Disciplinary Action

[Anonymous]

Can someone please lay out what the formal process of getting someone fired is? As in how many steps are there and how many levels of probation, warning, formal warming etc? Thanks

 

[Anonymous]

Search this board for LOC and LOW etc, plenty of info

 

[Anonymous]

Can someone please lay out what the formal process of getting someone fired is? As in how many steps are there and how many levels of probation, warning, formal warming etc? Thanks

very rarely does anyone "survive" a "letter of concern" process, if you are put on one, then you have been identified by management as a weak link, not team player, etc.

you are basically on the unofficial layoff list

after letter of concern, comes letter of warning, then some other stupid letter, I think each "period" is around 90 days, once it has started it is to late for you

they will make everyone on the planet ride with you, make you do a shit ton of busy work, and make your life miserable, they WANT you to quit instead of paying you unemployment

my advice, start looking for another job now

 

[Anonymous]

very rarely does anyone "survive" a "letter of concern" process, if you are put on one, then you have been identified by management as a weak link, not team player, etc.

you are basically on the unofficial layoff list

after letter of concern, comes letter of warning, then some other stupid letter, I think each "period" is around 90 days, once it has started it is to late for you

they will make everyone on the planet ride with you, make you do a shit ton of busy work, and make your life miserable, they WANT you to quit instead of paying you unemployment

my advice, start looking for another job now

The only way to get off this unofficial list is to let the regional management team fist you.

 

[Anonymous]

I survived- only because of my age, I'm sure. I am still here, alive and kickin', and secure!

 

[Anonymous]

I've survived too. Make sure to get your side on file with HR.

 

[Anonymous]

Search this board for LOC and LOW etc, plenty of info

Thanks, I searched it and found more info. I can't find exactly how many warnings or probations there actually are before you get fired. This isn't a case of compliance or expenses it's a case of management wanting someone out. Anyone with further detailed information on the process that could give insight would be helpful. Thanks

 

[Anonymous]

Can someone please lay out what the formal process of getting someone fired is? As in how many steps are there and how many levels of probation, warning, formal warming etc? Thanks

It is a case by case basis. Being that this is an "At Will" company, Forest does not need to provide or explain to you or anyone why they are terminating your ass. In some cases due to inner small office politics a formal "letter of concern" will be deposited in your HR file and copied to all your superiors but in the majority of cases it is simply your DM going behind your back and calling your offices, secretly meeting and interviewing your "pod mates", pulling time stamps, verifying lunch pick up times and number of HCP attendees, pulling all gas receipts with the station name date and time including verification of milage vs. pump pull..all this is part of the DM training process and they are all very heavily trained on how to "manage out" reps.. I have seen 3 counterparts and a few friends in other districts at forest worked out in this exact same matter, it really is up to the manager but it usually takes 30-45 days from start to finish to push out a rep with a pink slip, it is a laborious process and often times the rep is blindsided but once the ball starts rolling there is no stopping a matter like this. Remember they have your every second documented and often times in ways that you are oblivious too...

 

[Anonymous]

You are right, but who does this for all the illegal and immoral things the Dm do. Many are guilty of severe compliance and HR issues and HR turns their back on these issues. We are the ones making forest $, but all managers are treated like gold. We need to all start reporting these bullies to compliance and document it. That way the company is liable for keeping these people employeed

 

[Anonymous]

Benn there done that. they made the first move and in the shape this industry is in your toast. the ball is on your court hit back and hit back hard if you have a legit gripe talk to a labor lawyer, don't be scared when they settle they make you sign an iron clad statement that they also sign and all they can say is yes Mr. smith worked here from - to. if they violate that you'll be living in Hawaii in a great house overlooking the Pacific

 

[Anonymous]

Benn there done that. they made the first move and in the shape this industry is in your toast. the ball is on your court hit back and hit back hard if you have a legit gripe talk to a labor lawyer, don't be scared when they settle they make you sign an iron clad statement that they also sign and all they can say is yes Mr. smith worked here from - to. if they violate that you'll be living in Hawaii in a great house overlooking the Pacific

Hire a lawyer on the grounds of what?! That's the whole point a Letter of Concern, LOW, FW, Probation. This the paper trail that starts your demise. You have legal recourse if you're a minority and documented proof that you're being let go due to racism or if you can prove sexual harassment. Otherwise, no lawyer is going to want to work with you.

