#ethics

You are running the easiest semi-legal racket in the world and your unchecked greed is going to bring the whole thing to the ground. Money just rolls in and you don't even have to produce anything tangible. You don't even have to guarantee healthcare for your Insurance premiums. A little advice from a street guy, when your getting away is as a shylark especially in a crony-capitalist fraud it is better to keep customers happy and maintain the illusion of legitimacy.

It’s interesting going through the financial crimes compliance training. Bob Toohey has definitely violated conflicts of interest and nepotism/cronyism. Probably a bunch of others too.

Why THE U.S. DOJ “REFUSES TO PROSECUTE BOEING

Boeing Just Got Off The Hook, "For Good!" Why Boeing Goes Free,
But No Justice For "PAX" Families.

While we were busy with the UPS Cгash last week,
Boeing was busy getting out of jail free.
And THIS TIME it's for GOOD!
The Judge said his hands are tied as the family tried to appeal;
however, the DOJ may be too big to fight this time.

Criminal Government, Criminal Corporations:
It’s the only scenario that fits, and the facts are objectively observable.

U.S. Senator Josh Hawley goes after Boeing management again.
Just sound bites;
With no action against Boeing's depraved indifference to human life.
https://www.youtube.com/watch?v=HAc5Hk5DGSU

@OP+1uVO2Zfr --- Boeing Does Noting to Overt Disaster

@vzv+1ufCm6bE --- It’s Far Worse Than A Simple Disgrace

@OP+1uIN9Fhl --- Boeing’s Self Inflected DeatҺ Spiral

The way the company is being run is unsustainable and frankly, deeply disappointing. Chris Cartwright has 100% bought into this ba----dized form of capitalism in America where shareholder value is the benchmark of success and nothing more.

There is no concern or respect for the employees, the single concern is profit and profit margin, but only for shareholders.

We continue layoffs despite being highly profitable and overachieving in regard to our forecast. We continue to have our resources and tools stripped away in attempts to save cost. The expectation then falls to the remaining employees to do more with less. The real economy (food prices, healthcare costs, childcare) is in recession due to rapid inflation and heading toward depression, yet employee pay has not even remotely kept up with rising real life costs.

Additionally, we are currently launching a platform for fraud prevention that is embarrassingly underdeveloped due to a lack of resources in software, developers, and engineers. This project is being spearheaded by an Advisor who is so blinded by career ambition that their lazer focus is on getting the product launched, so that they can receive the accolades and career advancement that comes with such success, but this Advisor seems unable to see that they are driving the launch of a product that is simply not ready to face customers. This lack of foresight is common here and I believe it’s because those affected are the boots on the ground employees who’s workloads and expectations continue to rise, but those in managerial or advisor positions do not have to feel the day-to-day impact of this approach.

To continue, every idea comes from the top down. The voices of the frontline employees are often ignored. Live training is avoided at all costs, even when it is explicitly requested or the need expressed. In fact, employees are often condescended to with responses like, “we encourage you to be more proactive in your training” and explore other resources such as a wiki page; suggesting that as if it weren’t a grossly false equivalency. In addition, the responsibility is placed on frontline level employees to document and log every single action that that is taken. There seems to have been very minimal effort on the part of management to figure out and implement a way to track employee productivity that is more comprehensive than insisting that their employees take the time and effort to not only do the work, but then log their work so that management doesn’t have to take the time and energy to do so. All of this despite a strong push for increased efficiency. Does no one in leadership or management see how this looks to the average employee? It is so ridiculous that it’s laughable—and believe me, employees are laughing amongst one another because it’s either that or cry.

Moreover, the current climate in this country has not adequately been addressed by TransUnion leadership or HR. There are ICE body snatchers out in this country, the epicenter of which is Chicago at the moment, and the silence from this organization is deafening. Violence is occurring in this company’s front yard, but not one individual in leadership has had the courage to acknowledge it; no emails with resources for what employees should do should they be illegally detained, No support for our colleagues who may be targeted simply for how they look, nothing.

Cartwright and Venkat are displaying for every employee how ethically and morally bankrupt this organization is with the two of them at the helm.

It’s embarrassing and it is despicable.

