#ethics

So do we think those that are now showing under 60% the last 5 months are going to be fired? Doesn't seem ethical to change it and then use it against us. I was hitting 11 days but that isn't hitting this new 60% goal.

https://capitalandmain.com/oil-companies-accused-of-massive-accounting-fraud-in-new-mexico.
"Oil companies ExxonMobil, Empire Petroleum and their subsidiaries engaged in accounting fraud that could cost the state nearly $200 million, a lawsuit filed in New Mexico District Court alleges. If successful, plaintiffs say the case could change how old oil and gas assets are sold, leading to fewer orphan wells in the future"

I was laid off last month, in my project it's alone me but I know few people on the floor who were laid off before/after me..few things are very common among us, we got 4 last year,all of us raised a case with HR and as we did not hear from HR ,we raised it with Ethics too..anyone else? I know no point but would like to know if that was the pattern ..as I know 2 more people who got 4 and still no laid off

Has anyone filed one?
Did you sign your name?
Or stay anonymous?
Was any action taken?
Did you fear retaliation?

conviction and belief then
THEY SHOULD WORK WITHOUT COMPENSATION IN LIEU OF STOCK OPTION.

THEN WE WILL BELIEVE IN EVERYTHING THAT YOU SAY.

BNY’s “Art of the Deal” has evolved into a single, elegant operating principle: if someone, somewhere, can do it cheaper, that’s where the work goes. Labor arbitrage — the classic corporate maneuver of shifting jobs to lower‑wage regions with “cost‑efficient” labor markets — has become less a strategy and more a reflex. Afterall, why invest in career development when you can invest in currency exchange rates with a more certain and predictable value?

In practice, it’s simple: move high‑cost work to lower‑cost countries, call it “global delivery optimization,” and hope no one notices that the new team is operating under labor standards last updated during the Bronze Age. The savings look great on paper, especially when you don’t include the footnote about quality, continuity, or the sudden disappearance of institutional knowledge from the U.S. Labor Economy.

Enter Eliza, the newest cost‑savings miracle and workplace discombobulator. It doesn’t sleep or complain, doesn’t have federal and state workplace rights or require WARN Act notifications, and confidently produces answers in mere milliseconds that are well… almost correct. Leadership calls it “innovation.” Employees call it “the algorithm that took my job and then asked me to validate its output.”

Meanwhile, ethical considerations pile up like cord wood and read like a stack of unread compliance emails:

• Job displacement disguised as “strategic realignment.”
• Meritocracy replaced by “who costs less per hour.”
• Career development reduced to “train your offshore replacement.”
• Labor standards outsourced to jurisdictions where “worker protections” are more of a suggestion.
• Cost vs. quality resolved by redefining quality as “good enough not to trigger a regulator.”

In the end, BNY’s labor‑arbitrage strategy and its ethical decision‑making exist in a kind of corporate parallel universe—technically adjacent, rarely intersecting. Our 240+ year old bank celebrates cost savings as strategic genius while quietly outsourcing not just jobs, but responsibility itself. Meanwhile, ethical considerations like job displacement, fair labor standards, career mobility, and the integrity of meritocracy are acknowledged only long enough to be converted into bullet points for an Environmental, Social, and Governance (ESG) slide parked in the back of the deck.

In summary, if the spreadsheet says “cheaper,” the strategy says “approved,” and ethics becomes lost as a post‑decision branding exercise. It’s simply a system where cost wins, quality negotiates, and social responsibility waves politely from the parking lot.

Do as i say not as i do. I will take your pay and with your money i will increase my salary by millions every year.

You deserve pay cuts every year for your hard work and delivering. This is all fair and ethical. I have different ethics to you, i deserve everything and you deserve 0.

  Why is it everyday we are instructed to lie about what we do? Manager and GM both tell me to Customer Exception cars in my work order reporting today and blame the customer for cars not getting spotted because we didn't have crews to pull the unit train that was blocking the industry. I question it and get told do it so they don't take "hits" on ISP numbers and that Failure to Comply is an option. So I have to lie and potentially get fired or not lie and potentially get fired. 

https://www.theregister.com/2026/03/02/sap_teradata_settlement/

This is one of the most loud and clear signals about SAP's lack of ethics and integrity. The court is finding SAP guilty!

In June 2018, Teradata sued SAP, alleging the database giant undertook a "decade-long campaign of trade secret misappropriation, copyright infringement and antitrust violations."

Teradata alleged that SAP used its strength in the ERP market to "lure" it into a joint venture in 2008 and then "quickly grab market share" in data warehousing. In September the same year, SAP tried to get the lawsuit thrown out for good, arguing it was "factually groundless."

