Was it: • HR? • A task force? • Darren Woods?
• A committee of frustrated supervisors who suddenly realized their 52–55-year-olds had stopped trembling in fear? I’m only asking because when the karmic boomerang eventually returns to sender, I’d like to make sure proper credit is assigned to the correct individual or department. Thanks in advance for helping identify the architect of this masterpiece.
Accountability matters.
@ds Because a lawsuit of that kind will go absolutely nowhere and the potential payout is orders of magnitude lower.
Where do people come up with this BS? No attorney I know would have recommended this. Stop taking legal advice from stand-up comedians.
What's the answer? Is there any rationale provided for eliminating NRE? I wonder what the numbers say? Will eliminating NRE avoid dumping older, valuable people into the category just to save the a-s of someone younger who deserves it? Getting NRE is very discouraging and a direct path our with valuable experience and good years left. Is that what HR is trying to reduce? Idk. In any case, what a bunch of maroons. EM HR in past 10 years will be business school case studies for mismanagement for eons to come
@c3 400k probably not NRE, that pay would guess early 40s
Why not file civil lawsuits instead of class action lawsuits that name the supervisors responsible for the discriminatory acts they are responsible for. Sue individuals for loss of benefits due to age discrimination. Make them accountable and maybe this will stop,
@af Age-based protections = DEI. From what I’ve gathered here you guys aren’t into that.
So…
STFU and take the pain.
@OP It was the NREs who retired in place (RIP, the irony), while collecting $300k-$400k paychecks.
If you’re looking for someone to blame then look in the mirror.
Legal and H/R made the recommendation to the Executive Committee. If you think about it, NSI'ing 8% a year since 2020 is a significant headcount reduction. Keeping a NRE protected class from age 52 to 55 just sets the corporation up for a discriminatory lawsuit especially for those employees that are PIP'd before they turn 52.
I predict a tidal wave of lawsuits for those in the NRE category that just got the rug pulled out from under them. How can the company make this effective immediately with no grace period or grandfathering? It’s a complete bait and switch. Those who get PIP’d this year should band together for a class action lawsuit. It’s beyond pathetic that EM would change this and make it effective with zero warning or transition period.
Well, not surprising as the lawyers work for Darren, right?
It was Darren, no question. I’m surprised the lawyers let him do it.
It was someone who got a promotion because it will save a lot of money. Exxon doesn't want or value loyalty anymore. Any dummy on the street or in a third world country can do the work.
@a4 I don’t see people checked out doing minimum. And if there are shouldn’t their supervisor be working to motivate them? How do people work for decades surviving the hunger games and then suddenly become useless? I am not buying it.
@OP it was my idea, I was told expect outstanding ranking this year. My previous ideas:
No 401k match during Covid
Cheaper toilet paper at the campus
Vacation time is earned, not given Jan 1 - got an email from DW for that one
Reduce expat benefits
Cheaper healthcare
And others
Working on something for next year… pension will be gone
You have to have some sort of system to weed out the bad actors.
However….when you assign a percentage of employees to place in that bracket (whether they deserve it or not) and then go even further and change to rules to be able to terminate them.
Well sir you are a genuine a-hole.
When all that is left at XOM are yes men…..nothing will get done.
@a1 A hardworking 50-something ExxonMobil employee passed away this weekend. This is case in point part of why this phase of life deserves protection, whether there are a few bad apples or not.
Of course there will always be some people who coast. That exists in every age group and every department, and the purpose of NRE protections was not to reward laziness. It was to recognize that this is a very delicate season of life physically, mentally, emotionally, and financially for many people who have already given decades to the company. Protecting the good even if a few imperfect people benefit too... that’s what mercy and wisdom look like in large organizations. A company that cannot extend grace to people nearing the end of a decades-long career has forgotten the difference between leadership and efficiency. I am beyond disgusted with these so called 'transformations'. And yes, there are people in this same quinquagenarian group helping make these decisions. That’s called pulling the ladder up behind yourself. Those people should be ashamed of themselves.
Darren directs a lot more than people realize. This spawned from asking for more.
The PA process is corrupted and unfair, so I really feel for people who are going to be forced out and lose big when they are doing a good job. But in this cohort there are also people who routinely do the minimum and won't attempt to improve or adapt, knowing they can't move up but also can't fall further. Checked out.
I hope managers truly appreciate the decisions they are making when they NSI someone who would have been NRE. That's blood on the hands either way.
Are you saying that all the people making these decisions are of the same age? Hahah parts of EMiT LT in that boat. They will make it further than I. The winners write the books.