Anyone wonder why the big mystery behind RIF selection criteria? There must be some way, legally, if nothing else, to hold HR accountable and have to give it up. The fact that’s it’s always been a mystery, avoided and/or diverted, including in the last Town Hall Meeting, should tell us all that whatever it is, it’s shady! No other reason to keep it such a secret is there? All this talk about class action lawsuits, more than anything I think this would make for a great one! Aren’t company policies/protocols suppose to be readily available to the employees???
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Our team coach whose been with H over 13 yrs was RIF. no plausible reason. She’s wonderful and fair and treated all of us as professionals. She has a positive bubbly personality and I would jump through hoops for her that is how great and motivating she is. I’m sorry for all the 700 and the ones before. Then to get the email with the two new heads of HAH with their impersonal message while they and CEO wallow in their huge salaries and parachutes.... yea yea it’s a business. Yea yea I know I don’t have to stay and yea yea I am starting to look elsewhere. I happen to like the actual job but am learning to dislike the actual concept of insurance companies
@byq clearly the “job description” means nothing as mine states I’m a salaried employee lol
My team was cut in half. Other teams in my region were also cut approx in half. I think the number of people varied based on region, it seems like my work region was hit the hardest
After reading numerous threads and posts, did each team have to give up at least 3 associates? Just food for thought.
I am not a favorite, and I didn’t get the email
I learned a very long time ago.... when your time is up, it’s up. It doesn’t matter if you never called out, if you stayed late, went above and beyond, etc. You were given a job description when hired, stick to that. One of the SME’s on my team was RIF’d. She worked way over 40 hours every week just to keep up with both, always stressed and what was it worth? I offer to help here and there but will never agree to take on a project that will take me away from my “job description” more than 30 min per week. Start making your time a priority. Stop saying YES to everything you’re asked to do.
I was previously RIFed and the Point in time assessment is scored truly by your coach/leader. So they will keep their favorites and their ratings arent challenged. They said that it is reviewed by HR but they only see names/ages. This is hard to fight because the leader/coach can pretty much state who they think arent a good fit/performance for the company and score them lower. In the meeting HR will brush you off if you try to challenge it. HR4Uwont give you any information either. It is best just to move on with your life. Plus in your contract you will see that if you try to sue you arent eligible for severance. Just try to move on with your life is the best advice I can give anyone. Life does continue and get better after leaving Humana. Good luck.
Favortism was very obviously at play in my team as well. I doubt HR4U took the time to actually confirm coach assessments for truth. There was too many to do so. It's okay though because now I can get a clean break from this company and I know that my coach was also impacted and she's heartbroken over it. Karma.
I know some of it has to do with favorites. The ones cut from our team were not favorites and that was very evident during my entire time there but had very good metrics.
I am not a Humana employee ... I was reading layoff.com State Farm and came across your thread as I read about your and other companys’ layoff/terminations. I wish everyone well.
I was told by an employment lawyer in the early days after my termination he will review my case but he also suggested “find something you love and move on.” The words stung a bit at first because I was so indignant in how I was treated after being a loyal long term high performing employee. I now appreciate his forthrightness. Being in an at will employment state there is not a lot that can be done. Attorneys will normally consult for free and if they take your case will do so on a contingency basis (only get paid if you get a settlement).
I have read many similar themes and experiences across companies on the layoff.com site. Hope and courage to all. You are not alone. Grieve then move on. Hold people accountable if you have a legal remedy but don’t let it take over your life. You are too important, too amazing!
There is life after layoff/termination. You get an opportunity to “refresh” and perhaps follow a different path in life.
I am a few months down the road after a sudden termination and starting to get used to the concept of freedom of time. I am enjoying following my other areas of interest and passion. I realize now how much I had obfuscated myself as a person and human being to fit into the artificial metrics created for our company’s evolving call center environment over the past 5-10 years. Change is inevitable and I embrace that and understand that. Change can be positive and the best thing. Change can also be scary and sad. Be bold, have hope and courage. Be kind and forgiving of yourself and those supporting you. You are a pioneer on a new path on you adventure of you life’s journey, enjoy it, you will be ok. Good luck.
Exactly, @zoq!! That is why many of us were repeatedly warned/reminded/threatened that we were “simply numbers on a spreadsheet.” Every single dime associated with your employment is factored in to the decisions. The whole goal is to cut costs—period.
