Thread regarding Optum layoffs

2019 Optum layoffs

Just want to start a thread so we can consolidate the info for 2019 layoffs at Optum. Not sure if you have anything right now but it's good to have a place where we can discuss it.

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Post ID: @OP+W8QDE4r

22 replies (most recent on top)

So sorry to those impacted!! 30 years deserves major respect. Um, if stock is what they care about let’s all drop stock and invest elsewhere. Let’s go right to where it hurts them most. Even if all we have is pennies. Unrighteous money is tainted. Having financial ties to a company that is doing wrong has spiritual implications and impact to you. Align with good value, employee appreciating companies and you’ll see you’ll be able to process through was happened to you much faster and come out happy you were let go from this place. I know dropping stock helped me tremendously.

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Post ID: @6krdu+W8QDE4r

Interesting comment about the layoffs targeting those with specific review ratings. It was explained to me, that I may not get the rating I deserve, because the bosses were restricted on how they dolled out the ratings. That means I may deserve a 4 or 5, but could not get that rating, because someone else who also deserved it, was passed up the last round. So, the bosses would get creative so they could reward you at least once in awhile, and comply with the restrictions. So, if you landed on a 3 this past year because it "wasn't your turn" to get a well-deserved a 4 (very few 5's are permitted, if any), the boss might lose you because of bad timing with the layoffs. Seems to me, that business runs in cycles. Once things are good and efficient, time to rearrange the chairs again, and the efficiency undoubtedly will be lost, and then it will need to be built back up again. Centralize, then decentralize 5 years later. Build up a product, only to cut advertising and quality to squeeze a profit and bonus for the top brass. Leave before the door hits you on the behind, and the executive that follows you has a job fixing what was messed up. Wash, and Repeat. Hopefully these rounds of layoffs are just a cycle within Optum, because of the diplomat purchase or other move, and not something with the whole economy or industry wide.

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Post ID: @6kigi+W8QDE4r

I was laid off Nov 20th 2019 from Optum Tech from an IT support position, a month or so after being featured as a 30 year employee, and also given kudos for thorough Root Cause Analysis they are trying to promote! I was in the middle of two data integrity fixes, and expressed concern that there was no allowance for a knowledge transition. I was told to not talk to anyone or email anyone, and was walked out the door. I decided to comply with this request, and let them deal with the consequences. Predictably, my team was upset on how this was handled. The previous layoff a few months before was handled more gracefully, with some of the affected personnel allowed uhg access to find another position. I did not receive my severance information for 2 weeks, after I pointed it out. I heard our optum business area had a number of layoffs more recently, My boss's boss told me not to bother re-applying, as there are freezes. I was taken aback by this comment. I felt it was delivered a bit harshly, leaving me wondering if there was a personal issue, or if he simply didn't have the time to think through how to deliver that information with empathy. It is my reflection that how these layoffs are handled are not in line with the new culture (where's the compassion?). Also, it seems that these layoffs often cut to the bone which causes a loss of knowledge and skill that takes years to replace. The onshore monitoring area was let go a year or so ago, and the work sent to the offshore employees, who are struggling to keep up. Since I left, the website application I was helping to support gets intermittent errors, and no one is taking care of it. Eventually they will hire back again from the outside, and it will take months of on-boarding costs to get the new recruits up to speed. I believe the issue is pretty common, that middle to upper management have 40% or less information on what it takes to do the jobs, and are not up to speed on what is being lost and the impacts. Probably not given the time and knowledge to truly assess it, and the management above them does not want to hear about it. The truly funny part of all of this is there are still similar positions to mine posted, and I do not get any response other than "thanks for applying", yet I meet all of the requirements to a "T", and could be productive within a week, whereas someone from the outside will take months to get acclimated. As a stockholder, I feel these large companies know how much money they're making, but they have no idea how much money could be made, from better efficient use of resources and knowledge retention and careful transitions, with the "worker bee" level. Concentrate on reducing/preventing the management bloat.

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Post ID: @6kewj+W8QDE4r

I got laid off in February 2019. I saw the writing on the wall and prepared myself for the fall out. I warned team members to stick close to each other because things are going to get worse. 9 months later, massive layoffs and more to come. It took me 9 months to find a new position. I wish everyone the best the job market is rough right now.

