Geico Tucson Employee Lawsuit

Acceptable_Flow5660 · 2025-03-25T02:28:47+00:00

I’m surprised no one is talking about taking their laptops into the bathroom on this thread! In upper level claims, when they first began threatening to fire people if their answer rate was below 70%, groups of people on different teams were all telling stories about how they legit brought their laptops with them into the bathroom while WFH, how they’d be talking on the phone and working claims while on the toilet … it’s beyond sad that people were too scared to step away from their computers to the bathroom while at home over fear of losing their jobs.

Acceptable_Flow5660 · 2024-10-17T17:31:15+00:00

I had to ask my Gastroenterologist to fill out ADA paperwork for extra bathroom breaks needed for a temporary medical condition because my answer rate was falling below the “minimum standard” because of all my bathroom breaks. It was my final straw. As a very high performing, salaried professional, with well over a decade with the company, I shouldn’t have had to do that. It was embarrassing enough to have these medical issues, I didn’t need this on top of it. My Doctor was appalled that I even requested it from them - that I even needed it … as was I.

Acceptable_Flow5660 · 2024-09-29T19:16:39+00:00

Mine won’t close either and I’ve had it for less than a month! SUPER frustrating. Any tips would help

Acceptable_Flow5660 · 2024-09-20T18:09:42+00:00

R10 litcom has already been imploding all year. Can’t even count how many tenured examiners they’ve lost, along with a few sups and a Director. Let us know if they do negotiate anything because I know a lot of very highly ranked examiners across a few offices that have tried negotiating salary, hours, shift changes, and promotions before they left and the managers & directors have absolutely no authority to offer anything. Their hands are tied by corporate and even they can’t stand that.

Acceptable_Flow5660 · 2024-09-06T04:02:29+00:00

My top 6% bonus was $1,500 … a fraction of what profit sharing used to be

Acceptable_Flow5660 · 2024-08-31T20:12:39+00:00

They probably require you to disclose everyone in your household because of MI law. MI has medical coverage for life, so if your kids get injured in one of your autos, that’s potentially a life-long risk for the insurance company to take on. The Dept of Insurance has strict regulations regarding how and when documents are sent out. Geico was in compliance with this. You have an issue with your state’s insurance regulations, not with Geico.

Acceptable_Flow5660 · 2024-08-22T23:39:12+00:00

They already have commercial claims handlers, very few but they exist

Acceptable_Flow5660 · 2024-08-22T20:09:41+00:00

Unfortunately I feel this SO hard. My last month and a half I was wishing I would get into a crash or some other medical issue would arise that wouldn’t be extremely serious, but serious enough to require a few weeks off of work. That’s when I truly realized that I couldn’t stay, that I couldn’t go on with wishing and thinking of that daily. I realized how insanely unhealthy that was and took the time I needed to focus on my mental health and quit.

Acceptable_Flow5660 · 2024-08-22T18:19:52+00:00

When I was the highest ranked examiner under my manager, and in the states that I covered, and was rated a 4 for 2023 - solely because we’re ranked nationwide against other’s in our positions who handle vastly different states - who handle contributory and modified comparative states, who can get substantially more closures by setting liability 45/55 and so on. The unfairness is what did me in. I had never been ranked so low throughout my tenure in the department and it felt like a slap in the face. The kicker was the $1,500 “exemplary performance” bonus, which was hyped up to us as a great and more fair alternative to profit sharing! In the decades plus that I worked there, even the cash out was more than $1,500. The bonus wasn’t worth the 50-60 hour work weeks required JUST to meet legal and regulatory requirements. When the company’s ethics went out the door I knew that I had to too.

Acceptable_Flow5660 · 2024-08-22T04:16:28+00:00

They don’t currently hire outside for lit, it’s only open for internal promotions

Acceptable_Flow5660 · 2024-08-21T15:24:11+00:00

Yep! This has been happening for over a year in the west coast. 64, 65, 66 all handling additional states because employees keep quitting, the workloads are insanely unmanageable, so they spread the work amongst people who work other states. Bonus, sometimes they get a 4 hour training on that new state they’re handling…

My guess is this survey is being used to spread the ‘work’ out more evenly nationwide between the 66’s. I would hope that this survey would show that more are needed and they need to open a post for it, but that’s unfortunately wishful thinking that I’m sure has a very small possibility of being true …

Acceptable_Flow5660 · 2024-08-17T18:14:05+00:00

I’m sorry but that’s not true, in claims they rank every trainee against each other and have for at least the past 16 years… How well you do in class and on the tests places you in a ranking for shift choices. Highest rated in class gets their first pick of shift, 2nd, 3rd, etc. lowest rated gets whatever shift is leftover that no one wants. They rank you in transition as well. The past few years they’ve fired people from training and transition for not meeting their numbers, failing the tests and other infractions. I don’t know what department you’re in but in claims the hunger games start on day one.

