Thread regarding Cigna layoffs

The person who’s been at Cigna for 17 years post is hilarious because they think being they did it, it applies to everyone. Your privilege is not universal. I’ve literally asked for more money during the offer and acceptance process when I switched bands and was told no, the HR guy was a criminal basically and didn’t even send to see if approved. Good for you for having a beautiful American dream work experience but hard work and asking for things don’t pay off when they don’t care. I make 60% of my roles market value and cannot get anything I ask for. Idk what else to do, I assume I’m rated as a low level employee and they’re hoping I just quit or go away. I was but of a pip a year ago and they trashed anything I hoped. So I take it as trash anyone who is a try hard you don’t want to advance till they give up and quit. They can fire me before I quit unless I get another better gig. It site is always a hoot cause I read a lot of “if you don’t like it quit” which is saying “we don’t want to change anything or help you so get out”. Great attitude. Ba-f.

“tends to disproportionately disadvantage women and minorities from earning what they deserve.”

Every transaction does not involve an oppressor and an oppressed, comrade.

Let me see…if we remove “minorities” and women, we’re left with the evil white man.
RUN!!!!

**Why so scared of standing on your own experience and qualifications? Seriously? SMH.

I don’t think anyone is lying. I have definitely gotten more than 15% raises with and without promotions. However, I have had colleagues tell me they were informed that they couldn’t get an increase more than 15%. I told them it was BS because of my own experience but they believed what they were told as most people do talking to HR.

I understand advocating for yourself but I also wish people would appreciate someone’s obvious worth.

Im sure the poster is lying but a policy banning raises of more than 15% is simply not true at all. I’ve hired people giving them up to 40% raises from their previous roles, and given them mid year off cycle raises the same year to bring them closer to the rest of my team. It requires some justification and leadership approval but is certainly not banned.

“tends to disproportionately disadvantage women and minorities from earning what they deserve.”

Every transaction does not involve an oppressor and an oppressed, comrade.

Let me see…if we remove “minorities” and women, we’re left with the evil white man.
RUN!!!!

Salary history ban laws are active in over half the states, and apply to internal role changes, so you absolutely could potentially get a 35% + increase, as long as HR is following the law. In most states our current salary should not be known or taken into account in a salary negotiation, look it up. A new offer should be based on qualifications and experience not previous salary, which tends to disproportionately disadvantage women and minorities from earning what they deserve.

We have a policy that limits pay increase to no more than 15% in one year and that includes promotions, except if you go to the highest band. I know this for a fact, so the 36 per center is lying.

“I just got 36% over the last year ”

No you didn’t.

“I'm loud and can very liberally throw down the facts to their face. I tell them exactly what I think and if they don't want to hear it I ask for a skip-level meeting.”

This may come as a surprise but your managers don’t like you and will probably throw you to the wolves the first chance they get. Your coworkers probably hate you cause no one likes the know-it-all who shoves their opinion down everyone else’s throats and then whines to skip level when they don’t like what they’re told. Guess you and the other “whiner” are more alike than you think LOL

Sorry but I think it's funny this person is bragging about being with a company for 17 years and still only making just over 100k pre tax

Advancement is part luck park skill, like everything else in life. I've been happy at Cigna and while I do work hard, I'm under no illusion that that's the only reason I'm doing okay.I've also gotten incredibly lucky with having two amazingly supportive managers. I've seen friends smarter and harder working than I held back by bad managers and organizations. If you're on the lucky side, bring along your hard working, smart friends! When I landed in my current area, I was quickly able to get two of my former coworkers hired into the org and now all three of us can enjoy a good spot together.

“ I'm loud and can very liberally throw down the facts to their face”

Easy tiger

If you find yourself typing a five paragraph essay on an online forum, take a breath. It’s simply not that serious.

