#boardofdirectors

Got a news that they will be some big changes happening in Board of Directors and C-suite layer.

Anyone heard anything?

Most PepsiCo employees will skim past the recent board appointment Joaquin Duarte. This appointment is part of Elliot Managements activist investment influence. PepsiCo is being reshaped and transformed with Pepsi/Frito merged distribution. 3rd party logistics are the future of their supply chain. Shareholder value will reach peak meaning soon. Job cuts will continue and likely be rolling job eliminations as duplicate roles will be targeted first. Macro economics are not favorable, but employees are dispensable in the short term. Anything is on the table to save share price. Don’t get comfortable and have your resume updated.

We talk constantly about management accountability, but what about the board?

After years of strategy changes, executive churn, restructurings and layoffs while approving significant executive compensation and crazy separation arrangements how should shareholders evaluate the board’s record? Why cutting huge amounts of staff many needed (some not), changing roles with our prep or training for the remaining staff to absorb your choices all while overpaying bad leaders you chose to leave?

Where does management accountability end and board accountability begin?

I would like to propose to the Board of Directors that Humana replace the current CEO with an AI version to make all of the big corporate decisions for the company.

The new AI CEO will make great decisions and will work for $0.00 income.

This is a cutting edge move that will grab news headlines and shareholder interest!

Please give it some serious consideration.

Thoughts? Let’s hear some good takes with solid reasoning

IF SOMEONE FROM THE BOARD OR ONE OF THE KEY INVESTING COMPANIES IS READING THIS — CAN SOME GO AFTER THESE PAY GRADES ?? HOW MANY DO WE NEED TO GET THE “REAL” JOB DONE ??? THERE’S A WHOLE BUNCH WORKING FROM EXOTIC LOCATIONS PLAYING GOLF AND MOST OF THEM KNOW JACK S**T ABOUT THE GROUND REALITY COMPLETELY CLUELESS POCKETING THICK PAYCHECKS WHILE THE REAL WORKING CLASS THAT IS ALREADY SO THIN BARE BONES AND FURTHER BEING REDUCED TO ASHES NOW IS SUFFERING CLIENTS LEAVING !!!!!! REVENUE GROWTH AT 0-1% AND YOU STILL HAVE TO DO ALL THESE LAYOFFS??? LETS GET REAL HERE , WHAT IS GOING ON ????? CAN SOMEONE FROM THE BOARD START COMING TO THE TOWN HALLS , WHO KNOWS THE CEO DOING THE TOWN HALL TODAY COULD ALL OF A SUDDEN DISAPPEAR THE NEXT DAY ????WE ARE IN A BIG MESS !!! INVESTORS , PLEASE INVESTIGATE PAYCHECKS AND COMP AT THE TOP!!! IF YOU ARE GOING TO DRAG ALONG WITH 0-1% GROWTH WITH LAYOFFS EACH QUARTER , HOW LONG IS THIS GOING TO LAST ??? LITTLE NASTY FRANKY GOON RUINED THIS TO THE GROUND GET HIM BEHIND BARS AND HAVE HIM PAYBACK ALL THE MILLIONS HE WALKED AWAY WITH SO THE WORKING CLASS CAN BE REWARDED AND RETAINED. WITH TAKING ITS STARTING TO LOOK LIKE FRANK AGAIN ! WE JUST HAVE ONE HAND OUT ABOVE THE GROUND NOW AND THE REST IS GONE DEEP UNDER THE GROUND NO WAY TO PULL OUT !!! WAKE UP BOARD AND INVESTORS WAKE UP IF YOU READING THIS THE TIME TO ACT THIS NOW #SAVE FISERV NOW #STOP THE LOOT #CULPRITS BEHIND BARS

Amazing to listen to the sales president spin everything. Truth is Q1 is a disaster and the BOD and CEO are going to be making some major changes.

