Thread regarding ExxonMobil Corp. layoffs

@6blg+1nAiZfCV

If you can find someone in HR, good luck getting them to do anything. Poor/bad behavior by a supervisor has to be illegal for HR to lift a finger. You just ran into another EM manager that probably should not be around. HR will do nothing.

Not being a jerk to you, just realistic after 20+years of good and bad bosses here. More bad than good.

@6blg+1nAiZfCV I had a similar situation last year. I passed but felt supervisor had it out for me with their attacks on me in my review.

If you take the PIP and don’t pass, is there any severance the day you’re informed/terminated?

I got NSI.

My Supervisor read through my PDS just before informing me that I was NSI. The data given was 50 percent critical of my work. I succeeded in all my tasks, but my Supervisor hated the way I did it because it showed the weaknesses of our department.

My pre-ranking PDS discussion with same Supervisor did not mention ANY of the super critical harsh development needs.

Is this normal?

It seems as though my Supervisor added all the one sided super critical bullet points after our PDS discussion and went into the ranking meeting with intention to place me at the very bottom.

Is this typical??? Should I report this event to HR?

NSI’ing so many people puts them at RG 0 so that more RG points are available for sponsored individuals.

Also any failure of a department are blamed on the NSI person such that never admit root cause was failure or inability of that department.

Big points shuffle and blame game.

NSI means 0 pay increase in most places. so besides the decrease of headcount a goal could be also cost control. just speculating, of course.

@3ije+1nAiZfCV Which begs the question, WTF are they still NSI’ing everybody if they design the PIPs to pass? So, EM really just wants to completely crush the morale out of everyone and make them terrified that their job could be gone at any point?

What gets me is all these shiny faced 30-year olds EM employees on FB that have nooo idea what awaits them in a few years as the older folks continue to get crushed under the boot. They’re buying houses, having babies, splurging on fancy cars…. unless things change with the annual system, the ax will be over their heads soon enough. Chances are, right about the time their kids go in to high school or start college.

@2lto+1nAiZfCV You're so politically correct. We are not "lean", there's fu----g nobody left in this company to do any work. Everybody is gone, resigned, piped out, forced to retire, you name it. There is nobody, absolutely nobody left. The campus is empty. I hope that with the Dallas folks it will look like there's work being done there. Clinton is a ghost town. The refineries and chemical plants have 30% of the people they used to have and most are temporary contractors. And so on. There is fu----g nobody left here. Now, that is how you say it.

If you are offered the PiP or PIL, and are retirement eligible- you can also just select your own retirement date and refuse either. This alleviates signing and EM paperwork, which is not in the Employees best interest anyway.
You can take PIL and select retirement date just after the couple of months meaning you still would not be working.
I stuck with personal integrity, did not sign anything, and retired 2 weeks from decision date provided to me.

PIPs are now designed to be passed, we are so lean we cannot afford to lose anyone. PIPs technically aren’t due at the post assessment feedback discussion with the individual, so the SLS doesn’t have to show the individual the PIP yet.

I plan to at least share a draft copy so the individual knows how easy it’ll be to pass

You have to read the cues when pipped as whether or not you will pass.

Sometimes they make it obvious and will say things like "we want you to stay, we want you to pass." I was pipped and that's exactly what they told me.

If they are vague, lack eye contact, lack specific, measurable objectives for you to achieve on your pip, that's a sign that you are marked for execution (if you can't measure it, it's up to interpretation if you pass/fail, making it easier for them to say you failed).

The Pip objectives given to me where specific and measurable. "Deliver this by this date," "Complete these specific tasks by this date" etc and so on. The goals should be achievable. They have to make them a bit of a stretch to pass muster from HR, to make sure they aren't giving you a free pass.

Been two years since I was piped. I've been looking for a job since, haven't found one yet. The search continues. I hate this place.

Good luck to you.

@ajx+1nAiZfCV That was what I understood from people who had been laid off - I thought they had 10-mos of pay? Maybe that’s not correct!

Whatever they had, I think it had to be better than what those who received NSI got in 2021. Instead of treating it like a layoff, EM attempted to characterize it as performance related. So unethical and demoralizing!!!

@qbz what 10 mo severance? No such thing in the US in 2020

NRE is 52, 53, 54.

What is the full definition of NRE that can be PIPd but not eligible for PIL?

Is it age 53 through 55 or 53 through 60 or something else?

If you take the PIL (payment in lieu) you are finished - no more working for 3 months. It’s like 12 weeks of extra / bonus vacation if you are retiring.

However, if you separated from the company and need to find another job - it can be a little more stressful because when those 12 weeks are up, they’re up. No more pay OR benefits. Gotta find that new job, stat!

If you get a new job and start working while on the PIL, that’s just extra $$ in your pocket. I’d heard that in 2020 if you were laid off and had the 10-mo severance and got a new job, you had to let EM know (or hide it very well!!) but with the PIL, it’s simply a payout for you to leave. Nice, huh?

If you take the PIL, do you have to work those 3 months prior to retiring?