Thread regarding Centene Corp. layoffs

@OP At some point, leadership needs to stop asking why people are struggling in the SIU and start truly listening to what employees have been saying for months. The EthicsPoint complaints, the listening sessions, the conversations behind closed doors, the fear, the frustration, and the collapsing morale are not happening for no reason. People are hurting. People are exhausted. And many people are scared.

This isn’t about employees being resistant to change. We have survived reorganizations, leadership changes, new systems, new expectations, audits, regulatory demands, and enormous workloads. We know how to adapt. What people are struggling with is being made to feel like they no longer matter.

Employees want transparency. Honesty. Clarity. Trust. Respect. Communication. We want leaders who communicate with us instead of at us. We want to understand where this department is going and why decisions that affect our careers and our daily lives are being made. We want our experience and knowledge to mean something. We want a seat at the table instead of constantly being left in the dark and then expected to carry out decisions we had no voice in.

And perhaps most importantly, people need to feel safe speaking up.

There is a very real fear among employees that questioning decisions, disagreeing with leadership, providing honest feedback, or reporting concerns involving Christa, Sabrina, and Laura could result in retaliation or a target being placed on their backs. Think about how serious that is. Employees should never have to sit at their computer wondering whether one comment in a meeting, one EthicsPoint complaint, or one honest conversation could cost them their career.

People have dedicated years—and in some cases decades—of their lives to this company and this work. They have built careers here. They have supported this organization through difficult times. They have protected members, identified fraud, waste and abuse, supported health plans, met regulatory obligations, trained others, and continued showing up even when they felt completely defeated.

And now many of those same people feel disposable.

You cannot tell employees that they are valued while making them feel invisible. You cannot ask people to speak openly while they are afraid of retaliation. You cannot talk about integrity while employees are afraid to tell the truth. You cannot preach collaboration while decisions are made behind closed doors and communicated after the fact. And you cannot build a healthy culture through fear and intimidation.

That is what needs to change.

Most of us aren’t asking for anyone to hand us something. We aren’t asking to avoid accountability. We aren’t asking to go backward. We are asking to be treated like human beings.

We want leadership that listens before judging. Leadership that communicates instead of threatens. Leadership that recognizes experience instead of dismissing it. Leadership that understands that behind every metric, case count, spreadsheet, and performance number is an actual person—with a family, a career, a reputation, and a life outside of this job.

If leadership genuinely wants to repair the SIU, start with the people who are still here. Listen to the EthicsPoint complaints. Listen to the people who were brave enough to speak during investigations and listening sessions. Listen to the people who are afraid to speak at all. Protect employees from retaliation and hold everyone—regardless of title—accountable to the same standards.

Because people haven’t stopped caring about the SIU.

They are exhausted from feeling like the SIU stopped caring about them.

We don’t need another email telling us we’re valued.

We need to feel valued.

We don’t need another presentation about transparency.

We need transparency.

We don’t need another invitation to speak up followed by fear about what happens when we do.

We need to know that our voices are safe.The only way to get past this is to get rid of Christa, Sabrina, Laura and quite frankly, all her friends she brought in behind her. It’s like a metastasized cancer. You can’t cut one chunk out, you have to cut it all out in order to heal this toxicity.

@eq Its Chris Koster

There is no open dialogue. Cronyism is not standard.

Christa Marshall Jewsbury, Sabrina, and the entire cheerleading squad,
Apparently, this is the most investigating you've managed to do,and the irony is that it isn't even work related.
Instead of investigating the issues within your own department, the focus seems to be on figuring out who owns a site and who is speaking out. That alone should tell everyone something.

If you're taking this to the Better Business Bureau, then don't be surprised when documented experiences and concerns are also brought to Fox News and other media outlets for independent review.
You can investigate websites. Hunt for names. Delete comments. Surround yourselves with cheerleaders who tell you exactly what you want to hear.
But none of that makes the criticism disappear.
So keep investigating who is talking.
Because while you're busy searching for the voices, those voices are making sure someone outside the organization finally hears them. Kisses 💋

Sabrina…..is this you writing this….cause clearly it’s either her or Christa or someone they hired feeling a little defensive that the truth is coming out.

