#healthcare

Anyone else think it is asinine that we have Anthem Blue Cross Blue Shield or Cigna as our offerings for insurance? Even Centene thinks their insurance su-ks. What a bunch of cr-p.

Any thoughts on potential layoffs this week or next prior to the holiday?

Did clinical review therapist positions get laid off?

A few more of these and it will counteract the 50M spent on the rebrand to try and hide all their bad publicity.

https://ag.ny.gov/press-release/2026/attorney-general-james-expands-access-mental-health-and-substance-use-disorder

With these layoff rumors spiraling yet again.. does anyone have any insight on the nurses side of things. Will clincial reviewers be apart like the last lay off? Will they just fire people with no warning? Many CRs/nurses are left in the dark with tons of questions. Any comments would be appreciated

Inside Info. You decide.

Violation Tracker:
Current Parent Company Name: Centene
Ownership Structure: publicly traded (ticker symbol CNC)
Headquartered in: Missouri
Major Industry: healthcare services
Specific Industry: managed care
Penalty total since 2000 for companies currently owned: $1,963,691,795
Number of records: 255

https://violationtracker.goodjobsfirst.org/parent/centene

Anyone in hampton roads impacted by Sentara leaving Anthem? My home is surrounded by sentara hospitals and We rely on sentara labs, ER and even for any procedure. I dont see any hospitals even around 20mile radius and we need prepare for any emergency situation.

Do we have any alternative?

For the associates who are later in their career, you probably make too much money to qualify for a Life Essential Kit, you don't need fertility coverage, you don't need child care, you've completed your education, and you bought a house, what benefits are available for you?

Medline Industries is reducing its workforce by 304 employees. These layoffs are intended to streamline company operations. Most affected positions are in corporate roles. The company is also exiting its hospital bed business. This move comes as the business faces a recall.

Northfield, Illinois

https://www.chicagobusiness.com/health-care/ccb-medline-layoffs-homecare-beds-20261105/

Is there anyone who knows the number of workers they plan to layoff? Specifically in the nurse case management departments? Our leaderships vagueness while simultaneously pushing this will be a broad/large layoff is concerning. CM is eternally behind and cannot handle the volume of referrals appropriately as is and that is not something AI can fix no matter how big the investment. People have more complex diagnoses than ever and need clinically educated human support to navigate them.

Low IQ decision after low IQ decision. This will blow up in our faces.

Mark Cuban said that Cigna is Overcharging Employers that Use Cigna. Doesn’t Humana force their employees to get their health insurance through Cigna Health Insurance?

Mark Cuban Says Public Companies Found They Were ‘Ripped Off’ On Healthcare But Won’t Say So On Earnings Calls
https://finance.yahoo.com/healthcare/articles/mark-cuban-says-public-companies-155820186.html

CVS Health said Wednesday it is splitting into two companies, marking one of the largest shakeups in the healthcare industry. It’s a major reversal of the mergers that brought together the nation’s largest dr-gstore retailer along with health insurance giant Aetna and pharmacy benefit manager Caremark.

One company, which would house CVS’s 9,000 retail pharmacies, mail order pharmacy, specialty dr-g business and MinuteClinic, will be named CVS Pharmacy.

The other, comprising of Aetna, Caremark and two companies that CVS acquired that provide primary care and in-home health evaluations to senior citizens, will be called CVS Health in the interim.

The separation is expected to close in early 2028.

Hello all. Can you share some information about working at Costco. What is the healthcare insurance plan from Costco covered and monthly premium?

The cost for healthcare insurance has gone up each year. In 2027, without subsidies a family of 2 will pay an average monthly premium of $2800 to $3000 per month with high deductible. I am considering not to buy healthcare insurance, pay cash for the service. The other option is to move to another country to live, low cost of living, $2500 a year for healthcare insurance.

• UnitedHealth Group (NYSE:UNH) is facing renewed breakup calls from Senator Elizabeth Warren after its Amedisys acquisition settlement.

• Warren has urged federal regulators to revisit antitrust concerns around UnitedHealth's growing role across insurance, care delivery, and home health.

• Mark Cuban has warned that artificial intelligence could disrupt or "collapse" large healthcare players, explicitly citing UnitedHealth as vulnerable.

