PIP's

Has anyone heard anything about PIP's going out? What is the chance of survival if placed on one? Is it about 90 days before you are out the door?

 

90% survival rate. If you are wanted out the door, you'll be shown it. PIPS are not the beginning of the end anymore.

 

completely untrue. 100% fired. Once the decision to place a rep on a PIP the process has already started at HR and the manager has already made the decision to fire the rep. Never can you stop this ball from rolling once it get the initial push and you sign it. It is over. 17 years in this biz, never have I seen a rep survive a PIP once it has been offered in the letter of concern that the Latuda managers have made a template for based off directive from RD's.

You either immediately show those promised psych relationships were truly yours adn you had a special in and relationship with them where they will write for you with Latuda even though most will not due to managed care and 9 other choices that work better and cost less and have FDA approval which means the managed care companies will co insurer the insurer. This is not the case for Latuda. Its simple you begged and pleaded and told the DM that you had exclusive relationships that will support this launch, it you do not show the numbers and huge contributions, not 1 or 2 charity scripts, but the real Mccoy, you will be PIP'ed in a NY minute and replaced with a CSO for half of your pay. These are the facts.

 

You are so full of shit. You don't even work here.

 

PIP's are used for the Manager's benefit now. Take a couple of people at the bottom of the district and put them in fear of losing their jobs. The reps go out and beg and cry and get the scripts then the manager moves on to others in the district. If the manager can keep the heat on a couple of the bottom feeders then he/she keeps his numbers up.

The days of having a super star rep that keeps their numbers up all year are long gone. Usually a rep has good numbers then gets a huge increase in quotas and falls to the bottom of the district. I have watched it Quarter after Quarter in this company.

 

Number 1, this company has more divisions than just Latuda. Number 2, they have been so busy studying and preparing for the product launch, even suggesting they have all gotten together to put a PIP template is ridiculous. Obviously you have no clue what you are talking about. Typical "lifer" CP poster trying to stir things up with a negative, completely unthoughtout response. You offer no facts, because it is obvious you don't have a clue. This wasn't even a nice try.....

 

this company is the deepest black hole in the galaxy

 

you OBVIOUSLY have never worked for a "Big" Pharma company (ie Pfizer, Novartis, AZ, Merck, Lilly) if you think this "is the deepest black hole in the galaxy"

 

11 years at a top 5 company then Sepracor this was once a very good company no more
a black hole

 

This is a fine company, nobody will be on a PIP if they don't sell Latuda. They will keep up without any scripts.

 

First, it is not correct that “at will” employees can be terminated for “any” reason. While most people, lawyers and judges seem to believe that, it is a very incorrect statement. What is true is that “at will” employees can be terminated for “any proper” reason. So, employers cannot terminate employees for improper reasons, such as discrimination, retaliation, harassment, because they will not engage in improper or illegal behavior, and/or many other “improper” reasons.

Second, employers are not required to pay severance when someone is terminated, but when severance is paid, it is not due to any “requirement.” Rather, severance is paid to reduce risks, including risks that employees will claim they were fired for “improper” reasons.

Performance Improvement Plans are almost always instituted (a) to create a seemingly “proper” reason (and paper trail) to fire someone (b) in order to deny them severance, and possibly even unemployment benefits.

By instituting Performance Improvement Plans (or “PIP’s”), employers (i) humiliate, (ii) infuriate, and (iii) intimidate employees. Then, as a direct result:

• Often after a PIP, an employee will quit in disgust; presto: no severance and even no unemployment benefits, and the employer does not have to explain to anyone why they wanted the employee to leave.
• Often after a PIP, an employee will feel intimidated, and simply accept his or her termination; presto: no employee request or expectation of severance, and the employee will be too intimidated to ask for a reason for his or her being singled out.
• Often, after a PIP, an employee will feel infuriated, and either shout or engage in some other bad conduct; presto: they are then fired for “cause” and given no severance and not entitled to unemployment benefits.
• Often after a PIP, HR will say to an employee, “You know, your resume would look so much better if you resigned, than were fired; we will ‘let you’ resign, as a favor.” Presto: no severance, no unemployment benefits, and the employer does not have to give a reason for pushing the employee out.
• Often, after a PIP, HR will say to an employee: “If you resign, in the future you may come back and work for this company. But if you are fired for performance reasons, you can never come back.” Presto: the employee quits, without request or expectation of severance, and is even denied unemployment benefits.
• Often, after a PIP, HR will say to an employee, “If you resign we can give you a neutral reference, and maybe we will even not contest your application for unemployment.” Presto: no severance, and no need to provide a reason for wanting an employee to leave.

