I am with Husky for 10 years in Downstream. I am hoping to get severance in this round and move on. My role is important for business and is 99% secure during this integration. However i didn't fill my talent profile, if my manager or VP ask me why i didn't fill talent profile during talent selection process. Can i openly say that I don't want to continue with Cenovus and i would like to receive severance?. Will they accept it or can they force me to continue as its mentioned that Husky isn't considering voluntary layoffs currently. Please let me know (serious answers only)
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I'm curious if the Downstream employee got the severance they wanted? Please reply.
Those online resumes or talent profiles were just a joke anyway. At the end of the day each group Was given a budget and told to cut until they meet it. Your talent or potential or anything else doesn’t matter, just that budget number.
You could always stand outside the building with a MAGA hat and a sign that says I love TRUMP.
Second option is to wait for another townhall and ask What are you going to do different or better with this merger vs the last conoco merger over at Cenovus? It was widely regarded as a bad deal and a poor merger. Isn’t the same guy in charge of both?
Just say you forgot to do it and do it really poorly. It's unlikely they will bother asking, who's gonna review them anyway
I agreed with the public tough questions with telling your manager you want to leave.
There are no nor will there be voluntary packages.
Too late for the round by the end of this month but you could push for it when your department does layoffs later in the year.
It is actually very easy to get laid off from cenovus, and I am being serious. Wait for the next townhall or any interaction with a VP or above and ask some hard but polite questions with your name on them (i.e. why are we giving $600k to a retiring SVP?). Cenovus mgmt does not like or tolerate any dissent what so ever. As long as you are respectful and ask tough questions you will get a package. I’ve seen it before a few times. Even Alex said he doesn’t want decisions being questioned so go ahead and question them.
Otherwise yes, you let your boss know your heart isn’t in this transition and you would like a package. But your time is running out fast for that option to work.
Or you can c-ap the bed and try to get turfed and get it that way....
Not a lawyer - but as I understand it substantial changes to employment need to be agreed to by the employee; otherwise you can claim constructive dismissal (CD) and request separation/severance package. This is to protect the employee from situations where the employer puts you into a role where you would not want to continue (any form of salary cut, scope change, switch from office drone to manual labor etc.) Basically them moving you into a role that you never would have applied for and would quickly quit from.
In your situation - not sure if possible to claim CD to if your "role" really doesn't change, and there's no obvious reason you wouldn't continue in the role (ie. if the only thing that changes is the name is now Cenovus instead of Husky, all else being equal). I don't know the threshold for what constitutes a change - but I think there has to be more than a change of ownership to a similar company.
for instance - I know in the 2019 layoff's a manager was demoted to an individual contributor - claimed CD, and was packaged out.
So if something changes substantially in your role that you can say would make you leave anyway - you should have an argument for a CD claim. (You do have to agree to major employment changes - they can't just be imposed).
That being said - if you have a STRONG and TRUSTING relationship with your leader - let them know you're done; if they have to hack and a slash (and actually have a say in it) - hopefully they'll help you out, and get the package you want. I know a few people who have been open with their desires for something similar - hopefully leadership is smart enough to listen.