Thread regarding Honeywell International Inc. layoffs

MANAGER ADVANCE NOTICE: U.S. PAID TIME-OFF POLICY CHANGES

MANAGER ADVANCE NOTICE: U.S. PAID TIME-OFF POLICY CHANGES*

Dear Aerospace Colleague:

Honeywell is transforming into a leading cyber-industrial company that requires a contemporary workforce and One Honeywell mindset. To consistently drive this culture across the organization, the U.S. paid time off policies have been benchmarked against industry standards and standardized across all SBGs and Corporate. These updated policies eliminate or drastically reduce variance, comply with all U.S. legal requirements, and facilitate the movement of talent across businesses.* Effective January 1, 2017, the following U.S. policies and holiday schedule will be updated for all non-union covered employees:

· Sick Leave: All employees will be entitled to 56 hours of paid sick leave per calendar year. Employees in some locations may receive more than 56 hours based on local laws. Current Paid-Time-Off Policies will also end.

· Vacation: Exempt employees will have the ability and flexibility to schedule vacation with their manager based on business priorities and personal needs, without pre-set maximums. The requirement for exempt employees to continue to record their time has not changed and is vital for remaining in compliance with government regulations. For nonexempt employees, we are standardizing the vacation schedule based on years of service. Vacation changes, with small exceptions, do not apply to Puerto Rico and California.

· Parental Leave: Female employees will continue to receive six to eight weeks for the birth of a child under parental and other leave policies. In addition, the partner or spouse will be eligible for two weeks of parental leave – this is a newly added benefit.

· Holiday Schedule: The U.S. holiday schedule also will be standardized across the SBGs. All U.S. sites will have 12 days off for holidays. There will be seven standard holidays and five days set by the SBG or site.

There have been additional updates to the Bereavement, Jury and Witness Duty, and Military Leave Policies. You can find the new policies on HR Direct. In the upcoming months, you will receive more information and training about the policy changes. Please familiarize yourself with the changes and complete assigned training.

If you have any questions, please reference the Frequently Asked Questions. Go to HR Direct and click “HR Answers & Help” or call for additional HR Support.

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Exactly, no unused vacation will be paid for the upcoming 2017 RIF, except in Calif. (2018)

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So, when we leave, how do they calculate how much remaining vacation you have? Guessing that check will no longer exist?

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This new policy modifies how overtime pay is calculated and when it is time for RIF there is no payment for unused vacation. Hmmm just in time for the January RIF.

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What people are not catching on to is a vacation day is now treated like a personal day when it comes to overtime play and we lost one holiday but gained a personal day. So there is nothing new here, HW is doing what it does best. Screw over its employees and trying to put a happy spin on it. It hates its employees and thinks of them as burdens not assets.

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New App about to be rolled out (in HRD dashboard) to track/request/notify team mates of sick & vacation time. Sick is pegged at 56 hours (except Seattle, WA), and no hard stop on vacation time (except mgr not approving)

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Don't know why the policy calls it unlimited. SB leader already told their team that no one will be allowed to take more than two weeks vacation with HR present for discussion.

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Hopeful - tracking is to be done through HON timekeeping systems, however all US employees do not use the same system. Given the reduction in IT resources during the past few years, I would be surprised if there is a workable tool on Jan 1st. It takes time to reprogram and test HON systems, and this has the makings of another potential SNAFU. Same with tracking for the new Sick Leave policy. Rather than driving projects and generating revenue, managers will again be muddling in administrative gobbledygook.

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Anyone know what kind of tool management is going to use to track all of this vacation time for all of their employees? It seem like it will be a monumental task for each manager and greatly increase their weekly standard work even if they have 5-6 reports.

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I plan on taking 7 weeks next year maybe 8 or 9. I wasn't entitled to anything close to that before but now thanks to this new policy I am.

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Already planned your 6 weeks of vacation and planning to take all your sick days? Perhaps your boss will figure out he doesn't need you. Just sayin...

