#report

Report the fraud increasing layoffs at Nielsen.

https://travel.state.gov/en/report-visa-fraud.html

We were instructed to update our workday profiles today. Also told HR would be pulling reports to make sure we did them.Anyone think this may be cryptic before a layoff or have any additional insight? It seems odd.

Did anyone saw this in Q1 results ? Seems O has stopped reporting it’s restructuring plans due to hype in media

The new chain of command has to happen first. We have Angelakis’ reports, the new HR and the new Finance announcements. Now we need Croney’s. Who are his new directs? If we follow the pattern, this should be the next announcement. Everything else is premature. No doubt this will be the most significant restructuring in Comcast history, but we need Croney’s structure to understand how everything will newly align.

Here Fiserv's immigration lawyers submit full documentation "signed" saying that :

Fiserv CAN NOT get any US Citizens for those GREAT positions, they did EVERYTHING that is required by the law, Hence this foreign national with a H1B is the ONLY best candidate to get that job and the PERM certification towards a Green Card.

Common.. with all these layoffs, IS IT TRUE.. ??? HR says yes it is TRUE.. !!! unbelievable

Droves of US citizens are being RIF'ed while Fiserv 'swears' to USDOL that they can NOT get a US citizen to fill that position.. Wow !!!!!!!!!!

Fiserv must maintain these for each PERM filing :

Lawful Rejections Only: If U.S. workers apply, the employer can only reject them for objective, lawful, and job-related reasons (e.g., lacking the minimum required education or experience). If a single qualified U.S. worker is available, willing, and able to take the job, the PERM cannot be approved.

Recruitment Report: The employer must prepare a detailed recruitment report explaining the lawful reasons for any applicant rejections.

Audit File Retention: While recruitment documents are not submitted with the initial Form ETA-9089 application, the employer must maintain a compliance "audit file" for at least 5 years from the date of filing in case the DOL audits the application.

https://news.bloomberglaw.com/daily-labor-report/h-1b-holders-spouses-would-lose-work-permits-in-new-trump-plan

To end this stupid topic of H1B.
Oracle is not doing anything illegal. But if you have anything to report, please use the appropriate channels to report with evidence or directly call Trump as is is US Government job visa program.
Don't waste time by posting topic about H1B visas here. You should instead use your time to find a new job.

U.S. Citizenship and Immigration Services (USCIS)
Method: Online USCIS Tip Form or email reporth1babuse@uscis.dhs.gov
Focus: General visa fraud, shell companies, fake job duties, or falsified worker credentials.

Department of Labor (DOL) – Wage and Hour Division (WHD)
Method: Phone at 1-866-4-US-WAGE (1-866-487-9243) or via local WHD offices.

Focus: Labor Condition Application (LCA) violations, underpaying prevailing wages, failing to offer benefits, or displacing U.S. workers.

Department of Justice (DOJ) – Immigrant and Employee Rights Section (IER)
Method: Phone hotline at 1-800-255-7688 or email ier@usdoj.gov
Focus: Discrimination against U.S. workers (e.g., passing over qualified American applicants to favor H-1B holders).

Immigration and Customs Enforcement (ICE) / Homeland Security Investigations (HSI)
Method: Online HSI Tip Form via the ICE website.
Focus: Large-scale criminal enterprises, systemic visa fraud rings, or human trafficking linked to sponsorship.

Apparently the turnaround is complete because the stock went up and somebody put “beat” in a headline.

Never mind that about $0.50 of EPS came from one-time prior-year adjustments, Medicaid attrition got worse, the remaining population is getting sicker, Marketplace membership is getting smoked, ACA exits are starting, buyouts are underway, and 2026 earnings are still well below where they were a few years ago. There are some mounting fines and political allegations.

Oh, and the CFO who confidently read the recovery script on July 28 announced his exit 20 days later.

Here’s the part I really don’t get: reporters have reached out to employees and former employees asking for information. People know they’re looking. And yet… where are the stories?

There’s leadership churn, layoffs, outsourcing, membership pressure, worsening Medicaid dynamics, one-time earnings help, and a stock price telling a much cleaner story than the business underneath it.

Nothing to see here. Very healthy. Very sustainable. 🫠

Please admire the stock chart and ignore the smoke coming out of the engine compartment. 💨And maybe somebody in the press could finally pop the hood. 🔥

The Drew Asher timeline deserves some questions!

On July 28, Drew Asher sat in front of Wall Street for Centene’s Q2 earnings call. He called it a “fantastic quarter.”

Centene raised guidance, and Asher discussed Marketplace performance, Medicaid, margins, cost savings and the outlook ahead.

