Below are all the posts — topics as well as replies — that mention the hashtag #ethics.
Mention #ethics in your post to continue the discussion!
https://www.ignites.com/c/5156214/727834
Read the article with my free account…
All I can say is this person was one of us (a little higher level than most of us though) and out there speaking the truth, raising concerns, trying to get people to listen - for what just to be canned for being a whistleblower.
So much for our ethics and “if you see something say something” policy.
Everyone better tread lightly here.
They are hiding Compliance and other areas of Corporate Risk headcount numbers from regulators.
We remain unethical and shady.
HCA Healthcare’s offshoring of American IT jobs to India is a gut-wrenching betrayal that should outrage every American who values fairness, loyalty, and the integrity of our healthcare system. When CTO Sai Adivi announced the end of many American IT careers in an impromptu, secretive, BCC’d Webex call, citing a "successful pilot" and the move to "Phase 2" while referencing other Fortune 100 companies, the message was already cold. But the kn--e twists deeper with the detailed plans for affected employees to spend their final months in left-seat/right-seat training and job shadowing, meticulously documenting every skill and technology in SOPs so their Hyderabad replacements can take over. All of this while managers in large group chats including the affected employees post cheerful "happy work anniversary" congratulations.
This is not business as usual. This is a company founded by American physicians on American soil, built by generations of dedicated American workers, and kept afloat by nearly 47 million mostly American patient encounters every year, with tens of billions pouring in from American taxpayers through Medicare and Medicaid. HCA’s stock languished in the low-to-mid $20s until the 2012 Obamacare ruling dramatically boosted its insured-patient volume and share price. Yet today, at well over $400 per share, HCA looks its own people in the eye and offers veteran employees with 20+ years of service a severance package well below Fortune 100 averages, saying their knowledge, sacrifice, and loyalty are worth less than the savings from shipping jobs to Hyderabad.
The "train your replacement" mandate is cruel and humiliating. Forcing dedicated Americans to dismantle their own careers, hand over hard-earned institutional knowledge that keeps hospitals safe and patients protected, and then sit idle answering questions until the India team can stand alone, while the company pretends everything is normal and business as usual, is an insult that adds financial hardship, emotional devastation, and profound disrespect on top of job loss. It risks patient-care disruptions, erodes decades of U.S.-based expertise, and treats people who helped build HCA into a powerhouse as disposable.
HCA’s founders spoke of putting patients first. Today’s leadership, under the continuing influence of the Frist family, who still hold massive ownership and board power, has utterly abandoned that vision. Patients, American workers, and the taxpayers who subsidize this empire are no longer the priority. Cheap foreign labor and swollen profits are piloting the ship.
Politicians who accept campaign support, lobbying influence, or oversee the massive Medicare and Medicaid dollars flowing to HCA must be held accountable. Demand they investigate these practices, protect American jobs in critical healthcare infrastructure, and ensure taxpayer money doesn’t fund the offshoring of American livelihoods.
Shareholders and the board (including Frist family representatives) should also face pressure to replace leadership that has so clearly failed the original intent of the founders. The mission was patient care and human life, not maximizing margins by discarding the American workers who made it all possible.
American patients deserve a healthcare giant that actually protects their data and delivers reliable care with professionals who understand them. American workers deserve employers who honor their service instead of treating them as disposable after decades on the job, especially while forcing them to train their own replacements and pretending everything is normal in the company chat.
HCA should be beyond ashamed. It should immediately halt this offshoring, retain and invest in its American workforce, and rediscover the patient-first values its founders claimed to champion. Anything less confirms that for this company, loyalty, country, basic human decency, and the American dream mean absolutely nothing when profits are on the line.
This cannot stand. Not for HCA Healthcare. Not for any other American company that relies on the American taxpayer for its survival.
This post truly deserved a thread of its own so it could be seen by more people. OP is @qm+1kqg2w845.
In my local Virginia paper, there was an article about LHX expanding its Orange County, VA rocket parts plant. The article ended with a paragraph about LHX providing false pricing data to the US Military in 2025 and had to pay $62M to USG. I’m I the only one who hadn’t heard about this?
