#employeerights

Got notified but why I have to work until 7/1??? Makes no sense

Never thought I would think so negatively about Centene because my experience over the past 4 years has been awesome. I missed the VSP cutoff by 2 days due to my official FTE conversion date, but I don’t think I would have applied anyways.

Curious though, if laid off September 1st, what are typical (non-VSP) severance packages like at Centene?

Now let's figure out how this is ok.
I looked over the VSP, not in detail so I might have missed some things, however, these are my questions:

what happens to your sick/accrued PTO? Did not notice any mention of this.

lets say that you do not "apply" for VSP, why arent they mentioning what the severance will be if they pick you to be layed off in August or perhaps the second round of layoffs which i suspect will be later on once they get their bearings after the first layoff.

Now lets say you "apply" for VSP, but they decline, only to later lay you off in August (as their numbers haven't been met). Doesnt seem very ethical as now they dont have to give you the additional benefit of VSP and terminate you with just the basic severance. That seems a bit shady, as this could be one of the methods to let people go and have less cost as they will not provide the additional benefit that you originally applied for.

I know that all states are different, however I think it would be nice if they looked into it and included into individualized offers the information on our ability/inability to file for unemployment.

Seems to me that this entire situation and the way it is handled is only to benefit Centene with absolutely no regard for thousands of people who have gone above and beyond in their jobs. I know that this is the state of the current corporate world, but there must be something that can be done to stand up to these bullies. I wonder if the legal department has anyone who also got the VSP and might have some ideas :)

Ineligible for VSP states specialized roles are excluded.

I got my VSP offer this morning and am considering it. I'm trying to figure out what I would get if I don't accept it, and get laid off instead. Does anyone know what the typical severance is during these rounds of layoffs? I'd like to compare it to my VSP offer.

I just opened my severance package, and I’m honestly a little flabbergasted. After being employed 8 years with the company, my offer is less than $25,000.

What concerns me even more is the wording. It keeps saying “you may” instead of clearly stating what will happen. Nothing about it feels guaranteed, which makes me question whether they’re actually committing to what they’re offering OR trying to to terminate me prior to the Sept 1st date.

https://truepointwealth.com/viewpoint/three-questions-to-ask-about-your-voluntary-separation-package-offering/

https://www.themuse.com/advice/when-to-take-a-buyout

Sharing so everyone has the resources and information to make the right choice without the cloud of corporate manipulation.

Are you seeing the rates being subsidized ? The paperwork said cobra will be subsidized to what one paid as active employee for the x weeks of severance. Cobra paperwork has a scandalous $ for indi+ family. Any leads on how you addressed this ? TIA.

Hi, recently laid off WF employee any chance any one can answer a question on how severance works? I was expecting a paycheck on my normal schedule as my last official day was May 31st. I hear it starts one cycle after. Do you know if I get double pay on the first severance check or am I only going to get one check for June? It would have been really good if they were clearer about this because now it kind of messes with my budget.

The Wage and Hour Division is responsible for enforcing some of the nation’s most comprehensive federal labor laws. This is protected and has nothing to do with your Servance package. Online filing is easy and can be anonymous as well. Would like to see how many people did it.

https://webapps.dol.gov/contactwhd/

If you get an 'IC Meets' rating, and later get written up and eventually let go, do you still get a severance package? I'm really worried about a coworker going through this right now. I always thought companies offered severance just to avoid getting sued, but now I'm not so sure. Honestly, knowing the answer affects my own strategy too. If they ever start giving me warnings and there’s no package at the end, I'd rather just quit abruptly than go through the torture of a drawn-out firing process.

Is there somewhere I can look it up?

https://www.haystack.tv/v/man-sues-agencies-arrest-ai-facial-recognition-mistake

These threads must have done something to “whomever” as they are actively posting nonsense threads to keep people from seeing these ones. Here are the links! These unethical corporations hold so much power, therefore, employees need to BE AND TO STAY INFORMED. Here are the links. 😘

Hopefully one day soon, the Middle Class and employees especially will take back their power through voting, reform, etc. and be given the respect that is truly deserved. Smart organizations value customers, employees and especially the Middle Class!

📍Is there anybody in the C-Suite who could right this ship?
https://www.thelayoff.com/post/@OP+1ktrynyz8

📍Very bad layoff packages and requirements
https://www.thelayoff.com/post/@OP+1ktrm8qmj

📍Sharing from the UHG link on thelayoff
(Forced Arbitration Discussion)
https://www.thelayoff.com/post/@OP+1ktq7ytkt

📍VP quit!
https://www.thelayoff.com/post/@OP+1ktmsca1x

It used to be formal layoffs with packages were the only thing to worry about. Now they're moving toward firing people individually. I personally know three people let go for reasons that made no sense. One had fine reviews but was told their performance was poor. Really? I hope they talk to a lawyer.

Yes, it includes St Paul based jobs. Authorization cards have started.

