I just want to know. Fair or unfair, mad or relieved, moving on or staying put for now. There is nothing that can be done about it and I truly believe the choices have been made. Why are they dragging this out? It’s torture. I keep flashing back to last Thursday. What was that? Introduce us to the new leaders and talk about the future of the company and then tell us many won’t be around to see it. Tell us what we are being evaluated on- why is it such a secret? Transparency- walk the walk! I have looked everywhere for the policy and I cannot find it. In general, I don’t understand the meanness and cruelty of business and this is a good example of that. I doubt I will make it the next 2-3 weeks without having a breakdown. Have mercy please!
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@1hds I agree 100%. Telling us when they did has nothing to do with Warn. WARN is when they officially give your layoff notice, then you have 60 days before your job ends. Take s business class people. You could learn a lot. None of this is personal.
They have to give you a 60 day notice for the Warn Act. That is it, nothing more. They do not have to let you go early, which we all know they will. People did beg on here to know, and now they are mad because they do. Most of you on this board really need to take a business class and grow up and act like adults!
They told us because of the Warn Act, look it up
“Nothing pleases you people!”
Right, @jkn, they are such for complainers for wanting to know if they, specifically, will lose their jobs. How dare they not be “pleased” with knowing “some but not all of you” will be let go. My goodness, they should be popping champagne!
How about a little empathy. As for myself, I’m a PHC, and I am actually happy the waiting game is over for me and I know. But for those stuck in limbo these next couple of weeks, let’s try to walk in their shoes for a minute.
HR has to do the paperwork, that is why there is the timeframe. Ease up, let the department do what they have to do with making sure it’s correctly done, it may even end up saving your job....if your paperwork was wrong, wouldn’t you want it gone over with a fine tooth comb?
Nothing pleases you people! Before the meeting everyone said, "Just tell us! We're adults and can handle it! Why wait? We just want to know what's going to happen!" So they tell you and all you can do is b--ch that you know and now have to wait for the layoff. Give me a break!
Agreed. Let’s tell them 3 weeks beforehand because we are transparent and we are doing the right thing.
Suuuuuure you are. 1 week ahead of time would have sufficed. 3 weeks is Freddy Krueger slashing my organs one at a time before I die.
They told us because they wanted to clear their conscience. It made them feel better. They think that transparency is a great vertue and a sign of great leadership. They did not think or care about the torture it was going to cause us......
@RnFSXAy-uof I could not have said this any better!!! I agree with you!!!!
And @RnFSXAy-yfr thank you so much for posting this
There is another policy that discusses criteria. At least there used to be. I posted it at the time of the first round. I don't have time to look for it.
Reduction in Force The Business Leadership and Human Resources will identify the need for a RIF based on business need. Once the need is identified, the Business Leader will work with HR to complete the Business Rationale Document. All RIFs so identified require the approval of the HR Segment Leader for the business organization. Additional approval by the Senior Vice President and Chief Human Resources Officer or a designee may be required at the discretion of the HR Segment Leader. At no time will race, color, religion, s-x, national origin, age, s-xual orientation, gender identity or expression, disability, veteran status or marital status be used as a basis of selection in a RIF. Associates who are on a leave of absence or on any other leave identified by the company, except military leave, are subject to the RIF process. However, their employment will not be terminated until they return from leave. Associates who have been approved to transition to LTD from STD whose role is subject to elimination are not eligible for severance. Generally, a minimum of 60 calendar-days notice will be given for associate terminations pursuant to a RIF.
