#compliance

You ever wonder who was the person that snitched on Chirico to the SEC? The house of cards most likely would have fallen at some point no doubt; but would love to know who hastened that event.

What is the phone number for PNC ETHICS HOTLINE? I need it urgently. Thank you.

Take a look at this announcement from Georgia Health. What will it take for somebody to come down hard on this fraudulent operation?

https://dch.georgia.gov/announcement/2026-02-05/important-update-about-medicaid-and-pck-2

From what I’ve seen they have fired more than 5,000 employees but I don’t see the WARN acts out anywhere?? Only for the state of WA and KY… but I know they have fired all over the country so- WTF?!

Anybody else offended by the latest and greatest training. It’s kinda gross! I’m offended.

Think you're annoyed with just RTO? Buckle up, they're starting to install keystroke and tracking software on your laptops folks. Weather you're in office or dodged the bullet and get to work from home... Big Brother Demcheck wants to make sure you're in compliance for those glorious 8 hrs of work... you cant make this stuff up.

11 years of blood sweat and tears and this is how you do me? A solid 5 or 6 of those feverishly cleaning up other peoples compliance messes. Only to be tossed out with the garbage without so much as a thank you.

Entire department in Tampa laid off today.

Interesting that the entire Dell Ethics and Compliance page has been disabled. Also, the page for reporting ethics violations about people to a third party (“anonymously”) goes to a 404 Error page. I guess ethics don’t matter any more at Dell. No way to report ethics violations. Gotta protect those leaders!

P66 has been touting their new gas plant prospects, but their new Iron Mesa gas plant is mostly replacing volumes from DCP's disastrous James Lake gas plant purchase and shifting volumes from DCP's awful Goldsmith gas plant. Imagine spending the money on a new plant to replace James lake that DCP purchased just before the P66 buyout. DCP spent money stupidly across the board. They invested so much growth money in the DJ basin and ignored the looming environmental regulations. They did nothing for compliance leading up to the P66 purchase. Now all of the short sighted DCP leadership is running P66 midstream. They are all touting midstream growth and leveraging G&P but the real stable money comes from historic pipeline and terminal. How can G&P add to the baseline we want when all of our competitors have over capacity everywhere we operate? What if this money was invested into growing the central refining efficiencies?

Is it common to receive an asset inventory request? Do they do that occasionally as part of a normal audit?

https://example.com/mr3dm9rh

Supposedly she sent messages to AS that were in appreciation. Of course it was the fake appreciation you send to a leader at Citi. But it doesn't help her case.

U.S. employers face numerous state-specific HR regulation changes in 2026. ADP's SPARK blog details 48 targeted shifts, from AI bias curbs to paid leave. California updates include sick leave amendments and pay data separation. Colorado and Illinois address AI bias, while Delaware and Maine launch paid leave programs. Multistate firms must proactively audit policies and upgrade technology for compliance.

https://www.webpronews.com/2026s-state-hr-patchwork-48-compliance-shifts-employers-cant-ignore/

On November 17th nurses were told by upper management that we could work outside our state license and no longer had to adhere to licensure requirements.
Then on 12/9/2025 those directions were retracted and told to work only in states we are licensed in. How scary that a company cares less about the nurses and our licenses which is our livelihood!

I’ve heard that some FTEs who are no longer with Truist were dismissed due to compliance issues. This is surprising, as several of them were high performers and strong contributors to Truist. Can someone shed light on what compliance issues led to these FTEs being terminated?

There’s been a lot of heated discussion and debate around H-1B visas lately. Strip away the politics and emotions, and the issue really comes down to one simple question:

Can American workers do this job with a reasonable amount of training?

The H-1B program was created to address genuine skill shortages—roles where specialized expertise is scarce in the U.S. workforce. There are absolutely cases where this applies: highly specialized research, niche quantitative problems, or roles that truly require rare, advanced expertise.