@OP

AI;DR

No but seriously, if you feel the need to have AI compose a post for you on an anonymous forum such as this, then that says all we need to know about your insecurities re: your "writing skills" and "professional acumen".

Let's give you the benefit of the doubt though, and assume you used AI in this instance to hide your writing style. Maybe you're a "big-wig" who fears the wrath of the REAL "head honcho" puppeteers who pull/control your strings, so you presented your views here "incognito" under the cover of AI. Lame, but whatever. You're entitled to present your opinions here however you see fit.

Still doesn't excuse the main gist of your content, which essentially stated that you not only support the concepts of, but also apparently also don't hesitate to utilize when dealing with others here and in business:

• Intimidation Tactics
• Veiled Threats
• Being a Control Freak
• Censorship
• Gaslighting
• BSing via Corporate-speak Lies

Listen, b!tch:

1) No one is buying what you're selling.
2) No one cares what a $ellout $tooge such as yourself has to say.
&
3) No one is intimidated by you throwing your weight around, and trying to control the narrative by telling people what they can and cannot: think, say, or do.

You.
Have.
NO
CONTROL
over any of that.

NONE!

People are entitled to FREE SPEECH, and if YOU don't like it, then YOU can fu*k right off to the nearest country which practices communism as a rule, and has no constitutional rights for its citizens.

P.S. Maybe YOUR job is now or soon to be on the chopping block...is that what's making you so uncomfy?!

@e4 In all seriousness, when you are directly and specifically asked for your business legal name, you are by law required to do so. That is because it is more than just a forum; you are also conducting business by embedding Commercial advertisements on your site, for which you are getting paid for.

@e4 I wonder if the owner of this site is maybe out of, I don’t know, perhaps India?

@e3 What is the business legal name for the company that owns this website?

@dx Nope. Private companies, social media platforms, and employers are not bound by the First Amendment and can legally set their own content guidelines, moderate posts, whatever. It's not even close to censorship. Do you think they just arbitrarily delete posts? Start your own layoff board and just let things run unchecked and see how that goes for you.

@OP I think maybe this corporation Centene, as well as the other large for-profit Health Insurance Corporations have finally overplayed your hand. And this is just the beginning of what that gets you. May be entirely too late to out the Genie back in the bottle this time.

If posts are being deleted that do not specifically violate the forum rules, then that is censorship. And I have seen a lot of that on these layoff forum sites. Who owns this site anyway? What is the company name? The LLC Legal name?

Clearly this was written using AI

Let me show you the power of a public layoff board: Go Fu-k yourself!

You ma think you are super special in your corporate position but in the real world you’re an id--t. You can’t control the narrative on an anonymous public web board. Be careful…Your privilege is showing 😊

@OP Hi SIU leadership. This is the worst AI slop I've ever read. Clearly, you are highly incompetent.

@dd Read the comments and you’ll see why.

@b5 I originally saw a post up with this title, then the post had just a title SIU, now this title again.Very strange.

This is getting more attention then my wife gives me

@cd omg she has said that to people? No wayyyyyy

HR/ER are there to protect the company. Not you. Remember that.

If you have firsthand experiences, document them. Keep the receipts. Speak up on platforms where employees can share what they've experienced without the conversation being conveniently buried or controlled.

When enough outside people start looking into employee experiences, leadership practices, and the growing number of negative accounts, eventually those concerns can reach the people who have a financial stake in the company.
Stockholders deserve to know when leadership, culture, employee treatment, and organizational decisions may be creating reputational and business risk. If investor confidence starts taking a hit, leadership can't simply delete the comments, silence the employees, or pretend the problem doesn't exist.
Money talks. Investor confidence matters. The bottom line matters.

