I have been with my current company for almost 33 yrs.

Anonymous

October 11,2022 at 3:51PM UTC

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I have been with my current company for almost 33 yrs. I have worked my way up from entry level to management. The traditional market we had operated in slowly declined and unfortunately the company was not agile enough to stay ahead. As a manager, I saw this coming and tried to make changes with no support from upper management. As a result, without resources, efforts on my part were fruitless and we further declined financially.

I have been targeted for elimination, being slowly forced out and now on part-time status until Feb 2023. I was planning on retirement in June 2024 so this is just a little earlier than expected but I am staying on to bulk up my retirement savings as much as possible.

At a meeting that I was not present for, my director disclosed part of the terms of my new employment contract with the entire department. I feel that my privacy was violated, and I am angry. Do I file a complaint with my HR? I know I won't gain anything from it, I just want it on the record that it was inappropriate and unprofessional.

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Julie HumbirdOctober 11,2022 at 5:33PM UTC
If you are determined to pursue this, do both. Have a conversation with HR AND communicate to this Director that you feel they shared too much regarding your employment contract changes while you are still coming to terms with it. HR may not do or say anything.
AnonymousOctober 11,2022 at 6:31PM UTC
Sure, why not. It was inappropriate but I'm sure they will rally and defend it.
Annetta MosesOctober 12,2022 at 4:17AM UTC
I believe it depends what was disclosed. If your move from full-time to part-time was disclosed, i think the team needs to know this information to prepare for your reduced hours.
Even if you had not accepted the contract, this is similar to telling employees you have made an offer to a person for a level and start date.
AnonymousOctober 12,2022 at 12:59PM UTC
Terms of my possible return to full time status was revealed which is part of my PIP. I feel this should have been kept confidential.
AnonymousOctober 13,2022 at 12:39PM UTC
PIP as in Performance Improvement Plan? That is WAY over the line if that was shared. But I still agree with most on here that it would be a waste of time to pursue any action, especially if you know nothing will come of it. I would try to find something else ASAP that I could do until my goal retirement date and get the he** out of there sooner rather than later
Heather CutlerOctober 12,2022 at 9:21AM UTC
it sounds like you’re hurt and angry that your position is being eliminated.
And you’re feeling betrayed by a company you’re worked for, for 33 years.
From what you’ve said here, your time with this organization is coming to a close. You can go to HR with this complaint but you’ll accomplish nothing other than looking like a bitter employee on your way out.
Will the complaint be in your file…yes. Will your concerns now be on the record…yes. But it’s highly unlikely this will have any impact on the inevitable: your employment with this organization is coming to an end in a few months.
Shift the time you would have spent on filing this complaint to think about project-based or consulting work until your target retirement date. Or network to find a short-term gig to bridge the gap. Best of luck in your next steps.
Melissa VerdoniOctober 13,2022 at 2:18PM UTC
the point is for them to STOP doing this to OTHER employees,,, someone who files a LEGITIMATE complaint is not BITTER ,,, maybe stop feeding into their narrative ???
Heather CutlerOctober 13,2022 at 3:50PM UTC
The OP will need to decide if she wants to lead this charge for other employees. If I were being let go, the last thing I'd do is invest time in something like this. Rather, I'd focus on processing the whole experience and looking for my next job.
NepetaOctober 13,2022 at 4:34PM UTC
Agree. Especially if the company is unstable and might not even survive.
It's now the responsibility of the remaining employees to safeguard their interests. The company clearly has poor HR training/management practices.
I hope the OP eventually will appreciate the silver lining in her departure from this job. Companies, like personal relationships, change over time; and the qualities you enjoyed during the dating and honeymoon period might evaporate 10 years down the line.
AnonymousOctober 12,2022 at 1:49PM UTC
Id have to know what was disclosed.
The content matters. Announcing that your work will be part time is not only necessary but critical to share with others so they can partner with you effectively.
AnonymousOctober 12,2022 at 6:18PM UTC
Details of my PIP were discussed.
AnonymousOctober 13,2022 at 12:49PM UTC
Thank you for that clarification.
I agree 100% that discussing the details of your PIP is 100% inappropriate. I am an older member of the workforce with advanced degrees and I was moved out of a prior position 4 years ago for similar reasons. You have every right to report this to human resources.... You also know that your clock is ticking with this company. To be honest, I feel that reporting to human resources will be detrimental for you. As much as I hate to say this, if you want to work there as long as possible I would stay under the radar.. People will tell you to get a lawyer and talk to human resources and all of that but the reality is that company can let you go at any time , unless you have a written contract or you are A labor Union member. Tread very carefully right now because you are already in their firing range... This is the reality that people won't tell you but I'm here to tell you. Also, I would like to add that add that the fact that your manager discussed this in the meeting is just another symptom of terrible leadership and it's no surprise that they didn't listen to you regarding necessary changes. I would tread very carefully right now and bide your time and get out of there with as much as you can and then take some time to yourself together your thoughts and thoughts and reframe a new life for yourself.
