#ethics

Forced distribution ranking is such a bad idea. Why does Exxon insist on keeping it? They are willing to follow the advice of consultants on other things why not this? Is it because they know it is corrupt but they benefit from it? Are they afraid under a modern system they wouldn’t be the high performers any longer?

I just learned that the bank pays thousands of dollars to "win" the Most Ethical Companies award that we "win" every year and brag about everywhere even on our screen savers. All the companies that "win" pay Ethicsphere for the award. Is that ethical?

The saddest part is how a few toxic individuals in each department (in addition with the few HR bad apples being the glue) create this horrible life changing experience for the employees there and it’s totally acceptable.

U.S. Bank use to represent the happiest and best part of my life. Now it’s a dark cloud permanently over me.

Just keep yourself clean and do what’s right.

Stay strong until you make it through the other side for a better whatever. Because you will get there if you understand that karma is real.

Don’t let these sad individuals change you. Don’t let them take away the light and good instilled.

Don’t join the toxicity by ignorantly and blindly hopping on the toxicity bandwagon with a hunger games mentality, feeding off of the clueless “one on of us” mentality hopefuls, where every single person who joins, ends up with regret and filth that will forever leave a stain on your karma, energy, personality, and character.

Say no to living in a world where your everyday work life is spent by pretending to like toxicity in favor of being apart of the “one of us clique mindset” thinking you are playing it safe by being a “boot li---r of toxicity instead of nobleness” or a “teachers pet” falsely believing this attitude will save you from being a target of misery since you are “liked” by the ones who are deeply involved in this toxic workplace culture…. and who sadly hate themselves deep down unknowingly or not because of the decision they made to morally compromise in their choices along the way in their careers.

The likely destination joining the toxicity band wagon to see if you are a fit to have a place among the bad apples is a fools one.

Get off or quite literally jump off of the toxic bandwagon asap.

Sooner the better, your karma will continue to dwindle the longer you stay on, and becoming costlier with each stop.

Don’t sign up for a ride that ends with a destination of finding a clown costume when you arrive at the end of this trip career trip from he-l. Voluntarily or involuntarily.

Don’t waste or spend your indispensable life energy working in a place that creates literally hellish like conditions…. Or at least don’t do it voluntarily.

At the end, you will be left holding the short end of the straw, rudely awoken by being played like fiddle from the toxicity you were aware of, but foolishly thought you would be excluded from.

If you are one of the many good people working here… stay strong and find success by not being a sale out of the morales and values we all have when starting out. The world is a cold place. And right now, so is the work culture at U.S. Bank.

You cant control most events that take place in life, such as getting stuck in this he-l hole… and trying your best just to get by and provide for your family, while at the same time, trying to not become a target here and struggle for your job security in such a toxic time and toxic work place.

Please remember this most important takeaway.

We have control on how we react to events and situations.

Don’t fall for the toxic workplace bait and sign up for a one way trip for your exclusive U.S. bank clown costume.

Don’t sign off your legacy tainted with regret thinking the finish line prize was anything but a clown suite.

Don’t morally compromise and it will somehow work out. Seriously it really will. Have a conscience.

The pendulum will always swing the other way remember that.

Right now, you could be the force tilting the toxic workplace culture pendulum to swing the other way.

The simple formula to advance yourself and change things around in every aspect in life, including dealing with the toxic workplace environment here and exceeding in it at the company by driving your own vehicle to a fulfilling destination of a clean rightfully deserved promotion or advancement in your career.. Instead of foolishly making your way to become a clown.

The simple formula is do good feel good.

Believe in the good of other people.

Hold onto to being a good person knowing that even the smallest of kind acts can make a ground breaking difference in the day of your peers.

Make sure to be real with yourself. Seriously, don’t be a fool lying to yourself about how great of a person you truly are, but in reality you know that clown suit is waiting for you.

Be a good person with good intentions to advance yourself in life….. Advancment in the career latter….. or any kind of initiative in life.

This is proven to work and not a fairy tale or hippy loving vibes.

Plenty of people have reached their rightfully deserved destinations of happiness with this simple understanding of karma.

You will make it through working in such a toxic work environment at U.S. bank and ultimately it will turn out to be a win somehow someway.