Interesting article below don’t let leaders tell you it’s the market norm the decline — looks like Stephanie and James did particularly well at Goldman Sachs Communacopia (sarcasm) - judging by the stock performance since.

It’s incredibly frustrating. At what point are the Board going to hold Stephanie and her leadership team accountable? The only thing they seem capable of running is a sinking ship.

https://www.barchart.com/story/news/4536862/is-fidelity-national-information-stock-underperforming-the-s-p-500

Just remember that there is more accountability for a mid-level IC than there is for Enrique. He’ll fail and get a golden handshake deal while our colleagues are laid off and job hunting in the worst job market in our lifetime.

F PayPal “leadership”, F the board. They have ki-led what was once upon a time a fintech leader and they have ZERO vision to bring it back from the dead. I would have welcomed a Stripe acquisition even at that number. At least they have some kind of trajectory.

Sorry to all who have been affected. I hope we all find better gigs. Check on your friends.

And there is only one african american in board of directors.

what is the excuse?

Nike conducts majority of their business to African Americans.
Nike's sales and future designs are influenced by African AMericans.
Nike acts like they are fair and equitable company but it is evidently not true.

If I went through their profiles in 1990s, I am very sure I will have same impression.

When will Nike star hiring upper management people who are African Americans!!!

Don't just try to sell to African American be opened and fair to African Americans too.

This is 2026 and not 1970

Wonder how many of Board of Directors who selected CK as CEO are still around today to see TODAY.

They made a Fully Informed Decision selecting him, and now it’s Déjà Vu. Wonder how much the stock will quiver. If it does, it’s flattery to CK.

RV gets a seat on the OpenAI board. Now a McKinsey exec gets a board seat at BNY. What’s next in this game of thrones?

Historical look how VZ management chaned, whatwere thesignals everyone missed.Using Verizon as a case study, there were several governance signals that, in hindsight, suggested the board was becoming more active before the October 6, 2025 CEO change. Here are the key items professional investors often watch:

1. Lead Independent Director gains prominence. Daniel Schulman was elected Lead Independent Director in December 2024, replacing Clarence Otis Jr. The lead independent director often becomes the board's principal counterweight to a combined Chairman/CEO. By itself this is not unusual, but it can indicate the board wants stronger oversight.
2. Board succession language. Read the proxy's Corporate Governance and Compensation sections for discussion of CEO succession planning. Boards rarely say a change is coming, but expanded discussion of succession planning can signal increased focus.
3. Executive compensation versus performance. Look for:declining customer growth,missed financial targets,reduced incentive payouts,
   changes in long-term performance metrics. When compensation committees alter incentive plans, they may be responding to business underperformance.
4. Sell-side conference messaging. In September 2025, Verizon executives continued presenting strategy to investors. If management's messaging remains optimistic while operating metrics continue deteriorating, boards sometimes conclude a different leadership approach is needed. This is more meaningful when combined with board actions rather than viewed alone.
5. Sudden leadership change. On October 4, 2025, Verizon's board immediately replaced Hans Vestberg with Daniel Schulman as CEO. Vestberg became Special Advisor, while Schulman moved directly from Lead Independent Director to CEO. The board later disclosed these changes in an 8-K.
   For Verizon specifically, one sequence that stands out in hindsight is:
   December 2024: Schulman becomes Lead Independent Director.
   2025: Continued competitive pressure and market-share concerns.
   October 2025: Schulman is elevated directly from Lead Independent Director to CEO, replacing Vestberg immediately.

Don’t get me wrong. I retired from IBM and I loved my career there. I have fond memories of IBM, but I am very concerned as I watch competitors like Microsoft or AWS. While IBMs competitors enjoy double digit sales growth, IBMs sales growth has been in the single digits. Can a company grow that depends heavily on acquisitions for sales growth rather than organically growing from its own products that it invents/creates/sells/supports. How long will the board members and major shareholders accept status quo before they start looking at takeover bids from other corporations?

