In everyone's expereince do they typically lay off the newer associates first? Less then 3 years experience? Or do they go based off performance, etc?
11 replies (most recent on top)
@OP performance
For the HSO UM rif, it's performance based. Metrics, work quality, professionalism, etc
Hopefully it's the sh-t employees.
my experience was after going through many RIFs over the years, was that they rank the team based on performance/metrics/abilities and then go from there. Salaries didn't matter, since there were different pay scales when people came in and also different ranges based on where people lived.
@ec what at CW riffed?
Well actually they would be crazy to let the older associates go. Remember this company is running advertisements showing healthy vibrant seniors taking on the world .. how would it look ? Those older employees know the jobs and the work and have a work ethic that can’t be beat!
New leadership at Centerwell RIFed competent people to bring in their cronies who know nothing but speak with confidence with their incompetence. It is shameful.
Lowest performers in my experience; age & current salary was not relevant. Different areas probably do it differently.
Humana keeps high performers unless the entire area doesn’t fit the model anymore. It looks like high salaries getting let go but they are a lot of times just not performing and too comfortable with being that way.
Agree with the response. It’s often mature/older associates who are most likely paid more. Sometimes it performance based. I know a department that had over 5 RIfs and all were ‘seasoned’ associates.
From what I’ve seen over the years it’s who is at the top of the pay scale. They will keep lower paid associates. Also depends on what area you live as to what the pay is. It could be a newer associate starting out higher pay in a certain area.