Hopefully the ones who don’t have an acquired clown suit in their closet or ones who are not waiting for their very own, can speak up and spread basic human decency, dignity, and respect over the toxic culture plaguing US bank today.

Ending with a note of realism -

Sometimes you can’t soley rely on believing in the good of others.

Sometimes action is required to swing the pendulum back to the correct side.

You have to stand up for yourself and others.

Get a backbone and create an online account using the EEOC public portal and file a complaint if justified.

If you have documented proof of the easily recognizable patterns HR and management make to target and wrongfully treat you then file a complaint with the EEOC.

It is incredibly easy to create an online login in the EEOC portal and file the complaint.

Don’t fear retaliation. I know there are bad apples employed here who are such a liability to the bank because of how clueless they are when it comes down to it.

These bad apples have gone so long without being checked, that they lose touch with reality of how and what they are legally obliged to perform their role at us bank.

If you are a target, know of other people being targeted, you have documented patterns of bad apples, etc……please check and remind these bad apples because the rot is just to dam strong.

It’s really the only tool we have that can make a difference here. Dont be afraid to use it.

Start with googling “EEOC public portal login” and it’s self explanatory from this point.

Record every meeting and conversation. To make it easier when dealing with discrimination, harassment, stealing work/ideas and false accusations. Documenting interactions protects me and ensures there’s an accurate record of what was actually said. Texas is a one‑party consent state, so you are allowed to record as long as you are part of the conversation. Simply start the recording on your phone.

Shane keller wasnt relevant when he was forced to retire from UP years ago. Now he's trying real hard to get attention with a merger support article in Aug 25 Railway Age article. In his brilliant words, not mine, his guilt states hes not paid to support the merger, yet fair to say if he spent 30+ years at UP hes still a huge shareholder and benefiting quite handsomely from stocks rise from 220 to $310. Pretty sure Kellers getting paid for such a ridiculous article. STB needs to review this. Keller is chairman at Compass and likely wants to win some UP business....different company now and one that stands to benefit greatly, by supporting UP. An inside job even while on the outside. What a disgrace...

I checked the Q2 2026 NAV, and for those of us impacted by the May RIF, it's not being applied to calculate share payouts at all. It looks like nothing is being paid out post Q1. If that's accurate, years of earned compensation is just... not being paid.

I want to call out something I think is genuinely unethical about how Fidelity is handling this. Over the past several years, instead of raising base compensation, Fidelity leaned on share awards as the reward for performance. Grants from 2-3 years back that were supposed to vest and pay out over time. I put in the work to earn those.

And here's the part that really gets me: there's a clause that says you have to be actively employed on Dec 31 of a given year for those shares to pay out. Fine, maybe that makes some sense if someone quits or is fired for cause. But when the company eliminates your role — not for performance, not for anything you did — and then uses that same clause to withhold pay for work you already did years ago, that's not a "policy," that's a loophole to avoid paying people what they earned.

Fidelity talks a lot about ethics. It's in their marketing, their values statements, all of it. But quietly using a technicality to avoid paying out shares that employees earned through actual performance, right after eliminating their jobs through no fault of their own, is the opposite of that. You can't claim to value your people's hard work and then strip the payout the moment it's inconvenient for you.

Fidelity needs to actually listen and do the right thing here. Pay people what they earned through years of hard work, instead of swiping it away on a technicality the moment it's convenient.

Curious what others think. Is anyone else pushing back on this, or looking into next steps?

"Shady business practices like creating a subsidiary company which is 95% subcontractors to avoid paying unionized employees and sidestepping liability."

is this the new secret acquisition?

