Thread regarding 3M layoffs

Anyone experience age discrimination? 3M says they never do this. It's against policy.

Thank you all for this information. You have inspired me to engage an attorney to see if I can sue 3M for age discrimination among other things.

Age discrimination raging at 3M.

Anyone who starts their intro with i have xx years at 3m should have a red flag put in their workday profile and identified for elimination. Manufacturing included.

hit a nerve? What crock says the old man. Then proceeds to take several hours trying to record data on a computer (my mistake add an additional hour on turning on computer). Followed by another couple of hours proof reading data. Followed by a nap, because its time for a nap. Gotta get that Nap in, because its going to take energy grabbing a dangerously fast moving web line with their bare hands because it's faster this way. Proceeds to make it a 12 hour day (actual work is finished within 7 hours). Later complains that everyday is 12 hours.

Oh the 3M dead weight isn't just in the offices boys. Its also at the plants, and on the production floor.

Age bias continues to flourish at 3M.

I've seen young people fall asleep, too. Stop with the over-generalizing.

I have seen boomers fall asleep during meetings. Anyone with 30 or more years of experience must be replaced.

@2azd+1nSS36z6

What a crock!

the problem is the majority of 50 plus year olds are unable to adapt. Old dog new tricks. The horrible unsafe and inefficient methods are slowly being corrected. The 20 to 30 year olds are lazy, entitled and are only there for short term before they leave. Every company wants the in-betweeners. 30 to 40 year olds. Unfortunately, there are only so many of those guys. Su-ks to be old. Su-ks to be green.

Generations by birth year

Here’s a list of all generations/age groups and their names based on birth year:

The Greatest Generation: born 1901 to 1924
The Silent Generation: born 1928 to 1945
Baby Boomers: born 1946 to 1964
Generation Jones: born 1955 to 1965
Generation X: born 1965 to 1980
Xennials: born 1977 to 1983
Millennials: born 1981 to 1996
Generation Z: born 1997 to 2010
Generation Alpha: born after 2011

There is also something called reverse age discrimination…. Not just the older folks getting screwed by 3M for lack of promotion, advancement, or risk of getting laid off.

Its a gen x y z world. Get over yourself.

@1hhm+1nSS36z6

And that is precisely the point. Employees do not owe their employers anything. When you are ready to leave, just go. Burning a bridge you say? The bridge leads to death and destruction and should be burned.

You do get notice if you're laid off. And of course you don't get notice if you're being fired.

There is no legal requirement to give notice when leaving a company!

What kind of notice do employees receive when laid off or fired?

Those who want respect, give it. 3M management gives no respect to anyone.

For anyone being mistreated or disrespected at 3M, I recommend:
1 Save your money. Keep debt at a minimum.
2 Use company time and resources to find another job.
3 Leave without notice

3M needs every pair of hands it can get. If 3M management can’t understand that, you really don’t want to work there anyway.

Anyone going after the mandatory jab and promotion of the medical treatment by mid level managers ? It resulted in underperformance and PIP for those that refused based on the C-19 inflated results that were 4-6 times the real market potential. C'mon the most ethical company!

To establish an age discrimination claim, the employee must show that:

1. they were older than 40;
2. their suffered an adverse employment action;
3. they were qualified for the job and met the defendant’s legitimate expectations; and
4. their position remained open or was filled by a similarly qualified individual who was substantially younger.

A plaintiff suing under the ADEA must show that “but for” age discrimination, the adverse employment action would not have occurred. “But for” caution is not tantamount to sole factor causation. See Burrage v. United States, 134 S. Ct. 881, 888-89 (2014). In a 2020 decision, the Supreme Court clarified that “a but-for test directs us to change one thing at a time and see if the outcome changes. If it does, we have found a but-for cause.” Bostock v. Clayton Cty., 590 U. S. __ (2020), slip op at *6.

The Age Discrimination in Employment Act of 1967 (ADEA) protects certain applicants and employees 40 years of age and older from discrimination on the basis of age in hiring, promotion, discharge, compensation, or terms, conditions or privileges of employment. The ADEA is enforced by the Equal Employment Opportunity Commission.

... And so when companies want to get rid of an older likely higher paid employee, they eliminate the position and label it a "business decision." Then change the title, wordsmith a new slightly different job description, and open a position for $10-$15K less per year.