Thread regarding CVS layoffs

@4z8

Yes—there’s been significant progress.

The victim has retained two attorneys: one specializing in employment law and another in criminal law, to formally pursue the matter through legal channels. A police incident report has been filed in two jurisdictions: one in the victim’s local precinct and another in the district where the Senior Manager—who committed the verbal abuse and harassment is located.

As part of the evidence submission, a recorded audio file capturing the verbal abuse, along with a direct audio-to-text transcript and other written material, has been provided. The recording was accepted by law enforcement regardless of its admissibility under consent laws; its validity will be determined during judicial proceedings once the case is filed in court.

A police investigation is underway, though it’s currently receiving lower priority due to the nature of the offense compared to more severe criminal cases. Once the case is officially filed, the details—including the name of the abuser and the full scope of the allegations will become part of the public record.

Anything ever happen with this?

Went thru this same scenario with another company. Hr won't help. Find another job. Karma will take time. He was fired along with the employee actually causing problems. Bad employees eventually did there own hole. I've had more peace away from that mess. Unless they are posting venom on social media you almost can't win.

In my past experience working at many different companies, toxic bosses have been ignored by executive leaders. As long as they produce the business results needed, they stay at the company and get promoted. I recommend updating your resume and getting another job. Life is too short. It is best to move on.

Try to record the conversation and take it to human resources. Try to get other collogues to speak up with you to report this person to HR.

I would NOT suggest escalating internally. From experience at a Director level, those people are all related by marriage or blood or friendship outside work, which means the VP or Executive Director chose them. The Directors chose their Sr Manager's based on their own need to get ahead.

@1ct

Then escalate to the exertive level president, vp's, outside media, social media like X, FB, YouTube

@1ef

Formal complaints may trigger retaliation or reputational harm.
I suggest build a defensible record of events, protect personal wellbeing, and prepare for 'EXTERNAL' escalation.

Action Steps:

• Maintain a secure log of incidents, dates, witnesses, and impact. Use encrypted or offline storage.
• Preserve communications (emails, messages, meeting notes) that demonstrate patterns of harm or retaliation.
• Avoid informal disclosures to internal parties who may be compromised.
• Limit emotional exposure by disengaging from triggering environments when possible.

Escalation Options
Option A:

• Seek advice from an employment attorney specializing in retaliation, psychological harm, and whistleblower protection.
• Explore legal protections (e.g., EEOC, OSHA, federal/state labor entities).

Option B:

• Submit a detailed, anonymized report through any available ethics hotline or third-party compliance portal.
• Include documented patterns, impact, and requests for investigation.

Option C:

• Identify trusted colleagues with similar experiences.
• Form a confidential coalition to document shared harm and explore joint escalation.

Option D:

• If internal avenues are blocked, consider engaging external media journalists, watchdog organizations, social media options or advocacy groups.
• Prepare a redacted dossier that protects identities while exposing systemic harm.

How do we hold senior leaders accountable for emotional harm in the workplace?

I am not sure you xan here. Abuse occurs by Sr Msnagers, then the Directors sanction it and sometimes participate. Sometimes it goes higher than that.

• How can we protect psychological safety while maintaining high standards?

Have you thought about contacting the press,,?

I am seeking your expert advice on this situation.
• Should I report this to my director?
No. They know. You are not the first.

• Should I report this to HR/ Colleague Relations?

No.

• Will I get into trouble if I make a formal complaint to HR/Colleague Relations?

Possibly. You are already a target. As someone said to someone I know. Once you are blacklisted, you are a forever blacklisted.

What lines of business have May as a critical date.?

That's a long time to keep someone if they aren't doing well

Hmmmm .......

@1de In the original post "..You will not survive in this job, or I will not keep you until May 2026.” End of the CVS Mayan calendar? The aliens arrive? The mother of all layoffs? Time to spill the beans.

@1d8
Why May 2026?

What do they have planned for May 2026?

@1b3
Yeah ok, what if it's at the director level and their senior managers.

The "Senior Manager" has fostered a hostile work environment by aggressively demanding “results” while assigning unrealistic project goals that undermine employee wellbeing and productivity. Given the pervasive nepotism within the company—particularly within the Human Resources department—it is advisable to escalate this issue directly to executive leadership rather than HR.

If her language or behavior includes threats, intimidation, or implications of layoffs, this may constitute a violation of labor laws and employee rights. In such cases, reporting the matter to law enforcement or an external regulatory body may be warranted. Her conduct reflects a clear disregard for workplace protections and ethical standards.

