#ethics

Did you know:

NYSE-listed companies must adopt and disclose a code of business conduct and ethics applicable to all directors, officers, and employees, per SEC-approved rules. These rules cover conflicts of interest, compliance with laws, insider trading, and reporting of illegal behavior, and must be posted on the company's website.

Interesting that Jones just rolled this out when this is a requirement for publicly traded companies listed on the NYSE. But we're not for sale, right? I'm sure the timing of the rollout is just a coincidence.

Where do ethical concerns at this firm end up in leadership - seeking a name that isnt RV. There are insidious tactics being applied to domestic employees at this time which will have prolific downstream consequences. There is proof abound certain execs are complicit with fake performance reviews under a visa and 3rd party displacement model.

Please write your government representatives if you see it too, or have worked with McKinsey on these models in the past.

https://nypost.com/2025/12/27/us-news/dad-of-slain-cvs-worker-edeedson-cine-said-son-spent-final-morning-with-family-before-fatal-shift/

Absolutely horrible response by this company towards law enforcement and the victims property considering this happened at one of their stores on Christmas.

If you go to speak up for ethical misconduct by a cabal of leadership reinforced by HR and Speak Up covers is up, what is the next move? Email Farley’s CDSID? Looking for answers. Every time we have holidays I seem to get punished for enjoying time off so I know the worst is yet to come.

"Three people familiar with the reorganization said the unit's investment committee was reduced to two members: Tan, and Intel's Chief Financial Officer, David Zinsner"

"Two employees familiar with the matter said some within Intel felt pressure to consider portfolio companies where Tan had an interest to align with his strategic priorities."

https://www.techspot.com/news/110576-intel-ceo-also-major-startup-investor-starting-get.html

The King can dominate the world.

Another deal to boost LBT's forture:
https://www.reuters.com/business/intel-pursued-deals-that-boosted-ceo-lip-bu-tans-fortune-sources-say-2025-12-10/

LBT is using Intel funding to acquire his own companies: SambaNova Systems where LBT is the chairman; Tara where LBT is the investor. Both startup have no customer and is almost dead. LBT is pouring Intel money to invest to himself and his son's company.

Why is LBT able to serve as chairman of so many companies and work for multiple companies, while he asks others to return to the office?

A good post from “Neo” in the Citrix Systems forum:

https://www.thelayoff.com/t/1kc3j9256

You work for wealthy people that invested 16 billion dollars to make a substantial profit using whatever playbook is at hand. That's just business.

Clearly and contrary to the vision of the founders of Citrix, they are just interested in low effort approaches because they are efficient money wise. Making everything cheaper and simpler to manage in order to pursue a financial Eye Candy effect, for an eventual sale or a return to the public space, is an example.

There is no interest in keeping strong teams or long term plans for product innovation, its just paint. Layoffs are not personal (and not particular to these guys), they just don't care about keeping you because you are the negative term in their growth/profit equation. So they will minimize you (head count) with all the techniques available in the book (forced % of layoffs, silent firing, colleagues competition for forced rankings, internal divisions, fear, you name it)

So where are you positioned in this game? You are the exploited employee they (or any other company) will squeeze until the product is at visible risk. You will willingly accept recurrent extra loads of work, cause you are scared to loose you livelihood and you have no other choice. Also you are the next person to be laid off (its about when, not if) On the other hand you also have free will, knowledge and skills (don't buy into the AI BS, you are needed), and dignity.

Now, if you know the game, the players, and the rules, you would likely be better off using this platform also to bring ideas on what can be done to make it a bit more fair to you and your colleagues and to minimize irrational expoitation, unethical meassures, and everything else everyone has been posting here. (Never forget this is Corporate America, don't expect miracles)

Complaining, and spreading subjective fear (distict from useful info and heads up) will only work against you as that is the expected behavior.

There are problems, bring ideas to help solve or make them better.
After all, you were all hired for your problem solving skills and intelligence.
Use it!