Great article regarding the 7 years of CMS non compliance - all under Gail, Fiona and Gloria’s watch. Be clear this is not a difference of opinion on what it takes to be CMS compliant, I believe there were decisions made that it was easier to just fake it and see what they could get away; it was cheaper to risk non compliance than to spend the money to get the data in order. Why won’t they let Pete testify? Doesn’t sound transparent or ethical and it is not good leadership. The Board members who weren’t part of the FA stage need to hold those that were accountable and make some changes cause they are about to enter the FO stage.
https://www.healthcare-brew.com/stories/2026/05/04/elevance-estimates-935m-avoid-CMS-sanctions
With all the Risk folks getting downsized, I was wondering if anyone has experience on retaliation claims. The conduct risk person said they review claims but only a small amount are deemed true retaliation. Funny how the training we take outlines examples of retaliation but those are not retaliation when Conduct Risk investigates.
Dodging responsibility yet again like that case in the Charlotte observer.
Charlie and Bei should be ashamed of themselves. WF is Not a top 5 company for employees…
Anyone know the real numbers? I fear these numbers are artificially LOW…
Doing CAPs to manage people out and avoid paying severance has been happening a lot for at least a couple of years.
We are hearing about it more because it works and they are doing it more. The company saves money by pushing out long-term, expensive employees, especially those seen as too vocal, ethical, or outside the in-crowd.
Expect more of this. Most people do not have the money, time, or stability to fight it legally, and many assume it cannot happen to them until it does.
Are some execs just getting a slap on the wrist for abusing their expense, per diem, and allowance accounts? I saw hints of it, but I can't tell for sure.
That's the tricky culture in action.
Not trying to stir anything, just curious how others see this.
CS sits on the board of Microsoft, and we’re seeing a strong push for Copilot internally.
Has anyone experienced harassment or different treatment for being g-y, or for being assumed to be g-y?
I’m not out at work, and I’m not completely sure what is going on, but several strange and concerning things have happened that make me feel like I may be getting pushed out. My performance has been consistently strong, but people have suggested I'm on the verge of being let go.
At this point, I do not feel comfortable trusting my management chain, and I think HR might have been involved as well. I’m trying to understand the safest way to protect myself and get help without making the situation worse.
For anyone who has dealt with something similar, did you document quietly and then get pushed out quietly, use an ethics/speak-up channel, or find a trusted senior leader outside your chain of command? Lawyers have told me to stay quiet until something happens on a more concrete level, but I love what I do and don't want to be quietly pushed out only to have to be given the choice between a package and legal action.
Just like the other poster who reported a coffee badging colleague, I think it’s all our duty to do this. Coffee badging is a business code of conduct violation, as evidenced by the recent Code of Conduct training and the article about being deceptive about working time and location using a mouse jiggler. You can anonymously report the coffee badging activity using the Speak Up or ethics hotline I believe. I haven’t done this since I haven’t seen anyone do it myself in person, but I think that guy who reported his colleague, didn’t do anything wrong. In fact, it is in line with the TIAA code of conduct to report an ethics violation. If HR does anything about it, that’s up to them. But technically it is our duty as employees to report this type of behavior.
They decided everything about the old way was bad. So they changed it all. Constant layoffs now. A reorganization that failed completely. Revenue keeps dropping. All they focus on is cutting costs. Ethics failures keep happening. Promotions go to the wrong people. The environment is toxic. Fear and distrust are everywhere. Leadership never tells us anything useful. If you hated what Ford used to be, you'll love what it's become. The rest of us are just watching it fall apart.
A senior manager recently left the company not because they were looking for a better position but they started looking for a better position when it was explained to them that it was better to have power point slides that showed everything was on target and budget and with green checkmarks than telling the truth.
The senior manger was working on some key project(s) that was integrating legacy systems between Xerox and Lexmark.
These are the type of leaders that we need to move forward with a healthy balance sheets — the ones that will speak truth to leadership but we have a leadership that isn’t interested in hearing and sharing up to the VP and EC levels.
