Read up on the Older Workers Benefit Protection Act so you know how to respond when you have that "shoulder tap" meeting with HR.
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You'd be surprised how many people are actually serious. Never underestimate someone's ability to be a complete fool.
@mh I bet you get off on that sort of thing, this person is obviously joking...
When you lie to people or intentionally mislead them, does that make you happy? Does your internal constitution compel you toward misdirection of others, especially when facts on the ground directly dispute the information you put out there? Sleep much?
If you worked in Model e or Skunkworks, there is no risk of Ford separating this critical skill talent. Be realistic and think of the company's future.
Rumors of resource adjustments are just that, rumors.
This is a stupid post. On paper, Ford will have everything in legal compliance. It’s the made up reasons and setting older employees up for failure that is nearly impossible to prove.
@dh that’s so romantic also gotta love that equality. We love representation for the stats
@az sometimes they ask for a tuggy instead
@az Look who's talking.
If that actually mattered you'd have been gone a long time ago. Not who ya know, it's who ya blow I guess. Maybe that's why you got such a strong neck.
The waiver must be written in clear, understandable language.
It must specifically refer to rights under the Age Discrimination in Employment Act (ADEA).
It can only waive existing age discrimination claims—not future claims.
You must receive something of value (such as severance pay) in exchange for signing the waiver.
The agreement must advise you in writing to consult an attorney before signing.
If the offer is made only to you, you generally must be given at least 21 days to consider it.
If it's part of a group layoff, reduction in force (RIF), or exit incentive program, you generally must be given at least 45 days to consider it.
After signing, you generally have 7 days to revoke your acceptance.
For a group layoff, Ford also generally must provide certain disclosure information, including:
The job titles and ages of employees selected and not selected within the relevant decision-making group.
The eligibility factors and time limits for the program.
If you're asking because Ford has offered you a buyout, voluntary separation package, or layoff package, the specific language in your agreement matters. I can help explain:
whether the agreement appears to comply with the OWBPA,
whether the 21-day or 45-day review period applies,
and what the disclosure documents should include.