Thread regarding Chevron Phillips Chemical layoffs

@6pa incorrect. WARN criteria are:

1) plant closure
Or
2) mass layoff impacting more then 500 jobs
Or
3) layoffs of more than 50 when that is also more than 33% of the workforce

None of this criteria were triggered.

There’s a possibility that they may have violated the WARN Act by not informing TWC of the layoff within 60 calendar days. If 50+ people were impacted by the layoff(s), then per the link below Chevron Phillips is in violation!
Just select the year 2025 and search for Chevron Phillips.

https://www.twc.texas.gov/data-reports/warn-notice

If you’re unfamiliar with the WARN ACT, go to ChatGPT and ask about it or Google it.

@6ff get your facts straight and stop spreading salacious gossip

Every group is to be cut from HQ to the plants.

@6kh this is the craziest part.. how much is it for people to ship their computers and badges back, AND have their belongings packed up and shipped to their houses?!

@6h6 you got to keep your job and act like its all bad for you. Many of us wish we were in your shoes. Hope they get rid of your a-s too

So when are layoffs coming for us at manufacturing sites…?

@6kc imagine calling someone a coward and not “handling things face to face” when they were literally let go via a teams meeting. Gotta be an HR corporate bootlicker or one of the people responsible for these decisions.

@6kc Caring by choice at its finest. They do lose intellectual juice when they let long term people go or je-k them around.

People are losing their jobs because upper management treated this place like a party. Expensive HQ, poor performance, buddy system, breaking rules they would never allow those beneath them to.

The board needs to really evaluate the leadership in place.

I wonder if Elliot investors has seen this?

@6k6 Reading your response. I think CPChem will be absolutely fine getting rid of the “ intellectual” capital like you. People like you are cowards, who would rather rant it on an anonymous forum than voicing your concerns face to face when you have the opportunity to do so and when it matters….

@6hj Honestly, a lot of this leaked out at HQ yesterday (7.30). I heard details from various people on the IC level all day, and this post is consistent with what I heard.

@6h6 Announcement is today or actual layoffs begin?

I do wish someone went all Jerry Maguire and messaged the whole company with all the info, pictures of the indiscretion, and any other dirt they had. Then mic dropped on their way out.

@6h6 you sure do know a lot of details before any of this information has been shared. They haven’t even started communicating with individuals today yet. You are really showing your cards now. Be careful.

Today is the day for BT. Things will look very different going forward, almost unrecognizable. The org chart does not make sense unless you understand that all the daily operations will be outsourced to LTI. Many managers are gone or have been stuffed into some new group that appears like they wanted to keep them but didn’t know where to place them. Some managers simply got demoted to analyst level work. Entire teams are gone. Some people from facilities are now reporting to HQ, and some from HQ are being moved to facilities. I wonder how many who have been kept will soon retire anyways. The SEE Office somehow survived and is actually the largest team in the department, go figure. It’s tough to process these changes after being with the company as long as some of us have, and it will be difficult for those who remain to adjust to this new way of working. For those getting bad news today, you are all in my thoughts and I honestly feel some heartbreak for many of you that I’ve worked with for so long. For those who get to stay, I sure hope we get to see a better CPChem again one day. Good luck out there everyone.

@6fp it can only be a guess that you represent HR. No one likes the attitude that better decisions should and could have been made? Sounds like you took their post personal about it being toxic!

@6f1 i sure hope you are one the ones that gets let go. No one likes your “toxic” attitude.

@6f1 excellent advice! A wise man once said “remember this…HR can never help you but can always hurt you” they are the last people anyone should go to! G good nights crew was getting their own lawyer due to their treatment but yet she’s still here. Such a joke - this needs to be posted around the office lol- and the one downvote was HR for sure because this is a great post

This is Chevron Phillips HR 100%. Toxic toxic toxic. No doubt in my mind this is why layoffs are happening. The keys to the kingdom were given to the people who never deserved it.
Look at all the sites and their skeletons. HQ, Cedar and Borger have been on everyone’s lips for the last few years of all the HR disasters there. What company demotes a manager twice (once as a supervisor, once as a manager) and keeps them on in a made up position to basically counsel the Plant and Ops manager. A position they are not qualified for at all and then creates havoc and problems mostly out of desperately trying to appear relevant.
Why does that person get protected?

That cost several positions, loss of production, loss of productivity, dominos over time.

HR will always protect the bully, not the victim, in a toxic workplace.

Here's how they do it:

1. You make a formal complaint.

2. HR listens and takes notes, just enough to appear concerned.

3. HR reassures you: "You're in good hands", "We'll take this seriously" or "We'll investigate".

4. HR speaks to the bully who denies, downplays or manipulates the facts.

5. If HR brings in an external investigator, they interview everyone. The external investigator gives HR their report. If the findings support you, HR may ignore the report especially if the bully is in leadership or brings in money.

