It would be appropriate, expected, and appreciated for any forthcoming benefit changes to be communicated in advance of the ERP acceptance deadline. Timely disclosure of such is essential for employees to make fully informed decisions. Given the organization's apparent intent to encourage voluntary separations, proactively sharing benefit changes, particularly if they involve reductions, which seems a reasonable expectation at this juncture, could conceivably influence a greater number of individuals within the target audience to accept the offer.
21 replies (most recent on top)
LPNs that were eligible and couldn’t afford to accept have now been told they can no longer perform their role in UM but that ERP is no longer an option despite not having proper information prior
@r6 we have until 11pm eastern Monday evening to respond.
@m5 they said they had received about 2300 responses to the offer, not 2300 accepted it.
Do we have to give an answer on ERP before Monday 8/11 or do we have that whole day to provide our answer?
Stinks
@q8 I heard about 2300 accepted so far from People Leader townhall. Looks like people offered are taking it. Also heard from this source, it will be easier to make poor performers exit more quickly. They'll make that change.
Is it really worth it to stay? To one's mental health? Do you really think benefits are going to improve? The company is going downhill on ice skates. I was so MISERABLE AND STRESSED OUT OF MY MIND from an enormous, unrelenting caseload that I literally jumped to accept the last ERP. It was so bad, just about everyone who qualified accepted the ERP in my department. Leadership practically cr@pped their pants over the number that accepted. It's been over a year and a half since I left and from what I hear from old co-workers, IT JUST KEEPS GETTING WORSE!
@e4 💯, saw this time and time again throughout my tenure. They target older, sickly associates that are taking leave or getting ready to take leave. Management picks and bullies them til they quit or they terminate them for made up BS.
@am who does the 2k number include?
@en That is not even a HIPAA violation unless you shared protected patient information with the child who would not even understand. I think you were set up so they could fire you.
@e0 yes, could not agree more. Do it, go after them and get what you deserve
Wow! I have been on the line when transferring members and heard kids crying in the same room numerous times. I am sorry this all happened to you. Hopefully you will come out the other side in a good place
@e0 thanks 🙏 the supposed hippa non compliant/critical offense was due to my 4 year old grandson walking into my office while on the phone with a member and asking a question…ridiculous…he’s 4…the manager just “happened “ to be listening in to my call yeah right 🤔
@dy here is the pattern: take fmla, they fire you. Have a personal problem that persists, they fire you. Breathe heavy, they fire you. Poke someone's ego, they fire you. They will find a reason, even if is t is BS and fabricated. I'm in management and I've seen it over and over.
@dy I'm so sorry for what happened to you. i had a similar situation 1 1/2 years ago happened to me. Humana is not a kind employer and management lacks empathy.
@dy that is unacceptable and unprofessional, should have waited until after you made your decision about the retirement package. Hr should have known better!!!! I'd get a lawyer after that HR person, manager and Humana.
What was the HIPAA violation?
I just got terminated for a supposedly hippa related violation and was totally blindsided by this with a ruse calling the one to one meeting my mid year review and then when logging into the meeting was greeted by my manager (so called)…and a rep from HR!!…just in time for me not to be able to log onto the early retirement account and accept the package from my email account that was sent to my work email only during last week when I was unable to access my work related to a personal disaster of a fire that displaced me from my home for the past 2 weeks as well as having my house destroyed at over 80% damage and will be months before the ball gets rolling with my insurance/demolition/construction to rebuild my house !!!!…Humana doesn’t give a cr-p about their employees like they say they do…it’s all a ruse to use you until they don’t need you anymore!!!…I was a faithful nurse and employee for almost 6 years as of my upcoming 08/12/2025 anniversary date with them!!!…Shame on them and shame on you the supervisor/so called manager of my team who has had it out for me since February of this year when I was voluntold to move to their team not by choice!!!…Run while you still can and accept the retirement package before they sn---h it out from under you like they have done me !!!!
He-l yes! This is total bullsh-t.If they are going to lay me off I will take the retirement package. If not then tell me.
It would be in their benefit to disclose any benefit changes if they supposedly need at least 2k to take up the ERP offer. It would help them meet their goals. Someone’s big bonus is on the line for meeting that one I can bet!
There is NO transparency with Humana, Everything is about messaging, telling you what they what you to know/believe.
I agree. Let people know the upcoming changes so they can plan to stay or go. I've never worked anywhere with layoffs, being a nurse it's almost unheard of...lol. I don't like how important information is trickled to employees.
They don't want people to plan ahead and quit. They want to use you up until they no longer need you.