Menu
Home
Forums
Forums
Quick Links
Search Forums
Recent Posts
job listings
catering
whistleblower info
legal help
advertise on CP
submit press release
Menu
Log in
Sign up
Search titles only
Posted by Member:
Separate names with a comma.
Newer Than:
Search this thread only
Search this forum only
Display results as threads
More...
Useful Searches
Recent Posts
Cafepharma Message Boards | Pharma Sales, Device Sales, Lab Sales
Home
Forums
>
General Discussion
>
Ask an Employment Attorney
>
Performance “reviews”
>
Reply to Thread
Name:
Verification:
Answer the above question:
(
CustomImgCaptcha
By
Surrey Forum
)
Message:
<p>[QUOTE="anonymous, post: 6249724"]I’m no attorney and I’m somewhat surprised that the attorney here didn’t mention this but maybe he knows this won’t be effective or it just slipped his mind when he composed his reply. </p><p><br /></p><p>Regardless, would never refuse to sign a document but along with my signature I would add an explicit statement along the lines of “signature indicates only acknowledgement” or “signature indicates acknowledgement and not necessarily agreement” </p><p><br /></p><p>This way regardless of what’s written up in company policy they can’t claim that you agreed with or ascented to the review but only that you acknowledged being aware of it. </p><p><br /></p><p>Never just sign a bad review if you feel it’s unwarranted or not in line with what others with the same performance have received. </p><p><br /></p><p>An additional tactic might be to send yourself an email in the company server which will therefore provide a time stamp and do a point by point rebuttal of the points you dispute and present your view of the situation. PRINT off multiple copies and put in a safe place. Also archive the email if you can and save it to your desktop if you can. DO NOT send this email to anyone but yourself. Hopefully the bad review will eventually be forgotten and be lost in the shuffle in time but this way you have a contemporaneous record with a proven time stamp of precisely and extensively WHY you disagreed with the review and arguments and facts to back it up. Save ranking and sales reports from that time period to prove your story. If they’re getting you on “skills” or competencies then document activities you’ve done and solicite customer testimonials from the time period to counteract the impressions of just one or two people who wrote up biased field trip reports. </p><p><br /></p><p>Perhaps our attorney friend can shed light on this but given force rankings and the company comparative nature of reviews if a rep sues, can’t they demand in discovery copies of other employees reviews to ensure that there wasn’t bias and unfair and inconsistent treatment? If just a few reps would sue and win some of these things, not settle but WIN in open court and not have the judgement sealed some of this inexcusable behavior on the part of these big pharma companied might stop![/QUOTE]</p><p><br /></p>
[QUOTE="anonymous, post: 6249724"]I’m no attorney and I’m somewhat surprised that the attorney here didn’t mention this but maybe he knows this won’t be effective or it just slipped his mind when he composed his reply. Regardless, would never refuse to sign a document but along with my signature I would add an explicit statement along the lines of “signature indicates only acknowledgement” or “signature indicates acknowledgement and not necessarily agreement” This way regardless of what’s written up in company policy they can’t claim that you agreed with or ascented to the review but only that you acknowledged being aware of it. Never just sign a bad review if you feel it’s unwarranted or not in line with what others with the same performance have received. An additional tactic might be to send yourself an email in the company server which will therefore provide a time stamp and do a point by point rebuttal of the points you dispute and present your view of the situation. PRINT off multiple copies and put in a safe place. Also archive the email if you can and save it to your desktop if you can. DO NOT send this email to anyone but yourself. Hopefully the bad review will eventually be forgotten and be lost in the shuffle in time but this way you have a contemporaneous record with a proven time stamp of precisely and extensively WHY you disagreed with the review and arguments and facts to back it up. Save ranking and sales reports from that time period to prove your story. If they’re getting you on “skills” or competencies then document activities you’ve done and solicite customer testimonials from the time period to counteract the impressions of just one or two people who wrote up biased field trip reports. Perhaps our attorney friend can shed light on this but given force rankings and the company comparative nature of reviews if a rep sues, can’t they demand in discovery copies of other employees reviews to ensure that there wasn’t bias and unfair and inconsistent treatment? If just a few reps would sue and win some of these things, not settle but WIN in open court and not have the judgement sealed some of this inexcusable behavior on the part of these big pharma companied might stop![/QUOTE]
By submitting this post, you agree to be bound to the
terms and conditions of our site.
Your name or email address:
Do you already have an account?
No, create an account now.
Yes, my password is:
Forgot your password?
Stay logged in
Cafepharma Message Boards | Pharma Sales, Device Sales, Lab Sales
Home
Forums
>
General Discussion
>
Ask an Employment Attorney
>
Performance “reviews”
>
Cafepharma Message Boards | Pharma Sales, Device Sales, Lab Sales
Home
Forums
>
General Discussion
>
Ask an Employment Attorney
>
Performance “reviews”
>