Honeywell weblogs discontinued, effective immediately

Monday, March 26, 2012

To newcomer: I hope that you left Invensys on good terms. Soon enough you will realize that Honeywell squeezes as much as they can out of their workers, with total disregard towards their health. Any mention of life/work balance is total bs. All that managers care about is making their metrics so that they get their bonuses at the end of the year. If a few workers fall by the wayside along the way, so be it. Keep your old work phone number on speed dial!

Monday, March 26, 2012 - Re: Weblog March 14 2012:

Newcomer, I read your post about how great Honeywell is. When you open your eyes you will realize that everyone is telling the truth . Yes, it was a good company before Dave Cote took over. But if you are willing to be a brown-noser you might stay for a while.

Wednesday, March 14, 2012

As a newcomer to Honeywell let me tell you how good you have it. I moved most recently from Invensys and if you do not like it here please go there. They will hire and pay you big bucks given the exodus of talent. The Rail CEO, Automation CEO, Group CEO all gone - resigned in span of 12 months for a variety of reasons. The inability of hiring good people from outside is glaring. Group CEO Wayne fired from Lucent is basically a CFO having run nothing before. Rail CEO Riddett, fired from his previous job, promoted and ridiculed all the time, has never been CEO. Automation CEO Caliel returns back after being fired from his job and tanking his previous company stock and sitting on the bench for 6 months as no external candidate wants to join. Chairman is an accountant and wants attention all time and tells his job is to fire CEOs. Stock is in the toilet while all other stock including our HW stock is up. Use this to win more business where you compete and stop complaining. Otherwise send Invensys HR your resume.

Friday, March 9, 2012

It's that time of year again - Performance Reviews, aka PIP(s)of the year. Yep, it's happening just like last year. I was the one who decided to walk last year instead of performing their PIP requirements; they truly were out of line. I've heard of 2 engineers with 30+ yrs. getting their PIP notice for this year. The reasons are absurd and a pathetic way to demean some of their best and most knowledgeable performers. Morale has to be in the gutter. It's a terrible way to make a living. The one improvement is that the people on a PIP are not keeping it quiet. That's right - tell everyone! Management should be embarrassed for what they are doing to dedicated employees.

Sunday, March 4, 2012

As a former Honeyweller, I've been watching the destruction and subsequent implosion of the Bendix/King operation in Olathe. Now that the operation is relocating to Albuquerque, what's going to happen to the remaining employees that refuse to relocate? Cote and his band of "yes men" have done a fabulous job of disemboweling the once pre-eminent supplier of general aviation avionics. Is what's left of the operation going to be sold or just given away to Aspen Avionics?

There are two ways to look at what Cote did to B/K - 1) He's a genius in that he had the foresight to see the collapse of the general aviation business coming and made a calculated decision to exit the market, or 2) He "harvested" B/K to death and left the keys to the market to the competitors.

Tuesday, February 28, 2012

Heard that Honeywell introduced a new system in the market called PlantCruise? Is Experion getting obsolete?

Wednesday, February 15, 2012

Is it any wonder that salaried employees at Honeywell Kansas City are reaching out for help by joining a union? Their wages were frozen as a part of a Federal mandate (even though they are not Federal Employees) three years ago and yet they are denied the opportunity to join the Federal Employees Union? Add to that the insanely expensive and draconian health insurance "benefit". Not to mention that a certain big name in Aerospace may give Honeywell Kansas City a run for their money on the contract compete.

Wednesday, February 15, 2012

I have always wondered - why is Honeywell Aerospace here in the Asia Pacific region employing 3rd party agents (Sales Reps) to canvass for business from Airline customers? It is embarrassing to note that such a mighty company has to stoop so low to retain business against competition. HW is an OEM and in spite of that it is not able to fend off competition and as such employs 3d party agents who discreetly 'take care' of inside senior employees of Airlines. And yet Honeywell professes so much about ethics and code of conduct. It's so shameful when I see HW Sales Managers meet up with agents and invite one or two decision making Airlines Staff member and end up with shady dealings about how much will be 'passed over' so as to secure deals and I have noticed this especially in the Avionics, Wheels & Brakes and APU businesses.

Monday, February 13, 2012

Sounds like the salary workers which includes office and engineers in Kansas City Missouri are fed up to the point they are trying to get a union. Word is out today and the company had their corporate goons in and had a captive audience meetings requiring them to watch anti-union movies.

CREATING EQUALITY AND FAIRNESS FOR SALARY WORKERS AT HONEYWELL FM&T

Sunday, February 12, 2012

If you are complaining of Honeywell in the US, you cannot imagine how much of Deep S#$@ we are in out in the Middle East.

For the last 4 years running there have been retrenchments once, and sometimes 2 times in a year. Forget jobs outsourced from the US, we now have jobs outsourced from Middle East to India, wherein the labour rates are almost the same. Where are the savings that they are seeing and which we cant see? All we get is a bunch of rubbish that we have to re-work and rectify after its sent to us by the offshore design centre.

I could not have imagined that we would see racism in a company like Honeywell, but you have to be here and see it to believe it. There has been a systematic slashing of top management and middle management staff, and all Indian, Arabic and other colored employees have been eliminated and replaced by Brits, South Africans and Aussies. Looking by their output, it is clear that they believe that bottom-of-the-barrel whites are better than hard working coloreds.

We had a Regional Operations Manager replacing an alleged "corrupt" Asian Regional Operations Manager, who turned out to be even more corrupt. Millions in Project Management contracts were given to his close beer buddy who runs a front organisation to skim money from such shady deals. Surprisingly, proof of his mis-doings sent to the legal head from HBS Globally, and that simply lead to a rap on the knuckles. It simply amazes me how the rot goes right up to the top. This same person joined HBS after being sacked from a leading company for financial irregularities and accepting bribes; amazing how top Management staff are hired without background checks.

And talk about moral and corporate ethics being violated. As per local labour laws, it is illegal to fire any employee citing recession and lack of business opportunities, punishable by award of 3 months salary as compensation and an opportunity to take the errant employer to civil court for claiming further damages. So, Honeywell being the risk-averse company that it claims it is, makes provision for the 3 months salary as compensation, but pays the retrenched staff one month's notice pay only. Once its clear the employee has accepted the sacking as a fact of life and wont go to the ministry of labour or the civil courts, the provision is returned back to the books and thats the potential upside at the end of the year.

Contrast that with Citibank, who end of Jan 2012 laid of 7 or 8 wealth management professionals out in Dubai. They were given 4 months gross monthly salary straight away as compensation, and one month gross salary for each year worked. Now that's what I would call fair.

So, I hope I could enlighten you folks out in the US, that what Honeywell cannot get away with in the US, it gets away with in the Middle East and Asia. Do not knock the chop-shops and companies that violate employee rights when Honeywell does it year after year when they think it is not being noticed.

Sunday, February 12, 2012

The comments of Feb 5 and 7 show a complete lack of knowledge about how businesses work. If people really want to know the reason US businesses outsource and move operations overseas, I suggest the following. Go into your bathroom and look in the mirror. I have seen the enemy and it is you. You are the people who shop at Walmart and buy the goods made overseas. Why? Because they are higher quality and cost more? No, because they are cheap. When a US consumer walks into a store they first thing they look at is price. There could be two similar shirts on a self side-by-side. One for $10 in a package saying "Made in America". Alongside is one for $9.90. The US consumer will buy the one for $9.90 and will make a point not to look at where it was made. And, yes, it was made in China or other cheap manufacturing site.

Union auto workers buy clothes made overseas, and union textile workers buy cars made overseas. And then they complain when the jobs are moved overseas so companies can make the cheap goods American consumers demand.

Unlike 99% of Americans I DO look a where something was made before buying. I try not to buy anything made in China by slave and semi-slave laborers. When is the last time someone in the US jumped off a factory roof because his life was so bad? It happens so often in China that factories are spending money to install nets to keep people from jumping. Maybe instead they should use that money to raise wages and improve work conditions so people do not feed the need to jump.

Stop complaining about cheap junk being imported into the US, and start supporting American jobs by spending a little more for goods made in the US. Spending $10 for something that will last a couple of years is better for you than spending $9.90 for something that will last one year - maybe.

Tuesday, February 7, 2012

The problem is not a political party. It is politicians in general. The problem is that politicians from both parties are being paid enormous sums of money to look the other way while these so called "American" corporations send our jobs overseas by the thousands.

Vote them all out and keep voting until we get real American folks in there that care more about our people than the dollar. Tax the heck out of imported goods to the point where it will make it much more feasible to make them here. You put people back to work and prevent China and other slave labor countries from exploiting their currency and tromping on our GDP.

Sunday, February 5, 2012

Cote does not care. All US corporations care about is profit. They have been outsourcing for years and they think we are stupid enough to believe their smoke screen of blaming Obama. Ha! Obama is a patriot. The Republicans and their corporate stooges are not.

Thursday, February 2, 2012

It doesn't matter that the jobs are coming back to America because the damage is already done! The good paying jobs left and any business that brings the jobs back doesn't pay nearly what they used to and theres no benefits or pension. Makes you wonder if this was all planned out?

Tuesday, January 31, 2012

Interesting segment on "60 Minutes" about a US furniture company that off-shored jobs to China but is now bringing them back due to the rising cost of Chinese labor plus the low productivity of Chinese workers. The owner and CEO said that at the rate costs are rising, by 2016 they'll be equivalent.

After witnessing the damage his actions caused his former employees as well as the town, the CEO appeared to show genuine remorse for the short-sightedness of his actions. Even got emotional at one point. Everyone in the newly opened plant signed the first piece of furniture off the line. The pride was apparent.

Made me wonder if Cote ever had a moment's regret for the havoc he's wrought in families and cities across the US? Nahh.......not a chance. Just add another layer of security around his office and calculate how many more jobs have to go to guarantee his next bonus.

Saturday, January 28, 2012

It finally happened. I got my severance from HON. My boss and I were able to agree that I had a limited future in the company and that it was best for me to move along. He was as helpful as possible which goes to show that there are still good people at HON. They are unable express their true opinions without fear of retribution. This is so sad.

I'm now in the post-HON mode. I think I've grown a few inches with all the weight off my shoulders. Things look bright, even if I don't have definite plans for now. I'll be cleansing myself of HON... Good luck to everyone!

Tuesday, January 24, 2012 - NY Times article Jan. 13, 2012

You should read this...it confirms what you already know, that Honeywell's "open plan" office environment is bad for your mental health, and probably reduces productivity as well.

The Rise of the New Groupthink

"Studies show that open-plan offices make workers hostile, insecure and distracted. Theyâre also more likely to suffer from high blood pressure, stress, the flu and exhaustion. And people whose work is interrupted make 50 percent more mistakes and take twice as long to finish it."

Sound familiar??? Of course, Honeywell managers couldn't care less, since they hide in their offices playing solitaire and "planning" how the highly trained and skilled workforce will spend their time in the fishbowl.

Thursday, January 12, 2012

"Top Defense Contractors" is not exactly an industry, but it is a group that paid notably low taxrates. Not only was the 2008-10 effective tax rate on the top ten defense contractors less than half of the 35 percent official corporate tax rate, but the effective rate fell steadily from 2008 to 2010, from an already paltry 19.3 percent in 2008 to a tiny 10.6% by 2010. See page 8, then search Honeywell in this report.

Corporate Taxpayers & Corporate Tax Dodgers

Thursday, January 12, 2012

Did you know that Honeywell is one of the companies in the United States that has been firing workers and in some cases lobbying for rules that depress wages at the very time that jobs are needed, pay is low, and the federal budget suffers from a lack of revenue.

The Corporations That Occupy Congress - Profitable Company Taxes, Lobbying & Layoffs

Tuesday, January 10, 2012

Let's quit just talking about a sick-out and get the ball rolling. A message needs to be sent.

Sunday, January 8, 2012

I walked around the engineering department at 10am and glanced at what was on the screen of person's computer. 1 in 4 had non-work related material (i.e. youtube clips, sports web page, family pictures, solitaire etc.). None of these are from known "complainers" interestingly enough. I don't think that was the case 10 years ago, but the morale is just so low I do not think people care anymore. But the company saved money by canceling the Christmas party... ?

Friday, January 6, 2012

How many people do you think will be laid off from Honeywell in the next two years? The excuse being that Boeing is leaving Kansas.

Thursday, January 5, 2012

Here is a link to the Honeywell class action settlement where they need to pay over $50 million in pension violations per ERISA to former Garret employees:

Honeywell class action settlement

Tuesday, January 3, 2012

Honeywell engaged in take-it-or-leave it bargaining and seemingly wanted the workers to strike at Kansas City - the NRLB said the workers could not collect unemployment and Honeywell had the right to permanently replace any striking worker - the union settled in 42 days.

Quote from article:

"So if it doesn't ultimately bear the costs of its workers there, why is Honeywell so dead-set against the status quo when it comes to union workersâ wages, pensions and healthcare plan? The short (and counterintuitive) answer is that the company stands to profit from the strike - both financially and politically.