Jana Partners sent a letter to Fiserv Board of Directors stating in short that they're not comfortable with insufficient changes to remediate governance issues and want further "board change".

Jana supports the same of our debit network and also calls for comprehensive review of the entire asset portfolio.

Stock has done nothing in 5 years. I'm surprised the they haven't started selling more parts of the company. Typical of tanking companies.

Burdick is out.

Another board change. Another transformation executive.

If your job depends on manual process instead of judgment and business impact, I’d be paying close attention.

https://www.prnewswire.com/news-releases/centene-announces-board-of-directors-changes-302835967.html

BP ex-chair Manifold planned to remove Director Amanda Blanc

https://www.marketscreener.com/news/bp-ex-chair-manifold-planned-to-remove-director-amanda-blanc-ce7f51dcd889f52d

The answer is: this TRP MC member recently joined the board of another public company.

When is the board of directors and everyone else going to wake up and realize that John Stank has provided no value to the company for a long time! He is no longer relevant and if he doesn’t like the truth he can retire or find another company willing to take on an aging dinosaur. The culture under John is toxic and has been for too long.

Over the last 5 years PEP stock is down 14%.

KO stock up 43% over the same period.

That is an astounding failure. That is 100% on Ramon. The global "headwinds" were the same for both. That utterly incompetent fool of a CEO has got to go. I don't understand how Elliott Management kept him. How the PEP BoD kept him. What is going on?

I see the market was up again today, and the OpenText price ... oh, crud ... down again.

This company's outlook is bleak as long as Jenkins, his pupppet CEO, the so-called Board of Directors, Bell, Muhi, Rai, Berry, Cione, Acedo, and all the other Jenkins minions are in charge.

As a stockholder I demand change!

I know how we see this mess. Now I know how others see it. Pretty much the same.

https://x.com/johsinny/status/2077162630452519380
Posted at 10:45 PM on Jul 14, 2026

"Verizon was once a pillar of American innovation. Today it reflects strategic drift and a failure to lead.

With no clear path to growth or meaningful differentiation, CEO Dan Schulman appears to be reverting to the oldest and weakest playbook: cutting skilled American workers to prop up short term stock bump.

This tactic ignores a fundamental truth. A company cannot hollow out its own institutional knowledge without consequence. The talent being discarded is the very foundation that made Verizon great.

What we are seeing resembles railway operator’s “last car” fallacy. Remove the weakest link for a smoother ride, but there is always another last car. Eventually, nothing of value remains.

This is not leadership. It is managed decline.

The board must recognize the trajectory and act before an iconic American company is diminished beyond repair."

Did anyone else here this? The board was doing the same for Sampath before Dan sacked him.

The Board of Governors of the Federal Reserve, the body overseeing the implementation of United States monetary policy, has announced the creation of five task forces intended to evaluate and improve the Fed's operations. In a press release, Federal Reserve Chairman Kevin Warsh named the "external advisers" who will lead each task force, ranging from economics professors to AI investors and corporate executives—executives like Xbox CEO Asha Sharma, who will preside over a task force on employment and productivity.

https://www.pcgamer.com/gaming-industry/us-federal-reserve-taps-xbox-ceo-asha-sharma-who-just-laid-off-3-200-employees-to-lead-task-force-on-jobs/

This company should change its name now. Walgreens is gone, it was destroyed by R0z and her wrecking crew - Tracey Clown, HS1OWW who was her CIO/CCP, and several others. It's an embarrassment now, and simply needs to go away. And the Board who let it happen - Jan, Val, Ginger....should be removed from any board roles. Criminals...all of them.

I've always believed Dan was brought in to be the fall guy for what the board really wanted to do. At least from a reduction standpoint. I think the never ending focus on AI is more him than the board because he sees himself as a visionary. Or he wants to be seen/remembered as a visionary. That said, the one thing I heard consistently (in addition to being a hatchet man), was that Dan was not a fan of outsourcing, yet we continue to do it. Why?