PD: This post encourages fairness and ethics. Expect pushback, misleading statements, and attacks from some players in the comments section.

You work for wealthy people that invested 16 billion dollars to make a sustantial profit using whatever playbook is at hand. That's just business.

Clearly and contrary to the vision of the founders of Citrix, they are just interested in low effort approaches because they are efficient money wise. Making everything cheaper and simpler to manage in order to pursue a financial Eye Candy effect, for an eventual sale or a return to the public space, is an example.

There is no interest in keeping strong teams or long term plans for product innovation, its just paint. Layoffs are not personal (and not particular to these guys), they just don't care about keeping you because you are the negative term in their growth/profit equation. So they will minimize you (head count) with all the techniques available in the book (forced % of layoffs, silent firing, colleagues competition for forced rankings, internal divisions, fear, you name it)

So where are you positioned in this game? You are the exploited employee they (or any other company) will squeeze until the product is at visible risk. You will willingly accept recurrent extra loads of work, cause you are scared to loose you livelihood and you have no other choice. Also you are the next person to be laid off (its about when, not if) On the other hand you also have free will, knowledge and skills (don't buy into the AI BS, you are needed), and dignity.

Now, if you know the game, the players, and the rules, you would likely be better off using this platform also to bring ideas on what can be done to make it a bit more fair to you and your colleagues and to minimize irrational expoitation, unethical meassures, and everything else everyone has been posting here. (Never forget this is Corporate America, don't expect miracles)

Complaining, and spreading subjective fear (distict from useful info and heads up) will only work against you as that is the expected behavior.

There are problems, bring ideas to help solve or make them better.
After all, you were all hired for your problem solving skills and intelligence.
Use it!

PD: This post encourages fairness and ethics. Expect pushback, misleading statements, and attacks from some players in the comments section.

On 12/5 U.S. court rules Cognizant’s H-1B practices unlawfully harmed non-Indian workers and disproportionately displaced American employees. No way anyone could have seen that coming!

Now that feels like a foggy memory. It was never perfect, and I never expected major career growth. Advancement was already limited when I joined. But things were better organized, more efficient, less harsh, and at least somewhat logical. Doing a good job actually meant something.

Today it’s a drag, with constant chaos, growing obstacles to helping clients, and the axe always spinning overhead. Any motivation, encouragement, or respect has been stripped out of how leadership treats employees. I honestly think they’re counting on most of us being decent people who still try to do our jobs responsibly, because there’s no external incentive left. The only thing keeping anyone dedicated now is personal ethics.

He-l no! I don’t know where the first post went that was sent on the email but we will not do that until the ethical topics described on that post caused by executives are reported and there are consequences. We damn sure won’t tell that colonel sanders fraud or any of his team or him resources where he operates!

The bogus performance reviews about to happen prompted me to post this. I am not venting here rather giving practical advice. Personally I had a great career at BNY before I became subject to the current state. Don’t blame your direct manager- no control. I know what they are doing and is beyond unethical. At will employment yes but you still have rights. I pushed back on them and they wrote me a check for a year salary without going to court. I see so many posts on here regarding you can’t beat the man, they are more powerful than you blah blah. This is so not true. Does anyone really think they have competent in house counsel? They do not as they were all axed too. Their representation on my case was some young attorney from Reed Smith. They settled quick in under 2 months. Don’t fold. Fight back! It’s actually not difficult. Engage an attorney and go after them. All so unfortunate. To everyone still working there, I sincerely wish you the best outcome possible. I really mean that.

I don't understand HK as COO. If not due to actual incompetence and misconduct, why invite the optics?

1) Corporate Pillar: be a top quartile performer.

Via LinkedIn, Heather was Baxter President of Global Business Units and Americas (2019-2023), EVP/Group President of Medical Products and Therapies (2023 - Feb 2025), then COO Feb - Oct 2025.

Baxter stock went from $85 to $20 since 2020.

Whether accurate or not, in big roles you are judged on results, not what you do/say. It doesn't matter how intricately you lay out your strategy, vision or "playbook." If you don't grow the company, you fail. Why bring in a failure to lead Solventum?