It’s our lost as a company that this Senior Manager left. Hopefully this manager leaving will be a warning sign to leadership but somehow I doubt it.
The unehtical McKinsey folks ...our CEOs former employer, ready to fu-k us all over. Get ready folks, this is how far we've fallen from the most "ethical" company. https://youtu.be/K1cJqB0X_BA?si=V1X6W1X7DWt6vvwn
Citi is quietly doing layoffs without much noise like Amazon or Microsoft. They are not in news much.
The government must look into the fake internal job postings, promotions for favorite candidates, and immigration visa abuse. Citi is notorious for replacing American workers with H1B, L1 TN, OPT, H4 EAD candidates.
They hire in India, Ireland, Poland, Costa Rica Singapore, and their last option is hiring in the USA.
Most of the Indian managers are racists and they discriminate other south asians based on caste and culture. It's a absolute disgrace to the America.
Citi HR and Ethics teams are a joke!
They will hire overseas and make them rich and show layoffs in the USA to bump up the stock!
The only strategy is lay off people and get more bonuses! This cannot survive for long. It's a shame that the assets of the big four banks in the USA are not even comparable to some average banks in China.
If you are fired or reprimanded because of Pega Workforce Intelligence it is defiantly cause for class action.
In summary, Pega Workforce Intelligence is generally considered a legal tool for workplace surveillance when used on company property, but it raises significant ethical and privacy concerns when not implemented transparently.
How is HR or someone at the top think this is a good idea. Several highly tenured employees are being put on 30 plans who have never received warnings or prior poor ratings. If this is the plan to move out employees without paying severance, this should be illegal. #concern #ageism #unethicalHRpractice #values #ethics
Report concerns to the Ethics Line by phone - In the U.S. call 866.ETHICS4 (866.384.4274). Available 24/7, the Ethics Line is a confidential resource provided by an independent third party.
have unlimited openings for non hardworking people with proven scammer skills and low or non existant work ethic
I'm not surprised IP tracking happened. That seemed inevitable, but retroactively changing RTO targets after employees were working toward a previous set of expectations? WOW. What kind of company does this sort of thing? Let alone a company that shouts to the heavens about its ethics awards won. They have set the stage to change targets again in the future and retroactively juke the stats. These people are shameful and have none of it.
This is truly unbelievable. What an unserious bank.
So do we think those that are now showing under 60% the last 5 months are going to be fired? Doesn't seem ethical to change it and then use it against us. I was hitting 11 days but that isn't hitting this new 60% goal.
https://capitalandmain.com/oil-companies-accused-of-massive-accounting-fraud-in-new-mexico.
"Oil companies ExxonMobil, Empire Petroleum and their subsidiaries engaged in accounting fraud that could cost the state nearly $200 million, a lawsuit filed in New Mexico District Court alleges. If successful, plaintiffs say the case could change how old oil and gas assets are sold, leading to fewer orphan wells in the future"
I was laid off last month, in my project it's alone me but I know few people on the floor who were laid off before/after me..few things are very common among us, we got 4 last year,all of us raised a case with HR and as we did not hear from HR ,we raised it with Ethics too..anyone else? I know no point but would like to know if that was the pattern ..as I know 2 more people who got 4 and still no laid off
Has anyone filed one?
Did you sign your name?
Or stay anonymous?
Was any action taken?
Did you fear retaliation?
conviction and belief then
THEY SHOULD WORK WITHOUT COMPENSATION IN LIEU OF STOCK OPTION.
THEN WE WILL BELIEVE IN EVERYTHING THAT YOU SAY.
BNY’s “Art of the Deal” has evolved into a single, elegant operating principle: if someone, somewhere, can do it cheaper, that’s where the work goes. Labor arbitrage — the classic corporate maneuver of shifting jobs to lower‑wage regions with “cost‑efficient” labor markets — has become less a strategy and more a reflex. Afterall, why invest in career development when you can invest in currency exchange rates with a more certain and predictable value?
