#ethics

We would like to raise concerns about our department’s recent fast-track hiring of contingent workers—specifically contractors on H-1B visas sourced through "1nf0$y$." Many of these individuals appear to have limited qualifications. While some possess basic knowledge of business analysis, they lack the technological expertise required to perform the core functions of their roles. It’s unclear how they were approved to work at a Fortune 500 company, given the apparent skill gaps. Internal sources suggest that some of these contractors are personal acquaintances of an Indian Executive Director who is married to an American citizen also another Executive Director in the same department may be influencing leadership decisions to favor these hires. There is concern that these individuals could be receiving a commission or financial incentive for each contractor brought onboard.

In a recent meeting, both the Executive Director stated that leadership intends to increase contractor hiring as a cost-saving measure, citing the company’s reluctance to offer benefits to American employees. This strategy seems to conflict with current federal policy, particularly the new Executive Order on H-1B visas.

Under this order, the application fee for H-1B visas has increased from $215 to $100,000 per year, potentially totaling $300,000 for a 3-year term. According to Commerce Secretary Howard L., the intent is to discourage companies from relying on foreign labor and instead invest in training and hiring American workers.

Given this directive, are we as a company prepared to absorb the financial and ethical implications of continuing to hire H-1B contractors under these new terms? We believe this warrants further discussion to ensure our practices align with both federal policy and our company’s values.

#WhistleblowerAlert #EthicsMatter #CorporateAccountability #SpeakUpForIntegrity #ExposeCorruption #WorkplaceTransparency #HoldThemAccountable #ProtectWhistleblowers #LeadershipAccountability #FairHiringNow #H1BPolicy #HireAmerican #ImmigrationEthics #VisaAbuse #ExecutiveOrderCompliance #FederalHiringStandards #HRCompliance #WorkplaceJustice #ContractorOversight #BenefitsForWorkers #StopExploitation, #stopneporism

Anyone else been witness to a bunch of shenanigans to pull sales forward into September to make Q3 numbers look good?

Imagine getting one of the most decent people around to walk away from his life’s work. Imagine buying Ben & Jerry’s and then putting a muzzle on its founders, the very people who built it into what it is and who’ve always stood on the right side of history. Messed up is all I can say.

So apparently my boss was se-----y harassing someone half his age in a different department. Turns out this has been an ongoing thing, but finally someone came forward and went WAY uo the ladder to get results. After 24 years at the company, he got his walking papers. Knew his stuff when it came to claims, clearly had zero self control or self respect, and he was mediocre at best when it came to leading people. At least Allstate stuck by the zero tolerance policy. What a way to ruin your future. His partner who also works at Allstate is bound to find out seeing as he called me and others to “explain his side”. Messy.

https://tips.fbi.gov/home

Welp I made the mistake of buying into the safe and respectful workplace training and reported an issue from the training to HR.

Fast forward - I’m on corrective action, how long until I’m out the door?

How shady, on one hand they are laying people off and at the same time they are posting Labor Condition Applications for hiring H1B's on the homepage.
Wage offered 121,118 to 175k a year to someone living at blue bird street out in Normal IL

SHAMEFUL,

Federal Circuit Orders Retrial in Phillips 66 and Magēmā Patent Dispute, Citing Prejudicial Ruling
7 days ago2 mins
The Federal Circuit has mandated a new trial in a patent infringement case involving Phillips 66 and Magēmā Technology. This decision overturned a Texas federal court’s previous ruling which had dismissed Phillips 66’s noninfringement argument as harmless, despite it being regarded as both “improper and prejudicial.”

The issue arose from allegations by Magēmā Technology accusing Phillips 66 of infringing on patents related to oil refinery processes. The original court decision was contested because the initial judgement failed to appropriately address the improper nature of Phillips 66’s defense, thus prompting the appellate court to demand a retrial. More about the ramifications of this decision can be read in Law360.
Is this how Phillips 66 demonstrates the Honor part of OEA?

It’s been months since I’ve reported to on PL harrasment.
No Response!
I’m not surprised!!!
RTO making it hard to attend the interviews and applying for jobs, since we’re crazy busy..
Life s$$$s!!!

EXCLUSIVE: Media Buyers Block Publicis’ Epsilon SSP Over Data Leakage Concerns
WPP, IPG, Havas, and others sent media dollars and data to a rival—via Epsilon’s SSP

• In the notoriously complex digital advertising supply chain, some brands and their agencies have funneled money and data to rival publicisgroupe without knowing it.

• Media buyers fear that by unknowingly purchasing resold publisher inventory—routed through publicisgroupe's Epsilon-owned supply-side platform (SSP) to other SSPs in open-web auctions—they’ve both funded a competitor and revealed their audience targeting strategies.

