Syneos New Vacation Policy

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anonymous said:
Yes, we have a ledger that we MUST fill out every quarter. My manager states that they want "set expectations"....they refuse to state WHAT the expectation is for time off.
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They won't give you a solid number because that can turn into a lawsuit. This is one of the worst things about Contract Sales and it's basically why they have a Manager - to bean count the Paid Time Off and ensure the most amount of billables. Some Managers will say in a round-about way don't take more than 2-3 days off in a row and don't take more than 14 days which includes sick/personal/vacation in one calendar year. Anything more than 14 will pop. They can't punish you for that but they will find other ways to make your life difficult, ie: 3-day field rides, heavy admin/trackers, etc.
 




Our Syneos manager just texted the whole region that we can not take more than 20 PTO days in 2024. They are calling this discretionary PTO, however we have it in writing that it is no more than 20 days.
 




anonymous said:
Our Syneos manager just texted the whole region that we can not take more than 20 PTO days in 2024. They are calling this discretionary PTO, however we have it in writing that it is no more than 20 days.
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20 days is generous. I am surprised he put that in writing. He's leaving himself and Syneos wide open. Don't delete that message and screenshot.... Also, text messaging is an unapproved method of business communication. Text messaging how many days you are allowed to take off is a big no-no.
 




Novartis benefits program

Novartis recognizes that in order to attract and retain talented and dedicated individuals, we must offer a comprehensive and innovative benefits program. Here are some of the features of our benefits program that set us apart from other employers you may be considering:

  • Health and insurance coverage for domestic partners and their children
  • Up to three weeks of vacation, plus personal/family days, during your first year of employment for exempt employees; up to two weeks for non-exempt employees, plus personal/family days
  • An automatic 2% savings plan contribution and a dollar-for-dollar match up to 4%
  • Annual Retirement contribution of 3% to 10% based on age as of December 31 of the Plan Year
  • Up to $1,000 matching contributions per year in benefits toward child/elder care expenses through the Dependent Care Spending Account
In addition to providing comprehensive insurance programs and a generous savings plan, Novartis is committed to helping its employees achieve personal success with educational assistance and healthy lifestyle benefits. Moreover, we maintain programs to help associates balance work and family obligations, that provide child and elder care subsidies, backup care, and a wide array of other options to help associates find, evaluate and pay for care.

Employee Benefits
Talented teams, performance-based compensation
The success of Novartis depends on the performance and dedication of our Group company associates. We strive to be an employer of choice that attracts, retains and motivates talented and performance-driven people in our affiliates around the world.

Each associate is given a fixed salary based on job characteristics, market competitiveness and the associate’s skills. Salary growth depends on the associate's
individual performance and level compared to the benchmark.

Novartis benefits programs are an integral part of the total compensation policy and strategy and are designed to meet the challenges of the growing, global competition for talent. These programs support the overall business objectives and strategy of Novartis. Benefits are aligned with local legislation and practices in each country and are established to provide a framework of security for associates.

We use a market-based approach to compensation. Base salaries are reviewed annually against the external market to ensure competitiveness. And, annual salary increases awarded by managers are differentiated based on performance and salary position against the market reference point for each job.

We offer several incentive plans based on the associate's role in the organization:

  • The Novartis Annual Incentive Plan (AIP) supports our performance-oriented culture. Company performance is reflected in the business performance factor that drives the payout of the AIP. The performance modifiers vary, depending on business unit or function, to closer correlate to the performance of the specific business or function. An additional individual performance factor further supports the differentiation for performance.
  • For all field-based employees on sales incentive plans, incentive payouts are tied directly to territory sales performance. When territory/product sales objectives are exceeded, the incentive payouts may exceed target as well.
Novartis offers the Stock Incentive Plan (SIP) as a form of long-term, equity-based incentive compensation to certain eligible participants responsible for the management, growth and success of the company. The SIP supports our performance-oriented culture and gives associates the opportunity to build an ownership interest in Novartis based on performance and potential contribution to the growth of our business.

