Anyone noticed the nick picking and harassment coming from supervisors just in time for MAPs. Unrealistic standards and pressure they are now trying to push to justify giving those 1s, 2s, and 3s. Most people now know what this really steams from, making room for the Offshore people. They don't want to pay severances. Come up with any reason to fire someone like gossip or force people out the door. I wish they would have the balls to just lay us all off at once, let the Offshore people do the work.
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Uhg buys companies lies when they can not take them over seas for governmental liabilities. Finds a loophole within a us Continent like Puerto Rico so they can pay them less than half their US counterparts then start the layoffs in their us mainland businesses or as you guys are calling it nitpicking for their us employees to let them go
Less payout to an employee who will be termed in the first quarter of 2020?
Because that's actually not Optum policy...
I don't understand the importance of the post about being told to use all vacation by end of Dec?
Our department was told to use up all of their accrued earned time by the end of December 2019, as "this is the Optum policy."
You'd have to ask an attorney but I understand a Manager takes on personal liability if they terminate someone without following Company policies that require a case to be filed for layoffs and terminations which require lots of paper work and notifications/approvals.
I've heard of HR people and higher level executives at companies egging people on to fire or layoff someone without paperwork/justification because it saves the company severance and they get to recoup accrued bonus, 401k pension, stock options/phantom stock, etc but its a lot of liability for that HR person/hiring manager if they get called on the termination because the company will claim they have policies which require the completion of various paperwork but this is one rogue manager. I understand its at will employment in some states but there are a lot of other laws involved as well, especially when companies create layoff and termination policies.
Sounds like a VP sort of statement below. Why do companies, such as UHG, require a case to be filed for layoffs and terminations which require lots of paper work and notifications/approvals in some cases but not others?
Responding to:
UHG has no need for mgrs to "nitpick" performance issues to support a layoff decision. If a manager is "nit-picking" someone's performance, the issue is the worker's or manager's, because the enterprise can let you go anytime they like.
UHG has no need for mgrs to "nitpick" performance issues to support a layoff decision. If a manager is "nit-picking" someone's performance, the issue is the worker's or manager's, because the enterprise can let you go anytime they like. It doesn't matter where you are; if you don't live in a RTW state, then you were still required to sign a waiver for the company at time of hiring (or earlier this century for old-timers) that has the same effect.
Perhaps US citizens should post here if they were termed for "fake" performance or told termed for performance with no warning/detail at UHG. Minnesota is at will. However, this is an interesting ethical and public relations issue! I see someone below posted they were given "nitpicking" but a generous raise with the assumption it was to give Optum a reason to let higher paid workers go...so sounds like for some people performance issues are paid up for some individuals and others are termed without any warning but told they have a performance issue. Any others with info on this?
People are dreaming about going against a big company in Minnesota, especially a company like UHG. UHG and their fleet of attorneys fully know Minnesota = employment at will!
We strongly recommend that you request all of your personnel records
If you are subjected to any inappropriate behavior, you must obtain your personnel records now
While the personnel record laws are different in each state, you are entitled to your personnel records, but only if you ask for them.
Once you receive your personnel records, you can challenge your employer about the "performance problems" If you really had a performance problem, it would be recorded in your personnel records.
You can order your personnel records yourself by sending a letter to your company's legal department. You might also want to contact an employment lawyer who can submit the request for you. Big companies tend to pay more attention to attorneys.
Don't take any inappropriate behavior sitting down. You've worked hard for years, and you don't have to put up with any nonsense. Some of us have been with our employer for more than 20 years and work at HQ, and we know what really goes on
Just because your employer is large doesn't mean you have to put up with nonsense.
Challenge your employer and seek legal advice
The behavior you were subjected to is totally unacceptable
If your employer terminated you for "performance" and none of this was brought to you attention before, you need to speak with an employment lawyer
If you were denied benefits you are entitled to for "performance" reasons not brought to your attention, you need to speak with an employment lawyer
You should also send a letter to your employer's chief lawyer. If you don't know who that is, type company name and chief attorney in any search engine, and you will find it. You can also use your company's internal web site to locate that info, assuming you are still employed there. Or, you can ask a friend who is still employed there to obtain that info for you
The behavior you were subjected to is totally unacceptable
We, the American employees who have built these companies should not standby and tolerate this type of harassment, and the person who subjected you to this treatment must be held accountable.
Please continue to post info here about this outrageous treatment so American employees can help each other
We must work together to address these type of outrageous practices by companies that are completely out of control
Yes, I've heard similar for years. In November I know of called in with no performance warning, good past performance reviews, no disciplinary actions and terminated without warning for "performance" (no specific detail told ever of what this means) with remaining vacation pay, 11 months of accrued bonus/stock options/phantom stock all lost in someone blink of an eye. If your termed for "performance" in this manner there's also no severance. Company makes out like a bandit! I'm CURIOUS if they're paying off current employees with a fraction of the bonuses others lost to keep them working...until they do this to the next employees? Very sad way to do business here in America to hard working citizens. I wonder what your describing happens to non-citizen workers? Is the culture training just marketing? Why wouldn't a company, as profitable as UHG, just wait until bonuses are paid out to do a layoff rather than keep telling them your going to give them a bonus for 11 months and then ditch them without warning and not give them the accrued bonus they worked for?
Yes, I was well aware that the nitpicking and harrassment was happening to me and a couple other members of our team. Oddly enough I was given a generous raise out of the blue. Perhaps it was to make us jump through hoops, or to give Optum a reason to let higher paid workers go.