Before the strike began in October, Honeywell mangers had union workers over-produce nuclear weapon components in order to build up inventories, according to the IAM. Since the strike began, the company has used several hundred nonunion employees at the plant to continue some production and shipment of goods. According to Honeywell's website, 203 shipments were sent out the week of October 31, 21 days after the strike began.

A crucial point that helps Honeywell's bottom line is that the company's contract with the federal government is fixed on products delivered, not labor cost. This means that if Honeywell keeps production normal at the Kansas City plant, it can claim the $7.5 million per month it would normally pay 840 striking workers as profits. The federal contract is fixed till 2013, so Honeywell could make a huge windfall profit by antagonizing workers, and inspiring them to remain on strike.

The company is in a sweet spot: Under federal labor law, it can hire replacement workers. Indeed, the company has already announced plans to hire as many as 600 scab replacement workers, at half the average union worker's salary, as it digs in for the strike."

Friday, December 30, 2011

I guess Allied Signal, like a leopard, cannot change its spots. In the early 90's I learned that Allied Signal insisted that UOP pay its suppliers in 90 days (even through the invoices were net 30) while insisting that UOP's customer pay in 30 days. Allied Signal's rationale was the increased cash flow more than made up for the higher interest rate on loans because of the lower credit rating for being a slow payer. Earlier this year I leaned Allied Signal was letting UOP pay its net 30 day bills in 75 days. Big improvement, but recently Allied Signal told UOP to start paying in 90 days again. I guess one of Diamond Dave's matrixes for a big bonus is cash flow. It better be, because earnings will take a big hit next year because of a big increase in contributions to the Honeywell pension plans which Diamond Dave underfunded for years to boost earnings, to pay for his big bonuses.

Prior to retiring in 2002 some sales types would approach me to hassle my customers during a technical visit to pay an invoice which was 1 or 2 weeks "overdue". I said no, that when UOP paid in 30 days I would ask my customers to pay in 30. I even had one sales type approach me prior to a technical visit with an invoice that would be due in 10 days and asked me to try and get them to pay early. I said hell no!

Glad I am retired and only working part time for Allied Signal (40 hour weeks and 246 days in 2011) as they probably would not have given me a pay raise because I was not a team player. Of course few people at UOP have gotten more than 1% per year (figuring in the 3 week furloughs without pay) since 2002.

I really wish people would stop calling Allied Signal by the name "Honeywell". I have great respect for the name Honeywell and the company it was.

Wednesday, December 28, 2011

I just love the sheeples that sit their and applaud czar Cote when he hands out small stipends at HoneyHell's award ceremonies each year. Whether it's America or a European country - or more recently, Middle East countries involved in the thralls of the "Arab Spring" - you can always count on a few mindless robots to support the current regime.

Tuesday, December 27, 2011

If you have an engineering or other marketable degree, get out while you can. Get enough HoneyHell time under your belt so that it is a positive on your resume, but then move on to a better company. Otherwise, if you stay at HoneyHell, you will be investing your life and education in a company that does not honor or support you and you will be rewarded with a S*** sandwich from there on out. The longer you stay the more screwed you will be. Loyalty means nothing to Cote or anyone below him. Leave or crawl up and fight.

Monday, December 26, 2011

Honeywell exemplifies what the Occupy Wall-street protesters are protesting about. It pays no Federal Taxes, it pays no taxes in the state of Arizona. It not only does not pay any federal taxes but it also receives billions of dollars of our tax dollars a year in funding. It uses this money to send jobs over seas and treats it's employees like they are leaches, not like assets, while cutting their health benefits. I wonder how many employees will die because they are not sure if it's a heart attack or not and risk paying the $4000 for just maybe indigestion. I hope Honeywell is sued.

When you ask what the Occupy protesters are protesting about, Honeywell is their poster child.

Friday, December 23, 2011 - Re: Working for Honeywell for 20, 30, 40 years:

Because they never worked for red Honeywell, they'll never know any different. They'll just assume that arrogant management is the rule. Having never had better perks and experienced having them stolen, they'll assume that being treated like dirt is part of the game. Perhaps they'll sense something wrong when they see the CEO being rewarded with a 50% pay increase for playing follow the leader and then juggling the books to make the financial picture look better than it is to cover his managerial blunders.

But overall, the chances are that they'll soon get the idea that blue Honeywell holds no longterm future for its employees anymore. If they're lucky they'll move on to a smaller, privately held company that's not selling its soul to China, and where an enlightened CEO realizes that his employees are a key asset instead of a hinderance and therefore deserve to be treated well instead of like mangy curs.

Thursday, December 22, 2011

I've been reading all the comments for the last couple of years, and have come to realize that all the people that are full of praise for Honeywell haven`t worked there very long. If you ever become an old timer I would like to know what you think of Honeywell or whatever name they are calling after you worked there 20, 30, or 40 years.

Wednesday, December 21, 2011

Under funded pensions? What's this about? I quit/retired in June and my pension was ridiculously low. I pulled it all out of HON's hands. Is there any thing that can be done to recoup?

Tuesday, December 20, 2011

The reason Allied is lowering Honeywell's earnings for next year has nothing to do with the Iraq pull out. It has to do with the under funding of the pension plans that artificially boosted earnings. Now the US government is forcing Allied Signal to increase funding of the Honeywell pension plans next year which will result in a hit of about 31%, I read recently. This probably means Diamond Dave will fire 40% of the US work force and replace them with cheap overseas labor who have no pension plans.

Monday, December 19, 2011

The pirate Henry Morgan is attributed with saying, "You are not a true pirate till you've killed your own countrymen". In helping the Iranian Revolutionary Guard improve its refining capabilities and selling security measures to protect one of their enrichment facilities located at the Arak site, Dave Cote has become a true privateer. Honeywell lowered next years earnings estimate because of the Iraq withdrawal. How does it feel, Dave, to know that you personally benefitted from the deaths of 4,000 young soldiers? As your corporate spokesman says, "We haven't broken any laws". After all you and your hacks pay to have the laws made, right?

Sunday, December 18, 2011 - Re: "..unions served a worthwhile purpose initially.."

Really? Gee...thanks for the Kudos. Take a deep look into labor law and you'll quickly see that corporations, like HoneyHell, have the law on their side - not the unions. Workers talking about "sick-out" day - isn't that (at least) a precursor to a union? Lee Iaccoca of American Motors fame even said that union compensation and benefits are a drop in the bucket when compared to corporate waste. Jobs going overseas: Check one of our most beloved Presidents for that one (JFK) and the tax law he enacted to encourage businesses to go overseas. Obama promised to change that tax law as a campaign promise and has yet to do so.

Thank the unions if you have a two day weekend and many other benefits. Quit whining about a mere two day sick out and have the gonads to unionize if you want real change. Otherwise, get used to your benefits being taken away and your perpetual pay freeze. Blood was spilled for the benefits YOU ALL have - by union members.

Tuesday, December 13, 2011

They really stepped in it at Honeywell engines. It seems there is a plan brewing among the rank and file to see if management can build and test 120+ engines without rank and file support on the remaining weekends of the fourth quarter.

Tuesday, December 13, 2011

Lots of chatter lately on Honeywell employees uniting for a day off. I admire the stance but laugh at the monumental challenge of convincing the rank-and-file, sans rank. Heck, if employees and techs from different departments in the same division can't unite together, then how will they unite across various divisions, locations, and countries?

Monday, December 12, 2011

I am getting a little sick of the "one day sick-out" proposal. Is it really feasible? And can there be enough buy-in to make it happen? I doubt that. Besides, this company can retaliate in ways that can make you cringe. They have become a "criminal organization", and knee-capping may not be out of the realm of possibilities for the corporate bullies. They have been punishing us for little or no reason (other than corporate greed) just to save a buck wherever they can, and have stolen 10% of our salary for almost a year, and have consistently screwed us over on benefits and salary increases, while insulting our decades of experience, loyalty and dedication, and thus, leaving us demoralized.

The best opportunity to have done something about any of it was to have walked out en mass when the salary reduction was announced, or, again, when it was extended, or to have stayed away after the furlough. But the company strategy of blind-siding the employees worked better than expected, and when there was no employee retaliation it further emboldened them to do it again, and then to sucker-punch us by removing the salary cut and implementing the furlough.

And that is why the general consensus seem to be to not give as much as we use to. That change in attitude has become more and more prevalent since the back-stabbing started. The retaliation may be subtle, but may be effective in the long run. Congratulations to the brilliant corporate strategy, or so they may think. Eventually, it will play out for what it is, i.e., short term gain for long term pains.

But don't blame the corporate idiots completely. Other companies have screwed their employees over, and over, as well. If Honeywell is considered to be one of the better companies to work for (that may be a cruel illusion to satisfy the egoist at the top), just imagine what the other idiots must be doing to their best resources.

And Cote and his henchmen are best known for mastering the copycat strategy. They have not originated an idea yet. Everything that they have shoved down our throats has been adopted from other companies, regardless of all, or lack thereof, mitigating factors. We should all be so lucky to be paying ourselves hundreds of millions of dollars just to copy other peoplesâ ideas, perverted or otherwise, and with no consideration for the consequences.

Congratulations are also in order for their out-sourcing and off-shoring strategies. It seems to be working just fine. Those partners seem to have managed to increase the cycle time, lowered our standards, and steadily increase their prices.

Monday, December 12, 2011 Re: "Have a little respect."

I'm not the author of the union-busting post. I do have a little respect for unions. Emphasis on "little." I think that while unions served a worthwhile purpose initially, the time came when they overplayed their hand and damaged the US competitively. I do not appreciate the constant antagonistic atmosphere that unions seem to thrive on.

That said, I would love to see all US HON factory and office workers, union or not, unite for a one day sick-out in protest of King Cote's reign of terror. Seeing all workers united with a single mind would be an attention-getter, not so much for Cote (who is unconcerned, ignorant, oblivious, or all three) but for the national media who would question that event in view of Cote's connections with the Obama administration.

Saturday, December 10, 2011

You shouldn't be blaming Honeywell for your bad health, for it is not your employers job to make sure you are healthy. They are to give you a paycheque every week for work done for them, any benefits are just that - a benefit. When an employer does not need you anymore, they lay you off and you look for work elsewhere. I don't think when most people get jobs they sit down with there employer and sign a contract that you will be employed for your lifetime with benefits that wont change... I too have been laid off from Honeywell and guess what? I'm adapting to live off less and upgrade my skills to get a better paying job rather than waiting for a handout. I'm not saying the way they treat people is right. But I am realizing I am a much happier person now that I don't work for them.

Saturday, December 10, 2011 - "Friday, October 28, 2011 - 'Honeywell is a union busting company.' At least Cote is doing something right."

To put it bluntly, you must be an idiot. Either that or you willingly drank the Koolaid. If you wish to stay with Honeywell or enjoy ANY decent paying job, the only hope you have IS to join a union. Amazing to me how so many workers eagerly accept corporate corruption, overpaid CEO's, and inequality in the workplace and so readily discredit unions. You name it, almost ANY workplace benefit you receive can be traced to unions. Have a little respect.

Saturday, December 10, 2011

What kind of shoes do you wear? I don't want a pair like yours!

Friday, December 9, 2011 - Re: Thursday Dec. 8 2011 comments:

Well you aren't me. Maybe if you had all my health problems you would feel the same way I do. Don't judge me if you have never walked in my shoes.

Thursday, December 8, 2011 - Re:'I miss the paycheck. I have tried for two years to find a job with no luck. Finally just gave up. Waiting until I can draw my S/S.'

Really? Maybe that is why they let you go. If I was out of work, I would not be giving up. I would still be searching for a job after two years. And I would lower my target for that job I was seeking. Maybe I couldn't find a $100K job, maybe I couldn't find a $50K job, but a damn $25K job would be better than no job.

Thursday, December 8, 2011 Re: Layoffs right before the Christmas holidays?

You make this sound new and innovative. Honeywell, or should I say Honeywell Blue, executed staff reductions in November and December way back in the 60s and 70s. This is nothing new.

Wednesday, December 7, 2011

Honeywell laid me off 2 years ago and, while I don`t miss Honeywell, I miss the paycheck. I have tried for two years to find a job with no luck. Finally just gave up. Waiting until I can draw my S/S. But my health insurance will go up to almost $ 500.00 next month; don't know how I will afford it. Guess, I will pay for it until I can't anymore. And no one else will take me due to many health problems. Thanks Honeywell, you have screwed me again!

Sunday, December 4, 2011

Layoffs right before the Christmas holidays? Really? Nothing surprises me where Honeywell is concerned. The GE robots are continuously being brought on board to guide us to corporate utopia by using their flawed 9 block philosophy. Has Honeywell done anything creatively original (in managerial terms) or do they only know how to make inferior copies of the proverbial wheel? If you're able to, get out while you can.

Friday, December 2, 2011

Occupy the Oligarch's Cote's office!

Thursday, December 1, 2011

A sick-out is a great idea. We need to send a message to this company. I hear a lot of grumbling around the office, but it seems like everyone is just resigned to living with the problems.

What would be some good dates for a sick-out? How can we get the word out and get people to participate?