In practice, it’s simple: move high‑cost work to lower‑cost countries, call it “global delivery optimization,” and hope no one notices that the new team is operating under labor standards last updated during the Bronze Age. The savings look great on paper, especially when you don’t include the footnote about quality, continuity, or the sudden disappearance of institutional knowledge from the U.S. Labor Economy.
Enter Eliza, the newest cost‑savings miracle and workplace discombobulator. It doesn’t sleep or complain, doesn’t have federal and state workplace rights or require WARN Act notifications, and confidently produces answers in mere milliseconds that are well… almost correct. Leadership calls it “innovation.” Employees call it “the algorithm that took my job and then asked me to validate its output.”
Meanwhile, ethical considerations pile up like cord wood and read like a stack of unread compliance emails:
• Job displacement disguised as “strategic realignment.”
• Meritocracy replaced by “who costs less per hour.”
• Career development reduced to “train your offshore replacement.”
• Labor standards outsourced to jurisdictions where “worker protections” are more of a suggestion.
• Cost vs. quality resolved by redefining quality as “good enough not to trigger a regulator.”
In the end, BNY’s labor‑arbitrage strategy and its ethical decision‑making exist in a kind of corporate parallel universe—technically adjacent, rarely intersecting. Our 240+ year old bank celebrates cost savings as strategic genius while quietly outsourcing not just jobs, but responsibility itself. Meanwhile, ethical considerations like job displacement, fair labor standards, career mobility, and the integrity of meritocracy are acknowledged only long enough to be converted into bullet points for an Environmental, Social, and Governance (ESG) slide parked in the back of the deck.
In summary, if the spreadsheet says “cheaper,” the strategy says “approved,” and ethics becomes lost as a post‑decision branding exercise. It’s simply a system where cost wins, quality negotiates, and social responsibility waves politely from the parking lot.
Do as i say not as i do. I will take your pay and with your money i will increase my salary by millions every year.
You deserve pay cuts every year for your hard work and delivering. This is all fair and ethical. I have different ethics to you, i deserve everything and you deserve 0.
Why is it everyday we are instructed to lie about what we do? Manager and GM both tell me to Customer Exception cars in my work order reporting today and blame the customer for cars not getting spotted because we didn't have crews to pull the unit train that was blocking the industry. I question it and get told do it so they don't take "hits" on ISP numbers and that Failure to Comply is an option. So I have to lie and potentially get fired or not lie and potentially get fired.
https://www.theregister.com/2026/03/02/sap_teradata_settlement/
This is one of the most loud and clear signals about SAP's lack of ethics and integrity. The court is finding SAP guilty!
In June 2018, Teradata sued SAP, alleging the database giant undertook a "decade-long campaign of trade secret misappropriation, copyright infringement and antitrust violations."
Teradata alleged that SAP used its strength in the ERP market to "lure" it into a joint venture in 2008 and then "quickly grab market share" in data warehousing. In September the same year, SAP tried to get the lawsuit thrown out for good, arguing it was "factually groundless."
Proverbs 26:27
“Whoever digs a pit will fall into it; if someone rolls a stone, it will roll back on them.”
How many competitors has CVS put out of business? Independent pharmacies, small chains, regional chains, and so forth. CVS has put so many out of business. Yet when it happens to them, they cry foul, or they cry government overreach. Yet CVS doesn't realize that you reap what you sow. CVS owns the largest PBM, they own the largest pharmacy chain, they own one of the biggest insurance companies, not to mention all the other various companies they own. They've become like a monopoly because they own so much market share.
All that said, it's very hypocritical of CVS to cry foul, when the very same thing they do to others is done to them. If you can't stand the heat, get out of the kitchen. Corporate you reap what you sow.
So he could be part of Trumps AI board. First, he took the knee, which is embarrassing for him and his company.
Second, he just reaffirmed he’d do anything for a buck
Finally, he showed what a greedy, money grubbing wh--e he is.
The leader who seems to be behind this was employed by this contracting company. Check out his LinkedIn.
