Whether flexing my own working hours or my location of work, to taking a little time for me, flexibility and wellbeing enable me to bring my best to GF each day. I am a better employee, a better mom, wife… the list goes on.”
Read more from our partner Fairygodboss about GF's dedication to increasing the representation of women in our company: https://loom.ly/mJOSPFM
@2upe it's all a game of escalations and any rule can be bent if it's not codified in policy.
If a manager tells you "HR said no", they either didn't try or don't want to try harder, for reasons of their own.
Also, one of the funny parts is HR tells managers and people that the policy is former employees getting accepted to come back to work for Global cannot come in at a higher pay grade/position than they previously were, but those returning to work at HR, Technical Vitality, and other non-engineering departments have had people come back for substantially higher pay. They always take care of their kind.
I've completely lost interest in the success or failure of GF and spend my days job hunting.
Retaining ER and hiring employees like the CFO says this company has no morality so why should I..
@1woy+1eq6XxCo ER will get promoted for cost savings because now GF has better EBITDA as labor costs are reduced because of people leaving meanwhile elsewhere https://www.toolbox.com/tech/hardware/news/intel-boosts-employee-compensation-by-2-4b-in-race-to-retain-top-talent/
@1woy the funny part is I think one of the interviewed people left GF to work for the state and came back
HR, nice to see you.
Interview folks that work in an environment where you are expected to log into a 9 pm meeting, after working all day, or people calling you on weekends and holidays, ruining any free time. Interview actual engineers that are directly related to the scope of the business, not departments that can have employees choose between working at Global, State offices, or Stewart’s, because they are not technical positions. If HR and other organizations would actually focus on problems that impact productivity and work/life balance, and actually have meaningful discussions with the workforce, everyone would be a lot happier.
ER needs to be fired for consistent HR failures.
hah, two people in non-engineering roles talking about flexibility and balance