Thread regarding Honeywell International Inc. layoffs

Work From Home Banned at Honeywell

Announcement pending within 7 days (HR Source). Across ALL Honeywell SBGs and Corporate.

Davey and Darius have decided that they don't trust you to work at home because you clearly won't work hard enough.

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Post ID: @JJeWp9O

48 replies (most recent on top)

They are still laying off people who are remote and are not sitting in a software center of excellence center. If this is the case, its very hard for them to get good talent when they have tons of position open. This is such as dumb decision when biggies like Amazon, Google, Facebook etc supports full remote work.

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Post ID: @JJeWp9O-huwvj

This rumor was very accurate-- and one thing I noticed with the recent IT RIFs, a lot of those selected to be pushed out were frequently working from home. So perhaps they are still monitoring to get rid of violators

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Post ID: @JJeWp9O-8ygim

It's Delirious not Darius

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Post ID: @JJeWp9O-8rpfq

I believe they have quietly stopped enforcing this. At our site (over 1,000'people in USA) tons of people do not come into the office at all. I think they are now just selective and use it to "fire" hose they want gone

I know my director only comes into the office once or twice a week and she isn't traveling. But she is a she so a desirable to keep in leadership. But I also see many guy individual contributors not coming to the office and no impact to them either.

Perhaps they are just building a list of violations and will fire a ton of people with the TS and Homes spinoffs

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Post ID: @JJeWp9O-8rpwc

There are certain HR Directors and VP’s who work from home. They say they are going to another site or leave their door open with the light on so it looks like they are at work. Karen Kreza and Bobby Ireland do it all the time.

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Post ID: @JJeWp9O-8qxrj

Easier to walk people out the door if they are actually onsite.....

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Post ID: @JJeWp9O-Tkrh

I have been working from home for many years now and now being asked to come in every day with nobody to collaborate with, seems like constructive dismissal when their voluntary redundancy didn't go to plan...

What a terrible horrible company to work for...

Leaving at the next available opportunity...ki$$ my A$$ Dave!

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Post ID: @JJeWp9O-qsee

AXP has 108 current jobs posted in the PHX area. We are looking for great minded people and we support a WAH policy. We are happy to take all the Top Performers off of Honeywell's hands. Look for jobs at https://careers.americanexpress.com/

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Post ID: @JJeWp9O-pdtc

Half the people I speak with are actively looking to jump ship because of all the nonesence lack of respect for people and the remote worker thing just pushed many over the edge

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Post ID: @JJeWp9O-miqx

98% of my co-workers are in other states or other countries!! I rarely work with anyone local to my assigned site. Because we are all in different time zones, I often have to take calls starting at 6am or even as late as 9:30-10:30pm. I normally work from home those days because there is no way I'm getting up at 3:30am to get ready for work and then driving into the office during my first break (usually around 11am) just to turn around a leave 2 hours later (I too will only work 8 hours a day from now on - no more 50 hour work weeks for me). All of the projects I am working on are going to fail because my developers are all in India and we won't be able to find a time when everyone is in the office during working hours. Just because I'm salary doesn't mean I'm required to work more than 40 hours a week (not at the pay I'm getting). Before I didn't mind because I was working from home (could climb out of bed 10 minutes before meetings started) but now this is going to cause a lot of stress that I do not need. Just let us get our job done - if we aren't doing our job, that's different but this is totally unfair to those that work their a$$ off at home so they can put in the extra hours to get all of the insane amount of work that we have completed.

I truly feel that this is Honeywell's way to try to get people to quit so they don't have to do layoffs and pay severance packages. It was bad enough that they have screwed up our health plans (and now are getting rid of dental); next they will remove vacation time and all health benefits. Probably 401K too (heard rumors they are buying out our retirement plans too if you're under 55). For one of the largest corporations in the world, they really don't give a crap about their employees!!

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Post ID: @JJeWp9O-bfxv

Plenty of people PO'd at Torrance. They should have left this alone. Mr. Baloney just cut off his nose to spite his face. I know ALT wanted everyone to continue working OT hours at home for free. We are not having that... why am I going to drive in everyday and fight traffic and then come home and work some more. They are only paying for 36 hours of work, so that is exactly what they are going to get.... just barely.

see clarification e-mail below:

AERO PEOPLE MANAGERS: REMOTE WORKING DATA COLLECTION – PLEASE COMPLETE BY OCTOBER 14

Dear Manager:

Please see the link below to provide requested data by Friday, October 14.