• The Warren breakup push and Cuban's AI warning only capture one slice of what is changing around UnitedHealth Group today. Take a look at 4 other big wins we have identified for UnitedHealth Group.

https://finance.yahoo.com/healthcare/articles/unitedhealth-group-unh-draws-breakup-151157985.html

CVS to Split Off Pharmacy Business, Ending the Healthcare Conglomerate Era

In a breakup planned for 2028, CVS Health intends to split off its pharmacies into a new company, while keeping together its businesses in insurance and pharmacy benefits.

https://www.nytimes.com/2026/11/04/business/cvs-health-split.html

If you don't have pension, don't retire early. Healthcare cost is $3000 per month. Deductible is $10,000 per year.

If you do plan to retire early, before 65, then plan to move to another country. Don't live in the US. Cost of living in other countries are 1/4 of the US. This is my own experience. Good luck.

Texas Industrial Medical, LLC has voluntarily filed for Chapter 11 bankruptcy protection. The company serves businesses and their employees, providing industrial medical services. This filing allows the firm to reorganize its debts while continuing operations. The petition was submitted on October 27th and classifies the company as a small business debtor. Texas Industrial Medical, LLC listed over 100 creditors in its filing.

Houston, Texas

https://whatnow.com/news/trending/a-healthcare-business-has-been-serving-industrial-workers-for-35-years-files-for-chapter-11/

What if we all start a new health service company? We have the skills and know what works and doesn’t. How can we make this happen?

Thoughts?

https://insurancenewsnet.com/innarticle/kraft-heinz-aramark-sue-unitedhealth-over-bogus-health-claims

This is the company FIS leadership chose to manage the FIS-paid healthcare plan in 2027. Someone didn't do their homework

1. Profit Above All
2. Total Transparency, Zero Privacy
3. Loyalty Is Compliance
4. Healthcare Is a Commodity
5. The Narrative Is the Truth

Crazy! No wonder the administration's approval rating is -25%

At the end of the day all we are doing is denying coverage, delaying care approvals, and restricting access to doctors all in the name of major profit. What kind of world are we creating? This is my resignation letter - I'm Out.

UnityPoint Health is continuing its restructuring efforts in Iowa with significant layoffs. The healthcare system plans to eliminate 230 positions in early 2027. These changes are part of a broader strategy to address rising costs and financial pressures within the healthcare industry. The company has already laid off hundreds of employees in 2026. Affected employees are being offered severance and career transition support.

Iowa

https://koel.com/ixp/676/p/unitypoint-iowa-layoffs/

Sincere Post Here to Hopefully Help Others Make a Decision for Medicare*

• This is coming from someone with many years experience in the health insurance business and also is aware of how the super polished advertisements you see on TV by the main health insurance payers and eHealth dotcom, which push Medicare Advantage. Spoiler: This unpaid “Commercial” is for Traditional Medicare with Medigap Plan.

3 False Narratives:

Proponents for MA will:
1: Try to convince you that they have large provider networks to ensure your claims get approved.

REFUTE:
However, many provider groups have chosen to no longer contract with Medicare Advantage due to the slowness of payers to pay them and also the many hoops the providers have to jump through. Also, many Provider Directories are out of date and there is constant movement.

Short of it is, if you sign up again with Medicare Advantage, you might receive a “surprise” bill in the mail that your health services were provided by someone no longer in their network.

But with Traditional Medicare with a Medigap Plan you do not have to worry about any such “surprises.” Because in essence every licensed provider is considered in-network, so to speak.

Proponents for MA will:
2: Erroneously contrast themselves against Traditional Medicare with the dental, optical, aspect and also bait you in with “everything is rolled up into one neat package” speel and also offer you all kinds of extraneous stuff like free gym memberships, free grocery debit card, etc.

REFUTE:
First of all, purchasing dental and optical insurance separately is not terribly expensive nor difficult. And it is not difficult to sign you up for Traditional Medicare and to purchase you a Medigap plan, without needing to undergo underwriting if your MA plan was terminated at no fault of your own.

As to free gym memberships and free grocery debit cards, those are niceties but true purpose of health insurance is covering any expensive unexpected health claims covered. Think unexpected catastrophic things such as Cancer, Cardiovascular Issues, Organ Transplants, Rare Diseases, Knee Replacements, Diabetes, etc. Will for-profit health insurance have your health outcomes in mind or their profits? And I assume you don’t want any surprise bills that could bankrupt you.

eHealth dotcom, will:
3: Tell you that they are paid by the health insurance corporations to compare and offer their plans, which is true. However…

REFUTE:
EHealth completely omits mentioning Traditional Medicare and does not offer any comparison nor offer assistance to switch over to Traditional Medicare with a Medigap plan. They are financially biased towards MA plans.