Benefits

The company offers an attractive benefits program that is competitive with top companies in the industry. In addition, the organization is committed to supporting the health and well-being of our employees - and strives to create an inclusive, flexible workplace culture that encourages innovative ways of working. For example, eligible employees may choose to take advantage of programs such as Be Healthy fitness education campaigns, as well as individual and team-based challenges designed to encourage healthy lifestyles, and FlexConnect, which offers clear guidelines and a consistent online process for requesting, evaluating and approving various Flex Work Options.

Programs like these clearly show the company's commitment to providing an environment that fully supports the many needs of our diverse associates. As a result, NPC has been recognized consistently as a best practice leader by organizations such as Working Mother, DiversityInc, and the Human Rights Campaign.

Novartis benefits program

Novartis recognizes that in order to attract and retain talented and dedicated individuals, we must offer a comprehensive and innovative benefits program. Here are some of the features of our benefits program that set us apart from other employers you may be considering:

  • Health and insurance coverage for domestic partners and their children
  • Up to three weeks of vacation, plus personal/family days, during your first year of employment for exempt employees; up to two weeks for non-exempt employees, plus personal/family days
  • An automatic 2% savings plan contribution and a dollar-for-dollar match up to 4%
  • Annual Retirement contribution of 3% to 10% based on age as of December 31 of the Plan Year
  • Up to $1,000 matching contributions per year in benefits toward child/elder care expenses through the Dependent Care Spending Account
In addition to providing comprehensive insurance programs and a generous savings plan, Novartis is committed to helping its employees achieve personal success with educational assistance and healthy lifestyle benefits. Moreover, we maintain programs to help associates balance work and family obligations, that provide child and elder care subsidies, backup care, and a wide array of other options to help associates find, evaluate and pay for care.

Overall health and well-being benefits

Health and well-being benefits include medical, dental, and vision insurance, as well as a healthcare flexible spending account. These benefits, which include domestic partner coverage, become effective on the employee's date of hire and include an annual enrollment period during which time changes may be made to benefit options. Options for medical insurance include PPO and a Consumer Driven Health Plan. Healthcare cover also includes egg freezing and gender reassignment. For those living in California, an HMO may be offered.

Work/life benefits

The benefits included within the category of work/life are intended to create a satisfying and productive work environment, and can help employees meet their daily professional and personal responsibilities. These include:

  • Paid time-off, including vacations, holidays, personal days, parental leave
  • Tuition reimbursement for eligible expenses at 100% up to an annual maximum
  • Healthy Lifestyle Benefits Reimbursement toward a health club membership, smoking cessation, or nutritional counseling programs
  • FlexConnect, which includes a choice of six different Flex Work Options, and provides eligible employees with tools, information and resources to encourage open discussions - and a consistent process - related to workplace flexibility.
  • Summer Hours, as permitted by local sites, which allow eligible employees to get a head start on weekends during summer months
  • Employee Assistance Program for confidential counseling on problems such as every day stress, substance abuse, and financial issues
  • Dependent Care Spending Account with company match up to $1,000 per year
  • Adoption Reimbursement for adoption-related expenses up to $5,000 per adoption
  • Child/elder care resource and referral services
  • Backup child care
  • Matching Gift program through the Novartis US Foundation, which provides up to $5,000 per year to eligible institutions and organizations
To help employees manage their valuable time, Novartis also provides convenient on-site services, including fitness centers, cafeterias, take-home meals, medical services, lactation rooms, federal credit union, ATM, company store, dry cleaning and film developing. In addition, most departments permit casual attire every day.

Financial protection benefits

  • Disability Coverage
  • Short-term Disability replaces all or a percentage of base pay for up to 26 weeks.
  • Long-term Disability, after 26-week period, provides monthly benefits equal to 50% of total pay with flexibility to increase level of coverage.
  • Life Insurance, both company paid and supplemental, has flexibility to increase coverage at group rates.
  • Survivor Income Plan provides a monthly benefit to surviving spouses and children.
  • Group Legal gives you access to a network of legal advisors.
Financial and retirement planning benefits

  • Investment Savings 401(k)
  • Enrollment at any time
  • Employee contributions up to 50%
  • Automatic 2% company contribution
  • Dollar-for-dollar company match up to 4%,
  • Three-year vesting on company base and matching contributions
  • Loan/withdrawal provision
  • Novartis stock investment option
  • Changes to investment elections/contributions daily
  • Defined Contribution Retirement Program annual contribution after one year of service
Employee referral program

Nobody knows Novartis better than its employees. By identifying talented friends, relatives, and acquaintances who meet the qualifications for available positions, eligible Novartis employees may receive a $2,000 referral bonus if a referred candidate is hired.
 








