#ethics

Lately I have been seeing ads talking about Edward Jones' midwestern values and St. Louis roots. This may have been true for a century. Since Penny took over as managing partner she has laid off St. Louisans in the home office and sent their positions overseas to India. Why does Penny not publicly advertise this? Instead the narrative is about Americana and American values. I guess when Penny promotes Edward Jones' midwestern values she is talking about our home based associates in Bhopal, India (you read that right, India, not Indiana, midwestern India). I wonder our American clients would feel if they knew their financial and personal information was being accessed by people in a third world country. Penny, just tell the truth. The whole truth. Penny, you took over a sleek yacht and in a few short years have turned it into the SS Minnow.

Penny and team are touting Enterprise Reimagined as the first time in firm history EJ has had layoffs. Penny has said August 2025 was the first time there has been layoffs at EJ. I know for a fact that is a bold face lie. As early as 2023 some of my fellow associates who were laid off were training their Indian replacements with the fear of severance withholding held over their heads. We were told they were not able to tell us who was being laid off. When we saw someone in the office and did not see them the following week we would know who it was that got laid off. Penny team are just bold faced liars with no integrity and a very low moral compass.

Legal Risks That Arise From Allstate’s Corporate Culture

A Review Based on Employee Reports from TheLayoff.com

Overview of Allstate’s reputation and employee concerns

Toxic Workplace Allegations
Reports of fear-based management and favoritism

Potential legal exposure: hostile work environment claims, preferential treatment based on race

Retaliation Culture
Employees fear speaking out due to retaliation

Legal risk: whistleblower protection violations

Harassment Incidents
Allegations of s-xual harassment by senior staff

Legal risk: Title VII violations and liability for negligent supervision
Discriminatory Layoffs
Claims of targeting older or higher-paid employees

Legal risk: age discrimination under ADEA

AI-Driven Terminations
Pressure to adopt AI or face termination

Legal risk: wrongful termination and ADA violations if accommodations are ignored

Surveillance and Monitoring
Reports of excessive employee monitoring

Legal risk: invasion of privacy and potential labor law violations

Inconsistent Leadership
Frequent strategic pivots and unclear direction

Legal risk: constructive dismissal claims due to unstable work conditions

Morale and Mental Health
Culture described as demoralizing and chaotic

Legal risk: failure to provide a psychologically safe workplace

Lack of Transparency
Employees report being misled about job security

Legal risk: breach of implied contract or promissory estoppel

Unfair Performance Metrics
Unrealistic expectations and punitive evaluations

Legal risk: discrimination if metrics disproportionately affect protected groups

Agency Closures
Threats to close agencies for missing quotas

Legal risk: breach of franchise or employment agreements

Nepotism and Favoritism
Reports of promotions based on favoritism

Legal risk: discrimination and unfair labor practices

Misuse of Funds
Lavish spending on events amid layoffs

Legal risk: shareholder lawsuits for mismanagement

Slide 16: Lack of Due Process
Sudden terminations with little explanation

Legal risk: wrongful termination and lack of procedural fairness

Reskilling Deception
Employees retrained for roles that don’t exist

Legal risk: fraud or misrepresentation claims

CHRO Cost-Cutting Strategy
$4B savings plan linked to aggressive layoffs

Legal risk: class action suits for discriminatory downsizing

Cultural Breakdown
Engaged employees leaving first; apathy remains

Legal risk: systemic failure to retain talent and meet fiduciary duties

Conclusion and Recommendations
Summary of risks

Recommendations: culture audit, legal review, ethics training, and leadership accountability

Whatever happened to the millions in fraud that was going on at tiger? It's almost like nothing happened.

The facts are WFC is using this site to drive a narrative and fearmonger. The Schart does not keep his word. Employees need to STAND UP BOMBARD THE DOL, Regulators, POLICYMAKERS, AND FRIENDS. Report all the nonsense you are experiencing.

Remember ALL YOU SALARIED EMPLOYEES , IT IS ILLEGAL FOR THEM TO DICTATE A SALARIED EMPLOYEE’S HOURS IN OFFICE. STRAIGHT FACTS!!!

Stop letting them treat you like high-school kids. You are professionals. Only thing that wells ever did good qas exploit loopholes since THE Schart joined. This company has become unamerican.

PS, don’t accept any awards. The Terms upon acceptance could be hiding things like how the bonus is paid out etc.

You are professionals, make them treat you like one already.

