"The severance package.
DHR is contractually bound through 2012 to maintain the current severance package.
I suspect in 2013 they will not kill it but adjust it. Severance pay could be cut it in half. "

So anyone know about the 2013 severance package from Bec.

"My previous employer jumped at the chance to get me back, something which is taboo at Beckman."

Nine out of ten people who leave Beckman, voluntarily or not, feel that they were seriously mistreated while employed at Beckman. What passes as excepted practice at that company would get a manager fired anywhere else. Beckman knows this and thus the policy of not rehiring ex-employees.

Besides, how much fun can management have with a employee who has already had their soul and spirit crushed.

Yes, I was "encouraged" to find employment elsewhere. My previous employer jumped at the chance to get me back, something which is taboo at Beckman. I was one of the very lucky ones who was shown the door and good luck followed.

I'm very glad to nomore work for Beckman Coulter, as I can see they destroy the Spirit for those who remind in the Company ( Service & Sales). They actually split FSE working for CD and LSR.
With this staff the'll never manage the workload . Poor Customer !

"if you're under forty you have the obligation to yourself and your family to consider looking for a new employer"

... and if you're over forty they will "encourage" you to find a new employer.

Congratulations Mr. S on your new job. We all wish you well and know you made a good decision. You moving on is Beckman's loss.

The severance package.

DHR is contractually bound through 2012 to maintain the current severance package.

I suspect in 2013 they will not kill it but adjust it. Severance pay could be cut it in half.

1 yr = 1 wk pay or maybe less. Less like maybe nothing.

They could also kill the 9 month health extension to the 18 month cobra. Also they could really mess with some of the retirees who qualify for health insurance coverage.

If DHR decides to unload any or all of Beckman there will be no mercy shown.

One things for sure if you're under forty you have the obligation to yourself and your family to consider looking for a new employer.

It is times like this when you know you should belong to a Union. Can you really be sorry for any one that despite all the warning and recommendations on this site does still not belong to a Union?

It may still not be too late to join

The severance package.

DHR is contractually bound through 2012 to maintain the current severance package.

I suspect in 2013 they will not kill it but adjust it. Severance pay could be cut it in half.

1 yr = 1 wk pay or maybe less. Less like maybe nothing.

They could also kill the 9 month health extension to the 18 month cobra. Also they could really mess with some of the retirees who qualify for health insurance coverage.

If DHR decides to unload any or all of Beckman there will be no mercy shown.

One things for sure if you're under forty you have the obligation to yourself and your family to consider looking for a new employer.

Rumors are they do not want to give out packages in 2012. They are going to PIP people for under performing in 2011 and let them go without severance. Watch out for your review!!!

"Danaher is opening the doors to get rid of over priced, and under performing talent."

No... Danaher is picking the bones until there is nothing left and then selling off the carcass to the highest bidder.

SG in his R4G (Revenue for Garrett, oops! Revenue for Growth) agenda had long ago gotten rid of those thought to be underperformers. Truth is they really weren't underperformers. In reality they were the only folks who really knew the business, customer service and how to get things done.

BC has been an under performing medium size Dx player. Folks from BC are not considered to have the same solid pedigree by employers such as Roche, Siemens, among others.

Don't get your hopes up that folks leaving BC is going to sink the ship. Danaher is opening the doors to get rid of over priced, and under performing talent.

Thank-you sir/madame,
A well thought out cogent post at last! Well said and glad its working out for you elsewhere.

Being a recent Ex-Beckman Coulter scientist, and having time to reflect on my past experience, hopefully I can add a balanced perspective to a very polarized commentary. In retrospect, I am very grateful for having the chance to work for Beckman Coulter. Perhaps I was lucky, I know my group manager had a lot to do with that. She was and still is a courageous leader who put her people, collaborators, and customers in front of her career to do the right thing. Unfortunately, for Beckman Coulter, she appears to be the exception rather than the rule when it comes to management. For I am of the firm belief if Beckman Coulter had more leadership (especially technical) and less management, the company would have taken a much different direction.

However, if you look across the Bio-Medical industry, Beckman Coulter is far from being unique in this standpoint. In the futile attempt to manage away all risk many companies have created overly business biased and political cultures that ignore the single truth of our industry; success begins at the bench. Worthwhile science, the kind that usually produces innovative and commercially successful products, will always be a risky endeavor. Hence, the greatest risk is achieved when you take no risk all, because at that point you are guaranteed failure. Scientists need the freedom to operate, risk should be mitigated by hiring the most talented researchers and giving them an independent voice in the organization. Business functionaries also need to recognize that the intangible assets represented in the minds and creativity of their technical teams represent the most valuable aspects of their enterprise. Therefore, careless layoffs of experienced technical workers may in the short term make balance sheets and income statements appear better, but they usually achieve this at a cost to the long-term performance of the company.

Over my tenure at Beckman Coulter, I saw management fall more and more into this damaging trend and it eventually led me to seek employment elsewhere. Today I am with a company where my business counterparts respect and value what I bring to the table technically. This has not only resulted in much better compensation, but also created a chance to make a much greater impact to the organization. For those in Beckman Coulter’s management that might be reading this rumor mill, a greater stake and voice in the organization is all that is being asked of you. The best ideas generally come from the line, but they will not see the light of day if they are not championed at the tactical and strategic levels. Have the courage to honestly turn your culture upside down; I promise that you will be surprised with the result.

BCI managements are simply bunch of cheaters. They hide, they lie and BS to employees, customers and regulatory agencies even after being caught. Just read the warning letters and FDA's reaction to management response. Incompetency and immorality is an explosive combination, no faith, no hope.

