Do I dare report a major policy violation by my CTL?

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Anonymous said:
If so, how do I do this. This man is one of the lowest of the low and deserves to be crushed but I don't have a clue as to how to report the violation.
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go through your state, it will be documented and you will have protection. If you go within the company anything can happen. If it's extremely bad, speak to the DA.

Jeffrey
 












Make sure that you seek an attorney BEFORE you do anything else. Be sure that you can prove that it happened and can show the attorney where it states it in the policy. Good luck and watch your back.
 






I reported my CTL to the Merck Ombudsman and senior management. I found myself being investigated shortly thereafter. You don't want to go through any internal channels. And you can't believe or trust anyone employed by Merck at any level in any capacity.

If you question whether or not the policy violation includes any violation of the FDA's DDMAC laws, contact them directly. You can remain anonymous or not. I quit Merck after 20 years (that was their goal in the first place; I was happy to leave, frankly) and did report them anonymously, for fear of retribution with my new employer (the drug business is a relatively small fraternity). I know they're now being investigated by the FDA as a result. As it turned out, mine wasn't the only report of this infraction, so I'm glad I called it in. Merck has a less-than-stellar reputation with the FDA these days and for good reason. Desperate companies do desperate things.

The FDA attorneys were professional and objective. Tell them the facts of your case and they will decide whether or not any wrongdoing has occurred. What started with me as a simple DDMAC violation report was escalated to a criminal investigation, which is handled by a different department within the FDA. I feel better knowing that Merck's shenanigans will be stopped.

As a current employee, you need to be extra careful. If Merck puts you on the "hit list", you'll need evidence to protect yourself after they've fired you or forced you out via the usual pressures---more biting critiques, more CTL ride alongs, PIP's, etc. That's the way it went with me and many others I've talked to. I'd document everything to establish Merck as a hostile work environment and keep a digital recorder running at all times. That will secure your Unemployment benefits after you're gone, if you haven't found another employer.

Above all else, don't break down and succumb to the pressure as most do. Leave the Xanax to those who need it, stand up to your manager and tell him to kiss your a-- and start anew with another employer who will value you. I haven't been this happy in many years and I don't miss Merck a bit. I do make less money, but I have some dignity again and enjoy my new sales position very much. Trust me, you won't miss Merck or most of its a---kissing, back-stabbing and naive employees at all.
 






Da...a company policy violation is probably only prosecutable by nobody but the company! Mercks stupid rules that we spend so much time concentrating on generally do not apply to anyone but Merck! Whatever you do don't call HR..they are there only to protect the company interest and will cut your throat with a dull butterknife! Managers have that special protection reserved for only management...think of how few managers ever got axed for Vioxx issues when everyone knows they were doing illegal things!
 






Anonymous said:
Da...a company policy violation is probably only prosecutable by nobody but the company! Mercks stupid rules that we spend so much time concentrating on generally do not apply to anyone but Merck! Whatever you do don't call HR..they are there only to protect the company interest and will cut your throat with a dull butterknife! Managers have that special protection reserved for only management...think of how few managers ever got axed for Vioxx issues when everyone knows they were doing illegal things!
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If you go to HR they will sweep it under the rug and will examine everything you have done in the past and future. They will build a case and get rid of you. If you get the state involved you will be off limits. Merck would open a can of worms. Unfair work practice is a state issue. A company cannot put in a procedure or ignore things when they get a call from the state. As in the previous post, my brother works for the state and the biggest issue is they first go to HR, HR hides the paper trail or makes sure the issue is fully diluted and not very clear, and the person gets fired for fraudulent reasons. There is nothing he can do about it at that point in time. The state will not spend a lot of money to investigate the issue at that point. Another thing is when you accept the package from a layoff, you give up your legal right to file a suit against the company. People think you can accept the package then file suit. It can’t be done. That is why they give you a good package.

