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Who should get my loyalty? United or American?
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How do you think it would go?
HR is not your friend.
You're right, of course.
I went to HR and phrased it as wanting to figure out what they had that I didn’t. Turns out some of it was lack of boundaries. I have them and the jr folks didn’t. Once i realized my wisdom was what was the problem, I decided I was ok with it and started behaving as such. Surprisingly I was promoted next cycle.
What do you mean by lack of boundaries? Working long hours? Stepping outside of your usual role? Something else?
Told HR in my exit interview it was the reason I was leaving. They just said ‘yes, we hear that a lot’…
Pwc I think lost a lawsuit around it.
Only informally with two partners, who agreed with what I said. Reality is age discrimination is widely accepted. I run circles around people half my age, but it doesn’t matter. Meantime, Trump Administration is telling us to retire later. Ok, sure. They have no idea, or do and don’t care, that there are no jobs.
Long-term, my concern would be job security and making enough to retire. It also gets old having people who are far less technically competent than me assume the opposite at the start of every project. But yeah, I am basically riding it out at the moment.
DEI also covered this. Now its gone. Hope you werent one of the ‘anti-woke’ people
You're assuming a lot. I'm probably going to stop responding to you, because what's the point?
I have not but absolutely felt it - at my prior big 4 company.
Got let go with a rif… several over 50. I had stellar reviews. I had to sign a paper to get my severance saying I wouldn’t sue. They know what they are doing and ageism is real.
You don’t have to sign right there, your state probably has timing to sign. Where I live it’s 30 days. They cannot rescind or amend what they offer. It gives you time to consult with a lawyer.
Pro
Document and call out their BS. You don't have to threaten a lawsuit to get their attention. Just nicely ask them to explain this pattern of behavior ( referencing your documentation) and ask what you need to do ( besides lose a few years 😉) to get a promotion. Timing for this matters.
The response will tell you whether you need to look elsewhere or just continue to document. Also, document your meeting and note if any evaluations change afterwards. And never say never to a law suit, especially if you see any retribution.