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I don't know how anyone can take 3 weeks vacation with this company, never mind 6. They are working their people to death and have created a horrible and toxic working environment.

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I give the unlimited vacation one year before it's pulled. All the 5 and 6 week people want their same, the newbie 2 or 3 week people are thinking they can take 5 or 6. Heck, one post here was planning on 7. It will be such a nightmare for managers trying to do this. It will go away just like the abused,yes abused, work from home and do all your shopping and personal stuff on company time policy. A few ruin fir all.

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I'll start off with this - Honeywell has been great to me and my family the last decade or so (at least I've had cool managers most of the time which make all the difference)...but, the last few years have been rough as many on this board suggest. I've been through multiple furloughs, layoffs, elimination of Christmas parties/basketball&golf leagues/spring picnics, no raises, telecommuting GONE, now dental benefits as well...the list goes on and on. COTE has cut costs to the bone over the last 15 years he's been "in office".

I always look around and see if the salary/benefits at other companies would be a better deal...there are a few with longer commutes that would have paid more in both salary and bonus...but I always passed. Why go for another job that pays a little more if it will take you away from family even more was my thinking. It's getting harder now to say "no" to all those recruiters I must say - telecommuting was the kicker for me personally.

Now, as far as the unlimited vacation goes...that is the first decent thing to happen in awhile. It could be a terrible thing if your boss is a jerk and doesn't allow you to take vacations - OR - you fail to take advantage of it. But, at this point...my boss is the ONLY good thing I have at Honeywell and keeping me here. I've already put in for 6 weeks next year and been approved for all of them. My 4 weeks has now turned into 6...I hope to add another somewhere down the line for a 7th week. Last thing...I would use all 7 sick/personal days as well. This company allows it and if you don't use them that is your fault. If I have a slight cough that is reason enough to stay home. Why get other people sick in the office? In the past I would have worked from home those days. Now...I'd get in trouble for working from home. So, now you will have people so afraid of getting behind or upsetting their manager - now coming in the office with the flu...sweating all over, coughing all over since they can't work from home.

My advice, take this little biscuit morsel and use it to your advantage.

My rant is over.

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Already had a discussion with my Manager and all good. I was entitled to 4 weeks and we've agreed that won't change. I put my 4 weeks on the calendar as usual and he approves. Common sense leadership right there.

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The vacation time is all paid, per HR.

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Got the email; it's real. I really don't like my boss and he doesn't like me so I'm foreseeing a lot of denied vacation requests in the future. I hope it is all paid. Managers - was that mentioned in your HR training?

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Glad to be out.

I wouldn't want to be a manager in today's environment. There will be significant pressure from above to limit employee's vacation. Another metric to review in the MORs. Pits the manager against the employee (even more than the PIP and 9-block quotas).

I feel for all of you.

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A hoax? No sir this 100% real. I've already been to the manager training with HR. As someone else previously stated, the employees will get the news sometime today.

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Official communication comes out today. It's no hoax.

Also hearing RIF is next week. I have two colleagues telling me they are leaving Friday so could be true

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Not very well written... I'm thinking this may be a hoax. That or the HR talent in MP has taken a hit.

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2tog, you said you will take your "allowance" of vacation. But that's the whole point and the entire basis of the policy change. There is no allowance anymore. You don't even get it lol.

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The reality is if ability to take a vacation is now based on business priorities, I guess I won't be able to take vacations. Left to its own devices, Honeywell will consume every minute of your life with endless top priorities and by wasting your time with endless bureaucracy and its MOS BS.

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Boo Hoo. You've been here 423 years and have earned 6 weeks vacation and now someone who started Tuesday can get the same number of days.. live with it. Don't like it, leave.

Nobody says you can't take your 6 weeks now, you will still be entitled to them and it's most likely that Billy who started on Tuesday would not be granted the same 6 weeks as his Manager should have more common sense. Yeah there are some crazy people that will try to take advantage of it, again, thats life, whatever the rule, someone, somewhere will take advantage of it.

