How do you file a religious exemption from AI with Optum? I don't intend to use AI and want to make sure that is not used to lay me off. I figure everyone else gets out of stuff in America by playing the religion card.
6 replies (most recent on top)
Great idea, but much easier to just claim you're g-y or transgendered if you want to be protected from a layoff without having to be good at anything.
@OP LOL brilliant
Courtesy of humanity’s enemy AI:
Companies share HR data including exemptions, attendance and performance information, but the extent varies significantly depending on whether it's internal sharing or external sharing with third parties.
## Internal Sharing
Within organizations, HR data is commonly shared across departments for legitimate business purposes:
- Managers typically have access to their team's attendance and performance metrics
- Payroll departments receive attendance data to calculate wages
- IT and security teams may access monitoring logs
- Leadership often reviews aggregated workforce analytics
This internal sharing is standard practice, though companies are supposed to implement access controls and "need-to-know" policies.
## External Sharing (Third Parties)
More concerning is the growing practice of sharing employee data with outside entities:
Recent research from Northeastern University (2026) found that employee monitoring software—often called "bossware"—is transmitting worker data to major tech companies including Google, Meta, and Microsoft. The study revealed:
- 145 third-party companies receive data from these monitoring tools
- Information shared includes IP addresses, device details, websites visited, and usage patterns
- This data is used to build profiles and make inferences about employee habits, engagement levels, and even intent to leave a job
Data brokers also collect and trade employment information. Some Fortune 500 companies have been found to share or sell employee data with third-party record management firms and data brokers.
## What's Being Shared
| Data Type | Typically Shared Internally | Often Shared Externally |
|---|---|---|
| Attendance records | Yes | Sometimes (anonymized) |
| Performance reviews | Limited (managers/HR) | Rarely |
| Productivity metrics | Yes | Frequently (via software) |
| Web activity | IT/Security | Often (with tech platforms) |
| Email/calendar data | Limited | Sometimes |
## Legal Considerations
Several regulations govern this:
- GDPR and CCPA require companies to protect employee data with the same standards as customer data
- Data broker laws in some states may apply if employers share personal data with third parties
- Most jurisdictions require consent or at least notification for data sharing beyond the original purpose
## The Bottom Line
While some data sharing is necessary for business operations, the lack of transparency is the real issue. Many employees are unaware that their attendance, productivity metrics, and online activity are being transmitted to advertising platforms and data brokers. If you're concerned, you can ask your employer:
- What monitoring tools are in use
- Which third parties receive your data
- Whether you can opt out of non-essential data sharing
Damn bro you are lowkenuinely cooking right now.
It just occurred to me that this might be how I get myself ON the chopping block....Thanks for the idea.
You can try but once you are on "the list" there is probably no saving you from the chopping block. One way to be put on the list is to stir up trouble. HR is to protect the company not you.
First I'm like WTF, but now I'm thinking hmmm...maybe you're onto something. We should sabotage AI however we can. Fight the good fight brother!