Disclaimer: I am not a licensed agent for Medicare. These are my own personal opinions. Please make decisions for what plan works best for you.

Traditional Medicare with Medigap Plan
https://www.medicare.gov/providers-services/original-medicare

North Bay Regional Health Centre has issued layoff notices to 26 employees. This reduction is part of a plan to address a projected $14 million deficit. The Canadian Union of Public Employees confirmed the number of affected positions. Other unions also received layoff notices, but their numbers are not yet known. The hospital is also creating 12 new positions, resulting in a net loss of 14 jobs.

North Bay, Ontario

https://www.nugget.ca/news/hospital-employees-receive-layoff-notices/

The irony of working for one of the largest health insurance companies in America while watching our own healthcare benefits become more restrictive is unbelievable.

With our 2027 medical benefits, Anthem/Elevance Health is directing employees toward Marathon Health. Employees who want to continue seeing their own trusted providers are facing the prospect of significantly higher costs.

Let that sink in. We work for a company whose entire business is health insurance, yet we’re being pushed toward a particular healthcare provider arrangement rather than being given meaningful, affordable choices for our own families.

What happens to employees who have longstanding relationships with specialists? Families whose children have established doctors? People managing ongoing medical conditions who don’t want their care disrupted because of their employer’s benefit decisions?

Healthcare affordability and access are major national issues. Yet who is examining what happens behind the scenes to the employees of the very companies making decisions about healthcare coverage?

This deserves scrutiny beyond an internal HR presentation.

I’d be interested to hear from other Anthem/Elevance employees about how these changes will affect their families.

Perhaps it’s time journalists started asking what healthcare access and affordability actually look like for the employees of America’s largest health insurers.

Rural hospitals are increasingly resorting to staff reductions and service erosion instead of outright closures. This trend means that while fewer facilities are shutting down, the remaining ones are often diminishing their offerings. This shift impacts rural communities by forcing residents to travel further for essential medical care. Experts note that this consolidation and service reduction is a new manifestation of financial distress for these hospitals. The number of rural hospitals at risk of closure remains significantly high.

https://www.medicaldaily.com/rural-hospital-layoffs-2026-closures-slow-access-risk-480387

As Comcast prepares for workforce reductions and scales back employee benefits for 2027, the message to its workforce may be more troubling than the layoffs themselves: employees are being asked to absorb more while receiving less in return.

There is a familiar corporate vocabulary that emerges whenever a company prepares to reduce its workforce: efficiency, optimization, streamlining, and process improvement. These terms are designed to communicate discipline, operational excellence, and fiscal responsibility. They sound measured, strategic, and necessary.

But behind the language of efficiency are real people, real financial pressures, and the increasingly difficult question of who ultimately bears the cost of a corporation’s pursuit of profitability.

At Comcast, the prospect of impending layoffs, coupled with changes to employee healthcare coverage and other benefits for 2027, raises a fundamental concern about the company’s priorities. The issue is not simply that jobs may be eliminated. It is that employees who remain may find themselves confronting heavier workloads, higher healthcare expenses, and fewer resources to support their physical and mental well-being.

Taken together, these changes tell a story that deserves greater scrutiny than any single round of layoffs can provide.

The Layoffs Are Only the Beginning
Workforce reductions are often presented as necessary measures to improve efficiency and eliminate redundancies. Yet the operational consequences do not disappear when positions are eliminated. In many organizations, the responsibilities associated with those positions remain, redistributed among employees who are expected to maintain productivity with fewer colleagues and fewer resources.

For employees who survive a round of layoffs, relief can be short-lived. The uncertainty surrounding who will be next gives way to the practical realities of covering vacant roles, absorbing additional responsibilities, and meeting the same performance expectations with a diminished workforce.

The result can be a workplace in which employees are expected to do more with less while navigating the anxiety and disruption that accompany organizational restructuring.

If Comcast’s stated objective is to improve processes and efficiency, an important question remains: efficiency for whom, and at what cost?

Reducing headcount may lower expenses on a balance sheet. But if the consequences include unsustainable workloads, declining morale, burnout, and the loss of institutional knowledge, the long-term costs may be less visible without being any less real.

And now, employees face another challenge: the prospect of paying more for benefits that provide less.

