#confidentiality

Has anyone suffered consequences for writing something critical in the comment boxes?

People are told not to say anything or risk losing severance. Usually sent home.

The linked in posts pop up next day.

Look for the signs.

This site allows anonymous posting publicly, but it is not completely anonymous. ( Just ChatGPT ) , I would very much carefully to post organization names, directors names etc. Maybe is just me, but …

where when you open the link you see a message that says 'when you submit this form, the owner will see your name and email address'.
So, for sure, everyone will be so honest .

Information Suppression via Confidentiality Agreements
When severance is paid out—whether during traditional restructuring waves or voluntary PEP opt-outs—information is tightly suppressed through legal agreements:
Strict NDAs & Non-Disparagement: To receive severance pay, employees must sign a separation agreement that includes non-disclosure, non-disparagement, and strict confidentiality clauses regarding their departure.
Liability Waivers: Payouts are contingent on workers waiving their rights to sue under statutes like the Age Discrimination in Employment Act (ADEA) or ERISA. Discussing package details or the circumstances of the exit publicly risks forfeiting the payout entirely.

No trust! Verizon released phone records, Jack Smith. Marsha Blackburn suing. Verizon in deep do---o!

How much Oracle HR leak your information to outside world. Both for internal and laid off candidates?
For example a background check from another company which is interviewing me. Is it your position title , responsibilities , salary, shared ? under what limit ?

is mental health data from insurance reaching HR (albeit in a way to "hide" names)??

They are confidential.

TL;DR: Fill out the surveys honestly. It won’t make you more or less likely to be RIF’d.

This means they have identifying data collected that links responses to records, but that data is strictly protected from general viewership. This has been the case for Verizon surveys for over a decade.

The results are aggregated for leaders with 5+ responses. However, the comments are kept as is for leaders to review.

This year, they specifically call out that an ethical or policy comment requiring attention may have the submitter details shared with the “appropriate teams.”

It being confidential is how they can continuously remind you to take it if you haven’t filled it out.

Comments being shared verbatim is how leaders can identify a person based on details of events, conversations, or direct naming of people. It’s often how they check if they know the general attitude of their employees by trying to guess who wrote what.

Verizon very likely does not use a Pulse Survey to distinguish who is and is not added to a RIF list. For one, this would be deemed as retaliation which employees are federally protected against. Secondly, the survey is run through Gallup while RIFs use a separate third-party company to determine the list based on performance, conduct (specifically infractions/warnings), tenure, pay, and title. It’s very carefully screened to not overly target employees based on age, race, or other protected characteristics.

So submit your answers honestly. Even a 100% great response from every employee for their leader isn’t going to save the team from any planned RIFs. Similarly, any absolutely negative response won’t put a target on the back of the employees or leader. At most, it will have Verizon senior leadership and HR looking into the leader to see if a leader conduct/performance warning is necessary.

Regrettably this RIF/layoff will be kept quiet and the details of how many and where will never become a part of the public domain. To the rest of the world it never happened

It isn't to get insight into ideas to improve the business and employee relations. It's about trying to figure out who is posting confidential information here. They want to know who is leaking.

Asking for a friend.

Results are out and they look positive? high 80s for the engagement score. Not what I expected what do you all think? Didn’t give a good rating to my immediate manager , hope it won’t come back to bite me in end of year reviews. Fell for the ‘fully confidential’ lie

Was invited for quick meeting at 9:30AM for 30 minutes.
My manager along with someone from TPO joined the call.
RIF terms to be kept confidential.
My manager promised me to consider me when some position open,
TPO asked me to forward resume to cognizant manager as I have 10+ years experience in FIS.
For last few weeks, was working on process documentation. I think that was indication for what was coming.

In the Service Delivery there have been 3 M2's have been gone this week or maybe last week and Knowledge of this getting out now. Its all very secretive. Are they working on the DNME now and cutting them?

Does anyone know what the NDA will entail? Specifically wondering about social media.

just read a comment where someone shared 3/4 of their team got RIF’d, they could not discuss it and had to continue working until their last day.

TF?? meaning they couldn’t flat out tell anyone they were being RIF’d? or just couldn’t go into the details of severance, etc.? can anyone who’s been RIF’d provide insight?

‘cause not being able to tell your colleagues you’re getting cut is wild AF.

I know one thing, Leadership better let us know who’s getting cut asap. I don’t need to know who got the VSP approved or who got RIF’d. I honestly do not care.

I need to know who’s staying and if I’m staying, how much work am I going to have to determine if I’m going to bounce…

Anyone else on here just gave the lowest score for every answer ?? I hope this is confidential if not I’ll be targeted for being honest and what layoffs have done to my morale

https://www.beckerspayer.com/workforce/elevance-sues-former-chief-execution-officer-over-noncompete-agreement/

Elevance Health is suing a former senior executive, alleging he violated a noncompete agreement when he joined Medicare Advantage insurer Alignment Healthcare weeks after resigning.

