#anonymous

I can’t get into anything today, and it feels like this is an ongoing problem. Saving money by using our own technology is great if it helps solve problems or streamline how we do work, the problem is none of our tools are leaders of the pack, or at least they’re most definitely not implemented that way. It’s so frustrating to login or fail to login time and time again… the never-ending password changes, the never-ending tools and processes, the never-ending multifactor authentication….. I just wanna do my fu--ing job and log off

Who you work for! Look into class action lawsuits. Look into who they advertise with. Look into how they respond to inquiries. Look into who they target.

Gather that information then sit back and ponder if this is who you want to represent or endorse.

Just saying.....

Our manager went on leave, then emailed a few days later to say he'd left the company. Nobody has explained what happened or whether the team should be worried.

Ignoring it since it's pointless and most likely not anonymous. Focusing on getting through the day and getting another job.

There were 5

LT is listening ... what a load of Cr@p!

DOL is actively acting on PERM and H-1B abuse, anonymous reporting takes 10 minutes

https://x.com/RapidResponse47/status/2108205448063037667

My growth was impacted by H1B workers. If you personally saw hiring, internal moves, promotions, or conversions, prioritized for H-1B or EAD workers while qualified people were passed over or discouraged, you can report it without your name going to Ford.

Here is the process:

For PERM or H-1B program fraud, use DOL OIG Hotline: https://www.oig.dol.gov/hotline.htm
Select Yes for anonymous on the first screen. Ford does not get your name.

For citizenship-status discrimination in hiring, DOJ Immigrant and Employee Rights is the lead: https://www.justice.gov/crt/filing-charge

Worker hotline is 1-800-255-7688 if you want confidential guidance first.

For general immigration benefit fraud, USCIS Tip Form allows fully anonymous filing: https://www.uscis.gov/report-fraud/uscis-tip-form

A few tips to stay safe and be taken seriously:

Submit from a personal phone or computer, not a Ford device or Ford VPN
Choose anonymous or confidential, and do not request a confirmation receipt tied to your name

Stick to what you personally saw. Leader names and titles, division, approximate dates, role type, and how the opportunity was steered. No need for old emails, a clear pattern from memory helps

Do not include a private 1 to 1 detail that only you would know. Describe the pattern
Multiple independent, specific tips about the same pattern is what triggers a real look. If this affected you, this is the window where investigators are listening.

Stay safe, and share only if you are comfortable.

https://x.com/rapidresponse47/status/2108205448063037667/video/1?s=46

https://www.facebook.com/reel/2061068204778703

Does anyone know if Leo Brito has left? If anyone could confirm or deny this it would be great. Thanks in advance.

https://x.com/LeGrandPoteau/status/2107775639944389036

Hi my name is Lily Meier and I am a retail reporter with Bloomberg News. I have written a lot about Nike going back to the Donahoe era, with our story, "The Man Who Made Nike Uncool." I am hoping to chat with current and former employees, and happy to do so on background -- meaning it would be anonymous, or off the record. Please let me know if you are available to connect -- My Signal is lmeier1.33 or lmeier12@bloomberg.net.

I have been here less than a year and noticed over time that in times of high anxiety whomever runs the Comcast corporate handles including @Comcast, @FWC26Philly (World Cup) views my personal instagram stories to monitor what I’m doing when I’m not in the office. Like during the week or weekend.

I brought it up to my manager at the time and she was shocked that someone one the team was doing that. Honestly it’s so creepy to me because I do not have a personal relationship with my immediate team due to how toxic, gossipy they were when I started. I am here to do my job, get paid and go home. Has anyone else has these “monitoring spirit” team members and how do you deal with them. Im also one foot out the door after the bullsh-t I have seen, the lack of accountability and corporate platitudes.

It's all fake and decisions are already made. That's my opinion but hey, who am I to judge.

What happened to Bill Jones? I noticed he is no longer listed in the company directory. He was one of the few executives I liked.

The annual survey link came out this morning. All questions are geared towards Centene, not your direct leadership. The last question is for a comment. You have a lot of space to say a lot of stuff!! I was very surprised at some of the questions, as they are about mental health and how does the organization make you feel. This is the lowest scoring survey I have ever done and I let Centene have it in comments. VSP/ISP nightmare, all of the Humana and Optum new hires that don't know sh-t and keep wanting to change things to how Humana/Optum did it low raises but high bonuses for the CEO and C-Suite, hiring outsiders instead of hiring within, etc. This survey is not going to go over well for Sarah, C-Suite or HR. Please answer honestly and make comments, so we can be heard. This survey is from a 3rd party and not one of the usual BS ones we get.