The 2027 Benefits Changes: A Second Blow to Employees
While layoffs command immediate attention because of their direct impact on employment and financial security, changes to employee benefits may have a more persistent effect on those who remain.

According to the reported changes to Comcast’s 2027 benefits, employees face a combination of higher insurance premiums and reduced coverage or access across several areas of support.

Among the changes are:

Higher employee healthcare contributions. Increased premiums mean larger deductions from each paycheck, leaving employees with less take-home pay before accounting for other rising household expenses.
Changes to mental health coverage. Mental health services that were already difficult for some employees to access because of provider availability may become more expensive under the reported shift to standard medical-plan copays, coinsurance, and deductibles. For employees already struggling with stress, uncertainty, or burnout, increased out-of-pocket costs may create another barrier to care.
The removal of GLP-1 coverage for weight loss. Employees who have relied on, or hoped to access, these medications for weight management will need to reassess their options and potential costs if coverage is discontinued for that purpose.
The loss of complimentary access to the Calm app. A resource previously available at no additional cost will no longer be provided free of charge, reducing access to a tool designed to support relaxation, mindfulness, and stress management.
Reduced backup-care support. Limiting backup care to 15 days annually may leave working parents and caregivers with fewer options when regular childcare or other care arrangements fall through.
Individually, these changes may be described as benefit adjustments. Collectively, they represent something more consequential: a reduction in the financial and practical support available to employees at a time when they may need it most.

Healthcare benefits are not an incidental perk. They are part of an employee’s total compensation, and their value is measured not only by the premiums deducted from a paycheck but also by whether employees can realistically afford and access the care they need.

A benefit that exists on paper but becomes prohibitively expensive or difficult to use offers less meaningful protection than its name might suggest.

The Mental Health Contradiction
Perhaps the most troubling aspect of this combination of changes is the contradiction between the demands employees may face and the resources available to help them manage those demands.

Layoffs create uncertainty. Remaining employees may experience survivor guilt, anxiety about future job security, heavier workloads, and pressure to demonstrate their value in an increasingly competitive environment. These are precisely the circumstances in which accessible mental healthcare and practical stress-management resources can matter most.

Yet if mental health services become more expensive to access, employees may find themselves navigating heightened workplace stress while facing greater financial obstacles to obtaining professional support.

The loss of complimentary access to a mindfulness application may appear comparatively minor in a corporate budget. But for employees, the significance lies in the broader pattern: resources that once formed part of the support system are being reduced at the same time that workplace pressures may be increasing.

To be clear, an app is not a substitute for therapy, and access to a wellness platform does not resolve structural problems in the workplace. But when both formal care and supplemental resources become less accessible, employees have legitimate reasons to question how much practical emphasis their employer places on well-being.

The same concern applies to backup care. For employees balancing demanding jobs with caregiving responsibilities, 15 days of backup care annually may provide some relief, but it also establishes a firm limit on that assistance. Caregiving emergencies do not conveniently follow a corporate benefits calendar.

The cumulative effect is difficult to ignore: greater demands on employees paired with fewer resources to help them manage the consequences.

Higher Costs, Less Take-Home Pay
The financial implications extend beyond the price of an insurance premium.

Higher paycheck deductions reduce employees’ take-home pay. Changes to copays, coinsurance, and deductibles can increase the amount they must pay when they actually use their coverage. And the loss of coverage for particular medications or services can shift expenses directly onto individuals and their families.

For households already navigating higher housing costs, groceries, childcare, transportation, and other everyday expenses, these changes can have a meaningful impact on financial stability.

The timing matters, too.

Employees facing the possibility of layoffs may already be evaluating their savings, preparing for uncertainty, or worrying about the consequences of losing employer-sponsored healthcare. Those who remain may have to absorb higher benefit costs without any guarantee that their compensation will increase enough to offset them.

That raises another important question: Will compensation keep pace with the additional financial burden?

At this point, it would be premature to assume that merit increases for 2027 will be inadequate or nonexistent without confirmation. Nevertheless, the concern is entirely reasonable. If employees are expected to shoulder higher healthcare expenses, potentially greater workloads, and reduced access to support services, meaningful compensation growth becomes an important part of the discussion.

A nominal raise that fails to keep pace with rising costs may leave an employee financially worse off in practical terms, even if the salary figure on paper increases.

The relevant measure is not simply whether employees receive a raise. It is whether their overall compensation and benefits continue to provide meaningful economic security.

Who Benefits From the Pursuit of Efficiency?
None of these decisions can be fully understood without considering the financial incentives that shape corporate strategy.