Jeffrey
 






All of the above is accurate. Above all else, whenever you believe you have some legal issue with Merck that is a violation of state or federal law (NOT MERCK POLICY), seek qualified counsel outside of Merck. Never, never, never, never, never report anything to the Merck Ombudsman, HR, or any Merck employee. That can't be stressed too much. Merck will then identify you as hostile and you'll want to have the strongest case and best representation possible. Never a bad idea to have some potential alternate employers established and your exit strategy in place. You won't want to stay at Merck whether or not you win your complaint. If this sounds like to much work or hassle for you, just work on exiting the company and save yourself the misery of remaining at Merck.
 


















Anonymous said:
Unless you have an unimpeachable witness, don't bother. Some animals are more equal than others....
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unimpeachable witness? All I am saying is that if something is shady you need to contact the correct people (state). It will provide a solid paper trail to cover your back side. Without that you will be thrown to the lions.
 






Anonymous said:
unimpeachable witness? All I am saying is that if something is shady you need to contact the correct people (state). It will provide a solid paper trail to cover your back side. Without that you will be thrown to the lions.
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Yes, you need an unimpeachable witness. Otherwise the allegation devolves into a "he said, she said" debate, and in this case, the status quo always wins, especially at Jerck & Co.
 






unimpeachable witness hopefully, paper trail definitely, outstanding counsel representing YOU - A MUST. I'm not an attorney, dislike having to work with them, but know from experience that a great attorney is a must when challenging a major corporatation. Otherwise, save yourself the trouble and punt to your exit strategy.
 






I would do something. We had a local incident here a couple of years ago. Manager sits for the perfect time to go after tenured rep. He gets him on jerk-water-USA type of stuff. Guy loses job. He told this ex-employee(I see him around all the time)"its either your ass or mine, and I can tell you one thing, its not going to be mine."

If also been involved with others who have gone to HR. It wasnt overly fun, and the company did investigate. They did find wrongdoing with the manager, but he kept his job. He lost his title though, and he lost the ability to make any bonus for at least 2 years that I know of. He ended up getting let go back in '09. Point is this-the company backs managers to a certain extent. Probably too far. But, once they eventually do get in trouble, it will make it easier to let this manager go whenever cuts do happen. Dont forget, one of the things that eliminated reps(and managers)during this cut time was that if you had an active HR issue(within the last 3 years I beleive), you were gone.

So, please, help out the people around you. Maybe you dont get him this time, but he will be ripe for the picking when the cuts come....
 






Anonymous said:
So, please, help out the people around you. Maybe you dont get him this time, but he will be ripe for the picking when the cuts come....
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Are ya nuts?? Easy for you to recommend that someone else stick their neck out to report a manager. It would be better if it came from an entire district. Otherwise, I'm sorry but I wouldn't do anything like that on an individual basis with the way things are at Merck now. Much too risky if I wanted to keep my job. imho.
 






Anonymous said:
Are ya nuts?? Easy for you to recommend that someone else stick their neck out to report a manager. It would be better if it came from an entire district. Otherwise, I'm sorry but I wouldn't do anything like that on an individual basis with the way things are at Merck now. Much too risky if I wanted to keep my job. imho.
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I agree 100%. It would be employment suicide. HR's job is to make thing go away or minimize the impact of anything that would stick. If it's illegal or an issue where there is a violation of labor laws I would take it straight to the state or federal level. If you went straight to HR, HR would act shocked, thank you for coming forward, then see you as a person who needs to be dealt with. You have 0.0 protection. If you go state or federal, any big company would not waste time with some vendetta that would have been made up in their own minds anyway. You can't expect anyone to join you and if you try to do it alone, the end would be near. Plus if you start talking to people about it, one of them would tell the manager for brownie points. Either don't waste your time with it or go through the proper channels (state).
 


















Anonymous said:
I've only seen it happen once where a DM got reassigned inside for behavior issues. It was her entire district that went to HR.
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I have also seen similar incident where the entire district went to the director who flown in and listened. The manager kept his job and is now one of those that bid farewell to you at the end of a national meeting. The reps...all gone now.
 












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