FYI - Qualcomm story you might like ...

https://fox5sandiego.com/news/local-news/arabi-qualcomm-fraud-scheme/

Dr. Karim Arabi, once a senior leader in Qualcomm’s Research and Development division, was sentenced on Oct. 28, 2025, in San Diego federal court. Chief U.S. District Judge Cynthia A. Bashant also ordered Arabi to forfeit more than $45 million, along with luxury properties in Canada and Norway, and to pay $100.8 million in restitution to Qualcomm.

Simultaneously, a separate investigation by the U.S. Senate is examining the company’s financial forecasting practices. Democratic senators are specifically seeking information about former CEO Frank Bisignano’s involvement in developing the allegedly inflated financial projections

https://www.theregister.com/2025/11/18/netapp_cto_lawsuit/

Former CTO being sued for stealing trade secrets.

In a conversation with a colleague in September she was talking about performance reviews for January 2026. This person is not a manager. We were talking about the forced distribution of poor performance reviews. She relayed to me that mine would be Inconsistently Meets. My review is due in January 2026

Seems odd that that year I turned 65 my performance rating went down from my past 21 years of employment. My work ethic has not changed. I have added to my skill set. I’ve taken on more responsibility.

It’s painful to watch how SAP continues to generate massive profits from the North American region, yet when layoffs happen, NA employees are the first ones targeted. The organization expects returns from NA but doesn’t reinvest in the region by protecting jobs or creating opportunities. Instead, the only real job security seems to exist in Europe and lower-cost countries, purely because of cost advantages.

This double standard feels like hypocrisy. Many high-performing employees across the US and Canada have been intentionally targeted. Several German managers have knowingly set NA employees up for failure, only to replace them later with far less experienced individuals in Europe people who often lack the maturity or capability to handle the complexity of the roles they’ve inherited.
What’s even more disheartening is the lack of empathy displayed by certain HR manager (who shouldn't be managers) in Europe. Many of leader's got downgraded their role to 2-3 times lower but still talk as if they own SAP. Don't have little to no shame to resign and leave the company. They deliver polished speeches during town halls about ‘family’ and ‘support,’ but the moment real, difficult questions are asked, they become defensive, vindictive, and punitive. Employees who speak up are often singled out and slowly pushed out through a toxic environment.

There is a clear pattern of favoritism, retaliation, and deeply unethical behavior happening across the HR space. These actions are not only damaging careers they are eroding trust, culture, and the very integrity the company claims to stand for.

It’s disheartening to see the direction SAP is heading. Having been part of this company for so long, it’s painful to witness the current layoffs and the uncertainty many colleagues are facing. At the same time, I’ve learned that HRBPs from across the globe are flying to Germany for a week-long in-person meeting which could easily cost around 200k$
In moments like these, it’s fair to question whether such travel is truly necessary. Could these costs have supported a few more roles or extended employment for impacted staff? Many of us on the engineering side feel the weight of these decisions deeply we continue to build and innovate while wondering. We engineers are building the company and the HR and the support functions are enjoying it. Does board leaders have become so week to not even as these questions to HR Leader and the CFO who is making these hasty decisions
I hope leadership reflects on these choices with transparency, empathy, and financial prudence. Strong, people-first decision-making is more important now than ever.
Do the board leaders have become so week to not even as these questions to HR Leader and the CFO who is making these hasty decisions?
SAP has become #AntiImmigrant #AntiEmployee

https://www.bbc.com/news/articles/cqjwg197855o

I was laid off Monday — in a 30-second phone call.

What doesn’t make sense is watching people with multiple ethics violations in a year keep their jobs. I guess being close with HR has its perks.

It’s frustrating when the people meant to protect confidentiality don’t, and when accountability seems optional. Those of us who try to do the right thing end up paying the price.

It’s disappointing, but my integrity is something no one can take from me. I’ll be okay — and I’ll always choose honesty over politics.