6. HR reframes your complaint as a "miscommunication" or "personality clash".

7. HR tells you to keep working with the bully.

8. Time passes, and suddenly, you become the problem. Your tone. Your performance. Your "resilience".

9. You're put on a Performance Improvement Plan, sidelined, excluded or quietly managed out.

Before you meet with HR, remember this:

1. Think twice about going. Meeting with them might not help and could make things worse.

2. Document every incident like dates, times, what was said, how it made you feel and who witnessed it. Keep it off work devices. Don't email evidence to yourself. Take photos on your phone instead.

3. If you do meet, bring a support person. Someone who can take notes. Never go alone.

In toxic workplaces, HR doesn't protect people. They protect the company at your expense.

Repost this. Someone you know needs it

@6ey ☹️

@68z IT begins...

@66a you speak 100% Truth! Best post of the day! CPChems HR dept is a flipping joke- time they are called out

@65g Just take a look at the org chart. HR is one of the largest organizations on it, m cella continues to build an empire of do nothings to add layers between her and the actual human resources. All the while breaking the same code of conduct that they force the rest of us to sign in blood, sweat and tears every year. Yet is there any fat to be trimmed from these layers? Of course not. It’s impossible to spin a deceitful narrative of positive company culture without the army of spin doctors. The more the HR organization has grown over the past few years, the worse the company culture gets. It’s a direct correlation. You don’t need to “protect the company” to this level when the company is doing the right things.

@65a You have it completely wrong. HR is there to protect the company yes. You seem to have it divided into Executives then everyone else. HR is there to create an ethical workplace, free of harassment, and discrimination so that the company does not get sued. The executives also can be a liability for the company to get in trouble.
What you described is what’s wrong. The way you say it HR dept does work in favor for executives and that creates a workplace out of alignment with keeping the company out of trouble. At that point they are just about keeping the regular employees down.
Reading these post I am certain if there was a deep dive into HR there would be some oh my goodness moments.
Just read the post. Even if 90% of it is wrong that other 10% is wild enough.

@652 Not that I'm defending CPChem's HR department, but except for the tangled mess Success Factors and our LMS are, I don't think our HR department is any more sinister or incompetent than any others. I've actually seen A LOT worse. (Girl, just wait for my memoir to come out!) HR departments protect the company and its establishment. NOT the employees, not ever. Quit clutching them pearls over that.

iCare is just another version of "Culture by Design," which is merely a recruitment tool (until the jackals figure out a way to we-ponize it, which I have also seen.) I actually think a few of our LT and LTE members try to lead by that example. That's rare. HR should be the bastion and champion of whatever Culture by Design the company adopts but they almost never are. It's incompatible with their actual mission -- mitigate all measure of risk to the company and its leaders. It's almost never to actively create a healthy workplace with ethical standards and accountability for anyone, from CEO on down. I've seen that only once, and the jackals in the company undermined all checks and balances and waited for the "good guys" to fail. Spoiler alert: They did.

@63t out of all of the places I’ve ever worked this HR department is the worst. Rude, unhelpful, and lazy - do they even work? The mean girls need to at least give the appearance of working but they are way too comfortable- board needs to do something about this waste of resources

Good ol Chevron Phillips ICARE at work. If HR doesn’t like what you are saying try and scare you into stop saying it. They aren’t “tracking” anything. Sure if you used your company device they could see you went here and then spend an extreme amount of time trying to figure out what you wrote. He-l I can’t even figure out what I’ve wrote on here so good luck with that. The rest of it is just to scare you. They obviously dropped enough of a scare out there to significantly slow this thread down. The several other threads across the internet are going on strong. I’m guessing they haven’t got to those people yet.

What can they do if they’ve been “watching”??
To prove some kind of slander they’d have to prove it wasn’t true. I’d love to watch HR explain why they shoved the hotline call with the pic under the table, then see how many other investigations that they manipulated incorrectly? Just that alone says something was amiss potentially.
Is it a lie to say they built pickle ball courts? No because they did.
Is it a lie to say the last several years of operations has gone down hill?
Is it a lie to say there has been the buddy system in place for the last years that has bloated the spans and layers?
Is it a lie that people feel like HR is full of bullies?
God you could go on and on. However instead of taking the time to listen to all of this and correct it, they’ve spent more energy here trying to suppress it than turn the company around.

I don’t care if they are tracking me; I used VPN and they barely have some good people in their IT, so good luck with that. Those ICARE values that they preach are useless if the SVP and the head of HR are f**king in the office.

Yes, exactly. They’ve been checking the LinkedIn profiles of employees they suspect have been posting comments. This is further confirmation that they are bullies!

Yea I think IT will be completely outsourced in the next few years with a few left to lead and manage offshore. I have started looking for a new job, the market isn’t great but when you look at Chevrons open jobs they are mostly in India. That’s probably our future IMO

My guess is they will get rid of the low performer and a lot of the top talent will leave.