I know one lady(K** G**) in digital and she is also senior manager. She is very dominating and fight with everyone. She should be thrown out from cvs

Pls report to HR. No one can threaten you.
People might have complained about her behavior in past. If you do that will make the HR case strong and she will be laid off.

Corporate policy statement: you may not record any interaction without consent while an employee at CVS. Shift sup tried to do it to a lousy SM and got termed too.

@e3

That is everyday with the department I worked in. There's days I think posts on this board are all talking about the same people.

I’ve been through this. Do not talk to HR. Their job is to support your manager and provide you with ways to do a better job. Send follow up notes after every meeting, document everything. In my 18 years here, I’ve never seen such desperation. People being thrown under the bus, SMEs being disrespected and talked over. Sorry you’re going through this, it really affects your entire life. Good luck!

@d5 If the person who recorded lives in a one party recording state and the person recorded lives in a two pary recording state, violating other states law could apply. There was a case in CA Supreme Court where a one party state recorded two party state and the court ruled in favor of two party state.

If the “victim colleague” who originally posted is in one-party consent states, it is legally permissible to record a conversation if you are a participant, even without informing others. A reasonable justification for doing so might include:

• Documenting harassment or threats: If you reasonably believe you are being subjected to abusive, coercive, or retaliatory behavior, recording may be the only way to preserve evidence.
• Protecting yourself from false accusations: In emotionally charged or high-stakes meetings, a recording can serve as a safeguard against misrepresentation.
• Establishing a factual record: When decisions, threats, or discriminatory remarks are made verbally and not documented, recording ensures accountability.

Can the Recording Be Presented as Evidence?

Yes—if the recording was legally obtained, it can be admissible in court or administrative proceedings. To be accepted as evidence, it must meet these criteria.

• Legality of acquisition: You must be a party to the conversation.
• Authenticity: You must prove the recording is unaltered and accurately reflects the conversation.
• Relevance: The content must directly support a claim or defense in the case.
• Chain of custody: Courts prefer the original file and a clear record of how it was stored and handled.
• Transcript: Providing a written transcript helps judges and investigators follow the content clearly.

#legal #ruleofevidence #law #harassment #employeeprotection #leadership #cvshealth

@av Great point. You can only record if you and the manager reside in a one-way recording state. If you are in a two way recording and so is the manager you are sc--wed for illegal recording.

This is why Unions are "born"

I went through it. Directors, Vice President's and their family whic included other Directors. I was told by my boss that happens everywhere and to find another job.
What line of business is this in?

@OP make sure it's legal in your state to record a conversation without the person knowing.

Based on the current company dynamics, I advise against reporting the incident directly to HR. The department appears compromised by personal affiliations—many staff members may reportedly close friends or relatives of the individuals involved. Historically, such reports have been met with superficial acknowledgment, followed by internal escalation to the very leadership responsible for the misconduct.

This pattern often results in retaliation. Targets of abuse are labeled as “difficult” or “underperforming,” and quietly included in future layoff rounds under the guise of business necessity.

Instead, I recommend filing a formal police report and submitting any audio or documentary evidence you’ve gathered. Involving law enforcement introduces external accountability and creates a legal record. Once that step is taken, you can notify HR of the report’s existence—this shifts the dynamic and places the organization under greater scrutiny.

Report them to HR. Ask for the manager to be dismissed under misconduct policy for hostile work environment.

There should be zero tolerance for this type of behavior. Please update what transpires when you report it.

If she used abusive language, intimidation, raised her voice in a threatening manner, or made coercive remarks about termination or layoff, this constitutes workplace harassment and intimidation. Such conduct must be formally reported to Human Resources without delay. Given the severity of the threats, this matter also warrants escalation to law enforcement.

You are fully entitled to request protective measures and intervention to ensure a safe, respectful, and non-retaliatory working environment. If you possess an audio recording of the incident, it should be submitted to law enforcement as part of the evidence. This situation must be addressed with the full weight of legal authority—no one should be permitted to harass, intimidate, or threaten others without consequence.

You have the right to protect yourself, and to demand accountability from those who violate workplace standards and legal boundaries.

Report that Effing Senior Manager to Human Resources. She should be taught a lesson not to abuse and intimidate other employees.

• CVS Shame on you to keep this type of Senior Managers.