Tornado sirens went off at 4 am this morning. We’re expecting more volatile weather tomorrow.
So you’re telling me that if my kid’s school calls to say I have to pick up my kid at noon for safety reasons, that I’m going to get in trouble for not working a full 8 hours on the mandated work from office Wednesday?
WTF. This is Cigna.
Let me guess. I can shelter in place with my laptop in the stairwell or in one of the bathrooms.
@6bnp+1sqPueNl We’re already denying cancer treatments because our business model is “give us your money and we’ll figure out how to give you as little healthcare as possible” because profits and the primary legal obligation is to provide shareholders earnings. Don’t fool yourselves that we are in the healthcare business, we are in insurance. It is morally bankrupt, but completely legal. At least Cigna has figured out that preventative healthcare is more profitable than treating issues after the fact.
“Think about it through the lens of equitably. One employee can leave due to school closures, another has no kids in school and cannot leave. The same rules apply to all, regardless of particular circumstances.”
Wouldn’t the more equitable approach option be, there is a f** tornado and we should all be allowed to go home regardless of children? Nah, we all need to stay in an office to “collaborate” but make sure to check the FoW IRIS page for the countless rules about not disturbing or talking to others.
Or are we going to move to a policy where we deny cancer treatment to patients because under the guise of equity it’s really not fair to those that don’t have cancer and can’t get treatment?
It took you five days to generate that little pearl of wisdom that you couldn't help but post? You aren't particularly bright, are you?
I think that generic HR-sounding person is just a troll looking to get a rise out of us. Consider them ignored.
What are you talking about? The policy doesn’t start until 6/3. Go ahead and get your kid lol
I'll tell you one thing- safety of myself and my family come before Cigna. In that instance, anchor day or not, I will be at home. My manager can either give me an exception for that day or they can fire me. I'll then let an employment lawyer have a field day with Cigna.
Pulse results were brutal. Employees are generally unhappy. But leadership is doubling down and banking on worsening job market & economic conditions to keep most of us from leaving, and for those that do leave we have a growing office in India where we can hire cheaper replacements. They also don’t want to release the results for fear of negativity spreading. Based on this forum, pretending that employee satisfaction is high isn’t working.
Fantastic troll or a literal boot with a mouth wrapped fully around. I’m guessing the former, HR folks aren’t that smart.
Friends who received the pulse survey were too scared to answer honestly. What does that say about the culture? HR Polly Molly, feel free to tell us how we all have a voice and that we’ll be heard and that common sense action will be taken. Oh and yes, exceptions will be made. Maybe. Check IRIS.
Me either. I gave fairly low ratings across the board and indicated unhappiness with Return to Office mandate in one of the comment fields. I just didn't care enough anymore to smiley face my way through it.
Never heard a word about it but they decided to clamp down on in-office afterwards.
I did receive the pulse survey and communicated all of the concerns about FOW as well as other issues. I haven't heard anything and neither has any of my management up to Senior Director yet so I'm guessing it was so bad that they scrapped the results or it just went to VP+.
“ Interesting that we didn't see many negative comments in our recent Sampled Pulse Survey.”
"They are basically forcing WFH employees to pick between working remotely and the opportunity to advance."
That is one of the many reasons why I started applying externally and quit.
“ If “talent development” is one driving force behind RTO, does that mean in-office employees will enjoy more talent development than those who are WFH/live in a region where no Cigna office is within?”
This topic needs its own thread.
They are basically forcing WFH employees to pick between working remotely and the opportunity to advance.
If “talent development” is one driving force behind RTO, does that mean in-office employees will enjoy more talent development than those who are WFH/live in a region where no Cigna office is within? How will the enterprise ensure this goal is met? Or, how will that impact talent development and mobility within the enterprise?
“The great majority are enthusiastic and excited”
You don’t really believe that 😂
“Think about it through the lens of equitably”
This fool here doesn't even know what equitable is. You're looking at it through a lens of equality - everyone gets the same ladder to pick apples despite their height, and thus, some fail to pick apples (or everyone must be in the office despite their needs). Equitable is a short person gets a taller ladder, and the taller person gets a shorter ladder to pick apples from the same tree so they can all pick apples (or a parent goes to pick up their kid while someone who isn't a parent doesn't).
However, neither should be in the office in the conditions questioned here. But you should know the difference between equity and equality. They're not the same. We should treat people equitably based on their needs.
I'm not convinced this person is HR, a very bored troll or third option, maybe someone just helping us out by throwing out verbatim HR dialogue allowing us to directly refute each item and giving more light to the absurdity of these policies.
@giy+1sqPueNl either you’ve been drinking so much corporate sauce that you are out of your godda-n mind (in which case I hope you get laid off and find out firsthand how little Cigna cares about your life) or you are giving us a master class in trolling and you know your corporate-speak gaslighting language well.
“The great majority are enthusiastic and excited to be there for this next phase.”
This is 100% incorrect & disingenuous.
“Think about it through the lens of equitably”
No. I don’t think I will.
We work for a fast-paced, dynamic enterprise and we have to be agile when it comes to embracing change.
