#transparency

I shouldn't be coming to an anonymous forum to learn there were more cuts today. We should know things like that. Good leadership wouldn't be so scared to tell us what's going on, even if it's negative. We're being run by a bunch of incompetent cowards.

Alright everyone… how honest are we going to be

Gadsden County is confronting a significant budget deficit, necessitating difficult decisions regarding personnel. The interim county administrator has proposed cutting thirteen full-time and four part-time positions to address the shortfall. These proposed layoffs come after earlier operational cuts failed to close the budget gap. County officials are divided on the process, with some commissioners expressing concerns about transparency and public discussion. The county faces further financial uncertainty with potential property tax reform on the horizon.

Quincy, FL

https://www.wctv.tv/2026/09/16/layoffs-loom-gadsden-co-administrator-commissioner-debate-solutions-solve-budget-crunch/

"We live and work in the communities in which we serve."
​Is it just me, or does this slogan feel completely hollow lately?
​Let’s talk about the elephant in the room and what we can actually do about it. What can we realistically do to address this hypocrisy and push for transparency? How are we still letting leadership get away with the false claims included in multiple RFPs?
Winning contracts under the guise that Centene will create local jobs is a complete misrepresentation.
​The reality? That work is outsourced for pennies on the dollar, while the extra revenue gets pocketed at the top. The promise of economic impact for our local communities is completely fabricated.
​If our core values are supposed to mean something, calling out this disconnect shouldn't feel like a risk.

Do we need fairytales to hide the greed, fraud and cronyism?

Elizabeth Brinn started Family Hospital Physician Associates, not a massive corporation named Centene.

The Original Entity (1984): Elizabeth Brinn incorporated a small, single-city nonprofit Medicaid plan in Milwaukee called Family Hospital Physician Associates.

The Transition (1995–1996): After her passing, the nonprofit assets were sold to investors to fund her charitable foundation. The new owners hired Michael Neidorff as CEO to scale the business.

The Rebrand (1997): Instead of shutting down the old business and starting a new one, Neidorff took Brinn's original entity, relocated its headquarters to St. Louis, and legally changed its name to Centene Corporation

The biggest problem I've seen here is how much management avoids saying what they actually mean. The person who hired me back in 2008 was like that, and every team I moved to seemed to have another version of the same thing. It didn't matter who was running the group, the higher up you went, the more obvious it became. By the time you get to the VP level, it feels like nobody wants to take responsibility for anything.

You are strip mining this company
Cutting corners
Sticking it to employees
Not focused on safety quality or transparency
Eliminating safety procedures
Cutting back jobs
Squeezing profits out of this company

https://youtube.com/shorts/bON4nicSLOw?is=Ks-K2LhRl6aUE7PF

Based on the town hall discussion, there appears to be considerable uncertainty regarding the company’s strategic direction and the implementation of the new operating model. The analogy that the “aircraft is being built while being flown by Captains JS and SS” may have been intended to acknowledge the complexity of the transition; however, for an organization with a market capitalization exceeding $30 billion, it could also reinforce employee concerns that the restructuring is proceeding without a sufficiently defined plan. The messaging did not provide the level of clarity, transparency, or reassurance employees reasonably expect from senior leadership during a period of significant organizational change. Some of the analogies used also seemed disconnected from the practical concerns facing employees, particularly regarding accountability, organizational stability, and the future structure of the business. This risks undermining trust and does not appear fully aligned with Pembina’s stated values of respect, transparency, and collaboration.

It would be helpful for senior leadership to provide a more direct update on the maintenance restructuring, including the intended organizational model, decision-making timelines, potential impacts on technical and engineering roles, and whether any further workforce reductions or layoffs are anticipated. The place is in a mess at the moment.

I applied last week and received an email saying that my manager was going to be notified within 24 hours for 'transparency'. I havent even spoken to the recruiter yet. Is this a new thing now? I had applied before and never received this email before.

https://www.fox35orlando.com/news/do-not-post-grand-jury-finds-10-million-hope-florida-funds-misappropriated-no-one-charged

A Florida grand jury found $10 million from a Centene settlement was misappropriated and ultimately used for political purposes.
The money moved through Hope Florida and nonprofits to political committees and the Republican Party of Florida.
The grand jury found insufficient evidence to charge anyone and recommended changes to state law.

What are the details not included in the ceo and cto emails?
The emails werent informative enough, im wondering what big things are left out in their emails

Friend from another group told me their manager asked them to leave Glassdoor reviews and implied they needed to be positive. I'm having trouble believing him, even though he has no reason to lie to me. Why in the world would anybody care about something like that. Has this happened to anybody else?

We at STCB are worried and uncertain about our future. Like many others, we come here simply to look for clues, information, and perspectives about what might happen—not to disturb or upset anyone.

