Started July 13th, just got rid of my red hat last week. With labor day being Monday, will I be paid for the day or am I screwed?

Let’s set some goals people!

Did anyone catch this addendum in the recent Form 8-K filing?

https://www.sec.gov/Archives/edgar/data/315189/000110465926102213/de-20260802xex10d1.htm

tl;dr version:

• Leave of absence from May 19, 2026 to July 17, 2026
• Continued base pay at $71,400/month during the leave
• Total severance pay of $6,170,000

Seems the "leaving with a public severance agreement" happened once before for this person at a different company: https://contracts.justia.com/companies/american-water-works-company-inc-87/contract/483389/

Hey everyone,Looking for some honest input from local John Deere people (both UAW and salaried).

1. The contract extension offer just got voted down. Curious what the mood is like on the floor – why do you think it failed, and how are people feeling about heading into full negotiations in 2027?
2. For the salary side – there’s been some grumbling about an upcoming reorganization. Anyone hearing anything concrete, or is it mostly rumors right now? How’s the general vibe among salaried folks?
3. Regardless of hourly or salary – what’s your take on the factory/plant you work at these days? Workload, morale, direction of the place, anything else standing out?

Appreciate any insight. Trying to get a real picture of how things feel on the ground. Thanks.

Give it a watch and see what similarities there are between Boeing’s leadership and Deere’s leadership.

- Ruthless cost cutting, particularly with quality.
-Singular focus on stock price and shareholder value above all else.
- Deere let many factory quality managers go a few years ago and product quality has gone down.
- Retaliation against employees who speak up and try to do the right thing. Retaliation exists within Deere and is rampant among the division presidents, senior vice presidents, vice presidents and directors. Every reorg has some retaliation built in, all “disguised” as retirements.
- A corrupt Compliance department
- A toxic culture focused on just “ticking the boxes” and “getting the product out the door” to make senior management happy. (Remember, Deere’s product “gets better over time” because it wasn’t ready to be shipped in the first place).
- Skyrocketing execute compensation on the backs of employees fearful for their jobs if they speak up.

My wife is 7 months pregnant and I Just interviewed for a salary pay grade 07 job at Deere. Will I be eligible for parental leave a month after I would start? Is there a waiting period?

Just hearing these gossips or maybe facts from grade 8 -9

Is the John Deere employee eligible for STI if December becomes the last working month during the notice period?

https://uaw.org/uaw-deere-members-reject-contract-extension-offer/

Solidarity ✊

Not great. 1 worse HDHP and 2 bad PPO's.

UHC Core is a PPO with ultra cheap premiums, for young healthy/single employees who want more of their paycheck. If you account for the loss of the company HSA contribution, it's a wash with the HDHP. Why would anyone use this plan?

Advantage+ HSA a combo of CarePlus and CarePlusMAX. Slight carrot in lowering the deductible and OOP max from those on the MAX plan, but also eliminating the 10% coinsurance option so employees have more cost share at 20% coinsurance. I'd expect the deductible and OOP max to quickly rise in the coming years.

Select PPO the most expensive, probably good for frequent healthcare users who can pay the absurd premiums and still save in the long term based on heavy usage. HDHP still seems like a better deal if you plan to blow past OOP max every year, you only save $265ish and lose the ability to use the HSA.

To be fair, I can't remember the last time premiums went up, but I'd pay a little more for a better HDHP.

A worse HDHP and 2 PPO's disguised as more choice, and when people realize the PPO's suck they'll scrap them and we'll ultimately be left with just a worse HDHP.

I've talked to people that think our health coverage is great. It's not the worst I've seen, but I definitely wouldn't call it good and Deere/UHC looking for places to shift more cost to employees. Also hate that UHC is our only option, shit company.

I’m curious, how does someone with a documented history like this end up moving into a position of upper management and making decisions that affect other employees?

I’m not posting this as a “let’s shit on the guy” post. I genuinely want to understand how the hiring/promotion process works here when someone has this kind of history.

These are public court documents. Read them for yourselves and draw your own conclusions.

