Below are all the posts — topics as well as replies — that mention the hashtag #ethics.
Mention #ethics in your post to continue the discussion!
UGH speaks out on what is going on in Minneapolis: https://www.cnn.com/2026/01/26/business/minnesota-companies-ceos-target
At last a voice of reason ! All that noise makes it harder to figure out who to RIF and what life saving claims to deny. Please quite down people, business have work to do!
https://www.nasdaq.com/market-activity/stocks/xrx/insider-activity
Classy AF move.
Festog and Greed are primarily to blame for the destruction of the company, that’s not in dispute. Have there been any consequences to them? They both walked away with generational wealth, but have either been held to account? Major lawsuits? Financial claims against them? These two vicious, evil sc-mbags need to pay, but it looks like they’re gonna walk scott free. What can be done?
Yes — that’s a strong, constructive addition. Here’s a refined version that incorporates true partnership while staying concise, professional, and safely anonymous:
⸻
The most effective HR professionals retain humility and humanity. They remain genuinely curious about people while responsibly balancing associate needs with business priorities.
They recognize that perceived respect often stems from the power of the role—not individual superiority—and they do not treat access to privileged information as status. They engage others as true partners, fostering collaboration rather than control, which makes the work more engaging and effective.
They exercise independent judgment, avoid unquestioning alignment with leadership, and actively check personal bias. This balance is what builds trust, credibility, and long-term organizational health.
Did Rich Baich engage in conduct that may constitute a conflict of interest? Rich Baich serves as Chief Information Security Officer (CISO) and Senior Vice President at AT&T. Rich's daughter, for reference, serves as Director of Product Management at SimSpace, a cybersecurity training platform.
Rich and his daughter presented together at RSAC 2025 in a session titled “Nurturing the Next Generation of Cyber Defenders” on April 28, 2025. https://www.rsaconference.com/experts/rich-baich
Rich Baich hosted the 2025 “Telecommunications Cyber Cup Challenge,” involving 13 global telecommunications carriers in Washington D.C., with SimSpace. https://www.attconnects.com/working-together-to-prepare-for-tomorrows-threats-today/
Do these activities represent a potential conflict of interest, abuse of position or authority, lack of objectivity, breach of fiduciary duty, or violation of corporate ethics policies?
AT&T Code of Ethics https://investors.att.com/~/media/Files/A/ATT-IR-V2/governance-documents/att-code-of-ethics.pdf
It was only a matter of time after sales people stuffing these down peoples throats that they’re going to figure it out.
I suspect a co-worker to have a false PhD, and I have considered reaching out to the legitimate university to see if they have a record of this individual’s degree. I’m not going to confront this individual about it, but if I bring this to HR’s attention with or without solid evidence, could I be fired?
When SF settled the RICO case for 250 Million it spoke volumes about the company reputation. To say it was settled as a business decision which IMO an admission of liability. This damaged the company and it continues to spiral downward by cutting benefits, laying workers off, and continuing to slash workers who believe and work hard to fulfill the mission and vision of the company. The company advertising deals with everything but the product itself. The customer is wise to its diversion tactics. On a local level, the company's reputation has tanked even within law enforcement. What was once the leader in all respects of ethics and business has literally been flushed down the toilet for money.
Ironically the ex head of data for conduct and compliance seems to have been suddenly axed due to conduct issues. This is the toxic org culture that is brewing in sc.
Mo is no mo at sc.
Having enjoyed a stellar run up the ranks from analyst to cdo of the bank in under a decade (primarily due to talking his way through rather than true delivery/merit), seems like he ran himself past his boots here.
Among the layoffs in early or late 2025 were many U.S. citizens and permanent residents. Soon after, companies hired H-1B workers for nearly identical roles.
In many cases, the difference between positions — such as Business Analyst, Product Owner, and Scrum Master — is minimal. A one-week to one month transition training could have allowed the laid-off employees to continue contributing instead of being replaced.
This raises a serious ethical concern:
Why are U.S. citizens and permanent residents being let go first, while similar roles are refilled immediately mostly with H1Bs? This is for both FT and Contractors.
This is not just restructuring — it is a question of fairness, responsibility, and ethics.
I learned from a recruiter yesterday that when you submit an application to a job board etc., do not put work history on your resume over / past 20 years. Apparently, the AI screening tools will automatically reject the resume if "they" see anything older than 20 years. Good luck out there!
I will have to re-do my resume!
