Colcrys Q2 Bonus

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Read the letter you signed for IC payout in 2012. You just need to be employed the end of the IC period. In this incidence it will be either June 15th or June 30th..yet to be determined by upper management. You no longer have to be employed when the payout is made. Been that way since beginning of 2012.
 






Anonymous said:
Read the letter you signed for IC payout in 2012. You just need to be employed the end of the IC period. In this incidence it will be either June 15th or June 30th..yet to be determined by upper management. You no longer have to be employed when the payout is made. Been that way since beginning of 2012.
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Really? Because we were told that for the Q1 payout of this year that you needed to be on the payroll on the date of the payout (and those directions came straight from management).

There was another thread on here asking about the Q1 bonus because the document was unclear and many people also said for Q1 that we had to be on the payroll on the payout date.

This is a special circumstance entirely and I think they are still figuring out the bonus and how it will be paid.
 






Anonymous said:
Really? Because we were told that for the Q1 payout of this year that you needed to be on the payroll on the date of the payout (and those directions came straight from management).

There was another thread on here asking about the Q1 bonus because the document was unclear and many people also said for Q1 that we had to be on the payroll on the payout date.

This is a special circumstance entirely and I think they are still figuring out the bonus and how it will be paid.
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it is not supposed to be paid until the end of august, supposed with the last "payroll" check.....it is the date of payout that you have to be employed because quintiles got screwed by an employee q1 who tried to collect but left before payout, that is why it was changed
 






Anonymous said:
it is not supposed to be paid until the end of august, supposed with the last "payroll" check.....it is the date of payout that you have to be employed because quintiles got screwed by an employee q1 who tried to collect but left before payout, that is why it was changed
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Okay...so...as far as you know a rep has to be here on the payout date at the end of August to get the Q2 bonus? What if people get another job by then?
 






Doesn't anyone listen or read their email? You need to be employed through June 30th for an August 30th payout. (Which, in this special circumstance, is really just through June 15th). Just like you needed to be employed through March 30th for the payout on May 31st. There is not a conspiracy theory. Read your previous emails.
 






Anonymous said:
Doesn't anyone listen or read their email? You need to be employed through June 30th for an August 30th payout. (Which, in this special circumstance, is really just through June 15th). Just like you needed to be employed through March 30th for the payout on May 31st. There is not a conspiracy theory. Read your previous emails.
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All I know is the amount of time we're getting paid for but several people (including members of management) are unclear about what the exact situation will be at this time.

Members of management also told people that they had to be active employees on the payroll at the time of the Q1 payout this year in order to get it (check out the previous thread on here if there is any doubt).

It;s obvious that people are getting conflicted messages because people don't know anything for sure yet about this bonus.
 






Once again, read your previous emails. You do not need to be an active employee- this was changed in January 2012. You can leave today and be paid bonus through June 30th on August 30th. Sorry the management is so confused. Nothing really shocking there though.
 






CALL HR. That is the only way to get the real scoop and they have to stand behind what they tell you. Ask the person you talk to their name so you have someone to point to if it doesn't happen just like you are told. That is why HR is there.
 






I am waiting for hr to get back with me on the issue of bonus as well. I will post as soon as I hear anything. What a mess weve all been in last two months- talk about a rollercoaster ride
 






it is not legal to take your bonus away from the time that you worked

spoke to attorney- also....they are not allowed to take your severence away because they are forcing you to take a job that you can not fulfill when you were told termination of june 15 and then last minute notice you are not able to meet the impossible job requirements they are enforcing.

You are also entitled to unemployment as a company such as this is forcing you to quit or resign because you can not meet the demands of position and therefore forcing you out of a job you were told was over anyway on June 15. legally that is too short of notice.

Hope this helps you guys that were selected on this
 






Anonymous said:
it is not legal to take your bonus away from the time that you worked

spoke to attorney- also....they are not allowed to take your severence away because they are forcing you to take a job that you can not fulfill when you were told termination of june 15 and then last minute notice you are not able to meet the impossible job requirements they are enforcing.

You are also entitled to unemployment as a company such as this is forcing you to quit or resign because you can not meet the demands of position and therefore forcing you out of a job you were told was over anyway on June 15. legally that is too short of notice.

Hope this helps you guys that were selected on this
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Thanks and by severance you also mean the pay that we were promised through August 31st correct?
 