Large publicly traded companies face pressure to manage expenses, improve operating performance, and deliver value to shareholders. Cost reductions can contribute to those objectives. But the distribution of those savings—and the consequences for the people expected to deliver the company’s results—deserves attention.

When workforce reductions coincide with higher employee healthcare costs and reductions in benefits, employees may reasonably question whether the pursuit of efficiency is being balanced against the company’s responsibilities to its workforce.

The issue is not whether Comcast has a legitimate interest in controlling costs. Every business must make financial decisions. Nor is it inherently unreasonable for an employer to reassess its benefits offerings.

The issue is what happens when cost containment repeatedly appears to shift financial and operational burdens toward employees.

If fewer employees must sustain the same level of work, if those employees pay more for healthcare, and if they have fewer resources to manage stress and caregiving responsibilities, the company may realize savings while employees absorb a substantial share of the consequences.

That does not, by itself, establish that every decision was made solely to maximize shareholder returns. But it does raise a fair question about whose interests are receiving the greatest consideration.

Are employees being treated as essential contributors to the company’s success, or primarily as costs to be managed?

The answer is reflected not only in corporate statements about culture and values but also in the concrete decisions that determine employees’ financial security, working conditions, and access to care.

The Message to Those Who Remain
There is an especially troubling dimension to this situation for employees who keep their jobs after a round of layoffs.

They may be expected to demonstrate resilience, adapt to new organizational structures, take on additional responsibilities, and continue delivering results. They may also be expected to absorb the emotional consequences of watching colleagues lose their jobs while wondering whether their own positions are secure.

At the same time, they must contend with the possibility of higher healthcare deductions, increased out-of-pocket expenses, reduced access to certain benefits, and uncertainty about whether compensation will offset those costs.

This creates a difficult proposition: employees may be asked to contribute more of their time, energy, and emotional capacity while receiving less financial and practical support in return.

Over time, that dynamic can undermine trust. Employees who perceive a widening gap between corporate expectations and organizational support may become less engaged, less confident in leadership, or more inclined to seek employment elsewhere.

Those outcomes are not inevitable, and their extent will depend on how the changes are implemented and what other support the company provides. But they are legitimate risks when employees feel that the terms of the employment relationship are becoming progressively less favorable.

A company cannot reasonably expect loyalty to function as a one-way obligation. If employees are expected to remain committed through restructuring, uncertainty, and rising personal expenses, they have every right to expect transparency, fair compensation, and a genuine commitment to their well-being.

Efficiency for the Company. What About the Employee?
Ultimately, the significance of Comcast’s reported layoffs and 2027 benefits changes lies in their combined effect.

The layoffs threaten job security. The potential redistribution of work threatens employees’ time and capacity. Higher insurance contributions threaten take-home pay. Changes to mental health coverage may make care more expensive. The removal of complimentary wellness resources and the restriction of backup care may further reduce the support available to working families.

Each decision can be evaluated separately. But employees experience them together.

And that is where the larger question emerges: What does corporate efficiency mean if the savings come at the expense of the people responsible for carrying out the work?

A company’s commitment to employee well-being is easy to express in mission statements, recruitment materials, and internal communications. The more meaningful test comes when leadership must decide how to distribute financial pressures and operational sacrifices.

Will the company invest in the people who remain? Will it acknowledge the additional burdens they may carry? Will compensation reflect the economic realities employees face? Will leadership explain why these benefit changes are necessary and what, if anything, is being done to mitigate their effects?

These are not unreasonable demands. They are basic questions about the relationship between an employer and its workforce.

Imagine That.
Imagine being an employee who survives a round of layoffs, only to discover that your workload has increased, your healthcare deductions are higher, and the benefits intended to support your mental health, family responsibilities, and overall well-being have become less accessible.

Imagine being told that the organization is pursuing greater efficiency while you are left to determine how to do more work, manage greater uncertainty, and cover higher personal expenses with whatever compensation remains.

Imagine being expected to demonstrate resilience in a workplace where the practical resources available to help you remain resilient are being reduced.

That is the tension at the heart of this moment.

The concern is not simply that Comcast may be cutting jobs or revising its benefits. It is that, taken together, these decisions risk communicating that the financial health of the organization takes precedence over the financial, physical, and emotional health of the people who work there.

Perhaps leadership sees these measures as necessary business decisions. Employees, however, will judge them by their lived consequences: the size of their paychecks, the affordability of their healthcare, the manageability of their workloads, and the support available when life inevitably becomes difficult.