Wednesday, November 30, 2011

Wow! Honeywell just jacked my retiree medical insurance, 1 person, to over $ 9,000 per year. Cote must really need that bonus.

Tuesday, November 29, 2011

Honeywell pays no taxes because our useless government allows this. Enough said?

Tuesday, November 29, 2011

CEO: David Cote Compensation: $15.2 million. Honeywell Federal income taxes: $471 million refund.

Here is why you all are getting royally ***** by corporations. They pay more to the CEO than they due in taxes.

Study Says 25 Corporate 'Tax-Dodgers' Pay CEOs More Than Uncle Sam

Tuesday, November 29, 2011

Has anyone received grandfathered vacation after they leave the company. Please explain how it works.

Tuesday, November 29, 2011

Like we don't have enough to do. This is ridiculous.

Message from Joe McDougall
November 28, 2011

Dear Colleague:

A few weeks ago, I asked you to start goal planning for next year. With just a couple of weeks left prior to our December 16 deadline, you are among those managers whose direct reports have not completed their goals within the Honeywell Performance and Development (HPD) system. I need you to drive this activity aggressively over the coming days. Anything less than 100 percent compliance is unacceptable to us in Specialty Materials.

Remember, it is company policy that if you or any of your direct reports miss this deadline, your merit pay increase will be delayed and possibly canceled. We don't want anyone in Specialty Materials impacted by this policy.

If you have any questions, please contact your Human Resources representative or me. Thanks for your prompt attention to these matters.

Joe McDougall
Vice President, Human Resources and Communications
Specialty Materials

Saturday, November 26, 2011

Honeywell pays no federal taxes - in fact pay federal taxes to it. It pays hardly no Arizona state taxes. But yet it screws it's employees over with their healthcare.

Saturday, November 19, 2011

Honeywell decided to close in France, a friction material plant in June 2013, to send the current production of brake pads in Romania (Eastern Europe), in a new plant which will be built. After closing its plants in the U.S. and relocated the production in countries with low cost, it will close those located in Western Europe.'

Some 2,500 people according to police, 3,000 according to organizers, marched Saturday through the streets of CondŽ-sur-Noireau (Calvados) to show their anger against the planned closure in 2013 Honeywell plant, which employs 325 people. A hundred local officials participated - including President PS Regional Council of Basse-Normandie Laurent Beauvais, as well as political and union as Philippe Poutou, NPA candidate for president, and Jean-Claude Mailly, secretary general of the union workers F.O.

The procession, which included employees with their families, retirees, many representatives of trade unions, left the town hall to move to the factory, marching in the streets where traders had dropped their curtain in solidarity.

The event in this region where the automotive suppliers is an economic mainstay, took place one month after the announcement October 19, regarding the closure of the plant. The U.S. group was then postponed to November 28 the launch of its social, at the request of the authorities, to try to find an alternative to closing.

Friday, November 18, 2011

A rebuttal to the paid advertisement of Honeywell President Chris Gentile as published in the Kansas City Star, October 30, 2011, page A17.

Mr. Gentile continues to proclaim in the media that Honeywell FM&T is acting as a good steward of taxpayer dollars. However, anyone who is familiar with Government contracts and particularly Honeywell knows that at the end of the fiscal year Honeywell FM&T is spending money like water, trying to empty the buckets of taxpayer money they have been entrusted with so as to have those buckets refilled on October 1st for the following fiscal year.

Yet Honeywell wants a family of 4 to pay about $8,000 out of pocket deductible (Honeywell FM&T did not furnish exact amounts to be paid at this time) before any other insurance coverage begins. This is the insurance coverage that Honeywell FM&T is providing their employees as a self insured company, yet they resist any offer to add additional independent insurance providers as an option. Is this good stewardship of the taxpayer dollar?

Mr. Gentile also states that Honeywell is a leader in health and safety. In 2010 Honeywell was awarded the Malcolm Baldrige Award and the Missouri Quality Award in 2008. A component of these awards is Safety & Health. During the company push to qualify for these awards, Honeywell required the employees of FM&T to polish up the problems and hide the real issues, in the process expending thousands of payable hours and hundreds of thousands of taxpayer dollars. In other words, Safety and Health at Honeywell FM&T becomes the "Flavor of the Month" when it suits senior leadership to accomplish a goal. Documented issues with beryllium sensitivity and berylliosis - a poisoning that results in sever and debilitating lung damage - throughout the plant is widely known on the inside of the fence. Areas within the plant currently are so contaminated with beryllium that signs are posted as to the locations and extent of the contamination. Certain cancers and neurological disorders are also prevalent in the plant in higher concentrations based upon departmental assignments.

Last week, two large water mains broke within the plant and Mr. Gentile in the media stated: "During the course of operations, the FMT facility experienced an aging water pipe break involving a limited release of water. As part of the routine maintenance of this older facility, the water pipe was repaired immediately and all clean-up was done in accordance with existing safety regulations. The pipe break had no impact on the facility, employees or the surrounding environment. Safety and security are top priorities for all Honeywell facilities. KCP meets all safety regulations and we take great pride in its long running safety record."

Employees in the plant reported that a 14 inch and 10 inch water main broke in two different locations within the plant. The force of the 14 inch break was sufficient to heave up a large section of reinforced concrete flooring over three feet from the floor. The amount of water, mud and contaminated sludge that escaped from this rupture was enough to cover approximately 1 million square feet of floor within the plant. The concerns of a rupture of this size are numerous and severe in a non-contaminated environment. In a highly contaminated environment such as Honeywell FM&T, it should have raised alarms in every community along the Blue River Basin. But yet Mr. Gentile related the pipe rupture to no more severe than a water leak in your basement. Doubtless, Mr. Gentile's basement is over a known toxic chemical site where PCB's, cyanide, toluene, xylene, MEK, heavy fuel oils, lead and beryllium continue to leach into and through the soil.

Common wisdom would dictate that any disruption of this contaminated soil would result in widespread contamination of the floors, walls and drains within the plant. But did we hear of any cleanup efforts? A repair crew was called in under a national agreement of "Life and Death" by Honeywell FM&T. Since the crew was called into the plant under a Life-or-Death clause, was the amount of contaminants released greater than we were led to believe? Where are the chain of custody forms and releases that accompany an event of this type? Is this being covered up? What would be the consequences to the South Kansas City neighborhoods that surround the KCP? These are all questions that need to be asked and answered.

On October 29, 2011, International Association of Machinists and Aerospace Workers Local Lodge 778 hosted and observed the third annual National Day of Remembrance for Uranium and Nuclear Workers. Senate Resolution 275 was passed unanimously to honor all nuclear complex workers across the United States. National Nuclear Security Administration (NNSA) declined the original offer to host and observe this event at the Kansas City Plant, so Local Lodge 778 was contacted and hosted the event. NNSA though their numerous political contacts convinced the various Secretaries from the Departments of Government who are directly connected with this event not to attend since Local Lodge 778 is in an Unfair Labor Dispute with Honeywell FM&T. NNSA was unsuccessful in stopping the observance of the Memorial; so at the last minute (October 28, 2011), Honeywell decided to post on the FM&T web site a recognition of the sacrifices of the nuclear workers across this Country.

The nuclear workers that were recognized for their commitment to our Country's defense and have sacrificed their health in the process are the same workers that Honeywell FM&T is now trying to disown by cutting their retirement medical funding. At the very time when they need health insurance the most, the management at Honeywell has decided to "wash their hands" of their responsibility to the workers who have worked for years with toxic chemicals, some still classified so no one is fully aware of the actual composition, who now are showing signs of latent medical problems associated with these very chemicals that spewed up through the floor last week when the water main broke. Is this morally right? Is the public being kept in the dark by a leadership team that can buy their way out of responsibility in the name of national security? Is this ethical stewardship of taxpayer funds?

Mr. Gentile also talks about compensation of the striking employees at Honeywell FM&T, stating that wages, benefits and overtime annually amount to $125,000. Prior to contract negotiations opening, Honeywell leadership distributed throughout the plant a "Just the Facts" information sheet on several occasions with several different topics. One of the topics was wages and compensation; the figure at that time was $85,000 for annual wages, benefits and overtime. After contract negotiations opened officially, the figure stated by Honeywell leadership in the media for annual wages benefits and overtime increased to $105,000 then to $125,000. Obviously Honeywell leadership is confused about the worth of Honeywell's own compensation package. So how can Honeywell fairly negotiate a contract when the basic items in the negotiations are unknown?

Mr. Gentile also comments on the proposed two-tier wage system. What he doesn't state: that the proposed structure would bring in new hires at 65% of current wages and cap new hires at 90% of current wages while existing employee wages would continue to increase by percentage. Since the dollar amounts differ from tier-one to tier-two, and the percentage of increase for the two tiers is the same, the end result after six years is that the second tier would be compensated at approximately 72% to 74% of first tier wages. The Machinists will not negotiate contracts where second tier employees do not have the ability to reach the first tier wage scale. This is not fair or just for employees to be working side-by-side, performing the same work for differing pay scales that never become equal at a specific time in the future.

Mr. David Cote, CEO and Chairman of Honeywell International the parent company of Honeywell FM&T is currently enjoying salary and compensation well in excess of $20,000,000, an increase of 52% from his 2010 compensation. Mr. Cote also sits on the CEO/advisory panel to the President. Money is political power in this country, and Honeywell is a prime example. Honeywell paid for the advertisement in the Kansas City Star, were tax payer funds used to finance this advertisement disclosure? Is this ethical stewardship of the taxpayer's dollar?

By "washing their hands" of the healthcare plan, the leadership at Honeywell thinks that the problem with latent medical problems and leaching chemicals will just "wash away". If Honeywell was an ethical steward of the taxpayer's dollar and a fair employer, they would go back to the negotiating table and fairly stand up and face these issues instead of "washing their hands" of the problem.

Thank you.

Thursday, November 17, 2011

Honeywell's healthcare is nothing more than the company saving big bucks for the company, with the normal employee. My new plan has me pay $114 a week just to belong to to the plan - $5,000 a year. Add that to the $3,000 to pay up front(deductible) and after that $8,000 total out of pocket expense before they will pay 100% and it comes out to $14,000 - that's 25% of my paycheck for health care.

25 years ago when I started with Honeywell, I didn't even think about health care; we had Blue Cross/Shield and it was taken care of. A good benefit but not now. Sorry to complain but it suck's now. Maybe they should get out of the health care industry and let the plant's get their own. Maybe they could save some money there. Just my opinion. If we max out before the year's end I will make sure I will get everything checked out real good and get my moneys worth.

Monday, November 14, 2011

Left in 1995 glad to get the heck out of there! :) Unfortunately the company's reputation now precedes itself. What was once a 'good' thing to have on your resume (working at Honeywell) is now a liability.

My exit interview was laughable. I told them all the reasons I was leaving and the HR guy just looked at me with this blank stare on his face. My manager left two weeks later, as did many others.

Was a fun place to work in the early 90's when it was more "Sperry" than Honeywell. Have to give credit though, it was great training for my next position, but certainly feel for those who still work there today.

Monday, November 14, 2011

Let's set a date and wobble the job (EVERYONE call in sick) and show the greedy people running Honeywell how we feel about the changes to our health insurance!

Monday, November 7, 2011

I am a software engineer at Honeywell. These stupid people make us do cmmi which adds no value. It makes us do documentation so jobs can be outsourced.

Tuesday, November 1, 2011

Honeywell is my religion.
Dave is my savior.
The 12 behaviors are my commandments.
HOS is my operating system.
Please reboot me.

Tuesday, November 1, 2011

Fellow Honeywell employees: Beware of the wellness screenings by Quest, run out of Honeywell. I just received my numbers and they are totally out of whack. They measured my blood pressure too high and my total cholesterol is too high. I work out like a body-builder - I've actually gotten leaner, do not drink or smoke, take spin class and eat very lean. I looked at my numbers from the last two years and they are consistent. Why now, all of a sudden, are they too high? I am going to my doctor to redo these for my own well-being, plus I can throw this in HON faces.

Oh, and those scheduled benefit meetings. HR is gutless. They leave the Acyo person to field all questions while the HR people leave. Plus, HR does not answer any questions regarding the benefits change. They just provide a standard we-will-get-back-to-you answer.

Monday, October 31, 2011

How do I find out if I am on the DNR list? Plus, is there a job freeze going on? Or maybe I am on the DNR list...

Sunday, October 30, 2011 - Union Busting:

Chrysler is going through a similar discussion with their union workers. Trying to get the 2-tier system to be permanent. It also makes for a volatile work place because 2 people doing the same work side by side, but the old guy is making 50% more $ and the young guy knows no matter how long he sells his soul to HW, he will never make the same amount due to the 2-tier system.

Saturday, October 29, 2011

We have allowed our government to be purchased by these trans-national corporations. The supreme court has ruled that corporations are people and money is free speech. These corporations best interests are not aligned with the best interests of the United States. This Honeywell corporation paid it's CEO more that they paid in income taxes to the country that provides them safety and security. They "bleed" their employees by reducing their benefits to pay into their pension account to make up for their short-falls. They are stealing from you, the employees, to avoid their pension obligations. As we near veteran's day, remember young men and women have given their lives to defend our freedoms and these criminals want to subvert them to enrich themselves.