Way to be tone deaf. Let’s discuss the idea of going on vacation to scuba dive, and then have two other executives join in, expressing their desire to dive or visit the exotic location mentioned. Do they think we can all afford not just the airfare but also the opportunity to scuba dive whenever we wish? Let’s pose more questions to highlight the class disparity between the WIM executives and us, the lower peon workers.
I am very pleased that my name was featured in the anniversary presentation. It genuinely makes me feel appreciated. Perhaps now I can attempt snorkeling in one of the Great Lakes.
Additionally, MM was hired solely because her last name resembles the same nationality as CT. She is not the brightest bulb, lots of corporate jargon and double speak.

Medicaid fraud and anti-kickback definitions 100% say it’s a crime and fraud to engage in bribery to sway referrals to increase a company’s healthcare reimbursement from the government. I don’t see how the centerwell bs couldnt fall into this category…
And their super specific disclaimer everyone has to say makes me feel like they know what they are doing and are trying to cover their a— to avoid yet another lawsuit.
I want to make an anonymous report but seems like there’s no guarantee to remain anonymous especially if they pursue it. I still work here and am trying to get out but scared to make a report until I can get out. Anyone else have the stones to??
They are so sketch. With all the suits they’ve been involved in all of this should keep coming out!! Higher ups are taking so much away from the most vulnerable people in this country. They’re making millions while the people they serve can’t afford to eat and are going homeless. Over my five years I have seen such an increase in people unable to afford basic things in life. Can’t tell me this isnt directly affecting the suic— crisis in this country… they deserve to go under and its just a matter of time

CM ERP date March 27, 2026. Because we are needed to mind manipulate mbrs and convincing them to do things they do not want todo. Just so Humana can make money and meet their Stars measures.

We have fewer people to do the work, processes that are now broken due to missing critical staff, and no official knowledge of who has been let go beyond word of mouth.

If we are not in a position to onboard and effectively support new members, isn't the ethical thing to dissuade potential new members from joining in OE?

If we truly care about the members and their health, we should help them to not sign up for a company that can't support them. #EthicsConnecsUs

Where do I begin? After reading all of these and talking to fellow employees who I have known for 20 years, I have lost faith that we are capable of being a company that cares about its employees and customers. I have been here long enough to know people in all departments so I have been talking to them to see if what is written here is true. Time after time they were able to show me proof of….well…everything. I cannot believe we have arrived here after all of the things we had gone through years ago. I thought we learned that doing things right and doing so by doing the right things for our employees and customers mattered. How can we keep secrets about mold and hackers instead of being honest and simply telling them what we are doing about it. Bad things happen. They do in every company but bad companies lie and try to manipulate the masses and their customers. Is that reallly who we want to be?

I have also gotten to know many leaders here and that includes the new security VP. Isn’t it clear that he doesn’t have the ethical and moral compass to lead one of the positions that require ethics the most. And I am not even bringing up the lack of experience. And you wonder why he isn’t getting things done fast enough and rather throws shade and excuses on others? Do not those articles and what he has already spoken about to many of us even trigger that he is not the right fit for our beloved company, or any other Fortune 500? He is already causing problems with his rethoric and loose lips and I know many of you talk about how you don’t like or trust him. A couple of you have done it when I am around. What else is left? There are over 3000 employees on one of the posts that are screaming for help as one poster so eloquently mentioned on her post. One section below has over 70 thousand hits. That seems to be more than any other company in layoffs.com so take a bow at the damage you are causing to our company name. Especially since you all know customers read these and so will the decision makers who will select the leadership once we merge. Yes we know about that too. His very existence has already caused division and spread rumors that are all turning out to be true and hurts US Foods deeply. For Pete’s sake ELT, do what you know is right. There was a time we knew what great looked like and made the difficult choices easily. Give our coworkers a voice again to report situations that may be dangerous or wrong. The fact that they aren’t able to do that should give you pause and at least 3 and a half thousand employees already have spoken up. Actually, my friends in HR said their own leaders up to the top know the verdict is already out. For Pete sake, put the needs of the employees first.

And these decisions to lie or deceive. Who are we kidding here. Have you forgotten how clear you used to see poor leaders trying to minimize harm and doing so by lying rather than confronting the issues. Be bold and ethical. When all of you weren’t in your current executive positions, do you remember how you felt when things were kept in silent and evasive or hidden actions would happen from your leaders or executives you really wanted to believe in? Do you really want to treat us as blind id--ts? We see and know it all because we are a large yet small company with friends in every department. The IT exec needs to tell the truth of what happened and how you are addressing it and care enough about our employees to tell them enough about the breach to let them know they should not be fearful. Let them know all is well and that all you are doing to try to prevent another attack. The password leaks are scary and we don’t know what that means. Some of us do because we have friends in IT security who tell us but most employees don’t. We understand it is difficult to prevent a hack and won’t lose faith when it happens. Some of the most secure and powerful companies and governments have been hacked. It is not surprising or scary but your lack of honesty and treating us like id--ts is. That same thing goes for the mold and the violence and threat incidents. Do I need to really tell our leaders that transparency brings trust and that harsh consequences for those types of bad employees, create safer work places?