For many of the positions being filled at BlackRock—particularly at junior and mid-level roles—this question deserves serious scrutiny. These are often jobs for which qualified American professionals already exist, or could become fully effective with standard on-the-job training. In such cases, the use of H-1B visas appears less like a response to a true skills shortage and more like a convenient alternative to hiring domestically.

There are also growing concerns that in some teams, hiring decisions may rely heavily on internal networks or favoritism rather than a fair and open recruitment process that genuinely considers qualified American candidates. When entire teams are composed predominantly of H-1B workers, it raises legitimate questions about compliance with both the intent of the law and fair hiring practices—questions that merit review by the appropriate government authorities. Beyond legal issues, this kind of imbalance can affect team dynamics, workplace diversity of perspectives, and trust in the fairness of the system.

That matters because the H-1B program is not meant to replace the domestic workforce. The law requires employers to show that hiring an H-1B worker will not disadvantage U.S. workers in terms of opportunity, wages, or working conditions. When roles that Americans can clearly perform are filled through visa sponsorship, it raises serious concerns about whether the spirit—and possibly the letter—of the law is being respected.

If you believe a colleague on an H-1B visa is occupying a role that qualified American workers can perform, the appropriate response is not online outrage but formal legal action. Report the situation through the appropriate authorities so it can be investigated.

Accountability helps everyone. It protects American workers, preserves the integrity of the H-1B program for truly hard-to-fill roles, and encourages companies like BlackRock to invest in and prioritize domestic talent where it makes sense. Replacing H-1B positions with qualified American workers isn’t anti-immigrant—it’s pro-fairness and pro-law.

I suspect a co-worker to have a false PhD, and I have considered reaching out to the legitimate university to see if they have a record of this individual’s degree. I’m not going to confront this individual about it, but if I bring this to HR’s attention with or without solid evidence, could I be fired?

Former marketer at Elevance Health, now aiming to transition into UnitedHealth Group. Eight-plus years in healthcare marketing, with parallel consulting work for Medicare organizations.

A pattern keeps surfacing: a meaningful share of U.S. healthcare marketing roles are being placed in India. This is difficult to reconcile with the reality of the work. These are American companies serving American patients, operating under U.S. regulations, and handling highly sensitive U.S. health data. Yet core marketing execution and channel leadership are increasingly offshore.

Elevance followed the same trajectory.

This is not framed as xenophobia or talent denial. It is a structural contradiction. Healthcare marketing is inseparable from CMS rules, state-specific nuances, cultural context, compliance risk, and real-time coordination with U.S.-based legal, product, and clinical teams. Offshoring these functions optimizes cost while quietly increasing operational and regulatory fragility.

Job reference illustrating the pattern:
Associate Director – Channel Lead – Digital/Social
Requisition: 2339060
Location: Gurgaon, Haryana, India

This reflects a broader corporate strategy shift, not an isolated posting. Whether it is cost arbitrage, shareholder optics, or internal margin engineering, the outcome is the same: American healthcare expertise displaced from American healthcare execution.

BlackRock must be held accountable for its recent layoffs of American workers while retaining H-1B employees in similar roles.
These decisions raise serious concerns about whether BlackRock is abusing the H-1B program—by laying off qualified U.S. workers instead of redeploying them internally, while continuing to sponsor visa workers for comparable positions. This directly undermines the purpose of the H-1B system, which is meant to fill genuine skill gaps, not displace American employees.
As a result, multiple complaints have already been filed with various government authorities, calling for investigations into BlackRock’s labor practices and H-1B sponsorship legitimacy. Regulators must closely examine whether these layoffs violate federal labor and immigration rules.
American workers deserve protection. BlackRock misused the H-1B program while cutting U.S. jobs, it should face consequences.

