A friend on my team, a CM was written up (PIP) for “idle time during calls” aka listening and talking to our mbrs. I helped review screenshots and they weren’t idle, flipping through screens and taking notes. When they tried to contest it HR said the rules are “at the managers discretion”. They brought it to the attention of AD and higher but got nothing but bs about ‘having everyone’s best interests as their highest priority’. When we, as adult professionals for goodness sake, can’t get any support from anywhere and are at the mercy of a sh---y bullying manager what are we supposed to do??? Anyone?
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Also, depending on the complaint, if illegal, the employment attorney may even suggest instead complaining on a specific government site instead and/or the attorney may want to build a case without you showing the company his/her cards prematurely so that it will be more difficult for the company’s team of lawyers to build a case. Such a case could meN a big pay day for you, the client.
But if you first submit a formal complaint to the company and it is something illegal. Instead of them admitting the mistake and then them trying to correct it, INSTEAD the company will find some way to make you out to be a bad employee, fire you, and then their goes any case.
So, again, seek an employment attorney FIRST!!! Smartest decision you could ever make!
If the employee goes to the company’s ethics or hr4u, things will get buried, the employee vilified and then if later the employee goes to an attorney, the attorney will say that they wish the employee had come to them first.
Let the employment attorney guide you as how to proceed with things. I am not saying formal complaint with company is off the table altogether. And just because you speak informally with an employment attorney first on a free first time consultation, does not mean that you cannot still later submit formal complaint with company.
I am just saying that a person is much much wiser to speak with an employment attorney first. As they do this for a living, know the laws, no the loopholes, know the “crafty” ways corporations try to cover themselves. They know this stuff much much better than you or I. Let them guide you.
@k4 Thank you. I am suggesting they speak with an employment attorney first. The attorney will most likely suggest that their client, for purposes of proper documentation for the record, to make a formal complaint with the company.
But these attorneys are smart and k ow exactly how these large corporations work and will make certain suggestions of how the employee can do so in a way to protect themselves. In fact, the attorney may even make the formal complaint on behalf of their client or may recommend being Cc’d in all communications. Or the attorney may recommend how the formal complaints can be documented.
So, once again, the suggest order of operations is to go to an employment attorney FIRST!
@j6 - I agree with a lot of what you said (also so sorry for what you dealt with) but if they do seek a lawyer, EEOC, etc there has to be record of them making a complaint otherwise how can the lawyer support that there was an issue resulting in such treatment/harassment etc. idk..I may be wrong but I'd rather have a trail
Personally, I still think that you should first contact an employment attorney FIRST. Most of them nowadays do not charge for an initial consultation. And oftentimes if they offer further services will only charge of they win you anything.
I even suggest you contact an employment attorney BEFORE any Humana entity, including Ethics Hotline, HR4U, your own direct leaders, or anyone at Humana for that matter.
I happen to have experience in this matter where my direct leaders, an Associate Director, called me at home at 10pm at night while he was drunk and then he yelled and cussed at me. I told my other leaders about the matter, as you are supposed to do. And then I contacted HR4U to report the matter. I also told one HR person I knew on MS Teams and I told two DEI representatives and I met with an HR person who set uo a meeting from the HR4U reporting.
Non of that got me anywhere. I am not gone from the company going on 2 years now.
You cannot trust any of the Humana entities, including Ethics Hotline for the company. They are not their to protect you but only to protect the company and also to protect its leaders.
I would be hesitant to believe the “honesty” of the person’s post directly below mine that suggested you contact Ethics line. Just a suggested word of warning from someone with a bit of experience who has nothing to gain here.
Honestly if it’s truly what you’re explaining and an instance of restricting care. Report it to the ethics hotline. I was ancillary involved with those at one point and they do take them very seriously and if I remember correctly they’re initially reviewed by board members and executives together.
I just saw on LinkedIn that there were more layoffs today. I am so glad I got out of there. Their values drastically changed. I did not want to be associated with them anymore.
@er This is an example as to why Humana’s employees need a union.
Humana needs to be unionized just like UPS and a lot of this kind of stuff will go the way of the DoDo bird.
They are stacking hiring of new CMs to replace the ones who are going to leave willingly or be let go after a PIP. They are doing this to avoid giving out AIP.
Take FMLA for mental health. Doctors will sign the paperwork when you tell them how toxic the work environment is. Let them know you only have 60 seconds to be “idle”. When they learn you work for Humana, they’ll realize their patients are treated just as cr-ppy as they treat their employees.
They are definitely thinning the herd. All while blaming the care managers, trying to make it their fault, basing it on “poor” performance, etc. And considering the loss of all the MA plans, I’m sure it’s not going to get better. I was recently fired under false pretenses as well. Part of me wants to seek legal advice but not sure if it would be worth it. Good luck to everyone.
@df Your Manager should be fired.
The inconsistent and inaccurate information provided by managers (I will refrain from calling them leaders, as that is not what they are) throughout SNP. My manager chastised me for responding to co workers on Teams, looking at any other screen while documenting. She initially said she wasn’t looking at DPA and then immediately threw it in my face. The new metrics “expectations” that rolled out this week are unrealistic, and as others have said, there to weed out good care managers. No fear, care coaches will be there to save Humana.
@aa your manager is leading you on. They identify ANY idle time and then will go onto another platform to confirm what you were doing (if you were on an internet page, one note, teams, etc) DURING that call. Unfortunately, Humana (especially the SNP part of it) has lost a lot of their best care managers due to this micromanaging.
I'd report it to all entities outside the company and make sure to take screenshots, keep copies of PIPs and any correspondence. Put in for leave like so many others are doing and move on.
@aa there really aren’t any other options HR, AD, and the ADs boss .. I’m certain no one else in upper management would be worth the time or potential repercussions. It is all so unfair
The new rules are there to thin the herd and get rid of people they want to
The same rules do not apply to everyone
They only look for reasons when they see fit to fire
I was told explicitly by my manager they are not looking at idle time during calls. They need to keep fighting this.
This is abuse.
Unfortunately, bringing it attention to anyone within the company is wasted efforts and actually even counterproductive to your goals to get things righted. Even, the supposed outside vendor, HR4U cannot be trusted.
The only REAL genuine recourse action employees being bullied and falsely accused of misappropriation of their work time is to contact an outside employer attorney.