#compliance

RSCA was a paperwork fiasco. weeks of meetings where managers were bullied into nonsensical compliance tasks that don't manage an iota of risk.

Reward: Promotion to CAO!

Well, so much for 2026 efficiency gains. Maybe AI will hallucinate the answers.

A I-9 audit is in progress. Gainwell is doing their due diligence to ensure all onshore employees are legally employable. Could be setting themselves up for a future sale.

Mandatory now in your training!! . But they can not tell who you are, but know if you have completed it and the data it returns..

I worked for Anthem, Inc. (now Elevance Health) for about 10 years. In 2020 during the pandemic, I accepted another remote job with about a 30% pay increase and put in my two weeks.

While transitioning my work, I attempted to upload some personal files (tax docs and school work) from my company laptop to Dropbox after being told I could remove personal data from the device before leaving. The system flagged it as a potential PHI upload, even though no PHI was transferred.

I met with IT Security, explained everything, and signed a disclosure stating no PHI was uploaded and that it would be treated as a first-offense warning.

The next day I was unexpectedly called into HR and terminated on the spot and told I’d be placed on a “do not rehire” list. It felt like a complete bait-and-switch after being told it would only be a warning.

I started my new job shortly after and have now been there almost 6 years, gaining more experience and completing security and PHI compliance certifications.

Now that I’m applying again (including to companies like Cigna, Optum, and Molina Healthcare), I’m wondering:
• Are “do not rehire” lists internal, or can other companies somehow see them?
• Do background checks reveal that type of HR status?
• After ~7 years, would it be worth contacting Elevance Health to ask if my rehire eligibility could be reconsidered?

Would especially appreciate insight from anyone in HR or healthcare compliance who has seen how this works behind the scenes.

HouseCalls leadership is setting the program up to fail. At a time when MA risk-adjustment coding is under the highest scrutiny it’s ever been and risk scores are still one of the main revenue drivers, they keep adding more internal metrics and efficiency targets that make accurate documentation harder, not easier. There’s a clear inverse relationship between coding to the level of specificity now required and pushing APC, completion %, and daily volume. You simply can’t maximize quality, compliance, and productivity all at the same time. Something will give. Right now it feels like leadership wants all three, which isn’t realistic in the current regulatory environment. This is exactly how programs end up with compliance problems.

For those of you who have been mandated to return to the office 4 days a week are you complying? Has anyone heard of what consequences we face if we don't comply?

The OCC encourages people that work at a covered bank to file a complaint when they believe that bank is not adhering to a consent order. Over the past year there have been Compliance, KYC, and Risk credit approvers let go. Those were the exact areas the CO said Citi had to strengthen. Just not sure filing complaint will make any difference. Or maybe worthwhile just to give Citi a headache???

Mass exodus happening across the retail space. Employees giving the middle finger to Sr Directors and directors for treating them like sh-t, threatening their jobs, overworking front line, creating their own policies. Allowing fraud and major compliance violations to occur in the name of hitting targets and leading in performance. Look very close at the areas that specifically won presidents cabinet and winners circle. Tod Rye is an absolute clown and should be fired immediately. 🤡 🐱

Fiserv’s latest “innovation” is making everyone track their daily location for tax allocation. Because obviously what we all needed was another pointless workflow. Nothing like turning basic payroll into a DIY compliance project. If this is efficiency, I’d hate to see complexity.

I know Chevron monitors activity. Obviously. But has anyone else received a new pop up to confirm that we understand and agree with our appropriate use policies? I’ve asked around and my peers haven’t received….

By forcing the cost of severance down from "top of house" to the division/unit level Scharf is deliberately incentivizing managers to give unwarranted poor reviews to good people so that they can be fired "for cause" with no severance, no cost to the bank. While callous, cold and calculating, it's perfectly legal.

Scharf knows that Secretary of Treasury Bessent and President Trump are pushing hard to deregulate banking which directly impacts staffing at all banks. By eliminating the CFPB and loosening regulatory oversight, employees whose duties include this funciton are no longer needed because the people they answer to in the government agencies are gone.

WF is removing coordination roles in a way that purposefully avoids the visibility that normally accompanies large layoffs. WF distributes reductions in smaller groups across several sites — for example, eliminating roles in increments of 40 or 45 across different regions over several months. None of these individual events reaches the WARN Act threshold that would require public disclosure. Challenger, Gray & Christmas refers to this as the pattern of "forever layoffs" — ongoing workforce optimization rather than discrete restructuring.