Friday, October 28, 2011

This is how stupid and ridiculous Honeywell's new health insurance is going to work. Comedians pay to have this type of joke written.

They are setting up spending accounts with $500 to $1500 in bank of America, depending on your base salary. They are going to give us a Visa debit card to use to pay for healthcare expenses. They expect us to tell our health provider to bill our health insurance provider so they can deny it. So they have a record of the transaction, then the health provider will bill you and you will pay for it with your Bank of America Visa debit card? Is this the stupidest waste of our healthcare provider's time? I can not believe Honeywell paid someone to come up with this. Then this does not even begin to touch our $4,000 deduction. Can you believe Cigna nor United Health Care will not send representatives to our sites because they do not know what to tell the employees what it entails? Honeywell claims they will still pay for "preventative" medicine but none of the Health care insurance providers know what that includes.

This from a multi-billion dollar company run by a CEO that only knows how to drive a Ferrari. Who on our televised meetings thinks he is mr congeniality but yet can care less whether or not his employees are cared for. I quit going to them years ago, after the Ferrari brag.

Friday, October 28, 2011 - 'Honeywell is a union busting company.'

At least Cote is doing something right.

Saturday, October 22, 2011

International Association of Machinists and Aerospace Workers (IAMAW). On strike against Honeywell in Kansas City beginning Oct., 9, 2011. Filed Unfair Labor Practice charges against Honeywell. Underhanded back door dealing and unwillingness to bargain. Union employees offer a wage freeze for six years if company will drop their offer of a 2-tier wage structure where new employees can never reach parity with senior employees. New employees would start at 50% less than senior employees and never be able to earn what senior employees earn. Honeywell claims union workers make $ 125,000 per year in compensation and benefits. That figure is totally skewed. Honeywell is a union busting company.

Saturday, October 22, 2011

I was laid off two yrs. but was able to get the retiree health insurance because of the yrs. that I had worked . Today I received a letter stating that I can't the same insurance after Jan. 2012; I will be switched to something more "cost effective" - by that I guess it means cheaper. Has anyone else received this kind of letter?

Saturday, October 22, 2011

I decided long ago that I had no career with Honeywell. It was just a job. I found satisfaction elsewhere, away from the job. When it became obvious that Honeywell wanted employees willing to act as mindless doormats, I decided to give management exactly what they wanted. I switch off my brain at the front door and I do exactly as told. Nothing more. I know how to play the CYA game and am fairly good at it. I know I could easily accomplish 2 or 3 times as much, but not as long as today's climate of micromanagement prevails. I used to think it was funny, watching management's endless string of flubs and screw-ups. Now, I simply don't think at all. I figure, where could I ever get paid as much for doing so little?

Thursday, October 20, 2011

I teach Honeywell a lesson everyday. I work as hard as they appreciate me. That ain't too much. You get what you give and Honeywell ain't been giving - they keep taking away.

Thursday, October 20, 2011

I quit Honeywell in Toronto in March of 2011, and am not trying to get my pension and RRSP contributions withdrawn. It has been half a year, and the financial company tells me most companies have your terminations confirmed and money can be withdrawn a month after termination.

What is Honeywell doing with this money for extended periods of time, especially after the employee has nothing to do with them any more? This is very unethical.

Wednesday, October 19, 2011

Let's all call in sick and teach this corporation a lesson!

Monday, October 17, 2011

I worked at Honeywell for almost 20 years. The plant I was employed at was sold to another company and I applied to another Honeywell plant that was close to this plant. Other employees from my plant had transferred to this other plant over the course of my employment many times. I had an interview and it was 3 months before I received an official reply. I was not offered a job even though I had an associates degree in the field along with a letter of recommendation from my UBTL at the plant I was employed at. I was told by friends, that still are at this plant, that I was placed an a DNR list. Other employees that had left Honeywell and then a year later re-applied were rehired. They have laid off about 18 employees and I was told that they were all on the Honeywell DNR list. The plant I worked for is not even Honeywell now.

I found a much better job and would not be writing this unless one of my friends who, is still employed there, had not told me about this site. I would not go back to this plant or any Honeywell plant even if I had to work three jobs to get by. Honeywell does not care about its workers at all and this will be its downfall. The employees that actually perform the work are the most important asset but that idea is disappearing as the large corporations get richer and richer. The DNR list is a great way to keep me from ever being able to work for this terrible employer again.

Monday, October 17, 2011

As a 25+ year employee, I really really think we need to have a sickout day to protest this farce of un-healthy insurance we are having shoved down throats.

Sunday, October 16, 2011 - Reply to Sunday, October 9, 2011:

No it is not the same in other companies elsewhere. Honeywell really is the worst company for North American employee. When I left Honeywell, they were really interested in out sourcing jobs and Technology to cheaper labour markets and using North American talent to train them. That is ridiculous. Not all companies think this is the way. Some other companies know that once they have the technology they will form a local brand and cut you out entirely of the local market. You'll go from 100% market share to 0% almost over night, and it won't matter what bid you put on the national tender - it just won't be accepted over the new local company, you know the one, the national company that is using your technology and was trained by your North American staff.

Anyway, if you are not happy at Honeywell you are obviously not alone. Keep collecting your pay check for now, use the education reimbursement program to upgrade your skills and then start networking and job searching. You have time NOW to be patient and seek out the right career with the right company that treats you like a human being. Don't wait until you're on a PIP with 6 months to the door and time runs out fast.

Sunday, October 16, 2011

Arab spring has nothing to do with Occupy. OWS is a direct result of Dirty POLITICS. It doesn't matter what party they are all the same.

Sunday, October 16, 2011

Get used to high rates of unemployment in America because, sadly, as they may be here to stay, no matter how much the economy improves.

While the employment rate improved within months, or a couple of years, after most previous economic downturns, things are very different this time around in that, corporations (Honeywell being one of the most prolific and skillful) have been increasingly sending jobs elsewhere. And when the economy improves, they will be sending more jobs elsewhere. That has been the trend over the past few years, and must have served to amplify the economic crisis, as exporting of jobs started in earnest when the financial crisis had hit.

That is the reason why employment has not improved in sync with the recent improvements in the economy, and also why the risk of slipping into another recession has increased significantly. In fact, full recovery may be more elusive, and recessions more frequent than ever before, as a result of the new corporate mentality.

The political leaders seem oblivious to this new reality, or are incapable of stopping corporation from prostituting out America or, they are just too self-serving in their political ambitions, as are the CEOs in their greed. Nobody in power is really looking out for the American worker. Politicians selfishly want to get elected to office for the power, the glory, and the riches, and corporate leaders for much the same, with neither of these two groups showing much concern for the American worker.

When corporations are contributing to politiciansâ campaigns and politicians turn a blind eye to those corporationsâ unscrupulous activities, then that ought to stink to high heaven, of conflict-of-interest. But that is democracy in action, and jobs creation in retreat.

The two obvious and inescapable truths that are driving the new corporate culture, and that form a symbiotic relationship, and that are here to stay, are: the escalation of corporate greed in difficult times, and the availability of cheap labor elsewhere. They feed off each other like parasites. That, unfortunately, leaves the highly skilled, albeit high priced, American worker out in the cold.

If it was our own business, we will most likely be doing the same thing, i.e., getting the cheapest possible labor. But corporations should behave more responsibly, given the generous subsidies and tax incentives given to them by the government, to create jobs. They are in fact using our money to employ perhaps 4 to 5 persons elsewhere, for every 1 to 2 persons that they should be employing here. And the government should be acting more responsibly by demanding that corporations live up to their end of the deal, or return the money.

Everything sacred is disappearing from the American work culture: corporations are not loyal to their employees like they use to be; in return, employees are not loyal to corporations like they use to be (understandably so); corporations are becoming more unconscionably insensitive, greedy and unpatriotic.

As for employees who feel that they should do the bare minimum, just to get by: that may not be a choice, but rather, is dictated to us by the leaders, when we consider how much non-value-added and irresponsibly unnecessary crap these fools are adding every day to the real work. We are essentially being forced to do the bare minimum, and all protests are being systemically muted. It has to be extremely perplexing, when the employees' efforts that will benefit the company most are consistently being thwarted by the leaders in the company. What is wrong with that picture? Power wins over common sense any day! And stupidity rules.

Saturday, October 15, 2011

This poem was written on October 15, 2011 while the "Occupy Wall Street" movement was just about a month old, and still growing. Many are confused with the message. This poem may help to explain. I'll appreciate your comments and suggestions as I prepare a YouTube video.

Pinto Poem: Occupy Wall Street

Friday, October 14, 2011

The "Occupy Wall Street" movement was born from the Arab Spring uprisings. Occupy Wall Street has now spread to some 1,000 cities, and growing. It's not that people are against capitalism. But uncontrolled capitalism has caused huge imbalances in the wealth and living standards between classes of people.

After all, you can learn from history - the French Revolution, for example - where it was famously said by Marie Antoinette "Let them eat cake" when learning that the peasants had no bread. The same obliviousness to the condition of the people is being repeated by CEO's, Wall Street and Congress

Thursday, October 13, 2011

It was interesting to listen to Jeff Immelt of GE on 60 minutes, and how he takes no responsibility in off-shoring jobs. His excuse, like all shortsighted CEO's, is that he is doing it for the shareholders. Really! And of course Honeyhell's cherished CEO is no different.

Mr. Cote. I have a question for you. Who are these shareholders that demand that good American manufacturing and engineering jobs be sent to 3rd world countries so that the quarterly dividends earn an extra penny or two? Would it be fair to say that you and your cronies (board of directors, political allies, etc.) are those same shareholders? After all, who else tends to gain more than you and your buddies? And when these countries gain an edge because we have given them our technologies, will you still sleep well?

The writing is already on the walls of America. Even in today's economy you (CEO's) have no shame in selling America like a cheap whore. You are really no different from the ex bank leaders who did anything to make a quick buck. And look where that got us.

Tell America. How much profit is enough? How much? Shame, shame, shame!

Thursday, October 13, 2011

Yes, things get worse and worse. It is obvious that the "older" engineer is no longer wanted at Honeywell. Being put on PIPs, demoted to band 3's, etc. while new engineers are being hired that come and go as they please, telecommute when they want, etc. Because they are cheaper. Cheaper health care, no pension, lower salary, lower match on the 401K. Honeywell has no future, but I will hang on until they are forced to let me go. I won't give them the satisfaction of me leaving.

Thursday, October 13, 2011 - Reply to Oct. 9 post, wondering how Dave Cody sleeps:

He probably sleeps very well. He's rich, what does he have to worry about? He didn't have his job taken from him after 31 years. And now nobody will hire him because he's to old. He will just keep on sucking all that he can from Honeywell.

Wednesday, October 12, 2011

Glad to see other HON employees are just as outraged at the new health insurance changes being implemented (forced down our throats). I hate how HON HR sends these things via e-mail really early in the morning on weekend or send it in the mail- totally preventing any person-to-person contact. I'm considering not picking up my health insurance for 2012, pay my doctor's in cash and get drug samples if needed. If anything major happens, I have no assists listed in my name, I'll file for charity care or bankruptcy.

Sunday, October 9, 2011

Given that the 'new' Honeywell seems to be a much worse place to work than 'old' Honeywell. Has anyone left recently to work for a similar sized corporation? Is it a case of "same s**t different faces"?

Sunday, October 9, 2011

I saw a story on CBS news where Dave Cote had something to say about jobs in the USA. Give me a break! What is he doing in Freeport, IL.? I believe it's a nice plant he is moving to China. I don't know how he sleeps nights...

Saturday, October 8, 2011 (edited)

Honeywell does it again! They are by far the most inhumane company on the planet. Thanks for the 2% I got last year, minus the 40% taken from our 401k. Cote brags about our profits; how come we are not getting our profit-sharing? Cote was an understudy of Jack Welch, and those types are what is wrong with American industry. They take millions a year out of a company as salary, options and bonuses, then take an enormous paycheck when they leave all at the expense of the people who do all the work.

This is a stupid health plan (which is gone completely if you retire) no matter how they spin it. Honeywell, a self-insured company, is basically trying to get to a point where they pay zippo out of pocket for the health plan. i.e. all the costs are covered by the employes. If you're a worker, they just take 10 to 20 percent of your pay away.

So, between the politicians who do nothing but sit around thinking of more ways to tax you, and the upper management sitting around thinking of ways to cheat you, we are all doomed to end up poor and cheated, while people like Cote sit around in their mansions counting their cash. I tell everyone I know they are better off on welfare than working at Honeywell.

Tuesday, October 4, 2011

Shop for health care like a TV. I like that! So here's a scenario that I can see being played out on a regular basis.

Hello, ABC health care:

I am trying to get quotes to repair my arm that I just broke. If I don't answer right away, it's because the bone is sticking out and I'm losing a lot of blood. I usually go with five quotes but this time I may just get three.