2) Win with Excellence. Paraphrase of Bryan: "We want to win, but ethically. If you or a family member wouldn't use our product due to safety concerns, we'll do the right thing and pull it."

Just a year ago, Heather was celebrating the Novum IQ launch:
https://www.linkedin.com/posts/heather-knight-2620084_novumiq-patientswin-activity-7186818979544346625-TafM/

Heather was boasting Novum sales growth in May 2025, even though recalls were happening a month later. They left the pumps on the market and chose to publish workarounds for hospitals instead.
https://www.medtechdive.com/news/baxter-recalls-novum-pump-one-injury/750127/

Now the pumps are pulled and we have a class action lawsuit citing Heather and Jose (Bryan's brother-in-law), listing 2 deaths and 79 injuries from the Novum platform:
https://rosenlegal.com/wp-content/uploads/2023/07/Baxter-International-Complaint-Upload.pdf

This rundown by a legal firm also suggests issues may have been known via their Canadian launch, which preceded the US launch.
https://zlk.com/learn/baxter-international-inc-bax-securities-class-action-lawsuit

The latest date in the lawsuit text is "September 2025" and web search results covering it start popping up in Oct 2025, so it seems coincidental to hire her in October.

So, of all the possible COO choices... why Heather? I don't get it. Even if we blame all of Baxter's stock issues on the CEO instead of HK, and say she had nothing to do with the pumps... as a new company looking to establish confidence in our next-in-command, I wouldn't touch her with a 10 foot pole. What am I missing?

Another article about CVS fraud. Paying out millions in a lawsuit AGAIN. When does it stop? As an employee, I want a ridiculously large bonus and raise in 2026. They shove fraud and abuse classes down our throats in the learning center yet here we are once again having to deal with the repercussions of this company being fraudulent. Somebody is not taking these classes. It's affecting our stock and I'm sure the bottom line numbers.

Someone needs to investigate Verizon and it's executives. There's no way they aren't hiding things that would get them thrown in prison. Stock manipulation, earnings manipulation, growth manipulation, taking bonuses while laying off employees, allowing outsourced calls centers to steal customers information to then be used by scammers (which we all know come mainly from overseas), ECT ECT. I'm sure the secrets they hide keep them up at night. Enough is enough!!!

Fake news or bad news ?
Is it ok to keep a stealing person in your house or company ?

Beware! The language in the severance plan is designed to silence you and whatever you have suffered under the WF new "management" style. Its all designed to cover up what they are doing and how they are doing it. Getting rid of long-term, loyal employees and then hiring outside the USA or worse.
Current management in this case is complicit in the overall scheme. They know who is buttering their bread, and frankly, its not the folks who've made the bank successful. Nope. Its the new team, those who came like locusts from other banks.....and who are now reaping bonuses for replicating where they came from. Yes! You guessed it, WF is not getting to be "leaps ahead", no they are just catching up. To jump ahead of the banking group, you'd have to have original, out of the box thinking. And ability to tolerate risk. All of which....the current leadership lacks. And given the brain drain, well then. I think we can all agree.....there is little upside from here.

Based on my experiences in Australia, bonuses are not merit based but essentially based on how well you get along with your boss. They can make all your hard work and outcomes achieved throughout the year meaningless. They dictate your year end review and also what salary increase and bonus to put forward for you.

I think they also play favourites as in a way they have a certain budget to work with for the team. Give more to brown nosers and less to associates they don’t like.

Lesson - at a company like this, it’s not about producing grade A product and being a grade A colleague. It’s about kissing A.

