May be a lil' awkward this year?
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The Ford lawsuit cited in last post was overturned
https://fordauthority.com/2020/09/ford-discrimination-lawsuit-reversed-by-u-s-court-of-appeals/
I tend to believe the guy who brought the lawsuit as it was well known that Bennie exhibited not so pleasant office behaviors. Ford “retired” him.
The lawyers are likely the only people who profited.
One of my ex-coworkers also sued Ford for discrimination years back. He had a valid case. He did win but said the years of stress for the lawsuit and appeals were not worth the amount of money he actually saw in the end.
I have been often disappointed in Ford. Often the easy route of looking the other way and blaming the victim is chosen. It is a slippery slope, the first choice to do the wrong thing makes it easier to justify continuing to do the wrong thing. Until at some point doing the wrong thing is normalized and the company hides behind lawyers.
"Ford realizes that they can get away with the behavior.."
A lot of context is left out of this, and I don't see where they talk about a judge. I think people put more stock in the EEOC than they should. It looks like the article quoted specific procedural elements within their charter and maybe the EEOC is doing nothing more than taking the easy way out. It's very possible the complaintants got what they wanted and they're on to a lawsuit.
People file with the EEOC for a variety of reasons, many of whom are already under legal counsel. So there is in a lot of instances a very specific reason for doing this and maybe the complaintants got their hands on many more emails et al through the investigative process. On the same token, a lot of those who have a strong case don't file with the EEOC at all. Bottom line is that there are in many instances big differences between an EEOC finding of premeditated, willful misconduct and obtaining a guilty verdict in a court of law. The damages in a guilty verdict can run the gamut.
Here's a prime example of what I'm talking about.
https://www.freep.com/story/news/local/michigan/2018/04/03/ford-workplace-discrimination-suit/481197002/
1kfs+16ZbKyOy Ford realizes that they can get away with the behavior. Just this month the EEOC determined that IBM systematically eliminated older workers. However, the end result is that the EEOC will try to persuade the IBM corp to play nice in the future through a series of meetings.
https://www.theregister.com/2020/09/14/ibm_age_discrimination_finding/
In this case the judge and EEOC had emails from CEO and other execs documenting how to purge older workers and bring in new college grads. The emails documented all the tactics to be employed.
Post ID: @qsa+16ZbKyOy Is correct about his statement you can see the lawsuits coming. When these people are called to testify and swear under oath will be interesting to see how this develops. I have seen or heard from people last two years that did something positive for the company only to be given a "MET" for a rating for that objective. But if that were a chosen one you can bet that individual is given all the headlines. I am sure somebody will let the press know about this statement from Post ID: @qsa+16ZbKyOy
Managers are already preparing for upcoming cuts by removing work from those they want to cut. I was told by my manager who on my team I should target. And was explicitly told not to give them any deliverables. It ticks me off as one of my targets is the most productive guy on my team. He is however one that has a pension and is over 60. The other target also has a pension and is over 50.
Yes this years PR are going to be super fun, NOT.
Your performance isn’t a huge factor in who gets let go in many cases. You could be a stellar employee who is new to your team at “ranking time” and you’ll rank at the bottom unless your prior manager is willing to transfer some money to get you to the top. Being promoted before ranking time can have a similar result. I know a number of people who consistently got TA’s or ranked very high but were let go during SRD. These were people who weren’t new to their team or recently promoted but they did have pensions. Being a poor performer can put a target on your back but being a high performer gives you little protection. It’s discouraging when it’s obvious that performance isn’t valued.
You mean that document that OGC makes everyone fill out after the employees have been force ranked in the department, and you get your PR administered the following year? Not sure how you make it anymore awkward than it already is. Never got any objectives this year on the left hand side. Guess I will have to make them up.
PR's? We don't need no stikin' PR's!
Seriously, who is worried about a PR this year? I moved to Ford Smart Mobility mid-year, then the group I was regrouped into EC, whatever that is (they are still trying to find out themsleves). My boss does not even have his deliveriables/objectives yet, much less passed them along to his reports. No, awkward does not begin to describe it......fire drill might be more accurate. Goes to show no way they can use performance as a factor for next year's layoffs.