I'm sorry sir, but unless you come in to be evaluated and tested, and that also costs money, we cannot give you the total cost.

Well you could purchase a ticket to Thailand where the cost is a lot less. And if you factor in the time it would take to get approval and other red tape here, the wait would be the same.

Saturday, October 1, 2011

Here is a copy of an email we received from one of our corporate people who is in charge of our benefits. When you read it, you will just about flip out when he refers to the changes to our life saving heath insurance as the same as shopping for a TV. When ever they make changes to our benefits it never is beneficial to the employee.

September 13 , 2011

Dear Colleague:

As a culture when it comes to our health, we often make decisions by relying on what our health care providers tell us. While more and more of us research information about our health conditions and provider quality, how many of us question the course of treatment, surgery or prescription being recommended?

In contrast, when we make buying decisions at home such as for a TV, we ask questions, do research and demand quality at a fair price. We look for the best value that meets our needs.

Health care is a business, but as the largest industry sector in the U.S. it does not respond to market forces like other industries. As well-intentioned as physicians are, they do not compete directly on price and quality.

The economics of health care is a significant reason why health care spending in the U.S. continuously outpaces inflation 2-6 times annually. This is not sustainable. Health care costs are a significant expense for you, Honeywell and the country. In fact, Honeywell will spend more than $520 million this year alone on health care while employees will add about $175 million just in premium contributions. We all need to do something different.

In 2012, Honeywell will offer a new medical plan design that encourages employees to be consumers and "shop" for health care. Premiums will not increase for most employees. New health care shopping tools will be available to provide personalized estimated cost information based on your coverage and network. These tools, combined with existing quality information, will empower you to make informed decisions before accessing care.

Honeywell will also introduce a Health Savings Account (HSA) in 2012. You can receive a company-provided contribution of $500 to $1,500 to your HSA based on your pay and coverage level (e.g., single or family coverage) by completing a Health Assessment with actual biometric screening results by November 28, 2011. You must provide actual results for blood pressure (systolic and diastolic), HDL and total cholesterol, height, weight, and waist circumference to get the HSA incentive. If you cover your spouse/domestic partner, they will also need to complete the Health Assessment.

To help you better understand what's new for 2012, annual enrollment materials will be sent to you in the coming weeks. Employee meetings also will be held at many of our locations. Recorded sessions will also be available to all employees.

Below is a summary of what's staying the same and what's changing in 2012. There are important changes to your medical program. In order to maximize your benefits, please take the time to carefully review the changes and to start thinking about your benefits coverage before enrollment begins.

Regards,

Brian Marcotte
Vice President, Compensation and Benefits

---

Highlights of 2012 U.S. Health Care:

What's Staying the Same

• Medical Plan contributions for most employees will not increase
• Choice of medical carriers and their provider networks - CIGNA, United, and Horizon - based on home location
• Preventive care covered in-network at 100%
• Coverage includes financial protection in case of a catastrophic illness
• Coverage for both in-network and out-of-network services (unless you were in an HMO plan)
• Access to all the tools, resources and a Health Assessment through HealthResource
What's Changing
• Replacing the current standard medical plan with a NEW design
• All covered services are subject to deductible and coinsurance - all copays eliminated
• Health Savings Account - an opportunity to save for current and future health expenses on a pre-tax basis
• If you enroll in the Honeywell Medical Plan for 2012, Honeywell will contribute between $500 and $1,500 to a Health Savings Account based on your pay and coverage level if you (and your covered spouse/domestic partner) complete a Health Assessment with actual biometrics screening results by November 28
• New health care shopping tool to help you evaluate providers in your area, based on cost and quality
• Annual Tobacco Fee will increase to $600
• No longer get back $250 for completion of a Health Assessment

Saturday, October 1, 2011

Well what can I say about Honeywell integrity? I was part of CPG and took a lump sum on my pension. I received a confirmation statement saying by October 1 my money would be in my hands. Guess what? Surprise, Surprise. They lied. Their excuse - a split week of payroll. Now here's the kicker: checks can only be cut at first of month (Bob comes in once a month with his magic check printer). Honeywell gets another months worth of interest off our money and we haven't been Honeywell since July. I am taking my complaint to local GOP. In short, thanks for the lies Honeywell HR.

Wednesday, September 28, 2011

As the US dollars tanks more, Honeywell shares will go up because Mercenary Dave will repatriate foreign currency. Suggest that you wait to the next rally and then sell. The dividends are not that great. You can do better elsewhere.

Wednesday, September 28, 2011

Honeywell outsources HR to Spherion who outsources screening to PSG Global Solutions (psgglobalsolutions.com). And guess what - they are from the Philippines. I had a 3 1/2 minute phone interview with the rudest little girl I've ever spoke with. I hung up on her and then wrote a letter to Honeywell Aerospace Clearwater, Fl. & Corp HQ. Doubt if it goes anywhere. But I will never apply to them again.

Monday, September 26, 2011

I recently bought Honeywell with the intent to hold as a core stock. Since then the price has decreased more than any of my other stocks and I'm ready to give up and sell. Is this a foolish decision?

Monday, September 26, 2011 - To the 'Sunday, September 25, 2011' poster:

I would be curious what business unit provided 3 weeks severance pay per year of service. Certainly in excess of anything I read in over 40 years with the company.

Regarding what the company owes you after x years of service, they owe you nothing. The debt from the company to you is settled weekly, bi-weekly, semi-monthly. You do your job, they deliver you salary.

Severance is a compensation bonus if the company decides they no longer need you. What that potential compensation means to you the possibility of how secure you feel, and how the potential if the company decides to let you go affects your decision to leave on your own. The company can terminate or alter the policy at any time, and so it states in the policy.

Sunday, September 25, 2011

Companies articulated their layoff and RIF strategy as a means of getting rid of people, and they use to do it in a "nice" and humane way to ease the pain.This was especially for longer term employees who have contributed decades of service and loyalty to the company and who may not have a chance in hell of getting another job, due to their age. But since this company has now lost all conscience and humanity, it is now out to screw you in any and every way that it can, whether it is getting rid of you or keeping you.

At best, they use to provide three weeks per year, up to a maximum of 78 weeks. Even then, it made economic sense to them as they started to realize savings even in the first year after they "execute" someone. If they were to give someone a 52 week severance package, they will save about 2 times their salary, because, as they claim, it is costing them 3 times that person's salary to keep them, and then, they save that full amount (3 times salary) in every subsequent year.

Now, however, they are trying to pay out as little as they can, regardless of one's length of service, the quality of their work, or their loyalty to the company. How nasty and underhanded is that?

They are not smart enough to realize that their attitudes towards their employees is also impacting the remaining employees and their attitude towards their work, especially when they are now expecting those employees to do more work for less compensation and a minimum severance package to look forward to. It is just their way of removing another possible incentive/motivation, and to encourage their best employees to leave.

Nevertheless, even a reduced severance package is enticing for some of us to get out of the increasingly obnoxious atmosphere and the foul attitude that the company and some of its managers are polluting us with.

Friday, September 23, 2011 - To: "The severance you gave us is a joke":

You are supposed to get 3 weeks of severance per year of service. That is the usual practice. If you go to court, you may get four weeks per year of service - if you look at the court case histories.

But Honeywell plays around with points added for age, years of service and grade. I saw this document displayed on overheads during management meetings after a lot of pressure from employees, but this document was closely guarded. The result is that the scoring system ends up giving 2 weeks (or less) per year of service. What was your experience.What did you get?

In the US, you get max. of 26 weeks, even if you worked for Honeywell more than 30 years.

Thursday, September 22, 2011

I would like to thank Dave Cote, Ken Burns, Craig Breese (fired by rank after they saw the truth), for running the Autolite brand into the ground. Fostoria was moved to Mexico and now you cant find Autolite plugs in stores. The Mexicans couldn't do the job, still can't. They tried moving the Spartanburg plant. They are all enemies of the American worker and I really wish they would move to China with all of their comrades. Still waiting on pension check, but probably wont get it until he sucks more interest off.

Thursday, September 22, 2011

As company after company admits that sending jobs to China has not been and is not working as intended, and as they begin returning jobs to the west, how long will it be before Cote acknowledges this inconvenient truth?

Labor costs in China are skyrocketing, turnover is high, and quality issues abound. Will Cote continue to bang his head against the wall maintaining that offshoring to China will work/must work/needs to work? Or will he finally realize that his grand experiment is a colossal failure, and that western production facilities offer greater consistency and reliability in those factors that affect manufacturing?

Given Cote's lack of original ideas, I'm betting the head banging will continue.

Tuesday, September 20, 2011

Well, Honeywell-Canada employees just got screwed again. I hope Dave Cote and Ken Burns sleep well, knowing they took us for every last penny. The severance you gave us is a joke!

Tuesday, September 13, 2011 - Re: Honeywell Earn vs. Accrued Vacation Lawsuit:

I think you have this wrong. You are two years off on the date; it was 1998 for legacy Honeywell, and prior to that for Allied Signal.

There was no lawsuit. For AS, the previous years accrued time, was put in a bank to be paid out on termination, basically added to severance pay. For HON, the previous years accrued time had to be taken, in addition to the current years earned time within a two year period. If it wasn't taken it was lost. That issued terminated in exactly that way.

Sunday, Sep 11, 2011 - Re: Honeywell Earn vs. Accrued Vacation Lawsuit:

I am an old Allied Signal / Honeywell employee. I quit and went to work for another company four years ago. Just before I was hired, the new company pulled the old Honeywell trick of switching employee's vacation terms from earned to accrued and then told all that their earned vacation from the previous year was gone.

I remember back in early 2000 when Honeywell did the same but lost a law suit by employees. It was shown that earned vacation from the previous year was owed to the employee. Honeywell had to own up to their obligation. Can anyone provide me information on where to find details on the lawsuit? I wish to give this to the employees at the new company. This may cost me my job but it irks me to see anyone being stolen from.

Sunday, September 11, 2011

Read this NY Times article that says US Companies like all the incentives, perks and welfare they are given to go overseas:

Is Manufacturing Falling Off the Radar?

Some highlights:

"Manufacturing's contribution to gross domestic product - roughly equivalent to national income - has declined to just 11.7 percent last year from as much as 28 percent in the 1950s. Other sectors of the economy have grown faster in recent decades, and that dynamic has reduced manufacturing's share. While the United States has a far larger economy - $14 trillion in GDP versus China's $6 trillion - it has less factory production.

As multinationals place factories abroad, they are putting research centers near them, with as-yet-undetermined consequences. At the very least, this trend challenges the view that the United States has the best scientists and research centers and is thus the research-and-development pacesetter.

In fact, as American multinationals become ever more global, they are placing sophisticated research centers near their overseas factories, partly to keep R.& D. close to assembly lines and partly because of enticing government incentives.

Wednesday, September 7, 2011

Responding to an earlier posting. I started out at King Radio,which became Bendix King, Allied Signal and then Honeywell.cI was there a little over 31 yrs.

Tuesday, September 6, 2011 - Re: 31 yrs with Honeywell.

The reply on 9.5.11 was absolutely the correct thing to say to the blogger. Thank you for putting my thoughts on paper.

To the person Laid Off: I'm assuming you received a severance package; if so, consider yourself lucky. I feel that I was forced to quit/retire because they didn't have a good reason to fire me and the only real problem I had was the angst that management & HR presented to me; their antics made my life miserable. At least you were able to avoid the abuse.

Please enjoy your days of freedom, the HON workplace you left no longer exists; move on, be happy. I was there for 30 yrs. The problems I encountered at HON began 2 yrs ago and finally ended in June 2011 where I gave them 30 days notice in order to save my sanity. I miss my job, but it was very difficult to work in their environment, and from what I hear from current employees, things are not getting any better. I'm so happy I decided to get out.

Monday, September 5, 2011

I was in a teleconference not long ago on calculating cost for projects and the rules dictated on the process for hiring. These rules were to be followed without deviation, unless authorized by a president of the division or CEO. The rule is called the 80/20 rule and demands that only 20 percent consist of workers in the United States. This rule even drills down to the subcontractor's practices. If any reporter or organization would dig into this they would find it is a fact.

Monday, September 5, 2011 - Re: I worked at Honeywell for over 31 years:

If you had 31 years in with Honeywell, not Allied Signal and then Honeywell, you should be aware that it is not the same company it was. It is not the same leadership that it was. It is a one way commitment now if the company has its way.

If you are not in a retirement position, I hope you find something to provide yourself income. If you are in a retirement position, learn to appreciate it. Don't hold bitterness on the fact that the company decided when you were done, rather than you making the decision. Look forward and find what satisfies you. The company currently known as Honeywell is not worth causing your grief or depression.

I am truly overjoyed that I am out of there. For my last 5 years, it was not fun going to work anymore. It was not something that I looked forward to doing. There was no satisfaction in doing a good job for the company. I am so glad to be out of there.

Sunday, September 4, 2011

I worked at Honeywell for over 31 years, and have been laid off for a little over two. There are still times I can't believe I don't have a job to go to everyday. It's very depressing to be without a job. I don`t know how I could have worked any harder or done more for the company. But maybe that's what I did wrong; I should have been sitting around on my butt and become the boss' pet, like the people that are still there.