• Epsilon SSP is the only major SSP on the market owned by an agency or holdco.

• Over the past 18 months, the media-buying arms of wpp, interpublicipg, dentsu, and havas—along with at least four independent agencies and one brand-side programmatic team—purchased ad inventory indirectly through Publicis’ Epsilon SSP.

• Some buyers are now blocking Epsilon SSP over concerns that, by transacting on the platform, they’ve not only funneled dollars to publicisgroupe but also exposed valuable data to a direct competitor.

• This data includes the amount they’re willing to spend on specific inventory, creative assets, and the audiences they’re targeting—signals these media buyers say could be used to gain a competitive advantage.

Publicis/Epsilon can't stop stealing

Did anyone else get a random employee survey a few days ago. Essentially all questions asked a few months ago via third party survey but this survey came out via Microsoft forms and it isn’t anonymous. I thought that was weird.

Trusit is the most reverse racist company I have ever worked for. I applied internally for multiple positions that I am well qualified for. I was passed over multiple times, if I even had an interview, by some one of a different color & different s-x. Id--t company that I plan on working at until I find better.

https://www.financialexpress.com/business/investing-abroad-indian-students-face-high-rejection-rate-for-canada-study-permits-3974152/

And saying "no more" to the hordes of Indians scamming their visa system.

40% of their international student visas go to Indians. Most are enrolled at strip mall degree mills so they can pretend to study while actually working. The government did a study last year and found that over 50,000 of these "students" didn't attend a single class last year.

The entire West, not just the US and Canada, need to just send them back.

The Pittsburgh leadership team has fostered a foul work environment where it is okay to be unprofessional and racist. Look around, minorities do not thrive in this office.

How is the ethically allowed to have two leadership positions on same team occupied by a husband and wife team? Is this even allowed who would permit this?

Like it hate it or not this funny but had advocate transfer a mbr to me an the advocate literally had the same identical voice an tone of me it was very cringe an creepy as if I was talking to AI but with my very own voice, if so an if they are doing this I wonder were my consent was

Offer retirement packages!!!! Had enough abuse!

Unethical company lousy uneducated management.

You hate us we hate you. Horrendous company. Corrupt!

I feel they should be sued for discrimination. They only cut Americans. If you’re Indian but located in the US, you’ll never be cut. They did that in my dept. Only Americans were cut.

Nothing to say that has not been posted here already. spoke with him on multiple occasions. this guy is a joke. lot of blatant lies on his linkedin profile too. not much of a career trajectory either. mid level PM to getting kicked out of adobe to being jobless for a couple years to landing this job. his connections in the board got him here. pity.

I stepped out of my management position and took an IC role at the same level. Using managers the way that Dell wants to use them just doesn’t align with my ethics and career goals. You aren’t really doing any productive, laying off people left and right and there is absolutely no appetite for any original thought or ideas. No want for innovation either and absolutely zero growth.

Why would I want to stay in any managerial role at all? Unless you really just want to make PowerPoints, sc--w people over, kiss a$$ and lay people off then I don’t see the point anymore here at Dell.

My manager straight up stole all my work and presented it as his own. I’m furious and don’t even know what to do. Should I confront him and risk backlash, or just swallow it and pretend nothing happened? If jobs were not so hard to come by, I'd rip him a new one and quit on the spot, but sadly, I don't have that option.

Over "Potentially unlawful data management practices." Wow, I never could have imagined an organization run by such a stand-up guy being embroiled in legal drama. It's just inconceivable!

https://www.politico.com/news/2025/08/29/social-security-data-chief-resigns-00537974

Flimflam took his two favorites on the most brazen boondoggle to the uk to attend his daughter’s wedding. On 3M’s money!! Yes that just happened. His most favorite was stupid enough to paste it all over viva (now deleted) ironically the comments are still there. Look for posts on July 16. She also has another gushing post worth seeing…

Allegedly he stayed under $5000 per purchase on his company Amex card. The MO was purchasing and selling tool sets. His boss must be in the hotseat. No doubt an audit is ongoing. I guess one way to "layoff" employees is to root out crooks. This does not reflect well on any level of Medtronic management. I was concerned about the management turnover in purchasing at NH over a decade ago. How can you spot potential corruption from a revolving door? My boss, the General Counsel, shrugged off the concern. Not his department- until it is. I was regarded as a PITA because my actual experience running real businesses taught me you had better mind the till, or any other business asset that is fungible.

How much of one of your last paychecks have you been pressured to give to UW?

