#whistleblower

"Similarly, inside IBM, there are many whistleblowers and some of them come to us directly, others post in online forums. They're sick and tired of their lying CEO and crooked CFO, who seems to be focusing on financial engineering, not technical engineering." https://techrights.org/n/2026/02/17/Resisting_IBM_and_EPO_Corruption.shtml

This comment on another post [Post ID: @OP+1kh9rs9x2] is a very good factual summary. I like how the OG poster explained how/why/what/when that led to the Chapter 11 and going Private. Pretty stunned that, despite all the verifiable facts and SEC Filings that some people still believe (see comments) the Chapter 11 was a choice and that Alan Masarek had any other option available to him. Jim Chicago & Kieran McGrath were protected by the Chapter 11 Filing. If not, they would not have escaped criminal charges brought by the SEC (note -- different than civil suits they have escaped). Avaya would have liquidated without the chapter 11 due to the irregularities in the SEC filings.
+++++++++++++++++++++++++++
August 9, 2022 SEC 12b-25
NOTIFICATION OF LATE FILING

"Furthermore, and separately [from the delayed 10-Q SEC Earnings Report Filing] the Audit Committee has also commenced an internal investigation to review matters related to a whistleblower letter that remains ongoing"

https://www.sec.gov/Archives/edgar/data/1418100/000141810022000083/formnt10-q3q22.htm

Apollo and it's army of organizations that conspire to take over companies "stepped in" by creating an entrapment to force Alan Masarek's hand into allowing the Chapter 11 so they could steal equity and take Avaya private.

TIMELINE REMINDER

1. The Subscription game-- which was a risky short-term strategy to falsely inflate the Market Valuation of Avaya so the greedy BoD and C-Suite could sell Avaya for north of $5b -- caught up to them and they had nowhere to hide in March 2022. Now IF they could book an enormous deal they could have extended the charade for another few quarters. That deal was to be Wells Fargo, if memory serves. So they delayed earnings in hopes to find an accounting workaround to explain away the unexplainable math that was the earnings reality. NOTE -- They spent since late 2019 fudging the numbers based on an algorithm of subscription-economy math that assumed a set value for each base client multiplied by market potential for signing the base clients to a subscription plan. THESE WERE NOT REAL #'s!!! For many quarters they could escape scrutiny b/c maintenance contracts were still collecting money. But when the first round of the 3 yr subscription deals were up, they were left with evaporated maintenance deals and accelerated client departures. It was one large empty hole.
   In May 2022, the situation hit severe crisis status. There was no explaining away the #s. They needed more than just one enormous deal. The Slippery Slope Subscription game was now a runaway train. The BoD knew they needed something extreme to buy time to avoid being exposed for the 3.5 yr con-game of pretending that the marketing soundbytes of the "subscription economy" translated into real revenue. They initiated the age-old strategy of the CEO-Shuffle and began an aggressive search to name a new CEO before they had to face yet another SEC filing delay. They begin talks with Masarek in May. Hire him in June. Announce him in July. Masarek is up for the challenge and confident he can stabilize Avaya by December .....HOWEVER

2. Apollo Global deploys a leveraged lending takeover plan. It was an unofficial hostile takeover. They are able to secure some of the leveraged lending related to Avaya loans, yet not enough to execute a hostile takeover. So they instead devise a plan to make things so uncomfortable for Avaya leadership that they will just give in. They deploy their go-to auditing firms and dirty PR spin-doctors to both a) find dirt on Avaya to use as leverage; and b) entrap Avaya via auditing. This included names like Alix Partners.

3. August 2022 -- Internal Audit discloses that Avaya lacked Internal Controls due to a broken process of formally investigating Ethics and Corporate Compliance reports. One example was a "Whistleblower" which filed a formal complaint months (maybe even a year) prior questioning accounting documentation of subscription deals and the risk to the overall business. At the time of the report, it was Shefali Shah's responsibility to ensure the complaint was properly and formally investigated. Instead, it was never even pursued. The independent auditing firm identified the breach of protocol that must be followed by any publicly traded company. Therefore, they were obligated by law to report the breach of protocol to the SEC in their next "we still can't file earnings" extension filing. This is called an "ICFR Weakness
   November 28, 2022 SEC FORM 8-K Avaya Admits to Lack of Internal Controls based on result of investigation. This essentially states that they violated SEC Rules by not pursuing the whistleblower complaint, however stops short that the complaint itself qualified as a whistleblower concern. "The deficiencies in internal control over financial reporting (ICFR) represented “material weaknesses,” the cloud technology company said in a filing with the Securities and Exchange Commission (SEC)
   Avaya discloses ICFR weaknesses linked to whistleblower logs Compliance Week

https://www.complianceweek.com/accounting-and-auditing/avaya-discloses-icfr-weaknesses-linked-to-whistleblower-logs/32407.article