@2gvl+1sx2zjgS . “I would never accept 6%”. If you were in my role you’d have two choices. Accept or quit. And because I love my team and used to trust my manger (who had turned out to be very deceptive and manipulative) I have stayed. I thought the hard work and recognition would pay off eventually. It hasn’t. And that’s what you are too stupid and arrogant to understand. Its not a level playing field, the unworthy can get promoted, doing the right thing might not ever pay off, and that companies like Cigna deserve no loyalty and they deserve only the minimum of what will get you what you want.

You’re a Gen X Boomer, and you’re bragging to a bunch of people who think you are out of touch, heartless, and that makes us think you are fat, entitled, and part of the problem. I Hope you get laid off and find out just how wrong you are and that all your gains and bravado were worth nothing in the end.

If they like you, they promote you. Not sure what Gen X is ranting about. I'm Gen X, didn't do much to earn promotions other than be likeable by the right people and I too moved up over 100k quickly. I'd be worth having a discussion with your manager, Cigna ideally is set up to find growth within. Oddly, I've never heard of someone blocking a transfer, if they need you on a project for a bit longer that can be negotiated. I've seen that happen around me a few times. Good luck OP, I hope you do get the transfer and ha an opportunity to add more to your skill set and value. That other Gen-exer wanted nothing to do but brag and demean - wierd.

@2ysc+1sx2zjgS and @2kql+1sx2zjgS
See, you can't even do basic math. I'm Gen X and you just proved my point. I'm hardly a bootlicker. Management hates it when I'm pi---d about something because I don't hold back. I'm loud and can very liberally throw down the facts to their face. I tell them exactly what I think and if they don't want to hear it I ask for a skip-level meeting. You on the other hand are complaining online to people who aren't in a position to change anything for anyone. You feel entitled and you aren't. I would have never accepted 6% over 5 years. If I had given my 100%, I would have walked because I know my worth. I looked for ways to expand my value without someone telling me to. I did Cigna U courses on my own time and learned skills my peers didn't have. I asked for stretch assignments and I did them well. I earned every penny of every raise and bonus. Have you done those things consistently?

Not one person who's ever had a Cigna W@H position was ever told it was not subject to change. If you thought having one meant you would have it forever, that's your mistake for never reading the documents. Do you remember the phrase, based on business need? You and I are employees of a company that exists as a for-profit to make money. Our jobs are a two-way street. You're free to leave if you're unhappy, unfulfilled, or un-whatever. Cigna is free to make changes as leadership deems advantageous.

I can tell you why your manager wouldn't release you if you got an offer after your interview. It's one of two things; you're not as awesome as you think you are, or you're just as good as you say and you make their metrics look good so they can't afford to let you move. Either way, it's on you to do something about that.

Oh, and the house was only $750K. :)

@2kql+1sx2zjgS Ok boot licking boomer. Go enjoy your million dollar house you paid $3500 for.

@2kql+1sx2zjgS Fair enough in your case. But what about me? I have worked my butt off, exceeded expectations in every review, and even won a Quarterly Standout award a few years back. I have asked for raises and promotions and have been told that “it’s not in the budget” and “we can’t just make you an Advisor when you are an Analyst”. I had an interview with another team but my manager would not release me. I make 6% more than I did 5 years ago which is really a pay cut due to inflation. I have never gotten more than 50% of bonus target because “budget”. Also I was hired to WAH but am now forced into an office where no one on my team is and no one in my leadership chain is. So I am making even less money with no visibility or collaboration. You can’t tell me this is whining, this is a legitimate grievance. I never ever complain to anyone in my team or management. You’re right about “Decide what role you want in the future and work towards that goal.” but what is very clear is that is not going to be at Cigna. Not all of us are as lucky as you with having reasonable leaders or opportunities. And if you still think I’m whining, I’ll just say that after 17 years you should know better boomer.