Twenty days later, Centene announced his replacement. And Chris Neczypor isn’t some internal promotion. He’s the CFO of another major insurance company. Centene says he’ll arrive next month, spend the rest of 2026 working alongside Asher, and become CFO January 1.

Think about what normally has to happen before an announcement like that… an executive search, candidate discussions, interviews, vetting… Compensation negotiations, contract terms, Board involvement, transition pre-planning, And Neczypor had to negotiate his departure from Lincoln Financial.

Maybe all of that happened after July 28. But seriously? The more interesting question is when Centene began this process and how far along it was when Asher spoke to investors.

Because if Centene was already working on replacing its CFO, everything Asher said on July 28 deserves another look.

Especially the guidance. Especially the Marketplace assumptions. Especially the promises about margins, cost reductions and 2027.

This is the same company that missed its Marketplace assumptions badly enough last year to blow roughly $1.8 billion out of its expected earnings.

And now, less than three weeks after the CFO told investors things were looking fantastic, his successor is announced and ready to walk through the door in September.

Maybe there’s a completely innocent explanation. But why aren’t analysts asking the question? At some point, Wall Street has to stop grading Centene on what management says will happen and start grading it on what actually happens.

He-l, maybe I need to start writing the articles for the reporters. 😂

1st three months of year I hit under 60%. One month was very bad due to sickness and school closings due to bad weather, 3 kids out of school for 10 days su-ked. Should I make up extra days to balance out so EOY percent is at the 60% goal? Really starting to stress out about all this. Since the new reporting I have hit goal but will not meet goal for the year if I don't hit above goal the next few months.

Very organic timing, I'm sure. Hmm, weird, almost like someone in Centene HR is here seeing reporters asking for info... Just an observation.

I think we've made change almost impossible.

This isn't just a DXC problem. If you change something, people complain it's changed. If you don't, they complain nothing ever improves.

The safest option becomes doing nothing. Lots of meetings and reports create the appearance of progress, but very little actually changes.

Even staffing seems to work the same way now. Rather than making redundancies, DXC just wait for people to get fed up and leave.

It feels like avoiding criticism has become more important than making progress.

Someone should investigate this workplace for immigration fraud, displacing American workers, Caste system, Contractor/Body shops fraud.

Please report with all evidences to the Department of Labor.

Someone please spill the beans!

Corporate managers are actively exploiting the immigration system, practicing race and caste discrimination, and displacing qualified U.S. citizens.

Your immediate action is required to stop them.If you witness visa fraud, discriminatory favoritism based on race or caste, or hidden Labor Condition Application (LCA) postings, you have a civic and legal duty to blow the whistle.

Federal agencies rely directly on worker reports to shut down these illegal operations, penalize corrupt management, and enforce fair hiring practices.

Do not remain silent while corporate entities bypass federal law at the expense of American workers.Take action immediately by preserving evidence and filing formal complaints through these critical federal channels:

Document LCA Violations: Take clear photographs of mandatory Labor Condition Application (LCA) postings as physical evidence. Federal law requires these to be conspicuously displayed on corporate notice boards, breakroom bulletin boards, or directly inside manager and contractor rooms.

USCIS Fraud Detection: Submit explicit details of visa manipulation directly via the USCIS Tip Form at uscis.govDepartment of Labor:

File a formal workforce exploitation complaint with the DOL Wage and Hour Division at dol.gov

Civil Rights Violations: Report the displacement of citizen employees, racial bias, or caste discrimination to the DHS Civil Rights Complaint Portal at dhs.gov

EEOC Enforcement: Trigger a formal federal investigation into national origin, race, or caste-based discrimination via the EEOC Public Portal at eeoc.gov

There’s a journalist quietly speaking with former Nike employees about their experiences during the John Donahoe era.

If the reporting is thorough, the sources are credible, and the facts can be independently corroborated, it could become a very significant account of that period in the company’s history.

If you spent years feeling ignored, marginalized, or mistreated, consider sharing your experience. Organizational cultures are ultimately defined not by the messaging they produce, but by the experiences of the people who lived them.

When do they run the workplace excellence reports? I thought it was supposed to be the first Sunday of every month (ex: June 7, July 5, August 2, September 6), but I noticed they ran it in June on June 3rd instead of June 7.

I pull multiple reports a week and then take the data and put it in other reports and then send it to 8 people I've never heard of in my area and do it again the next day and the next day and everyday after until I die

Whats the fu--ing point of this. No one actually looks at the data.