This data collection is a follow-up to Friday’s communication to all Aerospace employees regarding the Remote Working Policy.

To help managers and employees understand the requirements and expectations of the policy, I wanted to clarify a few specifics and provide additional guidance and information. The intent of the policy is to address remote working situations where employees work regularly or consistently from home or another non-Honeywell location as a standard practice during their business hours as defined by their local time zone.

The policy does not apply for partial out-of-office situations. Examples of these situations may include working remotely in the afternoon following an early afternoon appointment outside of the office, or leaving the office early to work remotely due to personal or family illness or emergencies. For these situations employees should seek permission from their managers. In addition, this policy does not prevent employees from participating in early morning or evening meetings with global teams from a location outside of a Honeywell.

The information you provide will help us to best gauge individual employee circumstances and arrangements and, if necessary, address any changes and exceptions to align with this policy. Employee categories who support Sales, Field Service, Field Quality Engineering, Supplier Quality Engineering and employees who work from customer or supplier locations have been pre-defined as exceptions to the policy.

Once the data is collected, Human Resources (HR) will compile the information and work with managers to discuss individual employee circumstances not pre-defined per above to find a solution that meets the policy, or pursue an exception that will be submitted to Aerospace and Corporate leadership for approval. As always, results from this data collection and the Remote Working Policy will be implemented in full compliance of local laws.

Finally, occasional, “one-off” requests to work an entire day remotely should be submitted by the employee to their manager and HR leader together for approval.

I realize there are some unanswered questions left to address. At this point, collecting the data regarding employees who are currently working remote is the first step in the process. I appreciate your support in helping us gather the information.

Thanks.

Steve Kelly

Vice President

Aerospace Human Resources & Communications

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Post ID: @JJeWp9O-9nzi

I guess you won't see any employee satisfaction surveys anytime soon.

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Post ID: @JJeWp9O-9pdx

Really stupid policy. Consider the negative health and safety issues. Many remote employees will now have to work in manufacturing facilities. They will be exposed to the hazards of that facility. HON makes some fairly nasty chemicals at some of these plants. Why expose more folks needlessly? Even the extra time traveling exposes workers to more risk on the highways.

Remote workers now have to get dressed and travel to a HON site. Where do you think time that time is going to come from? They will work fewer hours.

This will also affect hiring. Many excellent folks want to work from home. They will not consider HON.

On the flip side, Yahoo, Reddit and other similar companies report success with the policy. HOWEVER, the success seems to be more pronounced in groups working in very similar areas or on similar or overlapping projects. What HON is NOT considering is that simply forcing ALL workers, even ones with very disparate areas of work, together may not generate the benefits they expect. HON wants to be a technology company but is not as homogeneous as a Yahoo or a Reddit.......yet.

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Post ID: @JJeWp9O-7vfp

This is crap.. since Dave is leaving the Company he is screwing us over. Who gives a damn about HOS and other sh--ty meetings... Worklife balance was a priviledge we had and that was taken from us, they don't care what happens to us, they actually want us to leave. I guess we will be updating our resumes now...

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Post ID: @JJeWp9O-1dyi

Honeywell just jumped the shark with the work from home policy... Many leadership teams work from home... Daily HOS meeting -- Sorry I'm too important to even care about HOS...

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Post ID: @JJeWp9O-1cci

Wow, the FAQ says " A core belief of our senior leadership team is that people work better in close proximity to other people, where ideas readily can be exchanged, decisions can be made faster, and we can act in more agile ways to address ongoing changes in our global markets" ? Really? Did the company forget they have sent jobs from the US to many other countries in many different time zones so working in "close proximity" is not something they have been very interested in recently?