1. DECEMBER 2022 Apollo now believes they have Avaya cornered to give in to a Chapter 11 so they could go private and Apollo can deploy their tried and true law firms to manage the filing in their favor. Yet Alan Masarek was not giving in. So Apollo spent December 2022 maneuvering to force AMs hands. The end result of paying AM $10m ($6 m retention bonus so he would stay despite looming bankruptcy & $4m of his original sign-on bonus that he was required to use to buy Avaya shares. They waived that requirement and he was allowed to keep the money as cash. They also awarded Shefali Shah $1.2m as they needed her to help them go after Jim Chirico if that was necessary.

Avaya CEO To Get $6 Million Cash Award As Potential Bankruptcy Looms https://www.channelfutures.com/regulation-compliance/avaya-ceo-to-get-6-million-cash-award-stock-falls-below-nyse-minimum

SO @ab IS SPOT IN. THE WHISTLEBLOWER WAS REAL. IT WAS THE Everything. without that Whistleblower report Internal Controls Snafu, Apollo wouldn't have had the chance to deploy their gremlins to force AM into a takeover (also known as conspired Chapter 11).

You ever wonder who was the person that snitched on Chirico to the SEC? The house of cards most likely would have fallen at some point no doubt; but would love to know who hastened that event.

See this link. Details in comments

https://www.linkedin.com/posts/activity-7427118095061819392-rD0R?utm_source=share&utm_medium=member_ios&rcm=ACoAAAdeT6sBq6HR8cmvn-Ypy8_0uJhVxf9JjF4

Clearly a lot of us are unhappy or concerned with the way BNY has conducted layoffs or forced departures. Several folks have already contacted and spoke with Financial Times/Ignites reporter Sabrina Kharrazi (Sabrina.Kharrazi@ft.com). Sabrina originally covered Larry Steller's lawsuit against BNY for the denial of his severance payments and is mentioned in the comments of the following posting on this site: 'https://www.thelayoff.com/t/1kbk9pt5n'.
She would love to hear from you and anyone else who has information or documentation about BNY Mellon Performance Appraisal Management process or other ethical or legal concerns. Your interaction is completely confidential and anonymous.

All I have heard regarding those packages were people had a 24 hour response time or it was being withdrawn. Is that true? There are also 21 - 45 day acceptance of severance packages in the US depending on your status. Are those being violated?

This company has outsourced so many jobs to India. Are they really true employees or are they Indian owned and operated with agreements to label them as employees? Is that why it takes them weeks and months to fully terminate them or the 5 managers? The US employee numbers and the high number of Indian employees are a nudge to contact whistleblower portals in the federal government to offshore employees and save money.

For the people over 40, these RIF's are considered group layoffs. It does not matter if you were terminated in groups from the same team. We you given a list of all terminated employees, their ages, title, and any other?

Has anybody contacted DOL or any other wage and labor law representatives regarding the terminations, older people, people with disabilities, offshoring to India, and anyone else?

I would have assumed there would have been audits by now as FIS is breaking up the terminations to bypass federal and public reporting by now but have not heard of any.

VP - endlesslya swashbuckling with engineered decks to ask for more budget for FTEs, consulging engagements (or stupid tech programs with fraudelent value cases that was pitched to them in exchange for a potential board seat down the line). Not accountable for performance and delivery

VP- reports to VP, responsible for procuring the decks for swashbucling and making budget ask justifications. Trying to fill CV to become VP1 in the next gig, only manages up. Not accountable for performance and delivery.

SD- responsible for owning the pretty decks used by VP1 & 2. Not accountable for performance and delivery and wont have any KPIs or OKRs. Only manages up while being responsible for maintaining the facade of leadership. Will threaten and retaliate on any dissent or suspicion of whistleblowing. Will do lots of stupid team events quarterly to provide bread and circus.

D- responsible for creating the decks. Not accountable or responsible for anything beyond managing upwards and keeping the facade up. Will invent BS performance metrics and play bad cop for ICs to keep the order. Just waiting for their SD promotion while not managing more than 3 direct reports.

M- very rare creature at nike, manager level work is done by Directors.

