Thread regarding Honeywell International Inc. layoffs

Here are HR's current 2017 RIF Best Practices guidance and script:

• Explain the RIF in terms of the company’s scale and operational needs.

• Explicitly identify the reasons for the downsizing as financial, market conditions or the competition

• Prepare statements of revenue and expenses to determine and demonstrate the specific cost saving areas that most benefit the company

• Identify all possible sources of additional revenue and cost reductions

• Demonstrate that other employment and non-employment related cost saving options were considered before resorting to layoffs, including, for example:

-- Eliminating equipment, supplies, and overhead expenses

-- Salary and travel freezes

-- Work week/hour reduction

-- Job sharing

-- Benefit plan reduction

-- Outsourcing of some services

• Never tell employees that their jobs are being transfer overseas or being replaced by youger or lower cost employees with less benefits to save cost.

A smooth reorganization, restructuring, outsourcing or reduction in force hinges on early identification of a clear people strategy, a sensible understanding of how that strategy affects the commercial aspects of the change proposal and the development of a systematic approach to implementation outsourcing and reduction in force.

Offshoring, also known as offshore outsourcing, is the term that came into use more than a decade ago to describe a practice among companies located in the United States of contracting with businesses beyond U.S. borders to perform services that would otherwise have been provided by in-house employees in white-collar occupations (e.g., computer programmers and systems designers, accounting clerks and accountants). The term is equally applicable to U.S. firms’ offshoring the jobs of blue-collar workers on textile and auto assembly lines, for example, which has been taking place for many decades. The extension of offshoring from U.S. manufacturers to service providers has heightened public policy concerns about the extent of job loss and the adequacy of existing programs to help unemployed workers adjust to the changing mix of jobs located in the United States so they can find new positions.

No comprehensive data exist on the number of production and services workers who have lost their jobs as a result of the movement of work outside U.S. borders. The only regularly collected statistics on jobs lost to the out-of-country relocation of work come from the U.S. Bureau of Labor Statistics’ (BLS) series on extended mass layoffs. Since 2004, BLS has asked firms with at least 50 employees that let go at least 50 workers in layoffs that lasted 31 or more days whether the firms moved the laid-off workers’ jobs out of the United States. Given the series’ exclusion of small companies and focus on large layoffs, it underestimates the number of jobs lost to offshoring.

Researchers have tried to fill this gap by determining which occupations possess characteristics that make them relatively vulnerable to being offshored (e.g., routine task content and able to be performed at a distance from customers due to advances in communications technology) and the number of persons employed in those occupations in a given year. Those studies usually have focused on occupations that provide services. One analysis by the BLS estimated that in 2007, 30 million people were employed in service-providing occupations it found to be potentially offshorable; they accounted for over one-fifth of total employment in that year. The service- providing occupations that BLS deemed most vulnerable to being offshored had quite different skill requirements: administrative support occupations (e.g., office clerks) typically have lower education or training requirements than professional and related occupations (e.g., computer programmers). One of the few studies that includes both production and services occupations similarly concluded that, whether measured by education or wages, jobs with offshorable characteristics run the gamut from less to more skilled. According to one of Blinder’s estimates, about 29 million workers were employed in offshorable production and services occupations, or a little over one-fifth of total U.S. employment in 2004.

This approach may overstate the number of jobs that actually have been or will be lost to offshoring because it does not consider other factors that may affect employers’ decisions about the location in which work is performed. Some observers note cases of firms bringing jobs back to the United States for such reasons as dissatisfaction with the quality of service being provided, narrowing of the wage gap between U.S. and some nations’ workers, and increases in the cost of shipping goods to the United States. Others point to strategies that offshore outsourcers have used to work around some obstacles.

The Honeywell overseas worker-slave-farms don't even need an H1-B visa to be brought over to fill in for layed-off US employees, since they are Honeywell salary employees. A loophole they figured out a long time ago.

At one time every year, more than 100,000 new foreign workers are brought to the U.S. on the H-1B visa and are allowed to stay for up to six years. That number has ballooned to hundreds of thousands each year now, as universities and non-profits are exempt from the cap. With more entering the U.S. through the visa, Americans are often replaced and forced to train their foreign replacements. To see specific government company, location and function H-1B numbers: http://www.immihelp.com/h1b-visa-sponsors/

Layoffs should not be a surprise to anyone here. It is well known that layoffs are a standard business model and process within each SBG and a focus of HR. Always has been. Always will be. The next few layoffs are already planned and being scheduled and they are always identifying and targeting new layoffs to assure the quarterly numbers are made.

Hahahaha heard the numbers are really bad. Millions under AOP. Maybe now leadershit will realize you can't make money by f---ing your people over? Nah, it will be more business as usual lol. Maybe now we can finally get some more furloughs in the works?? I'd like some time off to relax and schedule job interviews.

Hahahaha 3kui - HON and the youngsters playing on their cell phones deserve each other :)

I hope they keep canning you old farts, young folks get easy raises while we play Flappy Bird and Tinder on our cell phones.

You deserved to be fired for your obvious lack of English grammar. Don't blame it on texting with your smart phone.

If you receive a PIP this is another sign you are on your way out. The PIP tool is structured and used to eliminate and terminate employees while reducing labor cost. It is also used as a brain-drain to s--- all the value information out of the employee and to education their manager on what they are doing. This allows the company to retain the knowledge the employee possesses that can be given to their replacement. Any or all useful information provided in the PIP is passed along to the new employee by the manager.

Once specific individuals are targeted to be layed-off or terminated and a termination date established, HR then sends out a questionnaire/survey rating to the employees which are being terminated to fill out regarding the company and their managers performance. Regardless if you complete the survey positively, negitively or don't complete and return the survey it will be used against you if you file a grievance, appeal or sue the company. Only if laws have been broken by the company or manager will the termination process be derailed at this point. Expect to be given your termination notice within two-four weeks after receiving the survey request. If the entire business or function is being closed or layed-off no questioniare survey will be sent out. This entire process is designed to protect against employee legal actions against the company and assure a smooth transition of the knowledge to the individuals assuming the responsibility of the employee.

Amazing how many people at HON do not know that OEF -organizational efficiency means cutting people and a small amount of costs. Earnings call is July 21. Bet OEF and many of the other words are used!!

Those "hanging on" should re-evaluate their lives..get out asap!!

Your mental health and family is so much more important. Duh

Krishna told us they expect to make the divesture and other actions known in September. He said it in the IT town hall so if you work for HON still your can play it back. He just said it this Tuesday

You are derserved to get fire for spreading your stupidity and wasting your intelligence