So all of of us employees who have to regularly communicate via phone calls regarding ongoing, time sensitive projects with co-workers and colleagues in other time zones now have to be in the office to make those calls? What a nonsensical policy! So, after a day of work, we have to drive to our office again to make those 8 pm, 10pm or 1 am calls? That won't happen -projects and work will suffer - the policy really doesn't help us "act in more agile ways" - the whole FAQ sounds like the doublespeak and ridiculous statements Trump spouts!

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Post ID: @JJeWp9O-1iar

Verified by my boss at 4 pm today.

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Post ID: @JJeWp9O-1fky

Remote Working Policy: Frequently Asked Questions

This document is intended only for HR and people manager use for verbal response to employee questions. Please do not forward or circulate this document to employees.

How are you going to enforce the new policy, especially if we leave it at manager's discretion to approve or not occasional remote work?

Occasional remote work will only be allowed to accommodate legitimate individual circumstances with approval by both the manager and the HR leader. The leaders of each Honeywell SBG and function are responsible for enforcing the policy within their respective organizations.

Why is this being done? Are employees not working collaboratively?

A core belief of our senior leadership team is that people work better in close proximity to other people, where ideas readily can be exchanged, decisions can be made faster, and we can act in more agile ways to address ongoing changes in our global market. Because of varying practices across the Company, senior leadership wanted to clarify expectations, ensure consistent practices everywhere, and treat everyone fairly.

Don’t the tools that we use on a daily basis (email, conference calls, etc.) drive collaboration?

Our tools and technology support a global workforce and allow us to connect across regions and countries. For co-located employees, work should be conducted in close proximity to other people, where ideas readily can be exchanged, decisions can be made faster, and we can act in more agile ways to address ongoing changes in our global market.

Is this really what a modern, contemporary company does? Will we lose millennials with this action?

As we transform into a leading cyber-industrial Company, we recognize the need to fully encourage collaboration, and a face-to-face setting makes a big difference in facilitating teamwork and innovation. We believe that millennials share the same values as the rest of our workforce, and they enjoy and benefit from face-to-face collaboration as much as anyone else.

Will this policy be written and posted?

Yes, all policies will be updated and posted during the week of October 31, 2016.

Have we really invested in our facilities?

Yes, all Honeywell facilities represent significant investments. As we update our facilities, we are implementing new design standards that foster collaboration and innovation.

Many of our offices have added collaboration centers and are designed to not have enough seats for each employee assigned to that location. How will this work?

We have researched this question extensively, and our sites are designed to accommodate all local employees. There are always cases where employees are out due to business travel, vacation and other circumstances. With open seating arrangements at these locations, there is plenty of space for everybody.

What if someone has an extremely long commute? What is a "reasonable" commute?

Commuting time is not an acceptable reason to work remotely. Your HR organization will look at situations where employees live several hours away from the nearest Honeywell location.

What if there are no Honeywell offices in the vicinity?

Your HR organization will look at situations where employees live several hours away from the nearest Honeywell location.

What defines a legitimate individual circumstance to work remotely? What are some examples of what is permitted?

These circumstances could include personal or family sicknesses or emergencies. If these situations arise, work from home must be approved both by the manager and the HR leader, and they truly should be one-off exceptions – not regular arrangements. These occasional situations should happen no more than a few days a year.

What if I have a medical condition that precludes me from working other than from home?

If an employee has a medical condition that requires a telecommuting accommodation for some period of time, those exceptions will be made in accordance with local law. However, an employee must follow the local processes for obtaining an accommodation and may not merely assert the medical need.

When seeking approval, does an employee need to notify their manager and their HR representative? Or will the manager notify the HR representative?

The employee should notify the manager and HR leader as a matter of course.

What if we have employees sitting in the same location that fall under different policy interpretations?

Prior to this announcement, it might have been likely that employees at the same location would be treated differently. The intent here is to drive consistency and treat all employees fairly.

What if remote work was approved as part of an employee’s original offer commitment? Does this risk changing the terms of someone’s employee agreement?

Employee agreements will be reviewed carefully. The Company will comply with all applicable laws.

Is this action being implemented globally? Have the Works Councils approved?

Yes, this is a global initiative. However, to the extent we have an obligation to inform, consult or otherwise engage our Works Councils, we will of course comply with those obligations before implementing this policy.