The deletion of comments from this thread only makes the situation more concerning. If people are comfortable discussing these issues publicly, then why is someone so determined to control what remains visible? job title does not make someone qualified. Authority does not make someone credible. And intimidation does not erase documentation.

If leadership believes these concerns are unfounded, then investigate them. Openly. Independently. Completely.

Because deleting comments, controlling narratives, and intimidating people will never make the underlying concerns disappear. It only makes people question what there is to hide.

@OP What continues to be most concerning is the pattern of intimidation and open-ended threats coming from Sabrina. Employees who have spoken up, questioned decisions, or expressed concerns have allegedly been told they “better not do that again,” warned not to embarrass her in front of the team, and told they can “find another job somewhere else” if they do. Comments such as “nobody messes with me” and “you don’t know who I am and what I can do” create an environment where employees may reasonably fear that speaking up could put their careers at risk. That is not healthy leadership, and it certainly does not encourage the speak-up culture a compliance organization should be modeling.

At some point, Centene’s executive leadership, legal counsel, and Board need to recognize the potential liability created when employees repeatedly report concerns about intimidation, threats, retaliation, and other workplace conduct but believe meaningful corrective action has not followed. Employees should not have to choose between remaining silent and protecting their jobs. When internal reporting mechanisms appear ineffective, people may ultimately decide their only remaining option is to consult independent employment counsel or appropriate outside agencies regarding their rights.

This is bigger than one employee or one disagreement with leadership. It is about protecting the company, its employees, and the integrity of the compliance function. Centene operates in a highly regulated industry and depends heavily on relationships with state and federal healthcare programs. With the organization already navigating significant financial and operational pressures related to changes in Medicaid and Medicare, the last thing it needs is additional reputational, regulatory, or legal exposure stemming from workplace issues that employees have repeatedly raised internally.

Leadership still has an opportunity to address these concerns appropriately. But ignoring them, minimizing them, or allowing employees to believe they can be threatened for speaking up only increases the risk. A compliance organization should be the example of ethical leadership, accountability, non-retaliation, and psychological safety—not a place where employees are afraid of what might happen to them for raising legitimate concerns.

@OP here goes again my response that somehow keeps on disappearing "Clearly, this post hit a nerve. I’m not going to pretend to know whether you’re from Humana, were brought in with Christa and the others, are part of upper management, have a close relationship with SIU or Compliance, or perhaps are simply a sympathizer or strong defender of the current leadership. Maybe I’m just spitballing here.
But regardless of where you stand, people are allowed to express their experiences and opinions, even when those opinions are uncomfortable for leadership. Disagreeing with a post doesn’t make the concerns behind it invalid, and defending leadership doesn’t somehow make those concerns disappear.
The original posts weren’t created out of thin air. They were in response to what people believe was already broken, what has gotten worse, and what continues to break. That deserves discussion, not dismissal as “personal attacks” simply because the criticism is directed at leadership.
And yes, there are people who strongly disagree with the direction current Compliance leadership has taken. Some of us believe the situation has reached a point where accountability and meaningful leadership intervention are necessary. That may mean senior leaders, VPs, Christa, or others in positions of influence need to be seriously evaluated and, if appropriate, replaced or removed from their roles in the best interest of the company and its employees.
Because from where many employees sit, very little about what is currently happening within Compliance screams confidence, stability, employee well-being, or long-term success. If the goal is truly to protect the company, improve compliance, and retain good employees, then leadership itself has to be willing to be examined and held accountable.
People are allowed to speak. Leadership is allowed to disagree. Employees are allowed to question leadership. And those of us who believe change is necessary are allowed to say so.
Sometimes the problem isn't the people speaking up. Sometimes the problem is what they're speaking up about.". Class of 09/04 out!

@OP, I take it you’re a VP, or at the very least someone working in Compliance and Ethics, who somehow feels entitled and perhaps even protected by leadership.