P- invented director role to keep pay levels without the headcount to keep people. will do mostly what D does, doing decks without being accountable for anything or owning anything. will be scapegoated for performance if they stay in role more than 2 years.

L- baseline IC, responsible for doing analyst work to create data for the above. Owns everything without owning it. accountable for everything without influence. May have to do excel flipping on a 30 hour basis.

anything below- congrats for failing at corporate, you are essentially a glorified exec assistant. Will be asked to deliver everything from planning events to procuring merch. will be held accountable and responsible for everything. Performance expectations would be at the sky and will always be scapegoated. will be thrown around from role to role until they call it quits. only chance of moving upwards is finding a D to su-k up to that will eventually promote them as they become indispensible for their ego.

Real work will be done in southeast asia, real value will be generated by partners who sell the real work created in southeast asia. None of the above have any influence or impact on the outcomes as they exist for theathre. Occasional product hits or media sensations created by external agencies keep the ship floating.

More people are starting to realize I wasn’t crazy for speaking up and exposing T-Mobile.

https://linktr.ee/marc.palasciano

There’s been a lot of heated discussion and debate around H-1B visas lately. Strip away the politics and emotions, and the issue really comes down to one simple question:

Can American workers do this job with a reasonable amount of training?

The H-1B program was created to address genuine skill shortages—roles where specialized expertise is scarce in the U.S. workforce. There are absolutely cases where this applies: highly specialized research, niche quantitative problems, or roles that truly require rare, advanced expertise.

For many of the positions being filled at BlackRock—particularly at junior and mid-level roles—this question deserves serious scrutiny. These are often jobs for which qualified American professionals already exist, or could become fully effective with standard on-the-job training. In such cases, the use of H-1B visas appears less like a response to a true skills shortage and more like a convenient alternative to hiring domestically.

There are also growing concerns that in some teams, hiring decisions may rely heavily on internal networks or favoritism rather than a fair and open recruitment process that genuinely considers qualified American candidates. When entire teams are composed predominantly of H-1B workers, it raises legitimate questions about compliance with both the intent of the law and fair hiring practices—questions that merit review by the appropriate government authorities. Beyond legal issues, this kind of imbalance can affect team dynamics, workplace diversity of perspectives, and trust in the fairness of the system.

That matters because the H-1B program is not meant to replace the domestic workforce. The law requires employers to show that hiring an H-1B worker will not disadvantage U.S. workers in terms of opportunity, wages, or working conditions. When roles that Americans can clearly perform are filled through visa sponsorship, it raises serious concerns about whether the spirit—and possibly the letter—of the law is being respected.

If you believe a colleague on an H-1B visa is occupying a role that qualified American workers can perform, the appropriate response is not online outrage but formal legal action. Report the situation through the appropriate authorities so it can be investigated.

Accountability helps everyone. It protects American workers, preserves the integrity of the H-1B program for truly hard-to-fill roles, and encourages companies like BlackRock to invest in and prioritize domestic talent where it makes sense. Replacing H-1B positions with qualified American workers isn’t anti-immigrant—it’s pro-fairness and pro-law.

Google it. Whistleblow. Contact below:

U.S. Dept of Labor – Wage & Hour Division
• Misclassification
• Sham outsourcing
• Benefits avoidance
• Confidential, no lawyer required

State labor department
• Often faster, very aggressive
• Can be anonymous in many states

Prompt to use:

I was moved to another company on paper but still do the same job for the original company, report to the same managers, use the same systems, and was told this affects severance and unemployment.

There comes a time when we must come to terms with being led by malicious, unethical, psychopaths. Protect yourself, they will eat you tomorrow if they believe they can gain anything.

and for the love of whatever higher power you do or don't believe in, whistle blow outside the organization not within it. They are smothering honest reports

https://www.ms.now/opinion/doj-dei-corporations-probe-fraud

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

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

This is an open secret. It's not a new thing Citi is doing, it has done same in past with Kathleen Martin Whistleblower and many others and now it's doing in mass. Should do a class action lawsuit it's wrong.

Word is, Director level and up gave themselves a Christmas bonus this year quietly.. you know for all the hard work they did!

Did you know the SEC encourages whistleblowing and even incentivizes it?

"The SEC's whistleblower program was established by Congress to incentivize whistleblowers to report specific, timely and credible information about possible federal securities laws violations.

The Commission is authorized to provide monetary awards to eligible individuals who come forward with high-quality original information that leads to an SEC enforcement action in which over $1 million in sanctions is ordered. The range for awards is between 10% and 30% of the money collected."

If you see something, say something.