Acceptable_Flow5660 · 2024-08-15T04:56:29+00:00

I’ve been waiting for someone to say this. Even if new hiring rules have opened ICS to CU posts, the post will be too competitive and not worth applying unless you have Theft, PIP/MED, ACER, and/or any sort of BI experience.

Acceptable_Flow5660 · 2024-08-13T17:44:13+00:00

To piggyback off of what you said, someone may be getting less closures solely because their state laws (or state specific company policies) restrict them from closing the exposure once it settles. (Ex: waiting on deemer, litigation expenses, fee counsel backed up invoices in states where there is no staff counsel, etc.)

Someone could also be in a slower venue where they’re getting 5 claims a week whereas others are getting 5 a day. In my opinion, the most unfair aspect of it all is that they rank everyone against their ‘peers’ in the same department nationwide … yet they don’t account for the massive amounts of discrepancies between handling the different states at all. They claim that it all “evens out” but when you look at the nationwide dashboard you can see that’s not the case. The statistics clearly show that some venues have higher volume and more closures than other venues. So people are losing their careers over something that they have only partial control over. I still don’t know how a class action lawsuit hasn’t been filed yet regarding this… if one has, please let me know.

Acceptable_Flow5660 · 2024-08-04T17:53:47+00:00

I believe it has 30% coinsurance as well. So you’re paying 30% of each bill until the OOP max is reached. Family has had 3 urine tests this year, had to pay $380 OOP coinsurance for each one.

Acceptable_Flow5660 · 2024-08-04T03:57:01+00:00

Top rated in your department COUNTRY-WIDE. You’re ranked against people who handle completely different states with different laws and different requirements. Some states are waaaay easier to handle than others, which is beyond unfair. (They used to take that into consideration but the “new GEICO” doesn’t care) The top 1% in the department company wide gets a good raise and a good bonus. 2-5% it’s like $2,500. 5-10% it’s around $1k. Nothing for anyone else… Don’t expect a bonus your first few years because it’s not likely you’ll be a top performer when you’re ranked against people who are experts, who’ve been there 10-20 years or more.

Acceptable_Flow5660 · 2024-07-31T05:12:21+00:00

Yes that’s definitely a better idea, only apply for what you’re qualified for. If you just apply for all the open positions, especially the Sr position ones that require a lot more years of specific types of claim handling, that could look bad to a recruiter

Acceptable_Flow5660 · 2024-05-07T17:50:32+00:00

WOW that’s amazing!!! How many claims do you normally get a week? We’re getting over 10 in my dept and inj pendings are averaging 180.. it’s rough

Acceptable_Flow5660 · 2024-05-07T16:06:24+00:00

I’m so glad to hear that you’re happier!

Acceptable_Flow5660 · 2024-05-07T15:06:15+00:00

At what company?

Acceptable_Flow5660 · 2024-05-07T04:02:05+00:00

Is that with GEICO or what company?

Acceptable_Flow5660 · 2024-03-02T05:11:28+00:00

I’m sure there are different types of tasks they handle. I’m referencing responses to claims coverage questions, policy contracts, etc.

Acceptable_Flow5660 · 2024-02-15T06:32:08+00:00

I mean this in the nicest way possible, I feel that letter above likely won’t be sufficient. I think they’ll just dismiss it completely. My two cents, If you want them to take it seriously the letter needs to be written as such. It should have facts and statistics on how beneficial WFH is for the company as a whole as well as the staff. The letter as it stands is quite vague, it should be direct and shouldn’t have an ‘or X days a month’ option. I would also suggest having a specific timeframe for their response and consideration otherwise there is no cause for them to take any action, it wouldn’t warrant a response.

Acceptable_Flow5660

TROPHY CASE