In order to reach our ambitious Drive to 2025 goals, it is necessary to bring our colleagues together to allow for the connections, experiences, innovation, and talent development that will position us for greater success.
The great majority are enthusiastic and excited to be there for this next phase. We have no plans to reduce the in-office percentage so it may be beneficial to find a more compatible position if you are in the small fraction unhappy with our future.
“Your transparency is limited by your ability to obscure your identity?” With layoffs going on, do you really think any of us are stupid enough to tell us how we really think? This is an actually anonymous so these concerns ought to tell you how we really feel.
And if you want to refer to the Values, how about “We honor our commitments”? I was hired WAH PRIOR to the pandemic. That was a commitment of a benefit from Cigna that had now been not kept since I am forced to go into the office. Why should I trust a company that can’t keep its commitments to me?
We listened to your concerns. We frequently heard from our colleagues that they wanted more collaboration, better relationship building, and the opportunity to develop deeper connections.
This is why we are implementing a greater degree of consistency, predictability, and accountability. The majority of our workforce is encouraged and excited about the new policies. For the small fraction of you that are not, consider if your current role is best for you.
Your transparency is limited by your ability to obscure your identity? Please refer to the Values section of Iris and identify ways to more fully align.
Amazon HR: “we know there is a toe arson coming but we need you in the warehouse to collaborate and be energized”
Amazon workers: “but imma die”
Amazon HR: “it would be inequitable to the currently unsliced to treat you as though you are special because you are living. We can’t let people be safe carte blanche”
Several dead and many injured later…bad PR for Amazon and major increase in unionization activities.
HR we know you couldn’t care less about us and just protect the company. We aren’t stupid enough to buy your “equity” and collaboration and energized gaslighting. FOW fu--ing su-ks and most of us are totally pi---d off, so you can stop pretending otherwise. Now get back to work monitoring badge ins and outs!!!!!
"Interesting that we didn't see many negative comments in our recent Sampled Pulse Survey. Some of you were provided the opportunity to supply open and honest feedback. Where were all these concerns at that time?"
Oh, stop. That survey was not anonymous.
Interesting that we didn't see many negative comments in our recent Sampled Pulse Survey. Some of you were provided the opportunity to supply open and honest feedback. Where were all these concerns at that time?
It is near impossible to craft policies that meet the diverse preferences of all employees. We spent countless hours with our colleagues around the country, listening to their preferences and concerns.
This is why we have provided the flexibility for everyone, in conjunction with their leadership, to choose their 3rd in-office day.
If you are in the small percentage of colleagues where our Future of Work policies don't work for you, you are encouraged to find an internal or external role which aligns with your preferences.
OP is asking about a tornado and HR Holly is here telling us to be engaged and energized lol
"Think about it through the lens of equitably. One employee can leave due to school closures, another has no kids in school and cannot leave. The same rules apply to all, regardless of particular circumstances. "
I would not expect anyone to drive onsite during a declared weather emergency, kids or not. This has nothing to do with equity, it has everything to do with safety, respecting your employees and showing some grace when events are outside ones control.
Think about it through the lens of equitably. One employee can leave due to school closures, another has no kids in school and cannot leave. The same rules apply to all, regardless of particular circumstances.
To uphold the ideals we are building around, we need our workforce engaged and energized, working together in the same location.
To ensure that we provide the same outcomes for all colleagues, this is the approach we have adopted.
"If everyone were allowed to come and go carte blanche, it would lead to negative outcomes in collaboration, culture, and vitality for all colleagues. "
I'm not sure staying home in a declared weather emergency would be considered "carte blanche" and it's ridiculous someone should take PTO for this purpose. So many of use have been expected to give up our personal time, work extra hours to get the job done, work on weekends, in the middle of the night, but now I have to take PTO or risk personal harm. Not cool.
I sent my manager a quick email and she was totally fine with me staying home. Just said to flag the email just incase HR asked questions (she didn't think they would). I would hope most would be this way, but you never know :(
The good news is that you can always use PTO hours to cover shortfalls in required in-office hours. Beyond that, failure to meet minimum requirements will result in negative consequences up to and including termination.
If everyone were allowed to come and go carte blanche, it would lead to negative outcomes in collaboration, culture, and vitality for all colleagues.
Please see the Future of Work section on Iris for further concerns.
Sadly, common sense is not applied consistently and received well at Cigna. I’d gladly use it, but risk the wrath of FOW policies.
Life happens and while exceptions can be made, it’s the thought that we have to jump through extra layers of bureaucracy to manage work and life.
So much for vitality.
Your manager could write you up. But then you would have a good case to contest it. But HR could decide in favor of the manager. In which case, if you did end up getting fired. And if this type of situation was the only violation you had, you probably would have a very strong case for wrongful termination, unless you live in a state like TX or FL or TN that usually always side with corporate interests.
It’s all a cr-p shoot on how hard Cigna wants to come down on people. If it were me, I’d risk the write up when my and my family’s safety is on the line. Remember when a bunch of people were injured and some died when Amazon wouldn’t let them leave the warehouse during a tornado? Corporations, including Cigna, do not care about you.
Use common sense
Of course exceptions will be made where needed.