Pfizer
Life + Family | Pfizer Candidate Site – U.S. Benefits

15 Company-paid holidays
This includes a Wellness Day to help you regroup and focus on you!


Up to three weeks of paid vacation (and more as you reach certain service milestones)
If you are a benefits eligible colleague, you also have the option to purchase 1 to 4 weeks of additional vacation.

Parental and Caregiver leave
  • 12 weeks of paid parental leave plus 14 weeks of unpaid parental leave for new parents, plus
  • Up to 10 days annually of paid caregiver leave each year to care for an ill family member.
Other types of leave
Up to 10 days of paid bereavement leave, 12 weeks of job-protected family and medical leave, paid sick and short-term disability leave and more.
 




GSK

https://us.gsk.com/media/7992/ustrataglance-jobpostings.pdf

Vacation is based on years of service and grade.

3 weeks, 4 weeks, 5 weeks, 6 weeks

Eligible for 15 holidays, including 9 company holidays, 4 year-end shutdown days, and 2 personal holidays.

Veterans also have the option to take Veterans’ Day as a paid day off.

*Eligibility for company holidays in the year of hire is based on hire date.

Other Paid Time Off Time off for incidental and unforeseen needs (manager approval required); Paid Parental Leave; Care of a Family Member Paid Leave; Bereavement Leave
 




Gilead

Benefits and Wellbeing
Gilead is committed to providing competitive and comprehensive benefits that make a real difference for your health, wellness and financial wellbeing. The benefits we provide vary for each of our global locations and typically include offerings such as healthcare, income protection, retirement savings plans and time off. Some of the benefits we offer in the United States, for example, include:

  • 12 weeks of paid family time off for caregivers*
  • 12 weeks of paid parental time off for new parents**
  • Generous 401(k) contribution matching
  • Comprehensive medical plans that cover both physical and mental healthcare
  • Access to subsidized onsite childcare services, priority access to near-site childcare services, along with discounts on in-home childcare provider placement services
  • LGBTQ+ health navigation support to identify and connect to quality and affirming care
Our goal is to provide total rewards packages that set our employees up for success, both inside and outside the workplace.

We care about the wellbeing of our employees and are committed to supporting that journey with a variety of programs and learning opportunities, including:

Global Wellbeing Reimbursement
To support employees’ emotional, physical and financial health, Gilead offers a global wellbeing reimbursement to assist with personal wellness activities that are the most impactful to each individual. Eligible expenses include financial advising and planning services, gym memberships, athletic and wellness equipment, emotional support resources, and more.

Time Off
It's important for employees to be given the opportunity to rest, recharge, and spend time with family and friends. We provide paid time off to help employees stay balanced throughout the year, including a paid global, company-wide December shutdown.***

Global Volunteer Day
We provide one paid volunteer day each year, which employees can use to support the community organization of their choice.

Giving Together Program
Our corporate matching donation and volunteer programs are part of our commitment to supporting the communities in which our employees live and work.

Employee Support Programs
We offer a variety of services and programs to support financial, emotional, and physical wellbeing and development, such as counseling, elder care, childcare, legal support, tuition reimbursement, financial coaching, pet insurance and more.

Flexible Work Options
We offer a variety of flexible work options to meet our employees where they are in their lives and careers, in addition to supporting them through any changes or transitions in life. These flexible ways of working are tailored to our regional and local teams to adapt to unique needs or regulations.
 




Merck

Time off
We provide employees with 12 holidays, four year-end shutdown days and a set number of paid vacation days to use throughout the year based on years of service or on work experience for new hires. We also provide our employees with a variety of paid time off options including:
• Paid parental time off (PPTO) – up to 12 weeks
• Sick time
• Military leave
• Other time off for such things as bereavement, jury duty, voting and volunteering.
 




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