Fired?

[Anonymous]

If you were fired what was process? Was there a warning? Has anyone beat the system and stayed? Please tell.

[Anonymous]

Got fired last week. No warning. Three days between the day I was questioned and three days later I was fired. If you can't prove the company wrong you are screwed. Get your resume ready and get out of the industry. The company is looking at expense reports and calls. If you fight them on one offense they will look further. They want you gone. Get the clue.

[Anonymous]

I was canned. I wasn't doing anything worse than anyone else. I sought legal advise and I couldn't prove that I did make the calls so the company had grounds for termination. Been out of work for six weeks with no salary. It sucks. Being supported by my spouse. Start looking now.

[Anonymous]

[ QUOTE ]
I was canned. I wasn't doing anything worse than anyone else. I sought legal advise and I couldn't prove that I did make the calls so the company had grounds for termination. Been out of work for six weeks with no salary. It sucks. Being supported by my spouse. Start looking now.

[/ QUOTE ]

The docs wouldn't vouch for you??

[Anonymous]

I was contacted by my supervisor to meet him at a motel after business hours. When I got there, There was a phone in the middle of the room. HR was on the other end to tell me good-bye. There reason was sampling violations.

You have to break the rules everyday to get your job done. They will then use these rules against you. You are damned if you do and damned if you don't.

This is why you need to keep copies of everything. Run your printer into the ground. Also get a recorder to use secretly when it is just you and yiur boss. You need to start protecting your ass from day one.

[Anonymous]

Beyond getting an unacceptable on an inventory, what kind of sample violations?

[Anonymous]

You should print out anything that remotely can be used to defend yourself. You should also keep a tape recorder by your phone to record any voice mails that can help defend you. This may sound a bit over the top, but it saved my ass. When you have the necessary proof of what you were told to do, the company attorneys will back down, but only if you have the necessary documentation. Take it from someone who has been there and survived.

[Anonymous]

[ QUOTE ]
Beyond getting an unacceptable on an inventory, what kind of sample violations?

[/ QUOTE ]

All inventories were ok. They claimed changes on paper copies w/o doing a reconcilliation.

[Anonymous]

Never, ever use paper for calls any more. I haven't used a SAC or STAR form in about 2 years now. Just use the tablet, and keep everything a "match".

[Anonymous]

I know three reps' in VA who have been fired in the last 2 months. The company is trying to downsize w/o severance. Everybody is at risk. Good reps were let go to. Call audit as reason. I.E. four doctor office and rep had signatures from 3 of 4 reps. Verified 4th doctor 'detail' only call wasn't in office in the afternoon --- Fired.

[Anonymous]

[ QUOTE ]
I know three reps' in VA who have been fired in the last 2 months. The company is trying to downsize w/o severance. Everybody is at risk. Good reps were let go to. Call audit as reason. I.E. four doctor office and rep had signatures from 3 of 4 reps. Verified 4th doctor 'detail' only call wasn't in office in the afternoon --- Fired.

[/ QUOTE ]

Blame SAS as the reason for the detail only call. Pitiful.

[Anonymous]

Who is initiating the call audits? DM, RM or HR?

[Anonymous]

slack=fired
you probably should have been fired years ago. Consider yourself lucky.

[Anonymous]

HR -- DBM not involved. All 3 individuals were called and asked to meet with HR via conference call -- this is happening nationally, not just in VA. Has nothing with being slack but the nature of the business. One cannot visit the same doctor office 4 times in one week to see all 4 physicians without getting kicked out of office -- not feasible. In addition, all the No See offices which we are required to see, again, is not feasible b/c we would never make 80% of calls we're required to in our territory.

[Anonymous]

Anybody who is dumb enough to log in 4 calls against the same doc in the same week, deserves to get fired. That example sounds far, far to the extreme of craziness. We almost need to start a thread called, "America's dumbest reps" if people had factual stories about folks demises.

[Anonymous]

I think the person was saying the same office four times in order to see all four Doc's. That is the problem with start. They do not look at the calls per office, only per physician. So how many times do you need to go to the same place varies.

[ QUOTE ]
Anybody who is dumb enough to log in 4 calls against the same doc in the same week, deserves to get fired. That example sounds far, far to the extreme of craziness. We almost need to start a thread called, "America's dumbest reps" if people had factual stories about folks demises.