I lie awake at night next to my husband wondering when we will have leaders remember who they were when they were rising and who once said “I will be different when I have that job. I will lead my teams with dignity and honesty”. When and how did that change? But it’s not too late to listen to your heart and us employees and simply do what’s right and take the actions you need to take. We may be merging in the future and who do you think those holding the most stocks and power will want to retain as the new company’s leaders. The executives from one company that dont even get the trust or respect from their employees? Those that lie and deceive rather than speak up boldly and address how problems will be overcome? Those that make bigger profits the right way and with compassion for your employees? Is how you are acting the way you want to teach your children to be?

Please be who I know most of you to be and start to lead and take the necessary moves you need to make. I have seen the comments of lies, cheating to hire some employees, inequality in hiring for positions, taking people who had a proven poor past and were caught lying in articles and admitted to lying, handling work place violence poorly, badly managed safery incidents, etc etc etc. Read these articles and rather than do damage control and trying to find out who the 4000 employees are that are revealing everything, why not just fix the problems themselves . It is a noble idea and actions of true leaders. Your employees are reaching to you for help. Led them and win their trust and respect us again. It is all we are asking for from our executives and friends for which we cheered for to climb that ladder because we believed in them and a vision of true leadership. Be who we all hoped and believed you would be.

enemy. If you’ve got an attorney or know someone who does, drop their name in the comments. Let’s team up to hold Ally accountable—they’ve got a terrible track record of discrimination and the new leadership is only making things worse.

Another warning, if you have pension, you have a target. I had pension, I was threatened for a year, that I had to leave the department because "two men don't like you". Then I cut because they didn't need that position. HR was truly, well HR. That position, word for word, was just posted on the public internet. They are truly cutting the old folks for cheaper people, even at the chance of lawsuits.

good luck everyone.

I feel bullied by my leadership to take this survey. I don’t want to take it and risk being on the outs due to all the hard truths I’d give, but now our sr leadership is asking us to post an indication if we took it or not on a group team chat clearly so they can see if we have or not. Damned if I do, damned if I don’t. Anonymous is a joke! What would you do? I’m sadly tempted to lie and put middle of the road answers and call it a day.

With all the Code of conduct , Ethics communications going out, is Having Walter Goggins as the Walmart commercial spokesman a bit Hypocritical? Great actor, funny at times, but much (like 98.6%) of his stuff clearly crosses lines of Code of Conduct. What's the message here Board of Directors ????

If you believe that Humana is doing something that is outright unethical, a person I suppose could consider contacting Brian Schlonsky at Wave News in Louisville KY.

He has a news journal investigative piece called Troubleshooters that he took over for John Boels who retired from Wave News.

This company, like all healthcare companies, DOES NOT CARE ABOUT YOU! Their ONLY concern is how much money they can rake in! They are not here to serve their members, just their shareholders so Gail can make her $20 million +!

I’m so tired of this company and their office politics and BS, but it pays well enough so I plan to stay until there is an actual lay off for my contract. My whole department however, is a sh-t hole and all the supervisors are racist and discriminatory ( I am a US citizen born and raised but I’m a mixed race which my sup has made multiple comments on during our 1:1s along with a disability I have, which of course isn’t recorded through teams chat because she always turns off the recording in these meetings) I like trump too but I don’t hate people blindly and have the d-mb boomer mentality they do and clap like a brain dead seal when someone says “ work hard to get what you want back in my day”. I Took screen shots of everything and saved emails and have multiple meetings with HR which my attorney will be in attendance for. If I go down because this c u next Tuesday is trying to fire me because simply because she doesn’t like me ( which I have an abundance of proof of) , they will all be dragged with me. I suggest if you’re facing any sort of BS from your supervisor or manager you do the same, enough of this company treating their members and employees this way. It’s easy to call your states labor and workforce office and look up laws under the DOL. regardless if you work remote UHG, Optum, Well med and who ever else they bought out still need to adhere to local and national laws and can not discriminate against you because of your age, gender, race, disability or political stance. Build a case and take these id--ts down in the sinking ship with you.

Today felt pretty bad. The kind of bad where reality and optics are completely out of sync. While Oracle stock surged and leadership paraded promotions and new CEO appointments, there was no mention of the thousands of employees who had just been cut loose. No headlines, no acknowledgment — just silence.