After the thanksgiving day off. it is hard to be thankful for working at US Foods for the first time in my just over 10 years here. I am here for work and see everything diifferently after reading all of these posts last night. My husband and I agreed that I should look for a new job because I woman of faith and I cannot honestly like making this company succssful when we can just wave off what is written on here about this Mr Kernel man. It is an insult to everything we are suppose to stand for. I have given over a decade to this company but will look to a new venture in my future where I can work for a company with ethics? I can't give any more.

when MD retaliates? There is clear documentation of that available, there are credible witnesses willing to speak up. Someone once advised to go to Ethics and not HR as HR will just bury the matter. Ethics may also try to do that, but Ethics reports up the Legal chain not HR. Will Ethics act in case they think there's enough evidence to stand in court if the person decides to sue?
Has there been a single case where an MD has been taken to task properly by Ethics - say being written up or anything else? How does Ethics investigate and/or close a case - they produce a report?

You are running the easiest semi-legal racket in the world and your unchecked greed is going to bring the whole thing to the ground. Money just rolls in and you don't even have to produce anything tangible. You don't even have to guarantee healthcare for your Insurance premiums. A little advice from a street guy, when your getting away is as a shylark especially in a crony-capitalist fraud it is better to keep customers happy and maintain the illusion of legitimacy.

It’s interesting going through the financial crimes compliance training. Bob Toohey has definitely violated conflicts of interest and nepotism/cronyism. Probably a bunch of others too.

Why THE U.S. DOJ “REFUSES TO PROSECUTE BOEING

Boeing Just Got Off The Hook, "For Good!" Why Boeing Goes Free,
But No Justice For "PAX" Families.

While we were busy with the UPS Cгash last week,
Boeing was busy getting out of jail free.
And THIS TIME it's for GOOD!
The Judge said his hands are tied as the family tried to appeal;
however, the DOJ may be too big to fight this time.

Criminal Government, Criminal Corporations:
It’s the only scenario that fits, and the facts are objectively observable.

U.S. Senator Josh Hawley goes after Boeing management again.
Just sound bites;
With no action against Boeing's depraved indifference to human life.
https://www.youtube.com/watch?v=HAc5Hk5DGSU

@OP+1uVO2Zfr --- Boeing Does Noting to Overt Disaster

@vzv+1ufCm6bE --- It’s Far Worse Than A Simple Disgrace

@OP+1uIN9Fhl --- Boeing’s Self Inflected DeatҺ Spiral

The way the company is being run is unsustainable and frankly, deeply disappointing. Chris Cartwright has 100% bought into this ba----dized form of capitalism in America where shareholder value is the benchmark of success and nothing more.

There is no concern or respect for the employees, the single concern is profit and profit margin, but only for shareholders.

We continue layoffs despite being highly profitable and overachieving in regard to our forecast. We continue to have our resources and tools stripped away in attempts to save cost. The expectation then falls to the remaining employees to do more with less. The real economy (food prices, healthcare costs, childcare) is in recession due to rapid inflation and heading toward depression, yet employee pay has not even remotely kept up with rising real life costs.

Additionally, we are currently launching a platform for fraud prevention that is embarrassingly underdeveloped due to a lack of resources in software, developers, and engineers. This project is being spearheaded by an Advisor who is so blinded by career ambition that their lazer focus is on getting the product launched, so that they can receive the accolades and career advancement that comes with such success, but this Advisor seems unable to see that they are driving the launch of a product that is simply not ready to face customers. This lack of foresight is common here and I believe it’s because those affected are the boots on the ground employees who’s workloads and expectations continue to rise, but those in managerial or advisor positions do not have to feel the day-to-day impact of this approach.

To continue, every idea comes from the top down. The voices of the frontline employees are often ignored. Live training is avoided at all costs, even when it is explicitly requested or the need expressed. In fact, employees are often condescended to with responses like, “we encourage you to be more proactive in your training” and explore other resources such as a wiki page; suggesting that as if it weren’t a grossly false equivalency. In addition, the responsibility is placed on frontline level employees to document and log every single action that that is taken. There seems to have been very minimal effort on the part of management to figure out and implement a way to track employee productivity that is more comprehensive than insisting that their employees take the time and effort to not only do the work, but then log their work so that management doesn’t have to take the time and energy to do so. All of this despite a strong push for increased efficiency. Does no one in leadership or management see how this looks to the average employee? It is so ridiculous that it’s laughable—and believe me, employees are laughing amongst one another because it’s either that or cry.