[/ QUOTE ]

[Anonymous]

[ QUOTE ]
I think the person was saying the same office four times in order to see all four Doc's. That is the problem with start. They do not look at the calls per office, only per physician. So how many times do you need to go to the same place varies.

[ QUOTE ]
Anybody who is dumb enough to log in 4 calls against the same doc in the same week, deserves to get fired. That example sounds far, far to the extreme of craziness. We almost need to start a thread called, "America's dumbest reps" if people had factual stories about folks demises.

[/ QUOTE ]

[/ QUOTE ]

Point well taken. In PODs with rigid routing--gecause of huge geographies, I can see that happening. What are you going to do, not log that you saw Dr. xyz if you were actually there? Afterall, if I took time out of my day to go there, I deserve some credit for it.

[Anonymous]

what is the best way to handle the hotel HR firing situation? can you refuse and ask for legal representation?

[Anonymous]

The above posts are BS! The rep sounds like a slacker. They deserve to be fired. Keep believing your own BS. The HR interview is over - stop the lying. Get out of the industry and get a sales job that when you make calls, it costs you and see how many times you fake a call. There are people that work that would jump in your grave in a second and love the job. See how it feels to WORK AT THE CARWASH!!!

[Anonymous]

[ QUOTE ]
what is the best way to handle the hotel HR firing situation? can you refuse and ask for legal representation?

[/ QUOTE ]

The best way is to ask what the meeting is regarding and who be in attendance. If it is HR or RBM (RBD -pretty rare) Chances are the DBM will be extremely vague (i.e. code of conduct, sample activity, call activity) Then ask specifically "is this an investigational meeting that could have disciplinary consequences including termination?”
They have to tell you if it is an investigation, if you ask. In most states it is illegal to intentionally withhold this information or mislead the employee in a manner that would prevent them from making a determination on whether they would benefit from having representation. (even in "no cause” states like NJ)
IF you are told that it is an investigational meeting ... you have a right to representation and you CAN ask for a time to secure representation. Usually DBM will call at the last minute to schedule these meetings, i.e. 3-4 PM the day before. If you are financially able to obtain representation it is always in your best interest to push for clarity on the topic to be discussed and state that you are requesting this information so that you may determine the severity of this situation necessitates that you obtain representation. Check online with your state's Dept of labor or Google “unlawful termination”. Your employer may have the right to terminate you at will but not "with cause" in the basis of facts that are not true. If you wait until after the termination to do this it is too late. You must go to the first meeting with representation and force BMS to prove what ever "cause" they are alleging. Now, all of this is only buying you time and perhaps a chance at severance. The purpose of all these terminations “for cause” is to not pay severance AND to contest unemployment (which BMS would have to pay a portion of). MOST IMPORTANTLY- one you are terminated you have very little ground to stand on. Finally, if you do end up going with representation that forces BMS to prove the allegations, there will be something else that they will come up with, therefore continue to think of it as simply buying more time to find another job. A good attny, may be able to help you (before termination) negotiate a severance agreement.

How do I know? I was terminated, did not go to first meeting w/representation and only sought counsel after termination.

Don’t be naïve and think that because you are doing your job and know that you are not in the wring that the first meeting is the end of it. If your DBM calls to meet you at the airport…hotel, motel, Holiday INN…then you take a friend (with a J.D)

[Anonymous]

Interesting last post. We keep hearing about these terminations prior to downsizing, and allegations of doing so in order to lessen the burden of severence, pensions and unemployment payments. Perhaps this is true, but I'm a bit skeptical, having been through and surviving this process several times. I'm wondering if, "they" really do go after someone, shouldn't there be "just cause"? If "they" fire one person, or several people for reporting "detail only" calls on docs they really might not have seen, then "they" would pretty much have to can the entire sales force, all divisions, all positions, because let's face it, EVERYONE does this at some point or another in order to meet our beloved SAS and CAS goals. I don't think "they" can single out just a few reps without cause, without looking at a large representation of reps in order to avoid harrassment charges. And think about the logistics of interviewing doctors and/or their staff members to uncover the dasterdly incriminating evidence. If this really practical? If so, the FIRE me (yes, I know, be careful what you ask for), emancipate me, I really have no interest in working for a Co. with a Big Brother attitude.