Is everyone dealing with Sapience watching over everything you’re doing? Leadership is a joke now. RTO mandate is also terrible since the whole thing was about collaboration but the moment I leave my desk it shows I’m not working on the sapeince reports. Everyone in the office looks like they are in prison, su-ks how much this place changed because of Gunjan

https://www.justice.gov/usao-sdny/pr/serial-hacker-intelbroker-charged-causing-25-million-damages-victims

Report cybercrime financial fraud

HR says it’s not reportable. I’m done with this racist enabling company.

Layoffs keep happening since last year but they never report it as they are keeping them under the treshold that's required by state laws. Concentrix is really good when it comes playing that game. people are not stupid and all of us can see it but they do manage to keep it away from the media coverage. Anyhow, I was let go after 11 very loyal year and I did have great reviews throughout.

If you are new to Concentrix you will not see this but once you start figguring patterns of behavior of the executives, this will be so obvious.

Good luck all

Is anyone really running reports to see who goes in the office?

Rule #1 "Walmart employs staff on an "at-will" basis. This means that, legally, both you and the company can terminate the employment relationship at any time, with or without cause, and without advance notice." So here's the policy for a associates and this should be on the cover of the associate benefits book for all new hires, not page one, not in the back of the book, not in the fine print, but on the Cover. Everything else in that book is void see rule #1. The associate benefits if packed full of rules and policies but since rule was is always in affect, the rest of that book is more of religion Walmart wants followed and regardless if it is or isn't, see rule #1. They can claim rule #1 is only in rare cases, yet when anyone questions the actual reasons for their terminations, see rule #1. Performance above everyone else's and terminated? See rule #1. You spoke your mind because they said be honest and they wanted true feedback and was terminated? See rule #1. Followed procedure and reported harassment or unfair treatment but was terminated? See rule #1. The point is, the whole employment with Walmart is an absolute ridiculous joke.

On that other site when you get banned because you got reported by company shills, you get a two day ban! I didn't remove the post, someone reported it. I really hope it's HR otherwise let's all consider our loyalty.

The company doesn’t believe or care about Work Life Balance anymore. To the company it’s all about compliance reports.

Settle down P4’s - no one cares about what you were prior to be being demoted from a “manager” position which you probably still hold dearly to your blessed heart. You are nothing more than a glorified wanna be. P5’s with no reports stop pretending the Executive Director role means something. You are executive directing yourself. Please lord let me be let go on the next few weeks.

Need to investigate for frauds about layoff numbers, accounting practices and financial reports.

Duke of Hazard has sent out a phising email trying to catch people out. Really unprofessional, bad formatting, no details on the footer, Trying to make sure everyone has done Security training.

Make sure you report it to Security otherwise your on a vulnerable list.

For RTO 8 hours I know that it’s first swipe of the day and last swipe but do they look at the in and out swipes? We had an activity day in our parking lot. Wondering how that shows up- if I swiped out for 90 minutes does that count against me? Also what do the activity reports look like? Do they only track productivity when you are wfh? If I have an in person meeting where I’m not on my computer does that count against me? Should I just randomly hit keys when I have an in person to keep my numbers up in office?

A couple months ago I reported an egregious coffee badging colleague at the Charlotte office. He habitually swipes his badge, plugs his laptop in, grabs a hot drink, then unplugs his laptop and disappears for the entire day. I then see him pop up online about 30 minutes later but I don’t see him in person again for the rest of the day. I don’t know what HR did about it after my report since they can’t tell me, but it seems like it’s NOTHING because just this morning, it happened again. I guess I’ll keep submitting reports until something changes or HR tells me they at least reached out to him. I’ll report every last person that I see abusing the system. We need to get rid of these leeches.

I want to clarify expectations around the TPS reports. My understanding is that this work is being assigned to D, but there seems to be confusion about whether it should be completed directly  to the SVP level.

From my perspective, the current approach is creating unnecessary tension. I’m also concerned that information shared in smaller, private conversations about colleagues is now being referenced in a way that could be influencing decisions or creating discomfort within the team.

I’d strongly prefer we align on a clear, consistent process for handling these reports and keep communication focused, appropriate, and professional. Defining responsibilities clearly will help ensure the work moves forward without added pressure or misunderstandings.

Looking for the 2nd qtr Southeast Craft surplus report. Anyone seen it yet ?

Smaller Agile teams - This means more flattening of organization with high-level individual contributors oversee the team. So Directors/Snr Directors/VP's and SVP's will be high targets as mentioned in this forum earlier. Executives might be forced to take technical roles. Directors/Managers with minimal number of reports beware.