Not much to add. At Freddie, his people got untraceable access to all the borrowers data too to dig dirt on political opponents. Infosec and senior leaders knew, no alarms were sounded. The rules of “safety’n soundness” and ethics are only for us

I’m all for helping others, but what about helping your employees who are not making a living wage first? We all know this isn’t coming from Sarah’s hefty paycheck and she doesn’t have to worry about where her next meal is coming from.

i’ve been reading about people being forced to train their replacements for at least a decade, but i never thought i’d end up working for a company that does it. when i started here a few years back it felt like there was a real culture of appreciation and opportunity.

this practice is disgusting and should be outright outlawed. no one should lose severance for refusing to take on something so unfair, unethical, and demeaning. severance should acknowledge past effort, not serve as blackmail to make sure an unqualified replacement can get by.

i had to go through multiple interviews to prove my skills just to get this job, and once hired, i barely got any real training.

as they cycle through teams, many can only document so much because creativity is often needed to solve problems. writing stepbystep instructions for every situation isn’t realistic. VZ also seems blind to how much these off-shore things exaggerate the abilities of their workers....sometimes outright fabricating them.

they rely on laid-off employees to cover that up by writing detailed guides. if they want to use a bargain-bin workforce, that’s their choice, but they shouldn’t expect people like that to be top-tier or capable in a crisis and we know how often we have them and there is more coming.

There are numerous things imperial has done that have not gained the media attention it should.

Start editing their wikipedia page. Create a category called “spills” and “regulatory issues”. Make sure everything is verifiable facts, and of course don’t share any information that could get you in hot water.

Remember its anonymous! (But not impossible to track to you)

For 5+ years, Wells Fargo has run an ambiguous layoff machine under the banner of “efficiency,” with quarterly severance accruals ($750M–$1B in 2023 alone) and global headcount slashed from ~268,000 (2019) to 217,000 (2024)—a net loss of ~51,000 souls. Meanwhile, India/Philippines ops ballooned: ~10,000 hires during the pandemic, VP-level Risk/Compliance roles offshored (requiring FINRA licenses), and threads here scream “All India Project.” U.S. employees train replacements in Bengaluru, Hyderabad and Manila, then get the axe. Identity theft teams to Manila, compliance VPs to India—classic knowledge transfer before the pink slip. RTO mandates, hub consolidations , non-backfill policies, and location strategy force quits or relocations, masking the real goal: cheap offshore labor. It’s the account scandal 2.0—unethical cost-cutting, abuse shifted from customers to employees. No genuine restructuring; just coercion in “wagile” clothing. Signs it’s failing? India hiring freeze + 400 cuts in 2025, Chennai shutdown—optimization after U.S. displacement backfired with expertise loss (EPL flops, SSIS relics, cloud messes). Psychological safety? Zero. Teams? Ghosts. Innovation? Dead. Ethics demand shareholder scrutiny—until the next crisis exposes the rot. Document everything, join Wells Fargo Workers United, file EEOC if biased. Upskill (tuition reimbursement for certs and training), quietly quit, job search—JPMorgan’s building fearless AI teams (30% costs down, 20% sales up). Read The Fearless Organization. My mission: fearless workplaces. There’s a better option! #WellsFargo #OffshoringFail #FearfulBank

Why can they see we still have people taking free thing like NCAA / NFL tickets !!!! I guess if they can do it I can To !!

this isn't a complicated story

leadership pumps up the numbers with ethically challenged accounting

eventually there are no more tricks left in the bag

leadership parachutes out with inflated equity

new leadership "comes clean" and gets a ton of equity at deflated prices

everyone wins, except the dedicated employees

A recent report has highlighted troubling ethical concerns regarding Verilogue, a medical research firm owned by Publicis Groupe, focused on pharmaceutical marketing research. The report describes how Verilogue incentivized doctors to record real patient conversations, which were then used to optimize marketing strategies for pharmaceutical products, including opi--ds such as OxyContin.

Lawsuits associated with this practice allege that recorded conversations were used to overcome patient concerns and maximize dr-g sales, contributing to the opi--d epidemic and resulting public health crises. While Publicis and Verilogue maintain these recordings were obtained with patient consent and in regulatory compliance, the use of intimate physician-patient dialogue for commercial marketing exploitation raises significant privacy and ethical questions.

This is especially notable given Publicis' previous opi--d-related legal settlements, including a $350 million settlement linked to its broader role in opi--d marketing. The ongoing use of such research methods could further impact Publicis’ reputation and raises calls for ethical reform in medical marketing.

The situation underscores the tension between legal compliance and ethical responsibility in pharmaceutical advertising practices. Users posting here should note the serious implications for patient privacy and public health tied to these practices.

call center reps got Dcris back and the fraud has already started placing new orders for upgrades new orders for name changes and new orders that customers didnt even know they were getting. no oversite at all and the managers are promoting it watch as numbers go up for things reps should not get paid on

Now I don't understand the value of ally award, my friend got nominated for q3 ally award and they laid him off this week. Company is giving so much false beliefs, no matter if you get recognized or not for your hard work. Everyone's days are numbered.