[Anonymous]

[ QUOTE ]
Interesting last post. We keep hearing about these terminations prior to downsizing, and allegations of doing so in order to lessen the burden of severence, pensions and unemployment payments. Perhaps this is true, but I'm a bit skeptical, having been through and surviving this process several times. I'm wondering if, "they" really do go after someone, shouldn't there be "just cause"? If "they" fire one person, or several people for reporting "detail only" calls on docs they really might not have seen, then "they" would pretty much have to can the entire sales force, all divisions, all positions, because let's face it, EVERYONE does this at some point or another in order to meet our beloved SAS and CAS goals. I don't think "they" can single out just a few reps without cause, without looking at a large representation of reps in order to avoid harrassment charges. And think about the logistics of interviewing doctors and/or their staff members to uncover the dasterdly incriminating evidence. If this really practical? If so, the FIRE me (yes, I know, be careful what you ask for), emancipate me, I really have no interest in working for a Co. with a Big Brother attitude.

[/ QUOTE ]


I too made it through previous "trim downs" before a layoff. no one did then there would be no one around to layoff next year right ?

BMS can, will and has "singled out" and fired people.
2003=Advance & Pharma Code
2004=Samples
2005= Well, we've talked about what has happened. The question is what other tactics will be employed?

My final advice on this is review the code of conduct (hopefully you printed it out during your review on the last online certification). Re: programs: be very careful with amount per head spent, the speaker's contract expiration date AND ensuring that YOU have clarified that the speaker know that they can only use slides from the MOST RECENT slide deck and understands that he/she may only deliver the approved message EVEN if asked a question.

One more - ask your DBM via e-mail (if you can't find a dollar amount in the code of conduct) what the max dollar amount can be spent on an L&L. Make a note of the response, the date etc & save it, of course. In example: If you have a large practice that you will be doing L&L with you need to know if how much you can spend is based on number of people in office (i.e. $10 per head) or if there is a max amount with out regard to how many people are in office.

I think it's only fair that I share this with you. I’m not giving you the info to stir up any paranoia. I think you have a right to this info so that you have a little insight so that you may continue to do your job while putting in place "proactive" self-protective practices.

Finally, everyone needs a personal journal. You (if you haven't figured it out) should NOT tell your manager that you are taking notes on everything that you are asked to do and every answer they give you when you ask a compliance question. You may have already noticed that your DBM is very careful about what they put in writing or say on voicemail. Write everything down. You'd be amazed at how far back they will go when they start looking. Do you remember what you did or were told about "XYZ" 6 months ago? An attny can help you a lot better if you keep records.

Enjoy Orlando. When you get back, get your resume ready, even if you don't want to jump ship prematurely. Why not be in a position where YOU decide if you are going to going to continue to work for BMS?

I hope this helps. Knowledge and preparation are the best tools you can have. Worry and negativity will only stress you out and wear you down.

All the best to you (well maybe not three of you http://www.cafepharma.com/ubbthreads/images//graemlins/tongue.gif) my former BMS colleagues !

[Anonymous]

[ QUOTE ]
[ QUOTE ]
I was canned. I wasn't doing anything worse than anyone else. I sought legal advise and I couldn't prove that I did make the calls so the company had grounds for termination. Been out of work for six weeks with no salary. It sucks. Being supported by my spouse. Start looking now.

[/ QUOTE ]

The docs wouldn't vouch for you??

[/ QUOTE ]

Why should anybody vouch for a slacker? It is obviously from her post she wasn't working. Isn't that grounds for firing? This ain't communism asshole!

[Anonymous]

Enjoy Orlando. When you get back, get your resume ready, even if you don't want to jump ship prematurely. Why not be in a position where YOU decide if you are going to going to continue to work for BMS?

I hope this helps. Knowledge and preparation are the best tools you can have. Worry and negativity will only stress you out and wear you down.

All the best to you (well maybe not three of you http://www.cafepharma.com/ubbthreads/images//graemlins/tongue.gif) my former BMS colleagues !

[/ QUOTE ]

Thanks so much for this well grounded and articulate post. I've been in a tizzy about this whole situation the past 2 weeks, especially since I am new to this compnay (less than a year). I'll be honest -- I like the drugs I'm promoting, but I'll be damned if I'm going to sit and wait to get fucked, especially since I was told when I got hired that after last year's "reorganization" that BMS was now "operating lean." Yeah right. So, I'm pulling my resume back out as soon as I get back from Orlando and getting the fuck out of dodge. This layoff shit looks like an annual thing here at BMS, and that's not my kind of party.

Good luck to the rest of you!

[Anonymous]

Things happen for a reason. Check out medzilla.com. Lots of good jobs out there.

