#ethics

When Mike dumps all over the employees does he at least wipe? We all know he doesn't flush unless the company or employees are in the toliet!

Mike laid down a massive log on the employees. Is he done or is he going back for seconds?

Dell is just a foolish place. I just don't have the time for the politics and ridiclious decision making from our management team. I do what I need to do every day and ignore everything else. Our management has become totally mo--nic and everything is political so I just don't bother with it anymore. It's such an unethical company, I sincerely hope at some point the SEC come downs hard on them and they get sued.

If you are in management you are worthless and clearly management has changed considerably to a point where I just don't respect them anymore.

For now, it's just a job that will get me by so I can build my resume and then move on in a couple of year.

I believe I am being unfairly singled out by one of the Senior Directors within Superior Compliance. It has come to my attention that this individual has made unprofessional remarks about team members via Teams and has demonstrated behavior that could be described as undermining and unsupportive. Her conduct has contributed to a challenging and uncomfortable work environment.

Has anyone noticed the abundance of emailed attestations from the company notifying us that we must act like Peter Priesthood at all times, else suffer the consequences? In other words, we actually have to sign that we’re gonna behave like good little boys, girls and other identities…

All these comments about fraud, lying, cheating, and stealing from the company and leaders that support it…. If you know someone is cheating sales, and being paid for it, that’s fraud, and illegal. Lying about a number or cheating to hit a number that is not working with integrity. If you are mistreated by a boss because you refuse to do this or report others that lie, cheat or steal you should report it on the working with integrity hotline. It is anonymous and works when you provide proof. If you wait till they try and fire you for something it will be too late that would just be seen as you being defensive. If you really want to report this stuff do it there. Search for “integrity” on the stream and you’ll see it if the new leadership really wants to change things they need to know. Let’s see how serious they are about making our culture better.

The number of serious safety incidents over the past two years is staggering, yet they seem to quietly disappear without real acknowledgment. Is safety no longer a priority, or is there a deliberate effort to downplay and cover things up? Even incidents outside the immediate work environment, like the fatal crash involving an intoxicated employee leaving a company dinner, are brushed aside without discussion. It raises a real question: has the organization lost its sense of empathy, or are lives simply not valued here anymore?

Want to mitigate the risk of corruption and fraud to the firm? Hire someone who participated in it as your head of enterprise risk.

https://www.foxnews.com/politics/nebraska-economic-development-director-resigns-covid-grant-concerns

I find it ironic that Cisco who’s known for layoffs has these sales leaders who are well off preaching about supporting the homeless when they directly contribute to the issue. Many people who get laid off have families and houses and losing their livelihoods can directly impact their ability to provide for their families and potentially lose their means of shelter. Look the mission is great but doing this at a company like Cisco feels tone deaf

https://www.ftc.gov/news-events/news/press-releases/2025/09/dun-bradstreet-agrees-pay-57-million-resolve-alleged-violations-ftc-order

Maybe keepin a lot of same mgmt in place (who were responsible for overseeing these practices) wasn’t the best idea?

Why can’t they get it right?

Eye opening article on his grifting Fiserv post departure. As the saying goes "follow the money". We got sc--wed.

People need to realize that he continues to sc--w this company

https://www.ft.com/content/6bf3c0ed-b97e-478f-9b7a-64db369d967a

Employers say they want people with integrity, loyalty, and to become really good at their jobs in order to serve the clients/customers with exemplary service and products. But, they reward people who do whatever it takes to advance. They tell FA's to push products that are fee based when those products are not in the best interest of the client (lack of integrity and ethics). They preach loyalty yet they bring in people from the outside and pay them more than paying long tenured employees because they know the current employees will stay without a competitive merit increase. They also preach customer service and job performance. Yet, when they think they need to restructure to be more competitive they just run analytics and cut with a machete instead of doing research to keep top performers with the plan to hire people back when they have finally decided what roles the firm will need. I understand this is what most employers do. However, this is not what Edward Jones has ever done. Penny and the rest of the ELT has decided to do this and therefore has made Edward Jones just another run of the mill employer. Edward Jones used to be a destination employer. A place where quality talent wanted to get to and stay. That is why Ted decided to have your profit sharing vest one hundred percent on day one unlike most employers. Now, Penny has decided to just run the company like any other. Top talent will not choose to come here. Top talent will not choose to stay here. Penny has decided to destroy the culture of this company from the inside out. The fall of this firm will not come from an outside threat. It will come from the inside. I believe the time is now. I believe her name is Penny Pennington.

