IBM outsources/lays off senior employees with buyout packages that require you to sign a paper agreement certifying that you will not sue IBM. If you fail to sign this "Covenant Not To Sue", you will not receive the package.
IBM practices ageism
IBM/SETERUS - STOPPED CONVERTING TEMPS TO PERMANENT EMPLOYEES BECAUSE THEY USE SICK LEAVE AFTER WORKING FOR 2 YEARS WITH NO SICK DAYS ALLOWED, AN AVP HAS TO APPROVE ANY MEDICAL APPOINTMENTS MADE DURING WORK HOURS, AND THEY REQUIRE ADDITIONAL FORMS TO BE COMPLETED BY DOCTORS (WHO DO NOT WANT TO COMPLETE THEM OR CHARGE EXTRA) IN ORDER TO HAVE A LEGITIMATE MEDICAL ISSUE COVERED BY SICK LEAVE. THEY FREQUENTLY REQUIRE MANDATORY OVERTIME FOR WEEKS AT A TIME (10-12 HOUR DAYS). THIS A HIGH-STRESS JOB THAT REQUIRES A PARTICULAR PERSONALITY TO BE SUCCESSFUL.
I found no age discrimination during my tenure and I had employees that were 65+ yrs. young.
Resource actions (layoffs) are to reduce the over age 50 population. New hires are targeted at H1-B visas. IBM is viciously using every nasty tactic to rid the company of everyone over 50! Actually trying hard to eliminate all US staff. Problem is they need us older staff to do the work and they will soon realize we are GONE. They have cut the core of IBM. Watch it topple, so very sad. IBM is discriminating against all employees over 50. They also discriminate on employees who enroll in the Transition to retirement by inventing low performance (if they are leaving the are rated a 3!). Rating a 3 makes the T2R employee then eligible for RA. government should investigate! But know that IBM is no longer a U.S. company with their goal to cut U.S. staff to 10% or less so nobody is safe. I found no age discrimination during my tenure and I had employees that were 65+ yrs. young. IBM practices ageism.
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After reading the comments by those who express their perspective of age related discriminating practices by more than a few employers, I felt very concerned for older workers that need/desire employment. I wonder if these employers understand that it is not just the revenue from young adults that keep them in business. I wonder how they would survive if the older generation would stop supporting their businesses. I also wonder if these employers understand the principle of sowing and reaping? I am grateful to your agency for providing the results of your survey and your commitment to provide older workers with reliable job leads.
-- Marie Moore, AARP