Moreover, the current climate in this country has not adequately been addressed by TransUnion leadership or HR. There are ICE body snatchers out in this country, the epicenter of which is Chicago at the moment, and the silence from this organization is deafening. Violence is occurring in this company’s front yard, but not one individual in leadership has had the courage to acknowledge it; no emails with resources for what employees should do should they be illegally detained, No support for our colleagues who may be targeted simply for how they look, nothing.

Cartwright and Venkat are displaying for every employee how ethically and morally bankrupt this organization is with the two of them at the helm.

It’s embarrassing and it is despicable.

FYI - Qualcomm story you might like ...

https://fox5sandiego.com/news/local-news/arabi-qualcomm-fraud-scheme/

Dr. Karim Arabi, once a senior leader in Qualcomm’s Research and Development division, was sentenced on Oct. 28, 2025, in San Diego federal court. Chief U.S. District Judge Cynthia A. Bashant also ordered Arabi to forfeit more than $45 million, along with luxury properties in Canada and Norway, and to pay $100.8 million in restitution to Qualcomm.

Simultaneously, a separate investigation by the U.S. Senate is examining the company’s financial forecasting practices. Democratic senators are specifically seeking information about former CEO Frank Bisignano’s involvement in developing the allegedly inflated financial projections

https://www.theregister.com/2025/11/18/netapp_cto_lawsuit/

Former CTO being sued for stealing trade secrets.

In a conversation with a colleague in September she was talking about performance reviews for January 2026. This person is not a manager. We were talking about the forced distribution of poor performance reviews. She relayed to me that mine would be Inconsistently Meets. My review is due in January 2026

Seems odd that that year I turned 65 my performance rating went down from my past 21 years of employment. My work ethic has not changed. I have added to my skill set. I’ve taken on more responsibility.

It’s painful to watch how SAP continues to generate massive profits from the North American region, yet when layoffs happen, NA employees are the first ones targeted. The organization expects returns from NA but doesn’t reinvest in the region by protecting jobs or creating opportunities. Instead, the only real job security seems to exist in Europe and lower-cost countries, purely because of cost advantages.

This double standard feels like hypocrisy. Many high-performing employees across the US and Canada have been intentionally targeted. Several German managers have knowingly set NA employees up for failure, only to replace them later with far less experienced individuals in Europe people who often lack the maturity or capability to handle the complexity of the roles they’ve inherited.
What’s even more disheartening is the lack of empathy displayed by certain HR manager (who shouldn't be managers) in Europe. Many of leader's got downgraded their role to 2-3 times lower but still talk as if they own SAP. Don't have little to no shame to resign and leave the company. They deliver polished speeches during town halls about ‘family’ and ‘support,’ but the moment real, difficult questions are asked, they become defensive, vindictive, and punitive. Employees who speak up are often singled out and slowly pushed out through a toxic environment.

There is a clear pattern of favoritism, retaliation, and deeply unethical behavior happening across the HR space. These actions are not only damaging careers they are eroding trust, culture, and the very integrity the company claims to stand for.

It’s disheartening to see the direction SAP is heading. Having been part of this company for so long, it’s painful to witness the current layoffs and the uncertainty many colleagues are facing. At the same time, I’ve learned that HRBPs from across the globe are flying to Germany for a week-long in-person meeting which could easily cost around 200k$
In moments like these, it’s fair to question whether such travel is truly necessary. Could these costs have supported a few more roles or extended employment for impacted staff? Many of us on the engineering side feel the weight of these decisions deeply we continue to build and innovate while wondering. We engineers are building the company and the HR and the support functions are enjoying it. Does board leaders have become so week to not even as these questions to HR Leader and the CFO who is making these hasty decisions
I hope leadership reflects on these choices with transparency, empathy, and financial prudence. Strong, people-first decision-making is more important now than ever.
Do the board leaders have become so week to not even as these questions to HR Leader and the CFO who is making these hasty decisions?
SAP has become #AntiImmigrant #AntiEmployee

https://www.bbc.com/news/articles/cqjwg197855o

I was laid off Monday — in a 30-second phone call.

