Thread regarding Honeywell International Inc. layoffs

New HR Direction

Madsen - given Madsen reactionary response 1 week notice no pay - given them 1 week notice of vacation and time off. Madsen is setting the stage by establishing this with employees. “The future is what we make it Madsen” - Honeywell Culture.

Laid offs - 4 hour notice - give them 4 hour notice of a standard “2-weeks” - Honeywell Culture.

SBUs - Directors/VPs - stop wearing your id–tic “The Future Is What We Make It” - shows you are the cool-aid drinkers who do what you are told. Shows you will do what you are told, regardless of impacting employees.keep smiling into MS Teams.

Want a K.Starseski skip level...read the comments section.

VPs Communication - stop stating that communication is more important than ever. You don’t communicate any relevant information.

by Anonymous
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Here are HR's current RIF Best Practices guidance and script:

Explain the RIF in terms of the company’s scale and operational needs.

Explicitly identify the reasons for the downsizing as financial, market conditions or the competition

Prepare statements of revenue and expenses to determine and demonstrate the specific cost saving areas that most benefit the company

Identify all possible sources of additional revenue and cost reductions

Demonstrate that other employment and non-employment related cost saving options were considered before resorting to layoffs, including, for example:

  • Eliminating equipment, supplies, and overhead expenses
  • Salary and travel freezes
  • Work week/hour reduction
  • Job sharing
  • Benefit plan reduction
  • Outsourcing of more services

Never tell employees that their jobs are being transfer overseas or being replaced by younger or lower cost employees with less benefits to save cost.

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