If an impacted, severance-eligible associate seeks out, interviews for a Humana role, and receives an offer, the associate has 24 hours to make a decision on accepting the offer. If the impacted, severance-eligible associate declines the offer within 24 hours of its extension, the associate remains eligible for severance. If the associate declines the offer after 24 hours from its extension, the associate is not eligible for severance. Associates must sign a Release and Agreement acceptable to the company to receive any severance pay and benefits offered to associates subject to a RIF. Severance pay will typically be calculated at a rate equal to two weeks of annual base salary, based on the associate's current regularly scheduled biweekly hours, for every year of completed service, with a minimum of four weeks and a maximum of 52 weeks of pay. Completed years of service for which an associate has previously received severance pay shall not be used to calculate any future severance payment. Severance pay will not be paid for completed years of service that have not been reinstated in accordance with Humana's Seniority Reinstatement policy. (See Seniority Reinstatement policy.) Humana will deduct or withhold from severance pay, incentive compensation, salary, wages, accrued Paid Time Off (PTO) or any other remuneration, any monies which the associate owes to Humana and/or its vendors. Monies due Humana are considered a debt or expense owed to Humana under this policy and include, but are not limited to, all unpaid loans (including Bridge Loans), Humana corporate credit card charges, travel expenses or the monetary value of any Humana property not returned by the associate to Humana. Associates who secure another role with the company during the notice period or prior to the termination of their employment, are not eligible for severance pay. Associates who secure another role within the company prior to the end of the severance pay period must forfeit the remainder of their severance pay.
Humana Associate Work-Life Policies & Processes Revised – 12/04/17
Talent Redeployment Page 4 of 5
If a RIF requires that all associates in an entire role classification, department or business unit be eliminated or requires a facility closure, eliminations will not be subject to the RIF criteria for selection set forth below. If only some of the roles within a classification, department, business unit or facility are targeted for RIFs, the selection process will normally follow the guidelines set forth below
The policy is under policy source, it is generic and does not say what the criteria is for the review
They need to send out an HAH wide email with the RIF policy. That way we all know.
You asked what's going on.... Does the word anti-social and sadistic ring true here with ole' BB? He looks like a sadistic kind of person.
So if the HR RIF policy is viewable.....what is it? Please share. Thank you.
I agree that the stress is unfair and coupled with the lack of information on the process and the amazingly optimistic coach talk I am struggling. It is hard to have faith in this program when we have been told that it does not affect outcomes.
Helped eliminate jobs? No they helped from hiring more. ITs a company that is now run by ruthless money hungry people. Humana was built by 2 men who wanted to see an insurance company that would be the best choice for people. They cared about the employee, shared their bonuses (which is a contention with me. Why should people in insurance get bonuses). Money comes from the government to care for the sickness/illnesses of the elderly for the most part. Denials, copays have ruined the lives of many.
Since BB came in Humana member ship has dropped dramatically. Service is poor, (due to a rapid rise and untrained new people coming in.) I was part of a mass hiring some years ago. MASS HIRING. Training was all roses and 'we love our employees' but bottom line is this: If the CEOs are not making millions, you all are expendable. No more are the companies that would hire generations of people and brag about this. Its all about the bottom line. So many jobs are sent overseas to make more money for the hogs at the top. People are forceably encouraged to work their assess off to support the fat cats. And you know what??? We do, cause we want to support our families. We want to care for our own. There is no quarantee and there is no truth. The HR dept decides who goes is what they say. BS. Feb will have another big layoff. Another in April. Downsizing due to spending money. They are looking at programs that aren't providing enough. Not that they are not making money- just not enough. BB continues to not move his family to Louisville, flies the company jet back and forth to the east coast. He's not here for the long term. He never was. Different from you and I . We want to take care of our families.
Actually, if you dig through the Humana policies you will find the criteria for RIFs. It's all there in black and white.
The people working overtime didn’t help humana eliminate jobs, it’s all based on open enrollment, numbers, and FTE staffing to those numbers, based on expected metrics and performance. The RIFs are based on enrollment numbers. We do t know what the criteria is, and many of the over timers have been laid off in the past
Agreed. I can tell you that i have always worked well over my 8 hours. Now I am not working a minute over 8 regardless of my numbers or if in the future I don’t get axed. I have people on my team still staying late and working 10 hours! Good for them. The bottom line is this... at the end of the day my family needs me more than Humana and I will find a job where working for 8 hours and you get paid for 8 hours. No more “giving” Humana more than what they are paying me for. Thanks to the people who consistently work over all the time we have just helped Humana eliminate jobs.