post GEC sale, when things went quickly south. The older folks were being let go, and young folks have been joining in -- in their stead. This has impacted not just the 50+ demographic, but also high-salaried positions of several 30-35 y.o. EBs who were forced out. Including protected classes (AA, F). This is not the only company that is doing this. Look up FMC and GM. The only ones truly protected are those with very deep connections.

As a female who was repeatedly discriminated against and finally left GE... agree. Dont sign a thing. Get an attorney. You are being discriminated against. They're trying to weed out the SPBs and those that make a good salary and those that are older and getting closer to retirement. Dont take it personal, take it for what it is a sh--ty company discarding expensive workers. Stick with your attorney and tell GE to shove it. Dont expect much but a paltry settlement after much litigation though. Im sorry, but the company doesnt care about its workers, just about about out maneuvering to save its cash for its senior execs.

GE is such a scam. At this point, what kind of person would seriously consider accepting a position at this company? Most admired company? Ha!

It's a scam. File an ombuds case, and a Solutions case. I did PIPs as a manager and real PIPs always have great documentation. Many states won't pay unemployment if you resign. Never trust HR.

I was put on a PIP as an SPB and working for the company for 17 years. In the end they paid me off instead of sacking me in the massive redundancies under immelt, 48000 layoffs globaly Your PIP is motivated by the company wanting to avoid severence payments. I lasted a further 6 months after my PIP had finished, manager went on long term sick afterwards and my job no longer existed so severance was the correct option for me

Don't sign anything for the package they offered you s---s. You are being terminated/laid off. Start looking for a new job now. Get your references lined up and resume updated. Understand your severance benefits outlined in your benefits handbook. They will lock down your computer so you can not send files outside the company and may turn off printing ability for you also. All computer traffic will be monitored by GE.

Keep a low key and do your job for it could take them more than 3 weeks for GE to get their act together! Once they inform you that you are being released, and you are being offered the severance package per your benefits plan (or better), then you will probably need to sign some paperwork. That is when your lawyer may be of help.

If you have marketable technical skills you are in a much better situation than most based on the job market.

Don't look back. If your family is like ours, I would guess your first priority is to replace your income. Stick around at GE long enough to grab copies or screen prints of your HR history, but IMHO your first priority should be identifying your next career step. Clearly you do something very well or you wouldn't have gotten the bonus. It's OK to work with the lawyer, but any money coming to you is uncertain and years away. Good luck.

By the way the HR manager on here stating they always win the cases with EEOC.... companies almost always do! The point for filing with the EEOC was to merely get it on the books so we could file a federal lawsuit... anyone that has been this route knows this! It’s a long hard fight... do not sign anything and be willing to get an attorney if for no other reason your full unemployment because God knows you paid enough into it! I know first hand with my husband... you file with these so called unbiased institutions to get it on the books! It’s the only reason!

Hum, where you offered severance ahead of the PIP process commencing? I've done many (I'm in HR, not with GE, but another multi-billion dollar firm). not once have I had PIP termination go wrong, and I've reviewed hundreds with none come back to bite. Reviews by the EEOC, NYDOL, NLRB, all successfully defended.

Feeling for you, your best option I think is to try and negotiate either directly or with your attorney. A small win, but doable I think, would be 4 weeks of salary continuation, pushing you into August and picking up another month of health care coverage.

BTW, the reason that a well PIP is easy to defend is they are usually well done, and yes "soft skills" matter. If a manager is stacking the deck against employee and discriminating, HR will step in and there will be termination, of the manager and the employee PIP matter will get sorted out later.

Leverage the Solutions process, don't sign anything.

Be prepared for folks to straight up lie to you during the process. But will have a chance to get an outsiders opinion and potential ruling in your favor, just know what you want before you start.

They won't dispute your unemployment claim because it would be denied anyway. You can only file a valid claim if the job loss was not your choice, so resigning automatically disqualifies you from receiving unemployment benefits.

Go to your doctor and be evaluated for any medical conditions which might rightly put you on short term disability. Many GE employees have worked in toxic environments with high cancer risks and more than likely some medical conditions will qualify you for some sort of short term disability. Termination procedures are normally put on hold for employees out for medical reasons and are not allowed to resume until they are back in the office. Use the FMLA and other protections provided to you.

It’s really not a good place to work. You’ll be much happier somewhere else.

My theory, work or marriage. Why stay some place your not wanted. I’d be gone in a heart beat

Also the person who stated companies can let you go for any reason is incorrect! There are laws that employers must follow... sorry they cannot give you bonus one year than terminate you next with no progressive disciplinary policy... I am the one that explained the same type of issue happened to my husband... we went through the EEOC for discrimination... (age) and then filed a federal lawsuit... they will wear you down because they have entire staff that all they get paid to do are think up ways to wear you down.... however like Explained earlier ...true grit, guts, and determination for the right thing will win you the glory in the end... by the way the company I’m speaking about closed down about 5 years ago.... so companies are never too big to fail with unethical and immoral practices.... it usually means their karma bites harder! Best Of success for you ...