I have been working from home full-time for 17 years, and I'm still designated as such. The comments about advancement when working from home vs. working in an office are BS. I've advanced 5 times and my pre-tax salary is over $100K with a range in my current role between $85K and $125K. I started in customer service 20 years ago, in the office, at $11 something an hour. I was the top CSA in my office (production and quality) and I started getting my name out there. Managers listen and take note when someone shines. I did the same in every position I've been in since, and many of you would know my name even if you've never met me.

Long story short, do work you want to be noticed for, and stop trying to change what is not going to change. Decide what role you want in the future and work towards that goal. Whining never got anyone noticed in a good way, and if you are half as whiny in an office and on your team, everyone knows about it. No one is to blame for your situation, good or bad, except you.

Cigna leadership lied to its employee base? Shocked, I tell you. Totally shocked

The cost of living raise was such a lie. Teams in higher/rising COL areas were given a $1 raise on top of meager merit raises, while teams in MO and other lower-cost regions were given larger bumps, if I remember correctly.

Not to mention the promise of $18 an hour minimum company-wide that was magically forgotten two years ago!

The pay range should not vary based on WAH or in office, but it can vary based upon the location of the employee if they are in a high-cost location (ie NYC, San Francisco, etc) because there is a geo/market factor bump available for hiring managers to use at their discretion or if candidate negotiated at hire (or promotion) in locations that are more expensive to live. The reason the pay scales were added was because of state laws in places like Colorado that forced Cigna to list them (which all employers should be forced to do IMO). Since all of the jobs were remote with the pandemic, there was no way to post only CO residents could apply to CO jobs, which meant they had to publish the scale for all jobs - because if someone in CO applied, Cigna would have been out of compliance with the law.

With FOW - HR can post the job and say it’s hybrid and align to a state/location that doesn’t have that salary scale disclosure requirement and remove the scale again legally. It honestly wouldn’t surprise me if that was a bullet in the “pro’s” column when they started working on FOW plans, because if it’s shady and beneficial to them, hands down they will make it happen. Sadly I’ve been looking for something externally for almost 3 months. This is not the company it was when I started oh too many years ago.

I find it hard to believe that pay rates for hybrid vs WFH is set in stone. Those designations can change over time. Are we supposed to believe that our paychecks are going to fluctuate? Employees do not have a choice as to what group they get assigned to. Some of us are “workplace designated” but “no seat assigned” because there literally are not seats available. It’s not our fault there are not enough offices in a 50 mile radius, so my pay has to suffer?

"I have not seen a single manager in my org who was promoted from within."

Wow this is interesting as it could not be less true for my org. All of the band 5s and above in my org were promoted from within cigna, most from within the org/area we're in.

I was hired WAH before the pandemic. Switched teams about 18 months in in an advancement opportunity. Got sent back to the office. There is no opportunity for advancement in the office and getting “face time” with my leadership won’t happen because they are in other offices or WAH. I don’t think they are tying advancement to being in office, though some people might get that advantage if they are in same office as their leads. But once you are at top of Band 4 like me, advancement kind of dries up without leaving Cigna and coming back later. I have not seen a single manager in my org who was promoted from within. Always outsiders.

And if staying WAH was a pay cut, I’d gladly take it. I am already losing several thousand a year in a gas, and depreciation so in office is a pay cut. And the time I’ve lost with my kids is invaluable and not recoverable. Guess tax revenue and warm seats are more important than me or my kids. Good job Cigna…your employees love where you’re driving the company cause we all LOVE dirt.

That makes sense, commuting is so expensive

For those of you who were WAH pre-COVID, is the idea that in person is better for advancement new to you? I was always under the impression that being in office was better for career advancement and that it wasn’t recommended to move WAH unless you were happy staying stagnant. This was due to the value of networking/face time with leaders and due to higher roles (b6 and up) being primarily in office. I was in person before covid as were most people I worked with, so I’m wondering if that maybe colored our perceptions.

Most of the internal jobs posted now are hybrid.

That basically omits WFH employees from advancing.