Anonymous said:
it is not legal to take your bonus away from the time that you worked

spoke to attorney- also....they are not allowed to take your severence away because they are forcing you to take a job that you can not fulfill when you were told termination of june 15 and then last minute notice you are not able to meet the impossible job requirements they are enforcing.

You are also entitled to unemployment as a company such as this is forcing you to quit or resign because you can not meet the demands of position and therefore forcing you out of a job you were told was over anyway on June 15. legally that is too short of notice.

Hope this helps you guys that were selected on this
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Hope you didn't pay good money for your attorney advice because you wasted it.
Reason-you are not currently on severance nor you were never told that you were terminated June 15th. You were told that your last day in the field was June 15th and that you were employed with full salary and benefits for 90 days after we were notified by Takeda that they were canceling the contract (which was June 1st). Also told severance for 60 days after the initial 90 days. As a result just like any job that you hold, you do what your employer tells you your job is during employment. In this case some of us have a job as Takeda Vacancy Management. The rest of us have been told that this is not a severance, nor is it a paid summer vacation either but that we are employees and must be available to do what assignment we are told to do. Managers are still doing things like Mid Year Reviews and paperwork for SFE portion of IC payout. If they stopped and took a "paid summer off" none of us would get our IC payout.By the way if you read what you signed for 2012 IC payout, you do not have to be employed at time of payout, just employed by Quintiles at the end of the IC period. People were paid Q1 even though they left in April for example.
 






Anonymous said:
Hope you didn't pay good money for your attorney advice because you wasted it.
Reason-you are not currently on severance nor you were never told that you were terminated June 15th. You were told that your last day in the field was June 15th and that you were employed with full salary and benefits for 90 days after we were notified by Takeda that they were canceling the contract (which was June 1st). Also told severance for 60 days after the initial 90 days. As a result just like any job that you hold, you do what your employer tells you your job is during employment. In this case some of us have a job as Takeda Vacancy Management. The rest of us have been told that this is not a severance, nor is it a paid summer vacation either but that we are employees and must be available to do what assignment we are told to do. Managers are still doing things like Mid Year Reviews and paperwork for SFE portion of IC payout. If they stopped and took a "paid summer off" none of us would get our IC payout.By the way if you read what you signed for 2012 IC payout, you do not have to be employed at time of payout, just employed by Quintiles at the end of the IC period. People were paid Q1 even though they left in April for example.
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The fact that there had to be a Mgmt.Conf Call followed by a District Conf call proves that everyone was confused and each one had interpreted the situation any which way they wanted and the Mgmt is doing things on the fly. Now comes another directive to enter Peoplesoft till Aug 30.
 












hey wise guy....wed all gladly sit at home and do year end reviews vs home study and going away for a two month stint. No didnt pay a lot for an attorney, it was a family friend so kiss off asshole
 






Anonymous said:
Hope you didn't pay good money for your attorney advice because you wasted it.
Reason-you are not currently on severance nor you were never told that you were terminated June 15th. You were told that your last day in the field was June 15th and that you were employed with full salary and benefits for 90 days after we were notified by Takeda that they were canceling the contract (which was June 1st). Also told severance for 60 days after the initial 90 days. As a result just like any job that you hold, you do what your employer tells you your job is during employment. In this case some of us have a job as Takeda Vacancy Management. The rest of us have been told that this is not a severance, nor is it a paid summer vacation either but that we are employees and must be available to do what assignment we are told to do. Managers are still doing things like Mid Year Reviews and paperwork for SFE portion of IC payout. If they stopped and took a "paid summer off" none of us would get our IC payout.By the way if you read what you signed for 2012 IC payout, you do not have to be employed at time of payout, just employed by Quintiles at the end of the IC period. People were paid Q1 even though they left in April for example.
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you are right on one point....they were paid Q1, even though they left in April...and that is why you HAVE to be employed, meaning, yes, an employee on Quintiles payroll, not working for another company, to collect bonus, on the DAY OF PAYOUT! You can't leave the company just because you worked until June 15 and get the payout in August, if you went to another company
 






You are confused. If Q1 ended March 31st, payout was May 31st. The person who left in April was paid Q1 bonus. Q2 ends June 30th. You may leave anytime after that and receive a bonus payout August 30th. You will be paid for scripts for the entire month of June per JB's message. You do not need to be employed by Quintiles in July or in August. Why is this so hard to understand? Read the emails, read the compensation memo for 2012.
 






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