• KPMG Australia is cutting nearly 400 jobs, affecting about 5% of its workforce, including 27 partners.
• Most job losses will fall within the firm's consulting and business services operations.
• The restructuring follows a whistleblower scandal involving allegations that confidential client information was misused by KPMG partners to help win new business.
• The controversy has damaged KPMG Australia's reputation and client trust and contributed to the loss of government contracts and increased regulatory scrutiny.
• KPMG Australia has also experienced a leadership shakeup, with senior executives departing while investigations into governance, ethics, and the whistleblower matter continue.
• Financial pressures are mounting: KPMG Australia's revenue reportedly fell around 1% in the financial year ending in June, while demand for some consulting and business-services roles weakened.
• KPMG plans to simplify its organizational structure, including changes to advisory and dealmaking operations, as part of a broader effort to rebuild the firm and improve efficiency.
• The firm says affected employees will receive practical and well-being support, but it has not ruled out further job cuts as internal and external reviews continue.
• The Australian cuts follow other major KPMG reductions, including roughly 400 US advisory jobs and hundreds of positions in the UK during the year.
• KPMG's restructuring reflects a broader global layoff trend, with companies across consulting and technology cutting staff because of restructuring, tougher business conditions, AI-driven changes, and—in KPMG Australia's case—the financial consequences of reputational damage.

Source:
https://www.youtube.com/watch?v=BmrGMoS5pBI

Heed my warning. To those in Audit Services, more layoffs and restructuring are coming.

Want to know why you were rewarded with gifts for getting audits done as quickly as possible last year? Want to know why you are conducting quick and easy testing under the guise of taking a "risk based approach"? Want to know why you were harassed (or dare I say threatened) to come in under hours and to falsify your time sheets if necessary? Want to know why they repeatedly told you that falsifying your time wouldn't come back to haunt you because no one is looking at utilization? Want to know why they moved several audits to an unheard of FOUR year cycle? It's not because they are trying to do the right thing. It's not because they are trying to protect our members. It's because leadership was told to make a case to lessen the amount of employees needed.

The newly announced operating model means there are still too many Audit Managers and staff. Trust me, they aren't done yet.

Why is the TAO leader (P. M.) threatening an employee about his job security in front of hundreds of employees during her talk in Bengaluru? Why has the Board of Directors and CEO not taken any serious action? Are leaders at that level not accountable for their words and actions? What happened to Nokia being an Ethical Company? How do you think the employee who was being threatened felt after being embarrassed in front of hundreds of employees? Does she think this is a joking matter? What type of damage does this do to Nokia (brand, investors, customers, future contracts (gov't and commercial), employees, etc)? Should leadership be just as ACCOUNTABLE as any other employee?

As a CFP is it my fiduciary obligation to recommend clients pay .65 vs 1.35? Nice to know exactly what full service advice costs the GPs.

Caucasian hunters, resume collectors, scam baiters, or whatever the current terms are.

Congratulations Nike you have leaders who are allowing scam agencies into your mix collecting US citizen resumes to be legal when they only hire Indians.

Source below…
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This is Jim McNerney.

To me, he is symbolic of a much broader change that occurred in the American economy starting after 1980.

Companies that had historically been run by engineers, operators, and people who spent their careers working their way up through the organization increasingly began to be run by MBA and finance-oriented executives brought in from the outside.

Boeing is one of the best examples.

Boeing was once considered one of the great American companies. One reporter described it as almost less of a conventional business than an association of engineers devoted to building extraordinary flying machines.

In a sense, almost like a co-op of engineers.

Then, in 2005, Boeing hired Jim McNerney as CEO.

Under McNerney, Boeing increasingly emphasized cost reduction and financial performance.

Engineering labor costs were cut. Significant portions of engineering and manufacturing work were outsourced. The intention was to save money, but critics have argued that outsourcing ultimately created additional costs through coordination problems, repairs, redesigns, and rework.

At the same time, Boeing increasingly returned billions of dollars to shareholders through stock buybacks.

When a company generates large amounts of cash, it has choices.

It can:

• invest in research and development
• invest in new products and manufacturing capacity
• pay employees more
• build financial reserves
• acquire other businesses
• return money to shareholders through dividends or stock buybacks

The criticism of Boeing is that it increasingly chose the last option.

And that matters.

Every dollar devoted to financial engineering is a dollar that cannot simultaneously be invested in engineering, employees, manufacturing capability, or R&D.

Meanwhile, employees were raising concerns about the quality of Boeing’s products and engineering processes.

Some engineers and employees who raised concerns said they faced retaliation, harassment, or termination. Some subsequently filed whistleblower complaints with the FAA.