If you have not been offered voluntary separation package how likely is it you would get it if you wanted and requested it ?? >30 years in at ford .

If granted - are there any stipulations ?

That's the question. simple. yes no.

I was cut in the last round, I'd like to see if it's the same as it was then.

A class action lawsuit was filed against Oakland City University. It alleges the university failed to pay employees for weeks. This occurred before a massive campus shutdown and staff layoffs. Chelsea Price filed the suit seeking unpaid wages and damages. The university previously announced suspending traditional undergraduate programs.

Evansville, Indiana

https://www.wbiw.com/2026/06/09/class-action-lawsuit-filed-against-oakland-city-university-over-unpaid-wages-following-layoffs/

I have tight schedule and I won't be able to give 15 day notice, is that ok? will there be any pay cut?

Health insurance corporations use forced arbitration.

If you don't know what it is and how it impacts the public, consumers, employees, etc. Look it up!

Here is a link you can start with:

https://www.epi.org/publication/the-arbitration-epidemic/

There is a lot of information on it out there. Stay informed and know your rights.

Also check your State Laws, as certain States have counters to the use of it. Knowledge is Power.

These trends are undermining decades of progress in consumer and labor rights.

Health insurance corporations use forced arbitration.

If you don't know what it is and how it impacts the public, consumers, employees, etc. Look it up!

Here is a link you can start with:

https://www.epi.org/publication/the-arbitration-epidemic/

There is a lot of information on it out there. Stay informed and know your rights.

Also check your State Laws, as certain States have counters to the use of it. Knowledge is Power.

These trends are undermining decades of progress in consumer and labor rights.

Health insurance corporations use forced arbitration.

If you don't know what it is and how it impacts the public, consumers, employees, etc. Look it up!

Here is a link you can start with:

https://www.epi.org/publication/the-arbitration-epidemic/

There is a lot of information on it out there. Stay informed and know your rights.

Also check your State Laws, as certain States have counters to the use of it. Knowledge is Power.

These trends are undermining decades of progress in consumer and labor rights.

Health insurance corporations use forced arbitration.

If you don't know what it is and how it impacts the public, consumers, employees, etc. Look it up!

Here is a link you can start with:

https://www.epi.org/publication/the-arbitration-epidemic/

There is a lot of information on it out there. Stay informed and know your rights.

Also check your State Laws, as certain States have counters to the use of it. Knowledge is Power.

These trends are undermining decades of progress in consumer and labor rights.

All Health Insurance companies will accomplish by leveraging AI over human being workforce is to provide a lesser quality of services and product to whom should be their customer base.

Will AI save corporations millions if not billions of dollars, which will make shareholders money and also C-suite executives bonuses.

But at the cost of it membership having a lesser, albeit cheaper, quality of services.

Problem is, all Health Insurance corporations consider shareholders to be their customer, not their membership. That is the problem with allowing public stock traded corporations to administer government funded products, such as Medicare.

All Health Insurance companies will accomplish by leveraging AI over human being workforce is to provide a lesser quality of services and product to whom should be their customer base.

Will AI save corporations millions if not billions of dollars, which will make shareholders money and also C-suite executives bonuses.

But at the cost of it membership having a lesser, albeit cheaper, quality of services.

Problem is, all Health Insurance corporations consider shareholders to be their customer, not their membership. That is the problem with allowing public stock traded corporations to administer government funded products, such as Medicare.

All Health Insurance companies will accomplish by leveraging AI over human being workforce is to provide a lesser quality of services and product to whom should be their customer base.

Will AI save corporations millions if not billions of dollars, which will make shareholders money and also C-suite executives bonuses.

But at the cost of it membership having a lesser, albeit cheaper, quality of services.

Problem is, all Health Insurance corporations consider shareholders to be their customer, not their membership. That is the problem with allowing public stock traded corporations to administer government funded products, such as Medicare.

All Health Insurance companies will accomplish by leveraging AI over human being workforce is to provide a lesser quality of services and product to whom should be their customer base.

Will AI save corporations millions if not billions of dollars, which will make shareholders money and also C-suite executives bonuses.

But at the cost of it membership having a lesser, albeit cheaper, quality of services.

Problem is, all Health Insurance corporations consider shareholders to be their customer, not their membership. That is the problem with allowing public stock traded corporations to administer government funded products, such as Medicare.

All that Humana and other Health Insurance companies will accomplish by leveraging AI over human being workforce is to provide a lesser quality of services and product to whom should be their customer base.

Will AI save corporations millions if not billions of dollars, which will make shareholders money and also C-suite executives bonuses.

But at the cost of it membership having a lesser, albeit cheaper, quality of services.

Problem is that Humana and all Health Insurance corporations consider shareholders to be their customer, not their membership. That is the problem with allowing public stock traded corporations to administer government funded products, such as Medicare.

Humana uses forced arbitration.

If you don't know what it is and how it impacts the public, consumers, employees, etc. Look it up!

