If on Warning Letter, Should your Resign?

[Anonymous]

If you get put on a warning letter and think the chances of surviving are pretty low, should you wait til the last week of the warning letter and resign or ride it til the end?

I'm thinking it is better to resign because you can come up with a more plausable reason why you're not with the company when you're interviewing as opposed to lying because you got fired.

What do you all think?

Don't resign, ever!! Work to get in good standing. If not, let them fire you. Severance, unemployment, and they can't tell potential employers you were fired. You say you were laid off. Employers know times are tough. You will survive and thrive!

 

[Anonymous]

don't resign. Like others have stated flood your DBM with what they want. Be wordy. The other thing you should do if that day ever comes is to have an attorney come with you to the killing field! The law says there are things an employer must give to the employee getting terminated at the time of termination but any time after that initial firing date and time the rules change and they do not have to give you what you might ask for. Your attorney would know these things and insist on them. The employer on the other hand is usually not armed with those things and usually will take the individual out of the field but continue to pay them until the matter is taken care of. When you walkout that door the law changes!

 

[Anonymous]

don't resign. Like others have stated flood your DBM with what they want. Be wordy. The other thing you should do if that day ever comes is to have an attorney come with you to the killing field! The law says there are things an employer must give to the employee getting terminated at the time of termination but any time after that initial firing date and time the rules change and they do not have to give you what you might ask for. Your attorney would know these things and insist on them. The employer on the other hand is usually not armed with those things and usually will take the individual out of the field but continue to pay them until the matter is taken care of. When you walkout that door the law changes!

How do I find out which state I technically work in because that will determine where I would retain a lawyer. Is it NJ because the company is headquartered in NJ? Is it the state where your territory is? What if there is more than one state? Or is it the state where you reside? I don't want to call H.R. and ask this question cause that will open up the flood gates.

 

[Anonymous]

DO NOT TALK TO HR GENERALIST! They report to your RBD, and will get you no where! Call 800 348 5526 compliance and ethics, that will get you results. Especially if you can prove your mgr is treating you differently then other reps in your district. It is the only way to really get something done. I speak from experience!

 

[Anonymous]

DO NOT TALK TO HR GENERALIST! They report to your RBD, and will get you no where! Call 800 348 5526 compliance and ethics, that will get you results. Especially if you can prove your mgr is treating you differently then other reps in your district. It is the only way to really get something done. I speak from experience!

What can I tell compliance? That my manager has neglected me for the past several months and then all of a sudden gives me a WW? I don't think they care about that. Let me know what you did.

 

[Anonymous]

The above is the best advice of all. HR protects the company from lawsuits...not you!
How do I know?....I worked in HR for ten years before I got ulcers from screwing with people to protect inept and unethical managers, regional mgrs, VP's, etc.

E&C is the place to go. The company will always back the manager unless there is overt, proveable racial or religious discrimination or sexual harassment.

Do not quit, unless you don't care about unemployment benes. Severance...maybe. Depends on how bad they want you gone, or how much they need to cover their asses.

I wish you well.

 

[Anonymous]

The above is the best advice of all. HR protects the company from lawsuits...not you!
How do I know?....I worked in HR for ten years before I got ulcers from screwing with people to protect inept and unethical managers, regional mgrs, VP's, etc.

E&C is the place to go. The company will always back the manager unless there is overt, proveable racial or religious discrimination or sexual harassment.

Do not quit, unless you don't care about unemployment benes. Severance...maybe. Depends on how bad they want you gone, or how much they need to cover their asses.

I wish you well.

Exactly, the LAST place to go is HR. they will fuck you in a heartbeat. Been there, done that.

 

[Anonymous]

Exactly, the LAST place to go is HR. they will fuck you in a heartbeat. Been there, done that.

INDEED !!!!!!!!!!!!!!!!!!!!!!
AGREED !!!!!!!!!!!!!!!!!!!!!

 

[Anonymous]

What can I tell compliance? That my manager has neglected me for the past several months and then all of a sudden gives me a WW? I don't think they care about that. Let me know what you did.

Same thing happened to me. Compliance is no help- they are BMS employees. We need a class action lawsuit. My DBM put expectations in the WW that no one else in the company is expected to do. Also the DBM is a complete lame ass.

 

[Anonymous]

I think it depends on your age and tenure. If you are young and won't get much severance, you might be better off to start interviewing right away, and then quit that last week, whether you have found another position or not.

However, if you are older and have been around long enough to get a big severance, you might want to make them fire you. Just make sure you dot every eye and cross every t of all the actions required in the WW. If you complete everything in good faith, and they say you are still not meeting expectations, you may be offered a severance. When my manager ran me off last year, I got 56 weeks severance.