 

[Anonymous]

Hire a lawyer on the grounds of what?! That's the whole point a Letter of Concern, LOW, FW, Probation. This the paper trail that starts your demise. You have legal recourse if you're a minority and documented proof that you're being let go due to racism or if you can prove sexual harassment. Otherwise, no lawyer is going to want to work with you.

you are correct, I had two consultations with two different lawyers, no case

unless you can prove they broke the law by violating ERISA or by discriminating based on your race, sex, or health, you have nothing

 

[Anonymous]

Still employed but two said I do have case. Did you look up all your state laws? Do you have a protected disability? There are a lot more than you might think? Can you prove you were treated differently than others in same situation or position? You have to put the time and research in to find out. You can see examples of decisions in favor of employees. It's a lot of work but could lead to HR not approving your termination or at least buying a lot more time.

 

[Anonymous]

It is a case by case basis. Being that this is an "At Will" company, Forest does not need to provide or explain to you or anyone why they are terminating your ass. In some cases due to inner small office politics a formal "letter of concern" will be deposited in your HR file and copied to all your superiors but in the majority of cases it is simply your DM going behind your back and calling your offices, secretly meeting and interviewing your "pod mates", pulling time stamps, verifying lunch pick up times and number of HCP attendees, pulling all gas receipts with the station name date and time including verification of milage vs. pump pull..all this is part of the DM training process and they are all very heavily trained on how to "manage out" reps.. I have seen 3 counterparts and a few friends in other districts at forest worked out in this exact same matter, it really is up to the manager but it usually takes 30-45 days from start to finish to push out a rep with a pink slip, it is a laborious process and often times the rep is blindsided but once the ball starts rolling there is no stopping a matter like this. Remember they have your every second documented and often times in ways that you are oblivious too...

This is a great post, and the real take away here is trust NO Body, your "pod" mates are usually an intricate piece in your termination...be very cautious.

 

[Anonymous]

Telling me, can't trust anybody. All will lie when time to cover their butts instead of standing up to the truth..

 

[Anonymous]

It is a case by case basis. Being that this is an "At Will" company, Forest does not need to provide or explain to you or anyone why they are terminating your ass. In some cases due to inner small office politics a formal "letter of concern" will be deposited in your HR file and copied to all your superiors but in the majority of cases it is simply your DM going behind your back and calling your offices, secretly meeting and interviewing your "pod mates", pulling time stamps, verifying lunch pick up times and number of HCP attendees, pulling all gas receipts with the station name date and time including verification of milage vs. pump pull..all this is part of the DM training process and they are all very heavily trained on how to "manage out" reps.. I have seen 3 counterparts and a few friends in other districts at forest worked out in this exact same matter, it really is up to the manager but it usually takes 30-45 days from start to finish to push out a rep with a pink slip, it is a laborious process and often times the rep is blindsided but once the ball starts rolling there is no stopping a matter like this. Remember they have your every second documented and often times in ways that you are oblivious too...

This post is revealing. I remember my manager saying that if he called my offices, they should remember my visit! I can't control what they do and do not remember!!! I got fired by the way. And one of my POD mates hated me from day one. I never got a "letter of concern".

 

[Anonymous]

This post is revealing. I remember my manager saying that if he called my offices, they should remember my visit! I can't control what they do and do not remember!!! I got fired by the way. And one of my POD mates hated me from day one. I never got a "letter of concern".

They called the office? They asked the receptionist if you were there? They don't talk to a nurse or the physician because they are too busy for this type of petty follow up. If you are making phantom calls, you are screwing yourself. Do what you can in the office, but make sure you were there and actually know the doc was there at the time you were.

 

[Anonymous]

They called the office? They asked the receptionist if you were there? They don't talk to a nurse or the physician because they are too busy for this type of petty follow up. If you are making phantom calls, you are screwing yourself. Do what you can in the office, but make sure you were there and actually know the doc was there at the time you were.

WTF? If anyone got fired due to what a minimum wage receptionist said I would think they were already in hot water for other things. Also, if my manager called my docs to verify I was there they would get told to go find something else to do with their valuable time.

Finally, if you are putting in calls and not even in the office you will eventually screw yourself. You might fool management for a while but your counterparts know. And hope your numbers stay good. When the heat gets turned up you will be the first to fry at their hands.

 

[Anonymous]

Yes, we are your counterparts and we know-we have your calendars on our frxsell and see your calls without samples balancing out your real calls to make the numbers work. We see your calls to no access docs and some that aren't even in the territory. Are we going to tell? Not me, our managers don't want to hear it. Rock on.