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HPInc Employment Issues
(Updated Apr 1, 2021) Confidential email for corrections or comments: email@example.com
You can see the type of work being done in a given country or at a specific site by using the HPInc job search database.
Current status of Employment Lawsuits
HP statements on employment:
"...how do you keep up with this next generation of IT and how do you bring people into this company for whom it isn't something they have to learn, it is what they know. ...we put in place an informal rule... when you are replacing someone, really think about the new style of IT skills."
"...we need to return to a labor pyramid that really looks like a triangle where you have a lot of early career people who bring a lot of knowledge who you're training to move up through your organization, and then people fall out either from a performance perspective or whatever..."
--former HP and HPE CEO Meg Whitman to stock analysts in 2013.
"...eventually you will wear out. Not many people can last for twenty or thirty years, which is why we need to attract young people."
--Antonio Neri, now CEO of HPE, quoted in the 2016 book "Becoming Hewlett-Packard"
"Employees were selected for the reduction in force because the job they were performing will no longer continue, their skill set was not applicable to the Company’s or organization’s operations going forward, and/or other employees were viewed as better qualified because of past performance and competency evaluation, which may include skills, abilities, knowledge and experience."
--from the legally-required Attachment A provided to those 40 or over
HPInc U.S. formal rehire policy: "HP Rehire 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." "Employees who retire under the [PRP] 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."
"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 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 formal and informal rehire policies do not contradict any previous version of the Waiver and General Release that you signed in order to be paid severance or a retirement incentive. Read your actual agreement. You agreed not to apply for employment for a certain time period -- and you acknowledged that you are not entitled to future employment. Sample Waiver agreements and related issues: Waivers, SPDs, Rehire Restrictions
If you were formerly a regular, direct employee of HP or HPE -- or are in the process of leaving -- join the HP Alumni Association. No charge, thanks to HPAA members.
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