Thanks Bill Pulte for making it so easy to get rid of the few remaining whites DEI couldn't help. The kickbacks occur in India, Freddie cannot see them.

At least he has some ethics and the guts to tell the truth.

https://www.linkedin.com/feed/update/urn:li:activity:7389701612849774592?commentUrn=urn%3Ali%3Acomment%3A%28activity%3A7389701612849774592%2C7391498545918406656%29&dashCommentUrn=urn%3Ali%3Afsd_comment%3A%287391498545918406656%2Curn%3Ali%3Aactivity%3A7389701612849774592%29

So now that I'm being RAed, methinks it's time to think of IBM as a stationery store with danish, as Seinfeld once said. After all, I could use some extra Sharpies and sticky notes at home.

This company is bloated with management, too many. So they lay off good engineers to keep their job safe.
Very unethical behavior at L3. Government needs to assess before awarding any further contractsm

If you are looking for people to lay off, look at representatives with higher than normal charge backs. They obviously don't sell with integrity or to a customers need. These are the people pushing customers to leave in droves because of useless overselling. Just costs the company money and dilutes customer happiness in all.

It seems the directive is to charge people for phone cleanings and password resets? Anyone else being pushed to fudge these numbers? The OST definitely has nothing in it about either of these things. Any clarification would be great.

Tech support US here.

It seems like we’re seeing a shift in staffing with more roles being filled by people from India. I can’t help but wonder why Dell doesn't consider hiring more people from the US when there are so many qualified candidates ready and willing to work. We’re being told to take ethics courses, which honestly feel more like a chore, yet it seems like the company itself is falling short of its own ethical standards.

It’s clear that the company is gradually moving its US operations overseas, and it’s disheartening to see how this has unfolded. First, we saw changes to our healthcare benefits, and now it feels like the focus is on cheap labor at the expense of loyal workers. It’s tough to continue supporting a company that seems to be disregarding its employees in favor of cost-cutting measures. This needs to be stop.

Thanks to Frank's greed, soullessness, and corruption, the Direct Express deal is now being investigated. This was a highly valuable win for the company, and now the b-m is jeopardizing it. Terrible.

"...Fiserv’s faltering stock price is not the only source of intrigue related to the SSA and day-to-day IRS leader. Last month, Fifth Third Bank announced it was partnering with Fiserv to administer Direct Express, the federal government’s debit card program used primarily to pay government beneficiaries who lack a traditional bank account.

That news came less than a year after the Treasury Department’s Bureau of Fiscal Service initially awarded the financial agency agreement to Bank of New York-Mellon. Bloomberg reported that BNY-Mellon struggled to find a card issuer to partner on the project, and Fifth Third and Fiserv were the original third-place bidder for the deal, which is not subject to most contracting transparency rules, after Flagstaff Bank, which passed on the renewed solicitation.

Now, Sen. Ron Wyden, D-Ore., and Rep. John Larson, D-Conn., are investigating what Bisignano knew about the possible deal during his confirmation process or whether it influenced the decision to cease offering paper checks to Social Security beneficiaries, which effectively created a bevy of new Direct Express users, according to The Baltimore Sun. In fiscal 2024, Comerica Bank, who administered the program from the 2000s until earlier this year, was paid $920,564 to administer Direct Express..."

Link to source: https://www.govexec.com/oversight/2025/10/bisignano-draws-scrutiny-his-former-company-falters/409196/

https://www.reddit.com/r/AskMarketing/comments/1nydv68/publicis_exposed/

Recently on Reddit (/r/AskMarketing), a former Publicis employee shared a LinkedIn post describing alleged discrimination, retaliation, and poor management at the company. The whistleblower claims these issues worsened after disclosing her autism, and named clients like Stellantis and Campbell’s as being involved.

Other marketing professionals chimed in, saying similar problems are common in big agencies and rarely confronted openly. Many applauded the whistleblower’s bravery, while some expressed concern about the risks she faces for speaking up.