What doesn’t make sense is watching people with multiple ethics violations in a year keep their jobs. I guess being close with HR has its perks.

It’s frustrating when the people meant to protect confidentiality don’t, and when accountability seems optional. Those of us who try to do the right thing end up paying the price.

It’s disappointing, but my integrity is something no one can take from me. I’ll be okay — and I’ll always choose honesty over politics.

Not much to add. At Freddie, his people got untraceable access to all the borrowers data too to dig dirt on political opponents. Infosec and senior leaders knew, no alarms were sounded. The rules of “safety’n soundness” and ethics are only for us

I’m all for helping others, but what about helping your employees who are not making a living wage first? We all know this isn’t coming from Sarah’s hefty paycheck and she doesn’t have to worry about where her next meal is coming from.

i’ve been reading about people being forced to train their replacements for at least a decade, but i never thought i’d end up working for a company that does it. when i started here a few years back it felt like there was a real culture of appreciation and opportunity.

this practice is disgusting and should be outright outlawed. no one should lose severance for refusing to take on something so unfair, unethical, and demeaning. severance should acknowledge past effort, not serve as blackmail to make sure an unqualified replacement can get by.

i had to go through multiple interviews to prove my skills just to get this job, and once hired, i barely got any real training.

as they cycle through teams, many can only document so much because creativity is often needed to solve problems. writing stepbystep instructions for every situation isn’t realistic. VZ also seems blind to how much these off-shore things exaggerate the abilities of their workers....sometimes outright fabricating them.

they rely on laid-off employees to cover that up by writing detailed guides. if they want to use a bargain-bin workforce, that’s their choice, but they shouldn’t expect people like that to be top-tier or capable in a crisis and we know how often we have them and there is more coming.

There are numerous things imperial has done that have not gained the media attention it should.

Start editing their wikipedia page. Create a category called “spills” and “regulatory issues”. Make sure everything is verifiable facts, and of course don’t share any information that could get you in hot water.

Remember its anonymous! (But not impossible to track to you)

For 5+ years, Wells Fargo has run an ambiguous layoff machine under the banner of “efficiency,” with quarterly severance accruals ($750M–$1B in 2023 alone) and global headcount slashed from ~268,000 (2019) to 217,000 (2024)—a net loss of ~51,000 souls. Meanwhile, India/Philippines ops ballooned: ~10,000 hires during the pandemic, VP-level Risk/Compliance roles offshored (requiring FINRA licenses), and threads here scream “All India Project.” U.S. employees train replacements in Bengaluru, Hyderabad and Manila, then get the axe. Identity theft teams to Manila, compliance VPs to India—classic knowledge transfer before the pink slip. RTO mandates, hub consolidations , non-backfill policies, and location strategy force quits or relocations, masking the real goal: cheap offshore labor. It’s the account scandal 2.0—unethical cost-cutting, abuse shifted from customers to employees. No genuine restructuring; just coercion in “wagile” clothing. Signs it’s failing? India hiring freeze + 400 cuts in 2025, Chennai shutdown—optimization after U.S. displacement backfired with expertise loss (EPL flops, SSIS relics, cloud messes). Psychological safety? Zero. Teams? Ghosts. Innovation? Dead. Ethics demand shareholder scrutiny—until the next crisis exposes the rot. Document everything, join Wells Fargo Workers United, file EEOC if biased. Upskill (tuition reimbursement for certs and training), quietly quit, job search—JPMorgan’s building fearless AI teams (30% costs down, 20% sales up). Read The Fearless Organization. My mission: fearless workplaces. There’s a better option! #WellsFargo #OffshoringFail #FearfulBank

Why can they see we still have people taking free thing like NCAA / NFL tickets !!!! I guess if they can do it I can To !!