I got a notification to do the code of conduct training. From memory one of the things included in this training is about treating people with respect. Am wondering if Jane directs and MDs have to take this training.

https://x.com/realmattforney/status/1976861104736223445?s=46

Hey anthem, you will not force or coerce me to volunteer to your chosen causes just so you can can get brownie points where ever you are trying to get them….. I volunteer and have for years, the way people are supposed to….. not for credit!

Lets admit it - Qualcomm's overblown management chain is useless to the core. All of them alike: incompetent, lazy, selfish sycophants, leaching resources, driving professionals out. Do you want to tell me that there is no conflict of interest where CEO's brother making a career? And this is just a tip of an iceberg, because such exist at every level. These people literally breaking their own code of business conduct with impunity. What chance engineering force and shareholders have to receive the value back for their hard work and investment? I would say - none, unless the whole structure is chopped to pieces and thrown away without mercy and payoffs. Complete business audit should allow to cut expenses I would say 50% at least without anyone noticing that these leaches have gone. In fact the level of distraction will become significantly lower. Where else did you attend to meetings with tens of attendees while only a couple of them actively solving an issue? Where else did you have to work around because your ignorant boss force the decision upon you and made task unnecessarily more difficult and far less productive? The solution is simple and less brutal than something that is expecting workforce and shareholders if take over does not happen.

State Farm faces allegations of poor ethics related to claims handling and discriminatory practices, including underpaying claims, delaying payments, and potentially using biased AI algorithms. These issues have led to customer complaints, lawsuits, and formal investigations by state regulators, such as the California Department of Insurance, which is examining the company's claims process for wildfire victims. Critics point to issues like low settlement offers, poor communication, and unjustified demands for information as signs of poor business practices.

I get that many employees just don't care any more. Fraud at ATT used to be something you would hear about through the grapevine. Now employees put little effort into hiding it.

September 13th we went to Crater of Diamonds State Park in Arkansas. I saw an ATT car in the parking lot and the woman driving was loading 4 children and some muddy digging tools and buckets. All of them were muddy from digging in the Park. Presses the boundaries of personal use.

A guy from another team sits near me boasting about using 6-8 full days each month for Caregiver time so they don't have to pay for childcare. Not working from home, just taking a free day and not logging it.

A guy on my team had hip surgery about 3 years ago. I've never seen him at work more than 3 days in a row in the past 2 years. Not gone to a medical appointment for a couple hours or working Remote, just out of office.

How is this possible? We've seen too many good people be let go. Are there no more checks and balances? Has anyone else noticed an increase fraudulent behavior?

1. Medicare Advantage Overbilling Allegations

Federal lawsuits and audits have accused Elevance Health (and several other large insurers) of inflating patient risk scores to increase Medicare Advantage payments.

These risk scores determine how much the government reimburses insurers — so exaggerating them can lead to billions in overpayments.

The DOJ and CMS have been investigating or litigating cases against multiple insurers, including Elevance, over this.

1. Claims Handling and Denials

There have been consumer and provider complaints about claim denials and delays, particularly for mental health services or out-of-network care.

Some whistleblowers and investigative journalists have argued that the company uses algorithmic claim reviews that approve or deny thousands of cases in seconds, raising ethical questions about fairness and patient care.

1. Executive Pay vs. Patient Costs

Elevance’s top executives earn tens of millions annually, even as members report rising premiums and narrower provider networks.

Critics see this as evidence that the company prioritizes profits and shareholders over patient outcomes.

1. Data Privacy and Security Issues

Like most major health insurers, Elevance has had data breaches and been criticized for not adequately protecting member data — especially sensitive medical information.

1. Political and Lobbying Influence

Elevance Health spends millions annually on lobbying and political contributions, which some watchdogs argue gives it outsized influence over healthcare policy — often in ways that maintain high profit margins rather than expanding care access.

1. Systemic Context

It’s worth noting: most of these criticisms apply across the U.S. health insurance industry, not only to Elevance. The structure of private health insurance — profit-based, tied to employer and government contracts — creates built-in incentives that can encourage minimizing payouts and maximizing revenue.

The SLT and legal team are experts ant appearing to follow the law while behind the scenes, discriminating on age and other attributes; anything to make the stock price go up. Real business leaders don’t layoff good loyal people during good times. Wake up world to what the Cisco SLT has been doing the drive the stock price up! We need a good class action lawsuit to make things right. Nobody in the world has the resources to stand up to the Cisco machine, but there are plenty of voices out there that want to be heard. While I doubtful that all the people impacted can coordinate a class action lawsuit, one thing I know for sure, is these SLT folks can look at their big bank accounts, but they have to live what they’ve knowingly doing to us!

