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Waiver and Summary Plan Description documents
(Updated November 6, 2017.) Questions or comments to: firstname.lastname@example.org
This section is US-specific. "The changes to the workforce will vary by country, based on local legal requirements and consultations with employee works councils and other employee representatives." Typical SEC filing
The US Equal Employment Opportunity Commission has a helpful guide: "Understanding Employee Severance Agreements"
Recent Waiver and General Release Agreements contain a 537-word paragraph, which includes: "The parties further agree that this Agreement is intended to be strictly construed to provide for arbitration as the sole and exclusive means for resolution of all disputes hereunder to the fullest extent permitted by law... The parties expressly waive any entitlement to have such controversies decided by a court or a jury." Related topic: HP employment lawsuits
A formal US policy was issued in 2014 -- and is still in force at HPI and HPE. It is not enforced by DXC..
HP and HPI WFRs:
Policy: It is important for HP to protect the investments made
in workforce reductions and to keep its commitment to current
employees to invest in their careers by creating opportunities
for growth and promotion. As a result, under current HP Policy,
former employees who left the company, in May 2012 or later,
through a workforce reduction program are ineligible for rehire
or to be engaged as an agency contractor. These policies may
change from time to time."
"Employees who retire under the Program will be subject to HP's
policies regarding rehire, which are subject to change at HP's
discretion. These policies currently provide that you will not
be eligible to be rehired or work as a contractor for HP at any
time in the future."
"After this 60-day period, you are ineligible for
rehire... Additionally, former employees who left under a
severance agreement or enhanced early retirement, workforce
reduction or similar circumstances (e.g., MSA or ETA) are not
eligible to return to HPE as an agency contractor."
The formal policies do not apply to people who resigned without a payment, however members report that recruiters and hiring managers assume that they received payment and are therefore not eligible for rehire.
Returning via an agency or contractor no longer works. They are required to submit SSNs.
The current informal and formal policies do not contradict the terms of any Waiver and General Release that you signed in previous years in order to be paid severance or a retirement incentive. If you just skim your agreement, the tendency is to focus on the number of months or years mentioned -- and not the precise legal wording.
- You are not entitled to future direct or indirect employment with HP, subsidiaries, joint ventures, or successor companies. The key phrase is "entitled to any employment" or "no right to be employed." This deals with any promises that might have been made to you -- or assumptions that you might have made.
- In earlier versions of the Waiver, you agreed not to apply for employment for a certain time period. The key word is "apply." This clause says nothing about what might happen if you apply after that period.
From a purely financial point of view, paying people to leave and then hiring them back, whether directly or indirectly, doesn't make sense.
Eight former employees -- from CA, DC, IL, TX, WA, and VA; some of whom did not sign the Waiver and General Release Agreement required to receive severance -- have filed a class action suit accusing HPI and HPE of age discrimination in layoffs. (Employment suits generally move slowly. The class action filed in 2006 concerning EDS/HP overtime was settled after nine years, 79 depositions, and 1.5 million pages of documents -- paying an average of $950 each to 2,700 people in 2015.) Details: HP Employment Lawsuits
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