The weakening of worker protection enforcement — reduced CFPB oversight of employment-related financial products, reduced NLRB enforcement capacity, weakened EEOC investigation resources — makes this quiet, distributed layoff approach less legally risky for banks. The institutional deterrent against conducting large-scale reductions in ways that might constitute systematic discrimination or age-based targeting has weakened alongside the broader regulatory rollback.

I'm in a location with RTO mandated Tues-Thu. I'm complying when I can, but I need to maximize my productive work time to control the impact this place has on my life. That means sometimes I work from home and I appear on the list for non-compliance with RTO. Could they use that to deny my severance if I'm laid off? I don't trust this organization.

Ohio's new mini-WARN Act became effective on September 29, 2025. This state law supplements existing federal WARN requirements for employers. It expands notice recipients to include both municipal and county officials. The act also mandates more detailed content in layoff notices. Employers face significant penalties for failing to comply with these new obligations.

https://www.jdsupra.com/legalnews/ohio-mini-warn-act-expands-requirements-5087166/

Heather Cianfrocco is out. Seems she has decided to leave. Right. Looks like she was made CEO and than all those investigations, than lateral transfer to compliance. The death department and now quietly will ride into the sunset. Wonder how much she is getting paid to zip it.

AI WILL REPLACE FCC SWITCH REPORTABLES. Regulated AI.

I was laid off from Fossil last year and have long unsubscribed from all communications. Why am I still getting text messages today from the company letting me know what their new number is and that I'm subscribed now to their SMS marketing texts. You know this is illegal right? Let's hope you didn't send that message to every single former subscriber because fines are $500 to $1,500 per message.

I would encourage all Edward Jones employees to familiarize themselves with this term.

Did anyone else receive an email to recertify their I-9?

In my entire time at the company I’ve never been asked this and yes I am a US Citizen.

I had to go to the Charlotte office last week, and met with the Public Cloud Team. I am talking 100% are Indians, and I am sure most are on H1-B visas. Nepotism hiring is clearly going on here, and we are going to be in trouble if rumors about what the current administration is going to implement later this year with Companies and their H1-B visa allotment.

Not to mention legally we are at risk if a non-Indian on the IT side files a legal complaint against us. I am not joking when I say 100%, how was this even allowed to happen. Certainly our HR department has to know this is going on, right????

It's so lame both leaders are not even making eye contact. RA doesn't want to talk about his demotion. Hopefully, they are finding a replacement to consolidate all compliance departments.

Any layoffs for AML in Tampa?

Fortune reported Binance fired compliance staff over Iran sanctions violations. The report claimed $1 billion in USDT linked to Iran flowed through Binance. Binance co-CEO Richard Teng publicly denied these allegations. The company stated its internal review found no sanctions violations. Binance neither confirmed nor denied general layoffs but clarified they are unrelated to sanctions.

https://incrypted.com/en/binance-has-denied-rumors-of-staff-layoffs-and-sanctions-violations-involving-iran/

Will this be enforced ? I mean why bother complying ?

By not complying you will prob get at least a year before being laid off

Anyone know how T-Mobile plans to maintain USGCI compliance given the ongoing shift to FTE's in IT India?

Anyone accessing the Federal Agency data must be a US citizen and must only access the data from the continental USA.

When might the Feds notice this risk?

You ever wonder who was the person that snitched on Chirico to the SEC? The house of cards most likely would have fallen at some point no doubt; but would love to know who hastened that event.

What is the phone number for PNC ETHICS HOTLINE? I need it urgently. Thank you.

Take a look at this announcement from Georgia Health. What will it take for somebody to come down hard on this fraudulent operation?

https://dch.georgia.gov/announcement/2026-02-05/important-update-about-medicaid-and-pck-2

From what I’ve seen they have fired more than 5,000 employees but I don’t see the WARN acts out anywhere?? Only for the state of WA and KY… but I know they have fired all over the country so- WTF?!

Anybody else offended by the latest and greatest training. It’s kinda gross! I’m offended.

Think you're annoyed with just RTO? Buckle up, they're starting to install keystroke and tracking software on your laptops folks. Weather you're in office or dodged the bullet and get to work from home... Big Brother Demcheck wants to make sure you're in compliance for those glorious 8 hrs of work... you cant make this stuff up.

