Thread regarding Centene Corp. layoffs

@OP Great questions. How do we get the company to answer? They are not being transparent at all and keeping important information such as what youre asking ambiguous intentionally.

Almost feels like this will turn out to be a big "gotcha moment" that will sc--w the employees over in the end. Hey, all you media people tracking this board, if you want to be of any help, can you please chase down some of these answers or help put the pressure on so they are forced to provide more clarity? Seems they only care about publicity these days instead of "we do what's right, even if it's hard." Another story idea that would be worth checking into for all tax payers to know is their famous line "We have a local approach with local teams living in the communities we serve." Since when did offshore workers become considered local teams?

1. If you are Rif’d later, you will likely get 4 weeks less than package today. The package is richer but only by 4 weeks. And from what I hear, cuts will absolutely come in Sept. as well. CN is now basically forcing everyone to work less and care less for the next 3 months. Fun times.

@ag great questions!! Thanks for sharing

“Are you tracking who looks at their VSP offer?”
“If I register is it considered an indication that I’d consider leaving?”
“Does looking at the offer in any way unofficially make me a layoff target?”
“Does my leadership know if I’ve expressed interest?”
“If I get denied will my leadership find out that applied?”
“If enough people sign up will there be an equal number of fewer layoffs?”
“Will you tell us how many looked vs how many accepted vs how many were approved?”

@a3 I can tell you right now HRBP will be of no assistance in this. They’re the enforcement wing on these things and will do nothing other than tow the company line and say no more than what has been said already. In fact that has pretty much been the message already delivered to leaders, “don’t answer questions and point your people to the email and to the page”. They are not there to protect is, they protect the organization from us.

And please don’t forget that the severance is taxable by state and federal. The amount will be smaller. Severance money is treated like income per IRS.

Also make sure your state allows you to take a severance and file unemployment. Some states you can’t have both.

@a4 Please go back and read ALL of the documents if you haven’t already. The amount listed is clearly stated to be an “estimate” and may be adjusted once your application is approved and after your severance paperwork is signed. Where does it state that we can review the FINAL separation agreement after our application is approved? You’re saying they will fully cover our medical for 3 months but what is the cost after the 3 month? It does not state that you have to repay any money if rehired. It states there’s a possibility you may have to. If so, what does that look like. A lot of what was said was possibilities and left for interpretation.

1- Yes
2- they give you an amount
3- GOOD QUESTION
4- GOOD QUESTION
5/6- They are fully covering 3 months
7- Lump sum next pay period after separation date
8- You have to pay back
9- based on state
10- still may be RIFs
11- TBD

BASED ON EMAIL I RECEIVE AND MY PACKAGE

Love this will use for my department meeting next week. Also I would suggest requesting an HR rep in your meeting if you do have one

All excellent questions! But you know either no one is going to know the answers, or if they do they aren’t going to share them.

@OP very good questions!!!!