High cost centers like Bay area, East coast is going to be affected more. Expecting around 2500 -3500 people to be cut. India around 1500 - 3000 people. All the pending members in legacy products, FMW products working in California will be major targets.

Lots of low profile developers, freshers will be cut down to make Org lean and clean. Yes recent college grads might need to brush up their leetcode skills. Visa holders from Bay area better start looking around...

Overall expect something in 5000-8000 count. Get ready folks

P66 is literally a dumpster fire. I am utterly amazed that industry reporting and publications are remaining so silent. It could be that entities or people that stand to lose a lot are pushing the stock price up to get out. Make no mistake, there are significant internal issues and deficiencies that are on borrowed time. The reality I believe exists is that the damage is irreversible. The connection from top to bottom has been severed. There is no longer any trust or pride. It has become a purely transactional relationship between company and employee. One of the greatest petroleum stories ever in American history is on the brink of ending. Bartlesville will never be the same.

Well it is bonus announcement week. Anyone hear anything yet?

Use this post to report %s this week for those into such things

News isn’t reporting much. What happened? Was anyone there today that knows?

Look MetLife, here's the deal. I do the job you asked, you pay me.

You DON'T get my soul!

Quoted from MetLife announcement: "56% of employees are staying put out of necessity as financial and job pressures escalate

NEW YORK, N.Y., February 18, 2026 — Amid persistent job market volatility and financial pressures, new MetLife data shows that while employee loyalty is rising, it may be for the wrong reasons. The latest findings from MetLife’s 2026 Employee Benefit Trends Study reveal that while 77% of employees intend to stay1 with their current employer, 56% are staying out of necessity rather than genuine commitment.

This comes as financial confidence among employees has fallen to its lowest level since 2012 and 31% say a primary reason for staying is that the uncertain job market makes it too risky to leave—reinforcing need based retention and putting business performance at risk.

The Cost of Loyalty Without Commitment

The consequences of this dynamic are significant, with only 18% of employees saying they plan to stay with their employer because they truly want to. Employees who stay out of necessity experience much weaker outcomes: only 50% are actively engaged in their work and they are 54% less likely to be holistically healthy, resulting in higher risks of absenteeism and lower productivity.

“As employees cling to their jobs for security, retention alone can give employers a false sense of stability—even as wellbeing, engagement, and productivity quietly erode,” said Todd Katz, Head of U.S. Group Benefits at MetLife. “This puts renewed pressure on employers to strengthen their cultures, leadership and benefits in ways that foster real connection and true commitment.”

Connection: The Strongest Driver of Outcomes

MetLife’s study reveals connection—including feeling seen, valued, and supported at work—is now the strongest predictor of employee wellbeing, engagement, and commitment. When employees feel connected at work, they are:

3x more likely to be holistically healthy
2x more likely to be engaged
3x more likely to stay because they want to, not because they need to

Together, these findings show that connection is what separates surface-level stability from a workforce that is resilient, productive and built to perform under pressure. Without it, outcomes stall, and loyalty weakens.

Creating the Conditions for True Connection

Connection grows when employees feel a sense of belonging at work, are supported in their professional growth and are recognized for their contributions—experiences often shaped by leaders, workplace culture, and benefits that reinforce support beyond compensation alone, according to the study’s qualitative findings.

“Forging genuine commitment begins when employees feel seen, supported, and valued, not just retained,” Katz added. “Benefits that adapt to employees’ needs—and are clearly communicated—reinforce trust, strengthen connection, and help organizations move beyond transactional loyalty toward more meaningful, sustainable outcomes.”

About MetLife’s Employee Benefit Trends Study & Methodology

MetLife’s U.S. Employee Benefit Trends Study (EBTS) is a leading source of insights into workplace trends, employee expectations, and employer strategies. MetLife’s 2026 EBTS is based on two quantitative studies, conducted in October 2025, including surveys of 2,480 HR decision-makers and leaders, and 2,541 full-time employees from organizations of various industries and sizes. Respondents are aged 21+ and nationally representative of the full-time U.S. workforce in terms of demographics, job roles, and firmographics. New to the 24th EBTS, MetLife used cultural insights and semiotics to explore shifting habits, motivations, and feelings among workers. The research is collected in partnership with STRAT7, a global strategy, insight, and planning consultancy."

Just got the email to "ensure proper meter reporting" so we can squeeze every cent due to xerox. We are past the point of picking up pennies on the ground and they can't afford to IRFF anyone else (maybe?? Or not).

Very sad.....

https://energynow.com/2026/02/conocophillips-considers-selling-permian-assets-worth-2-billion-bloomberg-news-reports/