This platform is one of the few places where employees can openly share concerns and discuss uncertainties. If our posts or comments are not relevant to you or you do not like them, please forgive us and simply skip them.

We are all trying to understand what the future may hold during an uncertain time. Please be kind and understanding toward one another.

Helped us realized the amount of underpaying is criminal. Talk about your wages, everybody. You'll be shocked how many of you are getting robbed.

Thierry mentioned there was an extra week of selling this quarter resulting in additional $570 million. If we didn’t account for this extra week, we would be showing negative growth? Misleading to investors or par for the course?

Conestoga College has laid off an additional 32 full-time professors. This latest round of job reductions follows hundreds of previous layoffs since 2025. The college cited a significant decline in international student enrollment as the primary reason for these difficult but necessary cuts. Faculty members will continue to work and receive pay for 90 days following their layoff notices. The union expressed concerns about a lack of transparency regarding future employment security.

Kitchener, Ontario

https://www.cbc.ca/lite/story/9.7327078?feature=related-link

California is poised to enact a new law requiring businesses to disclose if artificial intelligence or automation is replacing workers during layoffs. This legislation, which has passed the state Senate, will expand existing layoff notification requirements. Employers will need to include information about AI or automation in their official layoff notices and reports to the state's labor agency. The bill aims to provide greater transparency for workers affected by technological displacement. Governor Gavin Newsom is expected to sign the measure into law.

Sacramento, California

https://news.bloomberglaw.com/daily-labor-report/california-passes-bill-requiring-notices-of-ai-related-layoffs

We received new sales ISG targets. Country in eu. The increase is over 300% from last relevant H. Plus nobody has even close to 100% in the pipeline. Myself only had 20%. Which means the best I can hope for is only 20%.
Motivation has dropped to absolute 0. But I suspect this is planned. Make us leave so they won’t have to pay wfr. Dont even know what to, its fighting the big machine with no transparency, Dell is ruled by fear, nobody speaks up because of fear.

First time in years I have heard NOTHING regarding Tell Dell results. Don’t get me wrong, I know the report if phony but usually the HR cronies are able to muster up some sort of positive spin on abismal results. Looks like this year there was literally nothing positive to spin.

Denver has released new details regarding employee layoffs that occurred last August. This information was previously withheld but was disclosed after legal threats were made. The records identify specific employees, their departments, and their years of service. An analysis revealed a significant loss of institutional experience across critical city agencies. These cuts could impact the delivery of essential services and the city's ability to meet future goals.

Denver, Colorado

https://www.axios.com/local/denver/2026/01/30/scoop-denver-releases-new-layoff-details-legal-pressure

We do not need a stay of execution; we need certainty and security.
Leadership has lost its humanity in what was once a great company, where people genuinely came first. PayPal is no longer a company I’m proud to work for.

I would welcome the opportunity, if given the appropriate platform, to publicly and constructively critique the decisions and leadership approach that have brought us to this point. People deserve transparency, accountability, and to be treated with dignity—not uncertainty and fear.

Many posts in why so many layoffs .

No mystery...look at the quality of Vz BOard and backgroubds. Then compare to Boards at AT&T and Other Dow 30.

It's so obvious the root cause of lack of strategy and execution.

Vz Board compliments of Hans DEI Noah Ark style.

I still winder how Dan claims he was ask 3X to take over from Hans.

Where was the Board sense of urgency?

The lack of honesty and transparency is on the Board.

As a result, lazy exeution strategy to layoff 16,000 and counting.

is it they actually live what they preach. And yhr honest truth is we know they won't and their leaders won't. Those who try will find themselves exiting the business.

What was that.. 12 mins of content circleje*k with no updates or results and 40 mins of questions that don’t tell us sh1t.

Basically confirmed future reductions and refused to even acknowledge the question about what quartile cost we’re in now..

Does anyone actually know what is going on? The total lack of communication or transparency makes it seem ominous.

You are going to lose your job. I didn’t say get displaced—I said lose your job.

The directive from the top is to get below 200,000 employees by year-end. Too much money was spent on displacement last year, and they cannot afford to repeat that. So this time, the strategy appears to be reducing headcount without formally displacing as many people.

You may have already noticed it. A coworker is suddenly gone. Your previously solid performance is now being documented as mistake- or behavior-ridden. Your manager suddenly moves you into work that is outside your normal scope. Expectations change. Documentation increases. If that is happening, pay attention—you may already be on the list.

The new check-in system can also be used to create the documentation needed to support termination. These processes used to be centered around a plan designed to help employees improve and keep their jobs. That does not appear to be the priority anymore when the larger objective is headcount reduction.

And AI complicates the picture. We do not yet have the clean workforce data needed to formally identify every position for displacement based on AI-related changes. Meanwhile, redeploy team does not redeploy everyone. The team works with the populations and employees it has been directed to retain.

