Thread regarding Honeywell International Inc. layoffs

RUN! Don't do it!

Just do like Nancy Reagan advised and just say no.

Do a few things before you accept.

1. Look at the landscaping and building maintenance. The site at 19th Ave & Deer Valley has such a tight budget that the location looks like there is no pride in the landscaping or upkeep of the building which needs paint badly. I don't know if other sites are the same. But you have a multi-Billion dollar company scrimping on basic maintenance.
2. The 9-block program dictates that 10% of a dept is put on a performance plan even if no one deserves to be. In management's mind, there's always a bottom 10% that needs to go.
3. Consider that the 401k program is so crooked that they only pay out the year's match to you if you are still working there on Dec 15.
4. Ask them about the vaccine mandate and look into the class action lawsuit against them, and then ask why even now that covid is over do they still have those policies?

I have been working for HTS Mexico for just a few weeks and I need to say I´m close to regret to have joined this company: Indian folks are seen and sold as real experts and subject matter experts... pure cr-p and unfortunately HTS Directors seem to be convinced of this bullsh-t thus Mexico HTS seems to be a "slave" Indian entity. My onboarding process has been painful, pretty unclear and undefined goals ( as my manager simply asked me to find out what to do about) and also she goes to extremes: sometimes playing micromanagement mode, and the other times just attending social and promotional events. Seems that HTS Mexico directors have poor knowledge on R&D business, deaf to hear about success cases of competitors and thinking that allowing your pets to be brought to the office sometimes is what employees are craving for!!... turnover is high in Honeywell Mexico HTS and R&D Director just thinks of offering more money to employees threatening to leave :story is self told...

R&D at Hw is the biggest pressure cooker there is.

Hope you’re getting a 50 percent raise bc you’ll be working a ton

If your current company is doing government work and you don't have to do a certified time card, they will be closed and in jail soon. You should move on.

Any HR reading this has to be squirting themselves.

Please send that decline letter. You’ll be doing yourself a huge favor.

Trust me, you don't want to be a futureshaper. It's miserable here and you WILL hate it. Don't believe me? Try to find happily employed Honeywell person and ask them. I'll bet you won't find one in AERO unless they are one of the cool kids in the Mad Dog fan club, in which case they are getting rich off our backs so what's not to love?

Don’t do it. Terrible company to work for.

Europe takes allot of vacation with APAC and NA back-up. Your billable time not allocated to a project will be allotted to fixed overhead cost which increases the burdened rate to the entire line of business......move on slacker. Only future shapers from China, India, Mexico, or Romania need apply.

Billable notwithstanding; 50 min, 60 including calls at night and weekends. You may get some vacation, but you’d better be checking email multiple times per day

You ae nothing more then a revenue generating machine. you dont generate if your not charging time. the more the better. vacation.... seriously? none for you.

I really hope everyone considering an Engineering job at Honeywell will read this. It is 100% accurate and you would never get this input from the hiring manager or HR.

It’s time they reap what they have sown. Unless someone is desperate, they would never accept a job here if they knew what has been discussed here.

If you were considering the job, make sure you fully understand the cost of benefits. With a family, you can easily rack up $10K per year for medical insurance, meeting deductibles, and covering 100% of dental expenses.

Wondering how they will respond to your questions. I guarantee they won’t give you a direct answer or put it in writing.

OP, seriously, as a US employee you will NEVER be approved to take 4 weeks of vacation in a year. I came to HW from a job where I had 5 weeks of earned vacation a year. At HW, with theoretically unlimited vacation, I was only able to take 3 days off per year, first because I was so overloaded with deadlines that I could not identify several consecutive days that I could afford to take off and still meet them, and second, I could not get the days approved by my manager...he always needed me there for something. (I was not in a timesheet role.) As a result, I actually welcomed furloughs, but it was difficult to get caught up after them because once you got back, half the people you needed were on THEIR furlough. Keep working on that letter you started.

@rkv+1jfaRTGi
I am reading your response, while drafting a decline letter at the same time on the secondary screen! Not sent yet, but seriously considering this, or I am also planning to ask that question directly to the hiring manager.

My PTOs and family time are a red-line that I can never ever let me job take over. Kids and family is a priority for me. Thanks for sharing that!. I'll have to ask these questions directly now.

You would most likely never get approved for 2 weeks in a row, and certainly not twice a year as a new hire.
If you are not putting in the OT, you won’t get approved for any vacation.
I was a former Engineering Director. Just giving you the cold hard truth. It’s why I am not there anymore.

Oh man.. I am starting to get nervous and concerned about the ability to keep doing what I have been doing for years now; 2 vacations per year, 2-3 weeks in a row for (each), one around summer and one around end of Dec (that's how I used to sped my 4 weeks of vacation per year and then another week if I take no singular days during the year for a total of ~23-25 days (20 days PTO and 5 planed timely to cross during a holiday or day-off for whatever reason).

In an environment like the one you just described, how am I supposed to be out for a minimum of 4 weeks (2 weeks at a time) for a family vacation? My average during that month or quarter will certainly drop below 40 hours a week.

Also I am not a fan of doing more then 40hrs/wk ALL the time. I do 60 and 70 per week as needed twice or three times or more during the year (I am all on) but not 50hrs/week (10 hrs per day) on every single day/week!

other times there may be periods where there is not too much external/funded work; what happens during such weeks/days

Do you remember the BS they told you about unlimited vacation.
Vacation is for times when it is not possible to charge a customer.
Reference the thread about the recent weather issue in florida. Engineers were told to "take vacation time if it isnt safe to work" ... no power , bridges closed by order of sheriff...

No billable hours? Take vacation. More than a week? You get furloughed.

That 46hrs per week billable is a cumulative AVERAGE..
if you take time off you are expected to make up the hours.

In aero we are expected to do 46hrs billable each week. See email from VP on that point today. VP stated bluntly in email that failure to work those hours will result in cancellation of holidays. No veiled threat. This has continued for two years.
Meanwhile they are ranking people by hours to set 9blocks.
Not willing to lie on time sheet --pip for you!
Caught in mischarge? You are fired!

No mention of leadership role in driving systemic mischarging.
Just programs that will overrun and leads that get fired.

@OP
"Like for instance, doing some internal work or internal R&D, or doing self-reading/learning activities, or even chatting with your friends about general engineering stuff not for a particular project?"
Now that is effing hilarious!

Isn't stressful that you always have to monitor hours and be worried that at some point there may not be billable programs? Who is responsible to make sure there is always billable programs for staff, and what happens when there isn't any (or not enough available hours) for a few days or so? It is interesting because based on that, Honeywell will always make more money if they keep you as long as you always do billable hours, hence why would they ever let go anyone? Are you at risk if the department or program manager has no billable hours/fund for you? How do you guarantee you can service the days or weeks with no billable programs (or not enough available billable hours) and what do you do if you do not have enough to cover 100% of your 40hrs a week?. How often do you see that as in issue in your day-to-day activates, or is it rare or there is ALWAYS enough for everyone? Am asking as am new to this kind of approach (time-sheets or cards)

The reality is that you must maintain as close to 100% time charges to billable programs, and you are tracked on it. Staff meetings, training, etc pull that down so the unwritten expectation is that you will make that up with overtime.
In fact, you will be “expected” to put in 10-20% unpaid overtime to boost your chargeable hours closer to 110%.