#ageism

On top of everything else. What an absolute pile of junk this company is. I actually believe the mile long load of BS I was fed for years.

Was this filed under “doing what’s right” or “doing what’s easy?”

https://www.beckerspayer.com/legal/ex-centene-vice-president-accuses-company-of-age-discrimination/

Everyone will be notified of their PIP/PIL options by Friday, August 14. Age protected individuals >40 y/o have 21 (business?) days to make their decision, essentially September 15th if you include the labor day Holiday. They want everyone off the payroll by December 15th due to the year end Holiday closing of the financials. For anyone that is > 40 y/o and given the choice of PIP or PIL, what should they do? Without hesitation, anyone that is not NRE should seriously take the message that they will not ever get to their career goals or retirement. You will never be sponsored or in the clique/club. Anyone that is RE should take the package immediately to take one for the team per se. Anyone not yet RE should realize they have no chance next cycle so maybe take the PIP or not, depending on their own situation, but what does that mean if you have 1-3 years left to be fully retirement eligible? It all depends on your supervisor. Yes, your supervisor controls your destiny. Obviously, if you are NSI, you don't have a good relationship with your supervisor, so chances are, you will not pass your PIP. There is a cap this year on how many people pass their PIP. So, if you are 1 year away from retirement, and they have not met their PIP pass %, you might have a chance to make it since it takes 2 NSI's, but they still need to make their cap on PIP success%. If you are more than 1 year away from retirement, you will have to get under your supervisor's desk to survive and they still have to meet their PIP success %. Personally, I think I would just move on. Life in that stage is not worth your dignity. Don't hate, just put it in your back pocket and watch how all the worker bees start dying off while the company just manages contractors. You will still reap the benefits of the stock.

Younger hires are coming in, older ones are going out. And the exits don't look like performance issues. It's a shame how little this place cares about institutional knowledge.

I'm staring at a 401k that took a hit, no retirement in sight, and a skillset that feels outdated. The company I gave 18 years to is shedding people my age like dead weight. I'm terrified. I can't afford to start over at entry-level, but I can't compete with graduates who'll work for half my salary.

How do they get away with this again and again? Too many people over 40 were cut once again and very few under that age. How's that okay? Not only that, how's that even legal?

In the last several rounds, most of the people let go were in their 50s and 60s. The most experienced people. How is this allowed?

I've been trying to find something new for months. I've got plenty of experience, but I can't get a single interview. Is age really that big of a factor? I'm 54.

I used to worry about layoffs occasionally. Now it's all the time. I'm exhausted. I'm thinking about job hunting even though it'll be tough at my age.

Push out the older, more expensive workers and bring in younger people at lower salaries might sound like a great idea, but there's a problem with that plan. The new hires are all about protecting their personal time and sticking to exactly what their job description says. They're not going to fill the gaps or do the extras that the veterans used to handle. And they'll leave as soon as something better comes along - as they should. When the experienced people are all gone, there won't be anyone left who knows how to keep things running.

Ages of the people I know who were laid off today. Why am I not even surprised?

I'll say somewhere between 50 and 60.

Is it true only people above age 50 are surplussed in Dallas after relocating? I heard many people who moved got surplussed after their move. Was there any reason given for surplus or just told your position is eliminated?

I’ve seen so many people post on LinkedIn today that this is their last day at Cisco. Very similar to when I was laid off as It’s all about cost nothing to do with refocusing on AI. Everyone who looks to be impacted was 20+ years there so high dollar resources. They managed to throw in a few younger people to avoid the lawsuit.

Not really sure why, but did anyone else get one version of the layoff document to sign only to get another on the 9th? The latter added extensive language for preventing lawsuits, client interaction, bad-mouthing company, etc. What I would expect in this kind of doc, But it was what came after that I've never seen. It was a listing (not by name) but by position the people who were laid off and their Age. Not sure if they're daring someone to try and build a class action or bravado. Was I the only one who got the list? The way it breaks down:
Age Count
20-29 21
30-39 43
40-49 78
50-59 121
60-69 119
70-79 14

Listed another way
Those under 40 make up 16% of those laid off
40+ (a protected class) is at a whopping 84%

I don't know if it's enough for a suit, but it sure seems suspect in terms of their methodology in selecting individual.

Management thinks they're being smart by continuing to replace older workers with younger, cheaper ones. But they're overlooking that young people have boundaries when it comes to work. They won't work nights and weekends or answer your emails 24/7. Productivity is going to take a hit, and I'm here for it.

Most of the laid off folks are coincidentally in the above 50 age bracket, right? People who earned higher pay through knowledge and experience and are now paying for it with their jobs? Am I wrong?

Read up on the Older Workers Benefit Protection Act so you know how to respond when you have that "shoulder tap" meeting with HR.

For those 40 and older, Centene is REQUIRED to provide a 45 day period for you to review the VSP and make a decision. They're also required to give you 7 days to rescind it, if you want to. This is required by the Older Workers Benefit Protection Act (OWBPA). 45 days wasn't given between the receipt of the offers and the deadline to apply date.

Do people have any idea what would happen to IBM if all the so-called dinobabies retired tomorrow? I'm almost hoping it happens, just to prove a point. You'd lose decades of institutional knowledge overnight, and what you'd have left is an empty shell of a company.

