Everything that I have looked at indicates that people over 50 were targeted for layoffs whether or not they were ready to retire. The specific group that I've reviewed had a career of 30+ years of service. The people were not complacent, had strong performance reviews, and we're not warned of their imminent layoff/forced retirement. The layoff process focused on COBRA without any mamMy question is . . . how was this respectful? Shouldn't these folks have been "asked" to retire, provided time to box their own offices, asked to train their replacement or others? What do you think? Were older, higher paid employees targeted?
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And now the world knows that ConocoPhillips is a discriminatory and desperate company. Lance burned through all the company's cash to pay dividends and satisfy shareholders, but this error will not make up for the lack of morals and ethics that they have displayed. Get ready for class action suits, shareholder selloffs and reporting of illegal practices to regulatory bodies and landowners!
37 years of service, 59 years old , 2 rating last performance appraisal. Given less than 20 minutes to leave my COP stuff and walk out with a dozen papers with a few 1-800 numbers for info. COP saving 200 + thousand a year over the next five years. I think they took the opportunity to look at age/experience to make that decision. Each manager hoping that their few will slip by without issue but when you add all those few up it makes one wonder if a certain class wasn't discriminated against.
This post is in regards to 91829's comments"The layoff process focused on COBRA without any mam". The intended sentences were. . . "The layoff process focused on COBRA with regards to insurance. No mention was made to inform the employee that retiree insurance was a definite option for those who met the retirement criteria. In fact, when that was pointed out to the HR Rep, she tried to steer the employee clear of using retiree insurance. She said, "You can find much cheaper insurance by researching the market places on the Internet." . . . . . . COP is trying EVERY WAY THEY CAN to reduce costs associated with laid off employees even by trying to direct them AWAY from benefits the employees have EARNED! Don't let this happen to you!"
to 91933. While I agree the white males continue to prevail in oil & gas, I have known several white males in heritage systems grades 15-17 who were let go. They are not pleased, to say the least.
not all characters typed are displayed correctly... and so the confusion, in part
91834. I'm not sure what you are saying:
"What difference does it make?" -- what difference does "WHAT" make? Are you talking about the practice of letting older staff go?
"What: The layoff process focussed on COBRA without any mamMy question? -- What are you trying to sat?
ConocoPhillips employees are covered under any number of retirement benefits often associated with legacy employers. Medical benefits after retirement is one of the most generous benefits offered by the legacy employer but not the current employer ConocoPhillips. The requirements for the retirement benefits include variables such as age, years of service and average pay for X number of months. At age 65 Medicare starts but prior to age 65 the option of continued coverage via the company insurance is of value. The noted benefits were implemented in times without COBRA and without Healthcare.gov. The noted benefits are complicated and expensive liabilities on the books. Upper management is attempting to clean up the books to sell off ConocoPhillips -- in parts or in whole. So yes the people with the complicated and expensive benefits were targeted and the people targets were over the age of 50 and long term employees. Upper management is too arrogant to admit the issue exists and the easy fix is to layoff the employees. Age discrimination is addressed via the EEOC so please do explore the options associated with an EEOC claim. The Labor Department is very interested in age discrimination. Age-related disparate impact discrimination is the legal term. The pages attached to the severance package paperwork is a preemptive effort on the part of ConocoPhillips to determine no such discrimination. The individuals in a protected class are not the target of the layoffs but are a higher percentage of the layoffs. In oil and gas the white male continues to prevail.
What difference does it make? What: The layoff process focused on COBRA without any mamMy question?