Learn more on the SEC.gov website:
https://www.sec.gov/enforcement-litigation/whistleblower-program

I swear, if even one of them — ideally some crypto-rich ba----d who’s already set for life — just quietly refuses the package, keeps vesting, and then unleashes he-l…Organizes the PSRs, starts a union drive, dumps every single Slack thread, every off-record call, every “alignment” deck, every real comp band doc, every actual burn numbers, every lie they told the board, every threat they made behind closed doors…Then spends the next three months or 3 years doing every single podcast that’ll have them — Bartlett, 20VC, Dwarkesh, Cerebral Valley, Piratul, the works — no fear, no filter, just pure napalm truth. Stock’s down $25+ before the first episode even drops. VCs panic-selling. Recruiting becomes radioactive. Customers start calling asking wtf is going on. All because one person decided the truth was worth more than another few million. I’m begging the universe: let there be one. Just one who doesn’t cash out and shut up. Please. Someone be that guy.

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

Want a quick $1.5 million? Just report fraud on Fiserv:

https://www.justice.gov/usao-edmo/pr/united-states-reaches-89-million-settlement-milwaukee-company-accused-improperly

@user8869117799573:as a former field rep for them I can tell you this whole system Nielsen has built is a fraud. reps would lie when taking demographic info from panelists . he-l half the time I just filled them out in my car. we would lie about tvs and other devices in homes. I promise you a huge percentage of reps did this and probably are still doing this

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

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

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

https://www.reddit.com/r/AskMarketing/comments/1nydv68/publicis_exposed/

Recently on Reddit (/r/AskMarketing), a former Publicis employee shared a LinkedIn post describing alleged discrimination, retaliation, and poor management at the company. The whistleblower claims these issues worsened after disclosing her autism, and named clients like Stellantis and Campbell’s as being involved.

Other marketing professionals chimed in, saying similar problems are common in big agencies and rarely confronted openly. Many applauded the whistleblower’s bravery, while some expressed concern about the risks she faces for speaking up.

A number of ex-employees shared negative experiences about Publicis’s workplace culture and management, with some hoping she’ll take legal action. Most responses were supportive, but there’s a shared skepticism whether anything will change, as people think the agency system shields bad practices unless big clients act.

Has anyone else experienced, seen, or heard of issues like these at Publicis or other large agencies? Do you think public posts like this make a difference—or will things just stay the same?

Boeing is not doing well due to a decline in its safety and quality control standards, which has resulted in a series of high-profile incidents like the Alaska Airlines 737 MAX 9 door plug blowout. This has led to significant financial losses, decreased public and airline confidence, and increased scrutiny from regulators like the FAA. The problems are often attributed to a corporate culture that prioritized profits over safety and engineering for years.
Safety and quality issues
Manufacturing defects: Numerous instances of faulty manufacturing and quality control have been found, including misdrilled holes and improper assembly.
Regulator audits: The FAA found that Boeing failed numerous audits and that there was a lack of objective evidence of a foundational commitment to safety that matched the company's descriptions.
Whistleblower claims: Whistleblowers from within Boeing and its supplier, Spirit AeroSystems, have raised concerns about pressure to increase production speed at the expense of quality.
Financial and operational impact
Billions in losses: Boeing has reported billions of dollars in core operating losses since 2019, with the problems continuing to impact its bottom line.
Delayed production: The quality issues have led to delays in production and delivery of aircraft, causing frustration for customers and airlines.
Stock decline: The company's stock has fallen significantly, reflecting concerns about its future prospects.
Space program problems: Even Boeing's space program has faced setbacks, such as the Starliner capsule issue.
Leadership and corporate culture
Leadership changes: The company has experienced a leadership shake-up, with the current CEO tasked with turning the company in a new direction.
Shifting priorities: Critics say a long-standing corporate culture shift that began years ago put financial performance ahead of engineering and safety standards.
Public and regulatory consequences
Crisis of confidence: The string of incidents has eroded confidence from within the company, its customers, and the public.
Increased oversight: The FAA has increased its oversight and given Boeing a deadline to produce a plan to fix its production problems.

Go to x.com and search for @usaa and click "Latest" at the top and have a look, lots to look at, at least 3 whistle blowers have come forward providing information about whats going on at USAA to the public.
It looks like Navy Federal is doing the same thing...
Its been revealed that USAA has 11.5 Indian H1b workers for every FTE.
So a 1:11.5 ratio FTE to H1B ratio

Hello Everyone -

There is not much we can do as employees to make our situation better. But, the one of the things we can and should do is file an OSHA complaint with OSHA. Please everyone reading submit an OSHA complaint today, but only if there is a safety hazard at your location. You can select an option so your name is not revealed to your employer.

