I am praying that I am on the Layoff list
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I am working for another insurance company. Case Management, the program is just not set up like HAH---- I think HAH was being structured like a call center, just steer away from Case Management programs that have daily metrics and call times. There are Case management programs that allow you to think and coordinate with other professionals to help members. Ask questions during interviews. My HAH 3 years ago said I would have a case load and a month to work with the members and continuing education requirements etc---- somehow, literally in the dark of night a new COM showed up and every second of our day was scrutinized. I have to say, I was logging on during my own time to read new policy or do my call reviews, success stories, I didn't mind, it was my choice to do a great job, always had great evaluations and raises. Then MF I guess, and I could not leave at 3:30 for a dentist unless my contacts were 10 and call time 3.5---- never mind that I would work over the day before to make it up. Due to my roster time zone, I could not call before 8:30 my time and if I could not make it back from dentist in time to get more calls before 7pm, I had to be counseled the next day. I felt like a telemarketer that had not reached quota. The phrases you have to say all the time, "may I share some information"---- I have a 3 year relationship with this member, if I say that when talking about their recent blood sugars, they say, "why are you saying that, of course you can, let's talk about this, I've been waiting to talk to you aboyt this" such rigid BS--- if I was making a brand new call to a brand new member, I can see saying, "hey can I share......", but these people feel like they are our friends and they don't respond to our "canned phrases"--- I wanted to be a nurse again and think, and help and promote health and well being.
Pto policy is that they will pay it out only if you have been there at least a year. Less than a year and they don't give you a dime
You mail in the equipment, they send you labels. And yes they will pay your PTO
Did Humana let you take your PTO with you when you put in your notice? If we just leave and don't give notice, do we lose our PTO? I too am at my breaking point and once I find something don't think I can possibly work out a 2 week notice and I actually just plan on leaving. Do we have to bring our equipment to an office or mail it back?
I know you probably can't say were you work now because it might give away your identify, but can you elude to if it is insurance, hospital, home health, hospice? I am looking to leave too but have not found anything yet. Can you also say what state? Were you able to get a raise? Do they pay more for certification in case management?
This was my first week away from Humana. I also started my new job. No call times, no daily call metrics. I have a monthly Case load, paid lunches that you can take. I'm salary, I can leave early for appointments. Nobody was tense and nervous, fearful of meeting the metrics for the day. 3 weeks of orientation to the company and the department, then a couple more weeks with my nurse mentor that will show me how to set up my day and do my job. 6 months before the expect me to have a full caseload, which is no where near 240!!!!! Relief! I feel respected and appreciated and there doesn't seem to be a MF looming in the wings ready to destroy the program. I hope my members catch on and leave soon!
I also wonder what was the point of the meeting. Why did they have to have the meeting Friday afternoon ? So we still have to make ten contacts a day. It makes me wonder what is coming next week. If this new tracking tool is so wonderful then management will have more time and be available to make calls also.
Where was MF who started all this. I don't trust them at all. Somehow we will be told that we misunderstood what was said today. What about talk time, aux codes and all the surveys. They have turned us into robots. I don't even know what to say on a call anymore. Did I give the disclaimer word for word. Did I give my FULL title to the spouse, that breaks HIPPA. I spend too much time talking about other things and need to bring it back to their health. I was told when I started that if they have a dog, get the dogs name. Those types of personal things will help them to want to talk to you. Now it is all changed.
No I have not read the article yet but yes all areas of Humana are stressful.
The 2016 Well being report paints a picture of this wonderful health of the employees and makes it seem like everyone here is happy. Has anyone read it yet? Is HAH the only division in Humana that is having this horrible stress and pressure?
Humana tell us to help members set reachable goals, but they don't follow the same rules for employees. If you set reachable metrics you are just setting employees up for failure. Hope eventually leadership realize that they are loosing good employees and money with such high turn over rate.
My understanding was that the minimum expectation was 8.8 per day but they are looking for a weekly minimum expectation of 44 calls per week for a 5 day work week. I did not hear anything about monthly expectations today. Are you referring to our SNAP report each month?
It was urgent because the resignations are piling up on their desks, the money makers are leaving and they are throwing us crumbs and pretending they care but they don't, look what they've done to us over the past couple of years, they aren't changing.
I'm leaving also. Was not sure why this meeting was so urgent and what it was about. Management has never come out and said the average should be based on the pier average but your coach will push you.
The honeymoon phase of the abusive relationship!
HCMRN here. I'm still leaving, it's like being in an abusive relationship, abusers never change. They've treated us like crap for a long time now throwing some crumbs trying to prevent further desertion of this sinking ship, too late!
45 minutes to talk about nothing!
I'm still not understanding what the meaning of the meeting was? They are saying more about what they don't know. We still are expected to make 10 contacts and coached when we don't. This was a ridiculous waste of time.
Don't get excited, we are still required to meet a percentage of contacts a month based on our roster size which still equals 9.6 a day. The 8.7 number is pointless as a "minimum" expectation when our rosters are so large.
Here we go. It is our fault we misunderstood the pier average.
Darn would love to be on that list as well lol. Oh well have some job interviews lined up anyway.
They say it is good news
HAH HCM RN, I have that meeting with Tyler and Sanders. Let's see what news they have to share with us.