I am not able to get it from the HR site. Eliza is also not helpful in this aspect or I am no good in using Eliza - who knows

Waiting for the 401k matching credit (or should I) and the bonus check. Foregoing the RSUs

Questions are

1. What is the notice period for SVP level employee?
2. This year we have 25 days vacation - can these days be used during the notice period - including other time off benefits like Work from Anywhere, paid Safe time and other - are they prorated
3. How does benefit work during the notice period -
4. Am I still an employee (and rules bound) or can I be employed elsewhere in parallel
5. Most importantly, how does compliance work in terms of trading - they can no longer terminate me ... This I wont HR will answer or Eliza can interpret
6. Since I am leaving voluntarily how does the NDA and IP impact me during notice period and AFTER that (most importantly)

https://dos.ny.gov/system/files/documents/2023/09/f-2023-0525.pdf

So, in 2012, Citibank paid $158.3 million to settle federal allegations tied to defective FHA loans. In the DOJ’s complaint is a line that still matters. In 2010, Ross Leckie, then a senior leader at CitiMortgage, told staff to “drive this rate down by brute force” to meet a 5% defect target, even as quality-control teams flagged serious loan problems. The goal wasn’t fixing defects. It was fixing the number. That email is quoted in a federal complaint.
Today, the same individual is a Vice President at Fannie Mae. This isn’t about criminal charges. It’s about leadership judgment, tone, and culture.
“Drive it down by brute force” isn’t just a bad line. It reflects a culture where optics beat substance and targets beat controls. That culture is exactly what regulators, taxpayers, and markets expect GSEs to leave behind. It also raises an unavoidable question:
If defect rates were something to be pushed down rather than examined, what else could be getting massaged, minimized, or buried?
This is how systemic failures form. Not from one bad loan, but from leadership that treats controls as obstacles instead of safeguards.
FHFA talks about fraud prevention and data integrity. Culture change gets mentioned a lot too. But culture doesn’t change through training decks or rewritten policies. It changes when leadership changes. Leadership overhaul isn’t about punishment. It’s about credibility. It’s about signaling that the old way of protecting metrics, protecting reputations, and protecting insiders is over.
Because until leadership changes, the culture won’t. And until the culture changes, the same question will linger:
If they were willing to “drive it down by brute force” then, what are they driving down now?
If the culture is broken, the fix starts at the top. Paper trails don’t disappear.
And neither do patterns.

https://shublawyers.com/in-the-news/gainwell-technologies-reportedly-exposes-americans-private-information-overseas/

https://news.bloomberglaw.com/health-law-and-business/medicaid-firm-struggles-to-block-patient-data-from-india-workers

Hey DP,
You know we believe your teams in India are doing the same.
Do our customers know this?
Better clean this up.
Keep on sending those jobs to your friends.
This is what happens.

Numerous UK newspapers picking this one up over the weekend, including The Times, The Daily Mail, and others.

No doubt their risk exposure / scrutiny with the regulators will increase as they continue to offshore UK and USA product roles and resources to India on the cheap. Looking at the numbers cited in their financial reports, JustGiving is a total cash cow!

https://www.thetimes.com/uk/law/article/justgiving-investigated-misled-profit-tips-bdnjdhqnz

https://www.dailymail.co.uk/news/article-15450203/JustGiving-investigated-claims-uses-underhand-tactics-money-donors-order-boost-profits.html

The New York State Department of Labor has confirmed that no wages were reported for my Paramount employment for any quarter in 2025 to any state unemployment system.

Employers are generally required to report wages quarterly for unemployment insurance purposes, which is how states determine benefit eligibility and jurisdiction.

Because I worked remotely, I initially filed in my state of residence and was then instructed to file in New York. New York redirected me back to my state, since unemployment jurisdiction depends on where unemployment insurance contributions are paid.

As of January 9, nearly two months after separation, there is still no wage record in any state, which means no unemployment benefits can be paid. I also did not accept any severance.

I’m trying to understand whether this is an isolated payroll reporting issue or something affecting multiple people.

If you were laid off or separated recently, do you see Paramount wages for 2025 in your state’s unemployment system? If so, how long did it take or who did you contact?

Doesn't affect me I'm in the office 5 days already.

They will be tracking our badges for compliance. Also told that more of the old buildings are being opened up to accommodate.

