@af How many weeks of severance did you get per service year? TY
15 replies (most recent on top)
@ad Im so sorry that is how you were treated. We will all get through this. Hang in there.
@ae the logic is the name on a spreadsheet and who is costing them the most, sad to say.
@ad I was also at UHC (Optum) for several years and part of large RIF. My position was eliminated just like it was at HCSC. I really enjoyed working at Optum and learned a lot and there were great smart people there despite the focus on earnings. It was like a machine, which I did not like. I much preferred HCSC due to the kindness of most people and desire to do good for our members. This is the third reorg I have experienced in my career. It is also the one that has been handled the worst. I had the same experience at UHG they handled the RIF so thoughtfully, things were made so clear, there was a group phone call 1-2 days after to review details with you, the outplacement services and coaching offered were amongst the best I ever received as a working professional and yes treated my with respect and like a human compared to HCSC AND to also look for other roles for the next month. PLUS the severance was significantly better.
@ad OMG same. I was thinking atleast they will prorate the bonus with lay offs being so close to end of year but when asked they didn’t answer but in a round about way stated there is no bonus. That is completely unethical of this company to keeps those hard earned bonuses and not pay them out especially for layoffs that were not performance based. Utterly disgusting if I was a social media user would have called out this unethical company and their practice all over those channels. Like how is it even legal that they get to keep that money and line up their own bonuses after doing lay offs with no logic or thought behind who they are firing. I can name 10 people of the top of my head that do nothing and can bet they are still there because of connections and friendships. A lot of people who got laid off were hard working people that drove results but weren’t so social and friendly with upper management. So this whole thing is cr-p
I'm still in shock. I was impacted by layoffs at UHC - was there 5yrs and generally did not like the company as compared to HCSC ($ first vs member first) which is part of why I returned to HCSC. I understood why I was getting laid off at UHC...and while it wasn't my fault - my book of business changed dramatically and I knew why I was a candidate to go with the group. They not only treated me with respect, but trust...like an adult. I was told to stop working but to stay logged in/on company resources for another month and a half to look for internal job postings and try to stay on with UHG (I was remote). I had no desire to, but I appreciate that they recognized that it's cheaper for them to move people internally to another role. And appreciated that I still had things like my insurance/etc while I figured out my next steps. I am still processing the fact that I am losing insurance NEXT WEEK and still don't know my bottom line COBRA payment. I can't even look at my paychecks/etc right now. My UHC severance package was great, and I was still paid my prorated bonus the following April, which was 11 months out of 12. I've worked here 14 yrs total and am still in shock by the way this went down...the timing, the way it was communicated, the way I was treated by HR. Almost certain they're basing my severance weeks on my recent time, not my total time despite all of the knowledge and experience I brought from my prior HCSC years. I've been dealing with a serious medical issue, which my leadership knows, and those people looked me in the face and still tried to pump as much as they could out of me in my final weeks, while knowing exactly what was going down all along. So gross.
@a5 Speaking from experience - all Blue Pulse (or The Pulse?) results get pushed down to the local manager level. Local managers are held accountable for low response rate, low scores, negative comments. All those comments everyone enters about direct management being ok, the issue is at the top level leadership? Ignored by the upper levels and pushed down for our already overloaded local management team to address, and to find ways to increase scores even though the concerns are out of locals’ control. Corporate wants surveys, but they want only good results, seemingly not interested in why the results are the way they are.
At this point if someone is unhappy with corporate culture, a No Response to corporate surveys may be the best response.
It's weird that they are hiring people at the same time as laying off people. It doesn't make any sense unless these cuts were performance related.
pay attention to each person's time at the company. folks that have been there for over 20 might be costing more with the old pensions and other grandfather benefits, not just salary.
@a6 basically a rhetorical question...yeah I've heard of them. It all just shows the true colors of HCSC of not caring about employees. However that is also the world right now.
Ever heard of "fake" jobs or "required" job postings? If I already had a new hire for a job but haven't posted the job yet, I sill am required to post the job.
Because that would make sense. Or have a voluntary resignation announced in advance of layoffs like UHC did. That way people could plan and take matters into their own hands with some heads up. It would be the respective and appropriate thing to do. This decision by leadership goes against both the qualities leadership should have and the “blue” values were supposed to live by. Leadership has proven time and time again they are not interested in transparency or anything other than a top down leadership style which is exactly the opposite of what we’ve been asking for in our pulse survey for years. At this rate, mark your pulse surveys with lowest scores until leadership actually listens. May be forever / never but that’s all we can do without a union.
May be due to salaries too. If the intent of the company is to cut cost then retaining a high performing employee with high salary could be costly. They rather hire a new employee with a low salary.
When mass layoffs occur in this manner, corporations bullet proof themselves by employing algorithms that HR use to eliminate choice and de-humanize the process. There have been incidents of top performers being laid off while people on improvement plans keeping their positions (in one instance, they sat next to each other.)
Buddy, we're all replaceable. When it comes down to it you're nothing but a cog in a machine. Your performance is irrelevant at times like these. Just hold on tight and enjoy the ride.