Why are sales and other customer-facing employees excluded? What about other groups whose roles require substantial out-of-office time?

These employees are excluded because we actually want customer-facing roles such as Sales and Field Service to spend time with customers, not in the office. Other employees or groups will be assessed individually for remote work eligibility. Exceptions must be approved by the SBG or function leader.

How are we going to approve exceptions?

There will be very few exceptions to the remote working policy. In exceptional cases, please work with your manager, HR Generalist, and HR leader to follow the designated approval process for your function or business. All exceptions will be reviewed by your SBG or function leader.

What is happening in countries where we have binding remote workers agreements?

We will be working through individual employment contracts with local HR Generalists in accordance with local law.

For those already designated as 100 percent home workers, who never had an office before, are we undoing that and making them find an office or get permission? We excluded these employees previously.

Exceptions will be made for employees in Sales, Field Service, or in a role at a customer location. Other remote employees will require approval by senior leadership to continue working remotely.

If I have to come in later or leave earlier – does this need my HR representative’s approval?

As always, you should communicate with your manager on daily variations to your schedule. If you must work from home for a full day because of legitimate individual circumstances, get approval from your manager and HR leader.

How do we manage business travel or surge in work requirements during non- core hours that require flexibility on a one-off basis?

Business travel and overtime policies are unchanged.

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Post ID: @JJeWp9O-lrr

This is true - at least for Aero. I just saw the email and it is what has been posted.

I've been working regular hours from home for over 15 years. The company benefited because I was often available on off-hours to deal with emergencies or off-shore needs. Never got a bad review nor has there ever been any issues raised. I can do my job anywhere - if face-to-face is required then they must think that off-shoring isn't working.

My retirement was going to be sometime next year, but now I'll likely move it up. If I wanted to really screw the company I'd give them 2 weeks and leave. But I don't want to screw my co-workers.

This was a good company to work for, for a very long time. Sad to see all that is happening.

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Post ID: @JJeWp9O-djj

Dear Colleague:

One of the great strengths of our Company is the ability to foster teamwork and diversity, and we have made significant investments in our workplaces to encourage the high level of collaboration we need to outperform. A core belief of our senior leadership team is that people work better in close proximity to other people, where ideas readily can be exchanged, decisions can be made faster, and we can act in more agile ways to address ongoing changes in our global markets. In support of this belief, each member of Dave Cote’s leadership team is clarifying the Company’s policy on working from the office vs. remote work arrangements, and reinforcing the concept within their respective organizations that our people do their best when they work together. The following points represent our Company’s policy, effective immediately:

  • All employees should be working at their assigned Honeywell location. No regular work from home arrangements within Aerospace are permitted unless I approve them. Exceptions will be made for people in Sales, Field Service, Field Quality Engineering, Supplier Quality Engineering or in a role at a customer or supplier location.

  • For employees without a regular work from home arrangement as described above, working from home should be a rare occurrence to accommodate legitimate individual circumstances. If these situations arise, work from home must be approved both by the manager and the HR leader, and they truly should be one-off exceptions – not regular arrangements. These occasional situations should happen no more than a few days a year.

  • As with all policies, these changes will be in compliance with all applicable laws.* Raise any questions with your HR leader.

For organizations that find these practices are different from what they are already doing, any necessary adjustments should be fully in place by October 31. Additional communications will be sent to managers and HR next week outlining further process details, including submitting exception requests.

Having our employees connect daily with each other face to face makes all the difference, and it will support the collaboration and innovation that Honeywell needs to become the Company it aspires to be. Thank you in advance for your full support of these practices.

Tim "Baloney" Mahoney

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Post ID: @JJeWp9O-pmh

Just went out

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Post ID: @JJeWp9O-lzy

I agree with the previous post however, Hon stsrt d this when a couple years back they allowed every other Friday be remote. This was all part of the 10% pay reduction. Once that was lifted, everyone enjoyed that remote thing and just like other actions taken wasnt thought out very well and management allowed it to continue. It should have been stopped immediately but the allowed it to continue

I'm remote and live it but I do have a signed document in HR but thud is reviewable annually.

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Post ID: @JJeWp9O-eoi

Assuming this is true. Why the hell is everyone so worked up about this?