For those who lived it, it wasn’t celebration; it was a gut punch. Families were left scrambling while Wall Street cheered. Real people — with mortgages, medical bills, kids in school — were collateral damage, erased from the story because their pain didn’t fit the narrative.

The cruelty is in the contrast: executives heralded for “transformation” while entire teams vanish without recognition. And it doesn’t stop here. More cuts are coming. Everyone knows it.

Pair that with Larry open alignment with Trump and the company’s growing grip on sensitive data, and the ethical rot becomes impossible to ignore. This isn’t strategy; it’s cynicism. It’s corporate America at its most hollow.

Today felt pretty bad — not just for the people who were cut, but for what it says about what’s celebrated, and what’s forgotten.

Please review these threads thoroughly. There is a LOT of corruption, coercion, harassment, stalking and lack of actual patient care at Humana. Every word we speak has to pretty much be a "talking point" and all talking points lead to Humana making profit and certainly not with the patient/members best interest. Nurses will get in trouble for say addressing and educating about a recent heart attack (just as a very small example of the broader issue), yet not offering mail order pharmacy or not scheduling their annual wellness visit during the same call when clearly managing health post heart attack is priority...as well as if we don't address stars...you know, all those stars measures they stopped caring about years ago until what, March of this year?

Tell us....

What are you and others doing to help address the NFL and other network complaints?

How are you addressing their accusations that Nielsen is "undercounting millions of viewers"?!

https://www.emarketer.com/content/nfl-accuses-nielsen-of-undercounting-millions-of-football-viewers

This place would lay off a man on life support if it meant another dime for the shareholders. That’s the culture. Maybe I’ll be gone soon enough myself, but I sure as he-l hope the suits upstairs get a taste of the same when their time comes. No one escapes forever. Not even them.

We would like to raise concerns about our department’s recent fast-track hiring of contingent workers—specifically contractors on H-1B visas sourced through "1nf0$y$." Many of these individuals appear to have limited qualifications. While some possess basic knowledge of business analysis, they lack the technological expertise required to perform the core functions of their roles. It’s unclear how they were approved to work at a Fortune 500 company, given the apparent skill gaps. Internal sources suggest that some of these contractors are personal acquaintances of an Indian Executive Director who is married to an American citizen also another Executive Director in the same department may be influencing leadership decisions to favor these hires. There is concern that these individuals could be receiving a commission or financial incentive for each contractor brought onboard.

In a recent meeting, both the Executive Director stated that leadership intends to increase contractor hiring as a cost-saving measure, citing the company’s reluctance to offer benefits to American employees. This strategy seems to conflict with current federal policy, particularly the new Executive Order on H-1B visas.

Under this order, the application fee for H-1B visas has increased from $215 to $100,000 per year, potentially totaling $300,000 for a 3-year term. According to Commerce Secretary Howard L., the intent is to discourage companies from relying on foreign labor and instead invest in training and hiring American workers.

Given this directive, are we as a company prepared to absorb the financial and ethical implications of continuing to hire H-1B contractors under these new terms? We believe this warrants further discussion to ensure our practices align with both federal policy and our company’s values.

#WhistleblowerAlert #EthicsMatter #CorporateAccountability #SpeakUpForIntegrity #ExposeCorruption #WorkplaceTransparency #HoldThemAccountable #ProtectWhistleblowers #LeadershipAccountability #FairHiringNow #H1BPolicy #HireAmerican #ImmigrationEthics #VisaAbuse #ExecutiveOrderCompliance #FederalHiringStandards #HRCompliance #WorkplaceJustice #ContractorOversight #BenefitsForWorkers #StopExploitation, #stopneporism

Anyone else been witness to a bunch of shenanigans to pull sales forward into September to make Q3 numbers look good?

Imagine getting one of the most decent people around to walk away from his life’s work. Imagine buying Ben & Jerry’s and then putting a muzzle on its founders, the very people who built it into what it is and who’ve always stood on the right side of history. Messed up is all I can say.

So apparently my boss was se-----y harassing someone half his age in a different department. Turns out this has been an ongoing thing, but finally someone came forward and went WAY uo the ladder to get results. After 24 years at the company, he got his walking papers. Knew his stuff when it came to claims, clearly had zero self control or self respect, and he was mediocre at best when it came to leading people. At least Allstate stuck by the zero tolerance policy. What a way to ruin your future. His partner who also works at Allstate is bound to find out seeing as he called me and others to “explain his side”. Messy.

https://tips.fbi.gov/home

Welp I made the mistake of buying into the safe and respectful workplace training and reported an issue from the training to HR.