So here in the NE Management came up with the idea to canvas areas around COR as the penetration rate was not up to par. So with that D2D indirect went door to door ( even in areas where no solicitation was allowed ) and sold our products with false pricing, false promotions and outright lying. With that, our reputation both locally and nationwide got destroyed. Neighbors talk. Lets face it, I bet you talk to yours. So now our little store has very little traffic, only those who got ripped off from D2D. But we still have the same numbers to hit. Not that we can offer the same promo's that D2D offers, or online, or over the phone - but yet we must still compete with our own. And yet all these sales channels say the same thing to every customer ......just go in to your local store - they will set up everything for you ; just go to your local store - they will exchange the phone for anything you want ; go to your local store and pick up your gift card there ; go to your local store, they will waive all your activation fee's. So are we suppose to do sales or cust service as we are confused - cause all that's left is crumbs.

Hi all, It's really cool that we can all share information anonymously here but it bothers me that this is totally public. I think that it makes sense to move these important and sensitive conversations to a place where only Illumina employees have access (maybe Glassdoor bowls?). There is no way of knowing if the information posted here is coming from a good place or being planted by competition or outsider haters (fu-k you Alex Di-kinson). We all know that our conversations and sentiment here leaks out to Linkedin and may end up having an impact on how our company and teams are perceived externally (investors, competition, etc.) and that may make our work even harder. What do you all think?

Please note that Visa’s protection for employee harassment is at VP/SVP levels and above only. So if you are a leader/harasser by habit as long as you join us as VP or above, you will protected by HR. HRBP and ER will have your back. You will be allowed violation of most rules in employee handbook and other new rules that they dish out that is applicable to all other employees. It gets even better. You will get to be part of enjoying in applying employee harassment. Now if you join below VP levels, it is the other way around, you will be the harassed, so if you like getting it, welcome onboard. If you are at any other leadership level and see someone harassed by VP/SVP levels, you know what to do, dive in and partner with the leader in the harassment, they will spare you and you will go up in ranks. We will have many different roles for you in the harassment. We will quickly recognize your values. We will see your potential as a harasser and how your VLPs are aligned. Some of the leaders will be disappointed in letting this little known Visa Leadership Principle known. It is easy to spot a leader who is a harasser, just need to watch who talks about ethics, Visa Leadership Principles the most in team meetings, townhalls and post on linkedin about leadership values. You will be surprised how many. You will love it!

Visa must be buying Best Place to work awards and most ethical company in the world trophies. Visa has very poor leadership ethics and culture as a workplace, and have been like this for many years. Some leaders considered very successful have s-xual harassment habits and cases on their record and are protected. Other employee harassment habits at VP and above levels are enabled and empowered by HR. So anyone applying to Visa for leadership roles, thinking of ethical Visa, please do check your values and culture. If it aligns with these leadership behaviors, dive in and join us, you will be successful and will quickly climb the executive ladder at Visa.

I'm amazed at how many co-workers I talk to weekly that absolutely despise this place and hate every single aspect of their job but still pay State Farm thousands every month in premiums? Is it Stockholm Syndrome?

This company is a total living sh-t hole and the Executives are the absolute sc-m of the earth that abuse people? Not only that, we are too expensive? Can some explain why? Makes no sense, cancel your State Farm insurance and go somewhere else! Place is a he-l hole! Get them in their own "Accountability Cycle" - Fu-k that place!

FIS placed me at risk yesterday in the UK. My US peer was let go with severance and pro-rated bonus. We are on the same plan yet different treatment as been told in the UK we are not eligible for bonus. Their fake “one team” mantra is a lie. The executive leadership team is unethical, discriminatory and utterly shameless. This is blatant favouritism and mistreatment. I’ll be consulting a lawyer to hold the company accountable. Disgusting hypocrisy, disgraceful leadership and rotten to core. They are ensuring their pockets are lined but the livelihood of others that put in same blood, sweat and tears are disregarded.

https://www.wjtv.com/news/state/ex-state-farm-employee-sentenced-in-mississippi-insurance-fraud-case/

I know multiple people who filed factual ethics complaints and these were dismissed with no action being taken. Is HR behind this charade?

It used to not be this way. The last couple of years has been a s&$@ show with HR and Ethics. Anyone know what’s happening there in HR or Ethics or both teams?

I dont know if anyone knew this but, Stankey is the CHAIRMAN of the Board! How could this be possible?!?! I believe that the SEC should be notified because this is DEFINITELY unethical... how can you be the ceo AND the chairman of the board... this is why he is NOT VOTED OUT! I CAN'T MAKE THIS UP!

https://www.advisorhub.com/vanguard-to-pay-19-5-million-for-failing-to-disclose-advisor-conflicts/

According to Fidelity’s Advisor Compensation plan, Fidelity uses “complexity” as a factor in determining variable advisor compensation. But it does not necessarily mean “complex for the client to understand.” Instead, it could mean complex according to Fidelity’s internal judgment. A client may find a Treasury ladder or an index fund “complex,” depending on their experience. Does Fidelity classify those products as “simple,” meaning advisors don’t get as much credit or bonus for recommending them?

