Honeywell counts on our people to deliver superb performance for our customers every day – and in return, we offer compensation that links your pay directly to business and individual results. Our pay-for-performance approach is designed to be fair and consistent, individually differentiated based on results, market competitive and compliant with local laws.
We also provide competitive benefits programs in every region in which we do business. While our benefits plans vary in availability in our different locations, we offer a broad range of benefits that are part of the value you receive as a Honeywell employee. Wherever you are with us, you will find benefits that can help ensure your health and well being, and contribute to your financial security.
No match 1st year. Just raised match from $.75 per dollar saved on first 6% to $.875. Sounds good, BUT! Took away giving match every pay check. Now you only get the match once per year. Of you quit or retire during the year you lose the match. So no dollar cost averaging any more. And most of think the will say due to this or that we can not give a match this year.
Vacation - unlimited vacation now. But everyone is afraid to take any days off or it will be used against you at review time. Health Insurance - Terrible. Almost $600 per month premiums for a family. And a $3000 deductible. The only 80/20 coverage. No HSA match. Dental - no company help. You pay the full cost! Raises- less than 2% if you even get one. At least 25% of people are forced to be on performance improvement and don't get a raise. And many years no raises for everyone.
Worst Thing - "Unlimited Vacation"
Honeywell until this year had a fantastic 401K match - 75% of the 1st 8% of employee contributions. This year, the company decided to keep for itself the interest and not convey the match to employees until after the contribution year has ended. It was a motivating engagement factor to have that joint amount in the savings account and help & watch it grow throughout the year with the chart showing both employee and Honeywell contributions. The stated rationale was motivating annual employee retention, but the effect is golden handcuffs - which only achieve two things. One, attrition volume will be at the first of the year company-wide, and two, golden handcuffs just make employees count the moments until they are free. They feel devalued and look to leave instead of watching their employer's contribution to their well-being grow and feel good about Honeywell. I'm sure those outcomes were weighed in the decision, but it is an extremely negative move when a stated goal of the company is employee engagement. There is widespread dissatisfaction with this change.
Worst would be the medical. Best is hard to find. We have a 400k match up to 7% of 8%, however, now we must wait an entire year to get it, which decreases any gains possibly made.
Medial premiums are expensive. Deductible is so high you can never hit it each year. No coverage until you hit the deductible
medical is the worst. I had Kaiser Permanente and it was limited liability meaning company paid so much and I had to pay the rest. co-pay was expensive and then I still end getting billed
time off is standard, benefits are slowly diminishing, they no longer value or try to keep good employees around
It pays below market. Honeywell US just changed it's 401k employer match such that they are only making the 12 month payment as a lump sum in January. There is a no work from home policy
The best thing about their benefits is the open vacation policy for engineering and admin staff. The worst thing is their HSA, which has premiums as high as copay style medical insurance, with additional money required to actually fund the account. It's just about twice the cost of my last medical insurance plan.
List based on reports from current and former employees. It may not be complete.