I'm learning of so much talent being let go throughout the company, rumors of more layoffs end of June /beg. of July time frame, selling off the separate business units, some areas more at risk than others. Veradigm and Pulse8 seem relatively safe even posting several positions. Thoughts?
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i think allscripts as a company is not going to survive. its model is not based on sound service, and mutual benefit, but on deceit and scams. if you do not believe me try to get their basic plan for e-pr-scrip-ion....... first impossibility..... then try to get their delux plan ....... second impossibility with foreign staff putting obstacle after obstacle so that you end up buying their EHR which they were caught commiting criminal activities and ended up paying 145 million in settlements..... the management supportes all that... just google 145 million settlement by allscripts
The most talented are generally compensated more because they’ve benefited the Company the most. Sounds reasonable except when Consultants are calling the shots all that’s critical is improving the bottom line, which means forcing the highest paid Middle Management out the door. The short term optics are good for investors.
Veradigm isn’t leading technology anymore. Whoever purchases Veradigm will be doing so for the Customer base not the technology. If the buyers are just patient enough those clients will end up leaving us too and they won’t need to make a capital expense .
@4zit+15vrHTly If thats the situation , then its bad.
@4val+15vrHTly: actually, yes, any Indian who has graduated through the various diploma factories can get a job. If you think otherwise, you've never experienced the sheer joy of interviewing contractor candidates. TATA and InfoSys (as well as the others) hire anyone with a diploma and then place them into an org structure where they learn on the job. This is what companies in the US used to do. The problem is that this is in direct violation of H1B requirements, because they're supposed to be qualified before getting the job.
US President Donald Trump to suspend H1B visas
https://timesofindia.indiatimes.com/world/us/us-president-donald-trump-to-suspend-h1b-visas/articleshow/76488022.cms
It is time to permanently revoke h1b to stop the abuse, not just suspend it. Call your congressman and senators.
"shortage of US workers" . You will not be hearing this term in future as this new generation of American children are catching up with technology. But the way ppl talk here about H1B visas is very FOX news way. Even they have the same interview process , Same HR process and selection process as US citizens. Do you think a Indian guy can just submit resume and get a job ?
Everyone is going through same process and gets same benefits. Pointing fingers will just give you temporary satisfaction but it can never be a solution.
Regarding the "shortage of US workers" phrase. What it really means is there is a shortage of US workers at the salary level that the employers wish to pay. It gives the employers the ability to hire a non-US employee for less than a US citizen for the same job.
Leave what you have and Cry on H1B's . Clap Clap Clap. Whoever wrote that H1B Post , you will never have a good life because you are concerned about others life than yours. Most of the stuff you wrote on H1B are false. Check your Facts.
Unfortunately, the majority of Indians working at AS are full time hires.
They have been turned in recently for this. Many of you also need to call this company in for fraud. Versión en español
Combating Fraud and Abuse in the H-1B Visa Program
The H-1B visa program should help U.S. companies recruit highly-skilled aliens when there is a shortage of qualified workers in the country. Yet, too many American workers who are as qualified, willing, and deserving to work in these fields have been ignored or unfairly disadvantaged. Employers who abuse the H-1B visa program may negatively affect U.S. workers, decreasing wages and opportunities as they import more foreign workers.
Protecting American workers by combating fraud in our employment-based immigration programs is a priority for USCIS. USCIS continuously works to deter and detect fraud in all immigration programs and we are furthering our efforts by enhancing and increasing site visits, interviews, and investigations of petitioners who use the H-1B visa program. These efforts will help assist in the prosecution of program violators and ensure that American workers are not overlooked or replaced in the process.
Reporting Suspected H-1B Fraud or Abuse
Anyone (including American workers and H-1B workers who suspect they or others may be the victim of H-1B fraud or abuse) can send us tips, alleged violations, and other relevant information about potential fraud or abuse using our online tip form..
H-1B Fraud and Abuse Indicators
Examples of H-1B fraud indicators may include:
The H-1B worker is not or will not be paid the wage certified on the Labor Condition Application (LCA).
There is a wage disparity between H-1B workers and other workers performing the same or similar duties, particularly to the detriment of U.S. workers.
The H-1B worker is not performing the duties specified in the H-1B petition, including when the duties are at a higher level than the position description.
The H-1B worker has less experience than U.S. workers in similar positions in the same company.
The H-1B worker is not working in the intended location as certified on the LCA.
Protections for H-1B Workers Who Report Suspected Fraud or Abuse
If an H-1B worker reports suspected fraud or abuse, immigration law may provide certain protections to these workers. If an H-1B worker:
applies to extend their H-1B status or change their nonimmigrant status,
indicates that they faced retaliatory action from their employer because they reported an LCA violation, and
lost or failed to maintain their H-1B status,
we may consider this situation to be an instance of ‘‘extraordinary circumstances’’ as defined by sections 214.1(c)(4) and 248.1(b) of Title 8, Code of Federal Regulations. Normally, H‑1B workers are not eligible to extend or change their status if they have lost or failed to maintain their H-1B status. However, if they can demonstrate ‘‘extraordinary circumstances,’’ we may use our discretion to excuse this requirement on a case-by-case basis.