If there is a legitimate safety hazard at your location, then you can fill out their online form and OSHA will take it from there. Lack of parking or reasonable access to the office building can all be taken as a form of a safety violation because it increases the risk of vehicle and pedestrian accidents. Your statements must be truthful, and there are penalties for submitting anything false.

Once submitted, OSHA will do an on-site inspection (often unscheduled) of the building you reported within weeks or months. If they find any safety hazards they take several escalating actions including citations, penalties, required corrective action, re-inspection, and whistleblower protection.

I have just submitted an OSHA complaint for 7 safety hazards I documented at 3400 W Plano Pkwy in Plano, TX. I encourage everyone reading this to please do this for your office if there are safety hazards and parking issues. This is the quickest way to get some noticeable change in our god awful buildings we call our offices.

Please like this post, and tell others either by word or on this site to do the OSHA as well. If multiple employees submit complaints to OSHA, that will put AT&T on their radar, and they would love to go after a Fortune 50 company that is being negligent.

So I am leaving CVX soon but have some great info and would be able to testify for another company who was hurt with the MARs pipeline contamination. Since I am not leaving with a package and will not have to sign anything to leave or get my pension why wouldn’t I reach out to the people who were damaged by CVX. How should I play this out? Oh by the way CVX cheated me out of over $50K of overtime pay so I am not real happy with that outcome either.

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.

With everything that is happening and on the horizon everyone should get out before it’s too late. Gainwell has some serious trouble coming up. Massive debt coming due that they don’t have the funds to pay, looming whistleblower activity, and their lack of ability to manage their finances. They are in serious trouble. Staying employed there is a sure recipe to be out on the street with no job.

Past time to walk away.

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

Someone is finally saying the quiet part out loud https://www.msn.com/en-in/money/topstories/i-ll-never-work-under-an-indian-chinese-manager-qualcomm-whistleblower-slams-anti-american-bias/ar-AA1O3jEh?ocid=BingNewsSerp

The latest plane crash is about to break open Honeywell on their illegal practices. Watch as Boeing tosses hon to the wolves.

Time for whistleblowers to shine and get rewarded iykyk

We are in massive non-compliance by getting engineering services from non-registered engineers from not only out of province, but out of the country.

Report this while you can.

Best part is they can’t stay silent. It’s their job to get up on the stage and answer questions.

Keep it up, it’s working.

You can see the frustration. They can’t take it anymore.

Keep recording and keep leaking everything to the media.

Medicaid fraud and anti-kickback definitions 100% say it’s a crime and fraud to engage in bribery to sway referrals to increase a company’s healthcare reimbursement from the government. I don’t see how the centerwell bs couldnt fall into this category…
And their super specific disclaimer everyone has to say makes me feel like they know what they are doing and are trying to cover their a— to avoid yet another lawsuit.
I want to make an anonymous report but seems like there’s no guarantee to remain anonymous especially if they pursue it. I still work here and am trying to get out but scared to make a report until I can get out. Anyone else have the stones to??
They are so sketch. With all the suits they’ve been involved in all of this should keep coming out!! Higher ups are taking so much away from the most vulnerable people in this country. They’re making millions while the people they serve can’t afford to eat and are going homeless. Over my five years I have seen such an increase in people unable to afford basic things in life. Can’t tell me this isnt directly affecting the suic— crisis in this country… they deserve to go under and its just a matter of time

Humana told to pay whistleblower attorney's $32m fee
Actuary also gets more than $25m for whistleblowing on giant health insurer

https://www.insurancebusinessmag.com/us/news/life-insurance/humana-told-to-pay-whistleblower-attorneys-32m-fee-550983.aspx

If you believe that Humana is doing something that is outright unethical, a person I suppose could consider contacting Brian Schlonsky at Wave News in Louisville KY.

He has a news journal investigative piece called Troubleshooters that he took over for John Boels who retired from Wave News.

https://tips.fbi.gov/home

The security Veep told a colleague of mine that communications does "monitor" these posts and even shares them with executives and other leaders. It is nice to know that he is talking as much as he does. So if a security danger-thing happens at our workplace and something had not been reported earlier to stop it from happening, we now know that an attorney can demand the emails and prove that they knew there was a problem that would endanger many of us. Thousands of associates on another post liked a post begging for someone to do something. Thousands of us! That was a massive show of support and a cry for help. They did it on layoffs.com because they can't trust to report it internally. He also told a colleague that he and his team now have to report to HR and he doesn't like that because they ask for too much to be done right away while they sit on their a-s. He said they were the ones that "had a part in fu--ing up some of his team's onboarding" which I wasn't sure what that meant. But the main point is we now know they do read these and can be held accountable when it happens.