Years later, the Boeing whistleblower story became even darker and more controversial when two prominent whistleblowers died, fueling intense public discussion around the company and its safety culture.

Then the airplanes started crashing.

In 2018 and 2019, two Boeing 737 MAX aircraft crashed, ki-ling hundreds of people.

What is particularly striking is what happened financially.

After the first crash, Boeing’s stock would still reach an all-time high before the second crash.

Think about that.

A company could be experiencing an emerging engineering and safety catastrophe while the financial markets were simultaneously signaling extraordinary success.

Around the same period, economist Daron Acemoglu and his co-authors studied what happens when companies hire managers with business-oriented backgrounds.

One of their important findings was that worker pay tends to decline after these managers take control.

And critically, those wage reductions were not necessarily accompanied by corresponding improvements in productivity, output, investment, or efficiency.

In other words, the company was not always becoming fundamentally better.

It was becoming better at transferring value.

Less to workers.

More to executives and shareholders.

Research like this suggests that changes in corporate management philosophy may explain a meaningful portion of the rise in American income inequality.

There are several possible policy responses.

Stronger antitrust enforcement.

Greater union power.

More competition.

But another idea deserves more discussion: stakeholder capitalism.

One proposal already introduced in Congress is the Accountable Capitalism Act.

Among other reforms, it would require very large corporations to give employees representation on their boards, with workers electing 40% of directors.

The principle is simple.

If employees help create the long-term value of a company, they should have some representation in determining how that company is governed.

That changes the incentives.

Instead of corporate leadership being overwhelmingly focused on quarterly earnings, stock prices, executive compensation, and financial extraction, employees would have a formal voice representing engineering capability, institutional knowledge, product quality, long-term investment, and the durability of the company itself.

Boeing is therefore about more than Boeing.

It represents a much larger question about American capitalism:

What happens when companies stop being run primarily by people obsessed with making the product better and start being run primarily by people obsessed with making the financial metrics better?

https://vm.tiktok.com/ZN88tkwsX/

We should never want to, nor stand for, living in a society where corporations such as Humana can simply do WHATEVER they want to do.

There are written laws for which they mist adhere to AND there are unwritten laws, which we often call morals, ethics, and goodwill, which these corporations should adhere to.

Humana is failing on both fronts of written and unwritten laws.

Time they either cease to exist as a corporation or please leave Louisville as your home base so that your stench of corruption will not rub off on other local corporations, communities, and our citizens.

I could not find MyComputerCareer in the Layoff website, but it should be. This company experienced regular layoffs, almost as if they were on a 2-3 year schedule. They have these values that are not upheld, love, ethics, excellence, customer first. They are a typical predatory institutiton that the DOE, DOL and DOJ should look into.

Can the H1B petitions be filed simultaneously after already laying off 21K and now another similar double digit number within 3 months.

This is absolute mockery of immigration system.

It is deeply hypocritical for Centene to champion initiatives against homelessness while terminating thousands of employees and putting them at risk of losing their homes. Executive compensation of twenty million dollars a year while the workforce faces displacement is entirely indefensible. Centene CEO with her 20 million a year is really diabolical.

Under HK’s “leadership”, U.S. Bank has gotten so desperate as to schedule unsolicited client appointments on bankers’ schedules.
Unbeknownst to the banker, the client has not requested any appointment. The banker calls the client, thinking that he or she is an interested client seeking U.S. Banks services, and instead gets an earful, informing them that, in fact, they requested no such appointment and in some cases haven’t solicited U.S. Banks services in years.
Sometimes up to 4-5 appointments getting added to banker’s schedules, all of them undesired and unsolicited.
So the bank’s new approach is essentially spray and prey.
How much further a step is another account opening scandal from this type of conduct? GK must be so proud.

HR’s KPI seems simple: fire smoothly as many people as possible. No fairness, no compassion, no consideration just cut people ruthlessly to protect their own positions. Apparently, job security in HR means making sure everyone else loses theirs first.

Our planet is literally collapsing and local communities are being fu---d by data centers.

This ramping up of AI feels insanely near sighted, selfish, and unethical.

I'm having a hard time stomaching it. There are no real business LEADERS in the world anymore. Just sheep who think about nothing but the next quarter.