The complaint was filed June 5 in an Indiana federal court and names Shane Hochradel, who previously served in a variety of executive roles at Elevance starting in 2021, most recently as chief execution officer. Mr. Hochradel notified Elevance of his resignation on May 8 and started June 1 as COO at Alignment.

Elevance argues Alignment is a direct competitor in the Medicare Advantage market, with both insurers operating plans in Arizona, California, Nevada and Texas. Mr. Hochradel’s employment and stock award agreements barred him from taking a competing position for 12 months after his departure, according to the complaint. Elevance says that as chief execution officer, he led the company’s transformation team and helped develop a three-year plan to use artificial intelligence to cut costs and compete against rivals, including Alignment. Elevance alleges he cannot do his new job without drawing on that knowledge.

“Hochradel inevitably will use Elevance Health’s confidential information in his executive-level position at Alignment,” the complaint states.

Elevance also claims Mr. Hochradel did not notify its chief human resources officer that he was in talks with Alignment until after he accepted the role, a step his stock agreements required. The company said it learned of his new role on May 11 and reminded him of his contractual obligations, then informed Alignment of those obligations the following day.

Elevance is seeking compensatory damages and repayment of stock gains tied to equity that Mr. Hochradel exercised or vested over the prior 24 months, plus attorneys’ fees and costs. The suit is at least the fourth Elevance has brought against departing executives over noncompete agreements in recent years. In January, the company sued four former leaders at its Puerto Rico subsidiary who left for rival insurer Triple-S Salud, seeking more than $1.08 million in combined stock repayments. In September, it sued a former senior underwriting executive who joined health benefits company Gravie. And in 2023, Elevance sued its former west region Medicare president after she left for Molina Healthcare. A judge declined to block that move and the case was later settled.

At the Becker's 5th Annual Fall Payer Issues Roundtable, taking place November 2–3 in Chicago, payer executives and healthcare leaders will come together to discuss value-based care, regulatory changes, cost management strategies and innovations shaping the future of payer-provider collaboration.

I know results are not confidential to hr but will direct mangers and skip levels know who rated them poorly in their teams?

A hidden camera was set up in the conference room, here’s how it went down.

https://www.youtube.com/shorts/q8R5AhT4_uo

Dont understand "severance"

Its not a gift.

Its called "Severance and release" for a reason. to get it, you need to sign and agreement not to sue and non-disclosure

Maybe someone can upload the pdf, although that violates the NDA lol.

It is technically negotiable, but very few people do.

It is not really severance. its mostly just release (for which you are paid).

A trade secret is legally defined as confidential business information that gains economic value from not being generally known and is protected through reasonable efforts to keep it secret. In U.S. law, this definition is most clearly articulated in 18 U.S.C. § 1839, part of the Defend Trade Secrets Act (DTSA).

📘 Core Legal Elements of a Trade Secret
Under federal law, information qualifies as a trade secret if it meets all three of these requirements:

Secrecy — The information is not generally known or readily ascertainable through proper means by others who could benefit from it.

Economic value — The information has actual or potential economic value because it is secret. Competitors would gain an advantage if they obtained it.

Reasonable measures — The owner takes reasonable steps to maintain its secrecy (e.g., NDAs, access controls, secure storage).

If any one of these elements' stops being true, the information loses trade secret protection.

🧩 What Counts as a Trade Secret?
Trade secrets can include virtually any type of business, technical, or scientific information, such as:

Formulas (e.g., beverage recipes)

Processes or manufacturing methods

Algorithms

Customer lists

Designs or prototypes

Negative know‑how (failed experiments that reveal what doesn’t work)

The law covers both tangible and intangible information, regardless of how it is stored.

🏛️ Authoritative Legal Definition (DTSA)
Under 18 U.S.C. § 1839(3), a trade secret includes “all forms and types of financial, business, scientific, technical, economic, or engineering information… if (A) the owner has taken reasonable measures to keep such information secret; and (B) the information derives independent economic value… from not being generally known.”

Has anyone heard about the secret projects prepare for an end to captive agency

I’m new here. Would this be the place to post audio recordings of senior management admitting to illegal acts? Is it even possible on this site? Or do I just link to another site that does allow for it?

When applying for an internal mobility role, is the current manager typically informed during the interview process? I’m trying to understand how confidential the process is, as I want to avoid any impact on my current role if I’m not selected.

Has anyone NOT signed their agreement? I wonder who all received this agreement- was it the entire company?

