Didn’t record a flup? Took no action on a flup (follow-up)? Used cell phone? Can’t handle the block of claims and new business? Poor history of claim denials? Guess what? You’re gone!
It’s wishful thinking for any Unum employee to believe they have job security. Some employees who are suddenly terminated are those who received generous salary increases and spot performance awards months before terminations take place. Still, Unum alleges employees are “not able to maintain standards” and they are fired for “poor performance.”
Whether or not the job infractions warrant “termination” is usually determined by claims managers who “want to get rid of” direct reports who aren’t holding up their commitment to processing denials.
Employees who have been on the job for more than 20 years and are “getting of age” are also targeted as quick hit terminations, again for poor performance. Employees with “Meets” performance ratings are suddenly terminated making one wonder whether anyone in the company is actually performing well.
Although any employer can terminate an employee for little to no reason, Unum actually works very hard at it. It spends time padding the employee’s file with probations, and negative reports for minor things such as “not bolding certain contractual words in policy citations”, or failing to record a flub as completed, etc.
Managers discuss “poor performance” issues with peers to create “hate groups” within the unit that ostracize employees making work environments unbearable. I’ve often wondered whether other employees realize the extent to which Unum uses them against their peer workers.
Although I have never criticized any Unum claims rep for doing what is necessary to keep their job, it has become increasingly clear in the last year that not only are Unum’s employees complicit with Unum’s unfair practices, but actively seek to deny claims in order to receive annual bonuses held over their heads by management.
Although Unum’s bonuses may appear to be significant, the amount of each individual bonus to claims handlers is probably less than $3,000. What would you be willing to do for $3,000?
My message to Unum claims handlers is to consider that whatever the company can do to its insureds and claimants, it can just as easily do to you, and it does.
And, by the way, Unum can’t control what you do, or who you talk to after it walks you to the door. In some instances via letters Unum tries to tell you not to speak to anyone about the company if you want to get your “severance” money. Once Unum terminates your employment it cannot dictate what you do or who you speak to. You do not have to be afraid.
Believe it or not, there IS life after Unum. You may be hurt and angry at having been fired but in the long run, not working for Unum is preferable to cutting off someone’s legitimate benefits you know should have been paid.
There are many employers who treat their employees with respect by providing leadership and opportunities for advancement. Unum is not one of them – instead, the company sends you to Disneyland to “aspire” more indoctrination and assumes adult employees want a hug from Mickey Mouse.
Sometimes getting fired opens more doors than it closes. I am always available to terminated Unum employees who need someone to talk to. DCS refers Unum employees to good employment attorneys to determine if they are getting what they are entitled to such as unemployment, severance, and/or retirement.
Employment termination by a company scorned by the public with a history of unfair claims review can’t be such a bad thing. Sometimes it’s the best thing that ever happened to you!