Well said, @b1+1k6zc141p.

Imagine if our Executives put as much effort and creativity into developing viable strategies for growth and driving revenue as they do devising ways to manipulate financial reporting.

Another long and tedious United Way season at Phillips 66 has begun.

We are being asked yet again to give to an organization where nearly 20% of your money goes to pay for administration and fundraising efforts.

We are being asked to give so that our executives can be viewed as charitable in Houston and so that they will be invited to award dinners where they are recognized.

It is your money. Give it to where you want it to go.

It’s disappointing to see how deeply unethical behavior has become normalized in certain parts of Corporate Affairs. The HRBP who should be a neutral advocate for employees has instead chosen to protect friends, silence those who report harassment and abuse, and use false camaraderie and guilt to discourage accountability.

By enabling this kind of conduct, what the company itself calls “orange and red behaviors,” he’s not just protecting the wrong people; he’s fueling a toxic culture that’s creating real legal and ethical risk.
It’s also concerning that hotline reports appear to end up with the same small circle in Legal, where they quietly disappear without follow-up or action.

Until meaningful change happens, take a good look at who’s in leadership and ask how they got there. Often, it’s been at the expense of others who tried to do the right thing.

If you think this culture is limited to one department, think again. It’s spreading across the organization, unchecked.

Deloitte to refund government, admits using Al in $440k report
Edmund Tadros and Paul Karp
Oct 5, 2025 - 7.41pm

Deloitte Australia will issue a partial refund to the federal government after admitting that artificial intelligence had been used in the creation of a $440,000 report littered with errors including three nonexistent academic references and a made-up quote from a Federal Court judgement….

A new version of the report for the Department of Workplace Relations (DEWR) was quietly uploaded to the department's website on Friday…

Deloitte to refund government, admits using Al in $440k report
Edmund Tadros and Paul Karp
Oct 5, 2025 - 7.41pm

Deloitte Australia will issue a partial refund to the federal government after admitting that artificial intelligence had been used in the creation of a $440,000 report littered with errors including three nonexistent academic references and a made-up quote from a Federal Court judgement….

A new version of the report for the Department of Workplace Relations (DEWR) was quietly uploaded to the department's website on Friday…

Is adi deliberately targeting women in M2 positions and higher? Seems to be a lot who have „disappeared“ but male colleagues are still there.
Are employee services like the team which investigates employee misconduct also being targeted?
Are the adi upper male dominated management feeling threatened?

We currently have a contingent contractor from "1nF0$y$" working in our department. His role appears limited to issuing written instructions to permanent staff, and he does not contribute to any other operational tasks. His primary engagement seems to be attending private meetings with the Senior Director.

The Senior Director originally from India and now a U.S. resident through an H-1B visa followed by marriage to a fellow Senior Manager in the same department is reportedly receiving commissions for onboarding contractors from "1nF0$y$". Multiple sources have raised concerns about this arrangement.

Contractors brought in under this setup often exhibit inappropriate behavior, acting with undue authority and attempting to influence permanent staff. When questioned or held accountable, they respond with hostility and escalate complaints to the Senior Director. In turn, the Senior Director convenes meetings targeting the permanent staff and delivers reprimands, creating a hostile and retaliatory work environment.

These practices raise serious concerns regarding compliance with U.S. labor laws and ethical standards. Immediate intervention is warranted from Human Resources, College Relations, Ethics, and Legal departments to investigate and address these potential violations.

If I was worried about losing my job. I would make sure I was doing what I was supposed to be doing, and where I am supposed to be. If you leave the building and don’t clock out or lie about it that’s time card fraud. You will be put on a PIP and volunteering yourself if there is a next layoff. Also, time fraud will get you the boot so fast you won’t know what hit you. So, if you’re super worried about your job I would do your job.

More cousins and wives? Recruited

Sabre put out a PR on Sept 25 saying Sabre GDS shopping produced lower fares 49% of the time compared to airline.com. Airline.com did better only on 1% of searches. A comparison of Sabre GDS Shopping to airline.com is meaningless. airline.com does not have corp fares or negotiated fares. So the comparison is apples to oranges. If anything the comparison should be against airline direct content with NDC. Very misleading PR and this is an embarrassment.

If the KRK shopping team and marketing came up with this analysis (who else could have?), they should be fired.

There are rumors about member floating around. Allegedly this member had an inappropriate relationship with a certain c-suite executive.