There is something called a progressive disciplinary policy... they have to show you were given chances to improve over time.... my husband went through the same thing at another company... we filed a federal lawsuit with the company... they took around 5 depositions that we had to pay for... stepped all over themselves.... the company changed attorneys 3 times (they try and drain your wallet so you give up) ... our attorneys took the case in contingency which means they call the shots if you settle for and how much...or take it to trial... the entire BS took 3.5 years... we won by the way ... just remember if you go that route you must have nerves of steel and true grit! The company was a billion dollar company.... which is even better! Means they can’t say they didn’t know .... good luck! Wish you the best!

Of course you don't have to sign it. Your employment lawyer is probably giving you good advice. GE absolutely will work its way to terminate your employment. You are leaving GE. One way or another you are leaving. There is no appeal to that final fate. The only question is how you are leaving GE. So run everything through your lawyer at the same time you are looking for new employment.

The problem with the PIP process is that it gives the illusion that there's a way to work your way into the good graces of GE. Unfortunately it seems like they have decided that you are not one of them. That is their decision and one consequence of that process is it delays your acceptance of that fact.

A few other thoughts after I posted my early comment about the Dispute Resolution Process.

1. Were you on a PIP because of missed (and measurable) deliverables or behaviour traits (Growth Values)? If deliverables, can you document factual differences between you and your manager? Some PIPs are too vague to define success though HR is supposed to see that isn't the case before one is started. Behaviour traits are very vague and tough to document but you could use a 360 review to get feedback if your PIP was based on behaviour.

2. You mentioned solid reviews, is this the first PIP you have been on? Do you have or can you get copies of prior reivew? PD tool is lousy for that but the old EMS system was pretty clean if you kept them.

3. How did they come up with 3 weeks? Were you on the PIP when the last round of layoffs occurred? I would at least ask if you could get a layoff package. That would be 1 week per year of service or 10 weeks which buy you some time to land elsewhere.

Note: I suspect the HR response is the packages are for employees in good standing but I would argue you have been for 10 yrs if you can document that thru prior reviews.

As a manager, I have had to put several emplyees thru a PIP and it is difficult for all involved. The first goal is to change or improve performance but failing that, it does document for GE the rationale behind a termination. Of all the employees I personally used a PIP, 3 failed and were let go but 9-10 improved and have gone on to have solid careers though some reamined ranked low and were impacted by the staff reductions.

You have one internal option HR should have mentioned and that is the Dispute Resolution Process. It is not often successful but if you believe the PIP was not fair or there are specific areas you can show were factually wrong it would be reviewed by someone outside of your immediate leadership.

Finally, not sure what your lawyer was thinking with the advice. If you are in the US, South Carolina in particular it is a right to work state and there is little you can do. You could always file an age discrimination claim but that will take years to resolve and who knows how much legal cost.

Given the strength of the economy and with a technical background (engineer I assume) I would sign it, take the money and move on with your life. Wish I had a better answer. Best of luck with your next steps.

PIP is usually a prelude to, formal excuse for, and a clear signal that eventual employee separation is the planned outcome. Personality conflict notwithstanding, elimination of your future pension benefit accrual might be at play too. Age-based staff replacement is another possible cause. Was PIP initiated by the same manager who had previously given good reviews, or a different, new manager? How was PIP rationalized after numerous solid annual reviews? Is there a high-ranking mentor or sponsor – an EB, preferably in HR -- you could possibly defer to for support and/or transfer to a different manager, role? The proposed exit conditions are appalling but not unheard of. If there is no viable path for internal recourse, the employment attorney could guide and provide a formal representation. Unclear if a malicious intent and personal culpability of the manager(s) could be considered in a potential lawsuit. Very sorry to hear of your predicament and the best of luck!

It sounds like PIPs are the new HR tool for getting rid of people. I am hearing of more and more people being put on one, and my impression is that it is less about actual improvement than documentation. HR used to tell managers that we had to document everything and put it in a file, but I suspect that too many companies were losing lawsuits because there were no records of having advised the employee of any deficiency or change to improve it.

At this point the company has already done about all they can to you and there is little point in sighing away any future rights. File for unemployment and if they despite it, in most states it will automatically go before judge who will ask the company to show cause. If they don't automatically file, ask for it. The default is almost always to pay the unemployment bless your were fired for theft or some other provable transgression. And if the company does claim so, at least you will know why they fired you.

IMO, I would not sign it. Unless you have broken a written rule and fired for cause, they won't likely be able to stop you from drawing unemployment even if they fire you and dispute your claim. Firing someone is not sufficient justification for stopping them from drawing unemployment. the company must show that you were fired for cause. I don't think that performance is enough cause.

Since they are not offering severance, and you can draw unemployment you really having nothing to gain by signing anything . I imagine that GE has a policy like many companies to not give any information why an employee left to avoid law suits.

Sorry, but companies can fire people pretty much at will and it almost always has less to do with job performance and more to do with whether they like you or not. I suspect that your being over 50 means that they no longer want to invest in you and would rather see you out the door.

In my opinion, PIPs are just a protection for the company to ensure that when they fire you that you cannot come back and sue.

You might try fighting the PIP through the GE Solutions program, if covered. It may provide the answers you need anyway. In writing. I agree with your attorney to not sign anything.