BCI employees are not employees anymore but associates! Another word for danaher's slave

DBS= Wal-Mart way. Wal-Mart calls their employees "associates" too!

Same Management Consultants!

BCI employees are not employees anymore but associates! Another word for danaher's slave

DBS= Wal-Mart way. Wal-Mart calls their employees "associates" too!

BCI employees are not employees anymore but associates! Another word for danaher's slave

Hey, we have JN from bayer, siemens, quest, siemens. what more do we need. we will conquer the world now!! LMAO

[They hire ego maniac that have on depth beneath their ego]

Huh?? No wonder BEC is in trouble if this is the way BEC employees communicate.

Not only are they bleeding the talents, they can't recruit quality people. They hire ego maniac that have on depth beneath their ego

From my Beckman days, when ISO 9000 was adopted the quality processes went into the toilet. The moment ISO was stamped on was the moment management quit caring about quality. ISO paperwork took the place of Beckman Excellence. I feel sorry for the kids who have to work there now. Might just as well work for the post office.

Kaizen, nothing more than propaganda. What Kaizen did for Japan was to push the labor force into 60 hour work weeks. Beckman had continuous process improvement. It was in the Beckman DNA.

Much much cheaper to print paperwork stating quality than to pay for a sufficient number of experienced employees. Shame on the FDA for allowing companies like Beckman to get away with the junk that gets released.

"Seems like danaher management, like bci before, thimk employees are thé company's biggest problem"
DHR has a typical MBA approach and only looks at shareholder value. Product quality isnt a goal they just need to be good enough and as cheap as possible, Look what happened to Craftsman tools. Employees arent a problem as much as theyre an expense that needs to kept as small as possible in numbers benfits and pay. Good place to own stock and get some early experience but long term..

[It is no secret among the best known head hunters in the Life science and medical devices industry, that Beckman Coulter’s talents tier is by all means the easiest to attract successfully these days.]

Who would want those left at Beckman? They are left because they are less experienced, good at back-stabbing and don't rock the boat. Can't imagine any employer wanting wall flowers. Finally, don't believe there are too many positions available in life sciences/medical devices in this economy. All the major diagnostic firms are experiencing decline and workforce reduction.

And it's not over yet. Seems like danaher management, like bci before, thimk employees are thé company's biggest problem. Employees actually care about customers. Bci and danaher obviously don't

RC and many other loosers are still around because Danaher's plan is to sell BCI in pieces. What better can be to use the same people to do this selling task than the one who sold to you in the first place. RC, BH etc...are all needed for the next year or so.

So they let all of the current businesses atrophy while RC fiddled and the corporation burned.

********
Can someone please explain why RC is still around?? He ruined everything he touched or even came close to. I thought Danaher was supposed to be smart. Can't they see through his BS?

Yeah, they sucked all of the project direct cash out of stateside R&D. Lots of folks left sitting on their thumbs and rotating. Created a Quality emergency to keep them busy. Story was that DxN needed the money. So they let all of the current businesses atrophy while RC fiddled and the corporation burned.

[Reliability is far better when systems are built outside of the US.]

NO!! Cost is lower when systems are built outside of the US. That is the only factor that matters to the bean counters and management of Beckman/Danaher.

Reliability is more a factor of design and engineering. Systems can be designed anywhere. In fact, many products (I'm not talking just diagnostics now) are designed in the US but built elsewhere or components/modules are built elsewhere with final assembly in the US.

Beckman needs the Olympus products because Beckman R&D and engineering did not keep pace with the marketplace. However Olympus products are no panacea.

It will be fun to watch.

Olympus instruments are the only thing that will keep BC afloat. Moving manufacture to US would be the death nell to them. Reliability is far better when systems are built outside of the US.

+++++ While the corporate talking heads will say the layoffs are due to reduced orders the fact is that management wants to get out of S. California and this is just one step in that direction.+++++++

you are very dead on... brea will not survive with all those instruments cut from the schedule for the whole year and next year...
and if and this is a big IF olympus where to get build in the USA which is zero to none it will not be in california it would cost to much..

[Major lay-offs took place last week in Brea manufacturing due to significant reduction in SYNCHRON DxC orders.]

I don't doubt that DxC orders have slowed. Who would buy an aging analyzer with quality problems and future product support in doubt?

While the corporate talking heads will say the layoffs are due to reduced orders the fact is that management wants to get out of S. California and this is just one step in that direction.

Major lay-offs took place last week in Brea manufacturing due to significant reduction in SYNCHRON DxC orders.

"They would have been better off to name the new company after Olympus."

How about Beckpus or Olyman?

-----
"Beckman (and their products) is only surviving on their legacy at this point..."

The legacy is gone. Beckman products are rapidly approaching end-of-life. There is virtually nothing in development except DxN, don't hold your breath. Unless Olympus can pull a rabbit from a hat, Danaher will pick the bones and sell the carcass.

Anyone want to buy a carcass?

Beckman (and their products) is only surviving on their legacy at this point, which is fading fast into the sunset. They would have been better off to name the new company after Olympus. After all, that is now where the future lies. RIP

Sysmex already reported hiring a good number in the U.S and Europe.

"The most noticeable comments that you hear from the exiting crowd, is that they have lost faith in the current management and do not see Danaher making any substantial change that would put the company back on track."

If Beckman or ex-Beckman employees are just now realizing that Beckman management has failed miserably they must have had their heads in the sand (along with Beckman management) for about 10 years.

It won't get any better either because Danaher has chosen to listen to the failed Beckman management rather than sending them packing.