In case you haven't noticed by now Schwab is defintely involved with this site and it's possibly even a trap set by them. They definitely have administrative access based on the number of posts and comments that get removed. Not so much the layoff info - I think they actually want people to see that stuff so they are prompted to leave on their own and Chuck doesn't have to cut them a severance check. Things that makes the company look bad though soon disappear. Notice how anything about the Peak-SoMo situation quickly gets deleted.

Now that (hopefully) the emotions have started to settle after the layoffs at HCSC, maybe we can pivot the energy to something carthartic?

Let’s crowdsource ideas for harmless, policy-accurate compliance. The kind of thing you can do at any company that’s made it clear ethical or moral leadership is... no longer a priority.

We’re talking about doing exactly what’s required, nothing more, nothing less. No sabotage. No risking jobs. Just subtle disengagement that lets you sleep a little better at night, while giving the company exactly what they’ve earned, the bare minimum.

Basically - no team spirit :)

Examples to get us started (some were shared in an earlier post):

Employee surveys? 0’s across the board (except for the 1 question concerning direct manager - mine will always get a 5 - they're amazing). No other comments. No free consulting.

Stop “going the extra mile.” If it’s not in the job description or the SLA, it’s not happening.

“I followed the policy.” (Exactly. To. The. Letter.)

No more “I’ll just handle it real quick” after hours. We’re clocking in and out by the minute (unless it's an expected part of your jd).

Meeting runs past time? “Sorry, I have a hard stop.” Click.

The Rules:

No one here wants to lose their job. These ideas should be safe and policy-compliant.

This is FUN. A release valve.

No “Black on Monday” or anything traceable. Keep it anonymous and professional on the surface.

If you’re here to cape for the company with “But we should think about what’s best for the company,” this thread is not for you. Just scoff and scroll on by.

So... Harmless but satisfying disengagement?

Will Cisco engage in another round of layoffs? yes. 100%
Will Cisco LRs happen next week? in November on the Q1 earnings call? in February on the Q2 earnings call? in May for Q3 or August for Q4/FY ? yes, probably.

Is Cisco bad? no. Cisco us a soulless entity (a corporation) that exists to enrich it's owners (shareholders). Some of the people who lead Cisco may be 'bad' but that is a value judgement.

You, the employee, have a choice to make. You can work and consume based on yesterday's economy or you can make some changes now.

You WILL get laid off and the economy, hiring environment and future looks bleak. These are facts and why you and your colleagues are feeling hyper stressed right now. IT feels unnatural. It feels different.

In the past a looming LR was a bad feeling, now its panic.

Use that panic to do something.

There are essentially two levers that you have control of, Your personal investing and your personal spending.

one the spending side the alarm klaxon should be wailing right now. start with the big rocks, for maost of you these are housing, transportation, healthcare, debt servicing ann education. For some of you it's bourbon, handbags or gadgetry.
This is not a "Latte Factor" discussion, saving $4 a day will not cut it.
Go hard. Be relentless. Sell your luxury car (while you can) and buy a reliable one. no one cares.
Trade down to a smaller, more affordable house in a nice neighborhood.
Review all of you insurance and healthcare needs and find ways to reduce expenditures.

on the investing side, build a cash reserve equal to 6 moths of expenses (at a minimum) Money Markets still earn close to 4% which is a great return for short term investments.

while you are doing that make sure you are investing enough into your 401K to get the company match (I don't work for Cisco but assume 4-5%) once you have your 6 months of expenses, max your 401k.

One benefit this gives you is that it helps you to remain tied to your ethical anchor. your principles and values matter. Financial stress creates ethical dilemmas. Financial Independence allows you to avoid many of those.

Cisco doesn't care about you because Cisco can't care about you. Some people at Cisco are good, some are bad. Embrace the good, reject the bad and stay true to yourself.

Let’s not let the government off the hook as they are enabling ExxonMobil and others. They had no problem letting blue collar jobs off shore for cheap products that are “reduced carbon emission” which is a joke in itself. And then letting wages be undercut by illegals given free access across the border.

Now high paying high skill jobs are being worked remote along with rotating “temporary” jobs under L1 visa which are in fact a permanent displacement of a full time person.

The government not only doesn’t care but don’t understand the magnitude and impact of all this and without a drastic shift in policy, it’s going to be very hard to put the genie sick in the bottle.

Just learned my co worker who was hired recently for cosmetics was told by our cosmetics manager to do anything to get credit apps and to NOT use the term “credit card” with customers and to say it’s a “rewards card.” Is this promoted at other stores?

Rumors swirling he committed some serious ethics violations.

We need details!