11 years of blood sweat and tears and this is how you do me? A solid 5 or 6 of those feverishly cleaning up other peoples compliance messes. Only to be tossed out with the garbage without so much as a thank you.

Entire department in Tampa laid off today.

Interesting that the entire Dell Ethics and Compliance page has been disabled. Also, the page for reporting ethics violations about people to a third party (“anonymously”) goes to a 404 Error page. I guess ethics don’t matter any more at Dell. No way to report ethics violations. Gotta protect those leaders!

P66 has been touting their new gas plant prospects, but their new Iron Mesa gas plant is mostly replacing volumes from DCP's disastrous James Lake gas plant purchase and shifting volumes from DCP's awful Goldsmith gas plant. Imagine spending the money on a new plant to replace James lake that DCP purchased just before the P66 buyout. DCP spent money stupidly across the board. They invested so much growth money in the DJ basin and ignored the looming environmental regulations. They did nothing for compliance leading up to the P66 purchase. Now all of the short sighted DCP leadership is running P66 midstream. They are all touting midstream growth and leveraging G&P but the real stable money comes from historic pipeline and terminal. How can G&P add to the baseline we want when all of our competitors have over capacity everywhere we operate? What if this money was invested into growing the central refining efficiencies?

Is it common to receive an asset inventory request? Do they do that occasionally as part of a normal audit?

https://example.com/mr3dm9rh

Supposedly she sent messages to AS that were in appreciation. Of course it was the fake appreciation you send to a leader at Citi. But it doesn't help her case.

U.S. employers face numerous state-specific HR regulation changes in 2026. ADP's SPARK blog details 48 targeted shifts, from AI bias curbs to paid leave. California updates include sick leave amendments and pay data separation. Colorado and Illinois address AI bias, while Delaware and Maine launch paid leave programs. Multistate firms must proactively audit policies and upgrade technology for compliance.

https://www.webpronews.com/2026s-state-hr-patchwork-48-compliance-shifts-employers-cant-ignore/

On November 17th nurses were told by upper management that we could work outside our state license and no longer had to adhere to licensure requirements.
Then on 12/9/2025 those directions were retracted and told to work only in states we are licensed in. How scary that a company cares less about the nurses and our licenses which is our livelihood!

I’ve heard that some FTEs who are no longer with Truist were dismissed due to compliance issues. This is surprising, as several of them were high performers and strong contributors to Truist. Can someone shed light on what compliance issues led to these FTEs being terminated?

There’s been a lot of heated discussion and debate around H-1B visas lately. Strip away the politics and emotions, and the issue really comes down to one simple question:

Can American workers do this job with a reasonable amount of training?

The H-1B program was created to address genuine skill shortages—roles where specialized expertise is scarce in the U.S. workforce. There are absolutely cases where this applies: highly specialized research, niche quantitative problems, or roles that truly require rare, advanced expertise.

For many of the positions being filled at BlackRock—particularly at junior and mid-level roles—this question deserves serious scrutiny. These are often jobs for which qualified American professionals already exist, or could become fully effective with standard on-the-job training. In such cases, the use of H-1B visas appears less like a response to a true skills shortage and more like a convenient alternative to hiring domestically.

There are also growing concerns that in some teams, hiring decisions may rely heavily on internal networks or favoritism rather than a fair and open recruitment process that genuinely considers qualified American candidates. When entire teams are composed predominantly of H-1B workers, it raises legitimate questions about compliance with both the intent of the law and fair hiring practices—questions that merit review by the appropriate government authorities. Beyond legal issues, this kind of imbalance can affect team dynamics, workplace diversity of perspectives, and trust in the fairness of the system.

That matters because the H-1B program is not meant to replace the domestic workforce. The law requires employers to show that hiring an H-1B worker will not disadvantage U.S. workers in terms of opportunity, wages, or working conditions. When roles that Americans can clearly perform are filled through visa sponsorship, it raises serious concerns about whether the spirit—and possibly the letter—of the law is being respected.

If you believe a colleague on an H-1B visa is occupying a role that qualified American workers can perform, the appropriate response is not online outrage but formal legal action. Report the situation through the appropriate authorities so it can be investigated.

Accountability helps everyone. It protects American workers, preserves the integrity of the H-1B program for truly hard-to-fill roles, and encourages companies like BlackRock to invest in and prioritize domestic talent where it makes sense. Replacing H-1B positions with qualified American workers isn’t anti-immigrant—it’s pro-fairness and pro-law.