Profitability and employee well-being are not mutually exclusive objectives. But achieving both requires leadership to recognize that employees are not merely line items on a budget. They are people with families, financial obligations, health needs, and finite reserves of time and energy.

If the pursuit of efficiency leaves those people paying more, carrying more, and receiving less, then the question is no longer just how much the company can save.

It is what the company is willing to sacrifice to save it.

And for the employees left to absorb the consequences, one question may be impossible to ignore: If the company expects more from you while giving you less in return, what exactly is it asking you to remain loyal to?

Imagine that.

Massachusetts' largest healthcare provider, Mass General Brigham, is implementing another round of layoffs and significantly reducing its Home Hospital program. The cuts began last week, impacting various departments, including pediatricians at Mass Eye and Ear. The health system cited the need for long-term financial sustainability and improved care coordination as reasons for these difficult decisions. The Home Hospital program, once the nation's largest, will be scaled back to serve a maximum of 30 patients, down from approximately 70. These changes are occurring amidst rising labor and pharmaceutical costs and stagnant reimbursement rates.

https://www.cbsnews.com/boston/news/mass-general-brigham-layoffs-home-hospital/

Washington hospitals are bracing for a significant financial blow, with projections indicating nearly $6 billion in lost revenue through 2033 due to upcoming Medicaid cuts. These reductions in federal funding will impact all patients, potentially leading to longer emergency room wait times and increased insurance premiums. Rural hospitals are expected to be disproportionately affected, with some considering layoffs and clinic closures. The cuts are also anticipated to cause approximately 200,000 Washingtonians to lose their health coverage by the end of next year. This situation highlights the critical role of Medicaid in providing essential healthcare access and maintaining the financial stability of healthcare facilities.

Seattle, Washington

https://washingtonstatestandard.com/2026/10/20/wa-hospitals-anticipate-losing-billions-in-revenue-from-medicaid-cuts/

Kaiser Permanente is implementing permanent layoffs affecting 161 workers across California. These workforce reductions are scheduled to take effect in November and December. The affected positions include various radiologic technologists, leading to potential delays in patient services. The healthcare giant filed multiple WARN notices detailing the scope of these layoffs. This move signifies a significant reduction in staff for the organization.

Oakland, California

https://www.healthcarefinancenews.com/news/kaiser-layoff-more-150-workers-december-11

Who can employees contact about possibly starting up a union where they work in the Health Insurance Industry?

Employees in the health insurance industry working for private-sector companies can contact the Emergency Workplace Organizing Committee (EWOC) for free, confidential guidance, or reach out directly to an established labor union or the National Labor Relations Board (NLRB). *

• Please see the many hyperlinks to websites and YouTube videos, which provide an abundance of helpful information on how to get a Union started in your workplace.

Even health insurance corporations can be unionized, although they would have you to believe not. A union is way overdue and much needed in the Health Insurance industry, particularly ones that administrate Medicare Advantage and Medicaid, in behalf of the Federal Government & CMS, using Tax Payer’s hard earned dollars.

Who to Contact

• Emergency Workplace Organizing Committee (EWOC): Provides free, confidential advice and connects workers with experienced organizers to build a campaign.
• Existing Labor Unions: You can reach out to established unions that represent office, professional, or service workers (such as OPEIU - Office and Professional Employees International Union, or local service-sector and healthcare unions) to ask about affiliation.
• National Labor Relations Board (NLRB): The federal agency that oversees private-sector union elections, protects organizing rights under the National Labor Relations Act, and processes election petitions.

Key Steps to Start the Process

• Talk to Coworkers: Discreetly build support among trusted colleagues to see if a majority share common concerns.
• Form an Organizing Committee: Gather a small, representative group of coworkers from different departments to lead the effort.
• Collect Authorization Cards: Have coworkers sign union-authorization cards or a petition. If at least 30% to 50%+. sign, you can request an election or voluntary recognition.
• File for Recognition or an Election: Ask your employer for voluntary recognition based on a majority card sign-up, or file a petition for a secret-ballot election with the NLRB.

Hyperlink for National Labor Relations Board (NLRB)
https://www.nlrb.gov/about-nlrb/rights-we-protect/the-law/employees/your-right-to-form-a-union

AFL-CIO Form a Union Hub
https://aflcio.org/what-unions-do

You want to unionize your workplace, start by contacting the Emergency Workplace Organizing Committee (EWOC).
https://workerorganizing.org/support/

EWOC will follow up within 48 hours to connect you with resources and an organizer who can provide free, confidential advice.