Guess what, I'll take my allowance, if I need an extra 1 or 2 days off during the year because I have an delivery coming and I would normally have worked from home that day, I'll take it.

Yeah, the company are doing this to save some funds, we work at Honeywell, we're all used to it.. It is not going to change. There is always the job at Burger King, I think they are looking for engineers or ISC folk to speed up their production line, and you might get $12 an hour.

Yeah, you might not like the post.. don't care.. stop whining, get a new job.

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So much for wanting to increase diversity. They can go to any and all women's conferences and their paltry 6-8 weeks leave which is only Disability ain't gonna attract anyone, Not when google etc are giving 18 weeks paid,

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Who cares if the week before Christmas goes away? We have unlimited vacation now, just use some of that unlimited vacation per new policy. Problem solved.

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PR has labor laws that protect vacation, sick and maternity leave. This is why they cant apply the new policy

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heard the same conversation as friendly mgr - think friendly is correct about the 5 days between christmas and new years

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HR stated in the manager training that there is no limit to vacation; it's based solely on the discretion of the manager. That said, there are also no minimums either. So it's 100% up to your manager whether you get any time off and when you can take it.

Also, this isnt confirmed but there's a very good chance the Christmas shutdown between Christmas and New Year's is going away for AERO.

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It doesn't state that in the policy. Actual policy comes out tomorrow but the 3 week cap is not stated anywhere.

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Vacation cap for Exempt will be 3 weeks.

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There are many people that put in for VRIF at Torrance. There won't be enough people to do all the functions and processes. HOS was dismantled in Sept., only (4) Honeywell NPI buyers left with (12) KBR buyers on site trying to learn process and SAP. Many Salary and Hourly with (6) weeks vacation still around in key positions. The Honeywell vacation policy can be changed at anytime without notice or reason, so I'm sure you are right.

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No. They are not afraid of a mass exodus. California Labor Board examines Unlimited Vacation Policies with a fine toothed comb. There have been several lawsuits. They are sealing all the loopholes so it might take them a while.

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Does anyone know why the delay with Ca. "Unlimited vacation". I know there are many people with (6) weeks vacation. Maybe afraid of a "Mass Exodus"

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Honeywell gets 200k - 400k.... and more in tax credit for each employee in Puerto Rico. That is the true reason they won be touched.

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What a fuc***ing joke. I can tell you that after being with the company for 32 years I am now gonna start looking elsewhere. In the mean time I WILL get my six weeks off in 2017 if I'm still here. By hook or crook!

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One of the updates for non exempt employees is, holiday pay and vacation no longer count towards OT calculations. This also counts for the double OT calculations for the 7th day of work. If a holiday falls on a Monday, that employee will need to work 48 hours before any OT is paid.

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This doesn't look "great" to a 22 year old. They have had to reverse this policy at several companies. Honeywell is not a "tech" company where people work autonomously. The only reason Honeywell wants to do this is to get out of paying vacation.

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OP aka "Dummy": How profound... Even a 22 yr old fresh out won't like being overworked with no vacation.

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once again Anonymous OP -1mrf (no PC skills) doesn't understand a simplified explanation.

Salaried Exempt: meaning that they are not exempt from the Labor Code requirements, such as overtime pay, meal and rest breaks, and minimum wage.

Salaried Non-Exempt: The calculation is straightforward for non-exempt employees paid only an hourly wage. But some employers pay hourly employees a fixed salary, such as $1k per week or $50k per year. AB 2103 (link) clarifies that such a fixed salary can only be deemed to be compensation for the employee's regular non-overtime hours

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What should I be doing with my acrued vacation from 2016 I would otherwise carry over into 2017.....should I be burning these days right away? Opinions?

Sounds like new policy will wipe these days out.

Honeywell does s--- A$$

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