Does anybody know when the actual layoffs announced in Honeywell aerospace last week are going to occur (when people will be walked out)? End of August? Beginning of September? Please be as specific as possible and clarify if it is a rumor you've heard, or if you have definitive knowledge.
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Unfortunately what was supposed to be done in Aug, is now going to be before the end of Sept. I have heard rumors of isolated RIF activities in Mexicali, HCMO and Asia. The US activities will start in Sept. Hearing 15-17% being thrown around, also that the categories being looked at our; Volunteers, People in the elbow of the 9-Block and Managers with <9 Direct Reports. Had also heard they were looking to sub-contract the Buyers to Infosys, but mum's the word on that and everything else. This whole deal is like a Black Ops exercise, no one seems to know other than HR.
Just think of all the HR people that will be let go after all the lay offs are complete
It's like the rapture - no one will say, even within a short time frame, when the layoffs are going to happen. VP will only say layoffs will be done in 3rd quarter which could be another six weeks of stressful waiting to see if you get the definitive tap on the shoulder. The company is worlds away from the days of AiReaearch when people actually mattered and you could feel good about the company you worked for.
My understanding is it will have been completed by the 15th of AUG. If you are still at work Monday morning the 15th, you are good for this round.
Agree.
Unless there is a serious performance issue, the main criterion will be if one is covered as part of a longer term project with respect to others....since they are so paranoid about charging overhead, which impacts the yield of each department, a more or less accurate indicator would be the MAT loading (manpower tool)......last time good people were let go or forced to leave (position eliminated!!!) and others with known performance issues kept their jobs because they were part or were expected to be part of longer term projects.....
There are some comments about your block being set in a mid-year review.
During my recent midyear review, there was no discussion of what block I was in. So I'm curious about these comments about your block being set in a mid-year review. Maybe it happens only if it changes?
Which blocks mean in the lower blocks.
The layoffs will happen the week of August 15th. I just heard this today from someone who is in the know with management. If you were in the lower blocks during your mid year review, I would suggest preparing to start looking for another job, updating your resume, etc. Hopefully the volunteers will offset some of the damage, I heard there were more than expected.
We had a seminar today about suicide myths and mental problems. In addition, we received an email from HS&E to let us know we can call the help number they have for mental issues and anxiety. I supposed this means something.
Email received today regarding the annual biometric screenings for insurance may be a rough indicator as to what to expect in terms of timing. I remember noting the irony in the first email - last week I think - about health screenings coming up and the deadline was Oct 13th; specifically thinking 'Well, if I'm still here after Sept, then I'll get one.'
Today's email notes that on-site screenings (facility in Az) will be Sept 27, Sept 30, Oct 4th, 11th, and 13th with the earliest deadline for registering set at Sept 13.
I'm thinking they wouldn't paying to screen people who aren't going to around afterwards and, Sept 2 is the close of the pay period prior to the earliest screening registration deadline, and ever so ironically right in front of Labor Day weekend....
So I think we are pretty much down to either the week of Aug 19, or the week of Sept 2.
What is the "current communication" to which you refer? An email sent to a particular COE? Manager statement? ??
current communication says mid-august is when it will happen. I don't believe an actual date was given.
Maybe your site is going to be hit particularly hard, or even shut down. Haven't been aware of extra HR being brought in for past layoffs. Excuse me: RIFs.
What site are you at?
Our site is bringing in additional HR personnel next week. Layoff could potentially be then.
In the mean time take a look at severance packages other companies give, companies that value their tech employees, and you will freak out.....Enhanced retirement packages, severance pay up to 50+ weeks, paid medical (18 mos), early exercise of options, etc., etc. All these on top of real market salaries, raises, stock awards, etc.
oh, the most important part, Honeywell has done in the past a "pay in lieu of" as part of their NDA and separation paperwork. An additional period of time paid in the severance package. I have heard 30 days has been common. So give notice on July 13th, layoff on 8/17 and include and extra 30 days pay....Just example. Acceptable with the WARN act.
Actually, per the federal regulations, the notice from an employer must include the "date of layoff or closing and the date of your separation."
There is leeway, they can say within a 14 day period, but the notice must not be less than 60 days prior to that 14 day period for e ample.
Also, this is also assuming this layoff will meet the layoff numbers that require a WARN.
Lastly, a business is not required if it could not reasonably foresee business circumstances. HENCE all the internal talks of slow market, organic sales are slower than expected. They could argue they didn't foresee that! I CALL BS, but fly under the radar some more so no bad publicity gets out. They don't have to tell the mayors and state labor departments of each state impacted for Aero. They will do it over and over and time these perfectly apart to get around it. They have enough money to drag them out.
@IrfpWNv-7kbq - how about giving you a 60 days severance and announcing your layoff today. In that case, the WARN req is met.
WARN applies to plant closing and mass layoffs, so it is possible there will be layoffs at smaller sites or in other organizations on a different timeline. It seems to be Honeywell practice to provide as little notice as possible and then separate the employee(s) as quickly as possible. So no, do not expect specific warnings.
Federal WARN ACT requires 60 day notice which was satisfied by the email sent out to Aerospace employees on July 13. THAT was it, don't expect a PERSONAL notification! Based on that, Sept. 10 is the week because they can't legally do it before then and they want to impact 3rd quarter results and predict a."healthy" 4th quarter to wall street. And because they want to do it FAST like ripping off a Band-Aid rather than keep the stress on managers who are doing the layoffs and try to get remaining employees focused again. Those left will be expected to pickup the work and work a lot of overtime without pay (as usual).
I agree with the August 17 date calculation based on comparison of the number of workdays between the December 9, 2015 volunteer deadline and the January 5 bloodbath. However, other possible factors for the Jan 5 date were:
(1) not wanting to lay people off a few days before Christmas and
(2) needing the first day after the holiday break to recollect and assemble the layoff team.
So I think the layoff will be earlier than August 17, but I doubt that it would happen on July 29. Takes time to get the list finalized. My guess date for the layoff is Tuesday, August 9. That gives them the first week of August to finalize the list and August 8 to organize the implementation of the layoff.
With Sept. being an end of quarter month, I would not be surprised if the corp strings everyone along until the last week or so of Sept. and starts Q4 with the reduced head count.
If this layoff follows the timeline (in workdays [excluding holidays], not calendar days, not weekdays) of the January 5 2016 layoff, then the layoff will occur on Wednesday August 17.
Honeywell HR and Legal is as careful as they come. I think the exact letter of the layoffs suggests the triggers for required notice in the Warn Act do not apply.
Get out. Don't worry about the Warn Act. Just get out if you can.
Has HON given the WARN act 60 day notice? Can they lay off prior to the expiration of that notice?
Street says HR already has the list.. Just waiting to see how many volunteers first. Expect the blood bath to start the 29th. Its a pay period cut off. Easy for HR on that day...
For the RIF that happened in January, the date given to volunteer was by December 9 and the RIF was 4 weeks later. For this RIF, the last day to volunteer is July 29. Guessing the RIF will happen sooner than 4 weeks after July 29 since there are no holidays next month.