We were honest on the employee survey about what we were experiencing, and instead of leadership seriously examining why employees feel the way they do, we were characterized as entitled.

Maybe we are entitled—to transparency. We are entitled to understand the direction of the company we work for, what is expected of us, and whether decisions about our careers are being made fairly.

Pay attention to what is happening around you, not just what is being said publicly. Document changes to your responsibilities, expectations, feedback, and performance history. Protect yourself professionally. Update your résumé. Strengthen your network. Keep your options open.

Don’t wait until the decision has already been made for you. RUN

Could someone from management please let us know what the plans are for the three GSCs? At this point, we don't care anymore lol, we just want some clarity on whether layoffs are coming and, if so, when so we can prepare accordingly.

Heard the update on GCC. A lot of questions were asked by attendees of which some were selected for response. The answers were non-answers which was not surprising. People can handle uncertainty and difficult truths much better when they are presented plainly and honestly. I just wish our leaders understood that.

Someone posted awhile back that they did successfully get their end date changed. Yesterday it seems almost everyone I know that was attempting this, received the same statement from HR stating that their end date would not be changed "due to business needs" with no further explanation. Just curious if the person that posted they did get their end date changed actually did, and how they did this, what avenue they took. When I've asked about the business need (our team is slow and having to scramble daily to find work, so I'm not seeing this business need on our team when we are over staffed) but get a generic answer-and not really an answer at all. I love how the company continues to promote the culture of "transparency", "Mission Simplify", etc....

It's the leadership. It's always been the leadership.

Look at recent performance and it's obvious. Absolutely poor leaders who only speak in PowerPoint prose and can't think beyond a bullet point. Leaders who go above and beyond to keep themselves apart from their "subjects."

DTC wasn't a bad idea. The execution was a sh-tshow. Inept supply chain. Cr-ppy tech. Marketing leadership that thinks we're a fashion company. Innovation that does... actually, not sure what Innovation does anymore. Poor people management. Lack of transparency.. look at the fact that we bury. annual survey results when they are unfavorable. Internal transfers are rarely fair. Finance/procurment.. enough said. Smh

And it all flows from the layers at the top. If EH wasn't good enough to be CEO when JD was appointed, what made him better a few years later? Same for our CMO .. did her experience really grow that much from “co-founding a minority-owned agency”. Our supply chain was so great we gave VA a bigger remit, lol… Can’t make this stuff up.

You can't cut and outsource your way to growth.

We need new leadership.

Apparently some Raytheon programs have, get this, TWO SETS of actual costs incurred under cost-type contracts: one set of #'s for the government and another set of #'s internal to Raytheon. These actuals do not remotely match and it's not due to lag-time in applying the accruals. Something to look out for as this is not a limited or one-off activity.

Has anyone noticed "groups" of people walking warehouse and yards lately? These are not management or even Pepsi employees. So much for transparency. All seems hush hush.

It isn't to get insight into ideas to improve the business and employee relations. It's about trying to figure out who is posting confidential information here. They want to know who is leaking.

Any new layoffs or news today? I feel so in the dark on whats going on as PLs are not discussing much. Our team was not impacted, but we have several who took VSP. We were also told that PHCO BH was safe for August. But I know that with so many other departments that WERE impacted, that is going to trickle down and affect us all. I keep waiting for that "transparency" that is preached about at every town hall.....

I know the rumor mill runs strong, especially since there is zero transparency. read a comment here that said 4900 layoffs were this week.

But if "4 out of 5 Centeamers who will be leaving are part of the VSP", is true - that means what, almost 25,000 overall reduction in headcount?

there's no way this is right. if so, GOOD LORD.

I find it so disturbing that there is NO communication going on about who has been let go, what the more global impact is going to be. The layoffs WILL affect every team at Centene in one way or another. My team had several take VSP but no lay offs (this time or so far)....they haven't even publicly said who on our team would be leaving by VSP. Absolutely zero communication from manager and above on any impact. I mean, we all know things will change across the board for folks still here....yet it feels so hush hush....meanwhile the VSP folks sit and wait until late next year to actually leave......assuming Centene is still around to pay folks out by then I guess......But lets keep preaching about that transparency......

Oracle is following hidden practice of retaining the H1b's and hiring H1b's always and getting rid of Locals.

Either they should layoff H1b's this time more and disclose the numbers

or

They should hire only US and not H1b's

Look at people are getting promoted, first of all they don't make it public, most of them are not at all competent.

So apparently we’re being told our activity is being tracked… but no one can tell us what activity they’ve tracking yet. 😂

Like… what exactly are you monitoring? Keyboard activity? Teams status? Logins? Time in applications? Mouse movement? Because I’M WORKING LOL.

“We’ll let you know soon what’s being tracked” is such a wild thing to tell employees. What the f&$% are we doing here?! 😂