It’s not how people who have given 100% to a corporation should ever be treated. However, unfortunately, the shareholders are the most important thing to the top brass. They justify disrupting the lives of thousands of employees by saying that it’s not personal; it business. If only they would remember that when trying to convince us all that we are a “family.”
The 2 worst performing associates on my team didn't get the invite. 2 of the top 3 did. Next time someone tries to say pay/retirement/health insurance use isn't a factor I'm going to laugh in their face. Obviously it must be
You all have some valid points listed for RIF selection, but I haven't seen anyone mention their own/family's medical claims costs. If you are insured by the company, then you are an additional expense that has nothing to do with your role/metrics.
Don't be so naive to think that all your biometric screening info and health activities aren't used as a way to classify and categorize your risk and estimated utilization costs.
I guess since I worked in a market where management was audacious enough to say that we "needed to cut the dead weight" and asked us "Have you seen the average age of the workers around here?!"--I know that is taken into account determining who to let go. A little google search of how companies cut costs re: human capital will really open your eyes.
Good luck to you all and I hope that greener pastures are in your futures!
One of you said you received an email this evening?
Oh fudge it, waste your money and see a lawyer. I don't care anymore. This is Rif # 5 for me and all of my team are gone. Don't believe me. 1-800-Ask-Gary
Who cares? It was 1/2 to 1/3 of HAH. If you didn’t get cut today, it’ll be a crappy few months before the next set of cuts come. Don’t overthink it, and just move on. Those who are staying, it won’t be good.
I'm a top performer. Great mps score. Good audit score. I never call off. My hedis completion score was one of the best on my team. I participate in extra activities. I am a sme. I offer to help my coworkers when needed. I've won a star award. I've had a story about me and one of my memebrs featured on the hi page. So why was i selected? Because my coach didn't like me and was able to give a subjective grade to me? Or because my pay rate was too high? Meanwhile a co-worker who has upto pretty much weekly, has sh--ty documentation, never helps others and has less than 20% hedis and survey completion on members she's had for 3 years didn't? Honestly, i think they just pull names out if a hat. No other explanation for how they pick who they did.
Per policy source.... Basically your leader ranks you on a PITA and they cut the lowest ranking associates. So blame your leader!!!! Many leaders said they had no ideal how HR chose the associates... well now I know that was a LIE!
Each leader is responsible for completing feedback on each associate, A PITA (Point in time assessment). There is opportunity for favoritism since the information is being provided by your immediate leader. The information is forwarded to H.R. once your leader completes his / her form but as far as I know the H.R. area does not perform any deep research (i.e. review personal files, prior evaluations, etc.). that would counter the info provided by the immediate leader. Good luck as I know a lot of leaders are not fair and in some cases the engaged, top performers are the one's that are RIF'ed.
No i think there's more to it many people I know we're the best on their team, didn't call off etc. I agree they should say why if it's legit.
Thanks for the tips on where I can find that policy, the answers to hundreds of people’s questions. HR4U really? No luck there after over 15 minutes to get a live person on the line. Policy Source sounds promising. Should I search under RIF?
They are collecting info on members, why not the employees. I bet the metrics tell them who might call in sick, who is always late, who clocks out early, who is loyal, who does the surveys etc.
HCM-RN- I got an email this evening for a meering invite in the morning. I'm relieved to know I wasn't cookie cutter enough for Humana. The company has made me rethink what's important. I can assure you, it's not Humana
I’m sure RIF criteria involves many things I’m sure tons of info on all of us ( productivity, time off, Vested or not, HEDIS compliance, mdat compliance, moc%, licensure, mentor? , team contributions, are u on a PIP, are you about to retire?, SME?, etc etc etc) all comes into play, who knows they probably feed all the info into some program and it spits out those who fall below certain criteria that they deem important, if u fall below the line your gone, who knows, I’m sure it’s a huge combination of things all taken together I’m sure it’s airtight legal they have done it too many times
It is a mix of metrics and evaluation from your coach. There is no cover up. a list of criteria each give a % and you are marked 1-5 for each criteria. Productivity, Role Knowledge, Communication, Documentation... Good luck with your class action in a right to work state.
Policy source. Check it out some time
A policy exist. Call HR4 U and who cares at this point ?
Well im 55 how old is everybody?