Remember
People who are:
Conscientious
Educated
Loyal
Ethical
…often suffer more in systems that quietly reward politics.
You didn’t fail the system. The system failed you.
That realization is painful — but also freeing.
You are not behind.
You are not broken.
You are transitioning out of a place that could not hold you with integrity.
Onward and Upward!
So, in 2012, Citibank paid $158.3 million to settle federal allegations tied to defective FHA loans. In the DOJ’s complaint is a line that still matters. In 2010, Ross Leckie, then a senior leader at CitiMortgage, told staff to “drive this rate down by brute force” to meet a 5% defect target, even as quality-control teams flagged serious loan problems. The goal wasn’t fixing defects. It was fixing the number. That email is quoted in a federal complaint.
Today, the same individual is a Vice President at Fannie Mae. This isn’t about criminal charges. It’s about leadership judgment, tone, and culture.
“Drive it down by brute force” isn’t just a bad line. It reflects a culture where optics beat substance and targets beat controls. That culture is exactly what regulators, taxpayers, and markets expect GSEs to leave behind. It also raises an unavoidable question:
If defect rates were something to be pushed down rather than examined, what else could be getting massaged, minimized, or buried?
This is how systemic failures form. Not from one bad loan, but from leadership that treats controls as obstacles instead of safeguards.
FHFA talks about fraud prevention and data integrity. Culture change gets mentioned a lot too. But culture doesn’t change through training decks or rewritten policies. It changes when leadership changes. Leadership overhaul isn’t about punishment. It’s about credibility. It’s about signaling that the old way of protecting metrics, protecting reputations, and protecting insiders is over.
Because until leadership changes, the culture won’t. And until the culture changes, the same question will linger:
If they were willing to “drive it down by brute force” then, what are they driving down now?
If the culture is broken, the fix starts at the top. Paper trails don’t disappear.
And neither do patterns.
In my experience, what’s happening is not genuine coaching or development. It feels like a system designed to manage people out rather than set them up to succeed. When expectations are unclear, goals change without notice, and performance plans are inconsistently documented or applied, that is not transparency — it’s avoidance.
These practices are widely recognized and discussed in employment and legal spaces as:
Bad-faith performance management
Retaliatory or discriminatory coaching
Corporate managed attrition
They exist, and pretending otherwise doesn’t make them ethical.
What’s most troubling is that leadership is aware. Employee surveys, engagement feedback, and exit data consistently highlight the same concerns. When the data “says it all,” the real question becomes: at what point does leadership get held to the same standard they enforce on everyone else?
People should not be forced to choose between their livelihood and their dignity.
So here’s my message to anyone experiencing this:
Stop internalizing it
Start documenting everything
Save emails, feedback, shifting goals, and timelines
Ask for expectations in writing
Ask for documentation — especially when none is provided
Accountability doesn’t come from silence. It comes from patterns, paper trails, and people refusing to carry systems that don’t operate in good faith.
This isn’t about attacking individuals. It’s about naming a process that causes harm and demanding better from those who design, approve, and benefit from it.
Leadership accountability is not optional — it’s overdue. We don’t just work for them they work for us too.
Never knew this existed. I think it’s a great way to let them know about their layoff practices.
https://www.bny.com/corporate/global/en/about-us/sustainability-report-strategy/contact-ethics.html
https://shublawyers.com/in-the-news/gainwell-technologies-reportedly-exposes-americans-private-information-overseas/
https://news.bloomberglaw.com/health-law-and-business/medicaid-firm-struggles-to-block-patient-data-from-india-workers
Hey DP,
You know we believe your teams in India are doing the same.
Do our customers know this?
Better clean this up.
Keep on sending those jobs to your friends.
This is what happens.
Have a situation and have not had annual review yet, but pointed out unethical, immoral and possible illegal acts of our executive to my manager and their one up manager late in year.... sent via email and of course nothing was responded to in writing but called me back via teams and was told to never send something like that via email again..
I think I might be rewarded with inconsistantly meets or do not meets because of these actions...
Anyone have any experience reporting something like this?
What a bunch of lies! Facts below:
The $3.7B number includes $450 million in zero-interest loans as part of government shutdown program. That is a loan, members are expected to pay it back, you cannot include the full amount, the most you can include is the interest cost that has been waived.
Honor through Action $500 million over 5 years. You cannot include the full amount that you “plan” to deliver in next 5 years. Just include the amount that has been contributed this year.
These two are obvious lies from the report on our website, I’m sure there is more fluff that is included in that number. I bet the real number is much smaller.
Good thing we are not a public company so no one to keep us honest!
Juan Team, Juan Lie
PS: Annual Employee Bonus for Non Member Contact employees will become more opaque!
https://www.investing.com/news/stock-market-news/cvs-unitedhealth-cigna-accused-of-diverting-billions-via-shell-firms-93CH-4433238
They had to know the stock price would go down. Cutting the workforce does nothing to improve customer service and will make it harder to address customer issues. Cutting the design team by 40% does nothing to improve the network and network performance will degrade over time. What is the actual plan, Dan? Line your pockets and split?
Did you know:
NYSE-listed companies must adopt and disclose a code of business conduct and ethics applicable to all directors, officers, and employees, per SEC-approved rules. These rules cover conflicts of interest, compliance with laws, insider trading, and reporting of illegal behavior, and must be posted on the company's website.
Interesting that Jones just rolled this out when this is a requirement for publicly traded companies listed on the NYSE. But we're not for sale, right? I'm sure the timing of the rollout is just a coincidence.
Where do ethical concerns at this firm end up in leadership - seeking a name that isnt RV. There are insidious tactics being applied to domestic employees at this time which will have prolific downstream consequences. There is proof abound certain execs are complicit with fake performance reviews under a visa and 3rd party displacement model.
Please write your government representatives if you see it too, or have worked with McKinsey on these models in the past.
https://nypost.com/2025/12/27/us-news/dad-of-slain-cvs-worker-edeedson-cine-said-son-spent-final-morning-with-family-before-fatal-shift/
Absolutely horrible response by this company towards law enforcement and the victims property considering this happened at one of their stores on Christmas.
If you go to speak up for ethical misconduct by a cabal of leadership reinforced by HR and Speak Up covers is up, what is the next move? Email Farley’s CDSID? Looking for answers. Every time we have holidays I seem to get punished for enjoying time off so I know the worst is yet to come.
"Three people familiar with the reorganization said the unit's investment committee was reduced to two members: Tan, and Intel's Chief Financial Officer, David Zinsner"
"Two employees familiar with the matter said some within Intel felt pressure to consider portfolio companies where Tan had an interest to align with his strategic priorities."
https://www.techspot.com/news/110576-intel-ceo-also-major-startup-investor-starting-get.html
The King can dominate the world.
Another deal to boost LBT's forture:
https://www.reuters.com/business/intel-pursued-deals-that-boosted-ceo-lip-bu-tans-fortune-sources-say-2025-12-10/
LBT is using Intel funding to acquire his own companies: SambaNova Systems where LBT is the chairman; Tara where LBT is the investor. Both startup have no customer and is almost dead. LBT is pouring Intel money to invest to himself and his son's company.
Why is LBT able to serve as chairman of so many companies and work for multiple companies, while he asks others to return to the office?
A good post from “Neo” in the Citrix Systems forum:
https://www.thelayoff.com/t/1kc3j9256
You work for wealthy people that invested 16 billion dollars to make a substantial profit using whatever playbook is at hand. That's just business.
Clearly and contrary to the vision of the founders of Citrix, they are just interested in low effort approaches because they are efficient money wise. Making everything cheaper and simpler to manage in order to pursue a financial Eye Candy effect, for an eventual sale or a return to the public space, is an example.
There is no interest in keeping strong teams or long term plans for product innovation, its just paint. Layoffs are not personal (and not particular to these guys), they just don't care about keeping you because you are the negative term in their growth/profit equation. So they will minimize you (head count) with all the techniques available in the book (forced % of layoffs, silent firing, colleagues competition for forced rankings, internal divisions, fear, you name it)
So where are you positioned in this game? You are the exploited employee they (or any other company) will squeeze until the product is at visible risk. You will willingly accept recurrent extra loads of work, cause you are scared to loose you livelihood and you have no other choice. Also you are the next person to be laid off (its about when, not if) On the other hand you also have free will, knowledge and skills (don't buy into the AI BS, you are needed), and dignity.
Now, if you know the game, the players, and the rules, you would likely be better off using this platform also to bring ideas on what can be done to make it a bit more fair to you and your colleagues and to minimize irrational expoitation, unethical meassures, and everything else everyone has been posting here. (Never forget this is Corporate America, don't expect miracles)
Complaining, and spreading subjective fear (distict from useful info and heads up) will only work against you as that is the expected behavior.
There are problems, bring ideas to help solve or make them better.
After all, you were all hired for your problem solving skills and intelligence.
Use it!
PD: This post encourages fairness and ethics. Expect pushback, misleading statements, and attacks from some players in the comments section.
You work for wealthy people that invested 16 billion dollars to make a sustantial profit using whatever playbook is at hand. That's just business.
Clearly and contrary to the vision of the founders of Citrix, they are just interested in low effort approaches because they are efficient money wise. Making everything cheaper and simpler to manage in order to pursue a financial Eye Candy effect, for an eventual sale or a return to the public space, is an example.
There is no interest in keeping strong teams or long term plans for product innovation, its just paint. Layoffs are not personal (and not particular to these guys), they just don't care about keeping you because you are the negative term in their growth/profit equation. So they will minimize you (head count) with all the techniques available in the book (forced % of layoffs, silent firing, colleagues competition for forced rankings, internal divisions, fear, you name it)
So where are you positioned in this game? You are the exploited employee they (or any other company) will squeeze until the product is at visible risk. You will willingly accept recurrent extra loads of work, cause you are scared to loose you livelihood and you have no other choice. Also you are the next person to be laid off (its about when, not if) On the other hand you also have free will, knowledge and skills (don't buy into the AI BS, you are needed), and dignity.
Now, if you know the game, the players, and the rules, you would likely be better off using this platform also to bring ideas on what can be done to make it a bit more fair to you and your colleagues and to minimize irrational expoitation, unethical meassures, and everything else everyone has been posting here. (Never forget this is Corporate America, don't expect miracles)
Complaining, and spreading subjective fear (distict from useful info and heads up) will only work against you as that is the expected behavior.
There are problems, bring ideas to help solve or make them better.
After all, you were all hired for your problem solving skills and intelligence.
Use it!
PD: This post encourages fairness and ethics. Expect pushback, misleading statements, and attacks from some players in the comments section.
On 12/5 U.S. court rules Cognizant’s H-1B practices unlawfully harmed non-Indian workers and disproportionately displaced American employees. No way anyone could have seen that coming!
Now that feels like a foggy memory. It was never perfect, and I never expected major career growth. Advancement was already limited when I joined. But things were better organized, more efficient, less harsh, and at least somewhat logical. Doing a good job actually meant something.
Today it’s a drag, with constant chaos, growing obstacles to helping clients, and the axe always spinning overhead. Any motivation, encouragement, or respect has been stripped out of how leadership treats employees. I honestly think they’re counting on most of us being decent people who still try to do our jobs responsibly, because there’s no external incentive left. The only thing keeping anyone dedicated now is personal ethics.
He-l no! I don’t know where the first post went that was sent on the email but we will not do that until the ethical topics described on that post caused by executives are reported and there are consequences. We damn sure won’t tell that colonel sanders fraud or any of his team or him resources where he operates!
The bogus performance reviews about to happen prompted me to post this. I am not venting here rather giving practical advice. Personally I had a great career at BNY before I became subject to the current state. Don’t blame your direct manager- no control. I know what they are doing and is beyond unethical. At will employment yes but you still have rights. I pushed back on them and they wrote me a check for a year salary without going to court. I see so many posts on here regarding you can’t beat the man, they are more powerful than you blah blah. This is so not true. Does anyone really think they have competent in house counsel? They do not as they were all axed too. Their representation on my case was some young attorney from Reed Smith. They settled quick in under 2 months. Don’t fold. Fight back! It’s actually not difficult. Engage an attorney and go after them. All so unfortunate. To everyone still working there, I sincerely wish you the best outcome possible. I really mean that.
I don't understand HK as COO. If not due to actual incompetence and misconduct, why invite the optics?
1) Corporate Pillar: be a top quartile performer.
Via LinkedIn, Heather was Baxter President of Global Business Units and Americas (2019-2023), EVP/Group President of Medical Products and Therapies (2023 - Feb 2025), then COO Feb - Oct 2025.
Baxter stock went from $85 to $20 since 2020.
Whether accurate or not, in big roles you are judged on results, not what you do/say. It doesn't matter how intricately you lay out your strategy, vision or "playbook." If you don't grow the company, you fail. Why bring in a failure to lead Solventum?
2) Win with Excellence. Paraphrase of Bryan: "We want to win, but ethically. If you or a family member wouldn't use our product due to safety concerns, we'll do the right thing and pull it."
Just a year ago, Heather was celebrating the Novum IQ launch:
https://www.linkedin.com/posts/heather-knight-2620084_novumiq-patientswin-activity-7186818979544346625-TafM/
Heather was boasting Novum sales growth in May 2025, even though recalls were happening a month later. They left the pumps on the market and chose to publish workarounds for hospitals instead.
https://www.medtechdive.com/news/baxter-recalls-novum-pump-one-injury/750127/
Now the pumps are pulled and we have a class action lawsuit citing Heather and Jose (Bryan's brother-in-law), listing 2 deaths and 79 injuries from the Novum platform:
https://rosenlegal.com/wp-content/uploads/2023/07/Baxter-International-Complaint-Upload.pdf
This rundown by a legal firm also suggests issues may have been known via their Canadian launch, which preceded the US launch.
https://zlk.com/learn/baxter-international-inc-bax-securities-class-action-lawsuit
The latest date in the lawsuit text is "September 2025" and web search results covering it start popping up in Oct 2025, so it seems coincidental to hire her in October.
So, of all the possible COO choices... why Heather? I don't get it. Even if we blame all of Baxter's stock issues on the CEO instead of HK, and say she had nothing to do with the pumps... as a new company looking to establish confidence in our next-in-command, I wouldn't touch her with a 10 foot pole. What am I missing?
Another article about CVS fraud. Paying out millions in a lawsuit AGAIN. When does it stop? As an employee, I want a ridiculously large bonus and raise in 2026. They shove fraud and abuse classes down our throats in the learning center yet here we are once again having to deal with the repercussions of this company being fraudulent. Somebody is not taking these classes. It's affecting our stock and I'm sure the bottom line numbers.
Someone needs to investigate Verizon and it's executives. There's no way they aren't hiding things that would get them thrown in prison. Stock manipulation, earnings manipulation, growth manipulation, taking bonuses while laying off employees, allowing outsourced calls centers to steal customers information to then be used by scammers (which we all know come mainly from overseas), ECT ECT. I'm sure the secrets they hide keep them up at night. Enough is enough!!!
Fake news or bad news ?
Is it ok to keep a stealing person in your house or company ?
Beware! The language in the severance plan is designed to silence you and whatever you have suffered under the WF new "management" style. Its all designed to cover up what they are doing and how they are doing it. Getting rid of long-term, loyal employees and then hiring outside the USA or worse.
Current management in this case is complicit in the overall scheme. They know who is buttering their bread, and frankly, its not the folks who've made the bank successful. Nope. Its the new team, those who came like locusts from other banks.....and who are now reaping bonuses for replicating where they came from. Yes! You guessed it, WF is not getting to be "leaps ahead", no they are just catching up. To jump ahead of the banking group, you'd have to have original, out of the box thinking. And ability to tolerate risk. All of which....the current leadership lacks. And given the brain drain, well then. I think we can all agree.....there is little upside from here.
Based on my experiences in Australia, bonuses are not merit based but essentially based on how well you get along with your boss. They can make all your hard work and outcomes achieved throughout the year meaningless. They dictate your year end review and also what salary increase and bonus to put forward for you.
I think they also play favourites as in a way they have a certain budget to work with for the team. Give more to brown nosers and less to associates they don’t like.
Lesson - at a company like this, it’s not about producing grade A product and being a grade A colleague. It’s about kissing A.
After the thanksgiving day off. it is hard to be thankful for working at US Foods for the first time in my just over 10 years here. I am here for work and see everything diifferently after reading all of these posts last night. My husband and I agreed that I should look for a new job because I woman of faith and I cannot honestly like making this company succssful when we can just wave off what is written on here about this Mr Kernel man. It is an insult to everything we are suppose to stand for. I have given over a decade to this company but will look to a new venture in my future where I can work for a company with ethics? I can't give any more.
when MD retaliates? There is clear documentation of that available, there are credible witnesses willing to speak up. Someone once advised to go to Ethics and not HR as HR will just bury the matter. Ethics may also try to do that, but Ethics reports up the Legal chain not HR. Will Ethics act in case they think there's enough evidence to stand in court if the person decides to sue?
Has there been a single case where an MD has been taken to task properly by Ethics - say being written up or anything else? How does Ethics investigate and/or close a case - they produce a report?