Never knew what "stack ranking" was. But Marissa Mayer is kinda hot, and she banged Sergey Brin, so it sounds like a good thing! (to make an awesomely toxic work environment). No wonder the silo walls grow thicker every day.
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Actually it's last in first out in most cases. But QC does t do it that way. They go by business need and performance ratings. Hence why they went to stack ranking a few years back. HR will deny the stack ranking but it was confirmed by my department VPs in private and I saw it in review and promo
Meetings .
Actually it's last in first out in most cases. But QC does t do it that way. They go by business need and performance ratings. Hence why they went to stack ranking a few years back. HR will deny the stack ranking but it was confirmed by my department VPs in private and I saw it in review and promo
Meetings .
Qc went to stack ranking three years ago- in prep for just this very thing. You should have been in the review mtgs the reasons for downgrading people were as ridiculous as "remember that one day when she wore that inappropriate skirt" or "he doesn't raise his hand to speak in meetings". Grasping at straws to come up with r sons to downgrade for future layoffs and to avoid wrongful termination claims.
If you want to go theta route just know keep meeting not s on every sync you have with your manager and your reviews. Even then know QC rarely loses a lawsuit in the employee front.
I doubt it is FIFO, in the information age it's just to easy for an attorney to start a mass campaign, and the last thing Q wants us a lot of publicity.
All they need is one tv station to pick up on it and it will explode, this isn't 1999, Q doesn't have the media and local judges in its pocket like it did under Irwin.
To keep from being sued they will have to cut across age boundaries.
It's FIFO. # 96764 is correct: Managers and directors are influential, but sometimes the word comes down from on high to cut the budget. The easiest way to do that is often to fire the most expensive employees--who are usually older. They can get around ADEA by manufacturing "cause," (e.g.: downgrading people on reviews, or claiming lack of qualifications by sticking certain employees with projects at which directors believe the employee will not succeed,) or herding them into different departments, then eliminating the entire department. It's difficult to prove any type of discrimination case, as employers rarely are blatant about it, and having managers who are @$$holes isn't ilIegal. Employees also forfeit their rights by not taking proper actions to preserve them. Or they fail to exhaust administrative remedies under the EEOC or state agencies, and secure the necessary right to sue letter(s). Non-citizens often mistakenly believe that they aren't protected. If you get a review that you don't deserve, disagree with it in writing. Keep copies. If you feel that something is going on, that a manager is treating you unfairly, request your employee records to find out exactly what, if any, comments or disciplinary actions have been filed. If HR fails to act within 30 days, consult an employment attorney for further advice. The clock begins ticking--not just after you are terminated, but when the employer takes any sufficiently severe action that alters the conditions of your employment. For EEOC actions you have 180 days until the statute of limitations runs.
SM "...let's do this fast and comprehensive... ". The only way to do it fast is to cut depts,, not down-sampling from each group. Yes they will call the whole dept with its VP and let them go. I also heard that there will be no packages; yes whoever got laid off in January won!!!!
It's probably not FIFO, age discrimination lawsuits in California are a given if they fire all the old folks. They will go by department, division or project for the most part.
Also depending on the political landscape they may not want to be seen as firing citizens and saving H1B' s if that becomes a hot button issue.
So it will be balanced, entire departments and projects, plus individuals who managers have it out for, plus a cross section of people who are seen as average or under performers.
yes, FIFO. Getting rid of old staffs and bring in fresh blood. If you see a STACK, that means your management is not following the game rule.
Traditionally, management chooses on a case by case basis who gets cut when it is a certain percentage cut.
So now is the time to start sucking up.
It is a FIFO (First In First Out)