H.O here. accelerated year end review

Is needed for the basis for chopping for the acquisition.

heavy medicaid territories to go first.

Followed by low performers.

followed by 120k base dinosours.

 

Clearly it’s not good. The invite sent out after business hours, rushed and last minute. They know people will be making assumptions of the worst. Wonder if they plan on offerring severance or are going to use “performance” as an excuse to get out of paying the severance they already told everyone they had locked in for 2 years post close of the Takeda deal. So shady. Tell everyone to work as hard as possible, offer “retention” bonuses and that it’s business as usual when in reality they are not waiting until 2019 to reduce head count. Very transparent indeed. And if this is the case to do it with little more than half a years numbers is unethical.

 

These dumb fucks pulled the same shit in 2014 when AbbVie was the potential buyer. Then after that deal fell through they still made us all calibrate and write the year end reviews before they downsized the ZDs and pushed out RDs.

Everything they do is shady and with an alterior motive.

 

This is great news! Maybe we find out what the plan is. So excited for tomorrows call!

 

What division? I’m in OBU and we don’t have a call tomorrow.

 

No you dont. That's because you're not being downsized, you are being sold.

 

Calibration is a fucking joke! Completely unfair....there shouldn't be a limited amount in each category

 

Cool with that! Can’t happen soon enough.

OBU rep

 

Are lay offs for performance based off just the current year?

 

Just the last 8 months

 

How can this even pass legal? If you are going to lay people off for 8 mos of performance when they’ve never had performance issues before? With the seasonality of our business the last 4 months of the year often times really make a difference -positive and negative-in people’s ranks for the NBU

 

thats such BS. They will not even look and this screwed up data/goals year

 

they did not guarantee us two years of employment post change of control- they guaranteed our salary would not change for two years post change of control.
Big difference!
Takeda pays much less

 

Not to be insensitive to the situation, though this is to all be expected in an acquisition, if you haven’t started looking you should probably do so now.

Things are not going to get better and the axe can’t be avoided once it starts swinging for some/most.

 

Understood. But if they do rounds of layoffs prior to the deal closing and use these early reviews as a means to let people go due to performance-is there any severance at all or are you SOL? Some people hadn’t been looking because they thought they had until the deal closed and felt secure with their tenure that they would have enough severance to find something at that point. Not the smartest idea but you can understand it. I’ve been looking and have options but I don’t want to jump the gun either.

 

They are going to use these prior to let you based on performance so they don't have to give you a severence or pay you the federally required 60 days...

 

If they fire people based on performance- no severance.
If they do layoffs to reduce headcount prior to the change of control based on performance- severance would only be based on years worked. No additional 12 weeks as specified in the new plan for change of control because this would happen before change of control.
At least that is how i interpret the policy.

 

HO insider here. Giving what should be an obvious warning to NBU sales force.
The purpose for today’s conference call and early year end reviews is the same as 4 years ago when 100 were let go and year ends were requested to be done early. Management will be doing a “realignment” (layoff) except this time much more substantial. This will be based on several factors.
Geography within new territory alignment,
Tenure reps with high salary and higher severance liability, high Medicaid volume market/low profit, bottom 30% performance ytd 2018. Reps within any of these categories will be let go in November. Same deal. Sit by the phone and get a call from ZD or HR. This go around the main goal is to minimize operating cost before the takeover. Hoping everyone the best to leave while you can. 145 reps, rds, and HO people have left since February. Good luck

 

Same philosophy with other divisions. Cuts before end of year. Deal closes early 2019. If have 10+ years then stick around for severence. If you don’t it is advisable to fend for yourself and proactively find a job. Or collect unemployment. Any leadership of any division that is selling the future should be criminally prosecuted.

 

Anybody that believes this BS deserves what they get