Fast forward - I’m on corrective action, how long until I’m out the door?

How shady, on one hand they are laying people off and at the same time they are posting Labor Condition Applications for hiring H1B's on the homepage.
Wage offered 121,118 to 175k a year to someone living at blue bird street out in Normal IL

SHAMEFUL,

Federal Circuit Orders Retrial in Phillips 66 and Magēmā Patent Dispute, Citing Prejudicial Ruling
7 days ago2 mins
The Federal Circuit has mandated a new trial in a patent infringement case involving Phillips 66 and Magēmā Technology. This decision overturned a Texas federal court’s previous ruling which had dismissed Phillips 66’s noninfringement argument as harmless, despite it being regarded as both “improper and prejudicial.”

The issue arose from allegations by Magēmā Technology accusing Phillips 66 of infringing on patents related to oil refinery processes. The original court decision was contested because the initial judgement failed to appropriately address the improper nature of Phillips 66’s defense, thus prompting the appellate court to demand a retrial. More about the ramifications of this decision can be read in Law360.
Is this how Phillips 66 demonstrates the Honor part of OEA?

It’s been months since I’ve reported to on PL harrasment.
No Response!
I’m not surprised!!!
RTO making it hard to attend the interviews and applying for jobs, since we’re crazy busy..
Life s$$$s!!!

EXCLUSIVE: Media Buyers Block Publicis’ Epsilon SSP Over Data Leakage Concerns
WPP, IPG, Havas, and others sent media dollars and data to a rival—via Epsilon’s SSP

• In the notoriously complex digital advertising supply chain, some brands and their agencies have funneled money and data to rival publicisgroupe without knowing it.

• Media buyers fear that by unknowingly purchasing resold publisher inventory—routed through publicisgroupe's Epsilon-owned supply-side platform (SSP) to other SSPs in open-web auctions—they’ve both funded a competitor and revealed their audience targeting strategies.

• Epsilon SSP is the only major SSP on the market owned by an agency or holdco.

• Over the past 18 months, the media-buying arms of wpp, interpublicipg, dentsu, and havas—along with at least four independent agencies and one brand-side programmatic team—purchased ad inventory indirectly through Publicis’ Epsilon SSP.

• Some buyers are now blocking Epsilon SSP over concerns that, by transacting on the platform, they’ve not only funneled dollars to publicisgroupe but also exposed valuable data to a direct competitor.

• This data includes the amount they’re willing to spend on specific inventory, creative assets, and the audiences they’re targeting—signals these media buyers say could be used to gain a competitive advantage.

Publicis/Epsilon can't stop stealing

Did anyone else get a random employee survey a few days ago. Essentially all questions asked a few months ago via third party survey but this survey came out via Microsoft forms and it isn’t anonymous. I thought that was weird.

Trusit is the most reverse racist company I have ever worked for. I applied internally for multiple positions that I am well qualified for. I was passed over multiple times, if I even had an interview, by some one of a different color & different s-x. Id--t company that I plan on working at until I find better.

https://www.financialexpress.com/business/investing-abroad-indian-students-face-high-rejection-rate-for-canada-study-permits-3974152/

And saying "no more" to the hordes of Indians scamming their visa system.

40% of their international student visas go to Indians. Most are enrolled at strip mall degree mills so they can pretend to study while actually working. The government did a study last year and found that over 50,000 of these "students" didn't attend a single class last year.

The entire West, not just the US and Canada, need to just send them back.

The Pittsburgh leadership team has fostered a foul work environment where it is okay to be unprofessional and racist. Look around, minorities do not thrive in this office.

How is the ethically allowed to have two leadership positions on same team occupied by a husband and wife team? Is this even allowed who would permit this?

Like it hate it or not this funny but had advocate transfer a mbr to me an the advocate literally had the same identical voice an tone of me it was very cringe an creepy as if I was talking to AI but with my very own voice, if so an if they are doing this I wonder were my consent was

Offer retirement packages!!!! Had enough abuse!

Unethical company lousy uneducated management.

You hate us we hate you. Horrendous company. Corrupt!

I feel they should be sued for discrimination. They only cut Americans. If you’re Indian but located in the US, you’ll never be cut. They did that in my dept. Only Americans were cut.

Nothing to say that has not been posted here already. spoke with him on multiple occasions. this guy is a joke. lot of blatant lies on his linkedin profile too. not much of a career trajectory either. mid level PM to getting kicked out of adobe to being jobless for a couple years to landing this job. his connections in the board got him here. pity.