@5qf
That's not what was said. Yes, Spans and Layers is exactly what you said, but what was said is that ALL of IT. Managers and SMEs will be gone, and the business needs handed over to an outsource provider in total. Someone who can draw upon a world if experts to cover whatever problems arise. All for one low low price. Maybe as she said there would be room for retention bonus or transitioning that might keep a few employees for a short period of time to explain things like what unit 1592 means, or how to properly say Borger, but not one second longer... I leave room to be surprised, but it's unlikely. Go back and watch her video. She says exactly what will happen and why.

@5j3 that’s exactly right. Get the engineers to top pay quickly so they won’t want to leave. That was HR’s brilliant way of retaining talent. Then the person asking how we know engineers aren’t on chopping blocks is also right. They put engineers in so many roles that they should not be in they would absolutely have to be on the chopping block.
Then the person who explained spans and layers. Since when has Chevron Phillips ever completed a task the way it was designed? Every time we watched them implement a new system they had to put their spin on it, their ideas, their wants. That’s from software, to operational theories, and beyond.
This was not always a bad company. Like 90% have said. It’s been about 6 years with this regime that’s in play. It is painfully obvious can full of himself wasn’t the guy for the job he’s in. He hasn’t done it well. He even hired 2 extra layers (span and layers) to over see the plant managers between him. According to this those 2 guys are gone. Caba loco has drove the culture of this company into a toxic mess so big that it makes flint hills people call their water clean. You can’t have an inept operations leader and a Hr person who leads a mean girls team and the company survive very long.

@5n3 Based on "spans and layers" organizational design — which reduces the number of managers and "flattens" the org chart — managers are on the chopping block. Spans = # of direct reports a manager has. Layers: # of rungs on the ladder between frontline workers and top executives. If CPChem is actually following this, they would get rid of layers of management, require managers to have more than 7 direct reports, and get rid of employees/leaders in redundant roles. Sometimes an entire layer of management is removed. For example, when George W. Bush replaced Ann Richards as governor of Texas, he stripped state agencies of their LT layers and saved Texas taxpayers $millions. So, in CPChem-speak, that was like the state agency's LTEs reporting directly to their CEOs. TBH, that would work fine at CPChem, especially in the context of Human Performance. The LTE is much closer to the actual work than the LT is. And them's some big a** salaries.

@5j3 how do you know engineers are not on the chopping block? Nothing has been announced yet. Don't make stuff up.

If you have a real job that is directly impacting the bottom line AND you perform well, you have nothing to worry about. The only ones that need to be concerned are those in BS roles (mostly in HQ) that just sit around, philosiphize, and roll out costly initiatives.

@5j3 You’re right … it’s not engineering math but it checks out.

@5fx Cool rant… however, most of the useless deadweight is in engineering and engineers in positions they’re unqualified for and will never be good at, but they aren’t the ones on the chopping block. The company could cut a 3rd as many people if they focused in the right areas. The high salary deadweight would yield them far more value in a layoff situation than cutting an entire lower pay support group. It’s not surprising though because this company has the wrong mindset when it comes to people. I’ve sat in meeting where the management teams talk about progressing 2-3 year engineers to the highest pay grades in their scales, while others take 15 years or more to get there with high output and far superior knowledge. These 22 year old engineers don’t know anything but theory and struggle with practical application, but we better get them top pay immediately! Just one more thing that doesn’t make sense … see how they add up?

Everyone who is ranting and mad is probably a lagger who knows their time is up. No more riding the wave of minimal, mediocre output while your colleagues do your job. Get back to work. Blaming others isn’t going to save you. It also won’t make you feel better. FYI. This is corporate America folks. They had a good run for many years but even the mighty fall. You’re ignorant if you through it would last. Always be prepared. Live below your means, pay off debt, grow your skills and network. If it was such a bad company to begin with why did you stay? For every finger you point at someone, there is three pointing back at you. Control your life and level up. Always be ready.

@5fn 100% there was a hotline call, with pictures. And, 100% it was covered up/ignored. B eth is nothing more than a puppet for her boss, but I’ll give her one thing, she sure knows how to manipulate an investigation to yield the exact results can’t field and his minions dictate. No such thing as unbiased fact finding, she plays judge, jury and executioner on the whims of the less capable of leading at the behest of can’t field’s high profile girlfriend.

@5bx 100% they are. The only thing a tyrant fears is change and if people start talking about what really goes on there that’s a huge change. Everyone knows to be quiet and they just leave you alone. What happens when everyone isn’t quiet.
As much as we don’t know if the can’t feild and mar chella were having one or not. You can see the fall out when leadership in company’s like the one at Coldplay are not focused on the employees.
The real question is if there was a complaint submitted was it covered up? Was it a hotline call that got covered up?
HR has created that “better not participate on that online forum” threat of fear.
And why?
Most of the employees are getting laid off anyway. What’s to fear? Let it all out and see if the board makes the right call is my opinion.

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