Dear ex members of the ELT,
It has now been proven that you were completely remiss and liable for the total destruction of this once great company. You placed personal ambition above fiduciary duty, personal gain and opulence above shareholder value and introduced a culture where sycophants were promoted and prudent employees dismissed. It is time you put your hands up and explained and took account for this. You have hurt a great many people, their families and loved ones along the way. Whilst at least one of you is a known narcissist, the silence is deafening. Where is this empathy that you all so dearly told us we must have?

The Indian Enforcement Directorate (ED) says more than 1,000 Truist Bank debit cards were allegedly distributed in India in the name "Santosh Kumar” and alleges this change was made to conceal the identities of the actual users and avoid drawing attention from law enforcement.

How is this possible from an internal controls PoV? Does that mean we have special accounts that can have multiple cards issued and the previous cards not automatically cancelled?

Everyone is debating GCC and pointing fingers at India or coining terms usb India.
Surprised no one is talking about what could be the real governance question.
For example, Masud Amd, Head of AI under WCIB reporting to Qasim Khan(Chicago hub) and S Sheikh, Head of AI under Digital reporting to PM (Chicago hub) are reportedly husband and wife and both work in the Doc Intelligence space leading AI.
The real question isn’t where anyone is from—it’s whether appropriate conflict-of-interest disclosures, governance, and ethical safeguards are in place. How does the Ethics Office ensure that situations like this are reviewed and managed transparently? Are the same standards applied consistently across all employees, regardless of role or seniority?
The management of WCIB Technology under QM Khan was consistently perceived as biased inclusive Gender, Race, and Ethnicity
https://www.hcamag.com/us/specialization/employment-law/employee-sues-us-bank-for-firing-her-months-after-hr-complaint/567107

these folks will never get in trouble for unprofessiomal behavior issues, right?

Does it make sense for companies to hired h1bs while layoffs are ongoing?

Ex-Citigroup managing director sentenced to 30 years in prison for s-x crimes
Associated Press
Wed, July 29, 2026 at 2:18 AM EDT

https://www.yahoo.com/news/us/articles/ex-citigroup-managing-director-sentenced-061838511.html

I've seen lots of engineers who are on visa.
No basic coding skills or any work ethics.
Been in industry for over 25 years.
Seen enough of visa scams . Ford should stop hiring Visas!!

Today they posted a link to the town hall recording. I missed the event so I was looking forward to watching.
Watched the entire recording but it was only 38 minutes long for an hour long call!
They deleted the Q&A!!!!
Talk about a lack of trust that I will ever have that they will accurately provide recordings.
Lack of ethics to edit the town hall.

Has anybody ever reported their PL to ethics or HR? They are giving easier assignments to their friends and I am not meeting metrics. Now have a weekly meeting with them and am sure they are looking to try to fire me to not have to pay severance. Trying to see if anybody has had any experience with escalation.

Corporate managers are actively exploiting the immigration system, practicing race and caste discrimination, and displacing qualified U.S. citizens.

Your immediate action is required to stop them.If you witness visa fraud, discriminatory favoritism based on race or caste, or hidden Labor Condition Application (LCA) postings, you have a civic and legal duty to blow the whistle.

Federal agencies rely directly on worker reports to shut down these illegal operations, penalize corrupt management, and enforce fair hiring practices.

Do not remain silent while corporate entities bypass federal law at the expense of American workers.Take action immediately by preserving evidence and filing formal complaints through these critical federal channels:

Document LCA Violations: Take clear photographs of mandatory Labor Condition Application (LCA) postings as physical evidence. Federal law requires these to be conspicuously displayed on corporate notice boards, breakroom bulletin boards, or directly inside manager and contractor rooms.

USCIS Fraud Detection: Submit explicit details of visa manipulation directly via the USCIS Tip Form at uscis.govDepartment of Labor:

File a formal workforce exploitation complaint with the DOL Wage and Hour Division at dol.gov

Civil Rights Violations: Report the displacement of citizen employees, racial bias, or caste discrimination to the DHS Civil Rights Complaint Portal at dhs.gov

EEOC Enforcement: Trigger a formal federal investigation into national origin, race, or caste-based discrimination via the EEOC Public Portal at eeoc.gov

All Internal hiring/firing immigration fraud must be well documented. Please be a whistleblower to report the fraudsters.
Also, report the unethical layoffs of American employees and any illegal offshoring practices.