If you ever needed proof that ethical leadership is the load‑bearing pillar of any functioning organization — especially one trying to execute strategy or implement AI — look no further than the heralded halls of 240G. It serves as a cautionary tale carved into the ruins of a once‑stable institution: the pillars are cracking, the principles are eroding, and leadership is standing beneath the rubble insisting everything is “on track.”
Ethical leadership is supposed to be the foundation that holds up culture, trust, and long‑term strategy. Without it, the entire structure becomes a hollow monument — impressive from a distance, but one strong gust of “cost optimization” away from collapse. And according to current and recent leadership experience, that gust arrives at least once per quarter.
In a healthy organization, leaders model integrity, transparency, and accountability. In the version described on this site, leadership treats principles like decorative columns: nice to look at, but purely ornamental. They talk about values while quietly chiseling away at them by their own examples. They praise employees for resilience while removing the very supports that make resilience possible. They speak of transformation as if it’s a noble journey, not a slow demolition of institutional memory.
This is where AI enters the picture — and where the absence of ethical leadership may become catastrophic.
AI can be a powerful tool for strategy execution, but only if guided by leaders who understand its impact on people, processes, and culture.
Without ethics, AI becomes a mechanized wrecking ball: efficient, emotionless, and devastatingly precise.
Imagine an AI trained on the behaviors described on this site by our current and former associates. It would:
• Automate layoffs with the enthusiasm of a demolition crew
• Flag “low engagement” as a structural defect
• Recommend replacing experience with cheaper concrete
• Generate leadership messages that say nothing but sound inspirational
Strategy execution cannot survive in a culture where the pillars are cracking and leadership keeps insisting the dust clouds are “a sign of progress.” AI certainly can’t.
The truth is simple:
You cannot build a sustainable future on eroded principles.
Not with strategy.
Not with AI.
Not with any amount of corporate spin.
Ethical leadership isn’t optional — it’s the only thing preventing the entire structure from collapsing on the people still holding it up.
That's all. Thank you.
Some info for new employees: knowledgeable others’ feedback (KOF) does not always reflect true performance. You can have great KOFs but poor ranking outcome and vise versa, depending on internal dynamics.
Gainwell makes all of these claims that it prevents fraud, waste, and abuse in the Medicaid world. Yet Gainwell are the ones committing the fraud. Gainwell is stealing from the states. And now more lawsuits around Gainwell committing fraud. When will the states wise up and stop buying snake oil from Gainwell?
HP has spent years testing how much friction its customers will tolerate — DRM-ink cartridges, firmware that blocks third-party supplies, and a CEO who called non-subscription customers a "bad investment." Forced wait times fit the pattern: treat the customer as a cost to be minimized rather than a person to be helped.
https://boingboing.net/2026/03/20/hp-made-support-callers-wait-15-minutes-on-purpose-even-when-agents-were-free.html
This was just filed in California and it fits exactly what everyone here is talking about with Billing Fraud and stealing from the states.
The lawyers are accusing Gainwell of illegally billing and defrauding the state clients.
The lawsuit said Gainwell fired a manager because of “her complaints to
management about two issues: (1) Gainwell’s illegal practice of billing out resources/employees across multiple contracts and (2) Gainwell’s requirement that employees work overtime, bill the client, but not pay the employees.
Gainwell’s Illegal Billing Practices
"Multiple leadership calls alleged that Gainwell could not have
resources assigned to one contract work on other contracts. Ms. Smith was turning everybody on the Denti-Cal account into double-billable resources by also assigning them onto other contracts. Ms. Smith instructed BLANK and others to bill certain employees across multiple projects. Ms. BLANK repeatedly told her that was not allowed, was illegal, and violates the contracts. Gainwell’s contracts
with its customers expressly prohibit this type of double-dipping. Gainwell was prohibited from using an employee on other accounts when this employee was fully committed to working on other projects."
If you work in California, here are the lawyers suing Gainwell for fraud: BLAIR & RAMIREZ LLP
What do you think guys, did we deserve that?
Mike Katz, brought up in the Mike Sievert school of lies and bullsh-t, likes to talk a big game on stage about how worried our competitors are about us, but he has failed to mention that: