Can someone give some feedback for what the basic criteria is for RIFs? I’m assuming it’s money, so if you are on a team and you make a higher salary then you will go. Is there a range they look for? I also have heard from past employees who were RIF’d that their immediate manager does not know, you get a meeting invite from a senior person like the VP.
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Does anyone know who the consultant was for the Dec 2019 layoffs, if there really was a consultant hired to analyze who should stay and who should go? I was part of that RIF too and I am trying to find out what the criteria was for this round of layoffs and who were the final decision makers. Any insight would be great.
I was just let go, today. I'm a graduate of Syracuse University, am 48, & make the most money on my team. The last two reasons are the reason why I was let go. I was one of, if not, the best members in our building. Leadership was lacking throughout this company, so I'm not surprised by this. This company ONLY moves up people who are friends/family
The fact that UHG NEVER came & cleaned out this place was shocking to me. It's not a big issue to me, though, as with this company, NOTHING is surprising. I'm ALREADY considering jobs with higher pay, anyways. To ALL that are in my position, good luck; but we're ALL BETTER off without working for this company.
I was told I was let go simply b/c I made the most money on my team for my salary grade. Nothing else.
They used a consultant to determine layoff back in December. When asked what criteria they used they wouldn’t say My Team was a top perfmorming team and I was let go. The lower performing manages were kept due to lower quarterly bonus payout. They actuall did me a favor and I came out ahead. You will get invited to a touch base meeting with an HR person on the list of invitees and you will all be placed on mute so not able to speak. If you have any questions you type in a chat box.
It’s pretty much a bell curve approach, if you’re a low performer they’ll use a RIF to get rid of you. If you’re a high performer with higher salary + PTO you’re also at risk.
They’re aiming for average.
It’s based purely on popularity. If they like you, then you stay. This totally explains why the company has a bad reputation....
I heard it’s money related - if you make more than others at your same GL then you’ll be on the chopping block.
If you are over 45 you will be targeted. If you make more than average you will be targeted. If your Manager is a mo–n who has a clear lack of understanding of your value and decided on who to keep purely on friendship you might be targeted.
Many times the person making the decisionto lay you off is merely looking at numbers on a spreadsheet.
The person actually handling the lay-off may just be the messenger.
Does the person in charge of laying you off feel you're above the cutoff point given the all the information they know about you and your relationship with them? That's literally the only criteria in every layoff decision. If you haven't figured that out by the time you reached adulthood, your parents failed.
It will depend on who’s making the decision. I know in some departments even the Director level staff were in the dark and notified 15-20 minutes before their supervisors and managers were let go.
My department did layoffs back in February. Looking back, our Director level leadership knew for at least a month in advance. When the day came, people were pulled into an unscheduled “touch base” with someone 1-2 levels above their immediate manager.
My manager used upcoming layoffs to get rid of employees she didn't like or who she felt were giving her lower scores on Vital Signs. I guess she had the opportunity to volunteer people for layoff even when our specific department wasn't targeted.
If they can use offshore workers to do your job here in America then you could be outsourced. I have had many co-workers that had been laid off. Many of them had been with the company over 15+ years, some of them were Veterans...Many of them were older.
It is usually a directive from Sr. director level or higher to reduce department expenses (i.e. employee headcount). It is hit or miss at this level if they know your exact job duties and/or daily responsibilities. This is where your immediate manager can step in and save your employment. If it is determined that your current job responsibilities bring extra value to the company, you will stay regardless of your current salary. If someone else can pickup your job duties for less money or you have a history of being a pain in the butt, your gone.