Proverbs 26:27
“Whoever digs a pit will fall into it; if someone rolls a stone, it will roll back on them.”

How many competitors has CVS put out of business? Independent pharmacies, small chains, regional chains, and so forth. CVS has put so many out of business. Yet when it happens to them, they cry foul, or they cry government overreach. Yet CVS doesn't realize that you reap what you sow. CVS owns the largest PBM, they own the largest pharmacy chain, they own one of the biggest insurance companies, not to mention all the other various companies they own. They've become like a monopoly because they own so much market share.

All that said, it's very hypocritical of CVS to cry foul, when the very same thing they do to others is done to them. If you can't stand the heat, get out of the kitchen. Corporate you reap what you sow.

So he could be part of Trumps AI board. First, he took the knee, which is embarrassing for him and his company.
Second, he just reaffirmed he’d do anything for a buck
Finally, he showed what a greedy, money grubbing wh--e he is.

The leader who seems to be behind this was employed by this contracting company. Check out his LinkedIn.

If you ever needed proof that ethical leadership is the load‑bearing pillar of any functioning organization — especially one trying to execute strategy or implement AI — look no further than the heralded halls of 240G. It serves as a cautionary tale carved into the ruins of a once‑stable institution: the pillars are cracking, the principles are eroding, and leadership is standing beneath the rubble insisting everything is “on track.”

Ethical leadership is supposed to be the foundation that holds up culture, trust, and long‑term strategy. Without it, the entire structure becomes a hollow monument — impressive from a distance, but one strong gust of “cost optimization” away from collapse. And according to current and recent leadership experience, that gust arrives at least once per quarter.

In a healthy organization, leaders model integrity, transparency, and accountability. In the version described on this site, leadership treats principles like decorative columns: nice to look at, but purely ornamental. They talk about values while quietly chiseling away at them by their own examples. They praise employees for resilience while removing the very supports that make resilience possible. They speak of transformation as if it’s a noble journey, not a slow demolition of institutional memory.

This is where AI enters the picture — and where the absence of ethical leadership may become catastrophic.

AI can be a powerful tool for strategy execution, but only if guided by leaders who understand its impact on people, processes, and culture.

Without ethics, AI becomes a mechanized wrecking ball: efficient, emotionless, and devastatingly precise.
Imagine an AI trained on the behaviors described on this site by our current and former associates. It would:
• Automate layoffs with the enthusiasm of a demolition crew
• Flag “low engagement” as a structural defect
• Recommend replacing experience with cheaper concrete
• Generate leadership messages that say nothing but sound inspirational

Strategy execution cannot survive in a culture where the pillars are cracking and leadership keeps insisting the dust clouds are “a sign of progress.” AI certainly can’t.

The truth is simple:
You cannot build a sustainable future on eroded principles.
Not with strategy.
Not with AI.
Not with any amount of corporate spin.

Ethical leadership isn’t optional — it’s the only thing preventing the entire structure from collapsing on the people still holding it up.

1. Unethical Leadership
2. Brown nosers
3. Everything else

That's all. Thank you.

Some info for new employees: knowledgeable others’ feedback (KOF) does not always reflect true performance. You can have great KOFs but poor ranking outcome and vise versa, depending on internal dynamics.

• When a manager pressures you to list specific individuals for KOF—especially those unlikely to provide supportive or accurate feedback—it can predetermine the outcome and increase the risk of being rated NI/NSI.
• In contrast, some employees may be allowed to list observers they barely worked with, and if the manager approves those names, fake great feedback.
• If someone claims to have mentored or supported you but does not list that you in their own KOF selections, it is often a sign that their feedback may not be protective or aligned with your interests.
• Managers can access offline or informal feedback channels, and when they insist on certain KOF names, it may indicate they are steering the process toward a specific outcome.

Gainwell makes all of these claims that it prevents fraud, waste, and abuse in the Medicaid world. Yet Gainwell are the ones committing the fraud. Gainwell is stealing from the states. And now more lawsuits around Gainwell committing fraud. When will the states wise up and stop buying snake oil from Gainwell?

HP has spent years testing how much friction its customers will tolerate — DRM-ink cartridges, firmware that blocks third-party supplies, and a CEO who called non-subscription customers a "bad investment." Forced wait times fit the pattern: treat the customer as a cost to be minimized rather than a person to be helped.

https://boingboing.net/2026/03/20/hp-made-support-callers-wait-15-minutes-on-purpose-even-when-agents-were-free.html

This was just filed in California and it fits exactly what everyone here is talking about with Billing Fraud and stealing from the states.