So, many times PIP’s are used to hide improper reasons for wanting an employee to leave, when the real reason is improper. Also, using PIP’s helps employers reduce severance costs, and even lowers their unemployment insurance premiums, which are based on how many of their employees collect unemployment benefits.

While some Performance Improvement Plans are honest and in good faith, such good faith use of PIP’s is quite rare. Most are false and fraudulent, and so very upsetting. I believe it is the humiliating, the infuriating and the intimidating effects of the vast majority of Performance Improvement Plans that are the source of their power for employers, and the essence of their evil.

 

Just because you write a lot and give many options doesn't make you intelligent or correct. HR can never give a positive or negative review of you. Your resume will look the same whether you quit or are fired. HR can never say you were fired. And lastly, HR will never tell you that you can come back if you quit, but not if you are fired. All of this is just absurd.

 

Hands down this is the most informative, honest, factual post ever posted in the history of this board. Every word, example, situation described is true to an exact statement.

Every single rep at Sunovian should print and put a copy of this in your "territory binder" and make sure you are aware how things work. This is a great guide, now I have seen PIP's in my day that are tweaked a little bit here and there, but this is the no bullshit version and the master key for all dopey naive new hires to have as a teaching tool. And yes the Sun. DM, have already devised and signed off on the Latuda performance plans and letters of concern that are just a finger push away from being a big part of the culture here, after this quarter you will start to see them circulate from district to district to weed out the "mistake hires".. that snuck in during the cattle call mass interview. There are always these 20% that are shipped out within the 180 day probation period. Remember everything you do is still being considered "under the interview process". YOU must cash in your promises on those relationships you claimed would be "big hitters" and instant Latuda scripts, if not you will see a like form make its way to your email in the short future!!

 

You answered your own post and kept on lying. Its funny watching you lie to yourself. Still trying to convince yourself the crap you wrote is true? You can stop now. The Latuda DMs have not devised and "signed" off on plans. They would not even be a part of that discussion. God, you are truly a moron.

 

BTW the idiot about is not only an idiot but a theif. I know copying and pasting is easier than thinking intelligently and writing your own thoughts but when you keep coming back and trying to defend them as your own thoughts makes you look more like a douche. Here is the link where Einstein copied and pasted his/her "thouhts" on PIPs. I really hate fake people.

skloverworkingwisdom.com/blog/index.php/%E2%80%9Cwhy-do-employers-bother-giving-employees-performance-improvement-plans-%E2%80%9Cpip%E2%80%99s%E2%80%9D-if-they-always-fire-them-after%E2%80%9D/

 

It's totally up to a DM weather to put a rep on PIP.

What's gonna happen if you refuse to sign it ?

 

YOU STUPID SHIT OF COURSE THE DM IS THE AUTHOR OF THE PIP AND HAVE ALEADY GOT MARCHING ORDERS ON ROLL OUT WHEN YOUR TICKET IS PUNCHED. WAKE UP LOSER. LATUDA DM'S HAVE DISCUSSED CRITERIA FOR PIP'S, THAT IS FACT!!!!!

 

If your overall rating for the year more then 100% you can not be put on PIP.

 

It's a fact in your pathetic twisted mind. Typing in caps doesn't make it this falsehood anymore true.

 

Just spoke to 3 Latuda reps who are already going back to previous job. Reception on Latuda is what was expected. NO need, current market options are more than tolerable and medically relevant without the coverage and cost issues that plague Latuda. The micro mang. has already started and I knew it would be just a matter of weeks until the better reps took their money and ran as the double dip is about over.