So has he really changed his methods or is this more the board's decisions and he's just the face of it now...? Did AI make him do it?

The track record of the CHRO and CEO in selecting talent is abysmal. The batting average must be less than 2 out of 10 have made it including Franks failed selection of Mike Lyons himself.
Where is the Board? Surely the Talent and Compensation Committee Chair must be witnessing this failure. Divya alone will cost the company millions.

https://pinnbc.com/the-scaling-leaders-brief/f/166-billion-mistake-why-boards-wait-until-its-too-late

The board doesn't follow this message board.

How long will the BoD hide, and ignore the fact that Ole Danny Boy and his id--t CFO sidekick are running this company to the ground? We obviously overpaid for spectrum, the stock is tanking, $700M loss being booked in Q2, non-existent CEO who only comes around to cough, drink coffee, and get millions in pay. He’s totaly absent and Alphonso is the one in charge, and he doesn’t know if he’s a badger, a kangaroo, or a lion. The BoD should be charged with negligence!!!

Memo to the Board of Directors. A Board Member & a watch dog from the NYDFS needs to be on milestone calls with Accenture & firm managment constantly to oversee this transition. In case you have not see it, our first real glimpse into the major issues w/Accenture have come from a recent lawsuit filed in the Southern District of NY by a former managing director of TIAA-CREF. Her name is Marcella Gift. The accusations, if proven true, should send shivers down the spine of every Board Member, CFO, and CFO. Read this from the Complaint:

**"106. Ms. Gift provided specific examples of products and services dependent on Record
Keeping Transformation work with Accenture and launching in Q4 2025, which were
experiencing serious challenges. The first was Annuity Payment Automation for the SIA product
recently launched for 401(k) accounts where the recordkeeper is TIAA or another party. The
second was MyChoice MYGA."

"114. By the end of July 2025, there were critical failures in the overarching Accenture/TIAA Recordkeeping partnership, and by September 2025, there were critical failures in the launch of
the products named by Ms. Gift."

"134. As Ms. Gift was under the threat of the written warning, she was forced to comply and said nothing about the documented and unfolding problems. Months later, the launch of MyChoice MYGA was imperiled. Had the observed problems been escalated in June, providing a long runway for a solution to be devised, TIAA teams would not have been working round the
clock, seven days a week, to build and test the technology needed to launch the product. Instead, TIAA product and technology teams were only made aware in September that Accenture would not be able to meet the October delivery date."

"139. Penrose also learned that there were significant problems in the support model from Accenture and that these problems were creating obstacles to achieving necessary goals and
milestones. He was also surprised to hear this. These were the same concerns that Ms. Gift had been raising. This was also inextricably linked to the requirements laid out in the MSA for the NBIA program."

"By July 2025,
the overall Accenture/TIAA recordkeeping performance scorecard was flashing red due to missed milestones and other failings. By September 2025, the ability to launch MyChoice MYGA in October/November 2025 was severely compromised due to critical failures in technology resourcing through RKT, scoping, and achievement of technology delivery
milestones."**

All to save 30% in Labor Costs

Will the Board continue to increase the dividend in September, or keep it flat, now that the company is no longer part of the DJIA?

Maybe it is time to reinvest in 'the Network' instead of social justice warrior networks. Elon Musk solved the rural broadband issue, while this company bobbled the ball again.

Maybe they should keep increasing the dividend, as none of the strategy groups have come up with a single investment that has returned its cost of capital in more than a decade. See the stock price for details, should there be any doubters!

