Thanks for the Conf call

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Anonymous said:
They never said they want the rep that costs the lowest cash. Yes tenure was the lowest weight but the HR person even said the opposite. She said tenure is better. Stop confusing people nobody said salaries at all. If they are lying who knows but that is what was said!
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Are you really stupid enough to believe everything they say. If that aspect confuses you, then you must not have any common sense. Other companies pull that "feel good" stunt too. Just go ask all the tenured reps that are still looking for work. Wake up and quit drinking the Shire aid. HR is not your friend. They aren't going to mention the word "salaries"!
 






Anonymous said:
Are you really stupid enough to believe everything they say. If that aspect confuses you, then you must not have any common sense. Other companies pull that "feel good" stunt too. Just go ask all the tenured reps that are still looking for work. Wake up and quit drinking the Shire aid. HR is not your friend. They aren't going to mention the word "salaries"!
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You do realize its possible to have more tenure without there being a massive salary difference? Also tenure advantage of 1 to 5 years vs 10+ more years are two different things. You can spin it in your mind any which way to give yourself more hope but what we heard is all we can go off of. If I was a newbie I'd be scared right now.
 






Anonymous said:
Are you really stupid enough to believe everything they say. If that aspect confuses you, then you must not have any common sense. Other companies pull that "feel good" stunt too. Just go ask all the tenured reps that are still looking for work. Wake up and quit drinking the Shire aid. HR is not your friend. They aren't going to mention the word "salaries"!
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They didn't say salaries, minorities, women, those in management training, relatives of higher ups, popularity contest winners or a hundred other factors we all know may in reality come in to play but HR wouldn't say that. I personally believe and hope those things don't matter because none of those are within your control. If your worried its probably because you should be. We all are. But to put your faith in those things saving you or screwing your teammate is silly.
 






Anonymous said:
They didn't say salaries, minorities, women, those in management training, relatives of higher ups, popularity contest winners or a hundred other factors we all know may in reality come in to play but HR wouldn't say that. I personally believe and hope those things don't matter because none of those are within your control. If your worried its probably because you should be. We all are. But to put your faith in those things saving you or screwing your teammate is silly.
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I agree. Maybe 5% those things could save. 95% nope. Reviews, geography, tenure in that order will make or break us.
 






Bottom line...

I wish everyone well. I'm doing my best not to worry and let this affect my quality time with my family.

However, you are setting yourself up for major disappointments if you do not update your resume and keep and eye out for other opportunities. Even if you make the cut, you cannot let your guard down. This industry has dealt with layoffs for many years on a yearly / bi-yearly basis. The hammer is about to drop on Shire and it will never ever be the same.
 












I have read the WARN notice requirements and if I read it right they are required to give us 60 days written notice before layoffs. This has not happened and given the timeline set fourth it will not happen. So am I reading this right?
 












Anonymous said:
I have read the WARN notice requirements and if I read it right they are required to give us 60 days written notice before layoffs. This has not happened and given the timeline set fourth it will not happen. So am I reading this right?
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Only certain states are required to give a WARN period and only if the layoffs are more than a certain number of people. If the new territory doesn't take place until Jan. And you were on the conference call on Friday. That is your 60 day warn period.
 






Anonymous said:
Agreed, that other poster is encouraging reps in the situation you just described to sit around do nothing and be let go. If you fall in the scenario above you better not leave your family to chance because the odds have been givin to you beforehand and you will lose. The above poster is right they have to be consistent with what was said or its lawsuits and a free for all. Not gonna happen.
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Some of you ARE complete idiots! They can "displace" whoever they want....For whatever reason, do you remember all of the papers that you had to sign when you accepted your offer? There are only a few reps that would have any leverage... Pregnant and not on leave yet/ minority status. I dont think that either one of those are a high % with reps.
 






Anonymous said:
Only certain states are required to give a WARN period and only if the layoffs are more than a certain number of people. If the new territory doesn't take place until Jan. And you were on the conference call on Friday. That is your 60 day warn period.
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So we are gonna be paid for December, then severance will start?
 






Anonymous said:
Some of you ARE complete idiots! They can "displace" whoever they want....For whatever reason, do you remember all of the papers that you had to sign when you accepted your offer? There are only a few reps that would have any leverage... Pregnant and not on leave yet/ minority status. I dont think that either one of those are a high % with reps.
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Minority status? Explain that please!
 






if you read the WARN information it specifically says "A verbal announcement at an all employees' meeting or smaller employees/supervisor staff meeting does not meet the WARN Act requirements"

And I would like to ask is a conference call equivelent to a 60 day written notice legally in this situation?
 






The Pennsylvania Labor & Employment Blog says this:

WARNA Obligations:

Federal and state plant closing/mass layoff laws must be considered. Although Pennsylvania has no state law equivalent to WARNA, employers with multi-state operations must assess the application of such laws. Coverage under WARNA can be complex as it has look back rules which aggregate layoffs for determining triggering events. WARNA coverage will trigger the sixty-day notice period which has a tremendous impact on layoff planning raising issues of pay in lieu of notice, retention, and publicity.
 






Anonymous said:
So we are gonna be paid for December, then severance will start?
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They said your last day would be Nov. 30th. However I would think that Shire would pay you through Jan1. Before severance for good feeling before XMAS effect but I could be very wrong. This is what Pfizer did for its people who were laid off around the holidays.
 






Anonymous said:
They said your last day would be Nov. 30th. However I would think that Shire would pay you through Jan1. Before severance for good feeling before XMAS effect but I could be very wrong. This is what Pfizer did for its people who were laid off around the holidays.
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That would be nice. I doubt many companies are out hiring between thanksgiving and Christmas.
 






I would be able to leave with no hard feeling and would even recommend Shire if they would pay the displaced through the end of the year. Would be a great PR move. It would also help greatly since traditionally there are a lot of managers out during December and it would make it more difficult to find a job at that time. I hope they do the right thing. And yes their severance is very generous but like I said this would help a ton.
 






Anonymous said:
if you read the WARN information it specifically says "A verbal announcement at an all employees' meeting or smaller employees/supervisor staff meeting does not meet the WARN Act requirements"

And I would like to ask is a conference call equivelent to a 60 day written notice legally in this situation?
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If they are laying off less than 100 I don't think there is a warn period? From what I can read.
 






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