@OP - if you are still reading this (and wasting your time), no one here is being disrespectful. What you interpret as "disrespect" or "unprofessional" are people's honest and raw opinions. If you cannot handle this kind of feedback, stay off this platform because you're fighting a losing battle trying to force everyone into quiet obedience. How does someone even rise to such a high level position when they can't even handle not being liked by everyone? By attempting to assert your authority in this platform, you have done yourself further disservice. With all due respect, try listening to the people who are actually doing the work and impacted daily by the decisions that are made by people at the top who do not truly understand how the work is done.

@b6, you do realize that this thread and the first responses to it were made around 5:40pm Eastern, right?

By “strategic hiring” do you mean HANDING friends jobs and bypassing all TA processes? Then hiring a very expensive consultant, also an old pal, to come in and tell you and your cronies how to do your jobs? What proven operational experience do Sabrina and Laura have, because they certainly haven’t demonstrated any operational skills while they’ve been here. Instead they’ve created disruption and chaos. What actual, tangible progress can they cite as examples of their effectiveness? Other than building huge new teams to insulate themselves from critics and pushing out anyone whose knowledge threatens them, THEY HAVE DONE ABSOLUTELY NOTHING.

@b5 this one was absolutely not posted first. This is a repost of the same content that was originally posted and already received 13 or 16 responses by 9pm eastern time. Sometime around or after 9:30pm eastern, the original post was removed and this post appeared with a new title.

@b1, not everything is a conspiracy. The site is moderated and has pretty basic rules against spam/duplicate posts, cursing, and personal insults - you can even get banned for it.
This one was posted first, while the others with the same content were duplicates. If something gets removed for redundancy, it makes way more sense for the original to stay and the duplicates to get nuked.

@b0 Several posts that were made yesterday and last night are also gone. Weird.

@aw Glad you have it because the repost is gone now, as are several posts that were made yesterday.

@b0 mods just happened to delete the post with the most engagement? not likely

@av, OP is a shill, alright, but don’t give him that much credit, doesn’t have that kind of power over the content here. There’s no delete button, and no one can delete their own post - not even the OP. My two cents: the mods deleted that post because it was a duplicate.

SIU: Please send us feedback and communicate with management
Employees: We don't like to be threatened and would like to be treated with respect
SIU: No, not like that.

Ever seen content online about bad leaders and toxic work environments? They're talking about you, sweetie.

You reposted this after you got 13 comments disagreeing with you, further proving that what everyone has said is absolutely true.

This is what authoritarian governments do; silence the people. And SIU has undoubtedly tried to silence the people for years. "Don't disagree with leadership decisions." "Don't give negative feedback."

Looks like the people ain't staying quiet no more. And what a beautiful thing to witness!

It's not a couple of dissenting voices. It's everyone below leadership, including your very top performers.

Please do keep trying to silence them so they can get more evidence against you.

@aw perfect! Let's see how long OP and their friends want to keep this up. Clearly they have nothing better to do than to monitor and attempt to censor public forums, continuing to demonstrate to us all that no negative opinion of them is allowed, not even outside of work.

@av I have copied the original post, including its final visible metrics, for preservation and reference.

The OP deleted the original post that was titled "SIU" which received a backlash of at least 13 replies, all of which have been screen captured and saved. And now the OP attempts at a redo under this new post, which I will continue to screenshot and save for Chris Koster. My advice to you is to give up. By attempting to dissuade the masses on this platform, you are only proving us right. If you have any sense at all, start planning your exit. You have already ruined this dept and are a disgrace.

You don't get to silence employees outside of work simply because you don't like what they're saying. An employer does not own every aspect and facet of an employee's life, nor does a leadership title extend authority into an anonymous public forum.

You don't get to ask anything of employees off the clock, outside of the work environment. You can disagree with their characterization of events. You can defend decisions you believe are being represented unfairly.

If there are inaccurate claims here, address them. If there are legitimate concerns, contribute to accountability. But telling people to stop talking because their voices and stories aren't productive or conducive to leadership's success is a no-no.

Surprise, surprise: the voices represented here are people speaking about their own experiences. Obviously those experiences don't match yours.

So have a seat and listen.