Dear Intel colleagues, could you please share with me any insights and experiences about the ODI process? What should I expect? Is it fair and objective? What are the things I should be aware of? any do's and don'ts. Thank you kindly.
24 replies (most recent on top)
If they fire you WHILE investigating your claims, they just made an employ mentioned lawyer's day.
I don't know what state you are in but it is worth consulting an employment attorney in your area. Even if you have no intention to EVER sue, they can give you some advice about the employment laws, requirements and settlement climate in your area.
As others have said, from the Intel side, the purpose of ODI is really to mitigate Intels legal risk. HR never exists to protect the employee. They exist to protect the company.
OP here. Thank you all for your replies. It seems nothing good is going to come of it. I didn't want to do this, but as all of you, there was no other choice...
@ccu - worst case will they fire me while they are investigating my claims?
Don't mention names here, @2jby. That'll get you banned. Plus, it's not nice.
Good insight @1wds re:
the impression I got was that ODI isn't actually an internal appeal process, but more of a "give us a heads up you might sue us"
I initiated an ODI and basically HR shrugged and said "well that's your mangements call, so thats what it is"... they were very reactive about it, and it actually never was closed (I just left for a better offer a few months after). the impression I got was that ODI isn't actually an internal appeal process, but more of a "give us a heads up you might sue us"
I am certain that every business group has had their HR reminding them of notice, opportunity and quick and direct feedback with detailed email trail. If that exist in your case you lose for sure as you simply are in a he said she said, but everything documented on how you failed in Intel eyes, get looking for another job your career at intel is over.
Take solace the earlier you leave the better! The place is getting worse and worse and as strong as they appear from outside or to the uneducated inside, never has their roadmap and future been so precarious, actually already past the tipping point and on to complete ruin, get out now!
I got layed of in 2016 may. First they give you warning saying you are a under performer. Next by May you are laid off. Start searching for jobs from Jan 2017. No use staying here longer. 90% chance you won't win the ODI but "blaze the gun" and shoot your way through. Fight against management ; don't be nice. They don't care for you. I got 40% salary increase in my next job. It will be hard but it's best for you. Better get laid off in 2017 then in 2018 there will be major intel layoff coming soon
will tell u about
Two ODIs i won
later 😪zzZzz ..zzZz .. so come back to read.
If you get an ISP, file an ODI no matter what and exaggerate your claims if needed. Don't make it easy on your managers. They are booting you out as underperformers with no rehire clause, so you have nothing to lose.
I was involved in an ODI process. Basically the legal investigator tries to cover Intel from any legal cases and usually they try to settle things only. Do not expect that your superior will be punished because it is a liability to sue the company.
In the end you will be fired or asked to move to another group. If you are fired you should sue the company. Save all emails and documents that you can.
Remember.. intel is just a company and there are thousands jobs much more interesting than intel. Value yourself and your family. I hope everything works fine for you.
ODI is a great way to put a target on your back, whether you win it (unlikely) or not (likely). As someone else in this thread noted, "ODI is the next ISP."
No one I know ever won an ODI. And those who made the ODI challenge were subsequently gone before much longer, usually on trumped up 'performance' issues. People forget that the job of HR is to protect the company, not to protect you.
@kuz's comments are interesting. My experience is the opposite - women always win, regardless of the evidence, when it comes to harassment. I've seen that 3 times with the same woman, HR doesn't seem to mind that when she doesn't get her way she starts making baseless harassment accusations. I've learned from their mistakes and leave her alone, it's just sad that she's enabled to behave this way because she's in a protected diversity class of people.
ODI is an invite to receiving the next ISP
I've been a witness called in on to discuss my observations three times during my Intel career. In each case, the employee had a valid case for open door, but the management who investigated used our inputs to dumb down the case. As others have stated, the ODI is used to solely protect Intel interests, not to the benefit of the employee. In fact one case I reported on which was one employee against another, it worked against the employee who filed the complaint even though I had seen the abuse she had been subjected to first hand. About a year later the employee who did the abusing was actually promoted so the fact that he was a subject of an investigation did not matter. Could only be that he was member of the good old boys club.
Do not do this.
Use ODI if you are planning to leave Intel soon. Someone I know was asked to come back after being laid off.
The purpose of open door is an internal catch all to avoid a lawsuit ... HR will do due diligence and have a SLM independent manager interview you and your management chain. The quality and professionalism will depend on the SLM.
The reality of outcome... all about protecting intel from future lawsuit. Of course if you were screwed and not given due notice and clear documentation and feedback you have a case.
Take my advice you aren't a fit and get a lifeboat!
Thank you for your input. This was my fear but as a last resort, I have already filed my ODI.
I agree with the other responses.
And even if you have a good case and win, all you get is a few month (max of one year painful time at intel
I can make this really short and sweet with one word... Don't
You're welcome. I just saved you a bunch of time and aggravation. Seriously, it's not in your favor unless you REALLY think you have a D4MN good case. And I mean D4MN good. If that's the case, good luck.
I would recommend you to ask yourself "what you want if you win after full painful days of ODI", once start it is a fight between you and your management/colleagues since they likely support management for their career interest"