We can use a little levity around here.

USAA therapy dog Smoky lands starring role in new CBS series

https://www.kens5.com/article/news/local/usaa-therapy-dog-smoky-lands-starring-role-cbs-series-veterans-military-television/273-bd1a7b02-133a-4e4b-a177-3efd015599ef

Serious question.

Like h1bs hiring friends and family

I heard that Mike actully reads emails or letters sent to him, even from anonymous source. We shall just email him or write letters to him directly.

I am still optimistic that real changes are coming.

I think it’s time we start being honest about the current state of the new ODW CSG tool.

There are widespread reports from multiple sales teams that the tool simply isn’t working as expected. What’s even more frustrating is the almost dismissive attitude we’re receiving from some support teams when these issues are raised.

The problems are continuing to pile up.

Pricing is significantly different from what the previous tool provided, in some cases making quotes completely uncompetitive or nearly impossible to explain to customers.

Alignment simply isn’t there.

Issues are met with, “Raise a ticket.”

Those tickets can then sit for days before being addressed, only to be rejected for multiple reasons rather than actually resolving the underlying issue.

Work is now building up to two weeks old because we can’t quote. Projects haven’t been transferred over properly, creating even more disruption.

Front-line sales teams are being left to professionally explain delays, system issues, and unexpected price increases to customers, while often not having a clear explanation ourselves.

And this isn’t just an operational issue anymore.

People are genuinely struggling with the stress and frustration. I’ve personally seen people becoming extremely upset by the situation, and I can say that this is now affecting my own mental health as well. I’m certain I’m not the only person feeling this way.

My question is: is there an appropriate channel to formally report this, such as Ethics or another independent escalation route?

If multiple people independently document and report the same issues, at least there would be a formal paper trail demonstrating the scale and impact of what is happening.

Wouldn’t the logical approach be to pause the rollout, fix the underlying issues, properly migrate the outstanding projects, validate the pricing and alignment, and then release the tool once it is actually ready for production?

Right now, it feels like the front line is being asked to absorb the consequences of a tool that simply wasn’t ready.

I want to post my story,but here's the thing...I'm not an employee or a former employee, however I am a victim. A victim with receipts showing their apparent cover up in interstate/ federal crimes.

I feel posting here could possibly result in in my story leaking elsewhere which could be helpful. What do you people think?

PS: I have absolutely no fear of them suing me as truth is an absolute defense.

They absolutely know who has and who hasn’t taken the survey.

How? Everybody keeps saying this, but how do they know?

Those that have already been RTM how's it been going?

When I hear a manager or a interm manager calling someone an associate it’s like nails on a chalkboard. It makes me so angry that I have a hard time even listening to what the say. The only “leaders” who say that are the pandemic panic (white unqualified people who were promoted so they wouldn’t get laid off NOT talking about race) and they are doing it to prove to themselves they are in their positions for a reason.

The role associate is the lowest level in my department and now they call us all associates no matter what our actual title is.

I am new to the company and brand. I was in a meeting where a senior person a director was talking about personal trip they took to see a singer and talked about their body and showed pictures of the performers body in a meeting. Is this ok? Is this common?

They are negotiating the new work agreement and they let us completely unaware of the new changes that might affect us. The management and HR can then determine to get rid of any employee according to their own will. They also don’t guarantee if those affected will be offered a new replacement job ever at all and please for God’s sake, please stop racist sh-t posting, that is the agenda of the management to make us fight each other but we have to be together.