[Anonymous]

[ QUOTE ]
HR -- DBM not involved. All 3 individuals were called and asked to meet with HR via conference call -- this is happening nationally, not just in VA. Has nothing with being slack but the nature of the business. One cannot visit the same doctor office 4 times in one week to see all 4 physicians without getting kicked out of office -- not feasible. In addition, all the No See offices which we are required to see, again, is not feasible b/c we would never make 80% of calls we're required to in our territory.

[/ QUOTE ]

First of all, the rep in the above post is so full of shit. If you were doing your job and brought value to the company you would not be fired. I bet your counterparts complained about you to your manager. HR isn't doing random checks. Somebody got pissed off because you weren't working and all it took was a few calls to offices to get enough on you to bring HR in. HR does not have the manpower to do random checks, I know that for a fact. There is nothing random about bringing down a slacker. Look at your peers and your manager...get off your high horse and lame excuses.

[Anonymous]

[ QUOTE ]
[ QUOTE ]
HR -- DBM not involved. All 3 individuals were called and asked to meet with HR via conference call -- this is happening nationally, not just in VA. Has nothing with being slack but the nature of the business. One cannot visit the same doctor office 4 times in one week to see all 4 physicians without getting kicked out of office -- not feasible. In addition, all the No See offices which we are required to see, again, is not feasible b/c we would never make 80% of calls we're required to in our territory.

[/ QUOTE ]

First of all, the rep in the above post is so full of shit. If you were doing your job and brought value to the company you would not be fired. I bet your counterparts complained about you to your manager. HR isn't doing random checks. Somebody got pissed off because you weren't working and all it took was a few calls to offices to get enough on you to bring HR in. HR does not have the manpower to do random checks, I know that for a fact. There is nothing random about bringing down a slacker. Look at your peers and your manager...get off your high horse and lame excuses.

[/ QUOTE ]

Totally agree.

[Anonymous]

THANK YOU for this excellent advice and information!!!

[Anonymous]

I love the "I was targeted" line of thinking. A bunch of DMs and HR got in a room, spun a wheel and determined who they would "target". I just happened to be you, right?

Get a grip: you f'd up and they caught you. End of story.

[Anonymous]

If you are called by HR they have so much on you - consider yourself fired. They probably have more than what they presented you with. If they got you on calls, the expense reports were audited too. Don't kid yourself, you are gone. If they didn't have enough evidence and couldn't fire you they wouldn't call you to the table.

[Anonymous]

when I read the pervious posts. some offer very helpful and contructive ways for us to protect ourselves from large cold corps. Other posts are mean, judegemental and unhelpful..foul language. name calling etc. i thought this sight was for US TO HELP EACH OTHER. ive been in this industry a long time and seen managers go on witchhunts and fire people over personality conflicts. whos call record/expense report is error free?

[Anonymous]

If you have a thin skin, a message board is not the place to be.

[Anonymous]

It wasn't that long ago when RBDs asked managers for a list of their bottom 20% of reps in district and were asked to do something about them. Something meant to find a way to terminate them. This is a long standing practice with BMS and it sounds as though it is still being done. When they look to fire YOU it then becomes individualized with the bottom 20% as to what they look at. Trick is to stay off the bottom and you won't get looked at. Sometimes the managers have to choose which reps are targeted for firing. They are told by RBDs to cut #of reps. This is typically done prior to the lay off. Trust me this has been done in past.

[Anonymous]

Always funny when someone on an anonymous blog says trust me. Sorry, I'll trust my own judgement over yours. Oh, my bad, you now a guy who knows a gal who knows a person from training who overheard someone in a bathroom tell a consultant who told a reporter.....or something as "trustworthy" as that.

[Anonymous]

[ QUOTE ]
Always funny when someone on an anonymous blog says trust me. Sorry, I'll trust my own judgement over yours. Oh, my bad, you now a guy who knows a gal who knows a person from training who overheard someone in a bathroom tell a consultant who told a reporter.....or something as "trustworthy" as that.

[/ QUOTE ]


The report was called RADAR, it was presented at leadership meetings , it showed the ten top and ten bottom pods (including reps names) nationally.

[Anonymous]

Wrong again. Radar is not a report that lists reps. Get your facts right or leave it alone

[Anonymous]

There are facts. You just don't know them. Can you remember the phrase Christmas Tree. I do. I also have heard about the bottom percent being targeted. I heard it was botton 10% but when there aren't that many reps it might be only the difference of me or you.

