Of all the things stressful here, I find uncertainty the most difficult to deal with. While the managers assure you that you can feel safe, there is constant tension and uncertainty in the air. What I noticed is that a lot of my colleagues left the industry altogether after leaving Humana. Probably for the reason that they thought the competitors were not any better.
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I am considering it. Most jobs are seasonal and honestly I don´t see any difference from one place to the other.
My team was consultants and associates together up until couple of months ago.
Now we have a director who is from military background and has decided to separate consultants and associates into different team. There is that Tcs and some atos and I hear a newer consulting firm will also be in.
I was asked not to code since I joined in Nov 21. But now all of a sudden I’m asked to code. I wish never became full time and stayed a consultant.
I was one of the over 55's RIF'd. This stuff and nonsense about being protected isn't real. Bottom line. If your whole department is getting laid off, then there would be a level playing field. If however, only a few people are being laid off leadership, Associate Director, Director and up will pre-wash the scoring. This can be a good thing since it allows for scoring to be comparable across all 'scorers'. Unfortunately it also allows for bias.
I have been part of this process over many many reductions in force. Before the scores are sent to HR unpopular people end up below what is believed to be the cutoff point. everyone involved in those conversations is well aware that some people fit into one of the 'protected groups'. If a person of a protected group is scored level with a non protected, HR will cut the non protected. The AD and Directors make certain that there is daylight between those they want and those they don't... Protected status be damned.
Having said all of this. I have never witnessed any form of discrimination related layoff. Not once have I heard anyone state that this person must go because they are part of a protected group.
Post ID: @6koz+1nWn9otT- you are correct. There are still a lot of 55+ associates, just not as many as 10 years ago. Also don’t see many getting hired or promoted.
All I am saying is not everyone in that age group is targeted, and not everyone was RIFd.
@6lqd+1nWn9otT- Not assumptions, not generalizations. These people did not retire, they were RIFed. How do I know? I know these people and once they were gone and had their $$, they talked. No one is protected at Humana. When your time is up, you’re out. And many of those time is up people are at our competitors now!
There may be a fair share, that’s the point….the poster said “ Typically age 55+ employees with more PTOs accumulated and higher salary bands are targeted by each layoff decision ”…. They are not targeted. Also, call BS all you want, “ All BS, when someone between 55-63 “retires” at the end of the year, they aren’t retiring at all!”, many people retire at the end of the year for tax purposes, and sometimes, people are able to stop working prior to full retirement age, for a variety of reasons, and sometimes, choose to work until the end of the year to get the AIP. You have a point of view, but it is not entirely valid, and your “assumptions “ are just that….assumptions. Because you are not in either of those categories you feel you’re an expert espousing on, you may want to temper your generalizations with a caveat that they are just that….assumptions and generalizations.
@4sek+1nWn9otT: I’ve seen my fair share of 55+ get RIFed. Last three years, I can name at least 10 people over 55 who were laid off. They were all well tenured, were top performers, and the official story was they were retiring. All BS, when someone between 55-63 “retires” at the end of the year, they aren’t retiring at all!
@ 4zwd+1nWn9otT…..so off target. Over 55 is a protected age group and younger employees sometimes get hired in at higher salaries, because the old employee is bounded by the annual % which isn’t always giving a higher salary. A high performing person can get RIFd, it doesn’t protect you….I have been through 6 RIFs. While you get scored based on performance measures against your team mates, it doesn’t help if your whole department is being RIFd. It may help set you apart if you are looking to transfer to another position, but if there are a bunch of people that are also high performing, you are just as at risk for being RIFd.
Measure your safety by workload and work difficulty. When a leader tells you to feel safe but does the opposite to give you more difficult work with tight deadline, you know you may be targeted as potential layoff target. That does not mean you have done anything wrong. Typically age 55+ employees with more PTOs accumulated and higher salary bands are targeted by each layoff decision maker compared to younger employees. If you get regular workload reduced significantly and get one or more difficult tasks than usual with tight deadline, then it's an effort that your leader makes to prove to HR that you should be the layoff target in his or her team. Otherwise, you cannot kick off a top performer from your team without a valid reason.
I did & don't regret it for a second. Humana was toxic, full of gaslighting, manipulation & in my case, a 'team' that ganged up to make sure I left...needless to say, I will not ever have positive words to use describing Humana as a business.
Get out while you can & you have some sanity & know your value.
Health care has changed dramatically, everywhere you go.