Thread regarding Chevron Corp. layoffs

Chevron's EEO Policy. EEO stands for "Enormous Enema Orifice". To appreciate the policy, just bend over.

Poster lau is correct. 1st step is the EEOC. Unless they determine outright discrimination, they may still provide you with a letter of Right To Sue. Unless you're willing and able to spend at least $100k (probably more, before it's all over), don't even think about it. And, if you DO think about it, realize that the statutes in THAT phase of legal action don't provide even close to the limits that apply under EEOC violations, so the risk/reward ratio is not in your favor, either.

The two great American lies: 1) the check is in the mail and 2) "Hi, I am from the US government and I am here to help you". The more expensive lawyers always win. Just ask OJ.

Yeah, they have strict policy. But Chevron as always had another policy, not on the books, that managed to skirt the first.

OP, there's no need to re-post your original post again in this thread, is there?????

#agediscrimination is rampant in corporate America>EEO Policy, HR Pls read

Fear not you over 50 types because your company has a strict policy on non discrimination. Hope HR reads this before the ROMs in 2016.

http://careers.chevron.com/global_operations/country_operations/united_states/docs/eeoletter.pdf

How true @ukk. It's a Dog-Eat-Dog world, where the common man is treated as the dog and we can eat each other all day long. It's not a Dog-Eat-Giant world by any means. The laws are used to "eat" each other, but don't work well to eat the Giants.

The System is and has always been rigged against the common citizen. It appears to be there to protect the individual against the abuse from the powerful. But, all the laws in this country are made to favor the powerful. It is the powerful who make the rules and the laws.

I beleive filing a complaint with the EEOC "is required" before you can advance to a discrimation lawsuit against the company. The EEOC must first approve that you have presented sufficient evidence to warrant a claim for EEOC violations. But, if your hands are tied from suing Chevron because you signed your Waiver in order to get your severance check, why would you even bother to file a complaint. The EEOC is not going to investigate, only tell you whether or not you have presented sufficient evidence to "presume" a violation has taken place. It would be up to your team of attorneys to subpoena Chevron and make the case in court for you. This will be an uphill and costly battle you will most likely lose.

I would imagine you can report to govt. agency what they did, and not violate suing them?

It seems that you have already signed the settlement papers --- and even if you didn't sign any papers, I wouldn't advocate litigation as it's stressful. However, you may want to contact the EEOC and provide them with info., e.g., the Chevron group, names of employees (younger) that were let go first, and names of the employees (older) who were kept so to skew the stats in the settlement papers that you signed.

What happened in the last layoff for a particular group is that Chevron "staged" the layoff with different departure dates for different people. For one group, they asked the oldest employees (and who volunteered to be laid-off) to stay a few extra months, so they skewed the statistics as those who were let go and those who were kept. Those of us who were let go really couldn't do / say anything, as the stats show that the median of those who were let go involuntary was a lot less than those who stayed behind. The reality is that those who stayed behind didn't know that they were used by Chevron to totally skew the layoff stats.

So, EEO Policy is one thing, but it's another thing to "very craftfully" circumvent the law. Yes, they did it, we knew it, and we couldn't do anything about it.

Should we expect that Chevron HR and all the legal experts are as good at what you described as all of Chevron management are at what they have done to Chevron??

The EEO Policy that Chevron (or any other company) has is only a policy that reflects what's already the law. Companies like Chevron will not violate the law, but when necessary, will "very craftfully" circumvent the intent of the law. We have HR employees on staff and also have outside legal experts on retainer that specialize in this matter. In times of layoffs, we employ every means at our disposal to successfully circumvent the age and race discrimination laws (if necessary) and do what management wants to have done. Chevron HR constantly hones it's specialty and learns from the successes and failures of other businesses layoff events. As the law changes, Chevron HR and their retained outside firms also evolve to make sure they are able to stay at least one step ahead of the law.