Dear Ethics and Compliance Team,
I am submitting this complaint in good faith to request a confidential and independent review of concerns that have been raised by employees regarding workplace culture, leadership practices, potential conflicts of interest, and organizational governance within the DXE organization.
My intention is not to allege misconduct or wrongdoing by any individual. Rather, I am requesting that the company objectively assess these concerns and determine whether all applicable policies, compliance requirements, ethical standards, and governance processes have been appropriately followed.
Over the past several months, there has been a noticeable increase in employee concern regarding the overall work environment, management practices, decision-making processes, and the perceived ability of employees to raise concerns without fear of retaliation. These concerns have been discussed internally among employees and have also appeared in public forums and employee discussions.
Individuals Frequently Referenced in Employee Discussions
Employees have publicly raised concerns involving members of DXE leadership, including:
• IT VP and people he brought in.
• Other leaders referenced in employee discussions and public postings
I am not asserting that any of these individuals have violated company policy. However, the frequency with which these concerns are raised has created sufficient concern among employees that many believe an independent review would be beneficial.
Publicly Available References
The following publicly available sources have been referenced by employees in discussions relating to potential outside business interests, consulting activities, and professional relationships:

Sources:
• https://ca.ltddir.com/Agent/Surya+Nalluri/
• https://www.bizprofile.net/ca/eastvale/zenith-technology-services-llc
• https://www.bizprofile.net/ca/irvine/prosum-it-solutions
https://cafepharma.com/boards/threads/layoffs.706325/

These references have contributed to employee questions regarding whether all appropriate conflict-of-interest reviews, disclosures, approvals, and governance processes have been completed and documented.
Workplace Culture and Fear of Retaliation
One of the most significant concerns expressed by employees relates to the current workplace culture and a perceived fear of retaliation.
Numerous employees have stated that they are reluctant to challenge decisions, provide candid feedback, raise concerns, or offer alternative viewpoints because they fear negative career consequences. Employees have expressed concerns regarding potential exclusion from projects, diminished advancement opportunities, negative performance evaluations, reassignment of responsibilities, or termination.
Many employees report that the environment has become increasingly stressful and intimidating, resulting in a culture where individuals may feel compelled to agree with leadership decisions regardless of their professional judgment. Employees have indicated that they believe dissenting opinions are often unwelcome and that questioning decisions may place them at risk.
Several employees have also described interactions with leadership as aggressive, confrontational, or intimidating. Employees have reported instances in which leaders allegedly raised their voices, publicly criticized individuals, Create a TOXIC workplace,or communicated in a manner that employees perceived as threatening or demeaning. Whether intentional or not, these interactions have reportedly contributed to a workplace atmosphere characterized by fear, anxiety, and reduced psychological safety.
As a result, many employees no longer feel comfortable engaging in open discussions, raising concerns, or participating in constructive debate. Several employees have expressed concerns that this environment discourages transparency, limits open communication, and inhibits effective decision-making.
If an investigation is conducted, I believe that individual discussions with peers and leaders who work closely with this VP would provide valuable insight into these concerns. In a confidential setting, many employees would likely feel more comfortable sharing their experiences and perspectives regarding the workplace environment and leadership practices.