AnonymousOctober 13,2022 at 1:23PM UTC
I would not go to HR.
They are NOT your friend rather they are there too protect the company. Gather as much documentation as your can and be prepared to name names of who all was present when this was discussed with the department. Go see an attorney and by all means, follow up with EEOC. I believe you have 180 days to make a complaint.
Melissa VerdoniOctober 13,2022 at 2:22PM UTC
but here you talk only of your part time status , that is hardly secret... but if other details about your personnal work were shared than that is indeed inappropriate. but there is not such thing as 'personnal' in work matters, every person knows what you are doing , as for health information , THAT is private , not work
Joann S. LublinOctober 13,2022 at 12:21PM UTC
I agree that complaining to HR could end up harming you instead. But I also agree that your privacy was violated.
I highly recommend you seek help from a lawyer who specializes in employment issues. Good luck!
G C HesseOctober 13,2022 at 12:26PM UTC
Here is my question: Why would you stay with a company for 33 years???
Since you didn't say the industry....I would just ride it out until retirement. I guess consulting is not an option.
I would say something to who ever made the statement without you being present.
rgstaffing@bellsouth.netOctober 13,2022 at 12:31PM UTC
I absolutely agree with this.
AnonymousOctober 13,2022 at 12:39PM UTC
There's nothing wrong with working at a company for 33 years!
G C HesseOctober 13,2022 at 12:57PM UTC
It's called compliancy . And now you need an exit plan and it's a little late in the game.
Leigh JonesOctober 13,2022 at 1:04PM UTC
I don’t think that word means what you think it means.
I think the word you’re looking for is complacency.
G C HesseOctober 13,2022 at 2:44PM UTC
I love spellcheck.
AnonymousOctober 13,2022 at 1:30PM UTC
There is nothing wrong with staying at a company for 33 years if they are treating you right.
It sounds like she has had several promotions over the years. The company I work for, people rarely if ever leave and currently almost all are 10+ with many 20+ years. We currently have about a dozen employees and I can only think of one employee out of the ones that we have had over the years that left for a better job. The few others that have left, have left for personal reasons. We tend to try to pay enough that employees don't have a reason to leave because onboarding is expensive. We have proactively given many employees $5 raises when we feel like their wages are starting to lag behind the industry for their position. I'm always surprised how many companies stupidly pay their new employees more that their existing employees. An existing employee should always be worth more because they have domain knowledge.
Zeecil KimmelOctober 13,2022 at 2:00PM UTC
I just started with a company in which most people are there 20+ years. It is a technology company and has gone through many mergers, acquisitions, and ups and downs. To find a company where people want to stay is amazing and a big reason for my joining. Complacency? Not at all - these guys are inventing the next wave and selling it proudly.
G C HesseOctober 13,2022 at 2:47PM UTC
Is that $500 or $5000 raises?
Because a $5 raise is insulting to even a toddler.
NepetaOctober 13,2022 at 4:25PM UTC
Raising an hourly wage by $5 is not insulting. Even if you're making $100/hr., that's a 5% raise.
KimberlyOctober 13,2022 at 4:49PM UTC
Raising an hourly wage 5% when cost of living increases are about that or higher is not a “raise”. It’s barely getting by.
if a company is giving COLA across the board to all employees AND giving a $5 an hour raise, that’s a raise.
NepetaOctober 13,2022 at 6:44PM UTC
Companies are under no obligation to raise wages/salaries to keep up with inflation.
Some can't; and others (lookin' at you, Amazon!) choose to offer as little as possible in wages and benefits in order to maximize profits, or else classify everyone as contractors. No matter the reason, when you are given more money, it's a raise.
Barbara WhiteOctober 13,2022 at 4:31PM UTC
Staying at a company for an entire career used to be very commonplace, especially when companies offered pension plans. That was a huge incentive to stay with the company long-term--start at entry level, work your way through the ranks, and retire decades later with the gold watch and your pension. It's actually why I'm at my current employer now---well that and lifelong health insurance coverage.
In the not so distant past, job-hopping was not seen in a very favorable light, whereas now people are suspect about your ambition and work ethic if you stay at one job for many years. Years ago, I can remember our rejecting applications outright if a person stayed at a company for only one or two years versus long term, wondering if the person was difficult or lacked a good work ethic. Now it's very common to switch jobs every few years, and people wonder what's wrong with you if you don't. So it's very much a generational thing for those of us over 50 in particular to be loyal to an employer and stay long term when things are going well. Unfortunately as time has passed, employers are not as loyal to their long-time employees as they used to be (between the lack of pensions and pushing people out the door as they get older), which is why people change jobs much more often.
