#harassment

Any one else's senior director started using increasing profanity on joint team calls, and openly degrading others as 'failures' in front of 20+ folks? The level of unprofessionalism if out of hand since Dan's webcast few weeks back.

Has anyone ever successfully reported a colleague for s-xism?

I’m not sure what route to go but it’s an issue multiple people have noticed.

The Inside team is full of terrible leadership. If you enjoy low morale, harassment, and being talked to like a dog, apply today! High turnover, low pay, the typical CCI way! The new CEO has his work cut out for him!

He is fairly new (no more than 4 months at his position) and instead of coaching his employees, he often criticizes their intelligence. It can be humiliating at times for my coworkers. Should I report it to HR or speak to my supervisor directly? I don't want stir up trouble and I don't want there to be backlash on my end.

I started at Humana around the time of the CenterWell rebrand, and ever since then, I've seen one poor leadership decision after another and watched the ship quickly start sinking. I saw quality people jump ship at a rate I've never seen in my entire career, and those remaining go into survival mode or went completely unhinged and treated everyone poorly. I saw bosses use their direct reports as punching bags and give them menial work while stealing their direct reports ideas and passion, claiming them as their own... and the same bosses act completely fake to "teams that matter" while slave-driving those that worked thankless jobs behind the scenes, which kept the wheels turning. I've seen Humana sink hundreds of millions of dollars to implement new software, then implement new software over the new software... rinse, lather, repeat. I've seen brilliant minds reduced to glorified assistants that weren't allowed to speak. I've seen repeated empty promises from senior leadership, gaslighting, manipulation, disrespect, verbal abuse... but hey, the benefits and pay are great, right?
I let before I completely lost my mind and my individuality... with no real plan except GET THE HECK OUTTA HERE. I do not regret my decision, even for a moment.
Humana is the wild wild west and I did not want to be mentally gunned down any further.
My advice to anyone still there... leave while you can. Their words do NOT cover up what's really going on. Please open your eyes.

Who has been advancing Penny over and over again during her career? I mean just look at her name. That is way too much alliteration and redundancy. I could never take her seriously because of her silly name when I first met her as an FA. If she wanted to be taken more seriously she should take Mike's last name. Her parents did not do her any favorites. I think her parents may have been first cousins. She is from Tennessee, right?

At JPMC people talk behind others people back, gossip, gaslight, berate a novice for asking questions then huff and puff about being bothered if asked. I'm sure that it happens at Wells Fargo, Citi, MS, Goldman, TD, but I am in shocked at the scale that it happens here. I'm been here only 2 weeks. The only positive thing I have seen here is people talking back to people who are like that. The worse I've seen which is subjective to me is asking them what have they done in the last 10 years outside of work after loving to work 10 hour days. They can't name anything except drinking.

Since I'm new, how do I navigate this when keeping my head low is not working? They are coming up to me to see if I am part of the fraternity or like they say in the streets "size me up".

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

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.

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.

In my department, the participation rate is given more importance then the actual results. I'm sick of being harassed to take the survey. When the results are poor, the additional work to bring them up is incumbent on employees, not management. Our employee benefits continue to decline YOY. The only way to protest is to NOT take the survey.

Stand up for yourselves. You are not alone.

https://www.eeoc.gov/federal-sector/filing-formal-complaint

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?

I’ve never worked for cheaper ba----ds. They’ll try anything to force us out so they don’t have to pay a dime. I’ve been through several companies, all packed with soulless management and cruel leadership using “creative” ways to get rid of people. But State Farm takes the cake - the harassment, abuse, and daily pressure here are on another level.

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.

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.

Please note that Visa’s protection for employee harassment is at VP/SVP levels and above only. So if you are a leader/harasser by habit as long as you join us as VP or above, you will protected by HR. HRBP and ER will have your back. You will be allowed violation of most rules in employee handbook and other new rules that they dish out that is applicable to all other employees. It gets even better. You will get to be part of enjoying in applying employee harassment. Now if you join below VP levels, it is the other way around, you will be the harassed, so if you like getting it, welcome onboard. If you are at any other leadership level and see someone harassed by VP/SVP levels, you know what to do, dive in and partner with the leader in the harassment, they will spare you and you will go up in ranks. We will have many different roles for you in the harassment. We will quickly recognize your values. We will see your potential as a harasser and how your VLPs are aligned. Some of the leaders will be disappointed in letting this little known Visa Leadership Principle known. It is easy to spot a leader who is a harasser, just need to watch who talks about ethics, Visa Leadership Principles the most in team meetings, townhalls and post on linkedin about leadership values. You will be surprised how many. You will love it!

Visa must be buying Best Place to work awards and most ethical company in the world trophies. Visa has very poor leadership ethics and culture as a workplace, and have been like this for many years. Some leaders considered very successful have s-xual harassment habits and cases on their record and are protected. Other employee harassment habits at VP and above levels are enabled and empowered by HR. So anyone applying to Visa for leadership roles, thinking of ethical Visa, please do check your values and culture. If it aligns with these leadership behaviors, dive in and join us, you will be successful and will quickly climb the executive ladder at Visa.

https://index.hu/gazdasag/2025/08/27/sap-hungary-kirugas-vezetes-felsovezetok-elbocsatas-vallalatiranyitas/

They fired the entire leadership after it was found out they organised s-x massage rooms and dr-gs on a conference.

Wonder if there were such rooms when Christian went there this year and if their goodbyes were so heartfelt and the severence so high as for Jürgen. Or do you have to se-----y harrass a colleague to be praised?

So Ford is doing it again. Multi-year top achievers getting rated 1's, lowest ratings because they are shy of 30 year mark and LL4's and 5's need scapegoats. Targeting, harassing, when is this company ever going to learn? These people have a tremendous amount of knowledge and you p$ss it away. How many times do you have to be sued? I smell harassment lawsuits and the papers are going to have a field day. You reap what you sow. 15 years there. Day I retired was the happiest day of my life.