Here is a link you can start with:

https://www.epi.org/publication/the-arbitration-epidemic/

There is a lot of information on it out there. Stay informed and know your rights.

Also check your State Laws, as certain States have counters to the use of it. Knowledge is Power.

These trends are undermining decades of progress in consumer and labor rights.

I see it’s lit over here lol!

Someone posted this on the UHG link for the layoff. Did anyone know about this?
https://www.thelayoff.com/post/@OP+1ktq0j4m3

Basically they are saying UHG-Optum-UHC utilizes forced arbitration which is generally deemed not good for consumers or employees. When did they start doing this? Apparently most large companies do this but several like Google, Uber, Airbnb and others have stopped doing it.

UHG uses forced arbitration. If you don't know what it is and how it impacts the public, consumers, employees, etc. Look it up! Here is a link you can start with, but there's a lot of information on it out there. Stay informed and know your rights. Also check your State Laws, as certain States have counters to the use of it. Knowledge is Power.

https://www.epi.org/publication/the-arbitration-epidemic/

Or is that just me?

Allow employees to retire earlier penalty free. No exit package necessary.

Haven't been here for awhile and looking at the postings I am shocked that people are putting up with this mess.

Managers/Directors openly disrespecting staff, threatening them in front of witnesses, making up jobs/roles but not compensating them appropriately, scolding them for not asking about pronouns to members who likely are clueless or will loose their mind at the question, insane micromanagement. and people are just putting up with it.

My Goodness!!! Use your power and the power of the policies posted in Workday for this and start calling it out. Being afraid of being Rifed is turning people into doormats. Stand up for yourself!!!

Do you maybe know what's the best way to do this for us that were let go this year?

I know I'll have to get it next year but since logins do not work not sure what other options I may have.

I know I can reach to HR and find out but I hate doing this as they tend to be terse and are slow to respond.

Been here for 19 yrs & the nepo babies just keep being hired !!! W/O naming names, there is this RVP who hired his best friend who became RVP. Then, the first RVP hired his nephew who was a disaster that lasted 4 yrs then hired his next door neighbor & she lasted 9 months. I believe RVPs are still there & the second one is incompentent. Lacks basic skills. Terrible hiring manager. Turnover under them is like 200%. But keeps getting pay increases and raises b/c they are best buddies.

Nepotism* is the practice of giving preferential treatment to relatives or close personal connections, especially when it comes to jobs, promotions or other opportunities. In a workplace setting, nepotism occurs when personal relationships influence hiring, advancement or day-to-day decisions, often at the expense of fairness and business transparency.

That favoritism can take many forms, including:

Bypassing formal hiring processes
Awarding promotions or raises without clear justification
Assigning desirable projects to favored employees
Offering preferred schedules and flexibility
Erica Salmon Byrne, chief strategy officer and executive chair at Ethisphere, shared a straightforward example: If a hiring manager fills an open role by quietly hiring a family member — without posting the job or considering other candidates — that’s a clear case of nepotism.

Research shows just how common — and impactful — these dynamics can be. Opportunity Insights, Harvard’s economic mobility research group, found that nearly one in three Americans will work for a parent’s employer at least once by age 30. In those cases, young workers earn about 20 percent higher wages than their peers without the same connections.

Types of nepotism

Nepotism doesn’t always look the same. In most workplaces, it tends to fall into a few common patterns. Understanding those differences can help you identify what’s actually happening and why it may be causing problems.

1. Reciprocal nepotism

Reciprocal nepotism occurs when a family member or close connection is offered a role and accepts it because of personal obligations rather than qualifications. This often stems from cultural expectations, loyalty to family or a desire to preserve relationships. When favoritism goes unchecked, reciprocal nepotism can become “just the way things work,” making it harder to draw clear lines around hiring and promotion decisions.

1. Entitlement nepotism

Entitlement nepotism happens when someone believes they deserve a job, promotion or special treatment simply because of their relationship to someone in power. This form is most common in family-owned or closely held businesses, where lines between ownership and management can overlap. Employees affected by entitlement nepotism may assume advancement is guaranteed, regardless of performance, which can be particularly damaging to morale and accountability.

1. Cronyism

Cronyism looks a lot like nepotism, even if family isn’t involved. It shows up when leaders keep hiring or promoting people they already know, such as former colleagues, friends or longtime contacts, instead of looking for the most skilled candidate and the strongest company culture fit. Over time, those choices can close off opportunities for everyone else.

1. Organizational nepotism

Organizational nepotism is a quieter form of favoritism rooted in internal loyalty. Leaders turn to the same familiar people, often former colleagues, and the same names appear again and again when new roles open up. Over time, employees notice when opportunities for advancement slow — or stop altogether.

1. Reverse nepotism

Reverse nepotism describes situations where power dynamics are distorted by external relationships. For example, if a manager supervises the CEO’s child, they may hesitate to give honest feedback or enforce standards out of concern for retaliation or job security.