As is well known, there is no area meeting where there is not a session dedicated to the prize, which is given, as the company says, when the objective has been achieved. We know that the only "really" required objective is that of sales, even if they then include frequencies and coverage as a side dish. So much so that if the top in frequency and coverage is reached, but not in sales, the prize is not recognized.
From the news circulated on the net I read that "as many as 7 ISFs from the same company have been reinstated because in the opinion of the magistrates they would have been placed outside the company through procedures not permitted by law". In the face of the carnage produced by companies on the ISFs, it would seem that 7 reinstatements are a small thing, a poor result for the ISFs, but a great result for the company.
This is a result to be attributed, like it or not, to the personnel management to whom my heartfelt congratulations go. So if the personnel department has managed to obtain this great result, which happened in the space of a few weeks, I would say that it deserves the award for the objective achieved (managers also have awards, didn't you know?). We do not know if it will then be shared with others….
But the ISFs were able to win (sales of branch and mobility) because evidently whoever wrote the deeds and procedures (it would seem not permitted by law) provided the elements to which the winning ISFs themselves were able to cling to in order to win. Those elements that the Court of Milan had no difficulty in bringing out. Did they perhaps write them together with some graduated trade unionist?
But the prize is not discussed, it is collected. Yes, in the pharmaceutical sector it is cashed in. And the side effects? But what effects are we talking about if money and not drugs are counted here?
Simply stated according to the voices (telephone) of several isfs, in the reasons for the sentences there would be the elements why all those who have been subject to the transfer of branch or made into mobility, even those who have taken the money from the conciliation, can sue the company and win. And it really seems that colleagues are gearing up to proceed.
And this too is a perfectly achieved result/objective (the famous R/O). But then this personnel management should not only be rewarded, but also promoted
.
Also because, after the well-known events that allegedly brought tribulations (and settlements) to this company at the Bari Court prosecutor's office, the having set up anomalous mobility and branch transfers that the Milan court prosecutor is allegedly investigating does not can only confirm the positive trend of future results.
If there was a way to find a way to focus attention on this company, it couldn't have been better.
And therefore the sea from afar ....... welcome the bonus system
Dario Bertini