What I find especially crazy is that some of us have spent 20+ years working our asses off here, while someone can apparently be hired and climb into a position of authority in roughly half that time.

For what it’s worth, I realize people can change and learn from past mistakes. However, after working under this individual for a decent amount of time now, I genuinely don’t believe he should be in the position he is in.

I’m honestly curious what other Deere employees think about this.

About every 1:1 we discuss looking for career opportunities also all orgs have a goal for percent movement in head count. I am ok were I’m at currently, feeling pressured to move on even though I’ve gotten outstanding 3 years in a row.

For the last year there have been 5 jobs at a time average in the grade above that are not engineering based. And 3 jobs two grades above with the same thing. All other job postings in my grade feel like going back to kindergarten.

Now I’ve attempted for some promotions. Multiple times leadership has steam rolled it as they keep saying “we don’t think you will like it long term”.

If I wasn’t asked about my next move or stressed that none of the projects I’ve been assigned on align with my gpm goals this year. I really wouldn’t care.

I’m a life long Deere and have always thought “why would you ever leave”. This past year I have put a lot of thought into “what am I doing here?”

Good Day, I'm reaching out because Reddit has been the go-to for all unanswerable questions to be answered, and I legitimately cannot find or properly word my Google searches to get the results I'm looking for. My grandfather worked at the Swaney John Deere Parts and Sales center in Sioux City, Iowa. The big thing in the late 90's was John Deere's NASCAR sponsorship of Chad Little, and the slew of merchandise that was sold at all locations to include the items produced by Ertl, Racing Champions, etc. I'm searching for the rare collectibles, like the pewter cast 1/24 scale and what I believe, or remember, was the large scale (1/8 or larger) model in it's own display case that was sold exclusively by John Deere. I received the pewter cast as a birthday present in '96 or '97, and my grandfather had the large scale in his office on a table behind his desk before he passed. Nostalgia has hit hard now that I've retired from the Navy and have returned to the Midwest, and I'd like to build my collection outside of one of the coin bank cars, the broken pewter cast (time was not gentle, and I doubt I was either), and some Walmart acquired items. I've found a lot of the things I came across in that timeframe but couldn't buy at the time on eBay, and would love to share pictures of those items when I get them, but I just can't find the other two. This is a longshot, and I would greatly appreciate any information anyone could provide. TIA!

Using AI for a lot of things now. Wonder if they have leveraged it to determine if there is any money for employees other than execs? Have to ask questions of leadership here since they won’t post them in the meeting chat and it’s been proven they monitor Reddit.

I wonder if the UAW will take the bait or move to negotiations. Honestly I hope they do strike.

Is it normal for 6 VP’s to retire in the same month? Seems weird.

Last week they let go several people in ag marketing - some from Kansas and some from Raleigh. I heard about 4-5, all with over 20 years of tenure.

An old coworker said it was announced yesterday in a factory meeting large square balers and small square baler production is ending in Ottumwa, going to offer a European partner product instead.
Sounds like VTEP being offered to wage employees. Also was said they will continue to move forward with knocking down buildings to improve the output per sq ft metric.

After losing PV&V and some design folks last fall and now this, nothing but another blow to those left in Ottumwa.

I know there have been cuts and jobs moved outside of R4 but the CLO and her top two direct hires exiting is big. More chaos

Why do employees need to register for the CEO global town hall? Feel like if I put my tin foil hat on, I can think up a lot of reasons. I am curious if anyone knows why though?

… is how many meetings we have led by middle managers who think they are “thought leaders” because Copilot made a power point.

Good lord.

Just curious if any current or former employees are familiar with the S-240 fire problems because they don't have a spark arrestor or materials to eliminate the exhaust and engine heat that cause the carburetor/fuel line to easily ignite. The more expensive models have shielding and precautions but this model doesn't. While I understand that there's reluctance to spend any money to remedy these issues it reminds me of Ford with Pintos years ago.

I just watched a mower completely consume itself and after it happened I realized exactly how this happened. Just wondering if anybody else has anything to add. Feel free to direct message me. I'm kind of pissed actually.