A number of ex-employees shared negative experiences about Publicis’s workplace culture and management, with some hoping she’ll take legal action. Most responses were supportive, but there’s a shared skepticism whether anything will change, as people think the agency system shields bad practices unless big clients act.

Has anyone else experienced, seen, or heard of issues like these at Publicis or other large agencies? Do you think public posts like this make a difference—or will things just stay the same?

The U.S. healthcare system is heading into another profit bo-m — for insurers, not patients. Premiums are set to surge an average of 18% in 2026, the steepest increase in over a decade. For millions of Americans already struggling to afford coverage, it’s a blow. For insurance companies, it’s a bonanza.

Behind the numbers lies a troubling truth: the business model of health insurance has become less about protecting patients and more about protecting profits. Advanced algorithms now scan every claim, searching for reasons to deny coverage. Doctors spend hours fighting for payment while patients are buried in appeals and paperwork. Every denied claim is another dollar saved — and another point for Wall Street.

Medicare Advantage, once sold as a way to give seniors more choice, has become a profit machine. Private insurers pocket billions in federal payments while restricting care through narrow networks and prior-authorization hurdles. Meanwhile, these same companies report record revenues, buy back their own stock, and reward executives with multimillion-dollar bonuses.

Healthcare costs rise, but care quality doesn’t. Hospitals close, families skip treatments, and the sick get sicker — all while insurers post double-digit earnings growth.

It’s time to ask what kind of system we’ve built — one where access to care depends not on need, but on profitability. Regulators, lawmakers, and voters must decide whether healthcare remains a public good or continues to serve as one of the most lucrative industries in America.

Because if current trends continue, 2026 will be remembered not as the year healthcare got better, but as the year insurance profits went stratospheric.

Last week, a person wearing an AT&T uniform came to my door to promote a home plan.
After confirming he was authorized, I signed a contract for nine lines. That evening, when I received the electronic contract by email, I discovered numerous fraudulent activities.

The salesperson promised the following:
A total of $305 per month for nine lines, fixed for 36 months, free upgrades to the latest phones for all lines, and multiple stackable promotional credits.

In reality:

1.  The salesperson illegally added teacher and device discounts to each line. These discounts cannot actually pass identity verification later, which would cause a significant increase in the plan’s total cost.
2.  The salesperson claimed that any phone could be traded in for free toward a new one. In fact, devices valued under $230 are essentially worthless and have no trade-in value; any damage further reduces the value drastically. As a result, users’ old phones are taken for $0 trade-in value, while they must pay full price for the new devices.
3.  The salesperson promised multiple credits that AT&T does not officially offer, such as phone number transfer credits, loyal customer credits, and trade-in bonus credits. None of these appeared in the actual contract.
4.  The contract contains four different signatures, but I only signed one. The rest were forged by the salesperson, including the most important Right to Cancel Disclosure.
5.  The salesperson intentionally concealed the true billing details, preventing customers from noticing the real cause of price increases. They claimed that starting from the third month, the monthly fee would become cheaper and stable — which turned out to be completely false.

Overall scam logic:
The scheme works by using fake discounts to offer an unrealistically low plan price, enticing customers to trade in as many devices as possible, forging signatures to hide key contract terms, and then delaying communication until after the 3-day cancellation period and AT&T’s 14-day return policy expire. By the time the inflated bills arrive, the customer has already suffered irreversible financial losses.

What does it say about us that when a man steals $100 worth of stuff in a C store he will spend time in jail, but when a man in a suit lies, cheats and steals hundreds of millions of dollars in ill gotten gains and tax breaks funded by the very people he stole from ends up in our government?

Enron, what happened and what we can learn from it:

https://www.youtube.com/watch?v=vMj0t2Vsyvs

https://www.youtube.com/watch?v=2gsep6Z19vc

None of the H1Bs were fired in my group, how about your group.

sure seems like companies should layoff the H1Bs before US citizens, for a US based company.

Society needs to start unaccepting what we roll over and just take.
Companies with record profits should be shamed for layoffs.

There is plenty of cash for a responsible return to shareholders,company reinvestment,and job retention and retraining.

Society needs to start rewarding companies that reinvest in all 3 pillars.

Ths asian followed Titsford under his guidance and wrote the business model for the new farm then it all went south. A few months later he took a very early retirement (asked to step down). 34 billion dollar underwriting loss for 2002-2024……..omg…..