Lately, with second generation whistle blowers coming out of Unum’s closets in droves reports appear to indicate Unum’s treatment of employees hasn’t improved in ten years, and in some respects is worse than ever.
New recent TV commercials selling Unum as an employer may not be accurately reporting the company’s internal working environment. Does anyone really want to work for Unum? Recent whistle blowers and former employees respond with an emphatic “No!”
Although Unum Group as a company is often described as the “elitist” insurance company meaning “only the elite” are employed there, former Unum employees describe unfair discrimination and mis-treatment in the workplace to the extent of causing nervous breakdowns, stress and worry to the point of having to seek treatment.
What “goings on” at Unum contribute to some of the worst reports of employment discrimination and mistreatment reported by recent former employees? Those who have spoken to DCS report what can only be described as deliberate employment discrimination against employees who are over 40, those who are overweight, those diagnosed with medical impairments, females with tenure, and those who oppose internal protocols to deny more and more claims.
Several of the women who actually appeared on the 60 Minutes expose of Unum in 2002 were not so affectionately referred to by Unum’s attorneys as the “fatty four.” Anyone or any organization who opposes Unum in any way is subject to verbal abuse and is essentially labeled as a “disgruntled employee”.
Apparently, there is a “weeding out” of employees going on at Unum. Higher up on the chain of command, a former Unum Medical Director described attempts initiated by Quality Compliance to turn his peer physicians against him when he refused to re-write his reports in Unum’s favor. He immediately fell into disfavor when he stood up for fair and equitable review.
Reports also describe work situations in which managers continually disclose poor performance and employment issues of one member to other members of the team encouraging peers to “report” on each other in negative ways. Often “clicks” are formed within units ostracizing certain members because of information communicated by managers to their direct reports.
Other situations described to me include managers who ignore (and often refuse to speak to) members of their staff who may be “overweight” or “not one of the beautiful people.” In some cases it becomes known managers tell others “I want him/her out of here!” Personnel files contain negative written information from peers generated AFTER the employee has been terminated. What can managers at Unum be thinking?
Employees who protest Unum’s harassment and mistreatment in the workplace are dubbed as troublemakers who need to be terminated. Unum’s Human Resource Department is complicit in justifying management’s mis-treatment of employees. Former employees report Unum’s Human Resources often “lose” human rights and EEOC complaints which are not investigated for months.
In 2011 reports from terminated employees also report unfair firings of employees who have been diagnosed with serious illness. Unum apparently uses the excuse of poor performance to medically underwrite group health insurance by systematically eliminating those with high-risk health issues.
Another Unum former employee reports having his past history investigated after having worked for the company for 9 years. Unum found something they didn’t like and fired him. After nine years?
I would like to point out the above information is not coming from Linda Nee personally, but from former Unum employees who contact DCS, Inc. and relate their employment experiences with Unum. Much of which is currently reported doesn’t surprise me since as a former Unum employee myself much of what is currently reported was also visible from 1998-2002. Apparently, Unum’s mis-treatment of employees hasn’t gotten any better.
The importance of the above described internal information is that whenever any disability corporation is reduced to “mud-slinging” , inappropriate communicating performance issues, and most importantly, terminating employees for raising objections to unfair claims practices, the company is headed for some sort of disaster or downfall.
As an experienced consultant my observation and major objection to the above mis-treatment of employees is that disability insurers who treat employees unfairly also treat insureds (their customers) unfairly as well. Perhaps as more terminated Unum employees come forward to publicly expose their experiences we will be better able to see where Unum Group is heading in the future. I suspect it isn’t good.