If the company looses millions, people get load off, stop trying to look tough yellow belly.

If you have to come in everyday, come in everyday, its called work. If you want to leave then leave good luck trying to find a job that allows you to work from home. All of you are spoiled and before someone says "then why are you on here" I'll answer that. I am on here to laugh at these "grown" men whine like a bunch of little girls.

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Post ID: @JJeWp9O-obs

Are you 100% sure about this:

My supervisor has verified this, work from home will require a documented exception.

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Post ID: @JJeWp9O-oyf

LIes

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Post ID: @JJeWp9O-yne

Anybody working from home more than 5 days a year gets categorized. This was a verbal flow down from a manager.

HON wants you to use PTO or come in on the weekend if your water heater blows in the middle of the week, is how I interpret the communication.

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Post ID: @JJeWp9O-efr

Seems to me after reading the many posts over the last couple of months that there are a few people who are prolific posters (and who also like to copy and re-post their rants), that are doing their best to generate negativity without providing substantive information. They have nothing useful to say and promote rumors with no basis in fact. Misguided revenge and a total waste of time to read. Too bad. This site could be a resource to help and inform fellow employees (current and former) but has been taken over by these few very angry, misdirected individuals.

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Post ID: @JJeWp9O-wqm

My out going phone message is " if you've reached this phone after hours, I will return your call the next business day"

Come on retirement.

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Post ID: @JJeWp9O-ozj

@JJeWp9O-nju This isn't a rumor, dumb--s. Just wait until tomorrow when the announcement formally goes out.

You know how many 'rumors' on here have turned out to be true? A whole helluva lot of them. If you don't want to read it, then go phuck off.

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Post ID: @JJeWp9O-ymb

They will have to word it in a way that even employees who are in the office during the day can still work from home after hours; otherwise international projects will grind to a halt. And the company will lose all that free overtime.

HAHAHAHAHAHAHA that's not how I work. You force me to drive into the office, wasting gas and time then you say oh and by the way, feel free to work overtime at home for free! Haha yea feel free to svck my [email protected]! There wont be anymore free OT from home. I hope major milestones get missed and the company loses millions in revenue. DONE.

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Post ID: @JJeWp9O-wpm

I am sorry I meant assigned cube instead of "group"

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Post ID: @JJeWp9O-tgc

This is nonsense , please stop rumors.

I know a group in new jersi don't even have an assigned group.

Also know a lot of support group who are a virtual organization by nature. Sp please stop it

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Post ID: @JJeWp9O-nju

Oh man. I'm going to work soooooo hard when I'm forced to drive in every day. On a side note, now I can get a part time job after I cut my hours down 8 maximum each day. I'll also leave my computer at work (no reason to take it home now) along with my company phone. Thanks for bring some work life balance back to my life, Davey! You too, dairyass. This will also give me more time to interview at better companies and finally get the fvck out this sh--hole company.

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Post ID: @JJeWp9O-lku

They will have to word it in a way that even employees who are in the office during the day can still work from home after hours; otherwise international projects will grind to a halt. And the company will lose all that free overtime.

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Post ID: @JJeWp9O-efc

I believe this to be true, and I will clock in for exactly 8 hours on site, and no more OT.

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Post ID: @JJeWp9O-wna

It is not a rumor it is true for all HON SBGs and Corporate. I just had the conversation with my manager. We can no longer work from home unless it is approved and you must have documented approval for HR.

As far as this site being filled with rumors, it has been pretty spot on with what it provides as "rumors".

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Post ID: @JJeWp9O-vil

What would be a documented exception? HR does require a telecommuting agreement to be in your file (it is innocuous) prior to full time WFH. Would that be a documented exception? That agreement is signed by your supervisor and HR.

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Post ID: @JJeWp9O-puo

Identifying those high-cost resources that can be replaced. If a position can be performed remotely, it should be moved to a low-cost region.

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Post ID: @JJeWp9O-twc

WFH is cheaper than paying rent for office space. This is just another rumor meant to bring down morale.

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Post ID: @JJeWp9O-vcj

My supervisor has verified this, work from home will require a documented exception.

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Post ID: @JJeWp9O-dok

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