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Post ID: @6kynj+W8QDE4r

I know the appeal department was training India and Puerto Rican teams perhaps they are our replacements? I thought this was a great job. Been here for three years this was going to be my retirement job not sure if that’s gonna work out now.

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Post ID: @6gkra+W8QDE4r

I was one of those impacted ... 19 years of service ... and I understand there are more layoffs coming. Stayed tuned for January and March 2020 announcements.

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Post ID: @6fusg+W8QDE4r

Hard to imagine that my girlfriend gave 19 years of her life to United Health, Optum, only to be discarded like yesterday's trash three weeks before Christmas. She had risen up the ranks and represented top administration only to find the company doesn't value experienced leadership. She had never had a performance evaluation less than "exceeds expectations" and 60-70 hour weeks were typical for her as she gave her all to the company.

We used to joke that the company made a billion dollars in profit every quarter. Now it is up to two billion, yet she was a part of a wave that left 400 people standing out in the cold for the holidays. If there is any question as to the corporate greed of this company, one only had to look at what they did yesterday. Any person reading this who has a health plan with United Health should drop them as quickly as they did many faithful employees. It is simply a POS company that doesn't value its people.

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Post ID: @6eywj+W8QDE4r

For those affected by the lay off on 12/4/2019. Go to your WorkOne office in New Albany on 2125 State street. They can help you with training and resumes, all kinds of workshops. Free of charge. They may also be able to help you with the Trade Adjustment Assistance.

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Post ID: @6essz+W8QDE4r

For those effected by the lay off on 12/4/2019. Go to your WorkOne office in New Albany on 2125 State street. They can help you with training and resumes, all kinds of workshops. Free of charge. They may also be able to help you with the Trade Adjustment Assistance.

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Post ID: @6ekwt+W8QDE4r

Just got off the phone with a fellow employee of Optum. She was upset because several people she personally knew were laid off today- 12-4-19. I was under the impression the November - 2019 lay offs were all they were going to do for this year.

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Post ID: @6dhcn+W8QDE4r

Warn act law which protects employees, their families, and communities by requiring most employers with 100 or more employees to provide 60 calendar-day advance notification of plant closings and mass layoffs of employees, as defined in the Act.
Mass layoffs is the key with number of employees a1000 isn't even1%

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Post ID: @5Okav+W8QDE4r

There will be another Optum layoff on 11/6 -

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Post ID: @5Luoj+W8QDE4r

Laid off due to 'changing business needs' after almost 20 years with OT. Offered severance package. Contacted attorney to review and retained same on a contingency basis. Finding appropriate contact information for UHG's general consel is difficult to say the least as no telephone number or email address, except general information (eg, HR Direct), however, knowing the corporate culture which drives the desire to 'pass the buck' was helpful in this regard. Typical UHG inepititide and sleeziness.

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Post ID: @4jyyo+W8QDE4r

Company was recently acquired by Optum. Departments merging and supervisors made to justify the workload. "We are overstaffed."

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Post ID: @3lykl+W8QDE4r

It's not just performance. It's budget. I have gotten 4's and 5's over a decade of service. It's all about budget and no one is safe. Except for senior mangement as usual. Be prepared, be ready, have a plan.

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Post ID: @1iitp+W8QDE4r

correct on the 20% each quarter. I can absolutely confirm that. Over 1000 people were notified yesterday and today. Rumor has it most 29 and 30's will be cut and the teams will report to Sr. directors. If you are part of optum IT, you should be very concerned

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Post ID: @1esxe+W8QDE4r

20% reductions every quarter in 2019. This is to 1) reduce the likelihood of bad publicity by doing it all at once and 2) moving a lot of tech roles offshore. Staff with eval ratings of 1 or 2 are the first targets in 1st qtr 2019, followed by staff that are consistently ranked a 3 for the last two years or more. Already been told that 20% of 3's are to receive no bonus; our merit pool (salary) is only around 1.7%. After decades of employment here I no longer enjoy coming to work - despite all their talk of a positive culture all they've built is a culture of constant fear, mistrust, and stress. I've actively started looking for another employer.

