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We care about people

Improving the quality of life of the US population is at the heart of what we do. Lannett takes great pride in contributing to the health of the patients who rely on our medicines and the communities in which we operate. Our values, policies and actions reflect this.

In the last two years, Lannett and its employees have raised or donated over $600,000 of cash and products* to a variety of worthy organizations (including but not limited to the United Way, Philabundance, and the Toys for Tots) with our most recent emphasis on local communities impacted by COVID19.

*Pharmaceutical product donations valued at WAC

Lannett employs a myriad of practices and tools to ensure our employees are treated fairly and equitably. Examples include:

  • A compensation team that continuously audits pay data to ensure internal equity and participates in Mercer salary surveys to remain externally competitive
  • Our Salary Administration and Pay Practice Procedure that ensures that all employees will be compensated fairly, regardless of race, color, religion, sex, sexual orientation, gender identity or expression, national origin, age, disability, veteran status or marital status
  • A short-term incentive plan based on pay for performance and alignment with company and shareholder goals
  • Extensive benefits to include medical, dental, prescription and vision healthcare insurance, 401K, life and disability insurance, EAP, FSA/HSA & wellness programs
  • Affirmative action plan for persons with disabilities and protected veterans

We are here to support our employees

When Lannett has had to adjust its workforce in response to competitive market forces and changing strategic direction, in recognition of the impact it has on affected employees it has provided significant severance benefits, including outplacement services to ease the transition out of the organization. Click here to see how we helped make their transition easier.

Safety

Safety is paramount and is reflected in Lannett’s Health and Safety Mission:

  • Provide a safe, healthy, and secure work environment for all employees, contractors, and visitors
  • Conduct our business with a goal of zero injuries and incidents
  • Communicate openly on health and safety issues
  • Maintain compliance with applicable rules and codes
  • Drive continual safety performance improvement

Lannett tracks its safety metrics to not only ensure its employees and contractors have the resources and support needed to work safely, but to actively seek out and identify hazards for correction before they cause an incident. We work diligently at identifying the root cause of injuries and correcting them to prevent additional injuries and illnesses.

Per regulations from the Occupational Safety and Health Administration (OSHA), a record of work-related illnesses and incidents is maintained, posted and communicated to our employees.

Below are the annual performances for our OSHA Incident Rate — the number of qualified, recordable incidents per 100 full-time employees, and, our Days Away and Restricted Time (DART) Rate — the number of recordable incidents resulting in days away, restrictions, or transfers per 100 full-time employees. Over the last three years, meaningful improvements were established on both metrics by 41% and 65% respectively.

Covid-19

When COVID-19 impacted our workforce, particularly the essential workers involved in manufacturing and testing of pharmaceutical products, the following (but not limited to) measures were implemented in recognition and support of the hardships they endure and their contributions to the US healthcare system:

  • Remote work for administrative personnel began March 16, 2020 and is expected to continue through at least March 31st of 2021
  • Created a dedicated, COVID-19 site on our communications portal providing employees with the most up-to-date public and company related COVID-19 information
  • Awarded special bonuses totaling $1,250 to each essential employee
  • Conducted routine employee surveys to secure feedback on our support systems and adjust accordingly
  • Offered alternative work arrangements for employees having childcare and school concerns
  • Waived co-pays and deductibles for COVID-19 testing
  • Waived telehealth co-pays and deductibles
  • Provided 40 hours PTO followed by 40 hours Lannett pay for any employee absences due to COVID-19 including school closings, physician ordered quarantine, and exposure to persons with COVID-19
  • Provided FMLA and disability for employees who need extended leave
  • If COVID extended leave is needed (without pay) and is not covered by FMLA or disability, employees continue to receive employment and health benefits and Lannett will waive premium while awaiting their return to work
  • All benefits-related actions are per the CARES Act