June 2026
The New Board Member
Last week — on June 19, 2026 — Centene quietly expanded its Board of Directors from 9 to 10 members, appointing Lauren M. Tyler. She comes from over two decades at JPMorgan Chase, where she held roles including Global Head of HR for Asset and Wealth Management, Global Firmwide Chief Auditor, and Global Head of Investor Relations. She also sits on the boards of Cencora and Guardian Life.
On paper, this looks like a routine governance move. But the timing tells a different story.
Tyler is landing on two specific committees: Audit and Compensation and Talent. The Compensation and Talent Committee is the committee that oversees workforce decisions and pay structures — the exact committee with oversight over something like, say, a Voluntary Separation Package going out company-wide.
The Context Nobody Is Saying Out Loud
Centene reported a loss of nearly $6.7 billion in 2025. Medicaid redeterminations have been chipping away at membership for the past two years. ACA subsidy uncertainty is real. And now, with the current administration's push to reduce federal Medicaid funding, the core of Centene's business model — which is roughly 70%+ Medicaid managed care — is under direct pressure.
The VSP is not a surprise. It is a logical first move when a company needs to reduce headcount costs without triggering the optics of hard layoffs. The question everyone should be asking is: what comes after the VSP if not enough people take it?
The Macro Picture
The health sector broadly is in a tough spot right now — and this isn't just a Centene problem. Managed care organizations that depend heavily on government-sponsored programs are caught between:
Federal Medicaid funding proposals that could significantly reduce reimbursement
Rising medical costs that squeezed margins across the industry in 2024–2025
A regulatory environment that is increasingly unpredictable
Centene has actually shown some improvement — they raised their 2026 earnings guidance after Q1 results came in better than expected, largely due to successfully wrestling down medical costs. So it's not all bad. But the workforce reduction is clearly part of that margin protection strategy.
What This Means for Employees
If you are weighing the VSP, here are the honest things to consider:
Evaluate the package terms carefully. Look at severance weeks per year of service, how long COBRA coverage extends, and whether unvested equity is being paid out. Don't just look at the headline cash number.
The job market for healthcare tech is still active. Skills in Go, Kubernetes, observability tools, and cloud infrastructure are in demand outside of managed care. Your experience doesn't disappear when you leave.
Waiting may not be safer. If VSP participation is lower than targets, involuntary reductions often follow. That changes your negotiating position significantly.
The board is tightening its grip, not loosening it. Bringing in a JPMorgan finance and HR veteran onto the Compensation committee right now is a signal about the direction of governance — not a signal that things are about to get more employee-friendly.
Final Thought
The people who built this company and kept it running through a $6.7 billion loss year deserve better than a rushed exit package. But the reality is that the strategic decisions being made right now are being made at the board level, not by your direct manager or even your VP.
If you can swing it financially, taking the VSP and controlling your own exit is better than waiting to see what comes next. If you can't swing it, start building your options now regardless.
Wishing all Centene employees the best — whatever you decide.
This article reflects publicly available information and personal observations. All financial figures sourced from Centene's public SEC filings and press releases.

The VSP makes sense for me. I am fortunate and I know it. And I get the fear of everyone. I have heard via a high ranking person within the company that pretty much everyone that asks for it will get it. They might be kept beyond the 9/1 date due to a project or something.
I get what is happening, but the people who don't place the blame 90% on the shoulders of Sarah London and the BOD are misguided. Last week we saw the BOD firming up their grip on power by bringing in another person on their side. This is unfortunate for the employees and probably the stockholders as well.
I wish all my coworkers well, but if you can swing it, take the VSP and move on.

We know someone is reading this...I heard today "this is the last one this year" this is the 3rd time this year I have heard that. That is why you are not trusted. It is that simple. You don't tell us the truth over and over again. This is the last one this year....most dont believe you. Board Members. The execs are not trusted. No exec managers. I know why you tow the company line. You dont want to be next. Grow a pair and stop lying also.

https://www.prnewswire.com/news-releases/centene-appoints-lauren-m-tyler-to-board-of-directors-302806827.html

Improving the health of the balance sheet, one margin point and one severance agreement at a time.

You know if you don’t like the way things are going, you can vote for/against trustees. We are all investors through the 401k and the proxy stuff just was emailed out.