Don’t Fidelity Advisors earn more variable compensation for steering clients into Fidelity’s managed platforms or annuities and keeping them in those managed products or annuities? Doesn’t the structure ultimately bias recommendations toward Fidelity’s higher-margin products?

I guess alleged vagueness might protect the firm because “complexity” is not transparently defined. Fidelity can flex its meaning internally. Is it possible that it's difficult for clients to independently verify whether a product was labeled “complex” or not based on their needs or simply because it’s more profitable to Fidelity? Therefore, is the use of “complexity” subjective and firm-controlled and appears to be more aligned with Fidelity’s profitability and not client comprehension?

When my husband was diagnosed with stage 4 cancer my FA told be to look after my husband and my family, that my job would always be there for me. He had arrangements for me to work from home when things were bad after treatments and boy were they bad. I still signed every day and returned phone calls. I never missed a thing to be completed for our clients. I even returned phone calls from a private spot in the hospital. My FA was completely satisfied with the work being done. I was working from home and office since last December. Never heard from HO once. July I get a phone call from HO stating that I was committing time sheet fraud. Never once was I told from them to complete one and was fired right then. No warning, nothing. My FA was as devastated as I was. I did what I was told to do and got fired. Edward Jones does not care about their staff, Only BIG PROFITS!!!.. I worked 15 years for them and had Outstanding Reports since I started... I am heart broken. A sick husband and no income.. The public needs to know all about EJ and their abuse of staff...

# Questions About Executive Accountability: The F5/HackerOne Case Study

• An objective timeline raising questions about corporate governance and executive hiring practices*

## The Timeline

2019-2023: BIG-IP Next Development

• F5 Networks invests heavily in next-generation BIG-IP platform
• 5+ years of development, significant R&D resources allocated
• Positioned as the future of F5's core product line

2022: Leadership Change

• Kara Sprague appointed as Chief Product Officer at F5 Networks
• New role created to "oversee F5's entire portfolio of multi-cloud application security and delivery solutions"
• Takes responsibility for $1.3B annual revenue product business

2023-2024: Company Struggles

• January 2023: F5 lays off 620 employees (9% of workforce)
• Multiple additional RIF rounds throughout 2023-2024
• Company cites "persistent macro uncertainty and customer spending impact"
• Conservative growth projections announced

2024: Product Strategy Reversal

• BIG-IP Next launches after years of development
• Shortly after launch: F5 announces discontinuation of BIG-IP Next
• Massive investment in 5-year development project written off

September 2024: Executive Departure

• Kara Sprague leaves F5 Networks
• F5 announces major leadership restructuring with new COO, CRO roles
• Timing coincides with BIG-IP Next discontinuation

October 2024: The Promotion

• HackerOne announces Kara Sprague as new CEO
• Press release highlights her F5 experience managing "$1.3B revenue business"
• No mention of recent product failures or layoffs under her leadership

## Questions This Raises

For HackerOne shareholders:

• What due diligence was performed on the BIG-IP Next failure?
• Were board members aware of the timing between product discontinuation and departure?
• How do recent F5 outcomes factor into future HackerOne strategy assessment?

For the industry:

• Should executive accountability include recent strategic failures?
• How do we ensure thorough vetting beyond resume highlights?
• What responsibility do boards have to investigate recent track records?

For F5 stakeholders:

• What lessons learned from the BIG-IP Next investment?
• How will product strategy decisions be evaluated going forward?
• What accountability measures exist for major strategic failures?

• This timeline uses publicly available information from company press releases, SEC filings, and industry reporting. All dates and facts are verifiable through public sources. The intent is to raise legitimate questions about corporate governance practices, not to make personal accusations.*

Sources available upon request - all information gathered from:

• Company press releases and SEC filings
• Industry publications (GeekWire, TechCrunch, etc.)
• Public LinkedIn announcements
• F5 Networks investor relations materials

https://thebluetalk.com/t/major-fraud-with-1200-contractors-kickbacks/e41y7e

Looking to file a class action. They know information integral to our decision on what to post for, share it with a select few, tell selective lies and half truths to the extent that this reorg is unfair and favors those privy to this information over others. Heard from more than a few that conversations with reps/job owners steer into way too personal questions in an attempt to disqualify us.

Don’t share too much, but if anyone knows of a specialty law firm to get started.

Look at his business decisions, all to the determent of AT&T. Buy high, sell low. Who profits? Not AT&T shareholders. AT&T is the cow that is getting milked and the employees are blamed for not feeding the cow enough grain.

Are you "living your purpose" yet?