Question for those that didn't RTO 4 days, what is for status?

https://www.investing.com/news/stock-market-news/cvs-unitedhealth-cigna-accused-of-diverting-billions-via-shell-firms-93CH-4433238

Has anyone had experience with having a meeting with the compliance investigation unit that can give me insight? We’ve had several on our team go through these meetings and end up fired due to our previous manager and it is making our region very nervous. A lot of it is due to changes in leadership and different preferences for documentation. The previous manager that has now left was…. special to say the least. Should those of us with these meetings be worried and start job searching?

Did you know:

NYSE-listed companies must adopt and disclose a code of business conduct and ethics applicable to all directors, officers, and employees, per SEC-approved rules. These rules cover conflicts of interest, compliance with laws, insider trading, and reporting of illegal behavior, and must be posted on the company's website.

Interesting that Jones just rolled this out when this is a requirement for publicly traded companies listed on the NYSE. But we're not for sale, right? I'm sure the timing of the rollout is just a coincidence.

Patient Data Tracking: A class-action lawsuit claims Elevance used website trackers to intercept and share private patient health info with third parties without consent.

Medicare Advantage Fraud: A federal judge allowed a DOJ lawsuit to proceed, alleging the company submitted false data to boost Medicare Advantage reimbursements.

Behavioral Health Denials: A settlement was approved for a lawsuit accusing them (as Anthem) of improperly denying mental health/substance use treatment.

Provider Reimbursement: Subsidiaries faced numerous lawsuits for failing to pay healthcare providers for medically necessary services. Recent Allegations & Lawsuits

I was scheduled for mandatory Compliance Training a few weeks back. Earlier this week, it was cancelled from My Learning. Am i reading too much into it? With the upcoming, ongoing cuts, i cant help but wonder if I was put on the list. Thoughts?

UnitedHealth Group has released findings from multiple independent reviews of its business practices following a June pledge from CEO Stephen Hemsley to conduct a transparent and comprehensive examination of company processes.

The reviews, conducted by FTI Consulting and Analysis Group, examined Medicare Advantage risk adjustment operations, utilization management practices, and Optum Rx’s administration of manufacturer discounts. UnitedHealth has adopted 23 action plans in response, with 65% targeted for completion by year-end and full implementation by March 31, 2026.

Ten things to know:

1. Across all three areas, the auditors concluded that UnitedHealth maintains strong operational controls and documentation. However, a common theme emerged: policy organization, centralization and governance structures need improvement. The risk adjustment review found policies weren’t always codified or recently reviewed; the UM review found corrective actions that weren’t fully remediated; and the PBM review recommended consolidating and streamlining policy documentation.

2. In response to the findings, UnitedHealth said it will ensure all policies and procedures are reviewed and approved at least annually, maintain centralized policy repositories, and enhance enterprise-wide governance structures outlining roles and responsibilities for policy oversight, compliance monitoring and risk assessment activities.

3. FTI reviewed Optum’s risk adjustment diagnostic coding standards against ICD-10-CM guidelines and found the content consistent with official coding guidance. The HouseCalls in-home assessment program received strong scores, with “comprehensive and well-organized” policies and evidence that the majority had been reviewed within the past 12 months.

4. FTI recommended separating coding audit functions from operations. Currently, targeted coding audits directed by Optum compliance are performed by coding resources that report into coding operations rather than compliance. FTI recommended establishing dedicated coding audit resources within compliance itself. UnitedHealth’s action plan confirms it will “establish an independent coding audit team within the broader Optum compliance organization.”

5. UnitedHealthcare holds national NCQA utilization management accreditation with 100% scores. The insurer achieved the accreditation in 2023, which deems its Medicaid and commercial plans 100% compliant with NCQA utilization management standards. When benchmarked against Medicaid peers in external quality reviews, UnitedHealthcare met full compliance in all 12 states examined, scoring 100% on prior authorization and practice guideline standards.

6. Nine of 62 UM audits showed corrective actions that weren’t fully remediated. While 42% of the UM-related audits FTI reviewed had no negative findings, auditors flagged instances where corrective actions from previous audits remained unresolved. FTI found UnitedHealthcare lacks “an overarching control” to ensure full remediation of all audit findings and recommended formalizing a standardized tracking mechanism with dashboards and internal thresholds independent of regulator deadlines.