[Anonymous]

[ QUOTE ]
Interesting last post. We keep hearing about these terminations prior to downsizing, and allegations of doing so in order to lessen the burden of severence, pensions and unemployment payments. Perhaps this is true, but I'm a bit skeptical, having been through and surviving this process several times. I'm wondering if, "they" really do go after someone, shouldn't there be "just cause"? If "they" fire one person, or several people for reporting "detail only" calls on docs they really might not have seen, then "they" would pretty much have to can the entire sales force, all divisions, all positions, because let's face it, EVERYONE does this at some point or another in order to meet our beloved SAS and CAS goals. I don't think "they" can single out just a few reps without cause, without looking at a large representation of reps in order to avoid harrassment charges. And think about the logistics of interviewing doctors and/or their staff members to uncover the dasterdly incriminating evidence. If this really practical? If so, the FIRE me (yes, I know, be careful what you ask for), emancipate me, I really have no interest in working for a Co. with a Big Brother attitude.

[/ QUOTE ]

If everyone had integrity and did their job as they were suppose to do it, there would be no need for Big Brother. You would probably be better off working for an hourly wage where you would only get paid what you earn. It doesn't sound like you can be trusted in an unsupervised Salary role.

[Anonymous]

[ QUOTE ]
Wrong again. Radar is not a report that lists reps. Get your facts right or leave it alone

[/ QUOTE ]


I HAVE SEEN IT !

THE TOP TEN AND BOTTOM TEN PODS WERE LISTED <font color="red"> </font> WITH THE REPS IN THOSE PODS NAMES !!!!!!!!!!!!!!!!!

IF IT WAS NOT DONE THIS YEAR, SO BE IT.
IT HAS BEEN DONE, AND THAT IS WHAT I STATED.
YOU ARE THE ONE MISSING FACTS !!!
SO YOU LEAVE IT ALONE.
YOU FUCKING KNOW IT ALL 28 YEAR OLD dbm !

[Anonymous]

Whoa cowboy!!!! Calm down, take a deep one. You're all dbm if you're with BMS!

[Anonymous]

You're all dbm if you're with BMS

What does that mean ?

[Anonymous]

dead by march, perhaps??? http://www.cafepharma.com/ubbthreads/images//graemlins/confused.gif

[Anonymous]

Computer programs are great for giving information on who is on the top and who is on the bottom. But, you need to factor in the MHC factor. If you have a large penertation on MHC and BMS doesn't give them the price they are looking for, one can "piss into the wind" and not get anywhere.

A great example of this is Galveston, TX. UTMB controls the area and if you don't play their game you don't play. Just look at the BMS turn over rate in that part of Texas. With assholes like RZ and MH the only thing you catch is sh*t. You could be the best rep in the company and still not get anywhere.

I work else where and am just a witness to what is going on there.

[Anonymous]

[ QUOTE ]
I know three reps' in VA who have been fired in the last 2 months. The company is trying to downsize w/o severance. Everybody is at risk. Good reps were let go to. Call audit as reason. I.E. four doctor office and rep had signatures from 3 of 4 reps. Verified 4th doctor 'detail' only call wasn't in office in the afternoon --- Fired.

[/ QUOTE ]

I heard another VA rep got canned. The territory from what I was told was always at the bottom of the region. I don't know if the territory had something going on or the reps just suck.

[Anonymous]

PC ? I only know of two in PC.

[Anonymous]

[ QUOTE ]
[ QUOTE ]
I know three reps' in VA who have been fired in the last 2 months. The company is trying to downsize w/o severance. Everybody is at risk. Good reps were let go to. Call audit as reason. I.E. four doctor office and rep had signatures from 3 of 4 reps. Verified 4th doctor 'detail' only call wasn't in office in the afternoon --- Fired.

[/ QUOTE ]

I heard another VA rep got canned. The territory from what I was told was always at the bottom of the region. I don't know if the territory had something going on or the reps just suck.

[/ QUOTE ]

Does anybody know who, initials please.... I used to work for BMS in virginia and I am curious????

[Anonymous]

TL
MN

[Anonymous]

[ QUOTE ]
[ QUOTE ]
[ QUOTE ]
I know three reps' in VA who have been fired in the last 2 months. The company is trying to downsize w/o severance. Everybody is at risk. Good reps were let go to. Call audit as reason. I.E. four doctor office and rep had signatures from 3 of 4 reps. Verified 4th doctor 'detail' only call wasn't in office in the afternoon --- Fired.

