• Thurs news: Moderna posts surprise profit. How Trump victory will affect FTC, FDA. Gilead CAR-T sales stagnate. Sarepta pulls plug on Duchenne candidate. AZ China chief in custody. See more on our front page

RLT NON-COMPETE

Quote










anonymous said:
Best bet is to join together to get a lawyer to negotiate the terms. Otherwise, we’ll all be working with a bunch of equally miserable people
Click to expand...
When you say “join together” do you mean US field sales? All US employees that are impacted?

Is it possible for employees to band together and negotiate terms in situations like this?

We have until Oct 7 to sign it or we’re fired.
 




The part I find most difficult to swallow is the lack of good faith in hiring. They knew they were going to require this but didn’t disclose it during the hiring process for those hired in March and April. Something like this would be a material factor in deciding whether to accept the position. Talk about eroding trust! Also, so far no info on how long the non-compete lasts? If you are downsized, is the NC severed? And other than forfeiture of Awards, are there any other damages they could collect against an employee who leaves for another RLT position? Does non-compete only apply to taking another RLT job? Or is it any sales job with a company who sells an RLT product?
 




anonymous said:
The part I find most difficult to swallow is the lack of good faith in hiring. They knew they were going to require this but didn’t disclose it during the hiring process for those hired in March and April. Something like this would be a material factor in deciding whether to accept the position. Talk about eroding trust! Also, so far no info on how long the non-compete lasts? If you are downsized, is the NC severed? And other than forfeiture of Awards, are there any other damages they could collect against an employee who leaves for another RLT position? Does non-compete only apply to taking another RLT job? Or is it any sales job with a company who sells an RLT product?
Click to expand...
You would have gotten the non compete today if you were part of it. Not all field sales was a part of it. But great questions to ask!
 




anonymous said:
You would have gotten the non compete today if you were part of it. Not all field sales was a part of it. But great questions to ask!
Click to expand...
I got it. I didn’t have it yet when I posted. Just discussing good questions to ask when we got it. Looks like 12 mo non-compete in force regardless of reason for separation. So if we’re downsized, we still can’t hold a job in RLT space for a hear. Also, forfeiture of awards is not the only thing at stake if you decide to leave after signing. They can recover other damages against you, including atty fees to enforce contract. It looks like it only applies to another job in RLT space, so that’s good.
 












anonymous said:
I got it. I didn’t have it yet when I posted. Just discussing good questions to ask when we got it. Looks like 12 mo non-compete in force regardless of reason for separation. So if we’re downsized, we still can’t hold a job in RLT space for a hear. Also, forfeiture of awards is not the only thing at stake if you decide to leave after signing. They can recover other damages against you, including atty fees to enforce contract. It looks like it only applies to another job in RLT space, so that’s good.
Click to expand...
Non Competes are Illegal in most states. Check the law in your State. Maryland just passed a law in effect 2024.
 




Blatant leadership failure that betrays employees. It's a short-sighted, draconian tactic that will destroy morale, repel talent, and lays bare the toxic work environment that Novartis has become. Leaders would focus on retaining staff through positive measures, not treating them as threats. This move screams of insecurity and control, proving that the real danger to our company's success isn't ambitious employees but rather incompetent leadership. Suggest anyone who can negotiate fair terms for yourself. This is shameful.
 




anonymous said:
Blatant leadership failure that betrays employees. It's a short-sighted, draconian tactic that will destroy morale, repel talent, and lays bare the toxic work environment that Novartis has become. Leaders would focus on retaining staff through positive measures, not treating them as threats. This move screams of insecurity and control, proving that the real danger to our company's success isn't ambitious employees but rather incompetent leadership. Suggest anyone who can negotiate fair terms for yourself. This is shameful.
Click to expand...
Do you think HR will be receptive to negotiating terms? Doubtful
 




















The FAQ states that only people in CA don’t have to sign. Would be interesting to know about the “bonus.” I spoke with an employment attorney and he stated that while they can be hard to enforce, it will require litigation ($$$) and in his experience NVS is VERY aggressive on these, going after individuals and the company that hired you. This also reduces your attractiveness as a candidate to begin with…making this an all around bad deal for those of us forced to sign in two weeks or risk losing our job, benefits and LTI that would vest a few months after separation.
 




anonymous said:
Blatant leadership failure that betrays employees. It's a short-sighted, draconian tactic that will destroy morale, repel talent, and lays bare the toxic work environment that Novartis has become. Leaders would focus on retaining staff through positive measures, not treating them as threats. This move screams of insecurity and control, proving that the real danger to our company's success isn't ambitious employees but rather incompetent leadership. Suggest anyone who can negotiate fair terms for yourself. This is shameful.
Click to expand...

They just promoted someone from Cosentyx to be the RLT general manager, that should tell you everything about this franchise. People making decisions at the top who haven’t a clue about RLT. We are living in a clown world.
 




So 3 years from now when I’m eligible for the bonus, I have to be at 100% over goal? So I’m at the mercy of the miserable ways they choose to goal individuals. This quarter they’ve asked some reps for zero growth and others for 180% growth.
 




anonymous said:
Blatant leadership failure that betrays employees. It's a short-sighted, draconian tactic that will destroy morale, repel talent, and lays bare the toxic work environment that Novartis has become. Leaders would focus on retaining staff through positive measures, not treating them as threats. This move screams of insecurity and control, proving that the real danger to our company's success isn't ambitious employees but rather incompetent leadership. Suggest anyone who can negotiate fair terms for yourself. This is shameful.
Click to expand...
Just wait until they bring in Duane and he rolls out his revolutionary free trial offer program. He will save the division!
 




It’s my understanding that each year, you have to be 100% or greater attainment to receive an RSU award. If you aren’t, no RSU’s for that year so nothing to vest in 2027. Is that how others understand it?
 




Top Bottom
Back
Quote