2019 budget numbers

Figure out the United catastrophe? What is it you are confused about son?
How about figuring out the Aetna opportunity?

 

Aetna is small compared to UHC. And losing Horizon is also a major issue too.

There needs to be major relief given to the budget.

 

LOL.......I know it’s early but this is the bumbest thing I have heard all year. We are screwed Aetna is meaningless.

 

United catastrophe vs. the Aetna opportunity?? So wonder we are in such a mess with idiotic comments like that! Must be management!

 

What an idiotic thing to say, let alone, believe.How arrogant? This is where you have it twisted: Everyone deserves respect. It is disrespect that is earned.

 

Wow! All this guy did was prove the blatant ass-kissers we have here. So wonder we are watching this ship head for the iceberg. Should we automatically respect a convicted axe murderer? Exactly why this management brings NO skill sets to the table. Another loser heard from!

 

No, dumbass. You are exactly what you describe. An idiot. An axe murderer has earned disrespect. And yes, so have you.

 

So how would you resolve the issue, genius? Make us proud.

 

I was laid off today from the Southeast.....got my life raft before everyone else. Can't wait to get back out in the field and grab some accounts. I will be smiling in my rearview mirror at these clowns without documenting my every move & getting bitched out by my manager for non issues on a weekly basis. I will make 5 times more as an independent rep expending 5 times less the effort.

 

Agreed. To hell with non-competes. I dare them to say boo to me. I am going after every one of my accounts starting tomorrow. Arbitration bull. Several doctors will defend us immediately. Labcorp wants OUR relationships until we are no longer there, then they act like our customers love Labcorp. What a joke! Labcorp not only has to worry about PAMA and United but keeping their large grassroot accounts. Will love every minute of it. GOODBYE LABCORP LEADERSHIP CLOWNS!

 

i assume since you were fired too that LH is trying to keep this a secret. I suggest that we make a huge scene of how, like always, Labcorp acts like the white knight but the company is as dirty as it comes. Let’s start by the PSCs that are for the community, not just for a large account. One in my territory has not draw one ounce of blood from the outside! This is going to get very interesting!

 

I find it interesting that a Division head can spend well over 10000 for a business kick off meeting off site, when it could have easily been held at the division headquarters. This is why so many people are losing jobs.

 

24 people go to Mitchell's steakhouse $50 per plate plus alcohol.... is this cost savings?

 

Senior management has ALWAYS been the problem at LCA. They bring no value to the job. Sales people make their calls, phlebotomy does their duties for the patient, and operations are managed at the local level. Management appears to look busy and important but all I have seen is sitting in meetings like a home room teacher taking attendance. After 18 years in this company, I have never written a note from leadership that would be beneficial in the field. All they are doing is getting rid of the revenue generators because I guarantee that when sales people leave, many take the big accounts with them!

 

Cytotechnologists, pay close attention, because this info applies particularly to you.
We at Quest obey all laws, local, state, and federal. How Labcorp pays their cytotechnologists premium time (only legal under a union contract), rather than overtime gives the Labcorp an illegal unfair advantage.

Many employers misclassify workers to avoid giving them California overtime pay and minimum wage. But their workers can file a lawsuit for misclassification and can recover penalties as high as $25,000 per worker.
Aggrieved workers can file a lawsuit, under California’s Private Attorney General Act, to recover a share of the total labor code penalties that the state of California is entitled to. In the case of misclassification, the California labor commission is entitled to between $5,000 and $25,000 for each worker that the company intentionally misclassified




Voluntary Off-the-Clock Work That Employers Don’t Know About or Authorize
Employers in California sometimes try to argue that they don’t have to pay their employees for off-the-clock work because the employee didn’t have authorization to work extra hours. These employers argue that if their employees want to work extra hours, it’ll be on their own dime.


But that’s not the law in California. The California Supreme Court has said that if an employer knows or should have known that an employee was working off-the-clock, and they “stood idly by,” the employer has to pay for those hours.

This rule stops employers from winning the argument that extra or overtime hours were unauthorized. If the employer required an employee to finish a workload that was impossible to complete in the allotted time, an employer may be required to pay for off-the-clock hours spent to finish the task. Often, the employer “should have known” that it wasn’t possible to finish in the allotted time.

Mandatory Overtime: Employers sometimes force employees to work past 8 hours a day or more than 40 a week, but don’t pay overtime rates. Depending on circumstances, it may be illegal for an employer to require an employee to work mandatory overtime.

Overtime Pay Waivers: An employee’s right to collect overtime pay cannot be waived. An overtime pay waiver in an employment contract is invalid under California law. An employment contract also cannot waive the CA overtime rates (time-and-a-half and double time), even if the employment agreement specifies that overtime will be at a particular (lower) rate.

Unionized Workers: Employees that are unionized are an exception to the general rule in California that workers get time-and-a-half and double pay. California allows unionized workers to agree to a different overtime rate in a collective bargaining agreement, as long as the worker earns a wage premium for overtime hours that is at least 30% of California minimum wage. Based on California’s 2019 minimum wage, union workers must earn a premium wage of at least $3.30 an hour for overtime work.

Myth #1: Unauthorized Overtime Is Not Compensable. Sometimes, an employee feels like they must work extra hours to finish all the work that their employer has assigned. They think: there’s just not enough hours in a day! Often, they don’t even report the hours on their time sheet. But when the employee quits or is fired, they want to know whether they can sue to recover overtime pay, even though the employer did not specifically authorize those hours. The general rule in California is that employers must pay for unauthorized overtime hours if the employer knew that the employee was working overtime, or if the employer should have known the employee would need to work overtime to finish the job.

Myth #2: Rest Breaks Are Not Included When Calculating Overtime. Employees in California are entitled to paid rest breaks every 4 hours. When calculating overtime hours, California employers are required to include rest breaks towards the total hours worked.

 

Finally! Where do I go to report how I am treated when working? I am told that this is standard business practices. Thank goodness for smartphones that can capture work being done and words being said! Enough is enough!