[/ QUOTE ]

I heard another VA rep got canned. The territory from what I was told was always at the bottom of the region. I don't know if the territory had something going on or the reps just suck.

[/ QUOTE ]

Does anybody know who, initials please.... I used to work for BMS in virginia and I am curious????

[/ QUOTE ]
I used to have a good friend with BMS from Virginia - let go in the "great purge" in the 90's. What are your initials?

[Anonymous]

FU

[Anonymous]

I am a headhunter....now I know who not to hire.

[Anonymous]

this whole process is very serious, but very believable, kind friends.

perhaps the biggest challenge for this US-company ( and many others, for that matter) is the preponderance of legal beagles ( AKA cock-blowing Laywers ) .

if the excessive minority ( H /B / Bi / Working Mother ) hiring practices don't do us in for good, the legal beagles will.

after all, the Laywers are the first to come &amp; the last to go in corporate America.

woe to the company which ascribes to this evil process.

and woe goes to those many fools who voted for 'W' in 2004

[Anonymous]

TL &amp; MN - Liked by all offices and respected. They got screwed.

[Anonymous]

At least one HIV rep was "laid" off on Friday, may be more.

[Anonymous]

[ QUOTE ]
At least one HIV rep was "laid" off on Friday, may be more.

[/ QUOTE ]

Heard about that - Sounded very fishy. Everyone is scratching their heads about it...

[Anonymous]

Indeed.

[Anonymous]

[ QUOTE ]
At least one HIV rep was "laid" off on Friday, may be more.

[/ QUOTE ]

At BMS the chances are very high that this rep had HIV.

[Anonymous]

Actually no, that would have been a serious HR issue, the rep would have owned the place if that was the case. All of those who celebrate diversity are "untouchable" at this point and time while those who are hard working, average Joes are walking on egg shells - nice isn't it?

[Anonymous]

Anyone who gets fired deserves it. The company has too much at stake to fire anyone without cause. The reps that are fired are breaking policy, cheating on expense reports, or faking calls. There is a common thread among those let go and that is "it's not my fault". Stop wasting your time defending yourself, if you were so right and the company so wrong you would have every law firm in the country taking your case.

[Anonymous]

[ QUOTE ]
Anyone who gets fired deserves it. The company has too much at stake to fire anyone without cause. The reps that are fired are breaking policy, cheating on expense reports, or faking calls. There is a common thread among those let go and that is "it's not my fault". Stop wasting your time defending yourself, if you were so right and the company so wrong you would have every law firm in the country taking your case.

[/ QUOTE ]

Would love for you to product the rep who doesn't fake calls

[Anonymous]

[ QUOTE ]
[ QUOTE ]
Anyone who gets fired deserves it. The company has too much at stake to fire anyone without cause. The reps that are fired are breaking policy, cheating on expense reports, or faking calls. There is a common thread among those let go and that is "it's not my fault". Stop wasting your time defending yourself, if you were so right and the company so wrong you would have every law firm in the country taking your case.

[/ QUOTE ]

Would love for you to product the rep who doesn't fake calls

[/ QUOTE ]

It is the number of calls that is in question. Sure you may log in a call on a physician you didn't talk to (maybe just saw in the office) but how many calls and how many days of faking calls do you have to have to actually get caught. These my friend are not isolated incidences but patterns of behavior. The investigation would take forever if it was occasional.

[Anonymous]

I had a DBM here in Austin that was screwing the company over on his expense account. He now works in the Dallas regional office. He got promoted not fired.

[Anonymous]

[ QUOTE ]
At least one HIV rep was "laid" off on Friday, may be more.

[/ QUOTE ]

location?

[Anonymous]

northeast -NY area

[Anonymous]

Just happened to get on and see the post about # of calls you have to fudge. They went back four months and found 4 calls (all detail only) where their was actually a signature in 2 of the 4 offices(by a doctor that was present) but verified that a doctor was not in the office that was listed as "detail only".

[Anonymous]

[ QUOTE ]
Just happened to get on and see the post about # of calls you have to fudge. They went back four months and found 4 calls (all detail only) where their was actually a signature in 2 of the 4 offices(by a doctor that was present) but verified that a doctor was not in the office that was listed as "detail only".

