Several examples of recently PiPd employees being hired back as contractors. Sure does feel like great info to use to justify a class action lawsuit. If they were such terrible employees why in the world would we want to hire them back as contractors!
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@gn I was back as a contractor within less than a month of PIP benefits “ending.” The team I had worked with asked for me to come back because it turns out, I actually had some institutional knowledge the company needed. They probably didn’t think I’d quit because I had taken so much sh*t for years.
It’s helpful to know your worth and immediately walk when you know you’re being taken advantage of and demoralized.
@jm the documents may say that but PIPd employees are being hired back not as employees but as contractors. It is bizarre.
I believe the pip documents state you will not seek employment with exxon mobil or any of its affiliates. It makes no sense to hire someone who exxon has dragged through the mud. Many would seek revenge and sabotage the evil exxon. Would you hire someone treated like a undesirable? I would exact my revenge on this evil company.
That’s interesting. I always heard if you get PIPed out that you can’t come back as a contractor.
It is legal to hire retired, resigned, or PIP'd employees back as independent contractors. Usually, ExxonMobil will wait six months before hiring the former employee back through another company.
ExxonMobil can legally hire a consulting company who the retired employee works for as a consultant.
Doesn’t this seem like obvious lawsuit justification? How can you oil someone for low performance and then immediately turn around and hire them at market rates?
PIP’d and back as a contractor making nearly 2.5X what I made as an employee. Sure miss the gas discount, but don’t miss the PDS & ranking BS, having to be in the office everyday, and living in Texas. The only reason I’d actually want to be in TX right now is to vote for James Talarico.
PIP was the best thing to ever happen for me and my family. Thanks XOM!
@d8 we must be in different businesses/specialties where contract work is handled differently. In my area we have contractors who are fully remote providing 10-20 billable hours of work each week. 3 of the current people doing contract work are former teammates. I don’t know the details of why 2 left but the 3rd was pipped and terminated around 4 years ago.
@d3 if you try to choose your own work hours and location in a contract with EM your contract will be terminated. And you will not have time to contract to another company while co reacting to EM, you will be working full time plus. You are essentially an employee without employee benefits.
EM pays the hourly wage plus a markup to the third party body shop service provider, but EM doesn’t pay any of the extra employees benefits.
The contract employee either pays for their own benefits externally or does without. These days the hourly rate isn’t great if you add it all up the worker typically makes less than before.
You can’t create something from nothing.
@bm I mean, the flexibility of contract work enables choosing your own hours and work location, and the option to contract with more than one company. This gives better pay upside and better empowerment and flexibility to the individual. Plus they escape the ranking system and forced progress-or-drop culture.
On the other hand the company pays less for that individual’s contribution.
Like I said, kind of a win-win. Dedicated corporate life and one-company commitment isn’t for everyone. XOM culture isn’t for everyone
I’ve also seen this happen recently, further proof of a broken system in a broken company
@a7 The hourly pay is more due to no benefits so the extra pay is to make up for no benefits. Math much?
The point is if these employees were so awful why in the world are you hiring them again? Clearly they were not awful and should not have been PIPd and it was really a layoff not a performance issue. As such they should have been offered a layoff package as is the norm. But our greedy executives would never pay someone a package and admit they are reducing headcount via the PIP to love jobs to India.
Contractors can cheaper labor for the company due to not paying benefits, and the hourly pay is higher for the individual than as an employee.
Kind of a win-win