How do I start organizing a union? [1 minute video, EWOC]
https://m.youtube.com/watch?v=Wo8fQc3yR1I&pp=0gcJCY8Co7VqN5tD&ra=m

How to Start A Union: Step By Step [12 minute video, More Perfect Union]
https://m.youtube.com/watch?v=tok00IDVTz4&ra=m

How to Start a Union at Work [short article, EWOC]
https://workerorganizing.org/how-to-start-a-union-at-work/

Employees can contact about possibly starting up a union where they work in the Health Insurance Industry?

Employees in the health insurance industry working for private-sector companies can contact the Emergency Workplace Organizing Committee (EWOC) for free, confidential guidance, or reach out directly to an established labor union or the National Labor Relations Board (NLRB). *

• Please see the many hyperlinks to websites and YouTube videos, which provide an abundance of helpful information on how to get a Union started in your workplace.

Even health insurance corporations can be unionized, although they would have you to believe not. A union is way overdue and much needed in the Health Insurance industry, particularly ones that administrate Medicare Advantage and Medicaid, in behalf of the Federal Government & CMS, using Tax Payer’s hard earned dollars.

Who to Contact

• Emergency Workplace Organizing Committee (EWOC): Provides free, confidential advice and connects workers with experienced organizers to build a campaign.
• Existing Labor Unions: You can reach out to established unions that represent office, professional, or service workers (such as OPEIU - Office and Professional Employees International Union, or local service-sector and healthcare unions) to ask about affiliation.
• National Labor Relations Board (NLRB): The federal agency that oversees private-sector union elections, protects organizing rights under the National Labor Relations Act, and processes election petitions.

Key Steps to Start the Process

• Talk to Coworkers: Discreetly build support among trusted colleagues to see if a majority share common concerns.
• Form an Organizing Committee: Gather a small, representative group of coworkers from different departments to lead the effort.
• Collect Authorization Cards: Have coworkers sign union-authorization cards or a petition. If at least 30% to 50%+. sign, you can request an election or voluntary recognition.
• File for Recognition or an Election: Ask your employer for voluntary recognition based on a majority card sign-up, or file a petition for a secret-ballot election with the NLRB.

Hyperlink for National Labor Relations Board (NLRB)
https://www.nlrb.gov/about-nlrb/rights-we-protect/the-law/employees/your-right-to-form-a-union

AFL-CIO Form a Union Hub
https://aflcio.org/what-unions-do

You want to unionize your workplace, start by contacting the Emergency Workplace Organizing Committee (EWOC).
https://workerorganizing.org/support/

EWOC will follow up within 48 hours to connect you with resources and an organizer who can provide free, confidential advice.

How do I start organizing a union? [1 minute video, EWOC]
https://m.youtube.com/watch?v=Wo8fQc3yR1I&pp=0gcJCY8Co7VqN5tD&ra=m

How to Start A Union: Step By Step [12 minute video, More Perfect Union]
https://m.youtube.com/watch?v=tok00IDVTz4&ra=m

How to Start a Union at Work [short article, EWOC]
https://workerorganizing.org/how-to-start-a-union-at-work/

Who can employees contact about possibly starting up a union where they work in the Health Insurance Industry?

Employees in the health insurance industry working for private-sector companies can contact the Emergency Workplace Organizing Committee (EWOC) for free, confidential guidance, or reach out directly to an established labor union or the National Labor Relations Board (NLRB). *

• Please see the many hyperlinks to websites and YouTube videos, which provide an abundance of helpful information on how to get a Union started in your workplace.

Even health insurance corporations can be unionized, although they would have you to believe not. A union is way overdue and much needed in the Health Insurance industry, particularly ones that administrate Medicare Advantage and Medicaid, in behalf of the Federal Government & CMS, using Tax Payer’s hard earned dollars.

Who to Contact

• Emergency Workplace Organizing Committee (EWOC): Provides free, confidential advice and connects workers with experienced organizers to build a campaign.
• Existing Labor Unions: You can reach out to established unions that represent office, professional, or service workers (such as OPEIU - Office and Professional Employees International Union, or local service-sector and healthcare unions) to ask about affiliation.
• National Labor Relations Board (NLRB): The federal agency that oversees private-sector union elections, protects organizing rights under the National Labor Relations Act, and processes election petitions.

