Thread regarding Helmerich & Payne Inc. layoffs

Age discrimination?

Is it just me or has the majority of people who were laid off in their late forties and above? I have seen very few new(er) employees who ended up on the chopping block.

Isn't that textbook age discrimination, which is illegal? Shouldn't there be a way to sue the company?

by
| 1832 views | | 11 replies (last )
Post ID: @OP+15tq7gAO

11 replies (most recent on top)

Just remember, some day you could be in the same boat as these people. You will think you are valuable and they will throw you out. I'm incredibly lucky to still have many years ahead of me but when you get rid of all your seasoned employees, you lose experience and knowledge that is hard, if not impossible, to get back. There will, now, be work that will have be done again because the people who had all the knowledge are gone. I get that you think these people are replaceable with no consequences. Go ahead and think that because it is not true. Right now, there are things that no one knows anything about so we are having to figure it out. Sure, it happens but it didn't need to happen like this. Maybe someday you will understand how important experience and knowledge is. Until then, there will be unnecessary struggles.

by
|
Post ID: @Qaqp+15tq7gAO

I agree with the decision to keep young talent over older talent. I'm not saying that is the first criterion to go by but it should be one of them below value to the company, skill set, etc.

In a dying industry that no young person wants anymore, how are you going to keep replacing talent to keep the company moving forward? Prioritize your younger talent. They are the future of your leadership. Some older employees on here are fighting to stay up and then weep when they can barely find someone to hire when the industry is on an upswing. That's probably the most selfish thinking that you could have. Honestly, no wonder this company and industry are going to the dogs. In 20 years, come back to me and tell me about how you're doing.

Come at me with relevant rebuttals like adults not by downvotes like children. That'd only prove my point.

by
|
Post ID: @Qbuu+15tq7gAO

You should have gotten a list of titles and ages of your work group peers (no names) attached to your severance agreement if you are over 40. If you have concerns or did not receive this document, you should consult an attorney.

by
|
Post ID: @Apdk+15tq7gAO

Guess you hit a nerve. Thank you to the person / people that brought this to light. I hope they have fun with their decisions.

by
|
Post ID: @exug+15tq7gAO

Goodness. Why so angry with this person? It means you could be the problem. Are you part of management that made a mistake and is now trying to cover it up? Sounds like it by the way you are attacking people. Just remember that everyone can replaced, even YOU. Just because someone is young does not mean they deserve the position that they have been given. However, the same goes for someone older. Seems like they were just saying that age should not be a major factor in deciding who stays and who goes. It should be decided on merit, and ability to do the job. You have already made up your mind and cannot or will not see anything else. Keep justifying your decision. In the end, nothing matters anyway.

by
|
Post ID: @7fvv+15tq7gAO

I don't understand your problem. Sooner or later, you would have stepped up to take up the mantle. If you want to be keep on being "babied" around, then I'm sorry for you. Changes come continuously in this industry. The best way to ensure it keeps surviving is to keep and nurture younger talent. If experts are truly required to teach, bring them back as consultants on training programs. But hey, if you want to be joined at the hip to your mentor. Have at it. Adapt or die is the mantra of the whole industry

by
|
Post ID: @6mhl+15tq7gAO

What makes you think I was let go or I am a "Boomer"? Might want to get your facts straight first. I lost a very talented mentor that was full of knowledge that we have now lost. Just because you are bitter doesn't mean you are right. In order for the next level of people to learn the business, they will need someone who has been there to teach them. Keep on talking about something that you are not qualified to understand.

by
|
Post ID: @4uyq+15tq7gAO

Look. The fact is this. When times are tough, what's the point in keeping the older crowd who are already out the door? The point is to keep younger talent. To show them there is still hope for the industry. So many talented young people are getting the boot and end up elsewhere. When business comes back, you all will be crying about how the industry is facing a talent crisis. Get over yourself. If I was in the same position, I'd accept that it is time to move on. Nurture younger talent not coddle the elderly. But hey, "Ok Boomer"

by
|
Post ID: @4trj+15tq7gAO

What makes you think that since someone is over 50 that they are "old crones" and have been there for a long time? Age does not tell you how long a person was at the company. Just like a kid to run their mouth about something they know nothing about and does not concern them. Someday, you will be in the same boat with these people. I hope you go through all they have gone through and more.

by
|
Post ID: @4wcf+15tq7gAO

Newer employees are the future of the company. Old crones don't need to be at the company anymore. Take severance and buzz off

by
|
Post ID: @3ghm+15tq7gAO

I know of 3 others besides myself that were 50 or over that were laid off. Seems to be the case, huh???

by
|
Post ID: @1kpa+15tq7gAO

Post a reply

: