Please, contact your HR rep or supervisor. Whatever you do, do NOT come here for real information.
33 replies (most recent on top)
Unfortunately, HR referred me to my supervisor who then contacted the HRBP. The HRBP could not answer my questions. HRBP was not helpful at all.
Whoh, P. Mason, it reads like one person wrote the first part of your long winded post and another wrote the last part. Yes, you are correct in that violations of the ADA are capped at 300k, but other violations can rise past the roof. However, don't mislead readers of this board from seeking legal advice and help if their rights have indeed been violated by this company.
954,... NOT QUITE! As one who RECIEVED a Right To Sue letter from the EEOC, let me convey what my (EEOC) attorney told me,... "you have just entered legal purgatory". I didn't quite understand what he meant, but in short order it became all too clear. When the EEOC sends such a notice (the Right To Sue, etc.) it means that they have denied your case, under EEOC statutes (which, by the way, carry HUGE monetary award potential, and, obviously, are taken VERY seriously by the Employer), but, they have expressed their opinion that you may have a case, under specific State (maybe Federal, too, can't recall) Statutes (but, the monetary award potential, in those statutes falls, precipitously, to a maximum of $300k). So,... and this is where the "purgatory" part comes in,... whereas, in the first stage of your legal endeavors (appeal to EEOC), you may, or may not, have solicited the services of an attorney, it is not required, it would have cost you (the going rate) of $7,500. That's not a terribly steep amount. But, when you receive a Right To Sue letter, you MUST place an attorney on retainer, as you will simply not be qualified to proceed,... and THAT (if you want ANY chance of winning) will run in the range of 75 THOUSAND clams! Rest assured, the company will use every trick in the book, if you take legal action (again, this will fall outside of the EEOC statutes), and the $75,000 original retainer will be for a given number of hours for research, intervies, deposition, etc,... the company will eat into that, quickly, and you can COUNT on your actual legal expenses rising much more quickly than imaginable. So,... you must weigh your potential award against cost, times your attorney's best guess as to the probability that you will prevail (the attorney will ALWAYS tell you something wonderful, probably on the order of 75%, or better), but actual experience dictates odds more on the order of < 50%. So,... the question you got to ask yourself, punk,.. is,... do you feel lucky? Well? DO ya, PUNK?
My job "morphed" into one that pleased my superiors and made them look good, but did not add value. It was my job and I was well-paid for it. When lay-offs were announced, I figured anyone with any snap would eliminate my position...and they did. If I had wanted to save myself, I should have posted out a long time ago.
No one has answered or returned my calls in 2 months.
Here is some real info you can use. Equal Employment Opportunity Commission
Houston, Texas 77002. Phone: 1-800-669-4000. If you get the Right to Lawsuit letter from the EEOC, you will get Chevron's attention.
To the OP, the information on this board is FAR more informative and insightful (hehehe - no pun intended) than anything coming out of the talking heads in HR. You are obviously part of that complete joke.
Anonymous179998 - Yes that's your clown car and you are the Head Clown. The biggest clown that you are pointing the finger at is right in your mirror. Get a clue!!
CVX Clown car... is that my car pool? Just look at the job titles and ask WTF? What do these folks do to add value to the bottom line? For every action there should be a reaction like - What are you doing to contribute to improve value, reduce cost or add to our revenue? Look around folks and ask that question? Please don't come to me with another process or another buzzword. We got layers of non-revenue activities underway that can't be stopped. That's where the chopping should begin.
If you think the HR department is there to help you, you are so dense that you deserve to be laid off, HR exists to keep the company from getting sued by you.
Right ITC world class, 255 pages of org chart, but no one can fix OneSearch so that it doesn't spit out garbage results. ITC is the biggest joke in the cvx clown car.
ITC and CBRES are world class!
You are correct, 179476. Chevron HR "business partners" are there only to cover and protect the managers of the business unit. They are not practicing human resources services for Chevron, they report to and support their managers.
Only time we interact with HR is when its time to pee in a cup. Most HR at Chevron are not even SHRM-certified and it shows.
hopefully the rug munchers .rump riders and transvestites will be the first to go! Then all "Yellow" men , Al Sharpton, and Nancy Pelosi lover muthers!
If I want to learn about frontal lobotomy patients, shock treatments and happy pills. I come DIRECTLY to this board, contrary to the advice above. In fact, most of the dead wood on this board which has just been cut is experiencing just that and fortunately for Chevron, that dead wood will be put on the fire shortly - LOL!!!
Go to HR? Surely you jest. These people can't tie their shoes. HR does the following:
1) tell people to do their pmp's
2) handle recruiting
3) give people the middle finger when they ask benefit questions
Chevron HR is useless. HAHAHHAHAH
give me moar!!!!
Amen 179078.
As many of the past here are a joke I've found many truths and lots of positive comments. CHEVRON IS GOING TO HELL
Yes. Do not read these posts. Set up a meeting with your HR representative for shock treatments, happy pills and perhaps a frontal lobotomy.
178909 you are spot on. If there is code of ethics for HR practitioners, most of Chevron HR would be disbarred. They are paid to cover-up illegal management actions at Chevron. HR intercepts call reports to the Chevron hotline and targets the employees that bring up conflicts of interest, nepotism and vendor kick-back schemes. The hotline was instituted by the Sarbanes-Oxely law following Enron mismanagement. Chevron uses it as a tool to protect managers, intimidate and soon sack the concerned employees and then scrub the evidence of any wrong doing. One has to wonder how often reports came through the SOX hotline on project overruns, vendor kickbacks and alcoholism at Gorgon, Angola, Big Foot, and Western Canada, only to be scrubbed from reports to shareholders.
The HR organization at Chevron is the most dysfunctional org in the company. Anyone who still has a job that contacts or seeks assistance from HR might as well quit because it's a CEM (career ending move). HR supports upper management only
Anonymous178588 is absolutely right.
My HR person is young and inexperienced and only supports management. The information I have previously posted is true.
Your HR rep or supervisor is no help.... Have fun with the layoff people, Move on with your life... If you where laid off they don't care about you, you are gone, done, finished...
178577
So true that is what you get I'll let you know, I get back with you on that, Let me make a few calls... and you get???? NOTHING! back from them.
733 is right
Watson gone ok
Do not look at the man behind the curtain! Go to your HR professional for all of your information. And when you do, record what they say. It is legal in Texas to record conversations without the other party's knowledge.
Yeah. That'll work! (not)
The PGPA and Operational Excellence thugs trying to stop the truth on this blog are pathetic, low IQ, and socially inept sad people. Chevron is the best that they can do.
Go to your HR rep for informations that is to intimidate you and make you bow to the bullies and failed middle managers fighting for their careers.
We come here for ANY info. HR or supe = no info / corporate speak.