#employeerelations

The CN org structure is crazy - random look at any org. I looked a Procurement - don't know a single person. VP head - 6 direct: 1 Sr Dir, 1 Dir, 2 Sr Mgr, 2 Mgr. Lets just look at that 1 Sr Dir - under is 1 Sr Mgr (3 under), 1 Mgr (2 under), 1 Dir (1 under), and 1 Sr Mgr (1 under - who is a Manger, who then has 1 under). The entire org has more Mgr's+ than people working under them. Think about this - who runs that org & how do they have a job? And if you think this is isolated -- it's not.

Has anyone heard of any layoffs ahead or are things still quiet?

Company News: The "Brandon Hall Group HCM Excellence Awards" - where out of 20 awards issued, 19 went to Optum India.

Way to rub the outright, blatent, anti-USA descrimination into the faces of your employees, a--hats!

If Centene is serious about understanding what is happening within Corporate Ethics & Compliance, then stop looking at individual employees and start looking at the people making the decisions. The problem is much bigger than SIU. It extends across CIU, SIT, COI, InTP, Privacy, Corrections, and other areas that are supposed to protect the company and ensure compliance.

At some point, leadership needs to take a hard look in the mirror. There is a growing perception that advancement, opportunities, protection, and even how employees are treated can depend too heavily on who leadership likes, who they know, who agrees with them, and who does not challenge their decisions. That is not leadership. That is creating an environment where employees learn very quickly that speaking up can have consequences.

And perhaps the biggest problem is that employees are sometimes expected to follow processes that are not clearly documented, have changed repeatedly, are outdated, or in some cases do not exist at all.

Ask for the policy. Ask for the procedure. Ask for the written guideline. Ask for the reference material. The response is often some version of, “We’re working on it.” Well, if you are still working on the policy, then why are you enforcing it as though it already exists? Why are employees being held accountable for standards that have not been clearly communicated? Why are decisions being made based on “how we’ve always done it” when Compliance should be operating from documented, consistent, and defensible standards?
That is not compliance. That is inconsistency disguised as compliance.

Leadership cannot constantly change expectations and then blame employees for failing to meet them.

You cannot move the goalposts and then criticize people for not knowing where the goalposts are. You cannot demand documentation from everyone else while operating without clear documentation yourselves. And you cannot build an effective Compliance organization through fear, favoritism, secrecy, micromanagement, or a culture where challenging leadership is treated as being difficult or disloyal.

The uncomfortable question is this: Who is holding Compliance leadership accountable? If Compliance is supposed to identify risk, investigate misconduct, enforce standards, and protect the organization, then its own leadership should be subject to an equally rigorous level of scrutiny.

Maybe it is time for an independent, top-to-bottom assessment of Corporate Ethics & Compliance.
Not another internal review where the same leadership structure reviews itself. Look at the leadership. Look at hiring and promotion decisions. Look at turnover. Look at why experienced employees have left. Look at how investigations are handled. Look at whether expectations are consistently applied. Look at whether policies actually exist and are current. Look at how employees who raise concerns are treated. Look at whether qualifications, experience, credentials, training, and resources actually match the responsibilities employees are being asked to perform. And most importantly, look at the leadership culture.

Replacing a few employees while leaving the leadership structure, decision-making practices, and underlying culture untouched does not fix the problem. It simply moves the problem around.

Sometimes you don't need another reorganization. You need accountability. You need new leadership. You need policies and procedures that are actually written, current, accessible, and consistently applied. You need qualified people in the right positions with the right experience and tools. And you need leaders who are willing to hear “no,” accept criticism, answer difficult questions, and admit when something is wrong.

Compliance cannot demand from the rest of the company what Compliance leadership is unwilling or unable to demonstrate itself.

If Centene truly wants to rebuild trust, then it needs to start at the top.
Clean house where necessary. Rewrite what is broken. Create what is missing. Remove outdated practices. Establish clear standards. Put qualified people in the right positions. And hold leadership accountable to the same standards imposed on everyone else.
Anything less is just rearranging the furniture while the foundation continues to crack.

I got laid off almost two weeks ago. I received a personal and work email for a job offer. It’s Employee Installation Representative. It’s for 5 months. It would not mess with my severance. I would get paid what I was making. Has anyone else received an email Iike this or accepted this?

From Darcie Henry

in your inboxes this AM.

I won’t read whatever nonsense this is, but hoping someone can just translate for us whatever new intentional misery this will be bringing to being employed here?

Leadership repeats these concepts on every call, and have for years. In 20 years of having health insurance as an employee here, my costs have gone down ZERO times.

