Does Cisco HR count the period of continuous employment only + Age or if you are LRd and rehired then your count starts again from the day of rejoining to calculate Age+Tenure criteria for let go?
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If you leave and come back your "years of service" are reset. I know plenty of people that have done this and their main complaint was that their PTO maximum was reset back to the lower tier (200hrs instead of 240 for 5hrs+ of service).
You're only half right. If you leave and come back, your "years of service" are not reset. However, for PTO purposes, only your most recent, i.e. consecutive, time at Cisco is applicable. For service awards, retirement, etc, your total years of service are used.
In my case, I worked 3 yrs & 2 months the first time around. When I came back, I got the standard 200 hrs PTO for employees with less than 5 yrs just like new hires or any other returnee. 12 months later, I didn't get the email about celebrating my 1-yr anniversary like the other guy who started on the same day. He got his "service anniversary" gift and I didn't. I asked HR and they said I had celebrated my 4 yr anniversary 2 months earlier and Cisco only gives out 1, 5, 10, 15, 20, 25 & 30 yr service anniversary gifts and that I'd already received my 1-yr service anniversary gift 3 yrs ago.
Actually, I didn't get my 1-yr gift because they only did 5, 10, 15, ... when I first joined, but OK no big deal. I'd get my 5 yr anniv gift in 10 months. Oops, my 5-yr anniversary date was the Saturday following my LR notification which was on a Tuesday. Thankfully the 30-day in-lieu of notice pushed me past the 5-yr anniversary and I was able to order my gift. Too bad the company providing the program promptly lost the details of my order and tried to to email me at my Cisco email address, but because I failed to respond, they could not fulfill the order.
And, because I turned 50 a month AFTER my termination date, I was not eligible for the Retiree Medical Access Program (RMAP) which requires you to have 5 years of service (total, not consecutive) AND be age 50 or higher when terminated, not 49 & 11 months.
In my experience its typically down to (24+8-(7x3)+2)/3=3 So if you are over 40 and have worked for Cisco any multiple of 3 years you are toast!
If you leave and come back your "years of service" are reset. I know plenty of people that have done this and their main complaint was that their PTO maximum was reset back to the lower tier (200hrs instead of 240 for 5hrs+ of service).
The decisions on who goes out-the-door is made in an insulated cocoon secret-society of upper-management; in turn driven by their executives.
When you are told to go, you won't be given any reason beyond organizational restructuring. It will be a ten to fifteen minute bleached meeting. Don't ask for details. You'll receive an email with restructuring information.
It's all very sterile and really non-dramatic in the final walk to the LR chamber. All the time spent on counting age, tenure, why this exactly happening to you; will all soon be a distant dream as your employee ID joins the tally of tens of thousands of others who are now financial fertilizer.
Nonsense
Heard that AGE + TIME AT CISCO > 60 is a good point to be worried.
Its pretty clear. A VP has either a mandate to reduce costs or to change direction. In the former he or she is directed to pull together a plan based on a % cut in budget. This could involve multiple scenarios...one of which is reducing head count. Another example might be by making savings by switching suppliers etc. This is driven by the Cisco Leadership. Not HR. The second is that Leadership have decided Cisco is going in a different direction and that therefore they will not sell a particular product (for example). In which case they direct the department be sold, LRd etc.
HR don't make these decisions. Can you imagine what would happen if a VP in Sales was told by an HR Partner to reduce his / her headcount. It wouldn't go well!
HR just do what they are told like anyone else. Its particularly naive to think that HR are involved in those sorts of decisions. Maybe they are involved in the legalities of LRing people but not in who goes or how many.
Who decides the pay is well above mean for the grade and who makes a decision to LR folks based on compensation? HR or Manager or VP? In my opinion HR in Cisco is a ghost organization with no real existence.. do they have powers to make decisions?
Not age and tenure directly but rather how far above mean of pay range.
I have no idea what "Age+Tenure criteria for let go" is. Tenure/length of employment is always calculated by adding the sum of your employment + credit for acquisition. If you are there for 10 years, leave for 2 and come back for 5 your length of employment is 10+5.
At least in the US there is no magic "age+length of employment" calculation used to create layoff lists.
The only time I ever heard of that calculation was when they did the one time offer of early employment.