Merry rifmas
20 replies (most recent on top)
The point being that we have to trust Honeywell on the terms of the severance pkg. (13 wks or 26 wks??). Any contract (voluntary RIF) is not valid unless both parties sign. This is a very large gamble to trust Honeywell. Once you request Voluntary RIF you are at their mercy, doesn't matter if you like it or not, doesn't matter if they give 4wks, 8wks, 13wks, 26wks..... severance, you are going out the door. If you can retire, I guess it really doesn't matter.
The last RIF - none of the emails or documents or even the company's policy addressed whether or not you could rescind volunteering for the RIF. Nothing said you could but, also, nothing said you couldn't. This potential loophole has been eliminated this time around by making self-nomination irrevocable.
I volunteered, but wasn't selected, pretty upset about it. Let see if the magic wheel stops on my name this time! I think if you volunteer no matter your Dept or SBU, they should let you go. At least try not to give involuntary layoffs, unless they are obviously over staffed.
I made comment 1vzw, a volunteer in the last RIF. Here's a copy of the email I received the Friday before the RIF action:
"Your request to be considered for selection in the current Honeywell Aerospace involuntary reduction-in-force (RIF) has been reviewed by the business and has been accepted. Your last day of work will be the Friday of the week in which employees who have not self nominated are notified of the RIF. You will be contacted by an HR representative to set up a meeting to review documents the week of your departure. Please be aware that Honeywell expects that you will to continue to remain fully engaged at work through your departure day.
"You are free to discuss transition plans with your manager but we ask that you be sensitive to the fact that other employees do not yet know their status. Therefore we would appreciate it if you would not broadly communicate that your request has been accepted.
"Thank you for your service to Honeywell. We wish you the best in your future endeavors.
"Regards, HRLT
Nowhere in there was anything that indicated I could back out after looking over the package, nor was it communicated in any other fashion. How was this communicated to you?
I'm guessing that there was a perhaps 2-week-long window that I could have asked to withdraw my application for the RIF, but just guessing.
You actually trust your HR guy!! They don't work for you buddy!
Severence is a legal obligation in Canada. 1 week minimum for every year served.
My HR guy told me that the package for volunteers is still 26 weeks max so that has not changed.... yet
OP@K5HLCOX-1vzw: if you didn't sign the severance pkg. you could have backed. No one knew the exact severance pkg. until it was time to sign on the line. The current RIF communication says if you are accepted for RIF it is irrevocable after Nov. 1 and we can only assume what the severance pkg. will be. If they decide on 13 weeks max. severance (1week for every 2 yrs of service) you MUST accept it and walk out the door. Now that the WFH folks are in the plant they can be "tapped on the shoulder" and surrender their laptop and phone on the spot. My IT source says there is a badge in/out report going out now to track your adherence to the no WFH policy. Torrance plant has 12 KBR (ex HTSI) buyers on site doing nothing but training and doing light quoting/PO creation.
I volunteered for the last RiF and was accepted. There was no offer of an option to back out of the layoff.
Last voluntary RIF the exact terms were not spelled until the day of the RIF and then you could decline on the very last day if you didn't like it (up to 26 weeks + Medical). This RIF is irrevocable after Nov. 1 and they still have not provided the exact terms of the RIF in writing. Very scary stuff... When I asked HR, they did not have an answer.
As long as the policy is applied equally the company can do whatever they want.?
Talk to a real lawyer, not somebody who plays one on TheLayoff.com. Or take what they give you, it's up to you.
Severance is not mandatory by law. They don't have to give you jack sh-- after RIFing you if they really want to and there is absolutely nothing you or your lawyer can do about it.
All of those bs handbooks and all of that sh-- cannot stand in court and they all have written statements on them in small letters that says those can be changed at any time with no warning.
You live in America...land of the getting screwed over by corporations...
Good luck to all of you
I see a class action age discrimination coming if they do not grandfather those that have made it to the current cap. Seems to me they are targeting those closest to retirement and screwing them the most if they target them in a RIF.
One wonders if the rumor is being floated by Honeywell to encourage maximum participation in the current round of RIFs. Severance laws vary state to state, but changing the rules in the middle of a series of large layoffs would probably not serve them well in the event of a class action lawsuit. Make a copy of any contracts, emails and employee handbooks that mention the 26 week cap and show them to a lawyer before you sign any release papers that offer anything less.
Not to be a (lol) downer- but the new severance would be a maximum of 13 weeks regardless of how long you have been here. That doesn't mean if you have only been here for 4 years you will get 13 weeks. You will get 4.
But let's be clear. This is still rumor
I've only been here 4 years, 13 weeks sounds good to me!
That might fly in the US but won't in Canada
And the hits just keep on coming