I've read through dozens of posts going back years and CDW has a pattern of laying off older workers. I will be calling an attorney regarding my recent layoff but is there an opportunity for collective action here?

Is it just me, or does it seem that every time we had layoffs, those who were laid off skewed older? Most of the people I know who were affected are in their late 40s and above. It's starting to feel like once you turn a certain age, you immediately get a target put on your back.

Is anyone just waiting to be laid off when you reach 62 ish? At my age, and being so close to retirement, that fat severance after a long career doesn't seem too bad. Just feel as if I am playing the game.

Most of the people I know are 40 or above, and just a few in their 30s. That doesn't sit right with me.

Now that PIP week is over, I'm curious about one thing:
Did anyone between the ages of 52 and 55 get placed on a PIP or terminated?

I'm approaching 50 and would like to work another 15 years before retiring.

Given the current environment, I'm concerned that if I were laid off in my 50s, finding a comparable role could take much longer than it would today.

Would you recommend starting a job search now while I'm still employed, or staying put and only looking if a layoff actually happens?

I agree with some of your comments; however, people over 60 do not qualify for Social Security until 65 unless they take reductions, and they also do not qualify for Medicare benefits until 65. Therefore, I think it’s unfair to expect older workers to give up an income for someone else. Everyone is in the same boat, dealing with different life circumstances, and we all have to make very difficult decisions. Having to sacrifice for "younger" employees should not be another factor in that decision.

I have been working all my life, and I don't really have any retirement funds. I receive $1,350 per month from Social Security and $2,000 per month from Centene. Meanwhile, I pay $3,500 monthly for my mortgage, plus car insurance, electricity, water, food, etc. Each month I short, so I must withdraw money from my retirement account to make my monthly payments. Every time I do, I get hit with a stiff penalty of $400 to $600 just to access my own funds.

They are asking us (the foot soldiers) to retire, but the fat cats are not required to do so. Sarah London gets $20 million per year plus bonuses, commissions, and other perks. I work from home, and back when Neidorff was the CEO, we got paid for our internet, received bonuses, and earned salaries for hitting our monthly goals.

I am not going to retire voluntarily—they must fire me! I am a good, responsible worker with an excellent education and extensive experience. I bring much more than just labor to the company: I bring ethics, the satisfaction of a job well done, and a genuine appreciation for our members. Get out the fat cats who are destroying Centene!

In the last several layoffs, our team lost everybody above 50, and even two people in their late 40s. The rest of us are all here. I don't know if this is the case company-wide, but it certainly left a bad taste in my mouth. Really shows us there's no future for any of us here once we hit a certain age.

No job security, age bias, toxic culture. What's not to love? Can't wait to see what the coming weeks/months bring to the list.

Several people on our sales team were surplussed on Wednesday-all had good numbers compared to those of use that weren't impacted, our sales manager said that the selection process was above his pay grade and that she had no say what-so-ever in the selection, one of the sellers let go was the oldest person on the team, a white guy who was crushing it this year and had the highest production on the team, the other two who were let go were also older members of the team , on e them was third on the team in production. Those of us left are newer to the team and are glad we were spared but are trying to understand how this selection process works

Windsor Locks got hit this week. Mostly older employees. Seems that Raytheon does not like to employ anyone over 50.

Windsor Locks got hit this week. Mostly older employees. Seems that Raytheon does not like to employ anyone over

I feel sad, guilty and burdened. I didn’t choose HR as a career to ruin lives or to help a greedy, mismanaged company do bad deeds. This is not meant to scare and I am fearful to post as I am under NDA but I need to help if I can. In a few weeks there will be another layoff. If you are over 50, overpaid, under performing, or your function can be AI replaced you are at risk. Please be prepared. I will not log into this site again, and I will not be able to provide any more information. I am praying for all of you who may be impacted.

Why is it always the older, experienced, and high performing employees are shown the door? We have plenty of those who do nothing all day and yet they stay. Why? How come that keeps happening?

103 million verdict cause Liberty Mutual laid off due to a ge and forced some to retire. Got rid of good and loyal workers. Read article sounds like what happened to us.

Just had manager discussion and was notified last day will be July 2. Normal cr-ppy US severance of 3 months. Went through the normal we're not picking people because of age and the 3 others RA'd in a small team were all of 45. One people was listed who is not being RA'd in that same age range... so, definitely older, more expensive people are being targeted.

Have you, or anyone you know, experienced age discrimination at RA? What were the circumstances? i.e. passed over for promotion, pressured to retire, no response to job applications....

The company is shrinking and is younger people need the roles to open up to survive. The pension doesn’t grow that much after 55 and certainly after 60 it really slows down. Do us a favor and help us get to 55.

Does anyone know of a ki-ler lawyer in austin, tx area to take on age targeted LR cases in latest layoffs?

The Linked in posts all seem to follow this format. "After X years at Fidelity my role has been eliminated, but I am so grateful, humbled....blah blah for a couple of paragraphs... I've had the privilege...I never felt so valued...as a move on to my next chapter, I do so with immense gratitude and respect for everything that Fidelity stands for"

Then on the opposite spectrum I see recent graduates posting about how excited they are to share that they accepted an offer at Fidelity in some customer service role.

Is there some template that Fidelity is suggesting that people use?

It also feels like Fidelity does not want older people in the organization.