Let’s call a spade a spade. EJ “Preferred Fund Partners” are nothing more than a kickback scheme that pays the ELT and GP’s handsomely while passing along the bloated expenses and fees to EJ clients.

The firm collected over $315 million alone in 2024. Edward Jones has no problem playing games with the Paychex of the Frontline employees, I think it’s time that the front line employees report what they’ve seen to authorities when it comes to wholesalers misbehaving. If you’ve seen something, please take action and report this to the SEC and FINRA. Don’t hold your breath, waiting for FINRA accountability though, you may need to go to multiple authorities since Penny Pennington is on the board of directors for FINRA (and the Federal Reserve to - no conflict of interest's 🤣).

Wholesalers wine and dine broker-dealer reps at resorts, games, and concerts—labeling it “training.” Meanwhile, American Funds (Edward Jones’ preferred partner) paid a whopping $109 million in revenue-sharing to Edward Jones in 2023 alone—just one firm among many lining their pockets. Edward Jones as a whole raked in $315 million in revenue-sharing fees from asset managers in 2024.

A customer’s TripAdvisor review lays it out: wholesaler reps getting Edward Jones employees drunk in luxury resorts, all under the guise of education:

👉 https://www.tripadvisor.com/ShowUserReviews-g147278-d150663-r931288826-Curacao_Marriott_Beach_Resort-Willemstad_Curacao.html

If you’re a broker-dealer employee and this rings a bell—don’t stay silent. Protect your clients, your firm’s integrity—and your conscience.

Report to external regulators now:
• FINRA Whistleblower: whistleblower@finra.org | (866) 96-FINRA
• SEC Whistleblower: sec.gov/whistleblower | whistleblower@sec.gov | (202) 551-4790

💰 Every dollar funneled from wholesalers to perks is a dollar not going toward clients. Speak up. Let’s make them pay—for accountability.

In August of 2024, the S.E.C. fined Edward Jokes $50 million due to EJ employees and EJ leaders using WhatsApp and group text messaging for work purposes, which violates record keeping regulations and places client information at risk.

If you are aware of ANY Edward Jones leaders or employees communicating via text messages or 3rd party messaging apps after AUG of 2024, please reach out to the SEC asap. You can get PAID a whistleblower reward for tips that result in fines or arrests!!!

Here is the contact information for the investigators that conducted the SEC Investigation.

•   Investigators directly involved:
•   Karen E. Willenken
•   Craig C. Welter
•   Wesley W. Wintermyer
•   Christopher M. Castano
•   Alison T. Conn  
•   Overall supervision:
•   The investigation was supervised by Thomas P. Smith, Jr., based in the SEC’s New York Regional Office  .

If you have proof (e.g., screenshots, logs, messages) that employees are still using WhatsApp or other unauthorized platforms for business communications, these are the investigators you’d want to contact.

⸻

What to Do Next

You have a couple of careful and strategic channels available:

1.  SEC Whistleblower Program

Since you already mentioned the SEC’s whistleblower website, that is indeed a valid entry point. However, for more direct handling, you might consider contacting the individuals above—particularly through the Division of Enforcement in the NY Regional Office.

2.  Division of Enforcement – New York Office

The NY Regional Office often handles tips and leads related to litigation and enforcement. You could direct your materials to:
• Thomas P. Smith, Jr. (as supervisory contact)
• Or any of the five named investigators.
Note: Make sure your submission is secure and follows any guidelines the SEC provides for submitting evidence.

3.  Whistleblower Protections

The SEC’s whistleblower program may entitle you to confidentiality and potential rewards depending on the value of the information. It could be wise to consult legal counsel experienced in SEC whistleblower matters to preserve your rights and anonymity.

Final Thoughts
• Your next step: Prepare the evidence carefully (preserving metadata and context) and consider submitting it via the whistleblower program—AND/OR directly to the above SEC personnel.
• Consider legal advice if you’re concerned about confidentiality, or if you want to potentially pursue a formal whistleblower claim.

👉 How to report:
• Easiest: sec.gov/whistleblower
• Or call the SEC NY office at (212) 336-1100

Your identity stays protected by law. If you’ve got proof, now’s the time to step up. 💡