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Post ID: @1dwgw+W8QDE4r

If you live in these states, please learn about the WARN Act

Your employer must give you sixty days written notice before they eliminate your job (and pay you for those sixty days)

Colorado Worker Adjustment & Retraining Notification

https://www.colorado.gov/pacific/cdle/warn

Maryland

https://www.dllr.state.md.us/employment/warn.shtml

New Jersey

https://www.nj.gov/labor/lwdhome/warn/njwarn.html

New Mexico

https://www.dws.state.nm.us/Business/Business-Information/Rapid-Response-WARN-Act

Ohio

http://jfs.ohio.gov/warn/index.stm

Oregon

https://www.oregon.gov/highered/institutions-programs/workforce/Pages/warn.aspx

Pennsylvania

https://www.dli.pa.gov/Individuals/Workforce-Development/warn/Pages/default.aspx

Florida Worker Adjustment and Retraining Notification (WARN) Act

http://www.floridajobs.org/office-directory/division-of-workforce-services/workforce-programs/worker-adjustment-and-retraining-notification-(warn)-act

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Post ID: @icri+W8QDE4r

If your employer selected you for a layoff, under Federal law, your employer is required to give you 60 days notice (and pay you for those 60 days).

The 60 days is in addition to any severance you may be entitled to. This is required under the Federal Worker Adjustment and Retraining Notification (WARN) Act

In most states, there is also a state agency that enforces a similar law

If your employer does not give you the 60 days notice (and / or does not pay you for those 60 days), you may file a complaint with these state agencies. These are only a handful of agencies

If your state is not listed here, please type state name Warn Act in any search engine to identify the agency for your state

Since WARN started as a Federal law, please review this information:

https://www.doleta.gov/programs/factsht/warn.htm

Minnesota’s Mini-WARN Act

https://minnesotaemployer.com/2011/10/17/minnesotas-mini-warn-act/

Worker Adjustment and Retraining Notification (WARN) Act

Connecticut Department of Labor

https://www.ctdol.state.ct.us/progsupt/bussrvce/rrwarn.htm

New Jersey Business Closing/Mass Layoff Notification Law

https://www.nj.gov/labor/lwdhome/warn/njwarn.html

New York State Worker Adjustment and Retraining Notification (WARN) Act

https://labor.ny.gov/workforcenypartners/warn/warnportal.shtm

Arizona Department of Economic Security

https://des.az.gov/services/employment/job-seekers/workforce-professionals-landing-page/worker-adjustment-retraining

Illinois Department of Commerce and Local Workforce Innovation Areas (LWIAs)

https://www.illinois.gov/dceo/workforcedevelopment/warn/Pages/default.aspx

Commonwealth of Massachusetts or the Department of Career Service (DCS) Rapid Response team

https://www.mass.gov/service-details/worker-adjustment-and-retraining-act-warn-weekly-report

N.C. Department of Commerce Division of Workforce Solutions

https://www.nccommerce.com/business/business-closure-resources/file-warn-report

Texas Workforce Commission

https://twc.texas.gov/businesses/worker-adjustment-and-retraining-notification-warn-notices

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Post ID: @bryf+W8QDE4r

If the company plans to eliminate positions, I suspect they will eliminate older workers because they are paid more than younger workers. Therefore, older workers must share info and help each other out. This web site could be used to exchange some info, but we need a place that is password protected were people can be more candid.

Does anyone know of a service that will host a discussion group that is password protected?

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Post ID: @4dyk+W8QDE4r

Today we were told that performance eval guidelines have been changed and that 5% of each organization MUST have "resources" (i.e. people) that score only 2/5 . In this range a performance plan is mandatory. Which leads us to the next question - will these 5% be targeted for the next round of layoffs? It will be interesting to see the age group of people who will be receiving performance scores of 2.

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Post ID: @1ttu+W8QDE4r

I heard the "portals" teams are cutting a little. Wasn't told what roles, but allegedly one with recent org changes.

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Post ID: @1bzx+W8QDE4r

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