Thread regarding Honeywell International Inc. layoffs

Between 53 and 55 < 80,000 signal plan retirement. Does anyone know how this works for retirement? I know you are bridged two years,but is the retirement the same as if I had been able to stay with the company until 55?

42 <75,000

I'm 54 and 3 months old with 35 years SBA and Signal plan. I made it through this RIF but I know they are coming for me. I hate worrying about it everyday and it can all be taken away. What a crappy company Honeywell has turned into.

24 yrs, < 65K. How screwed am ? :P

Edit 1kzs :32 <100k - engines ( hit wrong symbol)

32 >100k - engines

You are forgetting that if Honeywell gets rid of a 26 year plus employee below 55, that has either a Secure Benefits pension or a Plan A pension , or maybe both, those plans per employee average $1M. RIF them before 55, and the company pockets 78.5% of that money. Those under 55 that have SB or Plan A pensions have a huge target on their backs. New hires have zero pension, and are making on average 50% of those with 26 years plus service. Further, the severance comes out of a different fund, that Cote will file as a Business loss for tax purposes, so the bigger bang for the dollar for corporate, is to get those just below 55 years of age. If they really want to maximize the pension benefit, corporate will find a way to get rid of both Plan A and Plan B pensions, and pocket all that money, currently estimated under the ERISA 2015 filing at $8 Billion to $15 Billion. For those of you that argue that could never happen, go read the Signal Pension plan. Yep, there could be a lawsuit, and 20 years latter "we" would win, and most of us would be dead, and those left would get pennies on the dollar compared to the attorneys. This is not over by any means.

50 <$100K

Think about it. If they want short term 2016 gains then they let the young ones go and pay little severance. If they let anyone with over 26 yrs go then they pay half a yr and get no short term savings...... Wall st wants eps growth NOW.... That's where the furlough comes in... Smoke n mirrors!!

Either way it's BS

I know of at least 6 people below 30

42 > $100K, 12 years of service

Was sick took medical leave just came back less than a month then was chopped. Only came back to work because short term refused medical claim for three months (no pay). But my care team (+5 specialist) urge that I should have the time off.

I know of 2 young 20s at Deer Valley. Just over 1 yr service. I'm surprised they are taking university relations so lightly. Generally you keep new grads for 2 yrs. otherwise the schools can blacklist you. It's happened big time with Texas Instruments and Intel in past.

I am over 50, was in second bout of chemo, missed hardly any time, literally fighting to stay alive. In December, I was in a block 2 of the nine block(same block as mentioned in the mid year). My unethical manager moved me to a block 9, and PIP-ed me in the first week of January. Why, because he needed somebody, and "it was my turn in the pickle barrel". What a worthless piece of dog sh-- he is. Now the threat is getting a second PIP in three years, as if you do, you are gone for cause. And they know they have you, they hold that over you. When he comes by smiling, and asks to "increase your yield", what option do you have. If you don't comply and go from 50 hours a week to whatever they want, you are not a "team player". The PIP is the tool they use against those over 50. When HON lost the over 50 lawsuit, they lost in part, that there was not a "demonstrable record of poor performance". Now, the quota per year is 8% to 10% on a PIP. The PIP and nine block, is the record of poor performance that they use against everyone, and specifically those over 50. Try getting any manager to show you anything written, that there is a quota. But, everyone knows there is a quota. It is the biggest LIE at Honeywell.

Easy to show statistically with a histogram.

61 > 100 k

The main focus of this RIF is to eliminate older employees but they're adding enough younger employees to average the age out. Select a bunch of 50+ yr olds you want to get rid of but then add in a bunch of 20 somethings and poof! No more age discrimatnion lawsuits. Honeywell's answer to age discrimation lawsuits is to just layoff more people.

11x 50+ >$100K

The majority of the population is over 50. It would be difficult to show statistically.

I worked with someone who had a hip replacement at age 57- in 21 years had never had one health issue; had a stellar work record at Honeywell for 21 years. When he returned from the hip replacement he was also put on PIP. The reasons were all trumped up and he had proof that they were wrong but HR informed him that it did not matter. They only cared about what the manager said, whether it was true or not was irrelevant to them. It's a year later and he still has his job but knows he has a strong target on his back. This company s---s

Honeywell got rid of a 72 year old Tech in Rmd a couple of weeks ago because they were tired of him missing so much time due to being sick. He had a heart attack earlier this year and took FMLA and when he came back they put him on a PIP. Washington St is a "Right to work" State, but I wouldn't be surprised if they did it to cover their a$es in case he tried to come back at them and sue for age discrimination. Laid off for a heart attack. Pretty gutless.

50+ >$100k

Hon has protected themselves from age discrimination...

Honeywell has long had an ugly reputation for getting rid of their older and higher paid loyal employees. It could be assumed they are being careful in this layoff since they have lost lawsuits in the past over this. But it certainly should warrant some deep scrutiny!

I know of at least 2 people let go who were recent college grads in their mid 20's. I think HON thought that through after being burned in the past

50 <100k