Severance

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It will be interesting to see what happens. Some of you believe they will try to dodge severence. Others hope they will give meaning to the HHC values of doing what's right.
The leadership in Japan is in total control of how the Eisai employees that are not retained are treated. Regardless of whether they are pleased with the situation in the U.S. or not, Japan puts a very high value in doing what is honorable. Mr. Naito doesn't seem like the kind of man that is going to turn his back on those that worked for him.
Personally, I think he will not only do the right thing, but demand it. In the whole scheme of things, the cost to do what is right is far less expensive than destroying the faith of everyone in the companies values.
Japanese leadership knows that it was not the decisions of the general work force that caused this situation. If those of you that are doubting Mr. Naito are wrong, you should be big enough to come back and post it. If I'm wrong I'll do the same. We'll know the answer soon enough.
 



Anonymous said:
It will be interesting to see what happens. Some of you believe they will try to dodge severence. Others hope they will give meaning to the HHC values of doing what's right.
The leadership in Japan is in total control of how the Eisai employees that are not retained are treated. Regardless of whether they are pleased with the situation in the U.S. or not, Japan puts a very high value in doing what is honorable. Mr. Naito doesn't seem like the kind of man that is going to turn his back on those that worked for him.
Personally, I think he will not only do the right thing, but demand it. In the whole scheme of things, the cost to do what is right is far less expensive than destroying the faith of everyone in the companies values.
Japanese leadership knows that it was not the decisions of the general work force that caused this situation. If those of you that are doubting Mr. Naito are wrong, you should be big enough to come back and post it. If I'm wrong I'll do the same. We'll know the answer soon enough.
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The company is running out of money. Did you not watch the webex? Or did you not comprehend it maybe. Severences will be lite if at all. Do you think the company has cut car washes and cell phones but will then hand out generious severences to ungrateful reps? Come on people, at least give the appearance that you have some brain cells.
 



Anonymous said:
It will be interesting to see what happens. Some of you believe they will try to dodge severence. Others hope they will give meaning to the HHC values of doing what's right.
The leadership in Japan is in total control of how the Eisai employees that are not retained are treated. Regardless of whether they are pleased with the situation in the U.S. or not, Japan puts a very high value in doing what is honorable. Mr. Naito doesn't seem like the kind of man that is going to turn his back on those that worked for him.
Personally, I think he will not only do the right thing, but demand it. In the whole scheme of things, the cost to do what is right is far less expensive than destroying the faith of everyone in the companies values.
Japanese leadership knows that it was not the decisions of the general work force that caused this situation. If those of you that are doubting Mr. Naito are wrong, you should be big enough to come back and post it. If I'm wrong I'll do the same. We'll know the answer soon enough.
Click to expand...

Spoken like a true naive, newbie
 






Anonymous said:
The company is running out of money. Did you not watch the webex? Or did you not comprehend it maybe. Severences will be lite if at all. Do you think the company has cut car washes and cell phones but will then hand out generious severences to ungrateful reps? Come on people, at least give the appearance that you have some brain cells.
Click to expand...

I don't think people expect generous, but do expect the HHC organization to do at least what they say they stand for. If they can afford to pay OB and LC for losing hundreds of millions of dollars of the company's money then they can do right by those that had nothing to do with the lack of leadership other than suffering through it. Virtually all of the expenses required would be cleared within 90 days or so. By the way, there are many loyal employees that are going to get cut loose that are not part of the sales force.
 



Anonymous said:
I don't think people expect generous, but do expect the HHC organization to do at least what they say they stand for. If they can afford to pay OB and LC for losing hundreds of millions of dollars of the company's money then they can do right by those that had nothing to do with the lack of leadership other than suffering through it. Virtually all of the expenses required would be cleared within 90 days or so. By the way, there are many loyal employees that are going to get cut loose that are not part of the sales force.
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Don't know who you are but you're level headed, logical and reasonable. Where the hell have you been over the last two years? More importantly, why am I not working on your team instead of the bafoon I work for now?

I tend to agree with your view, even if it may appear that we're drinking the kool-aid. If they continue to take away our dignity, it's going to get ugly.
 



I hope you are right #21. If not, what a farce of a company this truly is. I've been beaten over the head with hhc, so if they do not live these same value now, then it will be very dissapointing. I am not counting on much, but hope for 3 months severance and 1-2 before I get let go depending on if I am asked to leave on march 7th or can remain until march 31st.
 






Anonymous said:
www.doleta.gov/programs/factsht/warn.htm
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Did you read THIS?


The exceptions to 60-day notice are:


(1) Faltering company. This exception, to be narrowly construed, covers situations where a company has sought new capital or business in order to stay open and where giving notice would ruin the opportunity to get the new capital or business, and applies only to plant closings;


(2) unforeseeable business circumstances. This exception applies to closings and layoffs that are caused by business circumstances that were not reasonably foreseeable at the time notice would otherwise have been required; and


(3) Natural disaster. This applies where a closing or layoff is the direct result of a natural disaster, such as a flood, earthquake, drought or storm.


If an employer provides less than 60 days advance notice of a closing or layoff and relies on one of these three exceptions, the employer bears the burden of proof that the conditions for the exception have been met. The employer also must give as much notice as is practicable. When the notices are given, they must include a brief statement of the reason for reducing the notice period in addition to the items required in notices.
 



NJ WARN -

Essentially tracks WARN, with one major difference. While WARN refers to a “single site of employment,” NJ WARN refers to an “single establishment” for purposes of determining whether the required number of employee have suffered a termination of employment for notice purposes. Under NJ WARN, only an “establishment” that has been operating for more than 3 years is subject to the statute’s notice requirements. WARN has no such limitation wit regard red to a “single site of employment.” Also, what WARN refers to as a “plant closing” is referred to in NJ WARN either as a “termination of operations” or a “transfer of operations,” but this difference appears to be only one of semantics.
 



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