It's interesting how things have changed in the workplace over the generations.
MidwestMaven456October 13,2022 at 12:48PM UTC
You're angry about being let get, which is totally normal. Of course, you're upset about the company not doing what it needed to do to stay at the head of the market. Naturally you are angry about no one listening to you.
Other than lashing out because you're angry, what is the purpose of filing an HR complaint? Just tell your boss that what happened was not proper and move on, because you'll get nothing out of it. You won't be there anymore and need to focus on getting another job to keep busy or bring in some extra spending money. Good luck.
Vanda LeeOctober 13,2022 at 5:39PM UTC
I agree but tell your boss or whoever did the disclosure in WRITING and BC your personal email. HR won't do anything at this point ...they signed off on the new status and are working to deal with sinking ship employment issues. Use your energy to look for other work before February and just do what's required.
AnonymousOctober 13,2022 at 12:56PM UTC
GET A LAWYER. TODAY. AND REPORT THEM TO THE EEOC IMMEDIATELY.
NepetaOctober 13,2022 at 2:25PM UTC
Report them for what?
AnonymousOctober 13,2022 at 3:48PM UTC
I agree! Report them for what? They've put this person on a PIP to demonstrate progressive discipline. Then it looks like they've updated the hours of the position or restructured the job. Does this all suck...of course! But I'm not sure it rises to the occasion of retaining a lawyer and reporting them to the EEOC.
AnonymousOctober 14,2022 at 4:12AM UTC
And certainly not in all caps.
AnonymousOctober 13,2022 at 12:57PM UTC
From everything you said, in my experience, they are telling you to leave and the sooner the better, but no later than Feb 2023. Embarrassing you, making you angry, etc. are all parts of “quiet” firing. Do your job, but spend the rest of the time planning on your future…working in this or another industry, starting a business or nonprofit, or plans for retirement.
Crystal HowellOctober 13,2022 at 1:00PM UTC
How did you get privy to this information, if you were not in attendance? The lawyer may ask, who else was in the room your subordinates or HR, Pres, VP, Treasurer , they need to do a budget? We need more information, and yes to work at a company 33 years I applaud you, you got to know when to hold and when to fold. Good Luck!
AnonymousOctober 13,2022 at 1:19PM UTC
Don’t go to HR without going to a lawyer first.
This sounds like age discrimination. I was a director pregnant with twins and they tried to push me out. Through several comments, they didn’t think I should be working in my role and having 2 babies to take care of (i had a nanny BTW).
I went to HR but remember they work for the company. Later. I tried to file a complaint with the EEOC but I didn’t have enough for them to do anything. This is why gettting a lawyer is essential. They will help you get what you need (what to say to HR etc) and follow appropriate protocols for the law.
NepetaOctober 13,2022 at 2:24PM UTC
I might add that, in situations like that, treat it as if you were speaking with the police. Say nothing, or as little as possible, until you have a lawyer or some other resource on board. Information is power. Gather as much as you can for your side and give as little as possible to "the other side" to use against you.
Amy GeffenOctober 13,2022 at 1:41PM UTC
When you see the handwriting on the wall, it is time to leave. A little late for that. You may wish to find other work so you can bulk up your 401K and delay collecting social security until you are 70. You get 32% more in social security at 70 than at 66. I agree that HR is not your friend. They work for the company, not for you. Get started on your job search! Work with temp agencies if you don't want a long-term assignment.
Jennifer KlinkoOctober 13,2022 at 1:46PM UTC
She never said how old she is. Maybe she is 70 or older.
NepetaOctober 13,2022 at 2:22PM UTC
Good advice.
Grace BergeronOctober 13,2022 at 2:18PM UTC
HR is not your friend.
NepetaOctober 13,2022 at 2:21PM UTC
Not worth it at this point. If nothing is to be gained (and potentially there could be blow-back between now and February), then focus on strengthening the relationships you have before you leave.
Not sure if you meant retirement from this company, or retirement permanently. As many people have found in the current economy, life is full of surprises and many previously retired folks are heading back to work. You may need the people from this company for references, so best to not rock the boat at this point just to let off steam. Go out on a high note.
rgstaffing@bellsouth.netOctober 13,2022 at 6:32PM UTC
this is great advice and i hope that you heed it. tThe last thing that you want people to remember about you, should you ever need them for a reference, is that you had a big emotional reaction to something at the end. In my career, i have only had one person who has spent a lifetime in one job. Your focus should be on transitioning out of this as well as into retirement. If you have no experience in leaving a job, it could be challenging. Let go, leave gracefully and move forward. Also, HR is not hired or in place to be your friend.