7. The UM review questioned how quality management is operationalized. FTI observed that while multiple teams have roles in quality improvement for utilization management, “there did not appear to be a documented, centralized process or cross-functional accountabilities” to oversee systemic improvement opportunities. The quality management team’s UM role focuses on maintaining NCQA accreditation rather than leading broader quality improvement activities, FTI found.

8. Analysis Group identified 25 distinct controls in Optum Rx’s manufacturer discount administration. The PBM review concluded that Optum Rx has “built a robust and well-structured governance framework” for collecting discounts from dr-g manufacturers and disbursing them to clients.

9. Optum Rx was advised to improve client reporting on why certain claims don’t generate rebates. While the PBM provides information on claims deemed ineligible for manufacturer discounts upon client request, Analysis Group recommended assessing opportunities to enhance this reporting proactively. The firm also suggested refining escalation processes for manufacturer disputes and non-payment, and evaluating automation opportunities for low-complexity, high-volume processes.

10. All three reviews had limitations. The auditors did not test the effectiveness of controls, did not perform legal analysis, and expressly disclaimed any opinion on legal compliance. FTI’s UM and risk adjustment reviews focused only on current-state policies, not historical practices. Analysis Group noted its PBM review “did not identify deficiencies” but rather “opportunities to further enhance Efficiency

https://www.dol.gov/newsroom/releases/osec/osec20250919

I obtained the language from an offer letter provided to a colleague who was transitioned to Infinite in July. I subsequently had this document reviewed by my employment attorney / father-in-law. His reaction was immediate and unequivocal. Despite the paper transfer, the same employees continue to perform the exact same work they performed at Fiserv, for the same clients, using the same systems and devices, and reporting into the same leadership. Day-to-day direction, supervision, and control remain firmly with Fiserv. A payroll change does not alter economic reality.

Based on these facts, he concluded that this structure exposes Fiserv to extraordinary legal and regulatory risk. Employees who were nominally transferred but remain substantively controlled by Fiserv have clear and actionable claims. This is not a gray area, nor a technical compliance issues, it is a textbook example of form being used to disguise substance.

He further stated that if this model is applied broadly, Fiserv’s potential exposure is staggering. The company could face hundreds of millions of dollars in liability to the IRS for unpaid or improperly allocated payroll taxes, penalties, and interest, in addition to serious exposure under Department of Labor enforcement. Using a third party as a payroll conduit does not insulate the controlling employer from federal tax or labor law obligations.

In his professional judgment, this structure is unsustainable. He believes it is only a matter of time before it draws regulatory scrutiny and becomes public, resulting in significant enforcement actions and reputational damage. No amount of contractual language can override the reality of who controls the work. I understand the initial contract was executed by Frank and Guy, but WTH, 🤦 Mike? Last nail in the coffin?

https://www.dol.gov/newsroom/releases/osec/osec20250919

Does any of y’all know f we can call osha over this situation? We work at a place where second amendment has made employees carry and where we don’t have an outlet to report things to tested leads. I have never seen it this bad and they have not fixed Montgomery from what a relative these tells me. What do y’all thing? Can I?

Have you or someone you know been disciplined for non compliance of RTO rules? Asking for a friend...

NYSDOL currently looking into if Verizon violated NYS WARN laws. Contact the state WARN coordinator with any questions or inquiries:

Statewide Rapid Response Coordinator
Regenna Darrah
New York State Department of Labor
518-457-1143

Want a quick $1.5 million? Just report fraud on Fiserv:

https://www.justice.gov/usao-edmo/pr/united-states-reaches-89-million-settlement-milwaukee-company-accused-improperly

The in office reporting is officially out. For those that work 3 days in office and 2 days remote. Although the expectation is a full 8 hour day, the requirement for in office hours for reporting purposes is 7 hours. Anything below that you’ll get flagged on the reports.