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Class action for performance review bonuses

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Anonymous said:
Anybody have info on this?
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The truth is that anyone can sue anyone else for anything. Whether they can prevail or not is a different story.

A class action suit requires a Fed Court to grant that status and it is difficult to get that status. And, it requires an apriori showing a law has been broken.

When you write, "the performance review bonuses" if you mean the latest fiasco where they were simply incorrectly calculated then there is no case. You can't make a case for bad, inept or even vindictive business practices. They have to break an employment law and I can find nothing in these actions to warrant a court to find that there is any reason for a suit.

So, dream on.
 




Anonymous said:
The truth is that anyone can sue anyone else for anything. Whether they can prevail or not is a different story.

A class action suit requires a Fed Court to grant that status and it is difficult to get that status. And, it requires an apriori showing a law has been broken.

When you write, "the performance review bonuses" if you mean the latest fiasco where they were simply incorrectly calculated then there is no case. You can't make a case for bad, inept or even vindictive business practices. They have to break an employment law and I can find nothing in these actions to warrant a court to find that there is any reason for a suit.

So, dream on.
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Must read
http://translate.google.com/transla...is+bonus+tagesanzeiger&hl=en&biw=1791&bih=874
 












Anonymous said:
You're asking Cafepharma trollers if we have any info on any lawsuits? This website never ceases to amaze me with the goddam questions that get asked. Keep 'em coming...
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Forced Ranking is the issue. Everyone needs to have the same resources to perform their job and if not they cannot be ranked against each other.
 
























Forced ranking is used by every company in every industry. The reality is, it forces managers to really rank their direct reports. Not every employee is or can be top rated. It's like the old bell curve. Most people fall in the middle range. A few fall below and a few rise above. THAT is a fact of life.
The problems happen when BAD managers give their "pets" too high a ranking, forcing those who really deserved the higher ranking to fall. All you can hope is that the bad manager's boss will recognize the problem. If he/she doesn't see it, or doesn't WANT to see it, then your only option is to go elsewhere because the politics will rule the day, not the talent.
 








Sadly, the forced ranking model is still going strong in industries that are not looking at factors other than an artificial ranking system. Of course, if there is a difference between the top and bottom reps, it can be justified--however, often there is so little difference between the top and bottom reps in a district, values and behaviors carry the weight. More often than not, the manager is not impartial, and higher rankings can be given to those reps who never challenge the system, never question how things are done, and in general kiss up the most. We all then have to learn to play the game
 








Novartis is very, very guilty of overt discrimination against northern California reps when they took them out of the national ranking pool for several quarters to be part of some "Sutter model project" that collapsed a few years ago. The farce was that the rep's jobs would be different than the rest of the country when, in truth, they also pulled out territories whose jobs were not affected by the "Sutter model" but they claimed they could not keep territories in districts where there was one or more territories in the "Sutter model" in the national pool. There was a severe price paid in commissions and awards that reps were excluded from who had the exact job every other rep in the national ranking pool had! This was as much of an abuse of employees as gender discrimination or forced overtime and I hope the class action attorneys investigate this as their next project. Similar crimes probably happened in other parts of the country under the guise of "medical group partnering". The atrocious thing about this is that a manager in no. Ca. who was a co-mastermind of the "Sutter model" seemed to have set this whole house-of-cards up so that the non-Sutter reps who lost at least 6mo. of rankings unfairly lost their jobs in the bloodbath in April, 2012. Wasn't it convenient that it happened that is wife applied and interviewed for one of the lost jobs. Thank goodness management above him was smart enough to nix the almost-hire as the wife would have been an indirect subordinate of her husband!
 




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