Expansion of Site Visits
Since 2009, we have conducted random administrative site visits to ensure that employers and foreign workers are complying with requirements of the H-1B nonimmigrant classification. We verify H-1B workers’ wages, job duties, and work locations during site visits. This action is not meant to target nonimmigrant employees for any kind of criminal or administrative action but rather to identify employers who are abusing the system.
We seek to determine if workers are not being paid while in the United States as they wait for projects or work, a practice known as “benching” which violates U.S. immigration laws. We also conduct site visits in cases where there are suspicions of fraud or abuse and refer many of the cases to our counterparts at U.S. Immigration and Customs Enforcement (ICE) for further investigation.
Starting this month, we will take a more targeted approach focusing on:
H-1B-dependent employers (those who have a high ratio of H-1B workers as compared to U.S. workers, as defined by statute);
Cases where we cannot validate the employer’s basic business information through commercially available data; and
Employers petitioning for H-1B workers who work off-site at another company or organization’s location.
Targeted site visits will also help us determine whether H-1B-dependent employers who normally must meet H-1B recruitment attestation requirements are actually paying their workers the statutorily required salary to qualify for an exemption from these requirements. These site visits will assist in determining if these employers are evading their obligation to make a good faith effort to recruit U.S. workers and to not displace U.S. workers.
Targeted site visits will allow us to focus resources where fraud and abuse of the H-1B program may be more likely to occur. We will also continue to make unannounced and random visits to all H-1B employers across the country, both before and after any petition is adjudicated.
Promoting Transparency
Transparency about how the H-1B program is being used is vital to ensuring accountability for employers and improving policies and practices that protect American workers. To view reports and data about H-1B petitions for previous fiscal years, please visit the Buy American Hire American: Putting American Workers First page and the Immigration and Citizenship Data page.
Or The law on bullying and harassment. Bullying and harassment is covered under the Act 2010 and covers behaviour that makes someone feel intimidated or offended.
While bullying in itself is not illegal, harassment is.
Behaviour is considered harassment in the eyes of the law when it is relates to:
Age
s-x
Disability
Gender
Marriage
Pregnancy and maternity
Race, religion or belief
s-xual orientation
Now, when we look at bullying, the lines start to blur and the law is muckier – what one person considers as bullying, another may see as simply a case of firmer-management styles.
Equality
What is unfair treatment at work?
As an employer, you want your staff to feel respected and fairly treated at work. If, therefore, you sniff even the faintest whiff of victimisation or bullying.
Unfair treatment can mean a number of things:
It could involve a staff member having their work undermined even though they’re competent at their job.
A manager could take a dislike to a particular employee and make their life difficult, unfairly criticising their work or setting them menial tasks.
Whereas one may get ignorantly overlooked for promotion, another could involve employee slander.
In all cases, the victim(s) - so, one or more of your people - are likely to suffer from anxiety, feel degraded, humiliated and unworthy, which is most likely heightened at work.
Unfair treatment typically overlaps with discrimination, so we're talking gender, ethnic origin, s-xual orientation or pregnancy.
For example, if someone is offered a promotion but later mentions they are pregnant and that promotion is withdrawn without what is considered fair explanation, this could be discrimination.
These job postings are for the India worker visas, not real openings. In order to apply visa for them, Allscripts is required to post these jobs and collect the resumes. The lawyer then claims that the Americans are not qualified by criticizing theses applicants’ skill sets. And Allscripts has to hire India foreign workers to fill the positions because no US workers qualifying for the position. They are all lies. Before Clinton revoke the Americans worker protection law, which company cannot hire foreign workers if they lay-off US employees, it is not legal to practice like this.
Does anyone know how Pulse8 rates right now? Should the jobs postings be avoided right now or be pursued?
Any insight is greatly appreciated!
Veradigm is just a joke. There is no way Allscripts will get 10% of their investment back. This market is saturated now. It is too late for a new player with nothing new to take any share. Will be another typical PB fiasco, please mark my word.
Who says Veradigm is stable! Just wait for second qtr results. The next big RIF will happen in Veradigm, just a matter of time.
https://www.fiercehealthcare.com/tech/allscripts-reports-q2-results-including-145m-charge-for-potential-doj-settlement-over-practice
Ask to see the Veradigm financials. That will tell you all you need to know.
I wouldnt trust job postings. They have to post them to shoe no US workers are available. You see the same jobs posted again and again by Allscripts people on LI