Year over year, it only gets more complicated.

Talk is cheap. Like propaganda, no matter how many times they repeat it - doesn’t make it true.

Reduce my costs, pay my claims - start with those two - get the basics down first.

How do you think this whole RTO debacle will go? Do you think it’s going to crash and burn and Fidelity will admit their mistakes and return to at least some WFH time? Or do you think they will force us to put up with the terrible conditions until enough people quit that will satisfy their reduced headcount need? I need to see a brighter side to all of this nonsense.

Europe country. PIP today.

Why can’t I7’s become I9 without first being an I8? These levels are so antiquated and old school. If an I7 is doing an I9 role, just promote them or at least pay them accordingly! Dell is very far behind in the times. Almost functions like the Fed govt. The longer you’re here, the higher you get based upon longevity, not talent or skill.

New to the company. Could somebody teach me about Seagate’s bonus structure?

…that you work for a company that wouldn’t p1ss on you if you were on fire.

A company that thinks it’s fine to have an all hands that unambiguously states that RIFs are happening in the next few weeks, even puts it in writing in a recap email, then does NOTHING, then does not even have enough respect for the human that it sends a follow-up email addressing what they themselves chose to put out there in terms of messaging. Accountability, you see, is only for us peons.

So yeah. Don’t sc--w over your team or the customer but “work to rule”. 8 hours. Don’t volunteer extra work. If you have a legitimate press contact share the email and that there’s been no update.

F@ck Enrique, executive bonuses, and this dying brand.

Will Dan lay off the entire Indian workforce, despite its established presence in India since 2000? Many employees appear to have been quietly removed by senior directors and HR. This raises serious concerns about the future of the Indian workforce and the organization’s long-standing presence in the country.

We know we still have like 26000 people to layoff before the year is over according to Jane’s press release

What departments and locations are being impacted?

The word thru the grape vine is that promotions this year are not coming with monetary raises. You get all the increased responsibility, but your pay is staying put.

It’s like a microcosm in here and a good analysis of human psychology. I’ve noticed that the longer this drags out, the more stressed people become, and in turn, the more they turn on each other with nastiness. It’s no wonder that “the people” can never topple those in power. We are too busy toppling each other.

I started with Centene about 3 years ago. I came from a leadership background of 18years and wanted a break for management. In my short time here with Centene I can’t get over how horrible the leaders are. It seems as though not one of them truly knows how to be a manager or they are so insecure as a manager they have to micromanage people on their team. Some of the leaders I have had in my roles were absolutely clueless on how to manage. They never could communicate to the whole team at the same time. They would forget things all the time. Can’t even explain how to do their job or talk in circles. It’s embarrassing. Does anyone in a leadership role actually have management experience or are they just hiring people off the street to run a department. There are also leaders without anyone underneath them LOL. How can you be a manager when you don’t manage a department or anyone?

How long are we staying in the office, if there is a badge-out system?

Is there a “minimum number of hours required”?

Does anyone know the “rules”?

Leadership seems to need a decoder to comprehend the results, so here it is. The negative survey results are not about healthcare perks or wellness programs no one uses, they are only about RTO and the lack of flexibility.

“I am proud to work at AT&T”

Once true. No longer. Public perception has deteriorated, and when people outside the company hear about the five-day RTO policy, the lack of any real collaboration, and the absence of assigned seating or co-located teams, the reaction is disbelief. Pride erodes when policies feel performative instead of purposeful.

“I would recommend AT&T as a great place to work”

That answer is now clearly no. A mandatory five-day RTO policy for roles that historically had been remote before COVID and can be done more effectively remotely is an immediate dealbreaker for modern workers. The policy alone makes the company undesirable and uncompetitive as an employer.

“We trust the leadership decisions”

Trust is broken. Employees do not support the financial decisions that destroyed value, nor the RTO mandate that ignored clear employee feedback. Trust cannot survive when leadership consistently doubles down instead of course-correcting.

“The company provides opportunities to support career growth”

Opportunities are narrowly concentrated in Dallas, with limited mobility elsewhere. For a national company, that is a self-inflicted constraint that unnecessarily caps growth and retention.

“Our policies and systems support me doing my best work”

They do the opposite. The five-day RTO policy actively reduces productivity, and many internal systems remain outdated and inefficient. Physical presence does not compensate for structural friction.

“The company cares about my health and well-being”

Employees feel burned out, mentally and physically, largely due to excessive commuting and rigid mandates that add stress without any benefit to the company or the employees. Well-being is not addressed by pushing unused benefits or wellness messaging while ignoring the root cause repeatedly identified in feedback.

