Class action fellow PIPers? THIS IS BS... please post a law firm
17 replies (most recent on top)
Here is the EMIT severance package that was given in 2004 during Lee Raymond’s tenure.
Years service Weeks pay
1 to 2 4
3 4.5
4 6
5 7.5
6 9.5
7 11.5
8 13.5
9 15.5
10 17.5
11 19.5
12 21.5
13 23.5
14 25.5
15 27.5
16 29.5
17 31.5
18 33.5
19 35.5
20 37.5
21 40
22 42.5
23 45
24 47.5
25 50
26 52.5
27 55
28 57.5
29 60
30 62.5
31+ 65
This question was first asked over a year ago. It’s obvious. It’s cheaper for them and they don’t care about you.
@1msk+1d8iXp3x. Boo-Who? You may not be shedding tears for those who lost their jobs, but we all will be shedding tears... laughing so hard when you are NSI'd.
PR is fake. Fiat money is fake. D&I is fake. CCS is fake ... It makes "sense" that PIP is fake in line with everything else. Those who cheer for the PIP process - watch out for what you are wishing for, it'll be a rude reality for you soon. LOL
Boo-who...I shed no tears for low performers. XOM needs another 20% reduction in exempt headcount (primarily in Support Organizations)...and this will occur over next 3 years, voluntarily or involuntarily.
Boo-who...I shed no tears for low performers. XOM needs another 20% reduction in exempt headcount (primarily in Support Organizations)...and this will occur over next 3 years, voluntarily or involuntarily.
Probably comes down to money.
What else is there?
While Lee Raymond was CEO in the early 2000’s EMIT had a separation package that paid up to 65 weeks of severance pay.
@hyb+1d8iXp3x - ExxonMobil used layoffs and reasonable severance payments on a regular basis for decades. The approach changed last year. Now, we expand the number of separations via the PIP process.
The tiger now has very sharp teeth. Watch your _ss.
Complements to the responders here - esp. @yst+1d8iXp3x.
Aside from other reasons - layoffs and reductions in force tarnish the Reputation.
ExxonMobil's Reputation in the industry and corporate global is important.
On the other hand, trying to stay pretty takes alot of make-up. Alot.
Pretty.
Vacant.
As our former CEO Lee Raymond said, "We do not pay people to leave our corporation."
It is all about Cash Flow. PIL, PIP, NSI costs less money than a voluntary layoff or severance package. We only provide severance when a government requires it.
Targets older people.
They choose a balanced list. Older people do PIL. Younger do PIP and 90% pass.
You wouldn’t believe the management cowards in Annandale (Clinton)
It is a cheaper way of reducing headcount than layoffs. The arrogance of the HR VP led her to ignore the fact that our industry competitors treat employees with dignity and pay them a very reasonable layoff severance payment. This has been the industry practice for 50+ years. ExxonMobil followed that honorable practice until 2020.
Some of the other companies like Chevron even conduct VOLUNTARY layoffs. What a mind blower for us ExxonMobil types! The Chevron employees are not rushed out and are able to perform a quality transition with the person coming behind them. They leave with dignity.
In contrast, the ExxonMobil supervisor (who still doesn’t understand why his employee was chosen by higher levels of management to be NSI this year, meets with the employee at the appointed time for PDS feedback (the preliminary meeting held 2 months ago was very positive and the supervisor effusively praised the employee for the very impactful contributions made by the employee in performance period). The supervisor simply reads a script informing the employee he is now rated NSI.
The employee is shocked. The new rating is well below any he received in 25 years with the company. The supervisor couldn’t shed any light on the drop, other to say he heard that every other employee in the rating had more “step outs” and “visibility with management.”
The employee was given 3 weeks to decide whether to take the PIL or grovel and take the PIP. The employee chose the PIL on the deadline provided for the decision.
The supervisor immediately instructed to turn in his badge, lap top and cell phone. There was no time for a transition with his replacement because last day on payroll was the decision date for the PIL. There was no time for goodbyes to colleagues who worked with him for years. The employee was confused and sad there was no proper closure to what was a fine career. His co-workers concluded he was NISd because of the sudden departure. They felt sad for a co-worker who deserved much better treatment from the company. They also couldn’t figure why he was selected for NSI. That made them very anxious about their own fate in future minimum 8% NSI ratings through at least 2025, which have been announced by the company.
The employees remaining this year know that NSI could be their own in the few years.
So, our company chose a short-sighted approach to lay off (in disguise) thousands of employees and will continue to do it through 2025. Morale stinks and people are resigning.
Perhaps a more sound approach would have been to simply layoff employees with a industry standard severance. Cost a bit more in the short term, but avoids the morale problems and distrust that will continue to plague this once proud corporation.
ExxonMobil has no integrity.
Cause they be cheap mo-fos