Thread regarding Humana Inc. layoffs

Unscheduled PTO is disruptive to business operations and there is a policy about that. No-one will get fired for using their PTO. Bottom line; Are you a good associate? Do you come to work on time and do you try to get along with the other people on your team. Do you spend time b--ching about Humana? All of these things will help to keep you above the firing line but that line also gets higher each time. As they keep telling us, good people have been let go.

UPTO is a HUGE factor! Don't take unplanned PTO especially if you are a WAY associate!

Question about how they rank attendance...does this mean those who leave work early due to illness (migraine), flex time, or PTO? I don't know how ethical that can be to rank how much PTO we take because that is given to us and we are encouraged to use it. It seems like we are baited into taking time off then punished when we actually do. How is that living our values? I don't know about flex time or going home sick, because I have never called in, never been late or left early, or use flex time. I happen to know the others on my team have all left early several times in the last year due to illness and have had unscheduled PTO, and flexed time for MD appts (even though I was told I am not allowed to flex). This doesn't seem like it was considered much. unless my coach lied or manipulated data

Layoffs are not based on seniority. Leaders do a point in time assessment on associates that assesses the entire team based on various factors such as attendance, productivity, role knowledge etc.

As far as criteria for the lay off, as other posters have commented, we will never know how we are chosen. For me, I do not use my health insurance, I do not take prescription drugs, so I don't cost them extra for this. I do maximize my 401K for the full company match and I did use the tuition reimbursement-a full 5,000 a year for 4 years. Maybe I cost them too much anyway, but not in the way of the health benefits? I do not know what the salary range is for my position, but I have not had a salary increase in 3 years. But...do you remember the confidential employee opinion survey that we took June/July? Not the survey about what benefits we would rather have (more PTO versus a pay increase, etc) but the one about how we perceive our leaders are performing and team morale? Well, without going into details, I gave my honest feedback. And know I am being laid off. Maybe that wasn't so confidential after all?

Also, while much of this is affecting HAH, there are people here that are employed with the corporate side of Humana as well. Several of my team members follow this site as well, because, as another person said, there is absolutely zero communication by our leaders too! I have asked my leader questions and never get a straight answer. Ever. So the issues you are having are in other areas of the company too. Might not be the entire company, but not just specific to HAH.

I don’t think hiring new associates in June July and August and laying them off in October is a good decision. Obviously another bad management decision made in the recent past

Agree with poster below. This site is very active with HAH associates because HAH communication has been awful, and trust destroyed by false reassurances and lack of honest communication.

If communication was not lacking in clarity and truth, this site would not be active, other than the quarterly “just got laid off” posts.

I agree below poster. Some of the things they are doing now do make sense. However, if other parts of Humana have had issues but don’t complain here, is it the poster’s fault? I say question HAH. There are many companies laying off that don’t have such active boards on this site & some do. I’d say that should be a point of reflection for HAH leadership. What culture has been created to be so trashed here? Yes accept or move on. But has this not been created top down?

The things they are doing make sense. Putting people in monitored is a good idea and cost efficient and should have always been this way. Buying a home health agency will allow us to provide direct care to the memebers as home based primary care has shown to be a massive success and good for the member. Offering members the value based services is a good thing because they pay for the product and deserve to know. It’s sad that you can’t the good in all of it because of the way it’s been communicated by your leaders. So many changes happened to a lot of people in Humana this year, not just HAH. You don’t see them posting here and trashing the company. Either cope or move on . Others have.

We come here due to lack of communication from our leaders. There is a meeting for the dept. on the 6th, maybe we will actually get answers (doubtful). Yesterday, we were told by a COM that HAH has a 'Bright Future' (cough cough). Then, told to voluntarily give a list of value added services we give to our members we talk to and give it to them when done. Needless to say, I will not be providing that. We get audited, listened in on, and provide them success stories (6 a year). They can do their own research. If they would be up front, we could respect them more as a program and corporate organization that is cutting back due to poor leadership. Just think of all the people that left before the mass layoffs, that is partly why they had to rehire and now they are putting mbrs into Monitored to scale back and if more leave due to their own or another mass layoff. Plus, as far as buying a HH agency, seems like they are using contract workers. They have their hands in Fresenius and Aspire, guess we will know soon due to the recent business talk on possible acquisition(s). Have a good weekend everyone, keep searching for another job (like myself) and best of luck!

How many CMs and hcmss were in the program when it first started ?

It’s like no matter how many times people try to explain it, many prefer conspiracy and speculation. HaH simply grew too large due to past poor leadership and a bad decision to hire to many people. Optimization is just reversing the stupid decisions made by leaders who are no longer there. They deliberately overhired and then got stuck with costs that wiped out pteigeam benefit. It’s not going to be fully replaced by buying a home care agency. It’s just getting back to common sense and things that’s were proven to have roi That’s it. Nothing more. It’s going to be better this way and you just happened to get caught up in poor leadership practice from before.

1bpo....and that’s one big lawsuit humana would have if that’s the criteria used....

Not seniority, productivity. How old are you? Do you use benefits? Have chronic health issues? Make the top of the salary range for your role? All about $

Wherever they layoffs occur, even if you read the policy, where they look at factors such as seniority and productivity, and what you can give to the company in future goals, it doesn’t make sense with the past years layoffs.....I was just suggesting that maybe it would be nice if they used the policy, not the consultants so if 250 or more get laid off, from wherever, it may make more sense to us.....and yes, hah is still on the chopping block, depending on open enrollment numbers, depending on the optimization plan, depending on merger\buyout. It seems they will be doing lots more trimming if they buy a home health agency....I would think they’re going to go back to the original number of folks they had when the program first started.....there is a need for hah, telephonic.....many seniors don’t use electronic devices, are in remote areas, have other limitations. Etc...... does anyone know when the program first started how many CM, PHC, HCMSS and CHEs there were? That may be the amount it’s scaled back to in 2018, pending a buyout or merger

Last poster, give us a clue? Can’t look at it.

Read the talent redeployment policy in Policy Source. It explains how seniority and other factors come into play with a RIF.

God help us all with this crazy situation.

Just an FYI.. the 250 associates left to be laid off in mid January may not be limited to HAH..it could be Humana.. I dont know if anyone else knows.. They definitely didn't retain talent based on seniority in In-home program.

I was told that was a factor, one of the many.

They have us listed already in order for each impending layoff. Seniority plays no role

EXACTLY...They’ve already did it randomly with the consultants....unless there is a back up list from the consultants of who the next to go are, maybe it is going to be based on seniority this time?

Why do you think that? Depending on your role, seniority hasn’t played a part yet (except that they let go of rn’s they just hired).