Happy Labor`s Day to the people that are still working. Saturday, September 3, 2011

Now that the job numbers are out, the question to ask would be: how many jobs were outsourced to foreign/3rd world countries in the last month/quarter/year/decade? All state and federal representatives need to answer this question personally and then answer: why did they let this happen when the country is going thru this recession?

Every job lost equals less revenue in the form of income taxes for the government and money spent on everyday items. On top of this more money flows out of the government coffers in the form of unemployment and welfare checks. In the meantime the state and federal representatives get richer thru lobbyists.

Of course the likes of Diamond Dave will continue to challenge the VP's/directors/managers to reduce costs by outsourcing, and they in turn will be rewarded with big fat bonuses after sending jobs to Malaysia, India , Mexico, etc.

Don't wait until the next elections to take action. Challenge your representatives now to change the laws on out sourcing else this great country will soon be a 3rd world country.

Saturday, September 3, 2011

Yes US Companies have been playing the no-qualified-candidates game for years now. Letting foreigners get prime jobs in US Corporations. Do you think that BRIC countries will let "Americans" get their countries jobs & CEO positions? You know the answer will be No, No & No again. Cote & his CEO cronies are traitors to their own country because they put the corporations they work for first. Heck they even let their own personal lives fizzle out, neglect their families, get swelled ego because of their "position". In the end is it all worth it? Mr Cote give us your insight please.

Friday, September 2, 2011

At this stage, the US needs job creation at 200,000 jobs per month for any economic growth.

Look at Honeywell labor growth over the last 10 years, or more. It has always been negative job growth in N.A. since Cote has been in place. So Honeywell, along with other US Corps are the big cause of the problem here.

So, I agree with replacing Cote with a Chinese CEO and Board of Directors. The Chinese do not have short-term quarterly focus.

Cote needs to be hit with US regulations that would make him personally responsible with negative US job growth - failure to comply to be settled with huge fines and jail time. You would see things change very quickly!

Friday, September 2, 2011

When it's over at Honeywell, good luck finding a position at the other tech companies. You may end up competing against a foreigner who lives in your hometown. INTEL, MICROSOFT, and many other firms cry to the media that there are not enough skilled workers in the U.S. But in reality they are just trying to set an excuse for hiring H1B visa workers. H1B visa workers are leading the race to the bottom in terms of salaries. They will work cheaper, and are easily intimidated. There are two ways of getting lower-cost lower-quality workers - outsource the job overseas or outsource the worker in their own neighborhood while pretending there are no qualified local candidates.

Thursday, September 1, 2011 - Ref, Mouth Shut, Head Down:

You are so right. Before I was laid-off in 2009, all you ever heard, "a$$es and elbows, that's all we want to see. Keep your head down and work!"

Thursday, September 1, 2011

In 2010, the average increase in pay for US CEO's was 28%. If any of my fellow Honeywell employees received a 28% pay increase please, let us know on this forum. Did you know that stock options and performance shares are a tax write-off for US Corporations? That being said, where's my package??

Thursday, September 1, 2011

Yes, shut up, keep your heads down, and do as you are told (as wrong as it may be), is the only safe strategy left when you are under dictatorial leaderships. But don't feel too bad people, these "idiots" even have the governments under their feet (see the Banana Republic article below).

It is sad, unfortunate, and incredibly idiotic that they have "outlawed" free-speech, free-thinking and innovation (all of the things that use to make America great) to satisfy their own insatiable hunger for absolute power, and money.

Since they insist on behaving like morons, with their new culture of suppression and robbery of the employees (and the governments), and as much as it may be against our nature to shut up and keep our heads down in a free country, and with innovative ideas swirling in our heads to invent and improve processes and products, especially when we are dictated to with moronic, expensive and counter-productive ones, and since you can't beat them; then you might as well join them, in the new age of American counter-productive and counter-competitive insanity.

Wednesday, August 31, 2011

One could say that such a press release is being used to test the environment. Depending on feedback, they might accelerate his departure or delay it. Then again, It's not like he's Steve Jobs or anything. They will likely hire another treasonous Jack Welch wanna be. It's never gonna get better for the people who actually work for a paycheck at Honeywell. Everybody should just ride it out and try to retire or find something better.

Wednesday, August 31, 2011

Cote is on the list of 25 CEOs that are paid more than their corporation paid the IRS. In fact, Cote is number 11 on the list of money-for-nothing CEOs. He is even ahead of CEOs of much larger and more successful companies.

Banana Republic USA: 25 CEOs Who Make More Than Their Companies Pay In Taxes

Isn't it nice to know that the monies that Honeywell stole from its employees did not go to Uncle Sam, but went directly into Cote's pocket. What a relief. I will certainly sleep better tonight.

Wednesday, August 31, 2011 - REF - Mouth Shut, Head Down:

It doesn't matter how significant your thoughts might be.
It doesn't matter how productive or cost effective your ideas might be.
It doesn't matter if you want to voice your opinion.
Your points of view, your opinions don't count at Honeywell.

You're are right, shut your mouth, keep your head down, do what your told and you might just get through.

Wednesday, August 31, 2011

TurnCote that's what I call Cote. Enough said?

Tuesday, August 30, 2011 - Re: Mouth shut, head down:

You are SO right! The managers & employees practice that daily. For those of us that are no longer at our desks, that's what we did wrong.

Monday, August 29, 2011

Mr. Cote DID NOT announce his retirement! If you read carefully, the agreement states what he will receive if he remains employed by Honeywell until April 1, 2015. Then, upon his retirement, he will receive such and such from this agreement.

Monday, August 29, 2011

There are only two ways to make it through the day in Honeywell: the first is to keep your mouth shut and the second is keep your head down.

Monday, August 29, 2011

So, Cote is retiring early. He must be calculating that all of the damages he is inflicting on the company and its employees would have been completed by 2015, if not before that. In this business it usually takes a few years for the full repercussions of poor decision-making to be felt.

We should designate the Cote leaves as "Independence Day" or "Emancipation Day", except that he would have "killed" off most of us by then, one way or another.

Some of us would have liked to retire early too, or even on schedule, but while Cote's compensations have been increasing at an astronomical rate, and his job has become more secure, irrespective of good or bad times, our compensations has been basically stagnant or in decline, and our jobs have become much more insecure than ever before as a result of his selfish and greedy policies. We are forced to delay any thoughts of retiring on a scheduled date.

I have noted the date on my calendar and will be sure to send him a going away present (preferably in cash) to add to the hundreds of millions that he will be getting in the mean time and when he leaves, and hope that he will be able to get by. I am sure that he will be sadly missed too!

Friday, August 26, 2011

There's a DNR? Even at Deer Valley in Phoenix, AZ? You mean I won't be called back as a sub-contractor to work? That's a bit of a relief; I'm starting to enjoy my days out of that bullying and toxic environment. Let us know if the DNR is illegal, they should be taken to court for employee abuse. If the abusive actions by management & HR had taken place in a private home, the actions could be classified under domestic abuse. Until you have been through their PIP, you just can't imagine what they do, what they get away with.

Cote retiring in 2015, is he trying to increase morale now? Give all employees hope that there may be better days ahead?

Friday, August 26, 2011

After the unacceptable behavior in Congress, I urge US Citizens to vote NO to any incumbent from any party. Vote the bums out of DC! DNR is an excellent point. Honeywell will probably do with Cote what Emerson Process Management did with John Berra. They immediately made the retired Berra a high priced consultant and even took him & his spouse on a trip to Hawaii with Emerson's top management team. What a deal! Where do I sign-up?

Thursday, August 25, 2011 - RE: Hurrah! Cote's retirement date is finally announced : April 1, 2015! Alleluia, but 4 more years of management terror!.....

With China holding most of the US debt today, they are really starting to get to a position to call the shots. This is supported by the fact that Joe Biden is now in China - finding that he is, for sure, having to explain to China the behavior of the US with the debt-ceiling public Kindergarten show put on by Congress and the House. 50+ year-olds playing in a sandbox like spoiled children - brats that need to be taken out to the woodshed and paddled.

So, Biden has had to explain US behavior. This must be a first!

Thursday, August 25, 2011 - To: I wonder if Cote will be placed on the "DNR LIST" after he leaves.

Putting all former employees on a "do not hire" list sounds like a discrimination policy that is illegal.

Thursday, August 25, 2011

The only thing UK HBS/ACS employees can now do to protect what little benefits they have left is to join a trade union. My recommendation is the trade union Unite, which represents the majority of the Honeywell UK workforce, and I can assure you they don't have to put up with half the crap you guys do.

Re: vehicle trackers - UK engineers have been told trackers have been successfully trailed in the US, Canada and Australia. Can anyone come back from these countries with any comments please, on what is meant by "successfully" - is it a positive success or a negative success for the employee.

Thursday, August 25, 2011

Cote retires in 2015 and is fully vested? When did he start with Honeywell?

Wednesday, August 24, 2011

They should just move the headquarters over to China and be done with the US because they have done US in. Greedy corporate traitors the lot of them. My advice to all is: do as little as possible at work for as long as you can because the day of US liquidation is a coming.

Wednesday, August 24, 2011

This is the first time I have read the blog. It appears that morale is low all over. I have been with the big H 35 yrs and now feel devalued. There have been many highs and happy times, but now I can't wait to retire (can't afford to go early). Can some one - USA, CANADA & AUSTRALIA - reply: Have you or are you about to have about to trackers fitted in vehicles? What an effect it has had on (UK) employees.

Wednesday, August 24, 2011

I wonder if Cote will be placed on the "DNR LIST" after he leaves.

I was told by a Honeywell employee in AZ that Honeywell is maintaining a huge DO NOT REHIRE list. She said that many of the people being laid off are placed on the "do not rehire database", and it is being used to avoid the rehire of former employees as positions are being brought back to the U.S. They end up hiring someone who is new to Honeywell, and pay them way less than the position previously paid. It makes me think HON laid all these people off just so they could reset the pay scale for these positions. Are the former employees being flagged for "DNR" because they were paid too much? Does anyone know anything about this?

Wednesday, August 10, 2011

Hurrah! Cote's retirement date is finally announced : April 1, 2015! Alleluia, but 4 more years of management terror!

Change in Directors or Principal Officers

The next CEO should be from China, but the blue blood Republican board doesn't have the guts. They behave like the Tea Party. With more than 50% of revenue coming from overseas, an overseas CEO is the right thing to do.

Tuesday, August 9, 2011

I've been working for Honeywell for over 30 years. I was an 'employee', then I was a 'associate', now I'm a 'employee' again. I thank God that I am in a union and have had somewhat of a buffer against their maniacal attempt to follow the GE and Toyota models. The only way to reign in the idiots running this company is to unionize. "Moneywell" is right on.

Monday, August 8, 2011

If Honeywell wanted to make a disaster film they could use the plot from the 'takeover' of Enraf and associated companies such as Contrec and Calibron.........

Monday, August 1, 2011 - To the poster who said, "I have yet to see a negative post that indicates they were targeted for removal after 30 years of innovation."

Let me guess, you're either a short-timer or else you haven't been paying attention?

S&C was ruined by exactly this practice. Long term employees with proven track records, some in management positions, were walked out. Other talented contributors tolerated the mismanagement and the accumulation of new daily insults as long as they could before leaving on their own. These weren't just run-of-the-mill employees. These were loyal, high talent, patent producing, technically gifted individuals who normally form the core of any company. The kind of employees most companies would actively recruit. Gone, solely due to Honeywell (mis)management.

A company can not lose talent like this without causing a long term negative impact. Once Cote's Cronies had wrung the vitality out of it, the same vitality that at one time had made it an industry leader, the Automotive business was sold, along with 160 long-suffering employees.

The bottom line: While the workers were still trying to deliver quality products on-time and satisfy customers, Cote was working to get rid of them and their jobs. After all, sucking up new companies, gutting them, and spitting out the bones is what he does. He probably even considers himself a loyal citizen, too. One truly wonders what he sees in the mirror.

Working for Honeywell today isn't much different from standing in the window at a burger joint asking people if they want the fries (chips) and special sauce.

Saturday, July 30, 2011

Actual people who vote in political elections are few and far between, but those that do are usually politically involved and motivated by a particular party or issue. Using this as an example, every Honeywell worker has a vote in the success and failure of the company, and every customer has a vote on the success and failure of the company.Those that actually participate in the voting are few and far between.

Involved employees will vote with their feet,either deciding to win with the company or deciding that they are unable to help the company win. There is a choice that needs to be made and like the old Rush song, "Free Will" by not deciding you have still made a choice. Why should the company except the same old when it can upgrade at just about every position?

I have seen company employees that are happy, and I have seen them promoted, and I have seen that more then hours worked, they have innovated new ideas to make the company more profitable.

We are in a global economy, so any job that can be done here can be done cheaper in another country. This means if we want to protect our jobs we have to be able to be more innovative then the Chinese, the Indians, the Malaysians. If we are not, then what reason dose the company have to continue to do business in your community?