Leadership Influence on Product and Delivery Teams
Employees have stated that product, engineering, and delivery personnel may feel pressured to support decisions made by senior leadership without meaningful discussion, challenge, or independent evaluation.
Many employees believe there is an expectation that decisions originating from senior leadership should be accepted without substantial questioning, even when technical teams have concerns regarding feasibility, risk, implementation, or long-term business impact.
This perception has created concerns regarding the independence of decision-making processes and the ability of subject matter experts to provide objective recommendations. Employees have expressed concern that decisions may sometimes be driven by hierarchy rather than collaborative evaluation of available information.
Employee Concerns Regarding Job Security
A recurring concern expressed by employees involves job security and uncertainty regarding future staffing decisions.
Many employees report feeling that their employment may be at risk if they disagree with leadership decisions, raise concerns, or fail to align with expectations. This perception has contributed to increased anxiety and declining morale across multiple teams.
In particular, some employees have expressed concern that U.S.-based employees may be disproportionately affected by organizational changes, restructuring efforts, outsourcing initiatives, or staffing decisions. While employees may not have visibility into the business rationale behind such decisions, these concerns have contributed to a growing sense of uncertainty and fear regarding long-term employment stability.
The resulting environment has negatively affected morale, engagement, trust in leadership, and employee retention. Several employees have indicated that they are actively seeking employment elsewhere due to concerns regarding the current direction of the organization and the workplace culture they are experiencing.
Potential Conflict-of-Interest Review
Employees have questioned whether all relevant conflict-of-interest reviews, disclosures, approvals, and governance procedures have been completed regarding:
• Leadership relationships
• Outside business activities
• Consulting engagements
• Vendor relationships
• Hiring decisions
• Contracting arrangements
• Procurement processes
I do not possess sufficient information to determine whether any policy violations have occurred. However, given the frequency with which these concerns are raised, I believe an independent review would be appropriate to ensure transparency and compliance with applicable company policies.
Hiring, Promotion, and Vendor Selection Practices
Employees have also expressed concerns regarding the transparency of certain hiring decisions, leadership appointments, consulting engagements, contractor relationships, and vendor selections.
Specifically, employees have questioned whether certain decisions may involve individuals with prior professional relationships or historical business connections. Employees are seeking assurance that all such decisions have been evaluated using appropriate review processes and approved in accordance with company policies.
Again, I am not asserting that any policies have been violated. Rather, employees are requesting greater transparency regarding the controls, approvals, and oversight mechanisms used when evaluating such relationships and business decisions.
Request for Review
I respectfully request that Ethics and Compliance:
• Review the concerns described above.
• Evaluate whether workplace culture concerns warrant further assessment.
• Determine whether any conflict-of-interest disclosures, approvals, or related governance processes should be reviewed.
• Assess whether hiring, promotion, consulting, procurement, vendor-selection, and contracting processes have been followed appropriately.
• Evaluate whether employees are able to raise concerns without fear of retaliation.
• Ensure that employees who participate in any review or investigation are protected from retaliation and can provide information confidentially.
• Communicate findings and any resulting actions as appropriate under company policy.
I submit this complaint in good faith and in the interest of promoting a workplace culture founded on transparency, accountability, professionalism, respect, and ethical leadership. My hope is that an independent review will provide clarity regarding these concerns and help strengthen employee confidence in the organization's governance and compliance processes.
Thank you for your time, attention, and consideration of these matters.
Sincerely,

?

Imagine if the survey actually served a proper purpose and was used to improve things around here. Imagine how much better this place would be. But it never happens. They ignore anything that goes against their agenda, toss it in the trash, and continue as is. So what's the fu--ing point?

Has anyone done these forced "trainings"? If this AIDLC cr-p is adopted en masse I can imagine prod being in flames company wide within 2 weeks

I’m looking for perspectives from others who have used an internal Ethics/Compliance reporting process at their workplace.

In our situation, multiple concerns regarding perceived favoritism and workplace behavior were submitted through the company’s Ethics reporting channel—approximately 3–5 complaints over time. Some of the complaints were anonymous.

A review was conducted after earlier complaints, but employees were not provided details about the outcome because of the anonymous/confidential nature of the process. Since then, we have continued to observe some of the same behaviors and raised additional concerns with specific examples and individuals who can potentially provide firsthand context.

The question we are now struggling with is: What happens when employees repeatedly raise concerns through the Ethics process but do not see any apparent change?

We understand that Ethics may not be able to disclose investigation details or disciplinary actions. At the same time, employees would reasonably want to know whether their concerns were actually reviewed, whether the issues were substantiated or addressed, and what the appropriate next step is when the same concerns appear to continue.

I’m interested in hearing from others who have gone through a similar situation—particularly how the process worked after an initial investigation and what options were available when employees felt the underlying workplace issues had not changed.

Hi everyone. I've been reading posts here recently because I have an offer from IBM and I'm trying to decide if I should accept it. (I don't feel comfortable giving any specifics.) There are a lot of negative posts here. Some are crude and I wonder if that's just for comic effect or a reflection of how things are at IBM. Is IBM really that bad? Thanks in advance for any thoughts.

Are more people are just going through the motions at work ? Any motivations ?

Just wanted to discuss anon workers thinking no hate

After reading these threads, I will never see puffer vest the same way again! LOL 😂🤣🤣

Director told my team she wanted 100% participation. Haven’t done it. Don’t want to be a part of this BS. Can they see if it’s me who has not done it?

https://x.com/Viconnia/status/2103001556723396974

The way this company allows these providers to speak to us is disgusting! They way they’re allowed to b!tch whine call us names mock us complain that everything is our fault……but theres no ASL and no immediate help. And the second we bite back because we’re enforcing the company’s F$cked up rulesAnd we’re the ones on the hook for it?!?! Unreal

If the engagement surveys are truly "anonymous" how do they know who has done them and who hasn't?