Also, I would be in contact with your HR generalist to make them aware of any concerns of improper or unfair treatment you may be receiving from your manager. The company needs to know you have a side of the story as well as the manager's.

Did they offer you the 56 weeks or did you negotiate? How many years did you have with BMS? Did you also get health insurance?

 

[Anonymous]

Same thing happened to me. Compliance is no help- they are BMS employees. We need a class action lawsuit. My DBM put expectations in the WW that no one else in the company is expected to do. Also the DBM is a complete lame ass.

Yes, my manager stated that during my WW, I had to achieve 100% call notes or I could be fired on the spot, while the rest of the district never attained 100% and no big deal was ever made of that. There were other things like that, but I'm not going to waste my time trying to remember them.

 

[Anonymous]

Did they offer you the 56 weeks or did you negotiate? How many years did you have with BMS? Did you also get health insurance?

There was no negotiation, but on the phone call the HR lady simply stated that I "did get" 56 weeks severance. I assume you are asking about retiree health insurance, and yes, I have retiree insurance with the rule of 85, but it doesn't do much good, since BMS doesn't take care of their retirees anymore and the premiums are through the roof. Remember, I was not terminated for performance, which they said was OK, but rather over "BMS behaviors". I was not ranked near the bottom of the region, but just below the middle.

 

[Anonymous]

I would not bank on severance. They do not have to give it. It's not automatic Severance is only required if your job is eliminated. And you only get something like 2 weeks for each year worked And if you should get it you would be required to sign a waiver-which is no big thing Ask yourself is all of this stress worth it? You would never stand a chance suing them They will only do what's best for them.

 

[Anonymous]

The above is the best advice of all. HR protects the company from lawsuits...not you!
How do I know?....I worked in HR for ten years before I got ulcers from screwing with people to protect inept and unethical managers, regional mgrs, VP's, etc.

E&C is the place to go. The company will always back the manager unless there is overt, proveable racial or religious discrimination or sexual harassment.

Do not quit, unless you don't care about unemployment benes. Severance...maybe. Depends on how bad they want you gone, or how much they need to cover their asses.

I wish you well.

It doesn't state anywhere in the WW that they would pay me severance if I were terminated. It just says if I don't meet the requirements at the end of the stated period I WILL be terminated. Do you think there is any value in obtaining legal representation? If only to possibly help in negotiating severance and extended healthcare benefits?

 

[Anonymous]

What is E&C

 

[Anonymous]

I would not bank on severance. They do not have to give it. It's not automatic Severance is only required if your job is eliminated. And you only get something like 2 weeks for each year worked And if you should get it you would be required to sign a waiver-which is no big thing Ask yourself is all of this stress worth it? You would never stand a chance suing them They will only do what's best for them.

Unless you are terminated for cause...falsification of calls, compliance issue, etc. you will most likely be offered severance to prevent a lawsuit. Performance and behaviors are challengeable as reasons for termination because there are so many factors that may be disputed with those areas. If it were me, I'd be actively looking for a fresh start somewhere else.

 

[Anonymous]

Unless you are terminated for cause...falsification of calls, compliance issue, etc. you will most likely be offered severance to prevent a lawsuit. Performance and behaviors are challengeable as reasons for termination because there are so many factors that may be disputed with those areas. If it were me, I'd be actively looking for a fresh start somewhere else.

They've given me a lot of crap to do and the field rides are going to be brutal. I'll be burning the midnight oil looking for another position - hopefully not in Pharma. If anyone has any suggestions on sales positions outside pharma - I'd appreciate hearing them.

 

[Anonymous]

Change your attitude-make the field rides brutal for your DBM. Have them meet you at 6:30am and finish at 5 and be 90 minutes from your DM'S car. I'm not joking about this, I am 100% serious. Make your DM'S job harder.

 

[Anonymous]

Attention HR person: Are you sure if a potential employer calls BMS to verify employment, BMS cannot say you were let go for cause? I've heard that companies can do this. Can they only state the time period that I worked for BMS and nothing else?

 

[Anonymous]

Unless you are terminated for cause...falsification of calls, compliance issue, etc. you will most likely be offered severance to prevent a lawsuit. Performance and behaviors are challengeable as reasons for termination because there are so many factors that may be disputed with those areas. If it were me, I'd be actively looking for a fresh start somewhere else.

And they will dig deeeeeeeeeeeeeeeep for cause. Be prepared, it will be brutal!