I received a wonderful, threatening email today saying we have to sign by 6/30 or you will not be eligible to receive pending or future LTI awards. I’m a bit confused why this is being rolled out now. No new role, no new job, not even customer facing. Simply put: I don’t believe this is even applicable to our role but there is definitely triggering language in there NOT specific to customers rather generally speaking ‘confidential information’ which seems like they are trying to give employees a gag order for retaining/documenting information (not customer related) to protect themselves by preventing employees from documenting their shady ways. Curious your thoughts….

Report concerns to the Ethics Line by phone - In the U.S. call 866.ETHICS4 (866.384.4274). Available 24/7, the Ethics Line is a confidential resource provided by an independent third party.

So now we have to sign a confidentiality and non compete document as a condition of employment annually. Funny. Never saw this before today and absolutely zero information on it.
Thanks Monique

Looking to switch to a different area within Truist. How confidential is the process? I received a decent performance review, but want to pursue an area more aligned with my degree. If I apply for another role internally, is my Manager given notice any point during the application OR interview process? Does anyone have insight into if, how, or when my current Manager may be notified?

If anyone here is providing information or screenshots to James Faris at Business Insider, be cautious!

I’ve heard from my VP who knows the identity of one of the informants that they’re watching them and waiting for them to slip up again. I'm told their IP address, document download timings, and personal email logins have all been tracked. They’re waiting to take action and may fire them for gross misconduct.

To James Faris, I know you're probably reading this forum and LinkedIn, cause you reached out there - It’s probably becoming clear why the comms team isn’t supplying you with any quotes for your stories, but some of your informants might lose their jobs.

This concern is to address ongoing situations regarding the handling of confidential information within lower management on the Central Review Team.

It has come to everyone’s attention that confidential employee matters and sensitive information are being discussed or shared with individuals (the su-k ups) who do not have a legitimate business need to know. This behavior raises serious concerns about privacy, professionalism, and adherence to company standards.

Maintaining confidentiality is not optional it is a fundamental expectation in any professional workplace. When management personnel share private information inappropriately, it undermines trust, damages team morale, and creates an uncomfortable work environment for employees who expect discretion and integrity from leadership.

Beyond being unprofessional, this conduct may place both employees and the organization at risk. Leaders are expected to model ethical behavior, protect sensitive information, and ensure discussions about employee matters remain limited to appropriate and authorized individuals.

We now have to have security clearances to work for Sycamore. Every answer is shrouded in either secrecy or extremely vague. Every day we get after hours invites to either get laid off or learn about your our org that go out at 6pm. WTF? Do they enjoy creating a more toxic workplace with these useless meeting invites? Send me an invite during business hours. We don’t need to prepare for you to tell us we are gone since you won’t answer any questions. A simple email with a new org sent out during business hours would be much more efficient than vague emails where we hope to hear exciting, insightful information only to be let down with more non-answers.

How about a portal where we can sign up for layoffs next time rather than watch you layoff those that want to stay?

I can’t wait to find out what overpaid washed-up execs we hired (to replace the useless ones we just fired) start to tell us how this new org chart will save Walgreens. Do more with less. Keep doing more with almost nothing. Here’s nothing….DO MORE!!!! The Walgreen family did it well for 100 years. It was some rich billionaire who brought in PE that messed it up the first time. His solution…bring in more PE to fix it.

And before I get the “just leave.” Why? We all whine and complain and still get paid. I am just saying what most want to say. Except for Jeff, Greg, Bryan, Alec, Tracey, Tracy, Ron, Tim, and Joe. The love it. (All names are fictional and any similarities are purely coincidental).

What’s up with the new zoom water marking? Are they trying to prevent leaks?

anyone get a copy of their own information and documentation that was released due to the breach?

How are Work Councils handling layoffs in your city? What information did you receive? It seems some people in Málaga were told they were impacted, while in Barcelona the WC keeps hiding behind the confidentiality.

Anyone heard about this group chat going around in CE? Apparently there was this 60 person teams chat where they were sharing client information, making race jokes and trash talking coworkers. Al R found out and got p1ssed and is going to fire a ton of people

Hi, all. I was wondering if BNY discloses reasons for termination to a new employer (also a bank) during the background check. I was told that legally previous employer can only share / verify dates of employment and title. But is there a possibility of this information being shared whether it's by phone or some type of system? Thank you.

Folks. As a reminder, please use the secure print feature we all are supposed to use for confidential document printing. I stumbled upon “the list” which is the list of everyone who will be laid off in the coming weeks. For your convenience I have included a digital copy of the list. See More……..

What is a CCG? What information is Truist obtaining and creating a database for all to see? Is it true that they are harvesting my personal information and not safeguarding it but allowing all the employees to see it across the bank?