“Do you feel changes have been made as a result of prior surveys”

No. In fact, the opposite. Employees explicitly opposed three-day RTO in the last survey, and leadership responded by increasing it to five. Feedback was not just ignored, it was contradicted. The disappearance of the prior third-party McKinsey survey results only reinforces that perception.

Did I miss anything else?
The pattern is now set and clear. Instead of addressing the core RTO issue employees are raising, leadership deflects with ancillary benefits and BS messaging. That approach feels like gaslighting, and not listening. So why should I even bother taking the next one?

If leadership truly wants different survey results, the solution is not another manifesto email, benefit rollout, or talking point. It is addressing the one issue employees are consistently, overwhelmingly, and clearly raising.

Flexibility. Trust. Results over “presence”.
That is the message of the survey, whether leadership wants to hear it or not.

Was just informed that my designated working area is over capacity by 10-15 heads. “Expect some flexibility” I’m sorry but who decided it was okay for someone to not have a seat to DO THEIR WORK IN. I shouldn’t be surprised anymore but here we are. If I don’t have a seat, and am expected to work in the cafe off one tiny laptop screen, I’m politely turning around and driving home. If HR comes knocking, I’m claiming harsh working conditions because this is absolutely ridiculous.

Our HR at 294 when she closed with us Sunday clocked everyone out on her own. We were waiting on her. Then we had bag checks. Isn’t this illegal ?

In TRM and part of risk - my game with BNY ended today. Was. Good stint for 14 years. But have no regrets.

It’s been a week or 2, I feel there is some due.

Anyone know? Information provided by Centene is not very clear.

I'm tired of working hard and never being good enough for some people. It's about favorites, not performance.

Microsoft gaming employees in Hunt Valley are calling on the multi-billion-dollar company to do the right thing following mass layoffs.

https://www.wmar2news.com/news/region/baltimore-county/hunt-valley-microsoft-gaming-employees-outraged-by-mass-layoffs

Good employees who see others advance while they're stuck become bad employees in the end. I've seen it happen many times at TD. This place is really good at turning good employees into bad ones.

Re-org after re-org. New processes that are more complicated than the old ones. We can't move forward because we're too busy moving sideways. Nothing ever gets better, nothing gets simpler. Just endless sideways shuffling.

Just for now, of course. But it's something.

How much time is given to relocate to Dallas?
Do you get a choice of Dallas or Atlanta?

This place taught me that couldn't be further from the truth. I have been a high performer, always available, never complaining, and yet I got miserable raises and no promotion. Elevance is the one that did everything wrong and accepting that has been so liberating. That was confirmed to me when my manager panicked when I told him I was leaving. They even wanted to counter the offer I got. Too little too late.

All they'll ever know is the mess Nike is right now. None of them will know the amazing company we joined decades ago that was on top of the list for so many people. With great pay, great benefits, amazing products, and making us feel proud to be part of it all. I miss those days.

We've got staff with no drive, broken management, layoffs of experienced people, and no growth path. Other than that, everything's fine.

For years, Pure Storage was an also ran compared to XtremIO. Occasionally some disgruntled EMC/Dell employee would wind up there.
Now, I’m retired now, but I see a lot of former Dell employees announcing on Linked in that they are now with EverPure. Congrats and best of luck on a long career.

Any news on SMS layoffs?

Employees at Microsoft's ZeniMax division in Hunt Valley are protesting recent mass layoffs. The company announced the elimination of 4,800 jobs, with 3,200 cuts impacting the Xbox division. Protesting workers claim the company has the financial resources to avoid these job reductions. The Communications Workers of America union has filed unfair labor practice charges against Microsoft. Microsoft stated they respect employee rights and are bargaining in good faith with the union.

Hunt Valley, Maryland

https://www.wmar2news.com/news/region/baltimore-county/hunt-valley-microsoft-gaming-employees-outraged-by-mass-layoffs

I was put on a PIP this early morning after 1:1 with my manager.

I can see the light at the end of the tunnel...

Hi,

My manager sent me an email with PIP goals. Should I sign the document or I can reject it?

They told me is to improve my skills but after reading all the threads I think the idea is to RA at some point...

Well, here we are. Last week of August. If anyone is affected this week, or hears of other people/departments/regions affected, let's post it here and use this thread to keep each other in the loop. Good luck everyone, whether you want to be made redundant or you want to stay, wishing you the best.

Don't expect the company to care. It never will.