Even McDonalds and Burger King will make sure to keep their best workers and promote them to management. But not HON. No, here the best will get cut at worst or kept in the same position at the same pay forever at best. Makes you think when you realize that burger-flipping joints have better employee policies than us.
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My point is that older workers whose kids are grown cost the company LESS in terms of health insurance...especially those who are 65+ and eligible for Medicare, which is far better insurance.
@1tbq, someone who has had an "expensive surgery" will need to take more than 4 sick days to recover. (In Europe, even the young people take several months of medical leave for the same things that we in the US would only take 2-3 weeks off for. Workers in Europe have a lot of protections and don't have to consider unionizing.)
This is why it is utterly absurd to discriminate against older workers on the RASH ASSUMPTION that they cost the company more in health insurance. The only colleagues I've observed taking medical leave for surgery (and most of them took the extended European medical leave) have been in their 30s and 40s.
@2brp - quite the contrary!!! HON gets away with it by riffing a young person for every old person so they don't get popped, since they have to report the ages of those riffed to the government. They hire more recent grads than they need in order to have this padding.
@1kye: are you seriously saying that Honeywell doesn't engage in age discrimination?
@1tbq, you will be 65 before you know it. Sneaks up on ya. I made it to 65. No surgeries. Only take one daily med that may be prescribed for adults of all ages (not an "old person's dr-g") , which I pay for in full ($50 / mo.) because it isn't on the insurance co.'s "formulary".
Not everyone in their 60s is in poor health. Nor are we suddenly stupid. We taught you how to use a computer and brought computing into the workplace. And we've learned self-restraint, so we may not come off as -er- "dynamic" as our younger colleagues. But little do you realize...
And another benefit to the company...our kids are grown, gone, and not on our insurance any longer. We don't have to pick them up from school when they get sick or leave work "on time" to get them to soccer or ballet.
So, even though this is off the main topic of this thread, because it came up, it needs to be stated clearly that age discrimination not only happens at the corporate level, which of course is illegal but they have their techniques for flying under the radar on it; it also happens within the ranks - such as yourself, for making blanket judgments about the people who raised you and buying into the whole "OK Boomer" mentality of disdain, just because it's trending on social media.
@1joa: It isn't sick days that is the problem. It is expensive surgeries. The Medicare at 65 sounds promising but who really expects to make it to 65 at this company?
I'm betting the only way some of you could be promoted, or even somewhat successful, would be to a lifelong career as a burger flipper. But, by all means, keep using the excuse that every one of your managers just had it in for you, and needed you to fail.
@1zuv, to your point about older workers needing more time off for illness, I beg to differ. I'm over 60 and have taken off no more than 4 days a year for health issues.
We do not need time off or run up costs around childbirth, and at age 65 we can get Medicare and cost the company NOTHING for healthcare. And Medicare (plus a standard supplement) is far better insurance with low deductibles.
Just for the record.
Wait, what? McDonalds and Burger King don't have rigged nine-block employee evaluation systems? Could it be because they employ mostly young people?
Honeywell, on the other hand, needs to chuck out all the older employees whose paychecks are too big and who are likely to run up big healthcare bills. Honeywell has created the perfect system with which to exercise their penchant and talent for age discrimination.
If there were previously small pockets of efficiency before, that's all gone now and will continue to be erased for the sake of 'digital transformation', 'lowering costs'.
It's not just the manager. The CEO assigns a new Pres who assigns a new VP who assigns a new Director. Any new promotion of unqualified (CEO, Pres, VP, DIrector, Manager, etc), (knows nothing about the work + meddles with decisions) creates that domino effect and it all come tumbling down. Multiply that a thousand times across globally.
@bkt- actually it’s very much your manager. Majority of people leave the organization because of managers and that still holds true. There are 2 types of managers, 1) as-----s (they are hated but people continue as they want to stick around) and 2) complacent (they can’t keep ambitious and productive people around for long).
Oh, but the quality people are getting promoted, and career changes, here, within Honeywell. So, if you are not getting promoted, guess what? It's not your manager.
I second that @OP.