Document LCA Violations: Take clear photographs of mandatory Labor Condition Application (LCA) postings as physical evidence. Federal law requires these to be conspicuously displayed on corporate notice boards, break room bulletin boards, or directly inside manager and contractor rooms.

USCIS Fraud Detection: Submit explicit details of visa manipulation directly via the USCIS Tip Form at uscis.govDepartment of Labor:

File a formal workforce exploitation complaint with the DOL Wage and Hour Division at dol.gov

Civil Rights Violations: Report the displacement of citizen employees, racial bias, or caste discrimination to the DHS Civil Rights Complaint Portal at dhs.gov

EEOC Enforcement: Trigger a formal federal investigation into national origin, race, or caste-based discrimination via the EEOC Public Portal at eeoc.gov

What do you think is going to happen?

With a company that is so anti employee, with literally NO regard for tenure, loyalty, performance...should we expect any transparency at all?

Managers are complicit basically just trying to assure their salary continues.

Does Dell need to be investigated for violations in their termination process?

Some koreans like hajdini are taking over, and HR are falling in line with these director's and managing directors.

Serious question for current and former Nike employees:

At what point does internal politics become corruption?

Do you think Nike has crossed that line? If so, where do you see it most, promotions, hiring, performance reviews, vendor relationships, executive decision-making, or somewhere else?

Looking for thoughtful discussion based on firsthand experience.

The fact that she can get on an all-company townhall and just blatantly lie is wild. My faith in this company has fallen so far that I no longer even trust USB to manage my money. Have been transferring my and my parents accounts to other institutions. This townhall just strongly confirmed that decision.

Juan just casually exposed that he and the Life company and the Bank president are mining member financial transactions in the Bank to determine what they pay other life insurance companies for life policies and annuities!!! That is illegal and unethical, with serious implications to the sanctity of member data he is supposed to protect. Here is what AI says. While legal under loopholes in federal laws like the Gramm-Leach-Bliley Act, consumers and ethicists generally consider this practice a breach of trust. Mining transaction data for the explicit purpose of intercepting competitor business exploits a fiduciary relationship for aggressive cross-selling.Key Ethical ArgumentsBreach of Trust: Historically, consumers view bank data as a tool for security and basic transaction processing, not as a lead-generation product for the bank's own profit centers.Lack of Transparency: Many customers remain unaware that their highly sensitive transaction histories are being combed to create targeted marketing profiles.Coercive Cross-Selling: Approaching a customer with a competing life insurance offer directly after they pay a premium can feel predatory and invasive.Current Industry ContextFinancial institutions utilize advanced predictive models to segment customers and minimize "churn" (the rate at which customers leave for competitors). However, the ethical line is crossed for many when defensive churn-prevention shifts into we-ponizing personal transaction data to undercut competitor pricing.Could you tell me which specific bank or financial institution you are looking into? I can help you find their exact privacy policies and opt-out instructions.

I recently joined Intel , first off during pay negotiation the HR said the pay range in the job description is a typo and their internal system is showing a much smaller pay range. Is this ethical ?

Secondly, Within the first month I am putting in several afterhours late nights to meet with Asia folks. This was not mentioned in the job description or interview. Is this ethical ? What would happen if I refuse late night hours.

Has anyone else noticed or heard about ongoing ethics and leadership culture issues in Nike’s Sports Marketing group?
There’s been significant turnover at the senior levels over the past couple of years. Some current and former employees are saying the ethical standards and decision-making in the group still need real improvement, even with new leadership in place.
Wondering if others have seen similar issues or if things are actually getting better.
Appreciate any honest takes.

Is there a requirement for VP's to be sociopaths? They seem to be required to lack empathy or remorse and engage in manipulative behavior to achieve that level.

It is truly disturbing to watch them in action.

I think the annual RIFs are some kind of sick psychopathic game they love to play on us to keep people in line. It must give them pleasure to destroy people's lives year after year for no reason other than to advance their own career.