The lawyers are accusing Gainwell of illegally billing and defrauding the state clients.
The lawsuit said Gainwell fired a manager because of “her complaints to
management about two issues: (1) Gainwell’s illegal practice of billing out resources/employees across multiple contracts and (2) Gainwell’s requirement that employees work overtime, bill the client, but not pay the employees.

Gainwell’s Illegal Billing Practices

"Multiple leadership calls alleged that Gainwell could not have
resources assigned to one contract work on other contracts. Ms. Smith was turning everybody on the Denti-Cal account into double-billable resources by also assigning them onto other contracts. Ms. Smith instructed BLANK and others to bill certain employees across multiple projects. Ms. BLANK repeatedly told her that was not allowed, was illegal, and violates the contracts. Gainwell’s contracts
with its customers expressly prohibit this type of double-dipping. Gainwell was prohibited from using an employee on other accounts when this employee was fully committed to working on other projects."

If you work in California, here are the lawyers suing Gainwell for fraud: BLAIR & RAMIREZ LLP

What do you think guys, did we deserve that?

Mike Katz, brought up in the Mike Sievert school of lies and bullsh-t, likes to talk a big game on stage about how worried our competitors are about us, but he has failed to mention that:

1. AT&T won their appeal against T-Mobile for deceptive advertising claims, claiming that our services were so much cheaper than our competitors, and T-Mobile was told to discontinue these adds.
2. AT&T won their appeal to the NARB against T-Mobile for its deceptive advertising claims related to T-Satellite and T-Mobile was told to modify or discontinue these ads.
3. T-Mobile is going to lose the lawsuit with AT&T related to "Easy Switch," as this is obviously illegal, and were the roles reversed, we would definitely be suing them.
4. T-Mobile is no different than any of its competitors. It is not unique or interesting in any way and their ads SU-K! Someone should let that liar, Mike Katz know this.

For everyone that works for State Farm, you're not doing your job! You have to cancel all your State Farm policies and tell everyone you know how horrible this place is. Especially friends and family. I can't understand why anyone, especially in claims, would ever give a penny to State Farm. Are you blind to see the useless DEI, woke, ethics-less workforce and Executive leadership? This place and its service is pure trash. Yes, I will take their money for a job, while I'm looking for another job, but I will never give them a single dime. I tell anyone I can what this place is, just pure trash! Cancel your policies, and go find another job!

Real leaders don’t smile while destroying lives. Real leaders don’t look their employees in the eye and lie about the EMEA strategy for six months.
You’ve spent half a year dodging responsibility and expecting us to work "business as usual" while you plotted this behind our backs. You threw the Credo and its principles in the trash the moment they became inconvenient. Do you actually think we’re stupid? These aren't just "headcounts"—these are families, mortgages, and lives at stake.
The hypocrisy is breathtaking: You announce a reorganization on Wednesday, and by Thursday, you have the nerve to tell us you’re "confident we’ll continue to give our all."
The trust is dead. You’ve broken it beyond repair. You can't execute people one day and demand their passion the next. You should be ashamed of your cowardice.
Make no mistake: it is now Us vs. You.
We were the lifeblood of this company. We are the ones who built what you are currently dismantling. You celebrated us yesterday only to betray us today. You have no honor, no backbone, no strategy, and—clearly—no soul. You aren't leaders; you’re just pathetic puppets.
Despite your total lack of integrity, we have a professional conscience. We will continue to deliver our best for our clients and our colleagues—not for you, but because our ethics are something you could never understand.

I filed a complaint with HR against my horrible manager last December and never received a response. I followed and still heard nothing.
Last week, during my 1:1 with him, I told him I had tolerated enough and confronted him about favoritism, dishonesty, improper practices, and unethical behavior. A couple of days later, HR suddenly scheduled a private meeting on my calendar.
In that meeting, they told me not to discuss the matter with anyone and said the investigation was about my interaction with my manager that happened on Monday. When I asked why no one ever reviewed the complaint I submitted four months ago, they gave vague excuses. I then pointed out that the same HR representative interviewing me now was the one assigned for the case I opened months ago...Because I’m not in management, they ignored my complaint. HR is useless...

I’m reaching a breaking point with my manager’s behavior. He continues to make inappropriate touching, comments and requests, despite knowing that I’m married(he is divorced). His conduct is unprofessional and unwanted, and it has created a very uncomfortable work environment. I’ve considered reporting it to HR, but I’m concerned about potential retaliation or my work situation becoming even more difficult. Has anyone at EM dealt with a similar situation, and how did you navigate it?

It's become a real problem for me. I may not make the final calls, but that doesn't make it any easier. I now dread coming to work, and I carry specific cases home with me. I'd give anything to get out. I've been applying for months, but nothing yet. I'm genuinely not sure I can keep doing this without lasting damage to my mental health. How do you all deal with it?

