Typically, the highest paid are the most senior employees, and typically, the most senior employees are the oldest. Could be that they took the opportunity to get rid of the highest paid along with the poorest performers, that way they could show a diverse grouping. Still age discrimination if they targeted seniority.
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They are definitely on top of the averages after the lawsuit they lost decades ago. Duh..
There’s a body of case law longer than the list of Honeywell employees who lost their jobs this week. There was no discrimination - some functions only saw the youngest employees go. Hard to claim discrimination when everyone gets popped. They have attorneys who make 600/hr From outside law firm review every single list to avoid people making claims.
It was all about getting the cost out, so the more highly paid employees HON could RIF, the faster to reach the profit target. Yes, both old, long time employees are gone as well as some younger strong performers who ran circles around their incompetent managers. Far too much tribal knowledge has been lost in the past 2 months, and the ALT will have to deal with the aftermath, if they have enough brain cells to understand the damage they've done this time.
It’s about the MONEY! It’s always about the MONEY! That is why they call it BUSINESS!
I'm thinking that just because an employee is older does not necessarily mean they are being paid more than some of the younger workers. When you hire in from outside you get "Market" pay range on the position. Not so when when you move around within the company. When you change jobs inside the company you usually just get a percentage bump up.(LOL or an empty promise if you let them do that to you). This is why I have noticed over the years that some employees leave the company and come back(if they can) as they get a better bump in pay. I suspect what is happening now is more like "Wage Discrimination" not "Age Discrimination". JMHO
A pareto chart is NOT provided to RIF'd employees. A 300 page book listing the pertinent data (age, location, job title, etc) for the RIF'd employees and the same pertinent data for the non-RIF'd employees is sent to everybody who has been RIF'd. It's up to the RIF'd employee to analyze this data and generate their own pareto chart.
If you think Honeywell HR and Legal dosen't use pareto charts and every other data analysis tool available, you either haven't been paying attention or you don't work at Honeywell.
Pareto commenter is not an HR troll. HW and other companies do this for real. For every oldie, they take out a younger person and make a list of job titles, ages, locations and sometimes years of service. The list is furnished to those let go and to state employment orgs to head off age discrimination lawsuits. Happened to a close friend in another industry a few years ago.
I didn't get the pareto chart that the HR troll mentioned below.
And when they do hire again, it will be an overabundance of fresh-outs so they will have extras for the next round of getting rid of old folks.
Yep. The goal is high paid employees, then they add in younger employees to make it look like it's not exactly what it is; age discrimination.
They have to balance it out. They will sacrifice good people in the younger demographic if they have to, to balance it out, even if their performance is fine
They have to maintain a specific distribution of ages.
They will provide those laid off a pareto chart of the age distributions of those laid off and remaining. They make sure to pick enough young people so the curves look identical.