Key Steps to Start the Process

• Talk to Coworkers: Discreetly build support among trusted colleagues to see if a majority share common concerns.
• Form an Organizing Committee: Gather a small, representative group of coworkers from different departments to lead the effort.
• Collect Authorization Cards: Have coworkers sign union-authorization cards or a petition. If at least 30% to 50%+. sign, you can request an election or voluntary recognition.
• File for Recognition or an Election: Ask your employer for voluntary recognition based on a majority card sign-up, or file a petition for a secret-ballot election with the NLRB.

Hyperlink for National Labor Relations Board (NLRB)
https://www.nlrb.gov/about-nlrb/rights-we-protect/the-law/employees/your-right-to-form-a-union

AFL-CIO Form a Union Hub
https://aflcio.org/what-unions-do

You want to unionize your workplace, start by contacting the Emergency Workplace Organizing Committee (EWOC).
https://workerorganizing.org/support/

EWOC will follow up within 48 hours to connect you with resources and an organizer who can provide free, confidential advice.

How do I start organizing a union? [1 minute video, EWOC]
https://m.youtube.com/watch?v=Wo8fQc3yR1I&pp=0gcJCY8Co7VqN5tD&ra=m

How to Start A Union: Step By Step [12 minute video, More Perfect Union]
https://m.youtube.com/watch?v=tok00IDVTz4&ra=m

How to Start a Union at Work [short article, EWOC]
https://workerorganizing.org/how-to-start-a-union-at-work/

Who can employees contact about possibly starting up a union where they work in the Health Insurance Industry?

Employees in the health insurance industry working for private-sector companies can contact the Emergency Workplace Organizing Committee (EWOC) for free, confidential guidance, or reach out directly to an established labor union or the National Labor Relations Board (NLRB). *

• Please see the many hyperlinks to websites and YouTube videos, which provide an abundance of helpful information on how to get a Union started in your workplace.

Even health insurance corporations can be unionized, although they would have you to believe not. A union is way overdue and much needed in the Health Insurance industry, particularly ones that administrate Medicare Advantage and Medicaid, in behalf of the Federal Government & CMS, using Tax Payer’s hard earned dollars.

Who to Contact

• Emergency Workplace Organizing Committee (EWOC): Provides free, confidential advice and connects workers with experienced organizers to build a campaign.
• Existing Labor Unions: You can reach out to established unions that represent office, professional, or service workers (such as OPEIU - Office and Professional Employees International Union, or local service-sector and healthcare unions) to ask about affiliation.
• National Labor Relations Board (NLRB): The federal agency that oversees private-sector union elections, protects organizing rights under the National Labor Relations Act, and processes election petitions.

Key Steps to Start the Process

• Talk to Coworkers: Discreetly build support among trusted colleagues to see if a majority share common concerns.
• Form an Organizing Committee: Gather a small, representative group of coworkers from different departments to lead the effort.
• Collect Authorization Cards: Have coworkers sign union-authorization cards or a petition. If at least 30% to 50%+. sign, you can request an election or voluntary recognition.
• File for Recognition or an Election: Ask your employer for voluntary recognition based on a majority card sign-up, or file a petition for a secret-ballot election with the NLRB.

Hyperlink for National Labor Relations Board (NLRB)
https://www.nlrb.gov/about-nlrb/rights-we-protect/the-law/employees/your-right-to-form-a-union

AFL-CIO Form a Union Hub
https://aflcio.org/what-unions-do

You want to unionize your workplace, start by contacting the Emergency Workplace Organizing Committee (EWOC).
https://workerorganizing.org/support/

EWOC will follow up within 48 hours to connect you with resources and an organizer who can provide free, confidential advice.

How do I start organizing a union? [1 minute video, EWOC]
https://m.youtube.com/watch?v=Wo8fQc3yR1I&pp=0gcJCY8Co7VqN5tD&ra=m

How to Start A Union: Step By Step [12 minute video, More Perfect Union]
https://m.youtube.com/watch?v=tok00IDVTz4&ra=m

How to Start a Union at Work [short article, EWOC]
https://workerorganizing.org/how-to-start-a-union-at-work/

I have multiple people across my teams that if are not renewed or converted will bring us to a screaming halt at Healthspring. They were hired on a contract-to-hire basis and I have only had 1 have it fully converted as promised.

As a manager I am not in the financial meetings but to those that are, does anyone know?