… between the weekend of Bandy 🤡, CB chuck, our CMO, our sales-operations-but-don’t-know-anything-head and the other EC members. Counting their money. Putting the future of the company and any thought about employees at the back of their mind. Making up a new talk-track about how everything is working, failing at every ethical measure they can, showing the world their lack of moral compass or fibre

….. and the employees who have been let-down, disrespected, kept in the dark, miscommunicated to, not sure what happens next, constant feels of dread, or knowing in that this week is the last week here, or spending precious family time looking for a new role as the Kool Aid has been drunk and people seem to think Lexmark will save us. Xerox will go bankrupt because of Lex acquisition - Xerox has been around for 100+ years but add Lexmark and the down projection accelerates.

The recent hires coming through are really questionable. Some managers are just bringing in friends who aren't qualified for the roles. Hard to watch when actual talent is sitting out there looking for work.

Supposedly Belk corporate has been urged to rethink and reorganize the best of belk awards for 2026 as many employees say they can be construed as favoritism and discriminatory. If associates receiving the awards are receiving gratis, small gifts, extra employee discount, or other perks, and the qualifications for the award are vague, unclear, or if someone with better metrics and performance didn’t receive an award it can be a strong discrimination/favoritism issue.

https://secure.ethicspoint.com/domain/media/en/gui/20341/report.html

FIS Official Anonymous Ethics Hotline and Reporting

Start lighting fires and speak up. We already know they don't care, so throw some gasoline on the fire and start throwing all these do nothing cowards under the bus.

https://www.msn.com/en-us/money/companies/unitedhealth-chief-made-private-side-bets-on-healthcare-startups/ar-AA1Wucr8?ocid=finance-verthp-feeds

https://www.msn.com/en-us/money/companies/unitedhealth-chief-made-private-side-bets-on-healthcare-startups/ar-AA1Wucr8?ocid=finance-verthp-feeds

https://www.msn.com/en-us/money/companies/unitedhealth-chief-made-private-side-bets-on-healthcare-startups/ar-AA1Wucr8?ocid=finance-verthp-feeds

I have lost track of the number of times I have witnessed misconduct from hr/people solutions. Their sole purpose is to protect management/c-suite at all costs. Don't waste your time with them. Ignore the bad behavior until you can't take it anymore and decide to take your talents elsewhere.

As I read these posts, I feel deep concern for both current and former teammates. I want to gently remind everyone that if you’re facing something difficult or need support, you can reach out to the Ethics Alert Line. It’s managed by an independent, external provider and is available 24/7 at 866‑480‑6138 or https://crowncastle.alertline.com. You are not alone, and resources are always here for you.

Bunch of frauds.

https://www.bbc.com/news/articles/cge8nd5ve00o

Galgotias University was removed from the India AI Impact Summit 2026 after falsely presenting a Chinese-made Unitree Go2 robot dog as their own, in-house, "Made in India" innovation.

https://share.google/3Gf0vWECacLltreGy

Let's reduce 401k from 9% to 6% and hide it.

No conflict of interest at all, right?

Right?

Bro has money poisoning.

My favorite quote: "Directors of companies registered in Delaware, as UnitedHealth is, have a “duty of loyalty”—an obligation to put the company’s interests ahead of their own. A director who invests personally in a startup in the same industry without first clearing it with his company could be breaching that duty, legal experts say."

https://www.msn.com/en-us/money/companies/unitedhealth-chief-made-private-side-bets-on-healthcare-startups/ar-AA1Wucr8

Imagine a man who is the pillar of his family — the sole breadwinner, paying the mortgage, managing expenses, carrying the quiet weight of responsibility every single day. Now imagine him being laid off.

He walks back home, opens the door, and looks into the eyes of his wife and children. In that moment, his heart shatters — not because he has failed, but because he knows that even fulfilling the most basic needs of his family is about to become a battle.

Layoffs are brutal. They are not just headlines to scroll past. They are not numbers on a spreadsheet. They can shake the foundation of a family, robbing them of peace, security, and joy.

Dear employers, I understand that layoffs can sometimes be necessary — when companies are struggling financially or when performance standards are not being met. But letting people go purely to increase profits, driven by sheer greed, is not leadership. It is a failure of humanity.

Businesses grow because of people. We earn from our communities, and in return, we have a responsibility to serve and strengthen those very communities. Displacing our own people to chase greater margins while ignoring the human cost is short-sighted and unjust.

Build your people. Build your community. Build your nation.

When you uplift those around you, they will uphold you in return.

Rahul should be fired, he lacks creativity . No success at all. He is pocketing all the money from vendor kickbacks for hiring H1Bs.