[/ QUOTE ]

If the company was so wrong and you were falsely accused get a lawyer, if you do't have a case, get a life. And by the way...get a job..... http://www.cafepharma.com/ubbthreads/images//graemlins/laugh.gif http://www.cafepharma.com/ubbthreads/images//graemlins/laugh.gif slacker.

[Anonymous]

you do the same shit. Nobody owns up to what 'reality' in the field is like.

[Anonymous]

you do the same shit. Nobody owns up to what 'reality' in the field is like.

This is true...reality means nothing

[Anonymous]

I most likely will be fired soon...and it is devastating...especially in this economy. I admit I am not perfect...but who is...I don't intentionally break the rules...but when they want to get rid of you---there is nothing you can do except document or get an attorney while they make you miserable. I work very hard and am single...so I am heartbroken...but my manager has made me miserable since he started (abusive and screams and yells on every field ride to all of us) and life is short. I am getting out of pharma after 10 yrs...it is time.

[Anonymous]

I most likely will be fired soon...and it is devastating...especially in this economy. I admit I am not perfect...but who is...I don't intentionally break the rules...but when they want to get rid of you---there is nothing you can do except document or get an attorney while they make you miserable. I work very hard and am single...so I am heartbroken...but my manager has made me miserable since he started (abusive and screams and yells on every field ride to all of us) and life is short. I am getting out of pharma after 10 yrs...it is time.

I wish you luck and hope you end up better off in the end.

There are always those who like to blame the victim, but we could all be canned at any time. I always wonder if these people who say otherwise are guilty parts of the machine, or reps who are trying to distance themselves from their own danger. It doesn't matter, because you may be free from both soon.

Weather you are set free soon or not, good luck!

[Anonymous]

In an environment like this, never trust your fellow reps. I know its common to tell your friends how you manage. But don't.

They will turn you in.

[Anonymous]

I wish you luck and hope you end up better off in the end.

There are always those who like to blame the victim, but we could all be canned at any time. I always wonder if these people who say otherwise are guilty parts of the machine, or reps who are trying to distance themselves from their own danger. It doesn't matter, because you may be free from both soon.

Weather you are set free soon or not, good luck!

This is so true. I won pinnacle in 2008 and I would say that half my calls were fabricated that year. Any rep can be fired because we all fudge calls here and there. It's true. There are no reps with clean records. Absolutely none. I think you just need to make sure that you are still driving optimal sales and thats good enough. I just take it one day at a time. If they try to fire you, what you need to do is wage war against the company. Make anonymous calls to legal against everyone who came after you, and complain to HR about your manager. Then when they fire you, don't take any agreements and launch a frivolous law suit under the guise of retaliation from your manager. This is exactly what BMS does not want you to do. That's why you need to do it!!!!!!!!!!

[Anonymous]

I most likely will be fired soon...and it is devastating...especially in this economy. I admit I am not perfect...but who is...I don't intentionally break the rules...but when they want to get rid of you---there is nothing you can do except document or get an attorney while they make you miserable. I work very hard and am single...so I am heartbroken...but my manager has made me miserable since he started (abusive and screams and yells on every field ride to all of us) and life is short. I am getting out of pharma after 10 yrs...it is time.

I think I may be in the same boat....counting my days....and to the jackass above...people DO get wrongly fired everyday, especially in today's economic environment. If a manager doesn't like you for any reason at all, they can and will find a way....even if it's just personality differences. Especially the one's who have never had or have any power in their lives otherwise. We all know the type...it's like a cop getting his first badge! Most managers are good...(at least they were at my former company). Here I've had one bad and one good. Unfortunately I'm stuck with the bad right now and I'd probably be better off somewhere else, but I'm trapped by the demise of our industry. It's all very sad really. And to all you hata's....I work FAR harder than my counterpart! NO question there.

[Anonymous]

There are reps who are fired that deserve it there are also reps who are fired who didn't deserve it and had a terrible manager who had it out for them. There are also plenty of terrible reps who get promoted to DBM. I know one who reportedly padded his expense report and also did other non compliant things in the field and was promoted and is the worse manager ever. Common sense is rare at BMS.

[Anonymous]

Wrong again. Radar is not a report that lists reps. Get your facts right or leave it alone

OK ...FACT:RADAR listed territory numbers ... is that such a big diffeernce or are you just just such a big ass hole ?

[Anonymous]

Here's help

http://www.thelouroe.com/2009/08/how-to-survive-hr-interview.html