AnonymousOctober 13,2022 at 2:56PM UTC
I get that you are pissed, I would be too. But, when someone told you that your employment package was disclosed was it because they were envious? Or laughing because they got a better deal? Maybe the remaining full-time staff were brainstorming on how to get the group in a better financial position? If they are all young, I’ve noticed that they have no problem discussing salary and benefits and they seem confused when someone doesn’t want to discuss theirs. But I work for a state agency, so my salary is public knowledge, anyone can look it up. Hang in there, do your job so no one can say you slacked off and then leave with a smile and your head held high. Be sure to use all your available leave or have it in writing that you will be paid for it. Enjoy your retirement, or look for something part-time to stay busy. I’m headed there in a few years
Kristie WhiteOctober 13,2022 at 3:39PM UTC
I wouldn't recommend it. Since you already have one foot out the door, they would probably go ahead and ask you to leave to prevent you from poisoning staff with your anger. If you want to maximize your savings, play nice. It might also have been an attempt to tell other staffers that packages like yours don't exist in the company anymore. Unless you know the context, you don't really know what the purpose of the disclosure was. And the Director probably figured (erroneously) that your tenure was over, so confidentiality wasn't that important. It is also possible you will be a scapegoat for bad management decisions so staffers that are staying won't blame current management and jump ship. At this point, you are a pawn in a lame duck session. You've done your best, let go.
AnonymousOctober 15,2022 at 8:44PM UTC
If you file a complaint with EEOC you cannot legally be fired. Violating a person's privacy is definitely a breach of trust and possible legality. Americans have a civil right to privacy. Getting in to a complaint probably would not benefit you much, but, might help other persons down the road who have to interact with the person who was ignorant and unprofessional enough to disclose personal information. You might call EEOC and see what the actual laws are
GirlBossanova934974October 13,2022 at 4:09PM UTC
From the sound of it, this company aka ship is in the process of sinking very rapidly. It appears to be time to leaving as fast as you can. The disclosure of your employment contract may have been foolish by company management but there is little to be gained by raising big objections etc.. The time can be far better be spent looking after your retirement plans, finances, and further career moves.
AnonymousOctober 13,2022 at 5:58PM UTC
I'm so sorry and hope you can make your planned retirement date.
HR may not be helpful - if it's a business decision I'm sure there are corporate lawyers that did the legal math.
If you feel you can, ask your boss about this. "I heard... " And, "I'd like to provide the same value and loyalty I have done for the past 33 years to my planned retirement in June 2024. Is that going to be possible?"
All they can do is, say nothing or give you the information you need to make the best decision for yourself. Good luck and God speed!
AnonymousOctober 13,2022 at 8:38PM UTC
Were others targeted and were they across a variety of levels and stages? When you're this close to retirement, it could be a case of age discrimination- aside from the whole violation of your privace thing. You might consult an employment attorney about the entire situation. Something smells bad.
I had a colleague who was similarly targeted at a large institution- she complained, made noise and was allowed to stay longer - not quite to her planned retirement date, but close enough to get her to where she needed to be. And it really was a case of clear age discrimination.
AnonymousOctober 14,2022 at 5:51AM UTC
When replying to a question about what information was disclosed, you said, "Terms of my possible return to full time status was revealed which is part of my PIP. I feel this should have been kept confidential."
Did they say that you had been moved to part time due to poor performance/PIP, but if you improved or did XYZ, you might return to full time in the future? Or did they just say that you were now working part time, but might return to full time in the future?
AnonymousOctober 14,2022 at 6:37PM UTC
Great question. I am
confused about the relationship between a PIP a a part time schedule. Reducing hours doesn’t have anything to do with performance.
AnonymousOctober 14,2022 at 6:34PM UTC
Ask yourself, am I living in the past, present or future?
You’re on the way out. Maybe Information was disclosed, maybe it wasn’t. Who cares? Everything in life has a season. The season for this employer is coming to a close. This employer plays a small role in your life. It doesn’t define you. Now you have the opportunity to focus on things that excite you.
Enjoy what you have while it lasts and make plans for your next season.
Barbara WhiteOctober 20,2022 at 1:47PM UTC
This is excellent advice and a healthy way to think about the situation.
MARI S PHONASA, CPSM & CPSDOctober 19,2022 at 2:12PM UTC
I agree with the anonymous post:
"HR may not be helpful - if it's a business decision I'm sure there are corporate lawyers that did the legal math.
If you feel you can, ask your boss about this. "I heard... " And, "I'd like to provide the same value and loyalty I have done for the past 33 years to my planned retirement in June 2024. Is that going to be possible?"
All they can do is, say nothing or give you the information you need to make the best decision for yourself. Good luck and God speed!"
I tendered a constructive resignation at my previous employer and did just that and they bridged my severance package to the end of the year, which was an extra 4months. Worst case they say no - best case, they allow some concessions.
I do highly recommend consulting with an Employment Attorney though to lay out all your options.