Main Subject - Business

However, working for an employer that does not consider your welfare as a human being can outweigh the financial advantages of even the best salary package. Our needs as individuals don’t simply evaporate because we are paid a good salary.

Who is the employer?

The employer is the organisation for whom you

According to USFDA, a combination product is one composed of any combination of a drug and device; biological product and device; drug and biological product

work, but in reality your manager or supervisor is the visible face of your employer. Have you been in a situation where your work group is full of tension and unhappiness whilst another group within the organisation seems to thrive on co-operation, good humour and great results? If staff from both groups were as

; or drug, device, and biological product and fixed dose combination would include two or more combinations of drug.

Examples of combination products may in

ed what they thought of the “employer” they would each give a very different account. It is hard not to be envious of a work group where they enjoy a positive and constructive work environment, if you are battling along feeling undervalued, criticised and/or ignored.

I was recently reading an article in a Human R

lude drug-coated devices, drugs packaged with delivery devices in medical kits, and drugs and devices packaged separately but intended to be used together.

sources forum where the author stated that “people don’t leave organisations, they leave managers.” This is largely true from my own observation and experiences. Sure, there are many reasons you might leave one employer other than being unhappy in the workplace, but it remains one of the big reasons for staff turn

here is enormous increase in the number of combination products entering the market in the recent years. Combination products have proven advantages but fixe

ver. And if your employer (i.e. the organisation as a whole) does not have policies and procedures in place to address these kinds of difficulties your life can be made miserable.

"Employee friendly" workplaces

Employee welfare is a very broad area of interest. In the best environments employers will addr

d dose combinations are still in the process of convincing regulatory authority on their advantages over the single ingredient formulations.

Combination pro

ss employee welfare in the workplace itself and also consider employee welfare in terms of the pressures you will experience outside the workplace.

Workplace issues

An employer who is genuinely interested in the welfare of employees (and consequently strengthen their productivity) should be concerned abou

ucts have become life saving products for the pharmaceutical companies who doesn’t have many innovative molecules in their product pipeline and have been inc

creating a positive work environment where individuals recognise they are valued. The big ticket item here is providing a workplace free of bullying, harassment and discrimination. As an employee (or prospective employee) you might look for;

* Clear policies and procedures relating to bullying, harassment and di

easingly used in the product life cycle management. Even the companies having product patents are trying to extend their product life cycle through the combi

scrimination

* A commitment to Equal Opportunity regardless of gender, race, marital status, pregnancy, sexuality, disability or age

* Grievance procedures that are clear and actively implemented

* Ongoing training and development opportunities.

Issues outside the workplace

Ideally an employer will pro

nation products and maximize the revenues. But the companies involved in this practice are overlooking that they are burdening the patients both economically

ide as much flexibility in working arrangements consistent with operating an effective and productive business or service. For example flexible leave provisions support employees in a number of ways to fulfil their obligations and aspirations outside the workplace. Does your employer (or prospective employer) make

and physically. They need to rightly judge the benefits of the combination products and they have to even look at the risks involved when combining the produ

provision or provide support for:

* affordable and accessible child care

* flexible hours, where core working hours are defined with the freedom to start a little earlier or finish a little later in order to support family requirements, with the proviso that you work your paid hours over a period of time (e.g. 1

ts. Some of the combination products were well accepted by physicians while others suffered. Companies involved in development of combination products are fi

0 hours a month)

* working part time

* extended annual leave provisions. Some employers allow staff to purchase additional annual leave by earning slightly less during the year and having 2 - 4 weeks extra annual leave during the year. This can be great when you have school age children that need to be supervise

ding difficulty in defining their combination products and facing various challenges from selecting a combination to marketing it.

Following aspects would a

during the holidays.

* paid and unpaid maternity leave. In many jurisdictions this provision is enshrined in legislation. Does the employer enact the requirements of the legislation with a good grace?

* carer’s leave? Many employers allow staff to utilise sick leave to care for dependents (children, elderly par

dd to the challenges in developing combination products:

Which markets to tap where the combination products can do fairly well?
Which combination prod

nts, family members with a disability)

Other supports

Many employers, particularly larger organisations, contract external counselling services which can be accessed by employees and their immediate family members. This is known as an Employee Assistance Program (EAP). Such programs would typically provid

cts are meaningful and rational?
Which therapeutic categories to select?
Which Combinations can address unmet needs of the patients?
Do combin

counselling for a range of issues including work issues, drug and alcohol problems and family dynamics etc. In other words, any issue that affects the employees welfare in or out of the workplace. EAP’s are required in the majority of circumstances to maintain absolute confidentiality about the employee’s circums

tions increase the patient compliance?
What would be the developing cost?
How to tackle the risks encountered during combination product developmen

tances, although they may provide a general report to the employer about the kinds of issues affecting employees generally. After all, if 10 staff are receiving counselling because of management harassment at work, it makes sense that the employer is given a “heads-up” about the problem so that they can acknowledg

t?

As combination products don't fit into the traditional categories of drugs, medical devices, or biological products, the USFDA is in the process of devel

the human and business costs and address the issue effectively.

Some employers maintain "family friendly" or “employee welfare” components on their websites that provide relevant information and links to support services addressing needs to do with parenting, domestic violence, child abuse, health issues (for bo

ping new procedures for reviewing their safety, efficacy and quality.

Professional from academic institutions, pharmaceutical industries, health care indust

h women and men) etc.

Will you discriminate?

To address employee welfare adequately, the employer should consider the employee in the context of their whole life, and not just in the workplace. Life is too short to be miserable at work and no amount of money is worth it.

I have put my money where my mout

y and representatives from various regulatory agencies are working out to design the regulatory requirements for manufacture and sale of combination products

is on this issue. In my circumstance I was with an employer who showed a collective disregard for the well-being of their employees, treating them as commodities that could be ignored, moved about or assigned to meaningless or no-win tasks. Fortunately I had the opportunity to win a short term contract with anoth

.

As there is an increasing trend of the combination products companies manufacturing such products should be able to tackle the problems involved in the de

r agency where the work was absorbing and the team dynamics were excellent. Productivity, efficiency, good humour and positive relationships with colleagues were the hallmark of this new role. At the end of my contract however, I elected to stay on at a salary several thousand dollars less than my original employe

elopment. They need to be wiser in analyzing the market trends and the regulatory requirements.

Companies that provide selfless information through particip

was paying because I could see and feel the difference in my psychological well-being and sense of worth. No amount of money is worth being miserable!

Be discriminating - if you have that option!

Read more articles at http://www.progressenterprise.com

tion in industry events and feedback to regulatory authorities would be able to face the challenges and will be successful in developing combination products

The second in a short tutorial series, this article explains the parts of a business letter and for what they are used.

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Main Subject - Choosing an Employer-Think About Your Welfare!

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