If you are in a state where there are layoffs, be thankful. Due to a reduction in membership, our management announce that there were going to be staff reductions. To avoid paying severance and/or to avoid bad press, our management started putting MULTIPLE people on performance improvement plans or disciplinary action plans. People who recently had very positive reviews are now horrible employees. Those who do not leave quickly enough or who do not make a mistake quickly enough are treated very poorly. In some cases, managers require the targeted people to work 50-60 hours a week while the non-targeted people do little to no work. If you are on an action plan, do not take it personally, you are not alone. Find another job.
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This ship is going done folks. Get out and get out now. Say it 10 times out loud in the office. Help your coworkers out
Time to GET OUT!!!!
I had a very nice HR person advice me to document everything . Funny our supervisors do not want us wasting our time doing this. Folks like the writer before... you need more than he/she said. Document it all.
The last post regarding constructive discharge is spot on. People when it comes to your work life no matter how happy you are or unhappy you should always always always document things that might be changing, especially in Management's attitude towards you. Now if you are a sh–y employee then this would not apply to you. I'm talking about if you show up every day and know that you do your job and you do your job well and yet you are catching hell for it or catching hell for the most minor mistake then there may be something going on. When project nickel was going on I started, and still do, printing every one of my reviews which are nothing but exemplary and always have been. There is nothing wrong with getting your ducks in a row just in case something like constructive discharge happens. I would rather walk into a courtroom with a mountain of evidence on what a wonderful employee I was and then suddenly I became Public Enemy Number One in the company's eyes. This hasn't happened to me yet but if so legal counsel for Molina is going to be stuttering when the judge asks what exactly caused such a drastic downturn in my performance and will probably speak to the convenience factor of layoffs happening at such time that this drastic change in my attitude or performance happened according to the company. Document everything folks. If your boss comes up and tells you something negative write it down and then put the date and the time and what you were doing or where you were when your boss spoke to you be it at home or work we're on the road but it gives your case evidence. If you have only made that mistake once or twice and never caught a ride up for it before we're giving a verbal warning before - and by a verbal warning I mean a documented verbal warning, something that shows on paper by your boss that he or she spoke to you about this - and now you're suddenly getting written up for it you're going to want to take examples like that with you to court. If you're able to print this so-called mistake off without violating HIPAA or exposing any company proprietary information then do so . Your boss cannot be questioned in court and state that he or she spoke to you about this mistake without PROVING it - this is called hearsay. Hearsay doesn't fly in court as courts rely on physical evidence to prove one's story or claim. Protect yourself people. I have a saying that I have stuck by "my friends are my true friends, but only my enemies become my best friend."
Last person's post spot on my friend and good looking out.
Has anyone heard of Constructive Discharge? I believe this is what Molina is doing. Making you so miserable you have to quit so they don’t have to pay unemployment. Quitting due to them making you miserable is the same as getting terminated for wrongful cause and is illegal. If you are being forced out consult an attorney and document well. I have never seen such unethical behavior in a company.
In Michigan PIPs and disciplinary actions are being shuffled out like their playing a card game. I went from a glowing review in July to getting a disciplinary action a month later. I know of at least 20 people that have been put on PIPs or disciplinary action since August 1st with many more people quitting and I’m sure they were in the same situation. Run while you can.
Ohio NO work and now a F"d up new UMK2. Created by our own. What were they thinking? Can't close as up fastest enough?
I’m just waiting so I can get unemployment while I continue searching.
The goals change every 5 minutes because we have no real clinical leadership at MHI. They keep shoving more c-ap down our throats without any real clinical operational knowledge or input. OH president isn’t going to help you or stand up to her boss at all.
Corporate can not see the poor management going on in OH? I have not posted before but this starts at the top. When half the workers have No work & the other half have way too much?? Terrible management & why so many at the top management not layed off or affected just treating ones who are working poorly? Why does CEO do nothing????
Yes, this is happening in Ohio. HCS changes the goals every 5 minutes so you can't meet them...next thing you know write up. And quality doesn't mean c-ap!