Layoffs in the Oil Patch 3

[fotze2]

Originally Posted by I-Hate-Hulse

Regs changed, and the work I was hired to do is probably going to be delayed a couple years. There's the potential for what I bring to be needed then. So I'm expecting to be cut - just debating if I self select or wait out the axe (recognizing the 'package' isn't going to be more than 3-4 weeks with a year of service vs 2 weeks notice if I self select)

Ahhh, more complicated than I expected, but makes sense.

[Shazam]

If you get severed, you can get EI eventually. If you quit then no EI for you.

[fotze2]

Originally Posted by Shazam

My back neighbour was a 'geer, he got laid off eight times.

Just one for me (so far)on my birthday. Unless getting walked out immediately after resignation counts, then two.

[Shazam]

I remember when I resigned at flying tubes company, I gave my two weeks notice, my manager asked me - at a team meeting no less - if I'd be okay with leaving after one. I said yes. He thought that that meant I got one weeks' worth of pay. Also he didn't know that vacation pay was a thing. #### he was an idiot. I found out he got demoted shortly after I left.

[Torture]

Originally Posted by I-Hate-Hulse

Regs changed, and the work I was hired to do is probably going to be delayed a couple years. There's the potential for what I bring to be needed then. So I'm expecting to be cut - just debating if I self select or wait out the axe (recognizing the 'package' isn't going to be more than 3-4 weeks with a year of service vs 2 weeks notice if I self select)

If you find a new job and have somwhere to land, makes sense to leave now.

If you don't have anything lined up, generally makes sense to wait so that you can collect the small severance and then EI. If the lay-off is strictly based off changing regulations/shortage of work and not performance, it's unlikely they'd mark you as ineligible for rehire. It's tough out there in the job market so I'd say to wait it out until they make the decision or you find something.

[Wolven]

Originally Posted by Torture

I dont know why you would mark someone as not eligible for rehire if it was without cause term unless theres more to the story. (It might legally be without cause but there is still...cause) Probably varies by company policy and case by case . Where I work (not O&G) we reserve "do not rehire" strictly for exceptional cases of misconduct, theft, etc.

I know at one place I worked at they had a DNR checkbox that HR offboarding did not understand and they were checking it On constantly. They had no idea that it meant "do not rehire this person, ever".

[Torture]

Originally Posted by Wolven

I know at one place I worked at they had a DNR checkbox that HR offboarding did not understand and they were checking it On constantly. They had no idea that it meant "do not rehire this person, ever".

Other way around at my company, but we had to take the option away from managers and tie it to specific termination codes because managers were doing the same thing and they were marking around 70% of terms as not eligible for rehire.

[kevman]

At a previous employer there was a policy that you could not be rehired while you were in your severance period. Other than that, in my experience, companies often hire back severed employees if they're available when things pick up again. Sometimes, you're actually a high valued employee, but there is simply no work for you. In those cases why wouldn't they want you back?

[Shazam]

Most places will have a clause that severance needs to be given back if one gets a job in that severance period. Guess it keeps things less awkward.

[Locke]

Originally Posted by I-Hate-Hulse

Regs changed, and the work I was hired to do is probably going to be delayed a couple years. There's the potential for what I bring to be needed then. So I'm expecting to be cut - just debating if I self select or wait out the axe (recognizing the 'package' isn't going to be more than 3-4 weeks with a year of service vs 2 weeks notice if I self select)

Yeah, I've seen this happen on several occasions, an employee is let go because the job or project they were working on was coming to an end for one reason or another and there isnt another one to assign them to and then lo and behold there comes a delay in completion and they want that knowledgeable employee back because the project was supposed to be finished and now its not.

It happens. I think usually they're brought back on a contract basis though, what that does to already agreed upon severance I think depends on what was agreed upon within the framework of the package, but I'm no employment lawyer.

[shermanator]

Not layoff related but opinions on Tourmaline? May have an opportunity there coming up that I'm kicking tires on.

[Weitz]

Originally Posted by shermanator

Not layoff related but opinions on Tourmaline? May have an opportunity there coming up that I'm kicking tires on.

If you think CNRL is bad…

[fotze2]

Originally Posted by Weitz

If you think CNRL is bad…

I know some who love it and some who definitely do not. They used to not have any HR people, not sure if that’s the case any longer.

Pm me for stuff I can’t say

[Whynotnow]

Originally Posted by kevman

At a previous employer there was a policy that you could not be rehired while you were in your severance period. Other than that, in my experience, companies often hire back severed employees if they're available when things pick up again. Sometimes, you're actually a high valued employee, but there is simply no work for you. In those cases why wouldn't they want you back?

Yup, my experience too. Once expired then often one extra level of approval required.

[calgarygeologist]

Originally Posted by fotze2

I know some who love it and some who definitely do not. They used to not have any HR people, not sure if that’s the case any longer.

Pm me for stuff I can’t say

Still no HR which is good and bad. The growth over the last year has definitely exposed some cracks in the business, processes and leadership. A lot of fun can be had there though.