Are you aware of any questionable activities that if investigated might cause trouble for XOM?
34 replies (most recent on top)
Hand picking and/or manipulating data to support pre-chosen conclusions such as salary treatments, expat uplifts, etc…
She’ll gives 8% bonus, EM HR determines 3% is in line with industry norms.
On the other extreme, EM HR recommends bonuses for Executives that exceed all other companies in the industry.
HR makes totally different rules for regular employees versus HiPos and Execs.
Systematic age discrimination, racism, cronyism, nepotism, and favoritism in performance assessment.
HiPos do not need to perform well to maintain their positions at top. Many HiPos do not stay in positions long enough to fully understand what their group does, much less stay long enough in each group to become top performers.
Absolute top performer in each rank group can only ever hope to be placed just under least sponsored HiPo.
Carrying a VP’s suitcase and editing PowerPoint slides that you do not fully understand is not top performance.
Moving minorities up the rank list after ranking sessions, unrelated to relative performance.
Moving anyone up or down the rank list based on their race seems at least unethical, if not illegal.
What the compensation benchmarking study says should be done versus what is actually done.
net-zero bullsh-t is losing us money
Switching paper straws in at the cafeteria
Calling Labarge CO2 "Anthropogenic"
Incredible amounts of global bribery including, of course, your Spring locals.
Is it just the site I work at or do you see acceptance of leaks (not like natural gas environmental leaks - I mean like live process equipment leaking H2S to the atmosphere) in multiple different units across the site? I can’t figure out why we don’t shut equipment down. I think it’s incompetent managers pushing us to keep units online instead of cutting rate for safety. This will result in a process safety event. We’re going to be worse off than BP.
Software licenses that are automatically renewed every year and have zero users. Renewal is approved by negligent supervisors with feedback from one team lead.
PIP'ing folks that were out for medical reasons
Had address se-ual harassment and HR never took action
End up finding out that there are many cases like mine
Requiring a signed ~15 page document before giving “pay in lieu” to people released for ranking. If all these people are truly low performers, what is the threat?
Claiming the company does not give “bonuses” but giving restricted stock to employees at a certain level.
Age discrimination - via PIP
Asking if you will “take the package” in 2020 - when they are not supposed to ask. I was cornered twice.
Potential of being fired if an accidental charge happens on company card, when there is a policy in place on how to handle accidental charges - depends who you are. Know an engineer who was released over this.
Ranking not tied to work or accomplishments.
Overtime discouraged even when worked, specifically when doing United way projects. The annual UWay budget prevails.
Managers excluding themselves from “mandatory” trainings - driver safety, online trainings etc.
Misleading prospective employees about the roles that they are being hired for and their long term career prospects.
Manipulating numbers and roles to make the workforce appear to be more diverse than it really is.
Misleading investors about the company’s commitment to the environment, energy transition, and diversity and inclusion.
Ranking is manipulated by senior executives making suggestions and/or threats via phone calls instead of traceable emails.
If you do not comply with the verbal instructions, your own ranking suffers severely.
The ranking list is nearly fully baked/manipulated by the time the rank meeting starts.
Mention a major blunder committed by a HiPo in the rank meeting and that is like career su----e.
Try to rescue or just move an obviously “condemned” 55+ person and your own ranking will suffer.
Top of rank list reserved exclusively for HiPo chosen/sponsored persons instead of high performers.
EM would be a vastly different company if the ranking system was fair and was administered as per the published rules.
All good answers. Age discrimination and declining safety are most prominent now.
Misleading shareholders about energy transition
Exxon’s non-op activity scope 1 and 2 emissions. Might follow the rules to appease the AGs in operated acreage. Non-Op is a different story. Will do business with anyone ESG be damned to make a buck.
Telling us that Safety is #1 when it is really not.
Lying to us that we would have a life time career which is not true,
Investigate the connection between EM and United Way. 43.
Age discrimination.
The pushing out of those who reach 55+ via the performance system.
@OP They’re apparently conducting age-based screening for job applicants.
They set it up as a citizenship question, but they ask for the date citizenship was acquired, and state that the applicant’s DOB must be entered if they are a U.S. Citizen. This is dubious for two reasons:
- There is no indication that citizenship is required in order to do the job (ex. no ITAR/EAR/etc.).
- They ask the question again in standard form in the EEO section of the application, without requiring a DOB entry. Why ask twice?
It is very difficult to read what they’re doing as anything other age-based screening.
Manager pressured me to engage in anti-competition activities that would help his promotion. I refused to do it and suffered for it in my performance assessment.
The toxic ones know how to manipulate others do their dirty work.
Everything leadership does or says is questionable
Questionable labor law practices for workers overseas, limiting freedom of movement beyond law, forced quarantines, discouraging discussing salary/comp with colleagues.
Activities at EM are auditable and regularly assessed for compliance with laws and or ethics except the Performance Assessment System.
Ranking is rife with manipulation, management strong arm influencing, Sponsorship, revenge, and post assessment meeting reshuffling.
Proven highly productive experts move downward while sponsored HiPos are moved to top even if they are so ignorant that they are dangerous and waste millions. Bad actions of HiPos are forbidden to be mentioned in ranking sessions. Great achievements of experts get attributed to their HiPo supervisor.
Certain targeted individuals get moved to bottom for PIPing even if achieved greatness during the assessment period.
Assessment system basically a tool used by management to manipulate employee trajectories and only gets loosely based on performance wherever that matches the desires of management.
Age-based salary and promotion planning for all but the chosen few
The bill rate difference for people working in the Permian vs Guyana.
The use of a “new and improved” performance assessment process to assist in company-wide headcount reductions. Much cheaper than layoffs but I wonder what an employment lawyer would have to say.
Still claiming "mine is bigger than yours"
Misleading shareholders about the economic and technical feasibility of LCS.
The docks at the gulf coast sites are in horrible shape and ops constantly jokes that if the coast guard actually did their job in inspecting them then the sites would be shut down. Only think protecting Baytown / Beaumont / Baton Rouge is the coast guards lack of experience coupled with XOM reputation of doing the right thing.