Let's see.....I am suppose to tell my boss what he wants me to do in the next year....Uhmm...Arn't they suppose to know what I do? Please tell me if I complete all my goals this coming year....what is in it for me....2% raise?....a virtual handshake? Sorry but each employee is their own company. The BB are retiring in mass and the job market...after Covid will be great again. Each person has their own HPD....bring the most $'s to my family. With HW's nature to eliminate raises in a flash (we are talking a lot longer than this Covid situation) and eliminating/deferring 401K matches they can't be trusted...ask all the suppliers they are not paying. So this years HPD goal is to start finding the highest bidder.....
12 replies (most recent on top)
Other companies PAY you much more and they give you a bigger bonus. Much more reward. Honeywell treats you like a pigeon upon a statue.
All administrative, career development and "Assessment" activities are only to establish the layoff list and determine who is next to be laid off or outsourced. Honeywell does not care about your career and their "HPD" is a joke used only to justify taking raises away from hard working and deserving employees. Just another cost savings to increase the stock price and make management and the executives richer off everyone else's hard work.
@nhr+17TNgvlE - Green Bean
I believe that eligible dependent care also includes "Babysitting by your relative who is not a tax dependent", as long as it is for work-related time. Since your child is only part time in a regular daycare, I'm SURE (nudge, nudge, wink, wink) you probably have had aunt/uncle/grandparent providing you with some child care which could be properly compensated (consult your tax professional on what you and they would need to do to show proper paperwork). They will likely need to declare as income, but I'm sure your child will get some wonderful Christmas presents...
@nhr+17TNgvlE
@dea+17TNgvlE
Additionally, if returned to employees it CANNOT be returned to individual employees. That would break the use-it-or-lose-it IRS requirement. That's why it must be "uniform".
Yes, it s—s but those are the rules.
This is what happened after I was fired after 38 yrs cuz I spoke up against the temp manager (our original
manager in Clearwater was a long time friend of 30+ yrs) in Clearwater who had no clue about our jobs. My fellow worker with 30+ years quit after a few weeks, then our newbe of 3 yrs got fired because he refused to go along with the revised HPD goals the new manager in PR gave him. Manager in PR just flowed the goals (probably free OT disguised as something else) from upper management down. That left only 1 guy left to carry the work load of 3 people who left the Glendale Space rel group. Last I heard he was trying to get PR to lend him a hand. But his fate is sealed.
Don't let Honeywell get that FSA money back. Some known ways to spend it.
Get eye exams and pr-scrip-ion sunglasses for everyone in the family.
Refill every pr-scrip-ion you can.
Buy a case of sunscreen.
Buy a blood pressure monitor.
Buy 1st aid supplies.
Regarding DCFSA, prepayment is specifically not allowed. As for the company keeping the money, the company has three choices. No bonus points for guessing which ours did. IRS rules control this.
If the employer doesn’t keep the money, forfeited amounts must be used for the following purposes:
- To defray expenses of administering the cafeteria benefit plan under which the FSA program or programs are offered.
- To reduce employee FSA salary reduction amounts (or employee contributions) for the immediately following FSA plan year on a reasonable and uniform basis.
- Return them to employees on a reasonable and uniform basis.
To the guy with the dependent daycare HSA, prepay for the upcoming months.
Try to negotiate a discount for the pre pay.
I had my HPD goals for 2020 all laid out and approved by my manager. Got a new manager, who took those 4 goals and combined them into 2 goals, and added 2 more composite goals. I was already concerned about meeting the original 4 goals due to lack of resources and funding. No mere mortal could have met the revised goals.
Luck was (sort of) on my side, as I got laid off a few months later. Boss had the audacity to ask me to turn on the video camera on the call with HR when he delivered the news. (I refused) So glad to be gone from this b^ngh0le of a company where the only time the LT looks you in the eye is when they're scr3wing you.
Honeywell gave me a 2.75% raise at the beginning of the year that wouldn't go into effect until months later... A few days later my boss notified me that my raise (along with everyone else's) had been cancelled.
Next is the 401(k) issue. We received manipulative emails following the corporate tax cut, claiming that Honeywell wanted to share this money with its employees by increasing the company match to our retirement accounts. They claimed that small contributions each pay period made it difficult for employees to see growth, so they want to make one huge contribution each year instead. This allowed them to profit on the growth of that money for 12 months instead of us. Even worse, is that you have to be employeed through Dec-16 in order to remain eligable for the company match. Since instantiating that police, we've had massive layoffs and furloughs in late November of each year in order in save the company from matching contritbions at all, screwing employees out of 11 months of money that was promised to them.
Here's comes the most disgusting thing they've done to me personally. I opened a Dependent Care Flexible Spending Account (DC FSA) to help me pay for my child's daycare. I elected to have money deducted from each paycheck to save in this account for the tax advantage. Because of the pandemic, I had to change Daycares, my wife missed several months of work due to shutdown, and she only returned part-time. As a consequence, my son is in a less-expensive Daycare, and only there a couple days a week. This costs several thousand dollars less than expected, so I have money still in my DC FSA. Honeywell will not let me withdraw the money and they will not roll it into next year. Instead, they sent me an email stating that they will absorb my unused money as a 'servicing fee for the account'. Are you fing kidding me, they are going to steal thousands of dollars from me?!?! Not only do they f their vendors with 120-day payment terms (which often get settled instead of paid), they steal from their employees directly. This company is criminal.
We know the real goal is to not be truthful, never complain and pretend to be happy!
They are actually wanting us smiling as they are taking away benefits and earned rewards.
If you spend more that 15 mins on your goals, you are being too specific and will end up rewriting them at the end of the year. This will cause more work for you and your manager.
Just put in vague, not program specific, goals. For example: Eliminate escapes by holding a design review before issuing every TPS report.
Then in your results writeup, list that you issued xx TPS reports with the dates of the design reviews.