Friday, July 29, 2011

I have worked for Honeywell UK for many years and would like to say what a wonderful company it is: The managers are always there for you when things go wrong; the customers have nothing but praise for the way the management handles day to day problems; the prices we quote for additional work are always very competitive; the pay awards are done on a very fair system; every problem an employee has, no matter how large or small, is dealt with promptly.

Well, that's what I would like to say. But then I would be just telling a massive lie.

Thursday, July 28, 2011

Many of the negative posts that appear on this blog are from long term employees. Most of them refer to their years of hard work and dedication. There seems to be a belief that hard work is something that is unique and therefore a premium. I would argue that those that labor the hardest are paid the least; look around at the most labor intensive jobs and you will find that they are usually paid hourly and close to minimum wage.

What is valued in the long term is innovation and knowledge-based expertise. Look at the highest paid in our economy and you will find that this is a common trait. I have yet to see a negative post that indicates they were targeted for removal after 30 years of innovation.

Thursday, July 28, 2011

Cote & Gregory forgot to mention that the USA is already qualified as a 3rd world country. This is a "Must Read":

Has America Become a Third-World Nation?

Judy Bachrach persuasively argues we are already a third world country based on three criteria. A third-world nation, it turns out, is, "generally categorized as poor with unstable governments." A key factor, we are told, is "the lack of a middle class, with impoverished millions in a vast lower economic class, and a very small elite upper class controlling the country's wealth." And, "Most third-world nations have a very large foreign debt."

ARE CEO's like Cote PROUD to have contributed to America's 3rd world country status? Are they considered to be leaders or traitors? What about the CEO's mega million annual entitlement packages - will they be cut in the debt/budget bills?

What about CEO's bundling campaign donations for candidates - is that really kosher? Also, "Most third-world nations have a very large foreign debt."

Thursday, July 28, 2011

Cote could get everything on his wish list and it would make no difference. He talks a good story, but in the end all that matters to him is the cost of a "labor unit." What the rest of us call "workers." He repeatedly demonstrates that the deliverables exchanged per unit of cost (quality, technical ability, on-time delivery, customer service) do not factor into the equation.

He has perfected the ability to run his mouth for show-and-play to the audience. At the end of the day he has no conscience; it's all about his bonus and perks.

Thursday, July 28, 2011

So much whining! Either I have to stop reading this blog or someone has to do something. Since I no longer work for HON, there is nothing I can do for those still at their desks. Many of them are only collecting their paycheck and doing as little as possible; morale is low and very few care. I can fully understand. The company discourages unity and people are afraid to take a stand for fear of losing their jobs. No one stands up for each other and they don't stand up for themselves - just what management is counting on. I was loyal and I did care about my work and I did stand up for what I believed in; it got me a PIP full of lies and misery. It's good to have a blog, but can anything be done? Is anyone willing to fight back? Is this blog the only thing we have?

My own story is horrendous and I am amazed that I lived through it. I was a dedicated employee for 30 yrs. When I quit it took 5 managers to figure out how to cover my work; 4 employees took over without a clue about my job. I miss my money and have yet to get over the trauma, but I do like being free.

Thursday, July 28, 2011

What Dave Cote needs to do is to stop laying off American workers, hiring foreign workers for next to nothing and then pocketing the profits.

Wednesday, July 27, 2011

Honeywell Chairman and CEO Dave Cote discussed the global economy, jobs, corporate taxes, and the U.S. debt ceiling on NBC's "Meet the Press" with David Gregory. During the segment, Cote said the U.S. government needs to find an economic solution that does more than the current solutions being proposed.

"The world has changed. We went from a billion participants in the global economy to four billion over the last 20 years. Yet, we still act like we did 20 years ago", said Cote. "We need an American competitiveness agenda that gets our finances right, and gets our energy policy, our math and science education, and infrastructure right."

It is ironic that you are sticking your nose in the government's business when you and your kind are responsible for the nightmarish debacle that we are in, and for also ensuring that there is no easy way out, as a result of your continuing betrayal of the American worker, and your sabotaging of the government's efforts to recover the economy and restore economic growth.

It takes job creation, more than anything else, to drive and sustain the economic recovery and growth. It is the main catalyst that drives everything else in the economy.

How can the government ever find "an economic solution" when you and the corporate world are increasingly undermining their every effort by sending American jobs elsewhere? You misuse the government subsidies and the corporate tax incentives intended to generate jobs in America, to boost your profits and fill your pockets. You are, in effect, robbing the American government and the American worker, and betraying both their trust.

Have you been creating jobs lately, or plan to in the future? Have you been eliminating jobs? If you answer yes to the first question, and no to the second, then you are an integral and part of the economic problem and a continuing hindrance to its resolution. So much for your "economic solution".

It is easy to speak like a politician: "We need an American competitiveness agenda that gets our finances right, and gets our energy policy, our math and science education, and infrastructure right", but then offer no real solution to back up the rhetoric.

Yes, the world HAS changed, but for the worse, as far the American worker is concerned, because of people like you; and for the better, for the overseas workers that you patronize. The additional three billion participants in the global economy are the result of people like you sending American jobs to them, while subjecting the remaining American worker to a life of constant fear with the ever present threat of you out-sourcing and off-shoring their job, unless they are submissive and obedient and cheaper. You spit on experience and loyalty, and lick up cheap labor with no regard for the consequences or long term impact. How patriotic is that?

And no, we DON'T "act like we did 20 years ago". You (as in corporate leaders) are acting more treacherous, greedy, selfish, irrational and inhumane than leaders did 20 years ago. The bullying of the American worker to turn them into slaves by constantly threatening them with the three billion cheaper slavesâ labor (victims) is something quite different from 20 years ago. You are suffocating and killing the American innovative and competitive spirit and drive, and demoralizing the American worker into a pathetic submissive and obedient dog with no voice, or balls. You bully your most experienced, loyal and productive (qualities that you lack) workers to save money at the expense of all else. That is very shortsighted, cowardly and foolhardy, and yes, un-American! How does any of this fit into your suggestion for "an American competitiveness agenda"? How can we be competitive when our products, delivery time, and customer satisfaction are becoming sub-standard?

And if, as you suggest, "the U.S. government needs to find an economic solution that does more than the current [temporary] solutions being proposed", how are they to do that without the corporate world participating in, or contributing to, the effort, instead of greedily and selfishly filling their corporate coffers and their executivesâ pockets, while sending the American jobs elsewhere? Talk about picking someone's pocket after they are dead!

The governments have had to bail out corporations when they were drowning in the quagmire of their own making, due to their shortsightedness, greed and selfishness. How about corporations returning the favor, just by saving American jobs? Is it possible with the current crop (crap) of CEOs? LOL!

The "re-education" of America ought to to start with educating the CEOs and MBAs (and the politicians) in SIMPLE economics, SIMPLE math, SIMPLE common-sense, SIMPLE logic, SIMPLE humanity, and loyalty and patriotism. LOL If that is too advanced for them, perhaps we can start with day care and kindergarten. It is obvious that the MBAs can't add or subtract, or they won't be in the mess that they are in. Common sense dictates that if you waste 2 trillion dollars elsewhere; then you have 2 trillion dollars less at home. And if you send jobs overseas; then you have less jobs at home, and so on, and so on. Get it?

If the actions of the political and corporate leaders of America, in the past 10 years, and especially in the current debt crisis, is any indication of what education gets you, then, perhaps, Americans need to become uneducated. At the same time though, it is amazing how childish and uneducated the political leaders in Washington are behaving. It begs the question; is there not even one adult in the "house"? I have seen poor, uneducated children behave much more responsibly than those spoilt selfish brats!

The financial corporate leadersâ mistakes caught up with them with the housing crisis. The political leadersâ mistakes have caught up with them with the waste of 2 trillion dollars on destroying others' infrastructures (and have none left for their own infrastructure). It is just a matter of time before the newer corporate leaders with their back-stabbing of America catches up with them and America, again!

With the politicians wasting 2 trillion dollars offshore, and the corporate leaders sending American jobs overseas, perhaps they deserve each other. And to brazenly go on national television touting what is wrong with America when you are part of the problem is downright insulting to everyone. And there ought to be a law against that.

Tuesday, July 26, 2011 - Re: Gone after 31 yrs:

So glad to read that someone else went thru what I did. It makes the abomination more believable. HON does strange things to employees. It took them 2 yrs to get me out,and rather than wait for the next hammer to fall, I retired before the end of my 60 day PIP. I was told the PIP would make me a better employee, but it was a circus.

No human should be treated the way HON HR & management has been approved to mistreat employees. There should be some compensation for emotional abuse. However, I just want to move on and away from the dysfunction. Who do they think puts their products out the door? Engineers need to join forces and have got to start standing up to them; however, I doubt that will ever happen.

Tuesday, July 26, 2011

I left Honeywell after being overlooked for promotion and a painful work experience I miss my peers, but not the sad state of the supply chain. I'm enjoying the freedom, and happiness is mine.

Monday, July 25, 2011

I worked for Honeywell for over 31 years and there weren't very many people that worked as hard as I did. But when they thought I was not useful to them anymore I was put out like yesterday's trash. I knew it be a disaster when they started products out of the country, but nobody wanted to listen. Honeywell employees know that if they disagree they are told, "Well you just don't want to change".

No, been there done that . It didn't work the first time you tried it and it won't work now . Oh well, I'm out of there, though not by choice. I know this won't be posted, but I wanted to say it any way.

Sunday, July 24, 2011 - re: More money:

100% in compliance. If I was ever asked to return to Moneywell, it would be for mega bucks. One thing I learned is that those engineers that have good solid technical skill at Moneywell should be demanding an immediate 50% raise. With your skill and experience, you would get this value no problem outside in the industry because you have amazing capability that is highly sought after.

Don't worry if your demanded salary is even higher than the managers. Can they do your job? No. Can you do their job? yes. So then, the raise is easily justified. Yep, go in there and start talking real money, you deserve it.

Saturday, July 23, 2011

I don't know about anybody else, but if Honeywell contacted me and asked me to come back and work for them on a contract basis, the hourly rate I would demand would made Diamond Dave's compensation look cheap by comparison.

Thursday, July 21, 2011

It appears Diamond Dave has come up with a new way to show that he is not shipping USA jobs overseas. UOP likes to enter into contracts with retirees in case they need a little short term help with a project, troubleshooting a customer's problem, teaching, etc. The retirees know how UOP works, and UOP knows what their skills are since they have worked there 20 to 30+ years. There is no guarantee of work, and no payment unless there is work done. However, starting this year each contractor is counted just like a full time employee. Even if they end up doing no work at all, they are still counted as one full time employee. Is this happening elsewhere in Honeywell.

Thursday, July 21, 2011

The Honeywell factory where we work has been strangled by HOS and 5S management schemes.We spend more time in meetings and computer applications than we do actually producing the products. Fortunately for the Koolaid-drinking management, Production orders have been quite low since 2003.

Outsourcing to several other countries is starting to make work at our factory backup and require obscene amounts of overtime - which at the moment is a boon for those employees that are willing to work extra hours.

There is great uncertainty as to how long this can go on before we start losing customers. Us old timers stopped offering suggestions long ago and are on autopilot from day to day. We just wait to hear the sound of money... "Can you come in early or stay late today?" or "Saturday and Sunday?" - Chaos is Cash!

Tuesday, July 19, 2011

Another town hall with less than stellar leadership. If it isn't on a slide then leadership won't talk about it. Honeywell has become home of the average. People with drive get the air sucked out of them. Procedures, standards won't allow any new initiatives to succeed. Gotta put the right bullets in the gun before going to a gun fight. Honeywell is going to a gun fight with a rubber band gun. Good luck!

Monday, July 11, 2011

I worked in a microcosm in the world of Honeywell, but I believe it is a very accurate representation of what is happening at large.

My ex-manager was given a 50% raise to take over a team whose domain he had no knowledge of, I would imagine simply for the fact that he was able to demonstrate over the years that he could get new hires to do the same work as trained, technical employees without spending minimal company time/money. He quickly applied everything he learned from the HW School of Management and made enemies of the team, and bullied them into submission.

Not being satisfied with just that, they have created a little band of miscreants and are now trying to boost each other into upper management, get the company to pay for their MBA education, etc.

Nothing has happened since I left, and I believe it is a reflection of upper management's tacit support of this particular brand of leadership. They will continue to allow this to go on, and the only time HW will do anything about it is if they have an HR or Worker's Board case levied against them, someone does a cost analysis, and realizes it would be more profitable to fire the managers than have to pay for a settlement.

It's only about the dollars.

Saturday, July 9, 2011 - In response to: What is happening at HPS?

Bottom line is that nobody is leading the Company. It is survival mode 100%. They are suffering from some bad acquisitions (Matrikon and RMG). They could have paid for Companies that would have increased market-share, instead of 2 laggards. Nobody is in CHARGE from a sales standpoint for sure. Why do the Regional VPs of Sales report to the President and not the VP of Global Sales? Harvard Business School would like to know the logic - maybe Honeywell is developing a new and improved reporting structure for accountability. Very much doubt it.

