@c7 I know right ? Sociopaths
13 replies (most recent on top)
@c5 turn your camera on, dear lord why do they need to see the hurt in ppl while they do this?? Ugh
Are we supposed to sign paperwork without knowing the dollar amount?
@a4 No HR and no recording I know of. They asked me to turn on my camera but it stopped working last week and I think that’s when I was being let go early on. It was weird. I could tell the feeling I had was spot on.
@a3 I can confirm this is correct for skip level meeting. I was told by another person it was safe. lol. Talking about being blind sided. I am still in shock. I feel betrayed on all levels and ra--d in a mental way.
@OP it came today. Not opened. It was a skip level meeting with VP. Seemed a normal invite at 10 am for 4 pm. Then I was so he’d for a quick chat. I knew I was done for. I told them off and hung up
lol my health plan’s HR person is OOO all week this week 🫠
There was an HR rep in my meeting, they didn't say anything... I did record the meeting 4 min total.
@a5
It is legal to record a conversation with just one person's consent in 38 states plus the District of Columbia. Under the one-party consent rules, you can legally record a conversation or phone call as long as you have a participant in the discussion or have permission from on person involved.
All-Party / Two-Party Consent: 11-12 states which include: California, Delaware, Florida, Illinois, Maryland, Massachusetts, Montana, Nevada, New Hampshire, Pennsylvania, and Washington.
Mixed Rule Exception: A few states (like Nevada or Connecticut) apply different standards depending on whether the recording is in-person or via telephone/electronic media.
On the flip side of that......
Employee workplace recording can be legally protected under the National Labor Relations Act (NLRA), but only if the recording qualifies as "protected concerted activity" rather than an individual grievance. The National Labor Relations Board (NLRB) has repeatedly ruled that blanket employer policies that completely ban workplace audio or video recordings are unlawful because they "chill" an employee's right to gather evidence of misconduct.
Hope this helps!
@a5 every time you log in you give acknowledgement to Centene.
Interesting in some states it’s illegal to record without all parties acknowledgment
@a3 so has HR been attending but hidden or not attending to keep traction? Good to know they’re listening/recording each word for those of us who haven’t had our call yet.
Human Resources (HR) is usually omitted from initial reduction in force (RIF) notification meetings to maximize speed, maintain absolute operational privacy, and handle the high volume of corporate restructuring efficiently. This is not an uncommon practice.
That being said, many employees within Centene report that last-minute separation meetings were or are (being) conducted exclusively by skip-level managers or immediate managers, leaving HR entirely absent OR are only "BLIND-INVITED" to the calendar entry. This means, they are in there from an insurance standpoint to quietly observe, legally document, and keep the termination meeting moving forward without becoming a target or a distraction. If an employee see an extra name, this would immediately trigger anxiety or tip them off that a termination is about to happen.
In a nutshell, the function as a legal witness. They document exactly what was said, mitigate he said/she said, and if the manger freezes up or cannot answer a critical question, they offer hidden support as to what to say and how to change their demeanor. Once the HR observes that the manager has delivered the official notification, HR then quietly pings the IT and Security teams.
This can also trigger the instant lock out of the employees laptop, VPN, email and internal networks to protect proprietary corporate data, if their position is an immediate termination.
I hope this helps!