Accelerated Merger

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anonymous

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Email just in about accelerated merger happening. If anyone has any info please share. I’ve been turning down several interviews because I don’t want to miss out early on severance.
 




anonymous said:
Email just in about accelerated merger happening. If anyone has any info please share. I’ve been turning down several interviews because I don’t want to miss out early on severance.
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Maybe I read something different? The message said nothing. Pretty much said they haven’t made any decisions yet.

Start your interviews.
 




































Exactly!!! Hearing the management peeps run around trying to keep the peace. And "keep focusing on the patients" is soooo stupid. Lol this is nothing to worry about. Keep moving so we upper crusts can get our target bonuses before the doors close. ROFL love the chaos in middle management right now
 




anonymous said:
My loyalty to Celgene is fading. They know exactly what’s to come and they are telling us a thing
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You’re an idiot if you think Celgene has any idea of what’s to come. I have well connected friends leading the integration at BMS and they literally know nothing. Stay patient and enjoy the ride. It may will take a bit of time. Real synergies won’t happen until year 1.5+
 




anonymous said:
You’re an idiot if you think Celgene has any idea of what’s to come. I have well connected friends leading the integration at BMS and they literally know nothing. Stay patient and enjoy the ride. It may will take a bit of time. Real synergies won’t happen until year 1.5+
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Ok fine, but I highly dissagree changes will be over a year.
 




anonymous said:
I love how the DMs know NOTHING What a joke, they are more useless than ever
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Welcome to your first merger buddy.. the DMs only find out what’s actually happening about 6 hours before you.. the RDs on the other hand are the real jerks.. they find out 24 hours before reps and still wait to tell us who is laid off!!!

I know it sounds fake but it’s all speculation every time I’ve been through a merger until it happens, all you can do is stay productive. I don’t recommend staying productive for Celgene that’s all, maybe focus your efforts on another job?
 




anonymous said:
I love how the DMs know NOTHING What a joke, they are more useless than ever
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Even before this acquisition Celgene would ‘reorganize’ every two years or so and the DMs were totally hush lying saying they knew nothing. Don’t be fooled they’ve been asked their recommendations on who should stay who should go. BMS does not have the time nor manpower to evaluate and interview every one of us. Getting the Celgene DMs to make their list is definitely going on. It’s something they’re constantly prepared for buy out or not!
 




anonymous said:
Even before this acquisition Celgene would ‘reorganize’ every two years or so and the DMs were totally hush lying saying they knew nothing. Don’t be fooled they’ve been asked their recommendations on who should stay who should go. BMS does not have the time nor manpower to evaluate and interview every one of us. Getting the Celgene DMs to make their list is definitely going on. It’s something they’re constantly prepared for buy out or not!
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I would be surprised, many companies stopped this practice years ago. There is too much liability when you open yourself up to layoffs that can be perceived as discriminatory. We all know DMs are not smart enough to be able to rationalize their decisions, it’s pure favoritism and the former employee would win every lawsuit.
 




anonymous said:
I would be surprised, many companies stopped this practice years ago. There is too much liability when you open yourself up to layoffs that can be perceived as discriminatory. We all know DMs are not smart enough to be able to rationalize their decisions, it’s pure favoritism and the former employee would win every lawsuit.
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Try proving favoritism in a court of law! It’s not a crime.
 




anonymous said:
Try proving favoritism in a court of law! It’s not a crime.
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The courts side in favor of the discrimination if the employer cannot show that a consistent metric was used across the board. Favoritism will shine through especially in any incidences where a protected class was in fact laid off. It’s too much of a risk for the company to take for no real benefit, that’s why most employers let a computer candle the layoffs now, no discriminatory case can be made. I bet you 1 female or minority gets laid off who has a couple unprofessional texts/vms and the suits will come flying in
 




anonymous said:
The courts side in favor of the discrimination if the employer cannot show that a consistent metric was used across the board. Favoritism will shine through especially in any incidences where a protected class was in fact laid off. It’s too much of a risk for the company to take for no real benefit, that’s why most employers let a computer candle the layoffs now, no discriminatory case can be made. I bet you 1 female or minority gets laid off who has a couple unprofessional texts/vms and the suits will come flying in
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As someone who worked in HR for a number of years I will say this is partly true. Particularly in sales organizations where a good chunk of assessments are subjective, managers would have to make it extremely clear they are using objective metrics. This usually leaves them with just rankings to use when assessing an entire team. If they were to use subjective assessments for said recommendations, they would be handing a case to a discrimination attorney. There are many ifs, ands, or buts here but from a top level it would be extremely unwise to let middle management handle layoffs.
 








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