Friday, July 8, 2011

Recently a lot of people left a company after they had continued to work in it for some time, following its acquisition by Honeywell a couple of years ago. They took this step as soon as they fully understood the stupid/ignorant manager-dominated Honeywell culture which places no value on technical skills, and values process for its own sake and for its wonderful utility as a club to be used against the 'undesirable' elements.

The top level management of Honeywell rewarded the Honeywell manager who was in-charge of the merged company by giving him a promotion. And the worst manager of the company who embraced the Honeywell culture to the hilt - becoming more of an ardent advocate of the inane Honeywell processes than the old time Honeywell managers themselves - was similarly rewarded handsomely.

Perhaps the Honeywell management culture reflects the American culture as a whole, where the managers with little or no skills now dominate the producers and the innovators and the workers in all walks of life - in factories, in schools, and in whatever is left of the corporate R&D labs. Nevertheless, it is worth recording in real time what could be viewed by history as the reasons for the slow devolution of a once great company.

Thursday, July 7, 2011

What is happening at HPS after the re-org? I have heard that people put in management slots are old time Honeywell employees with nothing more to their resumes than responding to the installed base of Customer's and selling service contracts in addition to being cronies of Norm and Frank. That only lasts so long, especially when most of the Refineries are switching to other Control System vendors. I work at at Competitor and we have seen a lot of Honeywell resumes hit our web site.

Tuesday, July 5, 2011

Unfortunately, the units being manufactured are so poorly built that the majority of them have to be 'reworked' when they are received in the US because they don't pass the incoming inspection. I do not fly for this very reason; there have been too many unexplained malfunctions for my comfort level. I have told my spouse that the only vacations I will go on are ones where we can drive, as I will not fly! Too bad our Quality Policy states things that are not actually practiced, like improving processes and systems...

Tuesday, July 5, 2011 - Re: Globalization

Yup. All the while Cote and his cronies make out like bandits for tossing employees worldwide to the curb. This would never have happened back when the name "Honeywell" actually stood for something. Like 'quality', 'customer service' and 'pursuit of excellence.' Cote's follow-the-herd mentality has tossed those traits to the curb also. Meanwhile, he and his like-minded bandits profit handily simply because they happen to be in positions to screw with everyone else. And the BOD is too stupid to provide guidance otherwise.

It still comes down to the ability to satisfy customers with a combination of quality products, competitive prices, delivered on time and customer service. Cheap products by themselves are worthless. Typically, this requires trained and dedicated employees. Since Hon has repeatedly demonstrated that they no longer give a crap about employees, then obviously they intend to walk a fine line with their customers and hope that quality and service don't deteriorate more than customers will tolerate. Good luck with that if they move into China's interior.

It still amazes me how the shamans and schemers that populate the upper echelon of this organization are able to get by with living so large off the efforts of the underlings who actually build the products or know anything about them. The pay gap is appalling. "Parasites" seems like an apt description.

Friday, July 1, 2011

This is simply the end result of Globalization. The world will find its balance. Pay in Outsource countries will rise, while NA salaries will drop. When China/India becomes too expensive they will move to rural areas (already in motion in China) and scrap the buildings in the more expensive regions, toss people to the curb. There are less labour laws over there so it is no problem. When rural area salaries become too high, the next country will be exploited for low wages (Africa?). All the while, NA salaries will come down some. I would guess they will come down 30 to 40% by the time it is all over. Who knows where the bottom really is.

My only advice is to start looking for a new job. Get out of product development industry. It is dead.

Friday, July 1, 2011

I know for a fact that Honeywell Deer Valley, AZ is hiring some of the positions back that went to Malaysia. Unfortunately, they are offering over 25% less than these positions previously paid. The positions have an stronger focus on HOS, SIX SIGMA, and 5S, which gives MBA-paper pushing efficiency experts something to do-or look at anyway.

I can't help but think that this transition to Malaysia was just a way to break salaries in the US. It certainly has turned out to be a low-risk move on Honeywell's part - outsource it overseas, and if it fails, we can bring back to the US, for at least 25% reduction in North American labor costs. I would like to know what everyone else thinks. Is there more or less to it?

Tuesday, June 28, 2011

If some jobs are indeed coming back to N.A. as some people are suggesting, does that mean that companies may be hiring, or will they be expecting their current workers to be doing twice as much work as before? Where I work they have not replaced anybody that has left or died in the past 3 years, even though the amount of work had increased. They need to play a little better if they want to keep their experienced people.

Saturday, June 25, 2011

If an unscrupulous manager has been, or is, out to screw you, there isn't much you can do about it unless there are others that feel the same way and are willing to do something about is as a group. As was suggested in another posting, the only other way to feel some satisfaction is to reduce your productivity which, unfortunately, means that the company will suffer instead of the unethical manager. But, since HR and the other levels of managers make up the company and condone these unethical practices, then one should not feel guilty about reciprocating for the unethical practices directed. But, the manager and his cronies will still get the last laugh at yours and the company's expense. Crime does pay sometimes.

Friday, June 24, 2011

Yet another safety violation and fine at Honeywell Metropolis plant, this time from OSHA.

US Labor Department's OSHA proposes $119,000 in fines to Honeywell International in Metropolis, IL. for safety violations following vapor release

Wednesday, June 22, 2011

An incompetent manager would never reward those that make him look good, because those same people would be a direct threat to said incompetent manager's position & future.

Friday, June 17, 2011

I agree that being very good at your job does not guarantee that you will be compensated in kind, especially if that compensation depends on an unscrupulous and unconscionable manager with his or her own biased and unfair agenda. But worse, you will find that you will always get the most complex, difficult and urgent jobs, and will constantly be pushed to do more and more, and will always be used as a guinea pig to experiment with every new tools and processes. In the meantime, the floaters, deadbeats and incompetents (which may include your manager) will be getting away with doing very little, as they are not expected to do much, and /or they will screw up everything anyway.

Also, there are people who takes three times longer than others to complete any task, and are always given overtime to finish their tasks in that time. Can you get a better deal than that? And, the manager never seems to get it. How unfair is that? These people are proud to tell you that they enjoy screwing the company for decades when, in effect, they are screwing their co-workers who have to carry the bulk of the workload and the weight of the injustices. With unconscionable leaders and an unconscionable manager and unconscionable co-workers, you are basically dead!

Take this from a stubborn guy who loves his work and have been putting up with this crap for 27 years, and seeing it just keep getting worse and worse with the company's push to get a lot more out of us for a lot less. Believe it or not, it can be easier to get more out of someone already giving 100% than it is to get more out of someone capable of only 40% productivity. And the managers know this; but some just stick to their unfair and biased agenda of rewarding their favorites/friends at all cost.

The saying that we bring most of our problems upon ourselves is true and is sometimes a hard habit to break. I would suggest that if you are someone that is giving much more than others, not compensated fairly, at your maximum productivity level, are being asked to do even more, and have an idiot for a manager, may be divine signals to apply a counter-offensive strategy and reduce your productivity to suit. Or, pray that your manager will just disappear and be replaced with a fair, reasonable and rational human being. LOL! It is very demoralizing to have an objectionable manager instead of an objective one.

A previous posting rightfully suggested that one would think that a smart manager would want to reward the people who make them look good, but not all managers are smart.

Wednesday, June 15, 2011

I'd like to see an executive get more responsibility by being named CEO & being told: sorry no raise.

Wednesday, June 15, 2011

Here is the dilemma: If you are very good at what you do and are very deserving of the above-average compensation, or a promotion, you will probably never receive either - especially if your "superiors" (inferiors, really - as they are incapable of doing, or appreciating your work) are disgustingly unethical and unconscionable in the performance of their job. One of their duties is to be fair and objective in performance appraisals, as opposed to being biased and discriminating in favor of their favorite person or friend, which in effect may mean recognizing and rewarding incompetence over excellence.

I know for a fact that most of the managers that I have slaved under have practiced racism, discrimination and favoritism with almost total disregard for fair and objective P & D evaluation, and totally ignoring the inputs from our internal customers when it comes to being fair in compensating top performers. They have thereby rewarded the person with the least experience, and the most defects in their work (based on customersâ appraisal and dissatisfaction), at the expense of some of the most dedicated, productive and accurate workers, all in the name of friendship.

It is unfortunate that no matter how very good you are at your job and deserving of better compensation, it is all for naught if your manager unscrupulously practices those despicable qualities, and rewards incompetence over excellence, by consistently rewarding his or her favorite person or friend.

If you have given more to the company than most, as I have, it is not really "the company", per se, that decides your compensation, but your manager, unfortunately. If it was the manager's company, they will never be so nice to their least productive employee, friend or otherwise. As it is, it is someone else's money that they get their own compensation and bonuses from, and can direct the biggest chunk of the department's salary-increase budget to their cronies without any accountability or remorse. How do you counter that?

Paid-per-performance is at the discretion, or indiscretion, of the manager, unfortunately. One would expect that they will be nice to the people that make them look good; but again, they have the power to manipulate the P&D forms with lies to suit their purpose, at the expense of the victims.

Nevertheless, if you are very good at what you do, do you really want to be promoted and be doing things that you may not be good at (counter-productive, slave-driving managerial duties) for little or no additional compensation, and lose all respect from the people serving under you. The only time you will hear of compliments being paid managers is from someone who is being unfairly favored by those managers, especially that someone that is least deserving of favors. I have hardly ever heard of top performers in a group complimenting their manager. Why is that?

Furthermore, if the powers-that-be know that you are very good at what you do, the chances are that they may not want to promote you to a non-productive position anyway (that is their area of expertise) whether or not they are willing to give you better compensation. In other words, they can get more out of you, for less, by keeping you in your current position and, at the same time, look good at your expense. Don't be surprised if a low-performer gets promoted, especially if he or she is a favorite or friend of the boss. Discrimination and prejudice sucks, especially in the work place!

In the old days, a promotion used to mean something in commanding respect and appreciation and money terms. Now, however, it can mean an insult to you, and to your peers.

Wednesday, June 15, 2011

I was let go in July of 2010 after 30 years service without even a thank you. My business unit was "transitioned" to Mexico and the Czech Republic. Apparently, all is not well in those far-flung exotic locations and I had been hearing rumors that a lot of the work was coming back to the U.S.

Well, I guess that rumors true because my old manager just called me and offered me my old job back doing the exact same work. One small difference: I would be paid less, I would be a contract employee with no benefits, and I would be subject to mandatory 6-7 a week mandatory overtime.

Thanks, but no thanks! I'm now working for a smaller aerospace company making better pay I was at HW and the benefits such as health insurance are way better and cost me much less per month. The atmosphere is laid back and I haven't heard anyone yelled at or threatened since I've been here.

Take heart, all of you suffering HW employees. I was in your shoes not too long ago and there is a much better life outside of that place. I guess I should thank HW for making me seek the better life by forcibly shoving me out the door?

Tuesday, June 14, 2011 - from WYSIWYG

I used to see that. But then, with no extra compensation, I decided to not put in the extra work and take on the extra tasks. So now I am fully utilized with my regular day job and I say "no" to extra tasks. If there is high pressure I say, "the only way I could complete that task on time is to work overtime, with pay". and that usually ends the conversation.

If they gave promotions or raises to recognize the extra work and more difficult tasks, that would be one thing. But to give nothing and expect us to work for free is insulting. No Thanks.

Yes there is a lot of room for advancement. But as they said, promotions would come with NO pay raise. That is not a promotion at all. No thanks to that too.

Thursday, June 9, 2011

I am interested in hearing from the WFS's throughout HW. Do you see opportunity for advancement to a supervisory position, or do you feel that you are stuck with no way out (up)? Do you find that more and more responsibilities are being thrown at you yet the compensation isn't there? Any feedback is appreciated.

Monday, June 6, 2011

The article about the sales executive for Honeywell is from the Onion - a satirical news page. The article makes a great point with its satire.

Friday, June 3, 2011

Just think how many $200 bottles of wine, $1000 dollar dinner parties, trips to gentleman's clubs, pole dancing places and other sales extravaganza items submitted and approved on Honeywell expense reports that $79K will cover. I smell a very valid and winnable lawsuit on this one.

Thursday, June 2, 2011

After learning that he had been laid off Friday by global conglomerate Honeywell International, senior sales associate Edward Morway expressed relief that his employer of 14 years would be able to scrape by. "When [department head] John [Condos] called me into his office and explained the tough business climate, my heart just sank for the company," said Morway, adding that he "immediately understood" how cutting his $79,000 annual salary would help keep the multibillion-dollar corporation afloat during a feeble economic recovery. "Sure, I'm worried about providing for my wife and kids and making my house payments, but Honeywell executives have 128,000 employees and stockholders in locations all over the world to think about, so it would be unfair to even compare my troubles to theirs." Morway also said that the decision of the Fortune 500 corporation to fire him right before he received matching retirement funds was a "really smart move," given the lean times Honeywell was currently facing.

Guy Who Got Laid Off Just Glad Multi-National Corporation Will Make It